Christians and War Essay Example | Topics and Well Written Essays - 2250 words

Christians and War - Essay Example Theorists' points of view concerning War are also highly influential in this research and Thomas Aquinas is one of the theorists whose ideas about War can be found within the compiled pages. The conclusion demonstrates that War is not ever pretty nor is it wanted by anyone but there are times where moral obligation and intervention to protect others rights are necessary and of which can lead to a period of War in the world. The finality is the fact that War is an actual part of life and has been occurring since the biblical times and therefore the only thing that society can morally do is come to accept that it is an occurrence that will always be looming in the background of everyday existence. War, from a Christian perspective has to meet many moral principles in order for it to be justified. However, Vance's1 literary work (2005) defines the fact that for centuries Christians have been opposed to war under any form or even when there has been proof that there are legitimate reasons for it. Of course this is only one theologians point of view, others such as Father Webster of the Orthodox faith and Professor Darrell Cole have stated in the past and currently that there is a moral justification found in some acts of war and they both agree that the war in Iraq is one prime example for a Christian justification for the entity of war to be accepted by Christians everywhere2. For instance, when Christians look back in time, back to the biblical period it can be seen that war was a part of life even when Jesus walked among the people. There were armies of soldiers in the name of Jesus Christ and the fighting that took place in this period was considered to be morally justified and pertinent to the Christian cause. Although there no longer exists armies of Christian warriors fighting to protect the knowledge of Jesus against the Roman Empire there are soldiers who fight in wars for countries who are bonafide Christians and fight for what they perceive to be morally right and with justified cause 3. Father Webster states that for some theologians to claim that war is not justified under any means and that Christians should always turn away from it is morally wrong due to the fact that soldiers can display Christian virtue and stating otherwise is derivative of a pacifist's view point4. This brings in the concept among many Christians titled the, "Just War Th eory," which as was mentioned is the main theorization put to use by those of a Christian following to try and determine the cause and justification for any war in present times and the past as well. The utilization of the Just War theory, of which this researcher agrees about as well, has been used to evaluate military actions for decades. The initial historical thinkers who first recognized this theory were wide and varied, some being Cicero, St. Augustine, St. Thomas Aquinas, Grotius, and Daniel Webster . As was stated it is a Christian based theorization which Christians and even non-Christians alike have utilized to determine

An Analysis of Jonathan Swift’s “A Modest Proposal” Essay Example for Free

An Analysis of Jonathan Swift’s â€Å"A Modest Proposal† Essay Satire as a form of discursive practice may be properly understood if it is contextualized within a particular culture, institution, attitude, or belief. It is only by placing the satire within a particular setting [as presented by the elements mentioned above] that a satire will garner the â€Å"non-linguistic components covering the preparatory preconditions necessary for the construction of satirical discourse† (Simpson 70). An example of the satire as a form of discursive practice is evident, for example, in Jonathan Swift’s â€Å"A Modest Proposal†. In the aforementioned work, Swift presents a situation wherein the persona of his text urges the population on acts of cannibalism in order to lessen the problems caused by Irish overpopulation. The persona starts his proposal with an initial description of his surroundings. He notes, â€Å"It is a melancholy object to those who walk through this great town†¦when they see the streets†¦crowded with beggers of the female sex, followed by three, four, or six children, all in rags, and importuning every passenger for alms† (Swift 52). It is important to note that such a description is characterized by the persona’s detachment towards his surroundings. Note for example, the manner in which a two senses of the concept ‘object’ is used. The aforementioned passage thereby portrays not only the persona’s ‘objective’ appraisal of his surroundings but also the persona’s ‘objectification’ of the individuals encompassed within that area. Such an objectification is further evident in the following passage: Some persons of a desponding spirit are in great concern about the vast number of poor people, who are aged, diseased, or maimed†¦But I am not in the least pained about that matter, because it is very well known that they are everyday dying, rotting, by cold, and famine, and filth, and vermin, as fast as can be reasonably expected. (Swift 56) The persona’s use of the two senses of object, in this sense, may be understood as a manner in which Swift portrays the irony evident in the context of the text. The irony is evident if one conceives of â€Å"A Modest Proposal† as a text which presents a delimited view of the world. As opposed to a satire’s ironic presentation of a particular situation [in fact an ironic portrayal of a particular mindset], humor, on the other hand, portrays the manner in which worldly interests are given more credence as opposed to lofty ideals. An example of this is evident in Samuel Beckett’s writings wherein Beckett focuses the text to the importance of existence [as well as the importance of the meaning of existence] in relation to the ordinary objects. As opposed to a satire which might present a bland ethnocentric perspective regarding racial discrimination, the emphasis on modern humor would be on the problematic construction of such concepts that enable racial discrimination to exist [e. g. opposition of black and white]. In line with this, Colebrook notes, â€Å"both irony and humor play off the gap between concepts and world† (241). The difference, however, lies in the difference of presentation noted above. Works Cited Colebrook, Claire. Irony in the Works of Philosophy. Nebraska: U of Nebraska P, 2003. Simpson, Paul. On the Discourse of Satire: Towards a Stylistic Model of Satirical Humor. Philadelphia: John Benjamin’s, 2003. Swift, Jonathan. â€Å"A Modest Proposal. † A Modest Proposal and Other Satirical Works. New York: Dover, 1996.

Socrates In Platos Apology Philosophy Essay

Socrates In Platos Apology Philosophy Essay In this essay I will discuss the character of Socrates as he is presented in the Apology, I will look at Socrates as a religious fanatic and an apostle of reason. I will provide an argument from my own personal stance that the character of Socrates in the Apology is a variation of both religious fanatic and apostle of reason. I will also make reference to Crito in order to strengthen my position that Socrates is indeed a religious man of reason. First I shall discuss the Apology and provide examples to strengthen my argument that Socrates is a man of religion and reason. Secondly I shall provide examples from Crito showing that Socrates is a moral and just philosopher. In Platos Apology, Socrates says to the jury that if they said to him, à ¢Ã¢â€š ¬Ã‚ ¦Socrates, we do not believe Anytus now; we acquit you, but only on condition that you spend no more time on this investigation and do not practice philosophyà ¢Ã¢â€š ¬Ã‚ ¦ (Socrates 29c-d, 2012), he would rather obey god than the men of Athens and practice philosophy as long as he is breathing. Socrates would continue to question the Athenian citizens about wisdom, truth, and the best state for ones soul, proving that wealth, reputation, and honor are not the most important things in life. According to Socrates, fulfilling his obligation to god is more important than what the law may tell him to do because in practicing philosophy, he is serving god. Be sure that this is what the god orders me to do, and I think there is no greater blessing for the city than my service to the god, (Socrates 30a, 2012). By sentencing Socrates, the men of Athens are mistreating gods gift to them because god himself a ttached Socrates to the city in order for him to question those he encounters. By teaching them about virtue and how important the soul is, Socrates shows them how to live the good life and live it well. As a result of Socrates being given to Athens as a gift from god to question the Athenians to enlighten them and bring about positive outcomes, he is entitled to disobey the courts verdict. If he was breaking the law and harming Athens it would be wrong and immoral, but because god sent him to do this duty, he must overcome every obstacle in his way to do so. There is no inconsistency between what he says in Crito about upholding the laws and never breaking them. What Socrates says in Platos Apology proves that he has found a common ground between reason and religion. Therefore, Socrates is both a religious fanatic and apostle of reason. Thus Socrates argument to continue practicing philosophy even if the men of Athens rule that he should not, is completely justifiable and moral. The Gods placed Socrates in Athens to act as a gadfly stinging Athens in order to wake up the lazy Athenian citizens. Socrates is acting as an apostle of reason and religious fanatic when he challenged the wise men of Athens. After receiving a prophecy from: à ¢Ã¢â€š ¬Ã‚ ¦the god at Delphi (Socrates 20e, 2012), that he is the wisest of all men, Socrates concludes that he knows nothing so he mu st be the wisest in the sense that he knows nothing for sure. By challenging the wisest of Athens he follows the Gods wishes in a reasonable way. Through argument, question, and discussion, Socrates exposes false wisdom as ignorance which I argue is fulfilling his obligation to the Gods and reason. Socrates believed that he was following the gods plan for him; it was his moral obligation to question those who claim to be wise. As a philosopher one ought to act as an apostle of reason, whether it is to argue against the government to determine whether a law or idea is justified or completely wrong and determine through reason how to replace it with a new law or idea that has been proved to be correct. A Philosopher is a lover of wisdom which follows the obligation to cross-examine people in order to find out where or not that are wise or just ignorant. As a religious fanatic and apostle of reason Socrates attempted to teach people he argued with that instead of claiming to be wise and arguing for their ideas without reason along with claiming that any previous idea contradictory to theirs was wrong, one should be open to all objections because we are all truly ignorant. In the Apology, Socrates attempted to persuade people through argument and reason to question everything becau se not everything can be answered by saying, God did it. In order to strengthen my argument I shall refer to examples from Crito proving that Socrates is a variation of apostle of reason and religious fanatic. Socrates states that doing wrong to someone is wrong therefore it is immoral. Similar to the Apology, Socrates uses reason to prove his point. Escaping Athens and going against its verdict is disregarding the law, which is immoral and unjust. Socrates makes a connection between the laws of Athens and morals. By escaping, Socrates would be acting against the laws of Athens and disregarding everything he stood for up to this point. By fleeing, Socrates would destroy the citys laws and through the city, all of its citizens. This relationship between a citizen and the city is similar to the relationship between a parent and child. From the city, Socrates was brought to birth, à ¢Ã¢â€š ¬Ã‚ ¦was it not through us that your father married your mother and begat you? (Socrates 50d, 2012). Athens instructed Socrates father to get him an educa tion and made sure he was nurtured. Socrates cannot deny that he was brought up being properly educated and nurtured by Athens, therefore he cannot deny being an offspring and servant to it. Just like Socrates is on equal footing with his father, he must respect his superiors wishes. If his father scolded him or beat him, he would not do the same in return to his father because he is superior. From birth Socrates was taught to obey the laws of Athens like his parents did. The laws of Athens should be respected just as much as one does their parent. Your parents teach you what is right and what is wrong, thus it is immoral to disrespect or treat your parents poorly as it is them that have invested in you and raised you into the person that you are. Due to the fact that Socrates is an apostle of reason he cannot go against his parents actions/wishes, he cannot do the same even to Athens because Athens is more sacred than your mother and father and it is to be revered. Even if one feels the sentence was unjust, they should not do anything in return, according to Socrates No Harm Principle. This principle is one of the two fundamental principles needed for a city to function properly. It states, One should never do wrong in return, nor do any man harm, no matter what he may have done to you, (Socrates 49c, 2012). The other fundamental principle is the Just-Agreement Principle which maintains that when one has come to an agreement that is just with someone , they should fulfill it and not cheat on it. By leaving Athens, Socrates will break the Just Agreement Principle and be doing harm which goes against both his principles. If no one obeyed these principles, the citizens would no longer obey the laws and the city would not exist. By remaining in Athens and accepting death Socrates shows he truly loves and respects Athens. In death one will receive peace but if one were to flee and attempt to destroy the laws which hold Athens together, they will be judged harshly and have a rough welcoming in Hades, according to Socrates. Thus, Socrates believed it was always wrong to disobey the laws. According to Socrates the only rational and reasonable way is to accept the punishment given by the law, regardless of what it is. The objective of having laws in place is to teach virtue to those who inhabit the city. The rules which are implemented in the laws act as an outline for how to behave. The laws direct behaviour, censure, and praise in such a way that ensures that the citizens within the city will go after positive goals and partake in positive activities in order to keep the city secure. The fact that Socrates would rather stay in Athens and die rather than flee and love proves that he is an apostle of reason. I believe that by Socrates following through with his death sentence ordered by the Athenians, he proved that he is wise and he stood up for what he believes in. Socrates made a wise decision by refusing to escape and accept his death sentence. If Socrates would have decided to flee Athens to avoid hi s sentence he would not be an apostle of reason; Socrates would not have been able to get his point across. I will also argue that by remaining in Athens rather than escaping it solidifies my argument that Socrates is also a religious fanatic. The gods placed him in Athens for a reason and Socrates fulfilled his service for the gods until his last breath. Work Cited Plato . A PLATO READER: Eight Essential Dialogues Apology. Ed. C. D. C. Reeve. Indianapolis/Cambridge: Hackett Publishing Company, Inc., 2012. 21-46. Print. Plato . A PLATO READER: Eight Essential Dialogues Crito. Ed. C. D. C. Reeve. Indianapolis/Cambridge: Hackett Publishing Company, Inc., 2012. 47-59. Print.

Autobiographical Writing on my 5th Birthday :: Papers

Autobiographical Writing My 5th birthday My 5th birthday is 1 of my earliest memories and is the first birthday I can remember I don't know why it has stuck in my memory so much but I can remember it like it was yesterday. It started very early in the morning around 5 am which is ridiculously early to be getting up and you wouldn't catch me getting up that early these days, but at the time I was used to it because my mum worked at night and my dad started work about 6 so I used to have to go round my next door neighbors house till my mum got home at about 8, the lady next door was called Maureen she was about 50 and she was quite tiny and had short gray hair. I remember her to be very kind, she had a colossal collection of video's that she let me watch every morning and she would always offer drinks, biscuits, cakes and anything you could think of really, her kitchen was the Aladdin's cave of cuisine and provisions. On the morning of my birthday my dad came in my room picked me up to carry me across to next door. I was still asleep not really knowing what was going on around me until the fearsome freeze of the early morning hit me round the head, winded me, then chopped off my fingers and toe's. My dad rushed to get me to Maureen's house as quick as he could when I got in there me and my dad sat down and had a goblet of rosy lea (tea) with Maureen before he had to dash off to work, then she whipped out a bowl of piping hot ready break which is like a kids version of porridge with a ton of sugar and a blab of milk it was lovely, I munched it down like a frog would a fly, I was still pretty drowsy so I had a snooze on the couch. When I awoke a gigantic box wrapped in lime green packaging was stood in the center of the room, I

Human Resources †how individuals are managed within an organisation Essay

Introduction People are an extremely important resource for any organisation. To be a successful business you need to employ staff with the right qualifications skills and experience. The employees of an organisation are collectively known as its human resources, in many organisations, both public and private, the human resources department is also known as the personnel department. However, the difference in name reflects a shift in emphasis from a purely recruitment and welfare role to a greater concern about how to maximise the performance of staff. Human resource management is also an integral part of many job roles. There are many duties performed by a typical human resources department. These duties include drawing up and implementing equal opportunities and health and safety policies, staff consultation, negotiation, appraisal and staff development, as well as training, recruitment and selection of staff. They are the most important resource in the production of goods ands services. Many aspects of the employer-employee relationship are covered by legislation. However, employers are recognising increasingly that good human resource management practice, which goes beyond the letter of the law, can generate benefits for both the organisation and the individual. The role of human resources Human resource management involves managing a range of roles relating to people employed by a business including: Recruitment – The personnel department must advertise accordingly and try to attract the â€Å"best† candidates for the job, and the recruit the â€Å"best† applicants. If the wrong person is recruited, and then finds the job boring or too difficult, then the business will not get the most out of its human resources. Also where employees need to be flexible and autonomous and where direct control over employees is difficult, recruitment is becoming more and more important. To make sure the â€Å"best† person is chosen, personnel departments must be clear about: * What the job entails * What qualities the job requires * What rewards is needed to retain and motivate employees. There are many stages of recruiting, they are: – 1. Analyse what the job entails and decide what sort of person is needed. 2. Decide how the vacancy is to be advertised or announced. 3. The selection process needs to be planned and conducted in such a way as to ensure that the â€Å"best† candidate is successful. Training involves employees being taught new skills or improving skills they have already have. Why might a business train its employees? It is argued that a well-trained work force has certain benefits for a business. * Well-trained workers should be more productive. This will help the business to achieve its overall objectives such as increasing profits. * It should help to create a more flexible work force. If a business needs to increase production, workers then have to be trained in new tasks. * New machinery or production processes can be introduced more effectively, if the staff are trained. * It should lead to increased job satisfaction to employees. Well-motivated workers are more likely to be more productive. * It should reduce accidents and injuries if employees are trained in health and safety procedures. * It may improve the image of the company. * It can improve employee’s chances of promotion. How does a firm know if training is required? One method might be to use the job description to find the skills and knowledge needed to do the job. If the employee’s skills do not match up with the ones in the job description, then there is a need for re-training. Employees can also be asked about areas where they are not quite as confident, and think may need a little work on. This should make them more committed to training. Training needs are found at different levels within a business. Training is often divided into on-the-job-training and off-the-job-training. On-the-job-training takes place when employees are trained while they are carrying out an activity, often at their place of work. Off-the-job training takes place away from the job, at a different location. It may involve the employee being released for periods of time to attend courses at colleges or other institutions. This is by far the most popular form of training. One vital key task of HRM is to keep up to date with employment legislation (UK and EU) and to remain alert to the implications of such legislation for the firm and the workers. The main aim of such legislation is to ensure that employee’s rights are protected. Basic rights include: * Employees must receive a written statement of terms and conditions of employment within 13 weeks of starting work. * They must be paid the same as other people who carry out identical or similar jobs. * Working conditions must be safe and healthy. * Workers cannot be dismissed unfairly. * Employers must not discriminate against any member of staff. Employees have basic rights to: * They are expected to comply with the terms of their contract. * To do jobs with care and skill, to the acceptable standard. * Observe health and safety regulations. * Not to damage the firms property. There are many other responsibilities that then form the basis of the â€Å"contract of employment†. The contract is formed as soon as the employer offers a person a job and they accept it. Motivation at work For many years firms have given financial rewards in an attempt to motivate employees and improve productivity. However in the last 2 or 3 decades firms have realised that: – * the chance to earn more money may not be an effective motivator * financial incentive schemes are difficult to operate * individual reward schemes may no longer be effective as production has become organised into group tasks * other factors may be more important in motivating employees If other factors are more important than pay in motivating workers, it is important for firms to identify them. Only then can a business make sure its work force is motivated. Team work The Swedish car firm Volvo is a well-known example of a company that has effectively introduced teamwork. In both its plants at Kalmar and Uddevalla, it set up production in teams of 8-10 highly skilled workers. The teams decided between themselves how the work was to be distributed and how to solve problems as they arise. It is arguable whether these practices lead to an increase in productivity, but the company firmly believes this method of organisation was better than an assembly line system a similar system is used at Honda UK but with four person teams. If the firm is always changing due to the market, which is causing it to either, expand or de-layer. Then they will have to change the work force accordingly. The case study that I will be looking at is a position as a secretary for Ratcliffe College. P1- Recruitment One of the most important responsibilities of Human resource function is recruitment and selection. The costs of recruitment, training and retaining employees are high, but the costs of selecting the wrong people or losing key members of staff can be even higher. The processes of recruitment and selection must always relate the requirement for skilled staff to the business needs of the organisation. It is also essential that potential candidates be treated fairly. When vacancies arise because existing staff move to other jobs, retire or have to leave work because of illness. Some vacancies occur because the organisation expands or is restructured. Before the organisation advertises a post, it needs to decide whether there is a real need for the position to be filled. It might consider the following alternatives: * Amalgamating one job with another * Giving existing staff overtime * Recruiting temporary staff * Increasing the use of technology or machinery * Once an organisation decides that a vacancy exists, the recruitment process begins. Internal recruitment Internal recruitment strengthens employees commitment to the company, for example Kellogg’s have stated the following in their recruitment policy handbook: * Offer the job to an existing employee, as a promotion or transfer * Advertise internally, if suitable candidate is likely to available internally * Advertise externally if no suitable candidate is likely to exist internally(and display notice internally to the effect that the advertisement is appearing) Except in special cases, all vacancies should be advertised internally before external recruitment methods are used. There are a number of advantages to advertising jobs inside the business. * It gives employees within the company a chance to develop their career * There may be a shorter induction period as the employee is likely to be familiar with the company * Employers will know more about internal candidate’s abilities. This should reduce the risk of employing the wrong person * Internal recruitment may be quicker and less expensive than recruiting from outside the business. However, there are also disadvantages. * Internal advertising limits the number of applicants * External candidates might have been better quality * Another vacancy will be created which might have to be filled * If having investigated ways of filling the vacancy internally the business still does not appoint, then it must find ways to obtain candidates externally. External recruitment There are many ways of attracting candidates from outside the company. The choice of method often depends on the type of vacancy and the type of employee a business wants. Each method has its own benefits and problem, although it could be argued that the overall advantages of external advertising are the opposite of the disadvantages of internal advertising, for example, there is a wider number of applicants. Commercial employment agencies, these are companies that specialise in recruiting and selection. They usually provide a shortlist of candidates for a company to interview, but can also provide temporary workers. For example HMS, Alfred Marks and Kelly Accountancy Personnel. The advantage of commercial agencies is that they are experienced in providing certain types of worker, such as secretaries and clerical staff. They also minimise the administration for the employer involved in recruiting staff. Their main drawback is that they tend to produce staff that only stay in a job for a short time. Another problem for the business is the cost of paying fees to the agency. Recruitment and selection P2-Personnel Specification The first step is to prepare a job description. Before writing a job description, the job itself has to be analysed. This will identify the skills needed to perform the job and will also allow management to consider the overall effectiveness of the post and whether any changes are necessary. Clear job descriptions form the basis for preparing advertisements and for drawing up person specifications. Once individuals are in the post, job descriptions allow them to know exactly what their roles are, and what is expected of them. Before writing a job description, the job itself has to be analysed. This will identify the skills needed to perform the job and will also allow management to consider the overall effectiveness of the post and whether any changes are necessary. Clear job descriptions form the basis for preparing advertisements and for drawing up person specifications. Once individuals are in a post, job description allow them to know exactly what their roles are, and what is expected of them. When preparing a job description, it is important that the business to look to: * Describe the job accurately- if you overstate or understate the requirements of the job, you will be less likely to attract suitable applicants * Avoid discriminatory descriptions wording that implies one sex is preferable to another is unfair, illegal and unnecessarily restricts the number of people you are able to choose from. Below is an example of a job description, advertised in the local paper, for my case study. Ratcliffe College Job title School secretary Department: Administration, including Bursary Location Ratcliffe College, Ratcliffe-on-the-Wreake Salary à ¯Ã‚ ¿Ã‚ ½15,000- 20,000 Requirements for the job: * Enthusiastic, sociable, hard working person. * Taking care of any paper work regarding the school, and answering calls throughout the day on any matter. * Computer skills and experience of working in an office. General information * The hours per day would from 9am-5pm, 5 days a week. * There is a team of six people who deal with the administration of the school; this includes the bursar, the head masters secretary and the four secretaries. The profile of the best person to fill a job is a vital reference document to use during the selection process. It helps eliminate unsuitable candidates, guide’s interviewers and allows selectors to compare candidates objectively. The following are the key areas in drawing up a person specification: * Knowledge and understanding required for the job * Skills and abilities required for the job * Experience required for the job * Educational requirements The following shows a person specification: To fill the receptionist post we are looking for people with most of the following qualifications: 1. GCSEs in Maths and English, additional qualifications such as computer skills required. 2. The applicant must have had previous experience in an office environment 3. Must be computer literate, and able to use a photocopier. 4. Must have an outgoing, friendly personality, and able to communicate efficiently with students and fellow members of staff alike. Most importantly, they must be able to answer the telephone and help with any enquiries. When preparing person specifications, there are several pitfalls to be avoided. * Asking for higher qualifications than are needed, it runs the risk of passing over less-qualified staff who are likely to become frustrated in positions that fail to extend their abilities * Asking for someone with particular or extensive experience, an individual with the right aptitudes, skills and temperament may be a quick learner * Stipulating particular age requirements, tasks that are traditionally regarded as junior can often be done as well, if not better, by older staff. Similar, jobs that have been regarded as the preserve of more mature employees may be performed by able, qualified and highly motivated young people. * Defining narrow physical requirements, these must only be specified where the requirement is genuine and essential. Remember that the specification of physical attributes can lead to direct or indirect discrimination. * Basing your specification on someone who is already doing the job, no matter how good that person might be, he or she is a unique individual and no one else will be a perfect replacement. The newcomer will bring his or her own personality, values and skills. P3-Reviewing Applications Miss Puddleduck- she seems to be able to get on with people and handle situations, as we can see this from her working as a carer in an Elderly Home. She is the eldest to apply for the job and has a good amount of previous experience, which give her the skills needed, like office and computer work. Seems to be a hard work and has good communication skills, and also she has worked with children before so is a strong candidate. From her CV I see that she has three young children, This may cause a problem, as she has a live-in child minder. Mr Langer- Mr Langer sent in an application form with exceptional exam results both from GCSE and A level. He gave some job experience which all showed experience but nothing that was relevant to the job description. His letter of application was very short with not much detail. Being as he hadn’t any experience in secretarial duties then I would have thought that he would have tried to impress me through the letter of application. This didn’t happen but because of his good exam results I offered him an interview hoping he would have something to offer the company. Mr Langer’s CV was average, he had typed it out so that it looked neat, and it was set well but the contented which he needed to impress me wasn’t there. Mr Langer was a very intellectual young man by the language which he had used on his recruitment forms and his given exam results but unfortunately he didn’t have the relevant experience to offer this post. Miss Hill- the weakest candidate looking from her application form, but she seems to be enthusiastic over the job, but from her CV she says she likes socialising, which may be a downfall as she may need to come in any day of the week. Miss Hill has no previous experience. From the CV her GCSE grades are not excellent, however, she has passed English and maths, and has computer skills. I am not sure how well she can communicate with people of different ages, as I have no evidence that she can. However, as she is young she may find it easier to communicate with the student, but she must be able to communicate effectively with the adults as well. She also has a young child, so she may know how to get on with the younger generation in the school Miss Hill has a young child, which could mean that she will need time off work to look after it. She states that her mum could look after the child at the weekends if necessary, however, her mum may not be available in the week if the child is unable to go to playgroup. So it may cause difficulties in the future, as she may have difficulties finding someone to look after the child or she may have to take days off. P4-Contract of employment Once a business has selected an employee, the successful candidates must be appointed. Once appointed. Employees are entitled to a Contract of Employment. This is an agreement between the employer and the employee under which each has certain obligations. It is binding to both parties in the agreement, the employer and the employee. This means that it is unlawful to break the terms and conditions in the contract without the other party agreeing. As soon as an employee starts work, and therefore demonstrates that she accepts the terms offered by the employer, the contract comes into existence. It is sometimes a written contract, although a verbal agreement or implied agreements are also contracts of employment. The employment Right Act, 1996 requires employers to give employees taken on for one month or more a written statement within two months of appointment. This written statement sets out the terms and conditions in the contract. Some common features shown in the written statement are: * The names of the employer and the name of the employee * The date on which the employment is to begin * The job title * The terms and conditions of employment * Remuneration and pay interval; * Hours of work; * Entitlement to sick leave and pay (if any) * Pensions; * Period of notice for employer and employee; * Disciplinary and Grievance procedures. Certain employment protection rights cover employees that are appointed by a business. Government legislation makes it a duty of employers to safeguard these rights. They fall into a number of areas. * Discrimination. Employees cannot be discriminated against on grounds of gender, race or disability. So, for example, a business cannot refuse to appoint a candidate for a job only because that person is female. * Pay. Employees must be paid the same rate as other employees doing the same job, a similar job or a job with equal demands. They also have the right to itemised pay statements and not to have pay deducted for unlawful reasons. Other conditions which may be included are: the need for medical examinations, working from different locations, the right to search employees, the need for confidentiality and the need to obey the specific rules of the organisation. If the employer fails to provide a written statement of the main terms and conditions of employment, an employee could exercise his or her legal right to ask an industrial tribunal to decide what ought to have been in the written statement. This is then imposed upon the employer. Employers with more than twenty employees are also obliged to ensure that every employee has a copy of the disciplinary and grievance procedures. Employers have always wanted workers to be as flexible as possible. In the past this has meant paying overtime for extra hours worked, or higher rates for ‘shift’ work. Faced with competition, businesses attempted to use their existing employees more efficiently. Sometimes this could benefit the employee. An example of a situation in Adam’s is a single woman with a child was able to work between the hours of 9 am to 3 p.m. each day while her child is at school. Working flexible hours could mean an employee may take time off for personal reasons and still work their required number of hours a week. Training would also be given to workers so they become multi -skilled – able to switch from one job to another if needed. This example of job rotation may perhaps lead to the employee being more motivated. From a firm’s point of view, an employee that can change jobs may prevent the need to have temporary workers to cover for illness etc. and so reduce labour costs. An example of this is the ‘workstyle’ initiative at Adams, where team working has been introduced so that workers can change from one process to another and do the work of others in the team if necessary. In 1985 John Atkinson and the Institute of Manpower Studies developed the idea of the flexible firm. They suggested that businesses have a ‘core’ and a ‘periphery’. As a result of increasing competition, firms have attempted to make the workforce as flexible as possible, to increase productivity, reduce costs and react more quickly to change. The business would try to motivate core workers, giving them job security, and employ periphery workers only when needed. Increasingly employers looked to make plans that allow a business to respond to changes. For example, if a large unexpected order arrives, a business will need workers that can ‘get it out on time’. Using a flexible workforce enables a business to react effectively to changes that take place outside the business. Examples of workers that are used by a business includes: * Part time employees. * Temporary employees to deal with increases in demand. * Workers on zero hour’s contracts who are employed by the business but only work and are paid when both the business and the employee agree. * Workers who work to annualised hour’s contracts, where they work a certain number of hours over a year rather than in a week. * Workers who ‘bank time’, by not working when demand is slack but being asked to work that time at a later date. * Office temporary workers to cover for illness. * Self-employed workers. * Job sharing, where two workers are employed to do a full time job that in the past have been carried out by the one person. P5-My Performance in the Interview Before the interview 1. The interviewer should check that the interview arrangements are satisfactory: * Is the seating adequate? * Is the lighting satisfactory? * Is the room quiet or private? * Has it been ensured that the interview will not be disrupted? * Has access for candidates with a physical disability been checked? 2. Check through the job description and the person specification. 3. Read the application forms again, not any special questions or queries. 4. Write down the agreed questions that every candidate will have to answer, so they can make comparisons of each interviewee, this could including: * Why did you apply for this job? * Why did you apply to this organisation? 5. At the beginning of the interview every candidate should be welcomed by name and invited to sit down. 6. Begin the interview with an open or easy question, which should help the interviewees to relax. 7. The interviewer should always stay calm and uninvolved and be ready to listen 8. Keep observing the candidates. Watch for body language signal such as: * The way they sit * Arm and hand movements * Eye movements and eye contact * Voice 9. At the end of the interview the interviewer should: * Thank the candidate * Find out if the candidate has any questions or wants to add anything; * Find out when the candidate could start work; * Ask whether the candidate still wants the job * Tell the candidate how and when they will be told the result of the interview After the Interview 1. The candidates should leave feeling that they have had a fair hearing. An interviewer can ask either open or closed questions. * Open questions cannot be answered with a simple ‘yes’ or ‘no’. Answering them allows individuals to express their opinions and to talk at length. Here are some examples of open-ended questions. – What did you enjoy most about a particular job? – Which skills do you think would be most useful in this post? – How do you plan to achieve that? * Closed questions require a simple ‘yes’ or ‘no’ answer. It will always be necessary to ask a few closed questions, but their use should be restricted. Closed questions do not allow the candidate to talk freely, and they can make the interview somewhat stilted, with the interviewer doing most of the talking. When I was the interviewer I asked open ended questions, which allowed me to find out more about the candidate personality as well as there attitude to work. However from my colleagues point of view I was told that I was to laid back towards the candidate and to disorganise, this was because I had not gone through the CV’s and the application form. This could have meant that I missed some vital information about the candidates. Also I did not write any information down about each candidate, which meant that I could not remember what the candidates where like. Which meant that I could analyse and compare the candidates. As an interviewee I was confident going for the position, willing to answer the questions, with no problems. But in doing this I had not research the position enough, as I had a lack of information about the school. Knowing this would of help me to put across my views on how I would of achieved the job successfully, and showed that I was interested in the job. I feel that during the interviews I fulfilled most of these criteria. The seating was adequate; there were two seats for the interviewers and one doe the candidate. However, there was a desk in between, it would have been better to try and create a more relaxed atmosphere, by either not having the desk at all, or sitting to one side of the desk. I was familiar with the job description and person specification, and had already prepared certain questions for each candidate. I had prepared a sheet with the questions that I was going to ask all of the candidates, a copy of this can be found in the appendix. I welcomed all the candidates by name and shucked there hand, and tried to make them feel welcome. Throughout the interview I used a variety of open and closed questions. I should have used more open than closed questions to allow the candidate to talk more. This would be one aspect I would have to change in future interviews. I thought of some follow up questions, however, could have thought of some more. I observed the candidates several times throughout the interview, which gave me a good idea of their overall body language. At the end of the interview, I allowed the candidates to ask questions, found out when they could start work, and told them when they would hear of the result. I didn’t tell them how they would hear of the result, and I forgot to ask then if they were still interested in the job. After the interview I made some brief notes on the way the candidate had reacted during the interview. All these documents remained private between myself and the other interviewer M4-Local Labour Market Employment by sector Leicestershire TEC Area % East midlands % Great Britain % Agriculture & Fishing 1,500 0.4 6,900 0.4 71,000 0.3 Energy & Water 5,000 1.2 17,600 1.1 214,700 1.0 Manufacturing 116,700 29.4 418,700 25.8 4,060,000 18.0 Construction 13.300 3.3 70,700 4.4 987,900 4.4 Distribution, Hotels & restaurants 80,000 20.1 354,800 5.0 1,319,400 5.9 Transport & communication 22,000 5.5 81,100 5.0 1,319,400 5.9 Banking, finance & Insurance, etc. 58,600 14.8 230,200 14.2 4,183,700 18.6 Public administration, Education & Health 85,900 21.6 378,700 23.3 5,496,600 24.4 Other services 14,000 3.5 65,700 4.0 1,068,900 4.7 Total 397,000 100.0 1,623,800 100.0 22,534,900 100.0 The labour market is split up into three different labour sectors: – 1. Primary – these are businesses that are involved in extracting natural resources from the environment. Examples are the first two rows of the table. 2. Secondary – businesses convert the raw materials from the primary sector into a form that can be used by customers. The third and fourth rows on the table are examples of this sector. 3. Tertiary – Organisations provide services. The reminding rows are businesses in the tertiary sector. * Manufacturing – contributes nearly 30% to GDP and employs some 27% of the workforce, goods produced range from textiles & clothing through aerospace engines. However, manufacturing output within the region is forecast to fall by approximately 0.5% in 1999 before recovering in 2000. * Service Sector – employment is growing faster than at the national level, but the service sector is still relatively under-represented. IT related employment, in particular, continues to expand. * Agriculture – the East Midlands accounts for 10% of UK agricultural output, and employs 45,000 people across the region, rising to nearly one in five of the workforce in some areas. * Unemployment – the regional claimant rate has been below the UK rate and currently stands at 3.9% compared to the UK 4.4% for May 1999. Current situation & prospects Within the East Midlands, growth in services was estimated to have been stronger than the UK as a whole during 1998. However, the region saw a sharp slowdown in business services growth, reflecting the dependence of the sector on local manufacturing. Manufacturing output declined significantly during 1998, due to deterioration in both domestic and export demand, and a strong pound. Manufacturing output within the region is forecast to continue to decline during 1999, before recovering in 2000. Subdued performance is also expected in retailing & distribution, and in transport & communications. Overall regional GDP is expected to rise only slightly by 0.3% during 1999, with employment levels expected to remain static. Short-term changes in the GDP by sector (% per year) Manufacturing Services Other All services Fin. & Bus. Services 1998 1999 2000 1998 1999 2000 1998 1999 2000 1998 1999 2000 E.M. 0.3 0.3 -3.1 1.5 0.2 1.2 4.9 2.2 1.9 6.8 -0.7 -1.9 UK -0.2 -0.2 -3.2 1.3 0.6 0.5 2.5 1.5 1.4 1.6 -1.4 -1.9 Inward investment The region has seen inward investment in manufacturing over recent years. In the first half of 1998 the East Midlands won 16 inward investment projects, which created a total of 2,240 jobs. Approximately 50% of the projects came from the USA. Other inward investment projects within the region include Toyota, the Japanese car manufacturer, which has expanded its plant at Burnaston in Derbyshire at a cost of à ¯Ã‚ ¿Ã‚ ½200m in order to build a second car model, the Corolla. The region has also been successful in attracting call centres, despite competition. In the future as direct banking and insurance services increase, further investment opportunities are likely to arise for the region. The East Midlands’ success in attracting inward investment can be explained by its central location, good infrastructure links with the rest of the country, relatively low land prices, and the quality of its workforce. Leicestershire’s Industrial Profile Leicestershire’s industrial structure has experienced a long period of change and this change is seen to continue. The manufacturing industry consists of textiles and clothing, electronic engineering, mechanical engineering, food processing, printing and publishing, and pharmaceuticals. In Leicestershire 26% of the population are employed in this sector compared with 19% nationally. The most important manufacturing industry group, in terms of output, remains â€Å"other manufacturing† which includes textiles and food manufacturing, currently accounting for half of all manufacturing output. The fastest growing sector was national transport and communications, with an average annual growth of 9.6% since 1992. This growth largely reflects the advantages of Leicestershire as a central location for distribution Industrial sectors Leicestershire TEC area Leicestershire county Leicester city Rutland 1999 Employee estimates Number % Number % Number % Number % Agriculture & Fishing 3,100 0.8 2,700 1.2 0 0 400 3.5 Energy & Water 9,200 2.3 5,600 2.4 3,200 2.1 400 3.5 Manufacturing 102,600 26.0 64,300 28.1 36,300 23.8 2,000 17.4 Construction 14900 3.8 10,000 4.4 4,300 2.8 600 5.2 Distribution, Hotels & restaurants 83,000 21.1 51,100 22.3 29,200 19.1 2,700 23.5 Transport & communication 23,100 5.9 16,100 7.0 6,500 4.3 500 4.3 Banking, finance & Insurance, etc. 54,800 13.9 28,100 12.3 25,600 16.8 1,100 9.6 Public administration, Education & Health 85,900 21.8 41,900 18.3 40,600 26.6 3,400 39.6 Other services 16,600 4.2 9,300 4.1 6,900 4.5 400 3.5 Total employees 393,200 100.0 229,100 100.0 152,600 100.0 11,500 100.0 M5 – Analysing the recruitment documents I think I should have spaced out the application form a bit better and left more room for the forenames and surnames. On the application form I didn’t put a space for sex, this should have been entered, as some people may see it as not giving equal opportunities. I think that it is of a good size, and the font is neither too small nor too large, however, if there had been more spaces left, then it may have been easier to read. There is not a final section asking for a supporting statement. This does not give the applicant opportunity to sell themselves. I should have put some spaces in the â€Å"Employment History† section for reason for leaving the job, and also how long they had been at their last job for. This would have given me some indication on how willing they are. Also if I had left space at the end of the form, there would have been space for the candidates to sell themselves, also giving me more information to base my questions on at the interview. There should have also been more space for them to fill in information about their education. In the references section there should be space to show what relationship the person given as a reference is to the candidate. As it is important for companies to enforce equal opportunities I should have had a section in the application form asking if they had a disability, what their ethnic origin is and also what colour they consider themselves (black, white, other, mixed). This should be an optional section; however, I should have included it. I also provided a sheet for the candidates to fill in just before the interview. This is where extra information could be gathered, and if any details have changed since they filled in the application form, then I could be notified of them. The appraisal documents: during the interview I made some basic notes of the candidates performance. These notes included how well they answered the questions, and their body language. I also gave them marks for their body language, their language and how appropriate it was, and how confident they were (1 being the best, and 5 the worst) In my personnel specification, I should have said more about the job so that they know more about the job and what jobs would be involved in the position. Also how to handle parents and children. Also in the job description, I should stated more about what the jobs would be involved with, like handling children from the ages of 5-18, so they need to be patient sometimes and also authoritative. M6-Strengths & Weaknesses Mrs Jemima Puddleduck Her letter of application was most impressive. It was typed, set out correctly, and lots of good language was used. The recruitment documents that we received from Mrs Jemima Puddleduck showed that she was a well-educated young lady, showing she had studied both GCSE’s, and ‘A’ levels with excellent grades, and also well qualified. The only factor, which made me a little unsure of her, was that she had children, which I felt it might cause some difficulty about the hours she could work. Plus a degree in sports management. It was a very encouraging letter, outlining her strengths and weaknesses, and also stating any previous relevant work experience as well as any other experience to show her enthusiasm for work. Her experiences in jobs show us a very caring girl and she has taken part in work experience in very useful places. Mrs Jemima Puddleduck sent me a very short but detailed letter of application it was in written form very neat and well set out. Her work experiences have given her experience of what this position requires and I feel she would be an excellent candidate for this job. Mr Brett Langer The documents that were given to us by Brett Langer shows that he is ma very hard working person, we know this by looking at his GCSE’s and ‘A’ Levels. So he should then have the basic skills available to do the job successfully, with A grades in Maths and English in his GCSE’s. My impression also was that he may be a little well qualified for the job, nonetheless a very promising candidate. It showed that he had some previous job experience, however, he had never worked in an office before. From the letter of application he seemed to be an all round person, being able to get on with people. We can also see this from his past work experience as a Waiter and Employee at McDonalds, this showing he should be able to get on with any sort of person and situations. The only problem is that he is going to be working on a temporary basis as he’s looking for a job in the business sector, so he will only be working here until he finds a job in the business industry. Miss Tracy Hill Miss Hill is the youngest candidate applying for the position as Secretary. The recruitment documents, which we received from Miss Tracy Hill, she seems to be a nice girl but lack the personnel skills and personality for the job. There are concerns on how sociable she is, and how this may affect her work, as she may have to come in on a Saturday or Sunday. She has the basic skills to do the job with having GCSE’s in IT, Maths and English. She also has no work experience in any field. She is the weakest candidate for the job, but we have decided to give her a chance to prove us wrong in the interview. Jemima Puddleduck questions 1. Will you be able to come in if there was an emergency? 2. Do you think you be able to handle the children when if they get rowdy? 3. Why have you decided to leave your present job? 4. How long would it take to hand in your notice at your present job? 5. How come you haven’t decided to go into the sports industry? Brett Langer questions 1. Do you know how to use the basics of computer software? 2. How long do you think you would work here? 3. Will you be able to come in if there was an emergency? 4. Do you think you be able to handle the children when if they get rowdy? 5. Do you think you would get along with the different age groups that go to the school? Tracy Hill question 1. Why did you leave school after your GCSE’s? 2. Why haven’t you got any work experience? 3. Would it be a problem with the hours you work with a child? 4. Who will look after the child? 5. Will you be able to come in if there was an emergency? 6. Do you think you be able to handle the children when they get rowdy? M7-My performance in the Interviews To start off with I was shy, I was not sure how they would react to me, but as the interviews went on my interviewing technique improved and I started to settle down. I found that I didn’t really help them to relax and settle down, which made them nervous and allowed them t make mistakes, as they didn’t know how to react to me. After settling down I became confident enough to ask the candidate questions about the job and putting them in situations and asking how they would handle a particular situation. Due to this I became to laid back, I was showing poor body language; for example my arms were crossed. I also acted to casual with the candidate; I was told this from my colleagues who were also interviewing the candidate. Due to me being confident and laid back, I asked the candidate opened ended questions, which enabled my colleagues and I to get to know the candidate more intimately and what there personality was like. I also found that I was too disorganised for the interview, compared to my colleagues who where ready for the interview, as they had questions readily decided to ask the candidate. Which didn’t show a good impression on the candidate and made me look silly. I also had not gone through the candidate’s information, which gave me a disadvantage, as I did not ask the relevant information for the job. Which lead to me not writing any information about the candidate, so it made it difficult on which candidate to pick for the job. I think that I also should have changed the tone of voice more, as I felt the candidate was finding the interview was getting to boring. Improvements 1. I should appear to be relaxed from the beginning of the interview so that they can give their best performances through out the interview. 2. I shouldn’t act laid back whilst interviewing the candidate. As this gives a bad impression to the interviewee, about the way things are running in the company. 3. I should look through the application documents before I interview the candidate to have some kind of information about the candidate and question to find out more about their personality. 4. It would be more fairer to all the candidates if I took notes on each applicant, so that I can offer the job to the best person, so that I can compare them with there good and bad points and offer the job to the best person. M8 – Our own design of a â€Å"Contract of employment† 1. Name of employer:_________________________________ 2. Name of employee:________________________________ 3. Job title: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4. Salary: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5. Start date: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6. Pay rate:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7. Amount of hours that must be completed in one week:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8. Leave, you are entitled to†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦days-paid holiday per annum in addition to statutory holidays. The leave is to taken at a time convenient to the employer. 9. Sick pay and allowances: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10. Amount of holiday entitlement: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11. What notice is needed when you want to finish that job:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. to ensure flexibility within our workforce, you will at times be expected to work extra hours as required, but you will normally be given advanced notice of times. 12. Grievance Procedures, if you wish to raise any grievance relating to your employment, you should do so in accordance with the grievance procedure shown in the employee information binder, which can be obtained from the Personal office. 13. Pension scheme, details of the contributory company pension scheme, for which you are eligible, may be obtained from the personnel office. 14. Discipline Rules, the company rules form part of your conditions of employment. These are shown in the Employee Information Binder and it is your responsibility to familiarise yourself with these and observe them at all times.

USS Langley (CVL-27) - World War II

USS Langley (CVL-27) - World War II USS Langley  (CVL-27) - Overview: Nation:  United States Type:  Aircraft Carrier Shipyard:  New York Shipbuilding Corporation Laid Down:  April, 11, 1942 Launched:  May 22, 1943 Commissioned:  August 31, 1943 Fate:  Sold for scrap, 1964 USS Langley (CVL-27) - Specifications Displacement:  11,000 tons   Length:  622 ft., 6 in. Beam:  109 ft. 2 in. Draft:  26 ft. Propulsion:  Four boilers powering 4 General Electric turbines, 4 Ãâ€" shafts Speed:  31 knots Complement:  1,569 men USS Langley  (CVL-27) - Armament 26 Ãâ€"  Bofors 40 mm guns Aircraft 30-45 aircraft USS Langley (CVL-27) - Design: With  World War II raging in Europe and rising tensions with Japan, US President Franklin D.  Roosevelt became worried over the fact that the US Navy did not expect any new aircraft carriers to join the fleet prior to 1944.   As a result, in 1941 he asked the General Board to investigate whether any of the cruisers then under construction could be converted into carriers to supplement the fleets  Lexington-  and  Yorktown-class  ships.   Completing their report on October 13, the General Board offered that while such conversions were possible, the amount of compromise required would badly reduce their effectiveness.   As a former Assistant Secretary of the Navy, Roosevelt pushed the issue and directed the Bureau of Ships (BuShips) to conduct a second study. Responding on October 25, BuShips stated that such conversions were possible and, while the ships would have reduced capabilities relative to existing fleet carriers, they could be finished much faster.   After the Japanese  attack on Pearl Harbor  on December 7 and US entry into World War II, the US Navy accelerated the construction of the new  Essex-class  fleet carriers and decided to convert several  Cleveland-class light cruisers, then being built, into light carriers.   As conversion plans were finished, they offered more potential than initially hoped.    Featuring narrow and short flight and hangar decks, the new  Independence-class required blisters to be attached to the cruiser hulls to aid in offsetting the increased weight topside.   Maintaining their original cruiser speed of 30 knots, the class was significantly faster than other types of light and escort carriers which allowed them to sail in company with the US Navys fleet carriers.   Due to their smaller size, the  Independence-class carriers air groups often totaled around 30 aircraft.   While initially intended to be an even mix of fighters, dive bombers, and torpedo bombers, by 1944 air groups were often fighter heavy. USS Langley (CVL-27) - Construction: The sixth ship of the new class, USS Crown Point (CV-27) was ordered as the  Cleveland-class light cruiser USS Fargo (CL-85).   Prior to construction commencing, it was designated for conversion to a light carrier.   Laid down on April 11, 1942 at New York Shipbuilding Corporation (Camden, NJ), the ships name was changed to Langley that November in honor of USS Langley (CV-1) which had been lost in combat.   Construction progressed and the carrier entered the water on May 22, 1943 with Louise Hopkins, wife of Special Adviser to the President Harry L. Hopkins, serving as sponsor.   Re-designated CVL-27 on July 15 to identify it as a light carrier, Langley entered commission on  August 31 with Captain W.M. Dillon in command.   After conducting shakedown exercises and training in the Caribbean that fall, the new carrier departed for Pearl Harbor on December 6. USS Langley (CVL-27) - Joining the Fight:        Ã‚   Following additional training in Hawaiian waters, Langley joined Rear Admiral Marc A. Mitschers Task Force 58 (Fast Carrier Task Force) for operations against the Japanese in the Marshall Islands.   Beginning on January 29, 1944, the carriers aircraft began striking targets in support of the landings on Kwajalein.   With the capture of the island in early February, Langley remained in the Marshalls to cover the attack on Eniwetok while the bulk of TF 58 moved west to mount a series of raids against Truk.   Replenishing at Espiritu Santo, the carriers planes returned to the air in late March and early April to strike Japanese forces in Palau, Yap, and Woleai.   Steaming south late in April, Langley aided in General Douglas MacArthurs landings at Hollandia, New Guinea. USS Langley (CVL-27) - Advancing on Japan: Completing raids against Truk in late April, Langley made port at Majuro and prepared for operations in the Marianas.   Departing in June, the carrier began launching attacks against targets on Saipan and Tinian on the 11th.   Helping to cover the landings on Saipan four days later, Langley remained in the area as its planes aided the troops ashore.   On June 19-20, Langley took part in the Battle of the Philippine Sea as Admiral Jisaburo Ozawa attempted to disrupt the campaign in the Marianas.   A decisive victory for the Allies, the fighting saw three Japanese carriers sunk and over 600 aircraft destroyed.   Remaining in the Marianas until August 8, Langley then departed for Eniwetok. Sailing later in the month, Langley supported troops during the Battle of Peleliu in September before proceeding to the Philippines a month later.   Initially in place to protect the landings on Leyte, the carrier saw extensive action during the Battle of Leyte Gulf beginning on October 24.   Attacking Japanese warships in the Sibuyan Sea, Langleys aircraft later took part in the action off Cape Engaà ±o.   Over the next several weeks, the carrier remained in the Philippines and attacked targets around the archipelago before withdrawing to Ulithi on December 1. Returning to action in January 1945, Langley provided cover during the Lingayen Gulf landings on Luzon and joined its consorts in conducting a series of raids across the South China Sea.    Steaming north, Langley launched attacks against mainland Japan and Nansei Shoto before aiding in the invasion of Iwo Jima.   Returning to Japanese waters, the carrier continued to strike targets ashore into March.   Shifting south, Langley then assisted in the invasion of Okinawa.   During April and May, it split its time between supporting troops ashore and mounting attacks against Japan.   In need of an overhaul, Langley departed the Far East on May 11 and made for San Francisco.   Arriving on June 3, it spent the next two months in the yard receiving repairs and undergoing a modernization program.   Emerging on August 1, Langley departed the West Coast for Pearl Harbor.   Reaching Hawaii a week later, it was there when hostilities ended on August 15. USS Langley (CVL-27) - Later Service: Pressed into duty in Operation Magic Carpet, Langley made two voyages in the Pacific to carry American servicemen home.   Transferred to the Atlantic in October, the carrier completed two trips to Europe as part of the operation.   Finishing this duty in January 1946, Langley was placed in the Atlantic Reserve Fleet at Philadelphia and decommissioned on February 11, 1947.   After four years in reserve, the carrier was transferred to France on January 8, 1951 under the Mutual Defense Assistance Program.   Re-named La Fayette (R-96), it saw service in the Far East as well as in the Mediterranean during the 1956 Suez Crisis.   Returned to the US Navy on March 20, 1963, the carrier was sold for scrap to the Boston Metals Company of Baltimore a year later. Selected Sources ​DANFS: USS  Langley  (CVL-27) NavSource: USS  Langley  (CVL-27)WW2DB: USS  Langley  (CVL-27)

Karl Marx essays

Karl Marx essays The work of Marx, like that of other philosophers and thinkers in the 19th century, owed a great deal to the social context into which he was born and thus the issues he tackled were often similar to those of concern to his contemporaries. It was Marx who decided to go beyond the academia and theoretical study and produce an active theory or a practical philosophy which could provide a basis for political action. Whilst at University in Berlin, Marx adopted and later modified the philosophy and principles of Hegel, centrally his dialectal mode of logic. Marx, rather than focusing on a dialectic of ideas as did Hegel, was looking to apply this method to the material world. This was a step to import the dialectic from the realm of philosophy into the realm of social science and thus an important step in the history of sociology. Marx's theories were also influenced by other sources such as French socialist thought, particularly the work of Saint-Simon, concerned with social progress as a result of workers leading the country. The political economy of Britain was another as was his friendship with Engels, both of which had an effect on Marx's transformation from a radical democrat to a communist revolutionary. Marx's theory of society originates from the simple observation that humans must produce food and material goods in order to survive. As a result of this they must enter into social relationships with others, and production becomes a social enterprise. Alongside this exists the 'forces of production', a technical component to manufacturing including the technology, scientific knowledge and raw materials used in the process of production. According to Marx, each stage of development in these forces will necessarily correspond with a certain form of social relationships of production, and the two of these components combine to form the 'infrastructure' or economic base of a society. ...

Psy 104 the Role of Gentics Essay

Psy 104 the Role of Gentics Essay Psy 104 the Role of Gentics Essay What determines how a fetus in the womb will develop? Will she have short hair or long? Will he be a basketball player or play soccer? Will she be tall or short? Will he be fat or skinny? Genetics is a fundamental building block to the development of the fetus in the womb. â€Å"The entire genetic code of a human is determined by the unique combination of a mother’s single ovum (egg) and a father’s single sperm† (Mossler, 2011, 2.1 Genetic Foundations). Genes play an important role in determining physical trait. Genes play a significant role in determines who a person is. As a couple begins the process of reproduction, the one cell that is formed after conception will turn into trillions of other cells. Both the sperm and ovum contain chromosomes that will eventually be the foundation of human life. The specific genes within these chromosomes include a chemical structure called deoxyribonucleic acid (DNA). DNA is the code or instructions that make up all life. All cells in the body contain 46 chromosomes. These 46 chromosomes are made up of 23 sperms and 23 ovum. When the sperm and ovum cell meet the result is one new organism that contains the correct 46 chromosomes. Periodically, the joining of the sperm and ovum cell will reproduce an offspring that can potential inherit one or many abnormal gene which will produce diseases such as sickle cell. Sickle cell disease is a hereditary genetic disease which appears to plaque people of African ancestry, Hispanic, Mediterranean and Middle Eastern descents. As the sickle cell disease, continues to penetrate a segment of the world population one must understand how the abnormal gene originates and the influence each parent plays in passing down this trait to the off springs they will produce. According to â€Å"The Sickle Cell Association of Ontario† (2012),â€Å"Sickle cell disease is a hereditary genetic disease characterized by the presence of abnormal crescent-shaped red blo od cells instead of the regular biconcave disc-shaped cells† ( The Evolution of Sickle Cell). Sickle cell disease is a very rare disease but yet there are a lot of people who suffer from this in the United States and other Mediterranean countries. Worldwide there are approximately 120,000 infants born with sickle cell disease every year. In America 1 in 500 African-Americans and 1 in 1,200 Hispanic Americans are born with sickle cell disease (â€Å"U.S. News Health†, 2010). Sickle cell disease is an inherited, lifelong disease. Individuals who acquire this disease are born with it. A successful candidate of sickle cell disease will inherit two copies of the sickle cell gene from both parents. Most individuals that acquire the sickle cell disease have a single defect on both the mother’s and father’s chromosome 11. Due to this single defect the hemoglobin molecules will bind together to form long, rod-like structures considered sickle, or crescent shape cells. As red blood cells transport oxygen from the lungs to various other organs and tissues, the protein called hemoglobin is disfigured and produces an abnormal typed called hemoglobin S. Because of the abnormal shape, these cells don’t move easily through the blood vessels. This abnormal hemoglobin are stiff and sticky and tend to form clumps and get stuck in the process of blood flowing through the vessels. Currently, there are two forms of sickle disease, sickle cell anemia and sickle cell trait. Sickle cell anemia is the most common form of sickle cell disease. Sickle cell anemia affect millions throughout the world. Sickle cell anemia is an autosomal reessie genetic disorder caused by a defect in the HBB gene. In order for an individual to acquire sickle cell anemia there must be present two defective genes. These genes are past down from both the father and mother. The defected genes are called hemoglobin (S). As the abnormal hemoglobin(s) tend to form clumps and get stuck in the blood vessels, the blood flow can tend to get blocked leading to organ

Tuition Reimbursement Implementation Report Essay

Tuition Reimbursement Implementation Report - Essay Example Since the program will enhance the employees retention, this alone will be a significant move for the business. The contemporary challenge that is facing most businesses perennially is the inability to retain the employees (Arthur, 2008). The business will no longer experience the tedious exercise of recruiting and doing orientation to the new employees who also needs a period of time to acclimatize to the environment during which the efficiency level is much dwindling. If the business can be able to retain the employees who have had experience in the daily running of the business, it will be a great move since the intermittent trend being realized by the workforce turnover will cease (Arthur, 2008). An employee that is given the tuition reimbursement normally have and demonstrates the feeling of responsibility owed to the business to even do extra as a way of compensating for the program. The advantages of the program come in a cascading manner, business is a dynamic venture and req uires constant ability to engage and cope with. Allowing the employees to acquire further skills and training will only be much advantageous to the business since they will now have to make critical contribution in the management and running of the business in the daily basis (Phillips, & Connell, 2010). The era in which the management and decision making were a preserve of the top management body is long gone, the decision making today spiral from the employees upwards. This can only be possible if the employees are encouraged to advance in their academic life so as to enable them actively participates in their capacity effectively. Experienced, properly educated and relevantly trained employees is an essential recipe in success in the business, this is owing to the much dynamic and fluid status of the business panorama (Phillips, & Connell, 2010). A business that does not put this into account will not only experience perennial departure of the employees but also risk retaining di nosaurs. This program will also open new avenues for the employees in the same business environment. This is because employees values the most any more that is mindful of there career growth and advancement. This program will also build the confidence on the employees that their employers values them and are much interested in their unique skills and will want to retain them in their current position to serve better rather than moving and scouting for the best next job available (Downey, March, & Berkman, 2007). This move will settle the psychological part of the employees about moving and searching for the best job. In implementing the program, the business will also be in a position of ascending their employees for greater position from the existing pool of employees rather than sourcing from outside the business, at least the business will get top management employees from the experienced individuals already in the business. A classical example is when an employee has just comple ted his/her bachelors in human

Higher pay is the only way to reduce corruption. Discuss Essay

Higher pay is the only way to reduce corruption. Discuss - Essay Example On the other hand, Philip (2006, p. 45) describes corruption as having to involve high public office, substantial and systematic expropriation of benefits, and significant damage to the public interest. Corruption as having to involve high public office is considered as the most important of these three conditions and the other two are complementary to it. Lee (2006, p. 221) states that corruption is a destructive crime which not only undermines quality of life but also causes injustice and inflates business costs. The seriousness of this crime leads nations to improve governance by redefining the role of government, overhauling the system of incentives, and strengthening domestic institutions in order to ensure checks and balances (Rahman, et al., 2000, p. 17). Corruption is often called â€Å"black/grey market or â€Å"underground economy† whose rules are almost similar to those of legal markets (Stachowicz-Stanusch, 2010). It is considered a risky activity because of the presence of â€Å"policing† in society (Chakrabarti and Subramanian, 2003).The economics of corruption operates in such a way as serving as a means to satisfy certain planned and desired human ends. According to Klitgaard, et al. (2000), corruption is a crime of economic calculation in that the tendency for a public official to engage in it is when there is a slim probability of being caught alongside a mild penalty with large pay-off relative to the positive incentives. Since corruption is committed within the political machinery of the state, it is not only considered an economic issue but a political issue as well (Stachowicz-Stanusch, 2010, p. 122). The economic and political aspects of corruption are certainly the basis for advocating some solutions t o this problem on an economic point of view (i.e., increasing pay and rewards) and political point of view (i.e. providing political and legal basis for

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Geomorphology - Lab Report Example (5 pts) The critical angle for determining whether the boulder would move, or not is 45.840 degrees. At this point, the boulder would assume a stationery motion. The value is arrived by observing the point of intersection between the curves of shear and normal stress. 4. A local business informs you they have a 1 m-thick rock slab with a density of 1000 kg m-3 lying in their backyard that slopes at 25 degrees. Given normal weather conditions and unsaturated soils, will this rock slide and potentially destroy their business? Justify your answer in terms of angle, Driving and Resisting forces. (5 pts) At 25 degrees, the sheer force on the rock will be 984.807753 while the normal stress will be 173.6481777 (in the opposite direction). This means that the forces propelling the rock slab downwards are greater than the resisting forces. Assuming that the weather conditions remain at normal levels it is highly likely that the rock in question will inflict a considerable damage to the surrounding property. Lemke, Karen A. â€Å"Slope Stability & Mass Wasting.† University of Wisconsin-Stevens Point, December 1, 2013. Web. January 26, 2015 < http://www4.uwsp.edu/geo/faculty/

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Management Issue Paper Essay Example | Topics and Well Written Essays - 750 words

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Final Project- Step Three Assignment Example | Topics and Well Written Essays - 1000 words

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Corporate Finance Stratergy Assignment Example | Topics and Well Written Essays - 1750 words

Corporate Finance Stratergy - Assignment Example ASSIGNMENT COVERS SHEET Office use only INDICATIVE MARK All marks are subject to ratification at the appropriate Examining Board. ... †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Problem 1 1. Calculate the combined effect of the three off-balance-sheet items in Exhibit 3 on each of the following three financial ratios shown in Exhibit 2. Following is the given information of the ratios in the Exhibit 2. Exhibit 2 - Selected Ratios and Credit Yield Premium Data for Montrose EBITDA / interest expense 4.72 Long-term debt / equity 0.30 Current assets / Current liabilities 1.05 Credit yield premium over US Treasuries 55bps Following is the given information of the off balance sheet items in the Exhibit 3. Exhibit 3 – Hudson Chemical off-balance sheet items 1 Hudson Chemical has guaranteed the long-term debt (principal only) of an unconsolidated affiliate. This obligation has a present value of $995,000. 2 Hudson Chemical has sold $500,000 of accounts receivable with recourse at a yield of 8 percent. 3 Hudson Chemical is a lessee in a new non-cancellable operating leasing agreement to finance transmission equipment. The discounted present v alue of the lease payments is $6,144,000 using an interest rate of 10 percent. The annual payment will be $1,000,000. When we calculate the combined effect of the three off balance sheet items on the three ratios the following changes will take place. EBITDA / Interest Expense a. The guarantee of long term debt will not affect operating (EBITDA) or the interest expense. This ratio

Final Project- Step Three Assignment Example | Topics and Well Written Essays - 1000 words

Final Project- Step Three - Assignment Example Second (2), I used text with highlights on is edges and separated thoughts through title and subtitle with their accompanying highlights of putting them in bold and underline. The third (3), I put colors on the text. Fourth (4), I used a simple black and white diagram of the internal working structure of a human ear. And lastly (5), I used a full colored diagram of the human ear. The purpose of this approach is for the audience to experience the increasing ease of understand the message or lecture as the mode of visual progresses from simple text to the use of colored diagrams. By using the same subject with different modalities of conveying beginning from a simple text to a full colored diagram, the audience will readily understand how effective visuals in conveying information. This is consistent with the cliche that goes â€Å"A picture is worth a thousand words†. I Calibri text Parts and Functions of the ear The human ear is divided into five parts. These five parts of hum an ear, have specific functions that help in the process of hearing. Parts of Human Ear The parts of the human ear include: Outer Ear Middle Ear Inner Ear Acoustic Nerve Central Auditory Processing Centers Outer ear is divided into the pinna and the external auditory meatus. The pinna, also known as the auricle is the external ear part that is located and seen on each side of our head. It is made up of cartilage and soft tissue. This helps in maintaining a particular ear shape and remains pliable. The pinna is like a funnel that collects the sound vibrations from around us and funnels them towards the external auditory meatus(Buzzle.com,nd). II Times New Roman with titles and subtitles Parts and Functions of the ear The human ear is divided into five parts. These five parts of human ear, have specific functions that help in the process of hearing. Parts of Human Ear The parts of the human ear include: Outer Ear Middle Ear Inner Ear Acoustic Nerve Central Auditory Processing Centers Outer ear is divided into the pinna and the external auditory meatus. The pinna, also known as the auricle is the external ear part that is located and seen on each side of our head. It is made up of cartilage and soft tissue. This helps in maintaining a particular ear shape and remains pliable. The pinna is like a funnel that collects the sound vibrations from around us and funnels them towards the external auditory meatus (Buzzle.com,nd) . III Texts with colors Parts and Functions of the ear The human ear is divided into five parts. These five parts of human ear, have specific functions that help in the process of hearing. Parts of Human Ear The parts of the human ear include: Outer Ear Middle Ear Inner Ear Acoustic Nerve Central Auditory Processing Centers Outer ear is divided into the pinna and the external auditory meatus. The pinna, also known as the auricle is the external ear part that is located and seen on each side of our head. It is made up of cartilage and soft tissue. This helps in maintaining a particular ear shape and remains pliable. The pinna is like a funnel that collects the sound vibrations from around us and funnels them towards the external auditory meatus (Buzzle.com,nd) . IV Diagram of the ear in black and white Source: Gallaudet university V

Da Vinci †The Genius at the Venetian Las Vegas Essay Example for Free

Da Vinci – The Genius at the Venetian Las Vegas Essay While plenty of people are familiar with Da Vinci the painter not as many realize his prowess as a Renaissance man. Perhaps he was the first true man of so many talents that it was hard to peg him as one type of individual. In Da Vinci – The Genius you get a good look at the results of a great mind. You won’t see original works of art but instead you’ll see what has transpired from notes and drawings that Leonardo da Vinci created. Da Vinci was an artist, scientist, mathematician, architect, inventor and so much more. This enormous amount of brain power from one man has been highlighted in various forms before but this traveling exhibition highlights some of his inventions that today we might take for granted. As a result of the research to put together such an exhibition the idea of one large exhibition that celebrated Da Vinci and his Genius was created and can be viewed in Las Vegas. For the Mona Lisa he used oil paint, on poplar wood, there doesn’t seem to be any brush specifications, so we can just assume he used normal brushes. He employed a couple of techniques called sfumato and velature. Sfumato, roughly translated from Italian, means evaporated or vanished. This technique involves mixing light and dark paint, using tiny brush strokes, to create a smoky blend between the two colors. Velature is when an artist mixes paint on the canvas, instead of on a palette. Leonardo perfected both these techniques, as well as having his general knowledge of the human anatomy and the laws of nature to make his paintings more realistic. Da Vinci was left handed and did not force himself to switch like most people did then. In his day with quill pens, it was important to pull the writing instrument rather than pull it. When a right handed person writes left to write he or she pulls the pen and his or her hand does not smear wet ink. When a left handed person writes left to write he or she pushes the pen for less control and his or her hand smears the ink for less legibility. Rather than change his writing hand, he changed the direction in which he wrote. This allowed him to more quickly and easily write notes to himself without having to conform to the stifling conventions at the time, an overall goal of the renaissance.