ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction In recent years, scientific interest in the problems of child aggression has increased significantly. Therefore, the issue of aggressive behavior of children is extremely relevant for modern society. Educators and teachers note that there are more and more aggressive children every year, it is difficult to work with them, and, often, teachers do not know how to cope with their behavior. The problem of child aggression and aggressive behavior requires an immediate and urgent solution. Due to the current situation, a modern teacher-psychologist working in the field of education is obliged to possess effective technologies for working with aggressive schoolchildren. At the same time, the work of a teacher-psychologist on timely diagnosis, prevention, and correction of aggressive behavior should begin already in elementary school, since, according to the results of recent years, aggression has significantly rejuvenated. If earlier it was about the initial manifestations of aggressiveness, mainly in adolescence, now this problem has become relevant for primary school, and the beginnings of militancy in children’s behavior are increasingly observed already in preschool age. The Definition of Aggression To consider the problem of overcoming child aggression in the old preschool age, it is necessary first to explain the general concept of aggression, its structure, and nature. The word “aggression” comes from the word adgradi (ad-on, gradus-step), which literally means “to move on”, “to advance”. There are a number of definitions of aggression in the psychological and pedagogical literature. According to one of the definitions, aggression is any behavior that contains a threat or harms others (Ogundele, 2018). When defining the concept of aggression, many researchers rely on the study of objectively observed and measurable phenomena, which are most often acts of human behavior. Reasons of Aggressive Disorders in Childhood A modern child lives in a world that is complex in its content and trends of socialization. The personality of a child is formed not by itself but in its environment. Children receive information about aggression from the family, from communication with peers, and from the media. Thus, the negative microclimate in many families causes the emergence of aggressive behavior, rudeness, hostility to peers and adults. Perhaps the child does not know how to do otherwise because the behavioral experience of children is still small. Aggression can also be a consequence of improper upbringing or internal discomfort of a child who has not been taught to respond adequately to the events he has to deal with. The Way of Expression According to the way of expression, there is aggression: arbitrary, arising from the desire, intention to hinder, harm someone, treat someone unfairly, offend someone. For example, a teenager who does not want his parents to come into his room expresses his dissatisfaction with them in a rather rude form. This also includes hatching plans for revenge for an insult, waiting for a convenient moment to strike back; involuntar
Introduction This paper seeks to define the objectives of modern income tax statutes, compare and contrast Generally Accepted Accounting Principles (GAAP) and tax accounting. The paper also explains the reasons for the difference between the two. In addition, the paper will differentiate between tax avoidance and tax evasion. The last part makes a conclusion from the discussions made. Analysis and Discussion The objectives of modern income tax statutes The objectives of modern income tax statutes primarily include raising tax revenues to defray expenses of government (Crane, 2006). There is no government in this world that would survive without taxes. Hence taxes are considered as the lifeblood of the government (Dimaampao, 2002). To attain its objectives, the government must be able to have a framework or standard to measure revenues and expenses as done in financial accounting. However the standards as far as taxation is concerned, are not exactly the same as those accomplished under financial accounting. The next section will speak more about the distinctions of the two terms. Another purpose of modern income tax statutes is for regulation. Income taxation applies the principle of progressive taxation which means that those who have more income will have to share more by paying higher taxes. Thus, it is not surprising to see that the higher the income of the individual the higher would be share in taxes. The income tax therefore would promote in the distribution of wealth to society since than those who have less would benefit as a result from the higher taxes paid by those who earn more income. Since income could explain the growth of wealth among all kinds of entities, it could be deduced that those who have increased wealth must have paid more taxes. Since wealth could also be measured my monetary currency, it is indispensable that there could be tax accounting for purposes of computing the tax liabilities of individuals and business entities. Moreover, since income taxation is made to distribute wealth, it essentially promotes equality of opportunities for all which is in consonance with the objectives of the US Constitution. As a regulatory measure, income taxes could be used by the government to influence consumer spending, depending on how the government evaluates what is happening on the economy. To illustrate, because of the present downturn in the economy, the Obama government may include in its plan the use tax cuts as a way of mot
Introduction Human resource management is an organization’s function that entails all aspects that are associated with the human resource or work force in a particular organization, company or institution. It entails aspects like recruitment, coordination and control of the people working in an organization. Some of the issues linked with human resource management include hiring, compensation and benefits, safety and welfare, communication and motivation, employees’ performance management and administration and training among others. Human resource management is a very essential function in every organization as it enhances overall efficiency and effectiveness of the organization through smooth running of all the activities and operations that are carried out in the organization. It falls under one of the major components of the management function which is staffing the other ones being planning, organizing, and coordination and controlling. The human resource in an organization is a valuable asset that determines the success or failure of the organization through their efforts towards utilizing other assets in the company. It is however only through their proper management that maximum efficiency, effectiveness and profitability can be achieved (Elearn 2009). This piece of work discusses various aspects associated with human resource management with much emphasis being given to planning, recruitment and selection processes. Planning, recruitment and selection processes The processes of human resource planning, recruitment and selection are very pivotal in any organization irrespective of size. This is because they determine the quality of employees in the organization who in turn determine how processes are carried out. Human resource planning involves making appropriate decisions in regard to the positions that an organization ought to fill and the best ways to fill them. It also entails determining the human resource needs of an organization with respect to the stipulated strategic plan. Human resource planning plays a significant role in determining the demand and supply factors of labor as well as the problems that are associated with the resolution of these factors. Human resource planning is influenced by an organization’s short term as well as long term operational and development needs. The employees and stakeholders needs and aspirations also play a great role in shaping the human resource planning function of an organization (Roberts, 1997). Human resource recruitment on the other hand entails the process of attracting and encouraging eligible individuals to apply for different positions in an organization. It involves generating a pool of appropriate and qualified candidates for available job positions in an organization. It is a process that commences when the new recruits are identified and ends when the applications from these candidates are received. Recruitment is a very essential process as it facilitates the attraction of qualified candidates
Abstract This paper is aimed at putting forward some of the underlying factors as far as medical error is concerned. This paper will put more emphasis on the ways medical institutions have responded to patient safeties and epitomic efficiency in administering treatment as well as avoiding inflicting sufferings to the patients either through avoidable or unavoidable medical error. The paper will emphasis more on the measures medical institutions follow when responding to crisis associated with medical error in any given medical institute. In this paper I will highlight causes of medical errors and the systemic obstacles to providing accurate treatment as well as the valid changes and policies that can amount to proper medical care to avoid errors in the line of duty. Patient Safety Patient safety is a scientific moral obligation and a code of conduct that is supposed to be followed by every practitioner in order to avoid causing any medical error. This helps them to avoid causing or inflicting any unnecessary damages to the patients through improper miscalculation during diagnosis time. Several factors like poor analysis and reporting can amount to medical error. This error might have hazardous health effects to the patients. Medical error Patient safety is guaranteed by proper diagnosis, treatment or counseling hence failure to that leads to the Practitioner causing a medical error. Therefore medical error is misdiagnosis that can be caused by poor or inaccurate or halfway diagnostic measures of a specific ailment, injury or infection. Going on medical error can be interpreted as a procedural failure by a doctor to help the patient to fully recover either through a sin of commission or omission depending with the capability of the doctor and the magnitude of the error i.e. minor or major error. Introduction Patient safety is a big concern as it pertains to healthcare delivery by the practitioners and the medical institutions at large in order to avoid committing any medical error. The main purpose is to support and maintain patient safety and to monitor the medical institutions from inflicting any unnecessary damages or loss to the patients. Safe treatment and care can only be guaranteed by the state through proper policies and structural mechanism that can be adhered to by every department In any given medical institution and its hierarchical arrangements. Discussion Mostly, medical errors can be caused by the practitioners through improper miscalculation of diagnosis, incompetent prac
Briefly describe the intensions of a fire and rescue management plan Integrated risk management planning has successfully introduced reforms for Fire and Rescue services to significantly reduce the level of fire deaths. The plan provides a solid foundation for preventing, protecting, and responding to emergency cases, ensuring resilience and flexibility of the staff, managing diversity, and workforce effectively, and providing reliable governance and improvement (Fire and Rescue Service National Framework 2008-11 11). This framework involves strategic planning that discloses the outcomes delivered by Fire and Rescue Authorities. This foundation is designed to provide more effective solutions to manage the specific needs of regional and local communities, which is the basis of the governmental approach. There are many risk management plans that have been introduced to cope with the emergency. In particular, Oxfordshire Fire and Rescue Authorities have introduced an integrated risk management action plan for a 2011-2012 period. Specifically, the plan is aimed at presenting several projects. Hence, these action projects consist of removing the second compliance from Farringdon from the Oxfordshire Fire and Rescue Service fleet, performing the review, and starting the implementation of 2011/2012 implementation strategies from the integrated risk management framework. It also involves extending the present security measures with the help of OFRS and developing strategies ensuring prevention and protection activities (Safer and Stronger Communities Scrutiny Committee 3). In addition, the region also seeks to overcome financial and economic constraints to meet the existing needs and foster the fulfillment of the risk management plan. Analyze risk management key objectives: Lancashire Risk Management objectives Lancashire Combined Fire Authorities prevent services to a wide range of organizations in a constantly changing environment. At this point, services are under the threat of disruption and damages. In order to prevent this, it is imperative for the Authority to take corresponding measures to reduce this level of losses and disruptions. The local government pursues several objectives. Specifically, the policy is directed at ensuring the best practice and value achieved while managing risks, regarding the fulfillment of the regulatory and legal requirement, responding to environmental, legislative, and social changes, preventing loss, damage, and injury, and integrating risk management plan into the cultural and social background of the Authority (Risk Management Strategy n. p.). The above-identified objectives are premised on the necessity to define the risk in accordance with the achievements of the personal and strategic goals of local organizations to evaluate the outcomes and implications for implementing the plan in the most appropriate way. Explain why healthy industrial relations are the key to forming and sustaining a modern fire and rescue service The Fire Brigad
Introduction At the beginning of the 21 st century, outsourcing is viewed as a strategic tool that helps organizations to expand their activities and increase profits. Outsourcing is often seen as an opportunity to provide a competitive advantage and increased value for the enterprise. The main causes of outsourcing are prices and wages, communication and transportation costs. The main factors to reject outsourcing strategies are lack of financial resources and the size of the company. For a small company, it would be more difficult to expand its activities and sustain stable growth rates and flexibility. The main risks associated with outsourcing are reduced flexibility, low-cost savings and low quality. The problems of structural adjustment are even greater for developing countries that lag far behind the advanced industrialized economies in their flexibility to cope with these challenges. The benefits associated with outsourcing involve strong competitive advantage and cost savings. The extent of this ‘catching up’ is dependent on many factors, such as the political, cultural, economic, and social infrastructure, and the capability of the country to benefit from technological spill-overs and accumulated technology (Doig et al. 2001). Causes of outsourcing In cases where this is technically possible, the cost advantage of outsourcing will probably apply to component parts of production processes, leading to outsourcing by the developed economies. When rules limit direct investment and outsourcing, both producers and labor want enforcement of labor standards abroad to maintain competitiveness for their products. Once the rules are relaxed, the interests of producers and consumers diverge, as low wages and lax labor standards make foreign production more profitable. The threat to move all or part of production abroad can be used at home to exact reductions in labor compensation (wages plus benefits). Moreover, the threat of significant job losses allows large firms to demand changes to labor legislation that further weaken labor. In addition to endangering jobs, wages, labor standards and union powers, globalization also hastens the decline of social safety nets. Citing international competitiveness, the business has been able to shift the tax burden to labor. But job losses and low wages will erode this tax base, reducing governments’ ability to finance welfare programs. Globalization thus undermines labor strength, reinforcing the impact of higher levels of overall unemployment on capital’s ability to control the workplace in the developed economies (Cocheo, 2004). What is different today is the frequency of these changes
Introduction In any given company, there are some techniques that are usually employed by the employers during the selection of the right personnel. Several factors are usually put into consideration during the selection of the employees. Given the difference in needs in each organization, the factors considered while selecting the workers vary widely in each. Procedures are in essence followed during the evaluation of a member of the organization and questions are usually asked at this stage. Questions are asked basing on the type of the job. The validity of the questions is usually low if there is not any connection between the questions and the job. This manuscript will argue out that cancelling an interview and replacing it with paper-and-pencil measures is not the best elucidation to the jeopardy of interview validity and go further to discuss the factors that management should consider while choosing the staff. Unstructured interviewing Whenever the validity of questions asked in choosing of the staff of a certain organization is low, the concerned individuals who are the employers need to find a substitute to the appraisal center. Since the right personell need to be found to help in boosting the profits in the companies, bias should not be entertained. According to (Lowry 1994: 34) “unstructured interview has a lower validity and reliability and therefore when assessment is done, the alternative will be a structured interview. The alternative is valid and less costly”. “Personnel selection for managerial and supervisory positions is important for efficient and effective conduct of business in both the private and public sectors” (Bernreuter 1933: 45). According to (Lowry 1994), an interview is a modus operandi that is premeditated to acquire information from a group of people basing on their verbal answers to verbal questions. However, (Allport 1937 p.4) states that a “job selection interview aims at predicting future job performance based on applicant’s oral responses to oral inquiries”. (Seegal 2003: 32) states that,”it will be very unusual for an employer to hire someone without conducting an interview. Even though it has a low validity it should still remain an indispensiblbe tool”. Interviewing is as a method of selection of staff is used worldwide. Research proves that seventy percent of companies in the Northern Ireland employ the unstrructured method of interview in order to aid in promotion of verdicts (Butcher 1995).
The Affect of Group Minds on Behaviours The effect of group minds on behaviors implies the general influence group minds have on individuals’ thinking and opinions. The term “group minds” refers to joint intellect with regards to a conception in sociology and philosophy. This term in science fiction is widely explained as shared awareness. In the book ‘‘group minds’’ by Doris Lessing, she brings out the fact that many people all over the world live in groups. Some of these are social and work groups not forgetting the family and the very minute percentage of the population that is contented by living in solitude. Such people are viewed in a negative way as to be either bizarre or egocentric. Lessing (12) portrays the ideology that people opt not to live alone for a lengthy period of time rather, they tend to look for groups to belong. A hazardous fact is not belonging to a group but rather the lack of understanding of the social laws that rule groups and those that govern people individually. Group minds tend to think alike or in a better term, people in a group are ‘like-minded’ nevertheless, the challenging aspect of it is having a clear individual mind as an affiliate of a particular group. Doris Lessing expounds on group minds by caring out an experiment where an individual is separated from a group and he /she is not given clear instructions on the task ahead which entails the comparison of different lengths of wood that have a slight difference from each other yet the group of people are collectively asked to perform the same task. In the outcome, the majority group will stubbornly confirm that the lengths are equal while on the other hand, the minority, that is the individual who performed the task alone, will state that the pieces of wood differ in length. However, the group will continue persisting that right is wrong and after a period of enragement and even frustration, the minority will change their stand and join the majority thus most people give in to the major opinion hence the term “obey the atmosphere”. The affect of group minds is usually strong and many agree that the most challenging thing is to differ with one’s group in opinion. A large number agree that they often side with the majority just because it is simply, the majority, even in situations where it is wrong. A group mind is one major underlying hypothesis that goes unnoticed in a group and members of a group not only submit to the group but they also hardly notice that they have a collective mind and never have a difference in opinion and to them, other people not belonging to their group seem insignificant. Members of this group are so resistant to change that no debate about their postulations can be held. Only 10 percent of the total population of the world can be called natural leaders since they have independent minds and do make their own decisions by themselves without influence from majority groups. In individual thinking, a person differs and