How to be a good student Essay Example for Free

How to be a good student Essay To become a good student, you need to get motivated! Motivation can come from seeing the situation of many poor children around the world who are not lucky enough to get a proper education. This is a good thing to keep in mind when you find yourself not wanting to attend class or study at home. Another reason to get motivated to study is that you will enjoy a better quality of life as an educated person. You can go to educational websites, like this one, and surf them with interest. You must not force yourself to study, as this will make learning a chore and you will not feel like even opening your books. You will have many academically good students in your courses. Try becoming friends with them (or encourage your current friends to be better students), and youll be immersed in an academic environment which will help you feel motivated! Above all, you need confidence! For that, we need to feel that we are working for ourselves and not for others! Good luck! Chapter 2 Concentration On Studies Concentration follows eagerness. This section provides you with the basics of Concentration and also provides you with advice as to how to get aroused with concentration. You need to pay attention in a class. Dont start chatting with your peers/friends when the teacher turns their back to you. Even better; dont associate with distracting people. You should realize that the people in your class play an important role in how everybody progresses. However, if you are a good student you will do better and achieve your goals. Your friends will be there for you at that time, if they are trustful and of a good reputation. At home, study and do your homework in a place that doesnt make you sleep. It is advisable to have a dedicated study table or desk. Dont do your study work on the bed or in front of the TV, radio, stereo, etc. That would be pointless because you are meant to be thinking about your studies.

Human resource Planning and Leadership roles

Human resource Planning and Leadership roles Human Resource Planning is the process by which an organization ensures that it has the right number and kind of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives (Decenzo and Robbins 2000). Vetter (1967) defined human resource planning as the process by which management determines how the organization should move from its current manpower position to its desired position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefits. Human resources planning should be a key component of nearly every  corporations strategic business planning. To ensure their  competitive advantage  in the marketplace, organizations must implement innovative strategies that are designed to enhance their employee retention rate and recruit fresh talent into their companies. In todays corporate environment, it is viewed as a valuable component for adding value to an organization. Both employees and the company will often realize many benefits of planning over the long-run. Contemporary human resource planning occurs within the broad context of organizational and strategic business planning. It involves forecasting the organizations future human resource needs and planning for how those needs will be met. It includes establishing objectives and then developing and implementing programs (staffing, appraising, compensating, and training) to ensure that people are available with the appropriate characteristics and skills when and where the organization needs them. It may also involve developing and implementing programs to improve employee performance or to increase employee satisfaction and involvement in order to boost organizational productivity, quality, or innovation (Mills, 1 985b). Finally, human resource planning includes gathering data that can be used to evaluate the effectiveness of ongoing programs and inform planners when revisions in their forecasts and programs are needed. Strategic collaboration between small and medium sized enterprises (SMEs) and the large businesses they partner can take many forms, such as locating a SMEs facility in close proximity to a buyers facility to enable just-in-time delivery of raw material, inputs and components; collaborating on research and development and product design to build organizational competencies and capabilities; collaborating on supply chain activities to manage costs and promote operational efficiency; or delivering outsourced human resource management activities (Doz and Hamel 1998). For large businesses, forming strategic alliances and collaborative partnerships can be critical to their ability to seize technological opportunities, to build critical resource strengths and competitive capabilities, to improve supply chain efficiencies and deliver value to their customers (Kaplan and Hurd 2002). Often these partners are small and medium sized enterprises, that are expected to perform as full partners (Ij ose, Olumide). However, there has been little to no attention paid to the role the strategic human resource management (SHRM) practices of SMEs play in their ability to be valued and trusted strategic partners in the value chain of big businesses. Like any other organization, the sophistication of their human resource management practices can lead to operational inefficiencies that can affect their ability to meet their obligations to corporate buyers (reference and relate sentence to big businesses where this has been proven). Factors that enable operating excellence include having a strong management team, recruiting and retaining talented employees, viewing training as a strategic activity, structuring the work effort in ways that promotes successful strategy execution, deploying an organizational structure that facilitates the proficient performance of strategy critical activities, instituting policies and procedures that facilitate good strategy execution, instilling a strategy supportive cult ure and tying rewards and incentives to individual and team performance outcomes that are strategically relevant (Higgins 2005). Human resource planning involves plans for future needs of personnel, their required skills, recruitment of employees, and development of personnel (Miller, Burack, Albrecht, 1980).   Human resource forecasting and human resource audit are the two most important components of this type of planning. Human resource forecasting refers to predicting an organizations future demand for number, type, and quality of various categories of employees. The assessment of future needs has to be based on analysis of present and future policies and growth trends. The techniques of forecasting include the formal expert survey, Delphi technique, statistical analysis, budget and planning analysis, and computer models. The human resource audit gives an account of the skills, abilities, and performance of all the employees of an organization (Werther Davis, 1982). Recruitment  refers to the process of attracting, screening, and selecting qualified people for a  job  at an  organization  or firm. For some components of the recruitment process, mid- and large-size organizations often retain  professional recruiters  or outsource some of the process to recruitment agencies. Types of recruitment are: 1. External Recruitment Methods Develop  relationships  with guidance and career counselors at colleges and universities and ask for help in recruiting for open positions. Reach out to professional organizations that are in line with the organizations mission, and ask to them to list open positions in their newsletters and emails to members. Organizations with financial resources should consider working with a recruitment firm, especially if the position is at a higher level or requires a specific skill or type of experience. 2. Internal Recruitment Methods Be clear about the skills and experience an applicant must possess. Post an open position internally first to assess whether there are qualified candidates within the organization. Consider interns, volunteers, temporary workers or consultants who may have been working in a similar capacity to the open position( managementstudyguide  [online]). A typical selection process consists of the following steps: completed job application, initial screening, testing, indepth selection interview, physical examination, and job offer (French, 1982). In general, extension organizations use a simple knowledge test and a brief interview to select extension personnel. An interview  is the most common form of selection as it is relatively cheap to undertake and is the chance for an employer to meet the applicant face to face and so obtain much more information on what the person is like and how suitable they are for the job. Examples of information that can only be learnt from interview and not on paper from a CV or application form are: Conversational ability-  often known as people skills Natural enthusiasm or manner of the applicant See how applicant reacts under pressure Queries on comments or details missing from CV or application form There are though other forms of selection tests that can be used in addition to an interview to help select the best applicant. The basic interview can be unreliable as applicants can perform well at interview but not have the qualities or skills needed for the job. Other selection tests can increase the chances of choosing the best applicant and so minimise the high costs of recruiting the wrong people. Examples of these tests are aptitude tests, intelligence tests and psychometric tests. Once the best candidate has been selected and agreed to take up the post, the new employee must be given an  employment contract. The training of personnel contributes directly to the development of human resources within organizations. Training programmes are directed towards maintaining and improving current job performance, while development programmes seek to develop skills for future jobs (Stoner Freeman, 1992, p. 388).   Training based on actual field experience should be emphasized.  Methods such as coaching, job rotation, training sessions, classroom instruction, and educational institute-sponsored development programmes are used to train managers. An important aspect of human resource management which needs special attention in organizations is the development of a reward system which will attract, retain, and motivate extension personnel, as well as provide training and promotional opportunities. Skinners reinforcement theory, Vrooms expectancy theory, Maslows need-hierarchy theory, Adams equity theory and Herzbergs two- factor theory are the five main approaches that have created the understanding of motivation. In 1943, Maslow gave a list of five types of needs of employees i.e.: ego, safety, physiological, self- actualizing and social. Maslow said that all type of needs of employees should be fulfilled in some priority levels, as the fulfillment of their needs would bring a great deal of motivation in the employees. Motivators and hygiene were the two categories in which Herzberg divided motivation in 1959. Job satisfaction is provided by recognition and achievements of employees which contribute to intrinsic factors and motivation. Job dissatisfaction is developed as a result of low pays and insecurity of jobs that contribute towards extrinsic factors or hygiene. Performance was the major area of relevance which contribute towards rewards and further increased performance according to Vroom in 1964. There may be positive or negative categories of rewards. The motivation of an employee depends upon the rewards as positive rewards motivate the employees and negative rewards demotivate them. According to Adams equity among workers plays a major role in motivating employees. Equity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (Adams, 1965). In 1953, Skinner mentioned that the positive behavior of the employees should be motivated to be repeated and negative behavior should be strictly dealt so that it shouldnt be repeated. Behavior of employees should be observed strictly by managers. Managers should be made liable to enforce the positive behavior of employees that lead to positive results and demotivate the negative behavior of employees that leads to negative outcomes. The importance of certain factors in motivating employees was studied by James R. Lindner in 1998, who was Research Associate at Ohio State University. Ten motivating factors were revealed by the study as following: (a) interesting work, (b) ) tactful discipline, (c) good wages, (d)job security, (e) feeling of being in on things, (f) sympathetic help with personal problems, (g) personal loyalty to employees, (h) full appreciation of work done (i) good working conditions, and (j) promotions and growth in the organization Some interesting factors into employee motivation were revealed by comparison of above results to Maslows need-hierarchy theory. Interesting work is a self-motivating factor which is considered rank one motivation factor. Good wages is a physiological motivation factor which is ranked two. High appreciation of work done is another major esteem factor which is ranked at number three. Job security known as the safety factor is another major motivation facto ranked at number four. In 1943, Maslow declared that interesting work, safety, esteem, physiological and social factors are the most important motivation factors that must be satisfied first. Good pay and increase in pays will be second most important factors that should be addressed by managers. Range of motivational factors suggested by Maslows study is challenged by the following study. This study doesnt confirm that Maslows conclusion of ascending order of motivational factors to be satisfied. Ken Shah and Prof. Param J. Shah re vealed the properties that a manager should have as following: Evaluate yourself-  In order to motivate, encourage and control your staffs behaviour, it is essential to understand, encourage and control your own behaviour as a manager. Be familiar with your staff-  The more and the better he knows his staff, the simpler it is to get them involved in the job as well as in achieving the team and organizational goals.   Provide the employees certain benefits-  Give them bonuses, pay them for overtime, and give them health and family insurance benefits. Make sure they get breaks from work.   Participate in new employees induction programme- Induction proceeds with recruitment advertising. At this point of time, the potential entrants start creating their own impressions and desires about the job and the organization. The manner in which the selection is conducted and the consequent recruitment process will either build or damage the impression about the job and organization. Provide feedback to the staff constantly Acknowledge your staff on their achievements Ensure effective time management Have stress management techniques in your organization Give the employees learning opportunities Listen effectively Develop and encourage creativity Adopt job enrichment-  Job enrichment implies giving room for a better quality of working life. It means facilitating people to achieve self-development, fame and success through a more challenging and interesting job which provides more promotional and advancement opportunities. Respect your team Set realistic goals : Set moderate goals. Setting too high a task creates a feeling of non-achievement, right from the beginning itself.   Think like a winner : A manager has to handle two situations, The Winning and The loosing. The crux is to think like a winner even when all the odds seem against you. It is necessary to equip yourself with all the tools of a winner. An executive must have the right leadership traits to influence motivation. Both an employee as well as manager must possess leadership and motivational traits. An effective leader must have a thorough knowledge of motivational factors for others. He must understand the basic needs of employees, peers and his superiors. Leadership is used as a means of motivating others. According to Keith Davis, Leadership is the ability to persuade others to seek defined objectives enthusiastically. It is the human factor which binds a group together and motivates it towards goals.( managementstudyguide  [online]) Characteristics of Leadership It is a inter-personal process in which a manager is into influencing and guiding workers towards attainment of goals. It denotes a few qualities to be present in a person which includes intelligence, maturity and personality. It is a group process. It involves two or more people interacting with each other. A leader is involved in shaping and moulding the behaviour of the group towards accomplishment of organizational goals. Leadership is situation bound. There is no best style of leadership. It all depends upon tackling with the situations. Leadership and management are the terms that are often considered synonymous. It is essential to understand that leadership is an essential part of effective management. As a crucial component of management, remarkable leadership behaviour stresses upon building an environment in which each and every employee develops and excels. A manager must have traits of a leader, i.e., he must possess leadership qualities. Leaders develop and begin strategies that build and sustain competitive advantage. Organizations require robust leadership and robust management for optimal organizational efficiency. (managementstudyguide  [online]) Differences between Leadership and Management Leadership differs from management in a sense that: While managers lay down the structure and delegates authority and responsibility, leaders provides direction by developing the organizational vision and communicating it to the employees and inspiring them to achieve it. While management includes focus on planning, organizing, staffing, directing and controlling; leadership is mainly a part of directing function of management. Leaders focus on listening, building relationships, teamwork, inspiring, motivating and persuading the followers. While a leader gets his authority from his followers, a manager gets his authority by virtue of his position in the organization. While managers follow the organizations policies and procedure, the leaders follow their own instinct. Management is more of science as the managers are exact, planned, standard, logical and more of mind. Leadership, on the other hand, is an art. In an organization, if the managers are required, then leaders are a must/essential. While management deals with the technical dimension in an organization or the job content; leadership deals with the people aspect in an organization. While management measures/evaluates people by their name, past records, present performance; leadership sees and evaluates individuals as having potential for things that cant be measured, i.e., it deals with future and the performance of people if their potential is fully extracted. If management is reactive, leadership is proactive. Management is based more on written communication, while leadership is based more on verbal communication.   The leadership style varies with the kind of people the leader interacts and deals with. A perfect/standard leadership style is one which assists a leader in getting the best out of the people who follow him. There are three main categories of leadership styles:  autocratic, paternalistic and democratic (tutor2u[online]) Autocratic  (or authoritarian) managers like to make all the important decisions and closely supervise and control workers. Managers do not trust workers and simply give orders (one-way communication) that they expect to be obeyed. This approach has limitations but it can be effective in certain situations. For example: When quick decisions are needed in a company (e.g. in a time of crises). Paternalistic  managers give more attention to the social needs and views of their workers. Managers are interested in how happy workers feel and in many ways they act as a father figure. They consult employees over issues and listen to their feedback or opinions. The manager will however make the actual decisions (in the best interests of the workers)   A  democratic  style of management will put trust in employees and encourage them to make decisions. They will delegate to them the authority to do this (empowerment) and listen to their advice. This requires good two-way communication and often involves democratic discussion groups, which can offer useful suggestions and ideas. Managers must be willing to encourage leadership skills in subordinates. Because the purpose of human resource planning is to ensure that the right people are in the right place at the right time, it must be linked with the plans of the total organization. Traditionally, there has been a weak one way linkage between business planning and human resource planning. Business plans, where they exist, have defined human resource needs, thereby making human resource planning a reactive exercise. Thus a final challenge in human resource planning is balancing current needs-of organizations and their employees-with those of the future. The criterion against which this balancing act is measured is whether employees are currently at the right place doing the right things but yet are ready to adapt appropriately to different activities. To ensure this, a harmonious relationship between employer and employee, and effective leadership style is essential.

Healthcare Technology and Big Data

Healthcare Technology and Big Data Introduction As technology advances, medical devices are able to record increasing amounts of information. These devices are also becoming much more assessable to consumers than in the past. In Adam Tanner’s article â€Å"Health Entrepreneur Debates Going To Data’s Dark Side,† he discusses the company Safe Heart. Safe Heart is developing medical devices for consumer use. These devices are able to measure values like blood oxygen saturation, heart rate, and perfusion index. Being able to collect these massive amounts of data, places these devices in the realm of big data. Although the topic of big data imposes its own issues, the medical nature of the data creates an additional set of important issues. Safe Heart is not the first organization to develop devices that collect â€Å"big† quantities of data. In recent years, many organizations have begun to capture and use large quantities of medical data. Hospitals, credit agencies and researchers have all started to use medical data to the advantage of either the patient or their own corporation. With all the data being captured, there are legal and ethical issues that become apparent. Main Issues The most prominent issue related to big healthcare technology data is a legal one. The Health Insurance Portability and Accountability Act (HIPAA), protects health data that is transmitted by a certain groups and organizations [1]. It states that consent must be obtained from the patient to distribute any information to a third party. The organizations included are health plans, health care clearinghouses, and some health care providers [1]. This would mean that non-health organizations transmitting health information would not be subject to HIPAA. The previously mentioned organization Safe Heart, would not be subject to HIPAA because they are not an organization covered by the act. Safe Heart would be able to transmit data in a variety of ways and not be limited by the restrictions of HIPAA. Another act that has the power to govern patient data, but is not optimized for current technologies, is the Privacy Act [1]. The Privacy Act protects data that is distributed by the federal gov ernment. To distribute data, the government must remove personally identifying information from the records [1]. After the information is removed, this allows the government to distribute massive amounts of civilian health data publically. As long as explicitly identifying attributes like name and address have been removed, the Privacy Act does not limit how much, or where the data can be distributed. There are few bounds on what the government can do, making this a pressing legal issue. Big data also imposes several ethical issues on healthcare technology. Even though health agencies may anonymize data in accordance with the Privacy Act, it is still possible to associate the data back to the individual. The Massachusetts Group Insurance Commission released a dataset in the 1990s, and they assured the public that the data had been completely anonymized. A graduate student at the time combined this dataset with voting data and was able to associate medical data back to the correct patient. Shortly after this, it was shown that an American can be identified with only their zip code, birthdate and sex [2]. This imposes a myriad of issues on medical technology companies like Safe Heart. If a released dataset is not properly anonymized, the large amounts of data collected by the devices can be associated back to the patients. This also has powerful ethical implications when considering the results of a study done by the Privacy Rights Clearinghouse. This organization stud ied a collection of mobile health and fitness applications for both iOS and Android operating systems. The study found that many of the applications transmitted data, without user notification, to third parties. The data transmitted included items like latitude, longitude, and zip code data [3]. Since many of the developers were not medical entities, the data sharing is not limited. The medical data can be used for marketing of products and can be sold to third parties for other uses. This is a large invasion of user privacy and creates one more way to link consumers to their already existing medical data that has been â€Å"anonymized.† Major Stakeholders The winners here are largely marketing and advertising agencies. After buying a, or using a publically available, dataset marketers can use the few remaining pieces of identifying information like location, age and gender to target specific consumers. With improved consumer targeting, marketing and advertising agencies can increase their revenue and further their own product line. The consumers are also winners depending on how their data is handled. If the data is handled correctly, the profits from the distribution of the data would allow companies, like SafeHeart, to subsidize the cost of the medical devices [4]. Subsidized devices would allow medical technological companies to reach a broader demographic, providing increased public benefit. The data gathered by the consumer medical devices can also be used to enhance medical research providing additional benefit to the consumers [5]. Finally, the collection of data can benefit consumers because it enables improved tracking of dis eases among an entire population [6]. If diseases can be detected faster, a large portion of the public would benefit. Although consumers can reap a large number of benefits from big data in healthcare, they are losers as well. There will be many consumers who do not want their data to be affiliated with marketing or advertising agencies. To these consumers, this is viewed as an extreme invasion of privacy. In addition to the undesired sharing, these users may be subject to the re-identification process. Even though the shared medical data contains few identifying attributes, the remaining information can be used to associate the original consumer with the appropriate medical record [2]. This too in an invasion of the consumer’s privacy, contrary to many of their desires. After consumers, some medical technology entities are also losers. For companies like Safe Heart, the profit from released datasets would reduce costs to the consumer. As a medical company, improving the public’s health is one of their primary missions. The potential that consumers may be re-identified, or targeted by marketing, with the data discourages release. The apprehension to release data limits data available to researchers making them losers as well. If data were released, researchers would be able to expedite research and provide solutions to prevalent health problems [5]. Consumers may resent the release of their data, but those trying to benefit them can produce worthwhile returns. Summary Advances in healthcare technology have also given birth to an increase in the amount of big data created by medical devices. Medical big data creates a unique set of legal and ethical issues that companies like Safe Heart must, and are, considering. Legally, acts like HIPAA and the Privacy Act do not sufficiently protect the data of patients. Data can move considerably freely and it is not always transferred in a completely anonymous state. It has been shown that organizations are not handling the data in an ethical manner. The release and negligent handling of the data completely invades the privacy of the patient. For marketers, this aids when trying to increase revenue. Due to many of these issues, companies have started to limit what data they share when medical devices generate it. Without accessible data sets, progress of researchers is slowed and the standard of care for the public falls. Both the benefits and risks must be considered when medical big data is involved. Conclusions Health devices transmitting big data are already involved in our lives. It is a serious legal issue that HIPAA and the Privacy Act do not govern our health data properly. It is critical that our laws catch up with this rapidly developing technology. A reasonable person may argue that health data should be completely restricted and there should be no transmission, or distribution, at all. It is true that data laws need to be revisited and improved, but complete restriction would be an extreme waste of the potential that medical big data stores. After the laws have been optimized for the technology, the data has the ability to improve health care throughout the nation. Big data can be extremely useful for entities like hospitals. Using patient data, hospitals can monitor a patient’s condition and know more quickly when they are due to worsen [7]. Advanced algorithms can also predict and help to prevent conditions like renal failure, infections, and negative reactions to drugs [7 ]. When physicians are combined with big data indicators, more patients can be helped and conditions can be monitored more reliably than in the past. In conclusion, I think that big data in healthcare should be embraced, but not before we strengthen the laws governing it. References [1] Kalyvas, James R. and Overly, Michael R. Big Data: A Business and Legal Guide. Auerbach Publications. 55-58. [2] Anderson, Nate. â€Å"Anonymized† data really isn’t—and here’s why not. 9/8/09. http://arstechnica.com/tech-policy/2009/09/your-secrets-live-online-in-databases-of-ruin/ [3] Njie, Craig Michael Lie. Technical Analysis of the Data Practices and Privacy Risks of 43 Popular Mobile Health and Fitness Applications. 7/15/2013 http://www.privacyrights.org/mobile-medical-apps-privacy-technologist-research-report.pdf. [4] Tanner, Adam. Health Entrepreneur Debates Going To Datas Dark Side. 9/16/14 http://www.forbes.com/sites/adamtanner/2014/09/16/health-entrepreneur-debates-going-to-datas-dark-side/ [5] Standen, Amy. How Big Data Is Changing Medicine. 9/29/14. http://blogs.kqed.org/science/audio/how-big-data-is-changing-medicine/ [6] Schmarzo, Bill. Big Data Technologies and Advancements in Healthcare. 3/25/14. https://infocus.emc.com/william_schmarzo/big-data-technologies-and-advancements-in-healthcare/

Fijan Pre-History :: Fiji History Culture Fijians Essays

Fijan Pre-History The most remarkable aspect of Fijian pre-history is its antiquity. It is now known that people had reached the Fijian archipelago as early as 2000 years before the birth of Christ. Considering the fact that the Vikings, acknowledged as Europe's greatest sailors, didn't reach American until three thousand years later, or the fact that Columbus made his famous voyage only some five hundred years ago, the Fijian achievement must be seen as extraordinary. The question is, who were the first settlers. And the answer is that we don't know. There are some who are prepared to speculate and Dr Roger Green, Professor of Anthropology at Auckland University, in New Zealand is one of them. He calls this vast archipelago "Island of South East Asia". These migrants were relatively new, even though they were different from those of the people already living in the islands of Papua New Guinea, the Solomon Islands, the Hebrides (now Vanuatu) and New Caledonia. The first settlers were of Negrito stock with dark skin, woolly hair and other typical features. The newcomers were fairer, had straight or wavy black hair and we can assume were of many type stock. they would seem to have been good sailors and craftsmen and excellent potters who made a distinct type of ware we know as Lapita pottery after its initial discovery in New Caledonia. A picture emerges of these "Lapita" people. Sailors, adventurers, good navigators and consummate craftsmen. The trail of their pots, hooks, obsidian cutting tools and ornaments leads down from New Britain through some of the outer islands fringing the Solomons and Vanuatu, suggesting that perhaps they were not powerful enough to force settlements on the bigger islands which were already supporting large populations of people. In this classic difference between the two groups we see the racial characteristics of what was later to be defined as Melanesian and Polynesian stock. The Melanesians were to retain their grip on the western island of the south Pacific but it can be fairly assumed that a great deal of the "Lapita" blood found its way into its main stream. At some stage, about 2000 years before the birth of Christ, a canoe load of adventurous "Lapita" sailors either deliberately set out to the east or were driven off course by a westerly wind and made landfall in the Fijian archipelago. Dr. Green's theory is that these were the first settlers, not only because at that time they would have had the necessary maritime technology, but also because their pottery is found throughout the whole of Fiji.

Comparison of Federico García Lorcas Poems, Romance de la Pena Negra a

Comparison of Federico Garcà ­a Lorca's Poems, Romance de la Pena Negra and La Aurora Romance de la Pena Negra (Ballad of the Black Sorrow) was written by Lorca on the 30. July 1924 (Catedra:80). It was one of a collection of poems he entitled the Romancero Gitano (Gypsy Ballads) that, when published, was a huge success, among academics and the general public alike, making this book one of his most well known pieces of work. There are many reasons why the poems received such wide acclaim in terms of Lorca’s wider audience: It is clear that the ballad, with its simple, eight-syllable line rhyming structure makes for uncomplicated reading, in addition, the subject matter would have sparked general interest due to the mysterious nature of its gypsy protagonists, who had popularised the flamenco arts at the end of the 19th century, yet inspired a mixture of fear, loathing and admiration in Spain that all Spaniards would have recognised. The universal content of the poems is another reason for their popularity, they are rich in natural imagery, the moon, the sea and the mountains all appear frequently, as do themes of love, sexuality and death, making the poems easily accessible to all readers on a basic level. Critics and academics were just as appreciative of Lorca’s work, in it they were able to recognise his talent for fusion and innovation, for example, he combined the narrative ballad format with the lyrical (Harvard: 32) and harmoniously blended elements from the classics (influences from Greek mythology) (Catedra:79), the folkloric (the use of gypsy lore), and the most modern scientific thought of Freud and his theories regarding dreams and the subconscious. It is important that Lorca would choose the ballad to create h... ...r to give the coins being thrown at the abandoned children, the quality of furious swarms of wasps that, rather than helping, are actually attacking them. The contrasting images deployed by Lorca in these lines convert the traditional good associated with giving money into a form of torture; the money becomes a weapon and the act of giving money a lesson on morality. BIBLIOGRAPHY Carr, Raymond: â€Å"Spain 1808-1975† (2nd ed.) 1982, Oxford University Press/Clarendon Press â€Å"Federico Garcà ­a Lorca Conferencias I†, Alianza Editorial, S.A., Madrid 1984 Gaos, Vicente: â€Å"Antologà ­a del Grupo Poà ©tico de 1927† Ediciones Cà ¡tedra, S.A. 1981 Harvard, Robert G: â€Å"Federico Garcà ­a Lorca Gypsy Ballads – Romancero Gitano†, Aris & Phillips – Warminster – England. Salinas, Pedro: â€Å"Literatura Espaà ±ola Siglo XX† 1970, Alianza Editorial, S.A. Madrid http://witcombe.sbc.edu/modernism/

Essay --

Is DNA a cause of Depression? An overwhelming amount of the population suffers from countless disorders and diseases, a decent majority involving mentally specific illnesses. Amongst society, depression is a very common mental illness found in individuals of ranging in all ages from all sorts of ethnicities and backgrounds. For the longest time, specialized scientists and psychologists have conducted numerous studies on depression. These studies include causes and treatments; one of the main studies concentrated on the idea of whether depression derives from our DNA. Conclusive studies have shown that DNA is one of the main causes of depression. DNA is not only a cause of depression; it also plays a critical role in treating it. Even so, some sociologists would disagree and state that depression is only developed over time by traumatic events that occur in a person’s life. Depression is a mood disorder that can occur once in a person’s lifetime or it can be something that happens quite often. Many people are unaware that depression is quite common among his or her peers and his or her family members. Most of the people who suffer from depression do not seek professional help, due to a lack of knowledge of depression or embarrassment of the condition. Depression cannot only affect a person’s mental health, but it can also affect their physical health as well. When left untreated, depression can last up to month’s sometimes-even years (Tamag 2005). Depression does not have only one cause. There are other variables that cause depression. These variables include unbalanced chemicals in the brain, unbalanced hormones, traumatic events such as death of a loved one, and genes that are inherited from our parents (Staff 2013). Every p... ... fraternal twins became depressed, nineteen percent of the time the other twin became depressed. These findings are considered to be higher rate of depression in comparison to the nation’s rates. ("Genetic Causes of Depression" 2013) In a final analysis, countless research studies have concluded that vulnerability to depression is inherited from our parents through DNA. Individuals can be subjected to depression through family members, such as siblings due to the case studies of the twins. Due to the fact that genetics has such an explicit influence on the specified mental disorder, research has also provided a linking connection between DNA and treatment of depression. However, despite the countless studies researchers have conducted on the matter, there are still a plethora of cases to further enhance the knowledge of the linkage between depression and genetics.

Critical Lens Essay

  Fyodor Dostrevsky said, â€Å"Fear is simply the consequence of every lie.† This quote means that you aren’t afraid of the action you made but you’re scared of the action that are going to be made toward you as a punishment. This quote agreeable because a lot of the time when a person lies there thinking right then an there, the fear of what’s going to happen to you when the truth comes out is what punishes you the most not the actual consequence it’s self. Fyodor Dostrevskys quote is evident in All-night Part by R.L.Stine and The Crucible by Arthur Miller because in each wok of literature they all have to face the consequences of lying and the fear of their punishment. Through Abigail in The Crucible by Arthur Miller she can relate to the quote because she feared what would happen to her if she told Bettys father Reverend Parris what really happened in the woods. So to save her self from the trouble that would lie ahead for her if she did tell the truth she blamed everything on Tituba. This is evident to the conflict man vs. society because she felt the need to lie to save her self from getting into whatever punishment the town of Salem would set for her which would be something along the lines of being whipped or stoned. This relates to the critical lens because it shows what happens when you fear the consequences of the lie more then the actual lie its self. In All-night party by R.L.Stine the lie that was told from Patrick when he tells his group of friends was that the cut on his hand was really from the broken window. Patrick can relate to the critical lens because he feared the consequences of his lie which would be him going to jail for killing Cindy. This is similar to the conflict person vs. person because there was a problem between Patrick and Cindy that ended with Patrick killing her. In the end he confesses to his wrongdoing and was put into jail. Fyodor Dostrevsky said, â€Å"Fear is simply the consequence of every lie† I found this quote agreeable because in The Crucible you see what someone would do just to not face there punishment due to lying which would be person vs. society. All-night party shows an example what happens when you lie and then tell the truth, which would be p erson vs. person. Each work of literature has its own sense of conflict. The Crucibles conflict was Abigail lying about what Betty, Tituba and herself did in the woods. That she blamed on Tituba. In All-night party they deal with the death of their best friend.