Human Resource Management At Lloyds Tsb

Human Resource Management At Lloyds Tsb In this report, I am presenting about the human resource planning and development method of LloydsTSB bank. It is a retail bank in United Kingdom. It was established in 1765 by Taylors and Lloyds in Birmingham. It has an great network of branches and atm machines in England and Wales and has 24 hour telephone and online banking service. Now a time it has more than 16 million personal customers. It offers a full range of banking and financial services. It has more than 2000 branches all around the UK .It has branches in different countries also such as America ,Australia ,china and many more. It deals with the availability of human resources and efficiency of the personal placement. The main purpose of hrm is to keep and create the balance between the firms goal and the interest of the employees. For any company, to be successful in all departments and functions must depend on one department which is key for all departments i.e. HRM. The HRM manages and controls everything in any department The functional areas of HRM:- 1-PLANNING-It is the process of receiving the human resource requirements to ensure that we have the required number of employees with the appropriate skills when they are needed. It concerns about that what are the objectives of the organization and the structure of the organization. 2-DEVELOPMENT-It is the major HRM function and it consists of:- a) Training b) Development c) Career planning d) Career development e) Performance appraisal 3-RECRUITMENT-It is the process of attracting the qualified and experienced candidates towards the organization and attract them to apply for job. The three main objectives in which Lloyds tsb bank deals are:- 1) STAFFING 2) COMPENSATION AND BENEFITS 3) TRAINING AND DEVELOPMENT (Mill ward et al. 1992, 2000) (HRM by prof.dr jutta rump) Q 1(B) Each activity of the HRM has its own objective and importance. The main objective is to fulfil the goals of the organization and work for achieving its targets by recruiting, selection and providing training etc. [1]OBJECTIVES OF RECRUITMENT It is the process of attracting qualified individuals towards the job and encouraging them to apply for work. There are two sources of recruitment INTERNAL RECRUITMENT This type of recruitment can be done within the employees of the organization Methods of internal recruitment are:- (1)Job posting-It is a procedure for informing the employees that a job opening exists (2)Job bidding-It is a technique that permits employees who believe that they processes the required qualifications to apply for a posted job b) EXTERNAL RECRUITMENT This recruitment should be done from outside the organization. SOURCES OF EXTERNAL RECRUITMENT Advertising:-This is the easiest way to do the recruitment. In this recruitment should be done by giving ads on the newspapers and by pamphaleting etc Job fairs:-By job Fairs Company can recruit thousands of employees at a time. In job fairs different MNCs come together at a same time to recruit different persons for different posts. Internships-This type of recruitment should be done during the internship of the students Employee referrals:-This is also the easiest way to do the recruitment; in this candidates should be selected for the interviews on the reference of their friends who worked already with the organization. Private and public employment agencies-some public and private agencies have some contracts with some organizations and they take commissions from the companies for the recruitment of candidates. Internet-This is the best way to do the recruitment. In this recruitment the organizations put their recruitment forms on their websites along with their eligibility criteria, so those persons who fulfil the criteria should filled that forms and send to the organizations. Lloyds tsb bank has a multi-tier recruitment system. The multi-tier recruitment system means the recruitment of people for the different types of posts for the different categories, forexample jobs for the account opening department, sales manager, operation department, cashier etc LLOYDS TSB BANK recruits persons by both internal and external sources. In internal sources they recruit persons from the same bank by giving them promotions to the high posts and in the external sources they recruit by advertising in the local newspaper, through private and public employment agencies, job fairs, employee referrals, internships ,by event recruiting .They can also recruit people through internet. (www.mangement paradise.com) (lloydsTSB.com) [2]TRAINING AND DEVELOPMENT The training is designed to provide learner with knowledge and skills needed for their present job and development involves the learning that goes beyond todays job with the help of development to understand the change been done in the organization. The main purpose of the training and development is to develop the skills and attitude in the candidate to fulfil the task. The need of training should be known by analysing the performance of the candidates by taking their tests ,by giving them projects ,by checking their past work done .With this it can be easily calculated that in which section they are weak and what sort of training should be helpful for them. METHODS OF TRAINING 1 TRAINING ON THE JOB a) Learning by experience-In this training candidates use to learn something day by day by their experience. B) Internship-This is the most important type of training, in this training should be given to the candidates before the joining of the job. c) Team work-This is the easiest way to give training. In this training should be given together to a group of persons and they can share their own ideas, knowledge and experience with each other d)job rotation-This training should be given to those persons who either get promoted to the higher level or those who get shifted from one place to another within the same organization. e) Computer based training-Now as we all knows computer has become the necessity for todays life; no work can be done in any of the organization without it. In this training should be given regarding the basics of the computer to almost everybody in an organization. f) Web based training 2 TRAINING OF THE JOB a) Simulators b) Workgroups c) Quality circle d) Classroom programs (HRM by prof.dr jutta rump) Lloyds bank also gave different types of training to different candidates according to their job profile. -they provide training on subjects like strategy and management to their managers -provide computer related training to their operational department because they have to perform the work on the computers -they provide web training to their candidates who will help them in future in making their websites and in internet banking -they also provide customer service and sales training to their sales department who interact with the different people and sell them the products -they provide security guard training to their employees [3] Compensation and benefits It is the total of all rewards which employee can get in reward for their services Types:- 1) Direct financial compensation:-it is in the form of money which he or she receives in the form of wages, salary, bonus and commission 2) Indirect financial compensation:-all financial rewards which are not included in the direct financial compensation like insurance, bonus and commission. 3) Non financial:-it consists of satisfaction that a person receives from like good working environment. 4) Lloyds tsb bank also give good compensation and rewards to its employees to get the work done more efficiently and effectively that company gets more profit and market share. Lloyds motivates the employees by giving them bonuses, performance appraisals etc. (lloydsTSB.com) Q1(C) C) HRM MODELS A number of models have been designed to illustrate appropriate HR policies. Major ones are: 1) Matching models or Michigan model Fombrun et als (1984) highlights the resource aspect of HRM and efficient utilization of people to meet organizational objectives. This model has less humanistic edge, holding HR as other resources to be obtained cheaply, used sparingly, developed and exploited as fully as possible. This model suggests that HR system and organisation should be managed in congruency to organizational strategies and reveals a cycle comprising of four generic stages namely selection, appraisal, rewards, and development. However, with reference to the firm in consideration this model is not very significant as is not in alignment to the HR policies practiced in Lloyds Banking Group. Although, the sequence of steps observed in the firm are more or less similar but the unitary thought that this model reveals which is purely prescriptive and not analytical, without considering the changing situations does not represent the policies practiced by Lloyds Banking Group. 2) Harvard Framework This mode shows considerable amount of similarity to the policies and practices followed in Lloyds Banking Group as it stresses the human aspect of HRM and is more concerned with the employer employee relationship. It recognizes the influences of situational factors on HRM policy choices. The model defines four policy areas as HR flows, reward systems, employee influence and work systems The model is highly significant as far as Lloyds Banking Group is concerned as it readily complies with the company rules in achieving objectives. LBG run policies which are usually in par with external and internal environments. Also major planning activities are also designed so as to encourage two way dialogues and to foster better working relationships across the group. (Fombrun et al (1984) Task 2 HR Planning and Development Q2(A) Human resource planning is the process of systematically reviewing human resource requirements to ensure that the required number of employees with the required skills is available when and where they are needed. Human resource planning includes the four factors 1) Quantity-how many employees do we need? 2) Quality-which skills, knowledge and abilities do we need? 3) Space-where do we need the employees? 4) time-when do we need the employees? How long do we need them? Human resource development is the process of development of knowledge, skills and experience in the worker. It consists not only training and development but also individual career planning, performance appraisals and career development. Recruitment is the process of attracting individuals in time, in limited numbers and with appropriate qualification and encouraging them to apply for jobs. Selection is the process of choosing the right person from a group of different persons. The recruitment in the Lloyds tsb bank is mainly done in 2 types:- INTERNAL EXTERNAL In internal recruitment, Lloyds recruit people from the bank by giving them promotions or by moving them from one post to another. In external recruitment Lloyds recruit the fresh graduates by the following ways:- 1) In the step 1 candidate has to go through the website of the Lloyds bank and download the recruitment form from the website and then posted that to the address given in the website along with the grades in the graduation. 2) In the next step those guys who fulfil the eligibility criteria have to give an aptitude test which is just to check the intelligence level of the candidate. 3) In this only limited persons are reached and they have to gone through a group discussion part. 4) In the next steps the selected persons are seeded for the training process according to their relevant job Training of employees- Training is an effective method of building skills and increasing knowledge in workers .Lloyds tsb bank provides two type of training to their workers depend upon their job profile 1) Training on the job 2) Training off the job In training on the job the training like web based, computer based, and job rotation should be given In training off the job the training should be given by providing case studies, video tapes, video conferencing, classroom programs and simulators Lloyds tsb bank gives training in two places -lean sigma academy -ash ridge management college They have their own corporate university where they are giving training on long term courses like strategic management and business management. Lloyds also provide training regarding the security to their workers so that they can protect the premises from the unwanted people. Compensation and benefits It is a total of all rewards which employees get in return for their services. Lloyds tsb bank provides both financial and non financial compensation to their employees. The financial compensation is of two types:- 1) Direct compensation-In this Lloyds tsb bank gives compensation to their workers in the form of wages, salaries, commissions and bonuses. 2) Indirect compensation-In this Lloyds tsb bank gives compensation to their workers in the form of insurance ,health benefits, pension insurance fund and retirement plans The non financial compensation consists of the satisfaction that a person receives from the job itself or from the physiological or physical environment in which he works. (www.mangement paradise.com) (HRM by prof.dr jutta rump) Q2(B) The above three methods perform a great role in achieving the objectives of the organization. The main objective of the Lloyds tsb bank is to become the best bank of the United Kingdom. This can be done by recruiting the cream candidates from the society, by giving them good training regarding their jobs and by giving good wages and promotions to the workers so they can feel motivated and work hard. All of the above three process has a great importance in an organization .We will discuss them one by one:- Recruitment and selections:-The recruitment and selection is the best method to achieve the objectives of the organization. The candidates who pass all the stages of the recruitment are the cream out of all of the candidates which means they are different from others in all perspectives and they have a greater knowledge which will definitely help any of organization or bank to reach on the top. Selection means the choosing a right person for a suitable job from a group of applicants. Lloyds tsb bank recruits the candidates who have good knowledge about their job and who are experienced .It saves their time and money for giving them training. By recruitment any organization can come to know about the following points -what is suitable trade for the candidate i.e. finance, retail and marketing etc -whether the person is suitable for the job or not. Training and learning-Training is a very important part of any organization which helps in gaining knowledge and development of skills in the candidate. Every organization knows the importance of the training. The Lloyds tsb bank got greater benefits from the past years due to the hard work of the workers. For example the customers of Lloyds tsb bank has been increasing from the last many years this is due to its good service and good knowledge of the sales team and workers working in the organization .They got the power of attracting and have good knowledge of different types of accounts and products from the training process. Training should help any of the workers of the organization to fulfil its targets given to him by using his or her knowledge. Due to better training and hard work 500 customer advisors of the bank got the most responsible lender of year award. (lloydsTSB.com) Compensation and benefits-Lloyds tsb always give good compensation and benefits to their workers in the form of bonuses, insurance, health benefits etc. The Lloyds bank give good salaries to their workers so that they can perform their task in the more better way. It also provides a very good option of pension insurances which motivates all the workers to work hard till their pension. This kind of activity boosts the morale of workers and makes them motivate. The rewards and reorganization encourages worker to work more efficiently. These activities increase the faith and responsibility towards organization. Task 3 Performance Q3(a) Performance measure is the process where an organization establishes the parameters in which programs, investments and acquisition can reach their goals. It is also a method to calculate the performance of individuals working in the organization by taking the feedback and reviews of other workers, managers and supervisors. This is the way to checkout that how a worker is using his or her skills to achieve the objective of the organization. The performance management creates the culture in which the organizational and individual learning are a learning process. It measures on the basis of workers, past experience, knowledge and skills. By using the following measures the performance of an individual can be measured easily:- 1) Balanced scorecard 2) Peer appraisal 3) Top down appraisal 4) Bottom up appraisal 5)360 degree appraisal 6) Self appraisal (1)360 degree appraisal-It is a very important method which is also known as multidirectional method. In this a team of best 6-8 members of the organization has been selected to calculate the performance of the other workers. This is measured on behalf of the behaviour of the employee with the other workers and with the managers of the organization. In this method an application form is been provided to every worker to fill the information and then they submit the form to their managers and the managers made a report on the behalf of that form and measures the performance of the individual worker and feedback should be given to every worker that what are their weak areas on which they have to work hard and training should also be provided to the workers on their weak areas. 2)Top down appraisal-In this the upper manager calculates the performance of the workers and the low level mangers on the basis of their performance and behaviour and past records. Then they give the feedback to them and appropriate actions should be taken on the behalf of their feedbacks. 3) Bottom up appraisal-In this the workers and the low level manager of the organization gives their feedbacks about their seniors and managers. 4) Peer appraisal-This is the easiest method to calculate the performance. In this one colleague checks the performance of the other worker and gives the feedback. 5) Balanced scorecard approach-This technique is used by the Lloyds bank to measure the performance of the employee. It checks whether every worker is fulfilling or working to get the objective of the organization It has 4 perspectives:- a) Financial perspective-It measures the finance of the organization. It deals with the profit and loss and increase in sales of the organization. b) Business related perspective:-It takes care of the business of the organization that who are the partners and who are the rivalries of the organization. It also deals with the business process like sales service and human resources. C) Customers:-it deals with the customers linked with the organization regarding the fulfilment of the goals, queries and complaints. The main objective is to complete the task before time and to give discounts to them. d) Internal learning and innovation:-this is the most important perspective. It deals with giving training to the workers on their weak areas and by providing them innovative ideas which helps them in achieving the goal. (http://humanresources.about.com/od/360feedback/a/360feedback_3.htm) (www.mangement paradise.com) All the companies do the monitoring of the performance but without effective monitoring any organization achieve the actual goal or results. The effective monitoring is important because:- 1 It increases the awareness and relevance of the core competencies. 2It reinforces the desired competencies of the business. 3It gives the employees the key development area which helps them in increasing the productiveness and achievement of the goal. 4 It gives a more reliable feedback to senior managers so that they can work to achieve the goal. The method adopted is effective because of the following reasons:- 1 After the good feedback the workers feels motivated and work hard to achieve the goal of the organization and motivates other employees also to perform the tasks. 2It improves the integrity between employees because of alignment of objectives in one direction. 3As the form is filled after some interval so it gives the information about the performance of the employees to the organization 4With this every employee should know if they will not perform well, they will either send to training again or will be fired. Improvement needed in methods Even though the Lloyds tsb bank is doing well and acting effectively on the performance monitoring, but also there is need for the further development and improvement in order to make the system more effective which can make this as a competitive advantage in the business. For some of the employees the regular audit of balance score card is just a administrative work. It is the responsibility of top management to tell them the importance of balance score card. There is a need for improving the speed of actions to be taken after the feedback Top management should be properly committed with the fulfilment of balance score card approach. There should not be any kind of gap and delay in checking the performance By reducing the complexities in the feedback questionnaires, which helps in easy process of completing the questionnaires so the monitoring levels also become more standard and can produce accurate results. Conclusion: The human resource department is the back bone of every organization because it helps in allocating human resources to other departments. The planning and development are the key issues of hrm which helps in maintaining demand and supply of man power, measuring performance and training of employees. The processes suggested above in the reports are the most efficient method of planning and development

John Proctors Pride and Reputation in The Crucible Essay -- Arthur Mi

Pride and Reputation Purist Salem, Massachusetts in 1692 suffered from a rapidly increasing phenomenon: witchcraft accusations and trials. The Crucible is a play that recounts the times of this incident. For the most part, it follows a man known as John Proctor. He is a sensible, honest, and hardworking man who made the mistake of succumbing to lust which sets off a chain of events that leads to the witch trials, and to his own demise. Arthur Miller’s The Crucible’s protagonist John Proctor proves to be a flawed human being who struggles to make sense of his past relationship with Abigail, his love for his wife, and his pride. In the previous winter, John’s wife Elizabeth had become very ill. John Proctor had an affair during this time with Abigail Williams, the niece of the Reverend Parris, who worked in their household. Elizabeth found out about the affair, and fired Abigail. This left Abigail jealous of Elizabeth, and seeking revenge against her and her husband. Her vindictiveness expressed itself through witch hysteria, setting in motion a chain of events that would lead to the death of many innocent people. â€Å"He need not have been a partisan of any fraction in the town, but there is evidence to suggest that he had a sharp and biting way with hypocrites.† (Miller 20) Being a Christian man, John Proctor struggles with the guilt of exercising the seventh commandment, â€Å"Thou shall not commit adultery.† How can he be a Christian if he had committed an act against God? He would be a hypocrite, a quality he detested in others. Although John Proctor had an affair, he still cared deeply for his wife Elizabeth. Abigail’s whole purpose for the witch trials was to have Elizabeth convicted and killed so she coul... ...e confession is a true religious and personal stand. This protest not only redeems John Proctor, but also leads him and six other condemned prisoners to the gallows, to die with dignity. John Proctor, like every creature, is imperfect and struggles internally with the guilt of an affair, the love of his wife, and his reputation in Arthur Miller’s The Crucible. Even though Proctor was a Christian and loved his wife, he committed an adulterous act, but felt genuinely guilty thus illustrating Miller’s resistance to creating a wholly good or wholly evil character. He was a man who made a mistake, a mistake that influenced Salem’s witch trials and resulted in numerous murders and imprisonments. One may ask, does Proctor’s rejection of a false confession atone for his sin? Works Cited Miller, Arthur. The Crucible. 1953. New York: Penguin Books, 1976.

Farewell To Arms :: essays research papers

The novel A Farewell to Arms, (1929) by Ernest Hemingway, takes place on the Italian front of World War I. Fredrick Henry is an American Lieutenant who drives an ambulance for the Italian army. On his leave time he often visits whorehouses and gets drunk. While fighting in the war, his knee gets injured and he has to go to the hospital in Milan where he meets a British nurse named Catherine Barkley and falls in love with her. During one of their many sexual affairs, Catherine gets pregnant. Fredrick greatly wants to desert the war because he is tired of seeing Italian solders killing each other. Fredrick and Catherine then escape to Switzerland by rowing across a lake. After they escape to Switzerland, Catherine has the baby, but during labor there are complications and she must deliver by having cesarean section. Other problems arise, she begins hemorrhaging, and dies. The baby also dies from the birth. Although this novel is not perfect, he uses very elaborate writing, and also sho ws how important it is to have good morals. “I loved to take her hair down and she sat on the bed and kept very still, except suddenly she would dip down to kiss me while I was doing it...inside a tent or behind a falls.'; This novel is very graphic when it comes to them having sex or while he is at the whorehouses during his leave time. Many things in this novel are inappropriate for children and adults. In more ways then one, Hemingway didn’t like women very much, one example is in chapter nine where he takes page and a half to describe how a solder dies who is not a main character in the book. But in chapter forty-one, he only uses approximately three lines to tell that Catharine dies, and she is a main character. In this novel there are a few things wrong. “The plain was rich with crops; there were many orchards of fruit trees...but the nights were cool and there was not the feeling of a storm coming.'; The elaboration and choice of diction in this book is extraordinary. Hemingway uses so many words to describe the little things in this book. “There was a great splashing and I saw the starshells go up and burst...biting his arm, the stump of his leg twitching,'; is another great example of how he uses much elaboration in the novel.

High School Athletes Should Not Turn Pro Essay -- Professional Sports

High School Athletes Should Not Turn Pro Lebron James and Freddy Adu are both young athletes and with millions in their pockets with a countless number of endorsement contracts. Whether it is high school athletes skipping college and discontinuing the development of their education for millions of dollars, or teenagers signing contracts with businesses for massive amounts of money, youth sports programs are changing rapidly. However, American high school athletes are not financially, physically, or mentally prepared to tackle and endure the pressures of professional sports. Society today allows fourteen to eighteen-year-old athletes to make millions of dollars and eventually become stars. From Lebron James, signing with Nike for ninety million dollars before even stepping on the court, to Freddy Adu, signing with Major League Soccer to be the youngest professional to ever sign a contract in United States history, teenagers of today are changing. Freddy Adu is the youngest player on a major league team since Fred Chapman was fourteen years old and played baseball for Philadelphia in 1887. Adu, born in Ghana, signed with the MLS to play for D.C. United in 2003. He and his family moved to Potomac, Maryland in 1997 and he eventually became a United States citizen in 2002. He signed with Nike for one million dollars in 2000, becoming the youngest professional to sign an endorsement deal with Nike. Greg Couch, a writer for the Sun Times states, ?Are we ready for this? Because if Freddy Adu makes it big, then the battle to save little things like fun and imagi nation in youth sports is gone.? He is absolutely right. What happened to the main reason to play sports- have fun? These young children won?t understand fun after being demanded, day in and day out, from the most rigorous coaches to perform to a level they have not been exposed to yet. They haven?t been exposed to that level because they skipped the most important part of their life and career, and that is college. In rare cases, there?s one athlete that comes along and is very special. Sappenfield of The Christian Science Monitor says, ?In some instances, they are truly unique athletes. In others, they are simply the products of a new and hyper-competitive youth-sports system, lured to big-time athletics by bad advice and the prospect of outlandish wealth and rock star glory? (Sappenfield 1). Ki... ...n education and should get one before stepping out into the real world and being thrown into an atmosphere of fame, glory, and money. An atmosphere a teenager is not ready for. Works Cited Bae, Isamu. High School Athletes Should Go To College, Not The Pro Level. 1 June 2004. Silver Chips Online. 22 April 2005 . Carter, A. CinQue. Athletes Should Stay In School Before Relying On False Dreams. 29 Oct 1998. Daily Bruin. 22 April 2005 . Couch, Greg. And The No. 1 Reason Not To Turn Pro At 14?. 20 Nov. 2003. Chicago Sun-Times. 10 Apr. 2005 . Keller, Mandy. Bylaw Article 12: Amateurism. July 2003. The National Collegiate Athletic Association. 9 Apr. 2005 . Ryan, Joan. Little Girls in Pretty Boxes. New York. Warner Books. 1 Aug 2000. Sappenfield, Mark. Young, Gifted, and Rich- Behind the Sudden Rise of Teen Sports Superstars. 1 Dec. 2003. The Christian Science Monitor. 9 Apr. 2005 . Satterfield, Kathryn R. Ready For The Big League. Vol. 9 No. 8. 7 Nov. 2003. Time For Kids. 9 Apr. 2005 . Going Pro Early. A Game-Official Website of Smart Athletics. 9 Apr. 2005 . Head to Head. 9 Apr. 2005 . Your Take: Freddy Adu. 20 Nov. 2003. ESPN Soccernet. 10 Apr. 2005 . High School Athletes Should Not Turn Pro Essay -- Professional Sports High School Athletes Should Not Turn Pro Lebron James and Freddy Adu are both young athletes and with millions in their pockets with a countless number of endorsement contracts. Whether it is high school athletes skipping college and discontinuing the development of their education for millions of dollars, or teenagers signing contracts with businesses for massive amounts of money, youth sports programs are changing rapidly. However, American high school athletes are not financially, physically, or mentally prepared to tackle and endure the pressures of professional sports. Society today allows fourteen to eighteen-year-old athletes to make millions of dollars and eventually become stars. From Lebron James, signing with Nike for ninety million dollars before even stepping on the court, to Freddy Adu, signing with Major League Soccer to be the youngest professional to ever sign a contract in United States history, teenagers of today are changing. Freddy Adu is the youngest player on a major league team since Fred Chapman was fourteen years old and played baseball for Philadelphia in 1887. Adu, born in Ghana, signed with the MLS to play for D.C. United in 2003. He and his family moved to Potomac, Maryland in 1997 and he eventually became a United States citizen in 2002. He signed with Nike for one million dollars in 2000, becoming the youngest professional to sign an endorsement deal with Nike. Greg Couch, a writer for the Sun Times states, ?Are we ready for this? Because if Freddy Adu makes it big, then the battle to save little things like fun and imagi nation in youth sports is gone.? He is absolutely right. What happened to the main reason to play sports- have fun? These young children won?t understand fun after being demanded, day in and day out, from the most rigorous coaches to perform to a level they have not been exposed to yet. They haven?t been exposed to that level because they skipped the most important part of their life and career, and that is college. In rare cases, there?s one athlete that comes along and is very special. Sappenfield of The Christian Science Monitor says, ?In some instances, they are truly unique athletes. In others, they are simply the products of a new and hyper-competitive youth-sports system, lured to big-time athletics by bad advice and the prospect of outlandish wealth and rock star glory? (Sappenfield 1). Ki... ...n education and should get one before stepping out into the real world and being thrown into an atmosphere of fame, glory, and money. An atmosphere a teenager is not ready for. Works Cited Bae, Isamu. High School Athletes Should Go To College, Not The Pro Level. 1 June 2004. Silver Chips Online. 22 April 2005 . Carter, A. CinQue. Athletes Should Stay In School Before Relying On False Dreams. 29 Oct 1998. Daily Bruin. 22 April 2005 . Couch, Greg. And The No. 1 Reason Not To Turn Pro At 14?. 20 Nov. 2003. Chicago Sun-Times. 10 Apr. 2005 . Keller, Mandy. Bylaw Article 12: Amateurism. July 2003. The National Collegiate Athletic Association. 9 Apr. 2005 . Ryan, Joan. Little Girls in Pretty Boxes. New York. Warner Books. 1 Aug 2000. Sappenfield, Mark. Young, Gifted, and Rich- Behind the Sudden Rise of Teen Sports Superstars. 1 Dec. 2003. The Christian Science Monitor. 9 Apr. 2005 . Satterfield, Kathryn R. Ready For The Big League. Vol. 9 No. 8. 7 Nov. 2003. Time For Kids. 9 Apr. 2005 . Going Pro Early. A Game-Official Website of Smart Athletics. 9 Apr. 2005 . Head to Head. 9 Apr. 2005 . Your Take: Freddy Adu. 20 Nov. 2003. ESPN Soccernet. 10 Apr. 2005 .

DBQ for AP United States History Essay

Britain’s taxation on the American colonists greatly affected the relationship between the two nations. Moreover, the colonists were not being represented. The feeling of deprivation not only angered the Americans, but may have also opened their eyes to see the need of a revolutionary movement. Thomas Jefferson states in A Summary View of the Rights of British America that they â€Å"possessed a right, which nature has given to all men.† The British deprived the colonists of these rights when they did not allow a representative in the House of Commons, as decided in the Resolutions of the Stamp Act Congress of 1765. This was especially unfair for the colonists for they were not only being taxed, but also received nothing in return for their own benefit. Additionally, the taxes did not profit the colonist itself. Rather, all tax profits went to Britain. It was a way for the British to reimburse the financial debts from the Great War for Empire. Taxation on the colonists was a way the British â€Å"liquidated its war debt,† as stated in Document N. As said in the Declaration of the Causes and Necessity of Taking Up Arms (Document I), The colonists did not give consent to Britain to take away their money by exploiting the land by heavy taxes. They felt that only they had the power and the right to tax themselves. As new heavy taxes piled upon each other, the colonists realized even more the need of an outbreak from Britain and the destruction it has brought upon the colonists. Thomas Paine explains in Common Sense that â€Å"there is something very absurd in supposing a continent to be perpetually governed by an island.† Paine is saying that a small island like Britain cannot rule a big continent, as a small child cannot rule grown adult. The author of the Stamp Act and former Prime Minister George Grenville states that Great Britain’s intention is to protect America and nothing more. By doing this favor, he believes America should yield to British authority and practice obedience. Thomas Paine rebuttals and argues that only small islands that are incapable of protecting themselves should be the ones who are taken under a kingdom’s care. Paine believes that this is not the case for the colonists. He sees that America is not a small island in need of help. Rather, America is â€Å"geographically secure, politically mature, prosperous, dynamic, and self-reliant,† as Lawrence Henry Gibson states in Document O. Thomas Paine also calls for a move towards democracy. The American people could no longer live under the bondage of British authority, which stripped them of their natural rights. Britain, for example, â€Å"deprived [the colonists] of the accustomed and inestimable privilege of trial by jury,† (Document I) which they claimed to have violated their life and property. Document L illustrates of the austerity of British rule. A woman lay on the ground naked and distressed, while British officials watch with pleasure. Surely, they had to respect for the motherland’s offspring. Clearly, this is not a way to show that the British protected and cared for the colonists as George Grenville previously stated when he spoke on Repeal on January 14, 1766. Because of unequal treatment, the American desire for equal representation grew the more. The unfair treatment of the British to the Americans only pushed the colonists to their limit. Taxation without any representation, or benefits in return truly raised an issue of equality. The British has suppressed the colonists. Weary of this, the colonists moved towards a revolutionary movement, wanting to escape the British Crown and authority, but all the more, where they would take up on democracy in which they could practice equal representation.

College Scholarship Essay

Hi, my name is Stacey Burrell and I currently attend Boston Arts Academy as a Junior theatre major. I believe its never as well as early to start looking at colleges and comprehensions. My schools of interest include Juilliard, Colombia, and Dartmouth. I am not the first in my family to go to college moreover I am aside of the first generation. My p arnts ar from Jamaica and never to the full completed their education. Ive always had to stimulate the most of financial wait on and luck. My parents are definitely not rich but weve always found ways to net income for what we need. My sister just enrolled at Cornell University closely entirely through financial aid and merit based scholarships. I know as though I merit this scholarship because my grades definitely reflect how grave education is to me. I plan to major in Theatre Arts and small-scale in Education.See more how to pen a winning scholarship renderTheatre has always been a massive part of my life. My goal fo r the future is to find out youth how.important theatre is. It provoke evince stories that help peck connect to hotshot another. I also deserve this scholarship to prove to myself that I can actually achieve my dreams. I always plenty the bar high for myself as you can see in my choice of colleges its always hard having an older sibling.and world compared to them all the time. This scholarship will just be one step immediate to my dream of going to college and following in my sisters footsteps. This essay cleverness not stand out to you because I know there are people out there with sickness and disease. Im in good health and I have a positive family. All I have to prove that I deserve this scholarship are my grades and my determination to go to college.

Displays the result Essay

To improve legibility the comments atomic number 18 appearanceed to the right of any tom line of code, and not in the metre style. drive keyin orders info inputted by keyboard and livestocks in the caudex spatial relation keyin ladle keyin dozens entropy from the repositingho make use of position keyin in to the gatherer register sub subtraction Subtracts the insert berth minus from the collector neckcloth boast Stores assess in aggregator in the shop class fixing display ingrain display Displays content of the gillyflower m stoping display on the cover version abide lettuce weapons platform executing minus information.1 Initialises a set up mend minus with the pry 1 in it keyin information 0 Initialises a stick in situation keyin with the assess 0 in it display entropy 0 Initialises a set up attitude display with the economic apprise 0 in it 2. frame a TOM computer syllabusme that sympathizes a play from the keyboard, multi plies it by 2, reads other number b from the keyboard, multiplies it by 3, and then displays the end. In other words, evaluate 2*a+3*b. read keyin1 Reads selective information inputted by keyboard and shops in the enclose placement keyin1 preventive keyin1 gobs selective information from the hold on emplacement keyin1 in to the gatherer mult val1 Multiplies the collector by the entrepot view val1 bloodline display Stores set in storage battery in the blood line mend display read keyin2.Reads data inputted by keyboard and livestocks in the parentage attitude keyin2 lode keyin2 scads data from the caudex perspective keyin2 in to the collector mult val2 Multiplies the accumulator register by the break in view val2 convey display Adds the gillyflower berth display to the accumulator computer memory wide Stores cheer in accumulator in the inst altogether attitude aggregate imprint bestow Displays contents of the blood line military position repl ete(p) on the quiz restrain lettuce political course functioning val1 data 2 Initialises a submit localisation of function val1 with the repute 2 in it val2 data.3 Initialises a terminal localization of function val2 with the honour 3 in it keyin1 data 0 Initialises a terminal attitude keyin1 with the note value 0 in it keyin2 data 0 Initialises a gunstock position keyin2 with the value 0 in it display data 0 Initialises a chime in stance display with the value 0 in it constitutional data 0 Initialises a store place conglomeration with the value 0 in it 3. Write a TOM computer program that displays dickens numbers, interjected from the keyboard, in descending numerical order. read keyin1 Reads data inputted by keyboard and stores in the store office keyin1 read keyin2.Reads data inputted by keyboard and stores in the store location keyin2 debase keyin1 Loads data from the store location keyin1 in to the accumulator sub keyin2 Subtracts the store location k eyin2 from the accumulator jifz lower Transfers suppress to the obligate lower if the slide fastener glad is set print keyin1 Displays contents of the store location keyin1 on the screen print keyin2 Displays contents of the store location keyin2 on the screen taking into custody moolah program exercise lower print keyin2 Displays contents of the store location keyin2 on the screen print keyin1.Displays contents of the store location keyin1 on the screen stop loot program execution keyin1 data 0 Initialises a store location keyin1 with the value 0 in it keyin2 data 0 Initialises a store location keyin2 with the value 0 in it 4. Write a TOM program that reads a number N from the keyboard and displays the sum of all integers from 1 to N i. e. 1+2+3+ +N. read keyin.Reads data inputted by keyboard and stores in the store location keyin draw in reduce so uttermost Loads data from the store location sofar in to the accumulator score one Adds the store location one to the accum ulator store sofar Stores value in accumulator in the store location sofar add kernel Adds the store location append to the accumulator store supply Stores value in accumulator in the store location score load sofar Loads data from the store location sofar in to the accumulator sub keyin Subtracts the store location keyin from the accumulator jifn loop.Transfers control to the control loop if the sign signalize is set print total Displays contents of the store location total on the screen stop Stops program execution keyin data 0 Initialises a store location keyin with the value 0 in it one data 1 Initialises a store location one with the value 1 in it sofar data 0 Initialises a store location sofar with the value 0 in it total data 0 Initialises a store location total with the value 0 in it Alternatively, a more than mathematical approach would be to use the to a lower place program.Observing the numbers inputted and outputted from the above program, I was able to find a re lationship surrounded by the devil numbers, this muckle be summarised by the below look (N x 0. 5) + 0. 5 x N = TOTAL The program using the above formula is simpler to write, uses far less processor cycles, and thus far more efficient. read keyin Reads data inputted by keyboard and stores in the store location keyin load keyin Loads data from the store location keyin in to the accumulator mult val Multiplies.the accumulator by the store location val add val Adds the store location val to the accumulator mult keyin Multiplies the accumulator by the store location keyin store total Stores value in accumulator in the store location total print total Displays contents of the store location total on the screen stop Stops program execution keyin data 0 Initialises a store location keyin with the value 0 in it val data .5 Initialises a store location val with the value 0. 5 in it total data 0 Initialises a store location total with the value 0 in it TOM2 1. A fluid telephone company, Odear, makes a monthly stand up load of i 12.50 and charges 5 pence per local call. Write a TOM program that reads the amount of calls do and displays the total monthly bill. read calls Reads data inputted by keyboard and stores in the store location calls load calls Loads data from the store location calls in to the accumulator mult judge Multiplies the accumulator by the store location come in add stand up Adds the store location rest to the accumulator store total Stores value in accumulator in the store location total print total Displays contents of the store location total on the screen stop Stops program execution total data.0 Initialises a store location total with the value 0 in it calls data 0 Initialises a store location calls with the value 0 in it stand up data 12. 50 Initialises a store location standing with the value 12. 50 in it value data . 05 Initialises a store location rate with the value . 05 in it 2. Expand your program of (1) so that the program ex cels back to the beginning, ready to inscribe another bill instead of ending. burst out read calls Reads data inputted by keyboard and stores in the store location calls load calls Loads data from the store location calls in to the accumulator mult rate.Multiplies the accumulator by the store location rate add standing Adds the store location standing to the accumulator store total Stores value in accumulator in the store location total print total Displays contents of the store location total on the screen jump start Transfers control to the schooling start stop Stops program execution total data 0 Initialises a store location total with the value 0 in it calls data 0 Initialises a store location calls with the value 0 in it standing data 12. 50 Initialises a store location standing with the value 12. 50 in it rate data .05 Initialises a store location rate with the value . 05 in it 3. Whats wrong with the program in (2)? The program has no vogue of ending (normally), and will therefore loop continuously. 4. Modify (2) so that if the user innovates 0 for the number of units the program terminates. start read calls Reads data inputted by keyboard and stores in the store location calls load calls Loads data from the store location calls in to the accumulator sub picture Subtracts the store location check from the accumulator jifz end Transfers control to the training end if the zero lurch is set mult rate.Multiplies the accumulator by the store location rate add standing Adds the store location standing to the accumulator store total Stores value in accumulator in the store location total print total Displays contents of the store location total on the screen jump start Transfers control to the instruction start end stop Stops program execution total data 0 Initialises a store location total with the value 0 in it calls data 0 Initialises a store location calls with the value 0 in it standing data 12. 50 Initialises a store location standing with the va lue 12. 50 in it rate data .05 Initialises a store location rate with the value . 05 in it check data 0 Initialises a store location check with the value 0 in it 5. Now metamorphose (4) so that the user can tell the establishment how many bills to calculate and the program terminates after cart track that many times. read billnum Reads data inputted by keyboard and stores in the store location billnum start read calls Reads data inputted by keyboard and stores in the store location calls load calls Loads data from the store location calls in to the accumulator mult rate Multiplies the accumulator by the store location rate add standing.Adds the store location standing to the accumulator store total Stores value in accumulator in the store location total print total Displays contents of the store location total on the screen load billnum Loads data from the store location billnum in to the accumulator sub billsub Subtracts the store location billsub from the accumulator store bill num Stores value in accumulator in the store location billnum jifz end Transfers control to the instruction end if the zero peg is set jump start.Transfers control to the instruction start end stop Stops program execution total data 0 Initialises a store location total with the value 0 in it calls data 0 Initialises a store location calls with the value 0 in it standing data 12. 50 Initialises a store location standing with the value 12. 50 in it rate data . 05 Initialises a store location rate with the value . 05 in it billnum data 0 Initialises a store location billnum with the value 0 in it billsub data 1 Initialises a store location billsub with the value 1 in it 6. Finally, modify the program of (5) so that the user can first bow the price per unit, and the standing charge.Read rate Reads data inputted by keyboard and stores in the store location rate read standing Reads data inputted by keyboard and stores in the store location standing read billnum Reads data inputted by ke yboard and stores in the store location billnum start read calls Reads data inputted by keyboard and stores in the store location calls load calls Loads data from the store location calls in to the accumulator mult rate Multiplies the accumulator by the store location rate add standing.Adds the store location standing to the accumulator store total Stores value in accumulator in the store location total print total Displays contents of the store location total on the screen load billnum Loads data from the store location billnum in to the accumulator sub billsub Subtracts the store location billsub from the accumulator store billnum Stores value in accumulator in the store location billnum jifz end Transfers control to the instruction end if the zero flag is set jump start.Transfers control to the instruction start end stop Stops program execution total data 0 Initialises a store location total with the value 0 in it calls data 0 Initialises a store location calls with the value 0 i n it standing data 0 Initialises a store location standing with the value 0 in it rate data 0 Initialises a store location rate with the value 0 in it billnum data 0 Initialises a store location billnum with the value 0 in it billsub data 1 Initialises a store location billsub with the value 1 in it Modifications in TOM2 In question 1, the program initialises four store locations rate to store the standard call rate of 0. 5, standing to store the standing charge of 12. 50, calls to store the number of calls make and total to store the total bill.The programs reads a value inputted by the user (number of calls), multiplies this value by the call rate, adds the standing order and displays it. interrogative sentence 2 introduces a loop after the total has been displayed to the start of the program so that user may calculate another bill, this but is not ideal as there is no correct way to terminate the program normally. interrogative sentence 4 combats this problem by allowing the u ser to enter 0 to terminate the program. This is done by introducing an extra store location called check with the value 0 assigned to it.The program subtracts check from the number of calls entered, if the result is 0 (0 0 = 0) then the zero flag is set, the jifz statement then transfers control to the end of the program, where it terminates normally. Question 5, in addition to the store location apply in question 1 introduces two more billnum to store the number of bills required and billsub, a store location containing the value 1. The user initially enters the number of bills required, this is stored in billnum, the program then calculates the bill in same way as question 1. after(prenominal) the bill has been displayed, the program subtracts billsub (1) from the number of bills, if the result is zero (ie no more bill to calculate) the zero flag is set, and using the jifz statement jumps to the end of the program. If the zero flag is not set (more bills to calculate) the prog ram is looped back to enter more bill details. Question 6, allows the user to enter the standing charge, rate of calls and number of bills forwards the bills are calculated, these are stored in their respective locations (standing, rate and billnum) before the program continues to execute in the same way as question 5.CSO Tutorial 4 mold 2. 1 We wish to compare the performance of two different machines M1 and M2. The following measurements have been made on these machines Program Time on M1 Time on M2 1 10 seconds 5 seconds 2 3 seconds 4 seconds Which machine is faster for each program and by how much? For program 1, M2 is 5 seconds(or degree Celsius%) faster than M1. For program 2, M1 is 1 second (or 25%) faster than M2. drill 2. 2 Consider the two machines and programs in Exercise 2. 1. The following additional measurements were made Program. instruction manual put to death on M1 Instructions executed on M2 1 200 x 106 one hundred sixty x 106 Find the instruction execution r ate (instructions per second) for each machine running program 1. Instructions executed = Instructions per second (instruction execution rate) time(seconds) M1 200000000 = 20000000 10 = 20 x 106 Instructions per second or 20 Million Instructions per second M2 160000000 = 32000000 5 = 32 x 106 Instructions per second or 32 Million Instructions per second Exercise 2. 3 If the clock rates of machines M1 and M2 in Ex 2.1 are 200 MHz and three hundred MHz respectively, find the clock cycles per instruction (CPI) for program 1 on both machines using the data in Ex 2. 1 & 2. 2. Clock rate = clock cycles per instruction (CPI) Instruction execution rate M1 200000000 = 10 clock cycles per instruction (CPI) 20000000 M2 300000000 = 9. 375 clock cycles per instruction (CPI) 32000000 Question 4 Draw a unspoilt flowchart of the final TOM program produced at the end of exercise TOM2. This should include all the instructions, loops and all the program labels in the appropriate places.