Mckee v. Laurion Case Study Analysis Example | Topics and Well Written Essays - 250 words

Mckee v. Laurion Analysis - Case Study Example The first statement he allegedly made was that he said when he did not find the patient in ICU, he took time to find out whether he had been transferred on died. Secondly, he allegedly affirmed that 44% of patients with haemorrhagic stroke die within 30 days. Thirdly, he allegedly dismissed patient saying he does not matter if the gown was on the back.                  Cases of defamation are often determined by courts based on plaintiff ability to prove that the said or written words amounted to significant falsity and quoted out of malice. The case as ruled by Minnesota State court had dismissed the suit saying the claims by Laurion showed substantial degree of truth.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The law application was most controversial in the case. The appellate court found that the lower court erred by ruling in favor of Laurion. According to the law, there was no genuine issue of material on falsity of the statements and as such the website post was found to have had ill motives because they lack material evidence.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The appellate court on reversing lower court decision identified that the post made by Laurion carried defamation sentiment because he did not prove that the statement by the doctor carried malice or falsehood. The determination of the case is based on ability to show that the post act of malice or had unethical connotation.

Impact of Pinyin on Chinese people's ability to learn foreign Research Paper

Impact of Pinyin on Chinese people's ability to learn foreign langauges - Research Paper Example It is now possible for Pinyin speakers to connect sounds to written forms of words. This knowledge is helpful in acquisition of a phonetic based language like English. As far back as the 1930s, Chinese leaders like Mao Zedong noted that the traditional systems of writing Chinese, such as Zhiyin, Fanqie, and Zhuyinfuhao, were too difficult to learn. Because of its dependence on characters, most of the population could not learn sufficient characters to develop a rich vocabulary. Therefore, Latinisation was regarded as a mechanism for quickly eradicating illiteracy in China (DeFrancis, 2006). Difficulties in reconciling differences between written and oral Chinese also motivated the introduction of Pinyin. Chairman Mao stated that the Chinese language had several contradictions, as written Chinese came from symbols yet spoken Chinese did not (DeFrancis, 2006). It was thus difficult to learn the language and transmit knowledge in written forms. Prior to the 1950s, people who supported this movement held key positions in government. Therefore, political will existed to reform the language. However, after the 1950s, a different group known as Mao Zedong took over the government, and was dedicated to the suppression of the Pinyin movement. Regardless of this opposition, intellectuals persisted in pushing for reforms until Pinyin was finally adopted in 1958. Learning a new language is often easier when the second language has elements of one’s primary language. For a language such as Chinese, these similarities are particularly imperative in facilitating the learning process. In the United States, Chinese is regarded as one of the most difficult languages to learn. The US government has established a categorisation system in which they classify languages according to their ease of acquisition. Chinese, Arabic, Korean, and Japanese are all category IV languages, meaning that they take the longest to master. These

How to Prevent Nuclear Chemical and Biological Threat Essay Example for Free

How to Prevent Nuclear Chemical and Biological Threat Essay In recent years, people from all around the world have already seen the reports about nuclear, chemical and biological accident frequently from the news media, which have been increasingly threatening the survival of human security. When we are fully aware of the threat of nuclear, chemical and biological accident, we should learn that what target measures should be taken to hold the harm of accidents. With the development of high-tech, various military weapons have appeared in the world increasingly. But what hidden behind the success is not only the consumption of resources, but also the huge impact on human itself. So here are some measures as follows. Firstly, the government should propaganda knowledge on nuclear, chemical and biological accidents to the people, such as posters and seminars. Because there are many people who do not learn about these risks appropriately. Secondly, the immune prevention and drug prevention are two good ways o prevent the danger. Inoculation of various vaccines in advance can improve the body immunity, reduce or even avoid biological weapons against the damage and greatly reduce the power of biological weapons. Thirdly, people should be well prepared with emotion before these danger especially avoid being panic. Just take Japanese nuclear power plant explosion in 2011 as an example, people were lost their mind at that time, especially it was the unwise behavior for them to buy lots of salt. Finally, when facing nuclear, chemical and biological risks, authority should take the corresponding preparation and strategies, the relevant education departments should strengthen the national defense education of the contemporary students. In addition, when facing the great benefits the high-tech brings us at the same time, we should recognize the unfavorable factors.

Definition of SETS, Union, Intersection and Complement

Definition of SETS, Union, Intersection and Complement Benjamin Quarshie Section A Assignment Information Set Theory Explain the following terms:       SETS The word set is generally associated with the idea of grouping objects, such as a set of records, books, crop plants and other words such as herd, herd, herd, plots, peasantry, family, etc. Saying the word set denotes a collection of elements clearly between them, which keep some characteristic in common. Be it numbers, people, figures, ideas and concepts. In math, the concept of a set is considered primitive and does not give a definition of it, but rather works with the notation of collection and grouping of objects, so it may be said that the ideas of element and belonging are considered primitive. The essential characteristic of a set is to be well defined, i.e. given a particular object, to determine whether or not it belongs to the set. For example, if we consider the set of digit numbers, we know that 3 belong to the set, but 19 do not. On the other hand the set of beautiful musical works is not a well defined set, since different people can include different works in the set. Objects that form a set are called members or elements. For example the set of letters of alphabet; A b c x, y, z which can be written like this: Example of two sets, A and B: UNION The union of sets corresponds to the unification of the elements of two conjuncts or even more sets, which may from this constitute a new form of set, in which the elements within it correspond to the elements of the original sets. When an element is repeated, it forms part of the union set once only; This differs from the union of sets in the traditional conception of addition, in which common elements are considered as many times as they are in the totality of sets. We can say that the union of sets is a binary operation (that mathematical operation, which requires the operator and two arguments to be able to calculate a value) in the set of all subsets of a U, Universal Set consisting of all elements of the reference theme) given. By which each pair of sets A and B of U is associated with another set (A U B) of U. If A and B are two sets, the union is defined as follows: INTERSECTION The Intersection of two or more sets is the set formed by the elements that have in common both sets. The intersection of A and B is denoted. In diagrams all the elements in their respective sets are first represented and then the zone belonging to both sets is coloured. COMPLEMENT The complement of a complementary set or set is another set that contains all elements that are not in the original set. In order to define it, it is necessary to specify what type of elements are being used, or otherwise, what the universal set is. For example, if one speaks of natural numbers, the complement of the set of prime numbers P is the set of non-prime numbers C, which is composed of the compound numbers and the 1: UNIVERSAL SET This is called the set that contains all the elements. This set depends on the problem being studied, is a set whose object of study are the subsets of it. Primarily the universal whole was considered as the set of all things, but at present it is proved that this set does not exist. At the present time it should be made clear which set is being treated. If we treat sets whose elements are letters, the universal set would be the one that was formed by all the letters of the alphabet. The complement of the universe (or referential) set is the empty set. The universal set is indicated by the letter U and sometimes indicated by the letter S. POWER SET 2.5 Venn Diagrams SET A (EVEN NUMBERS)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   SET B (NUMBERS DIVISIBLE BY 5) Show the 2 sets using bracket notation SET A = {2,4,6,8,10,12,14,16,18,20} SET B = {5,10,15,20,25,30} 2.2 The union of set A and set B are listed below:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A U B = {2,4,5,6,8,10,12,14,15,16,18,20,25,30} 2.2 The intersection of Set A and Set B A n B = {30,8,2,10,14,25} 2.3 The Complement of Set A d) D is the set of dogs which includes the following subsets B (the set of Boxers), L (the set of Labradors) and P (the set of Poodles). Express the power set of D using bracket notation. SET B SET P SET L References Webpage [http://study.com/academy/lesson/union-of-sets-in-math-definition-terms-symbol.html] Accessed on [24/02/2017] Webpage [https://www.reference.com/math/well-defined-set-mathematics-4895437ff1cbabd9] Accessed on [24/02/2017] Webpage [http://searchsecurity.techtarget.com/definition/set] Accessed on [27/02/2017]

A Rose for Emily Essays -- A Rose For Emily, William Faulkner

"A Rose for Emily" is a wonderful short story written by William Faulkner. It begins with at the end of Miss Emily’s life and told from an unknown person who most probably would be the voice of the town. Emily Grierson is a protagonist in this story and the life of her used as an allegory about the changes of a South town in Jefferson after the civil war, early 1900's. Beginning from the title, William Faulkner uses symbolism such as house, Miss Emily as a â€Å"monument â€Å", her hair, Homer Barron, and even Emily’s â€Å"rose† to expresses the passing of time and the changes. The central theme of the story is decay in the town, the house, and in Miss Emily herself. It shows the way in which we all grow old and decay and there is nothing permanent except change. Miss Emily’s house is one of the important symbols which represent the past because it rejects updating like Miss Emily. The â€Å"†¦ house had once been white, decorated with cupolas and spires and scrolled balconies in the heavily lightsome style of the seventies, set on what had once been our most select street† (209).Then it ages with Emily an â€Å"eyesore among eyesores† (209). She had once been â€Å"a slender figure in white† (211) and later she looks â€Å"bloated, like a body long submerged in motionless water... her eyes lost in the fatty ridges of her face...† (210). She represents the Old South by her actions. She avoided to believe that time were changing and did not join the new society. She even does not come out. One example of Emily lives in the past is when she refuses to pay the tax. During Miss Emily’s funeral she referred to another symbol as a â€Å"fallen monument† (209), which could mean she was once beautiful and wealthy but with time she grew old and became poor. Also it port... ... the nostrils, we saw a long strand of iron-gray hair† (215). Considered in above symbols, Faulkner's story gives the idea with the changes of appearances and life of Emily Grierson by the time as an allegory for the changes in the old fashioned Southern ideals after the Civil War. Even though Emily is a strong woman, at the same time she is the victim of her resistance to change of time while the world went on without her and misperception of the people around her. In conclusion, this story â€Å"A Rose for Emily† tells the life, the love, the time, hopes, and destruction of Emily Grierson by using intelligent symbols. Emily never accepts that the changing world around her might be benefiting for her life "The newer generation became the backbone and the spirit of the town" (214), but Emily always in conflict with both her heart and her community, and modern world.

Appeasement Essay -- essays research papers

The 1920s had a good outlook towards peace, but near the end of the decade and throughout the 1930s signs of war were forming. Leaders arose in countries that were unsatisfied with the results of World War I. Germany, Italy, and Japan took aggressive actions, and neither the League of Nations nor the democratic countries were stopping them. British Prime Minister Neville Chamberlain suggested the policy of appeasement towards Hitler to keep peace. Europe moved closer to war as these actions were made. World War II had propelled with the lack of judgement by the League of Nations by continuous appeasing Hitler. September 3, 1939 was when the world plunged into World War II. The main reason for the cause of this war was the policy of appeasement. Before the war started, In October 1935, Mussolini ordered a massive invasion of Ethiopia. After Italy attacked, Haile Selassie, leader of Ethiopia, asked the League of Nations for help. In document 2, Haile Selassie, requested the League of Nations help stop the invasion and when the League’s response was ineffective he said, â€Å" God and history will remember your judgement†¦It is us today. It will be you tomorrow.† By now, Hitler came to power and was leading the Nazi’s in the Third Reich. They had also became the largest political party. In March 1935, the Fuhrer (Hitler) announced that Germany would not obey the restrictions of the Versailles Treaty. The League of Nations only issued a mild warning for the rebuilding of Germany’s a...

Hr as Competency Developer Essay

It is the art and science of acquiring, motivating, maintaining and developing people in their jobs in light of their personal, professional and technical knowledge, skills, potentialities, needs and values in synchronization with the achievement of individual, organization, and society’s goals. Functions of a Human Resource Manager * In charge of the management of an organization’s workforce, or human resources * Responsible for the attraction, selection, training, assessment and rewarding of employees * Oversees organizational leadership and culture * Develops new approaches * Generates innovative ideas that are strategically aligned with department goals * Serves as a change agent and leads change efforts HR Manager as Competency Developer Human Resources is an asset that need to be managed conscientiously and in tune with the organizations needs. Todays most competitive organization are working to ensure that – now and a decade from now – they have employees who are eager and be able to address competitive challenges, this means recruiting and retaining superior talent and stimulating employees to perform at peak levels. For organization to succeed in today’s competitive and complex environment, employee at all levels need to develop and demonstrate â€Å"the personal capabilities, underlying characteristics and behaviours that drive superior performance at work†. Keeping the organization and its human resources competitive is one of the most important role of a Human Resource Manager. Competency * It is the ability of an individual to do a job properly * It is a combination of knowledge, skills and behaviour used to improve performance * It is linked with personal development as a management concept * Competency is not â€Å"fixed† – they can usually be developed with effort and support * Competency should be made visible/accessible Competencies are coachable, observable, measurable and critical to successful individual or corporation performance Why the need to develop competency: * Highlight the value of the organization * Provide clear guidelines of success * Enable greater flexibility to move people laterally and encourages development * Provide practical tools for performance management * Help to identify gaps between current capabilities and future requirements * Help in focusing training and development efforts on areas with greatest need and/or impact * Facilitate organizational change and building desired culture * Provides employees with a roadmap for building strengths and closing development gaps Competencies, when correctly identified and used, have proved to be one of the most powerful tools for an organization to meet its business results, through its people. Competencies help in establishing common criteria for hiring, training, measuring, and rewarding people with the right capabilities to help the organization gain competitive advantage Competency models are often used within human resource departments of organizations to define success of both individuals and groups. Competency models can be used in a variety of ways, such as assessing of candidates’ qualifications for jobs to developing training programs and in executive recruitment and coaching. Effectiveness of Competency Model Must: * Be aligned with business and organization goals and needs * Support the business strategy * Be future focused * Translate abstract concepts into observable behaviours and activities * Be suitable for multiple application (if necessary) * Be selective, focused on a few competencies that are actually key for company or individuals performance * Do make so specific that it cannot be used elsewhere in the organization Types of Competencies When we speak about competencies, they can generally be divided into two main categories: 1. Core Competencies Core Competencies are based on the organization’s mandate, key values, and goals. They describe those behaviors that are necessary for successful performance in all jobs throughout the agency. In other words, these core competencies are necessary for the agency to meet its strategic goals and priorities. They are found in every job, but to varying degrees. The core competencies for all roles are: * Building Relationships Builds rapport, develops relationships and identifies opportunities for Partner/Community involvement, collaborates with stakeholders on an on-going basis and establishes new partnerships/strategic relationships * Developing Others The ability to foster the learning and development of others (individuals, staff, and peers) through coaching, mentoring and empowering so that people have a deep sense of commitment and ownership. It includes promoting an environment of continuous learning and self-development that contributes to on-going success. Developing others is applied to all roles and is not limited to formal positions of authority * Integrity Acts consistently, in the workplace, according to Basic Values of openness and honesty Acts on Values despite emotional risk to self * Listening, Understanding and Responding Listen actively and responsively Accurately assesses Human Behaviour * Advocacy It is a focus on and commitment to involving the individual in the community and influencing the community to assist in meeting the needs and goals of the individual. It involves the use of persuasive techniques or negotiation skills to achieve desired results, advocates for the rights of the individual and proactively encourage the integration of the individual into the community. At higher levels, advocacy involves thinking about what the other party cares about, thinking win-win, and framing arguments in light of their issues * Quality of Service Maintains clear communication Takes personal responsibility for correcting problems Acts to improve quality of service for the individual of stakeholder Addresses underlying needs of individual or stakeholder Uses a long-term perspective/acts as a trusted advisor It is important here to understand that these competencies will help agency staff to more effectively meet the needs of the individuals that are served by the agencies. For example, by engaging in advocacy and building community relations, accessibility and community education will be strengthened. As leaders help staff to grow and develop, staff members can better assist individuals to grow and develop. A strong service orientation helps everyone stay focused on who we serve and allows us to adapt to changing expectations and needs. A strong ability to listen and understand underlies all that we are trying to accomplish in being person-centered and respectful. Over time, a path for superior performance is laid. 2. Job-Specific Competencies Job Competencies refer to the key interpersonal and personal skills and abilities that are necessary to specific types of jobs within the agencies. The job specific behavioural competencies are: * Professional Excellence Wants to do job well Creates own measures of excellence Improves performance Sets and works to meet challenging goals * Flexibility The ability to adapt to and work effectively within a variety of situations, and with various individuals or groups. Flexibility entails understanding and appreciating different and opposing perspectives on an issue, adapting one’s approach as the requirements of a situation change, and changing or easily accepting changes in one’s own agency or job requirements. * Information Gathering and Analysis Ask questions Investigates and sees patterns Researches and applies complex concepts Clarifies complex concepts and scans the environment * Opportunity Seeking The ability to identify a problem, obstacle or opportunity and take action and/or proactively create opportunities to resolve or prevent problems. It is an orientation towards actively seeking out opportunities for the individual that will assist in enhancing involvement within his or her community. * Self-Control The ability to keep one’s emotions under control and restrain negative actions when provoked, when faced with opposition or hostility from others, or when working under conditions of stress. It also includes the ability to maintain stamina under continuing stress * Strategic Thinking Aligns current actions with strategic goals of the organization Integrates goals with plans and approaches Integrates goals with operations Understands external impact on internal strategy * Team Leadership Keeps people informed Promotes team effectiveness Obtains resources/takes care of the team Positions self as the leader Communicates a compelling vision * Teamwork Involves working co-operatively with others, being part of a team, working together, as opposed to working separately or competitively. These behaviours apply when one is a member of a group of people functioning as a team It is important to note that these competencies are defined at different levels for different jobs. At the same time, it is important to keep in mind that we need to think through issues and concerns, solve problems and stay aware of our environment. We need to work as a team and support each other. As issues change, we must remain flexible, but never lose sight of what the agency is trying to accomplish. We must focus on achieving results and taking initiative to help support the individuals we serve, and to allow them to participate fully in the community. Human Resource Development Human Resource Development is the framework for helping employees develop their personal and organizational skills, knowledge and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification and organization development. The Human Resource Manager should identify, administer, develop and evaluate the training and development needs of personnel. Through this training and development, personnel acquire not only skills and competency in their present jobs but also capacities for future managerial positions. The efficiency of an organization depends greatly on the training and development of personnel. Training * Improving employee competencies needed today or very soon * Typical objective is to improve employee performance in a specific job Development * Improving employee competencies over a longer period of time * Typical objective is to prepare employees for future roles Importance of Training and Development * Develop competencies that match strategy * It helps personnel to utilize and develop his potential * Foster cohesiveness and commitment * Improve commitment and retention * There will be competent replacement for more responsible positions * Career advancement opportunities * Improve competitiveness * Increase productivity * Improve service * Implement new technology * Trained personnel increase their market value and earning power HR Managers need to provide opportunities for employees to improve their knowledge, skills and expertise, but at the same time they have to find ways to retain employees and their knowledge. HRM practices and HR strategies have to be designed and delivered to keep employees and their knowledge in the organization. It is not always possible to retain employees in organizations and, sometimes, it is even good idea to let go of some of the existing staff and introduce a new wave of employees to the organization to improve innovation and creativity. However, this does not mean that organizations should also let go of the knowledge they have invested to be created and developed over the years. Although employees come and go, knowledge should be kept and developed for the future competitiveness of the organization. HR Manager as a Change Leader Change Leadership is the ability to energize and alert groups to the need for specific changes in the way things are done. People with this competency willingly embrace and champion change. They take advantage of every opportunity to explain their vision of the future to others and gain their buy-in. HR Managers should play an active role in developing and maintaining an organizational environment supportive of change and diversity * Encourages others to value change * Effectively communicates the reasons for change HR Managers should be anticipatory and proactive rather than reactive. Because of rapid change in both technological and demographic, HR Manager is in a pivotal position for helping to create an organizational environment supportive of such change HR Managers should also develop innovative approaches to streamline complex situations. Best practice The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.). Organizations must also have a talent management HR system that stores and reports information on employee competencies, and enables some or all parts of the Career Development and Succession Management process, for example: * employee / multi-source competency assessment; * catalogued learning resources; * on-line registration for courses / programs; * job / role matching that compares employee competencies against targeted role / job requirements; * various reporting capabilities that support both Succession Management (e.g., lists of employees ready for targeted positions / role) and broader HR Planning. References * Michael Armstrong. A Handbook of Human Resource Management Practice. 2007 * Zorlu Senyucel. Managing the Human Resource in the 21st Century. 2009 * ITAP International. Global Competency Development. 2013 * Jackson, Schuller & Werner. Managing Human Resources. * HRMBusiness.com.Competency Development: The HRM Professional’s Key Role.2008 * Success through HR Professionals.novascotia.ca.2012 In rapidly changing business environments, organizations are recognizing the value of a workforce that is not only highly skilled and technically adept, but more importantly, a workforce that can learn quickly, adapt to change, communicate effectively, and foster interpersonal relationships. These characteristics, or competencies, are critical to organizational survival, productivity, and continual improvement. By focusing on the full range of competencies or whole-person assessment, the emphasis is on potential, or what the person can bring to the organization, rather than on a set of narrowly defined tasks based on job requirements. Organizations that select for competencies such as creative thinking begin to build a high-performance culture. Using competencies as the basis for staffing provides the flexibility needed to select and place individuals where they can best serve the organization One of the strengths of competency models is that they are often linked to the business goa ls and strategies of the organization. Additionally, competency models provide insight into core competencies that are common to multiple jobs within an organization Competencies provide a common language across HR functions; therefore, they provide a natural foundation for integrating these functions. Competencies support these new roles since they can be linked to and promote the strategic mission and values of an organization. The linkage of occupation-related competencies and activities to the organizational mission and goals provides a clear line of sight between individual and team performance and organizational success. The organization can reward the accomplishments directly related to the agency’s mission and reward those competencies that drive organizational success. By aligning the strategic plan with competencies, an organization can effectively derive recruitment, selection, and training strategies that will support projected future needs, resulting in high-perf orming employees and a high performance organization