ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction Fires are real and a constant threat in places of every kind. They not only cause costly damage to facilities and equipment but also cause numerous injuries and deaths. The Calistoga Inn located at 1250 Lincoln Avenue suffered a blaze on August 28 2012. The fire began at 3:13 am and it took fire fighter nearly twenty minutes to bring the fire under control. Although the cause of the fire is still under investigation, evidence has it that the fire was caused by an electrical malfunction in one of the bathroom appliances. Eric Goose, a guest at the hotel that night, reported that he had seen a glow from the bathroom that triggered him to go to all the guest rooms alerting the other guests of the looming danger (Scully, 2012, p. 4). This paper explores the Calistoga Inn fire highlighting the specific sections of the 29 CFR 1910.164 and 29 CFR 1910. 165 that were neglected by the Calistoga Inn administration, the specific hazards that were faced by the employees and quests at the Inn as well as the corrective actions that the administration needs to consider in preventing a similar occurrence in the future. General fire prevention and control Fire prevention entails avoiding it completely. The four main requirements for a fire to occur are heat, oxygen, fuel, and a self-sustaining chemical reaction (Jones, 2008, p. 6). The self-sustaining chemical reaction propagates the action of the three components. According to Schroll, “fuel is anything that will burn” and “heat comes in the form of an ignition” (2001, p.26). Almost all places have not only fuel but also heat sources. Therefore, the essence of fire prevention is to keep all types of fuel separated from heat and heat separated from fuels. Fire control can be achieved by using either automatic systems or the manual efforts of the people within the affected area e.g. employees or the fire department of a facility. For a long period, automatic systems have proved to be the best in controlling as well as extinguishing fires. If properly installed, automatic fire control systems are able to control the fire during its early stages-while the fire is still small. It is noteworthy that to achieve such efficiency, they must be properly designed, installed and maintained. Research has shown that they provide the best defense against fires (Schroll, 2001, p. 27). On the other hand, manual fire control is risky to the people involved. Careful consideration is essential in determining the involvement of the facility’s personnel in manual fire fighting. Additionally, the use of portable fire extinguishers may pose a great threat to the lives of the personnel. There are three main types of defense against fire. The most effective and safe involves the use of engineering controls. These do not require human intervention for their functionality when required. They are the most reliable not only in handling but also in prevention and protection issues. However,
In a bid to understand the socio-economic organization of the UAE, one has to study its past. Tribes are distinct, and they only come together in times of general welfare. Marrying from the same family was practiced, and leaders could marry from families of fellow leaders. Married women, after moving from their father’s households, still kept ties with their families. Women controlled socio-economic activities when men were away from home. Cultural practices, such as naming amongst the people of Dubai and Abu Dhabi, were associated with their tribe affiliation. The structure of the region was subject to the tribes who lived there. People migrated in large numbers from Yemen and Northern Arabia, shifting the Arab tribes to their current location. The use of a common language was a key factor in existence since the region was intolerable and other similar social practices. The long process of adaptation derailed the growth of their economy. The UAE experiences uniform climatic conditions throughout the year, with summer temperatures rising up to 50 degrees, with minimal rains during winter. Despite the climatic challenges experienced throughout the year, the Emiratis have learned to make the best out of the land for a sustainable economy. The pastoralist communities moved long distances over long periods to graze their camels. The date palm provided fruits, which were important for the survival of the people living in the desert. Even though the supply of dates was not sufficient throughout the year, they enriched the Arabs with vitamins to take them across the desert. The camels provided the Bedouin with solutions to most of their needs in the desert. The animal is well suited for the desert climate, as it provides transport across terrains were no other means can access. Fishing was another source of livelihood, and it provided food for the tribes. In addition, dried fish was used as fodder for the animals. People living on the Arabian coast mostly benefited from the sale of pearls. Money from pearling improved the socio-economic status of the entire society. Due to the minimal resources across the desert, mountains, and the coast, nomadism was preferably the best lifestyle in order to benefit the maximum from the meager r
Introduction The sustainable development of the world countries in the context of increasing greenhouse gas emissions is impossible without the creation of measures to solve this problem, and China is no exception to the rule. Moreover, the severity of its position in this relation is added by the rapid progress of the region in major economies, contributing to the worsening situation with air quality (China Power Team, 2018). The recent reports reflect the authorities’ special attention to this area while they lack decisive steps for meeting ecological goals (Ministry of Ecology and Environment, the People’s Republic of China, 2019). Therefore, the programs elaborated by the Chinese government for improving the environment do not offer adequate solutions and should be complemented by methods aimed at the reduction of greenhouse emissions instead of tackling their consequences. Background of the Case The issue under consideration has a decades-long history in China as it is connected to its principal economic activities. Since 2004, the country has been leading in the amounts of greenhouse emissions, and the corresponding indicator reached 28.5 percent of the world share in 2018 (China Power Team, 2018). The situation became alarming, and the intentions of scholars were redirected towards the need to propose measures mitigating the accompanying environmental risks (Ritchie & Roser, 2020). However, the attempts of the government to address the concerns of citizens were complicated by the rapid industrial growth (China Power Team, 2018). At present, no optimal solution to the crisis has been developed, and the balance between the climate considerations and profits is difficult to achieve. The significance of the matter for the world is conditional upon the effects of China’s problem on overall environmental sustainability. For this reason, it is not surprising that it is actively collaborating with the global community under the Paris Agreement (China Power Team, 2018). Nevertheless, despite the country’s involvement in the process, the domestic circumstances resulting in the emergence of such a threat are not being adequately compensated for. They primarily include the increasing dependence on burning coal for heating premises and manufacturing goods for the citizens, producing 4.64 and 2.84 billion tons of greenhouse gas, respectively (Ritchie & Roser, 2020). Hence, it is reasonable to examine the case in detail to suggest ways to eliminate the specified factors correlating with environmental risks. Concessions One of the essential aspects affecting the emissions in China is the government’s concession management. Its consideration is essential due to the fact that local businesses play a significant role in the development of the issue (Ritchie & Roser, 2020). As can be seen from the current p
Curriculum integration involves the idea of uniting various forms of seemingly unrelated knowledge to aid, motivate and facilitate faster and further learning. Learning is effective as it does not solely rely on memorization. Students are given an opportunity to explore and have real time experiences with various events, public figures as well as memorials and portray how their understanding of those events change or influences their perceptions of knowledge. Because students perceive each of these events and memorabilia differently, each of them will come out with a different meaning and lesson that is motivated by real life experiences rather than memorization of knowledge. As part of the curriculum integration Honoring Heroes and History is a unit the has been developed with the intention of incorporating art and social studies effectively to aid student learning, not only of art but also on how knowledge is interconnected (Arts21, 2010). As such, Honoring Heroes and History is a unit that allows students to gain a deeper understanding of knowledge through experiences with real artistic forms. Honoring Heroes and History allows the student the privilege of researching on a local memorial and or and pick any of the memorabilia or personality that has an influence on them. This research is carried as a study by the whole class. Alternatively, students can each carries out an individual research each picking a figure that has a personal effect on them (Arts21, 2010). As such the Honoring Heroes and History unit identifies the National Vietnam Veterans Memorial in Washington, D.C, popularly referred to as The Wall has been chosen a valuable learning resource. The Wall is an artistic exhibition of all the war heroes who died during the Vietnam War. It is V-shaped wall where names of fallen soldiers are inscribed in marble. It is also one of the most visited monuments, by students, scholars, families of the dead soldiers as well as the general public due to its
Introduction Group work has become very common not only in learning environment but also among workers in organizations. The common believe is that working in a group is more productive than working alone. Institutions emphasize on group and team work and invest heavily in team building among their members. Formation process of a group may determine its success. Tuckman & Jensen (1977) suggests that a successful group should be formed stepwise following stages like forming, storming, norming, performing and adjourning. Advantages of working in a group Firstly, working in a group fosters an environment for learning since the individuals can learn from the experiences and expertise of each other. They learn different ways of approaching issues from his colleagues (Duch, 2000). Managers working in groups get more insight in solving problems as they interact with each other. Another advantage is synergy creation i.e. group decisions tend to create synergy that combines and improves on the knowledge of the group to make decisions of high quality than the sum of individual decisions. This synergy results when each individual brings additional knowledge and skills to the decisions. It also ensures that tasks are completed within the fastest time because duties are shared depending on the capability of a person in accomplishing a certain task (Traker, n. d.) As people possess different skills and capabilities, group work enhances the sharing of ideas and this has the effect of ensuring that best results are attained. Decisions made are also well thought out. Creativity is enhanced as a result of working in groups because the diversity in culture, behaviours and attitude enables the members to become more innovative in dealing with difficult tasks. Group work leads to the acceptance of decisions made as opposed to individual decisions because group decision making reflects acceptance. Group work also reduces the chances of intrapersonal conflicts i.e. conflicts that arise within an individual mainly about what is right and what is wrong (Belbin, 1981). Deciding the right things to do in certain situations as an individual can be quite stressful. Group work ensures that members participate well unlike in working as individuals whereby employees can decide to sabotage work. An individual may decide not to work as effectively as would be considered reasonable and attempt not to get even the targets as opp
For the past fifteen years, professionals have made a lot of effort to encourage women to go for top management jobs. Research has proved that a myriad of women are unwilling to take up senor positions despite their qualifications. There has been a lot of optimism during this period. However, nothing has been forthcoming, even though this gender makes close to a half of the workforce in the world (Bauer 2011). Why are many women then unwilling to go for the top jobs in large numbers as would be expected? There are a number of reasons for this. Firstly, stereotyping is one such that many women at the top have to face. This stereotype could be implied or outright in some cases. Apart from deterring many women from rising through the ranks, stereotyping discourages the top crème of women from clinging to these positions as long as their male counter parts would remain. Most women in these executive positions simply give up and quit. Others would prefer to take it out on the husband, belittling the role that the woman he has married plays in the relationship. For example, most of these stereotypes may very well claim that such women have very little to do with the way their children are raised (Bolton, 2008) As a result, the standing of an executive woman in a family set up is at stake. In an article about a woman executive at PepsiCo in North America, we encounter a company with a strong corporate culture. The woman’s name is Brenda Barnes and she rises to the level of president in charge of North America at PepsiCo. The article presents her busy schedule, waking up as early at a half past three in the morning to start work. The writer also narrates how she cares for her children before going off to work. There is also a vivid description of how during the day she participates actively in running the company before going back home to her family. Barnes also makes a lot of sacrifices by moving around whenever her job requires her to. She even becomes a potential replacement for the company’s president but chooses to leave her position due to pressure to fulfill her domestic obligations (Tischler, 2004). The paper does not mention Barnes’ husband. This shows how feminist this article is with regard to its view towards men, also, the house’s help or any other person who assisted her with taking care of the children. Instead, the paper presents her as taking the center stage and doing everything to do with family on her own. There may also have to be some men or a man who assisted her during her stay at the top of the company even though most men are sexist. The writer goes on to tell us that Barnes is still happy with her decision to quit her job six years down the line (Tischler, 2004). This article exposes the challenges that women encounter during the period that they are in executive positions. It gives an insight into this scenario, even though the article too much emphasis on the woman’s role both at home and work. One thing is clear though: women face a lot more challenges at the top compared to men.
Introduction Assessing family functionality in a dependable, applicable and clinically sound manner has been the inspiration of family researchers for many decades. These family psychologists and clinicians devised models and instruments to help in that effort. This paper provides a knowledgeable comparison of some of these instruments as well as what their authors consider as a normal family functionality. It also provides a synopsis of my experience while using these instruments. Synopsis Various tools for evaluation explore a person’s diverse traits or identical traits in different people using various ways. There are three important assessment tools that evaluate family situations. One of these is the family adaptability and cohesion evaluation scales (FACES), which is founded on the circumplex model devised by Olson (Sperry, 2012). The other tools are the self-report family inventory (SFI) and the family assessment device (FAD). SFI is a self-assessment tool covering thirty-six items rated using five categories of answers extending from ‘fits our house well’ to ‘does not fit our house.’ The authors of the SFI instrument designed it for use on family members aged eleven and above (Lichtenberg, 2010). The five areas examined by SFI are health and competence, emotional bonding in the family (cohesion), the level of disagreement (conflict), leadership, and emotional articulateness (Beavers & Hampson, 2000). The FACES self-assessment tool facilitates categorization of households as stable (high), mid-range, or severe (low) based on cohesion and rigidity. Scoring highly puts a family in the balanced scale and depicts a properly functioning family. An advantage of using FACES III is that it is not easily swayed by social desirability, and it also differentiates nicely between various models of family functionality. Its interpretation uses a linear model where cohesion and flexibility are on four levels each determined by the scores awarded to family members in these categories. FACES tool is easy to administer and information drawn from it is easily applicable in real life clinical scenarios. Unlike SFI, FAD assesses the general family performance focusing on six crucial areas of family functionality. It also targets respondents aged twelve years and above. It employs a four-point scale with responses varying from ‘strongly agree’ to ‘strongly disagree’ and comprises seven items that cover general family functioning, problem solving, communication, roles, emotional involvement, and behavior control (Roberts & Yeager, 2003). FAD is relatively valid as it is consistent with the McMaster tools for clinical evaluation and shows a close relationship with FACES. It is able to distinguish clinical and non-clinical family units efficiently based on six of the seven subcategories (Acton, 2013). The main similarity between SFI and FACES III lies in their use of tables while interpreting findings. However, on the scale of family competency SFI is better than FACES model in terms of disorder and inflexibility. The cat
An adaptive culture is the ability to change smoothly and swiftly with the changing conditions. In the business sector, a firm is said to have an adaptive culture if it can manage to keep up with the ever-present transitions in the sector. Such a firm is always ready to shift in whichever direction the prevailing forces in the market may compel it to. For a firm to be in such a stable situation, it must have established a set of mechanisms. This essay will look at the various ways in which an organization can nurture an adaptive culture. It will also go ahead to look at the benefits that accrue to a firm or organization that operates under an adaptive culture as opposed to one which is rigid and inflexible. First and foremost, an organization will stay up to date with the current changes in the market if its workers’ knowledge and skills match those that are on high demand. The demands of customers are always changing with trends and fashion. Old employees who have only mastered old skills and have got a mere grasp of the old knowledge will cost the firm such trendy customers. For such a firm to foster an adaptive culture, it may be obliged to shed off its old-fashioned workers and recruit new people that are conversant with the current needs of the customers. Another alternative measure will be to take the employees for further training. However, this will inconvenience the firm as it will spend a lot of revenue on the training program which will cut down on its profits. Moreover, training may lead to temporary understaffing which will reduce the efficiency of the organization. The first option is therefore most recommended. Today’s world is sophisticated by the use of technology in virtually every area of life. A lot of machines have been introduced in a bid to make day to day operations easier. According to Basalla (57), the business sector, including all industries, has experienced and still experiences a major boost in technology. Technology has cut down on the cost of production and promoted the efficiency of firms and industries. A job that was done by a hundred people a decade ago can now be sufficiently handled by a single machi
Personal and professional connections made during the service-learning experience ­­I attended an event where vulnerable people and families of our local community held a chance to receive meals. It took place at a local venue, and I went there to serve food. The only professional connection I made was the coordinator who supervised our commitment. It is the helpless people, however, which are of greater importance to me. Two people volunteered to share their stories about what led them to their unfortunate situations. One homeless man said that his employer dismissed him because he had to miss several days of work due to mental problems. Later, I met a lady who had three children to feed but no job. She had lost her husband because of an act of gun violence. Listening to these people, I was both shocked and upset. However, I did remember what we were taught in class – the social worker must try to avoid negative emotional states that may arise from learning about the client’s problems (Hepworth et al., 2016). This notion will help me in my future career to mitigate concerns and conduct productive meetings. Code of ethics of the placement agency and the process for resolving ethical dilemmas I did not witness any ethical dilemmas, but it was possible to see how the workers approach any issue. They were driven by inclusiveness and respectfulness, and these qualities could be seen in every employee. Many of the visitors asked the non-profit organization whether they provided any housing to people in need. Instead of giving a negative answer because they are currently not sponsoring any such program, they actively tried to help those who were looking for a place to stay. They provided contact information of other organizations that may potentially help. There were also those who were looking for employment opportunities. These people were forwarded to job readiness programs and staffing agencies. Ethical concerns encountered in the placement No ethical concerns were observed because the staff was adequately trained and instructed. All visitor inquiries were accurately handled, and if it were not in the organization’s competence to assist the person, they were forwarded to someone that could help. Coordination between the staff members was also excellent, and we were able to seek help from each other if we needed to. It is remarkable to see such an event end with no significant conflicts and problems. All the visitors left the venue as cheerful and positive persons, and we did everything we could