ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction Translation studies discipline The need for translators and interpreters has been quite persistent since the Babel (Venuti 2012). Indeed, because of the necessity to create economic links and engage into trading business with other states efficiently, people needed translators and interpreters badly (Kurz, Nishizawa, Tribe 2011, p. 3). However, translation studies have gained the status of a discipline quite recently (Bassnett 2013). The given phenomenon can be explained by the fact that Translation Studies needed to establish specific standards, in accordance with which the evaluation of translation could be carried out (Bassnett 2013). Indeed, the existence of a discipline without specific criteria that allow for an assessment of the quality of translation is impossible (Bazzi 2009). However, with the introduction of key parameters, in accordance with which the efficacy of translation tools could be evaluated, the possibility to consider the Translation Studies as an independent discipline emerged: The growth of Translation Studies as a discipline, however, should go some way towards raising the level of discussion about translations, and if there are criteria to be established for the evaluation of translation, those criteria will be established from within the discipline and not from without. (Bassnett 2013, p. 22). Descriptive translation definition According to the existing definition, descriptive translation is “the use of a description to translate a term or a phrase in the source by characterizing it instead of translating it directly” (Darwish 2010, p. 142). However, there are other ways of viewing descriptive translation; for example, some sources define the term from the perspective of its social functions (Darwish 2010). As Bazzi explains, Descriptive Translation can be identified as a tool that “is used to present faithfully the values, the hegemonic views or ideological positions of the target text participants” (Bazzi 2009, p. 201). Therefore, it can be assumed that Descriptive Translation can be seen from both the linguistic and the sociological aspects (Bazzi 2009). It is remarkable that in the course of the search for the definition of Descriptive Translation, some scholars even doubted that the given study can actually be related to the discipline of translation in general (Bazzi 2009). For example, Gutt often criticized the idea of relating the Descriptive Translation to Translation Studies, arguing that the given branch of translation should, in fact, be named as interpretive (Bazzi 2009, p. 199). Benefits of descriptive translation for translation studies discipline Turning “norm” into an operative One of the obvious strengths of Descriptive Translation in terms of its contribution to the evolution of the Translation Studies in general concerns the fact that Descriptive Translation nearly erases the concept of norm (Medeiros 1985, p. 142). Though the given feature of Descriptive Translation can also be seen as a major disadvantage, as it will be proven later, it is also a huge step for
Introduction Group therapy is a very effective avenue in the treatment of addiction and compulsive behaviors. Through group therapy, individuals receive specialized care and support about their prevailing conditions. During group therapy, individuals relate their predicament to group members in reaching a viable solution. Group therapy involves the process of group development (Berg, 2006). This refers to various efforts towards the creation of a framework to offer support to clients. Many therapists have difficulty in the creation of groups because of numerous complexities about the undertaking. Group development requires accuracy and precision to guarantee quality services to clients (Berg, 2006). Various considerations suffice in the process of group development and formulation. The first involves the identification of the essence and rationale of the group. During this stage, the therapist must identify pertinent justifications that necessitate the formation of the group. In most cases, the main aim of forming a group is assisting clients as they strive to overcome addiction and compulsive behavior (Berg, 2006). Discussion During the second stage, the therapist identifies the relevant resources that support the endeavors of the group. A group cannot function properly devoid of vital resources. The therapist should identify such resources and possibly determine the source of the resources. Proper consolidation of resources creates an opportunity for the proper functioning of the group. The third stage involves the creation of a specific organizational framework for the group. The proper organization complements group efforts and enhances efficiency in the delivery of services within the group (Berg, 2006). It also promotes the sharing of information among members. Organizing a group is necessary for the establishment of guidelines for operation within a group. During this stage of group development, the facilitator lays ground regarding issues such as time and venue of meeting as well as the duration of group meetings. The final stage involves publicizing the group. This ensures that people with needs are aware of the group’s existence (Berg, 2006). After the group commences activity, it is critical for the facilitator to ensure a high rate of retention and continuity about the participation and attendance of members. There are certain strategies that promote activity and achievement of group objectives. One such strategy is role induction, which involves the use of relevant supporting material to sensitize members about their roles regarding group activities. Vicarious pre-training uses similar materials to enhance understanding within the group. The above approaches enhance and promote rehabilitation and recovery within a group (Berg, 2006). Conclusion Group therapy is usually very effective in the treatment of addiction and compulsive behavior. The personal model offers the best approach to group therapy because it centers on a personal and effective relationship with individual members within
Introduction Excessive use of laptop greatly affects the health of the user. The misuse or overuse of laptops contributes to injuries of the eye fatigue, fertility, neck pain, and other laptop-related diseases. This overuse may not only affect our health but also functioning of the computer, from fan damage to overload of the laptop capacity if the users continuously download staffs. The laptop producer seem not to understand the consequences of using the laptops and they expose people to some health issues like battery explosion, as well as exposure to radiation discharged by laptops (Jones, 2012). Lately, reports have showed that several deaths were caused by these effects of laptop which were the main reason for police to present a warning from using laptops while driving. The death was brought about by an unsafe laptop causing severe head injury to the people who were using them while driving. Discussion Effects of Laptop radiation As there is increased technology in the world, many people may doubt if the electronic world comes with some hazards, particularly radiation discharged from electronic items which people use daily, for example, at home, in offices and learning institutions. Even though laptops do not discharge radiation, there is high possibility of becoming ill through the discharge of radiation by laptops. Nevertheless, heat produced by laptops should be considered as a dangerous to peoples’ health. It is essential to point out that even if the e
Introduction Dutch East India Company was a Dutch corporation that dealt with exploration, trade, and colonization during the period of the 17 th and 18 th centuries. It was initially created as a chartered business in 1602 during the period when the Dutch people had dominated and monopolized the spice trade around the globe. The company is regarded to have been the first multinational firm due to its successful establishment of centers of operation in different states across the world. The company was viewed as very powerful in the aspect that it was able to wage wars, negotiate treaties, prosecute convicted criminals, and/or establish stable colonies. However, the company collapsed at the beginning of the 19 th century mainly due to issues of bankruptcy while the Dutch Batavian Republic government, as it was then calle
The name of Mark Zuckerberg is known all over the world. This young and ambitious man is a true innovator and historical agent who initiated the era of social networks with the help of which people from different countries and continents can stay in touch. This profile story is the summary of an interview with Mark. It will present some biographical facts, Mark’s education and background, and the analysis of the innovation he has diffused. Mark Zuckerberg was born in 1984. He grew up in Dobbs Ferry, the suburbs of New York. Mark’s father is a dentist, and his mother is a psychiatrist. He has got three sisters: Donna, Randi, and Arielle (“Mark Zuckerberg Biography”). Mark’s interest in programming started as early as in elementary school. At the age of ten, the boy realized that there was a division into programmers and users, and he decided he wanted to be on the first team (“Mark Zuckerberg Biography”). At this age, Mark got his first PC, Quantex 486DX that was operated on the Intel 486. Having been taught Atari BASIC Programming by his father at the age of twelve, Mark created a messenger that enabled his family members to exchange messages in the house and with his father’s dentistry. During his school years, Mark developed communication tools and games, and he even wrote an artificially intelligent media player (“Mark Zuckerberg Biography”). The boy rejected many offers from IT corporations who wanted to have him on their teams. Zuckerberg received education at the Academy of Phillips Exeter, upon graduating which he entered Harvard University. While studying there, Mark wrote CourseMatch ─ a program that helped students to pick subjects based on other user’s course lists. Also at the university, Zuckerberg got acquainted with Divya Narendra who had an idea of creating a social network for Harvard students. Mark’s task was to create a code and programming for the website. While working on this project, Mark decided he could create something bigger than that: he wanted to initiate a social website for users beyond Harvard walls. Thus, in 2004, Zuckerberg registered the domain name TheFacebook.com, which was later transformed into Facebook.com (“Mark Zuckerberg Biography”). Initially, it operated only in Harvard. However, along with his partner, Eduardo Saverin, Mark increased the network to other universities. Later, the restriction by education sector was canceled, and another breakthrough occurred. Users got highly interested in the new service, and their number proliferated. The revolution Zuckerberg created was in the possibility for people to communicate not only in real life but also online. Further, the platform gave users an opportunity to make friends all over the world. Zuckerberg is justly considered as a change agent because he altered the way in which people communicate by enabling them to share messages, photos, and other data quickly and irrespective of their pl
1. There are several similarities and difference between domestic and international human resource management. The differences and similarities attributed by these two disciplines, cuts across six key factors (Dowling, Festing and Engle 5). These factors include; risk exposure, broader external influence, more HR activities, involvement in the employee’s personal lives, need for a broader perspective, and changes in emphasis (Dowling, Festing and Engle 6). The international human resource differs from the domestic one in terms of taxation. Expatriates in IHRM undergo international taxation as well as domestic tax liabilities. International human resource management has increased activities such as relocation and orientation. These activities entail pre-departure training, verification of immigration details, housing Medicare and taxation treatment. This also consumes a lot of time. Another clear difference is that comes out is the boarder perspective. In the domestic HRM, employees work within national boundaries under uniform policies. On the other hand, the international human resource management entails staff to operate outside their boarder perspective. The set of rules and regulation in the domestic HRM is minimal whereas, in the International HRM, the rules and regulations are numerous. In terms of attention given to personal life, domestic HRM gives no particular attention to personal life while the international one highlights a lot of concerns on personal life. In addition, international human resource management faces a higher risk exposure than the domestic one (Dowling, Festing and Engle 7). In similarity, both human resource managements, employees are subjected to taxation. They both set their rules and regulations to cover taxation working rules and employees conduct. In both human resources, management employees face risks (Dowling 29). These risks include financial consequences, and political climate in the global scene. Moreover, external influence is vivid in both human resource management systems. Governments like interfering with the activities of the HRMs. Both HRMs provide employment opportunities to qualified individuals. 2. The impact of culture has transformed the human resources entirely. For instance, human resource practiced in one region or country, cannot be applied in any other region. Culture also influences decision making. This has sparked different criteria in assessing performance appraisal. Behavioral criteria are widely used as opposed to results criteria (Dowling, Festing and Engle 10). The culture of high power demands for loyalty and obedience. This is similar to parochial culture where duty and responsibility is crowned by power and authority. This culture imbalances the superior – subordinate relationship in the organization. In summary, culture positively affects human resource practices. The organizational culture contributes to the positivity in human resource practices and enhances management over time. The practices brought about by the organizational culture ensure basic values are shared among employees (Dowling, Festing and Engle 11). Some o
Despite the best efforts of historians of the past, some topics remained hidden from the public eye. The figure of Harriet Tubman recently resurfaced with the resurgence of interest in Black history. The book “Harriet Tubman: A Life in American History” by Kerry Walters attempts to give this person the justice she deserves. The role of Tubman in the history of the United States must be assessed not through the recollections of historians of the past but the collective account of the existing primary evidence (Walters 2020). This paper will review some crucial details regarding the author of the book and his research. While the information about the author is scarce, I believe that his past works that I examined allow me to call Walters qualified for writing a book about Harriet Tubman. First and foremost, Kerry Walters is a person who is knowledgeable about religion and a devout follower of Protestantism, which is apparent through his church membership and multiple books regarding the topic (“Kerry Walters” n.d.). Faith plays a crucial role in Tubman’s story, making Walters a suitable writer for such a task. The author’s approach to researching Harriet Tubman is also unique. Unlike many other people who attempted to put her story into a book form, Walters placed the documents from her time above historians’ portrayals and recollections (Walters 2020). The primary sources are letters, newspapers, and official documents whose copies are attached to the book, while historians’ accounts serve only as secondary sources. In conclusion, it was in the best interest of Kerry Walters to portray Harriet Tubman most objectively, as it was the primary goal of his work.
Identifying the Problem of Talent in Emerging Markets The majority of companies are convinced that a popular brand and relatively high wages are everything they need to attract and retain talents. However, that is a false conclusion. Prospective employees from developing countries usually need something more than this. They want to prove to the world that their knowledge and abilities, as well as their country, can make a difference on a global scale. They strive for self-development and opportunities. They want to be valued and change the world. It is slightly more than just a desire to have a big salary and do ordinary work, isn’t it? What is so Special about Emerging Markets? Why such kind of employees nine times out of ten will choose an emerging market instead of a local one? The answer is obvious – local ones do not suggest the opportunities that such kind of people want, especially those companies, which operate within well-developed markets and have already forgotten that employees may need something more than just a possibility to earn a living. The primary argument for emerging markets is that they are constantly growing and gaining more and more power. No less than for several hundred years, the West has been the strongest. However, times have changed, and as Michaelson states, such countries as China, Russia, India, and other representatives of the BRICs are growing much faster than the members of the European Union or the United States (239). It is very likely that neither the Euro Union nor the US will “represent the world’s largest economy” in the near future (Michaelson 239). Maybe the “post-American world” and the times “when China rules the world” are not so far from reality (Michaelson 240). So, emerging markets can offer an individual an opportunity to be one of the first, to become a part of the new and growing infrastructure, to grow and develop, to face lower levels of competition, to do interesting and diverse work, and so on and so force (Pendleton par. 3). Who would not want to be a part of these? Hypothesis Considering What Emerging Markets Should Offer Within emerging markets, the competition for talents is rather active. That is why companies that operate at this level should follow certain strategies to win this battle. In their article, Ready, Hill, and Conger put forward a hypothesis regarding those strategies (1). As they state, there are two most important things for a company in an emerging market to do. Those are making appealing promises in order to attract talents and keeping those promises with the aim of retaining them. The appealing promises, from the authors’ point of view, encompass a company’s brand (the reputation, which is characterized by excellence and advancement), opportunities that the company can offer (such as education, challenging tasks, and so on), and the purpose (the meaningful and worthy mission). At the same time, since it is “tempting to overpromise just to get new hires in the door”, those promises should be kept. A good company will not make promises, which it can n
Campbell’s Soup Company is a leading manufacturer and vendor of broth and canned foodstuffs. The company has a group of more than 19 market-leading ventures. As such, the ventures record more than $100.0 million in sales every year. Faced with reducing sales and increased competition, Campbell’s Soup Company has differentiated its products and services to gain a competitive advantage in the market. Based on the case study, it is apparent that consumer needs are the driving force behind the accomplishment of products offered by the company. As such, the soups offered by the company are very convenient and can be prepared with ease. Owing to this, the products have been able to satisfy the clients’ biological needs. Biological needs refer to the basic requirements needed by individuals to survive. The needs comprise of water, food, shelter. The tension produced by the lack of biological needs such as food is unfavorable. As such, the tension motivates an individual to decrease its negative impacts by seeking food. In this regard, Campbell’s’ Soup company have applied the above approach in their marketing strategy. In their strategy, they seek to satisfy the clients’ biological needs in a very convenient manner. By doing so, it has been able to make clients’ needs a driving force behind the success of their products. In the case study, learned needs have also enhanced the success of the company’s products. Unlike biological needs, learned needs are considered minor. As such, an individual has to satisfy the biological needs before satisfying learned needs. Learned needs may comprise of desire to be unique, the desire for relationship, the desire for power, and desire for individuality. Unlike other soups in the market, the company’s soups are distinctively packaged. Therefore, individuals seeking to be distinctive from other persons will purchase these products. Since the company’s soups are convenient, it would also be preferred by individuals seeking to enhance their relationships. Therefore, individuals wishing to socialize rather than spend more time cooking would prefer the products. Through the above illustrations, it is apparent that learned needs are enhancing the success of the company’s products. Usually, people are inspired by the desire to realize definite needs. After accomplishing a certain need, an individual will try to attain other different needs. The above illustration affirms that particular needs are more influential than others are. For instance, an individual will sacrifice learned needs if he or she has not satisfied the biological needs. In this regard, biological needs are considered more influential than learned needs. Concerning the case study, it is apparent that clients purchasing soup at Campbell do so primarily