ShantanuT01/DACTYL-Pretraining huggingface dataset:
The Homestead Strike The Homestead strike is ranked as one of the most famous strikes in the history of the United States. The labor dispute was witnessed in the year 1892. The strike involved workers who were members of the steel workers’ union and management of the Carnegie Steel Company. This company was situated at Homestead, Pennsylvania. Essentially, the strike was provoked by a proposal to reduce wages of employees following the harsh economic times that were being experienced in the United States (Whitelaw, 2006). This paper shall give an analysis of the Homestead strike that was witnessed in the United States towards the end of the 19th century. Labor Movement During the 19th Century During the formative years of the 19th century, labor unions were active in their quest to enhance the working conditions. Notably, by the 1820s, labor unions called for the reduction of working hours. This was an indication of unity among the unions in their efforts to improve the working conditions. Labor unions joined forces in their call for the protection of workers. The Americans increased their productivity after they adopted the factory system in 1830s. This led to the accumulation of wealth among the few individuals whereas poverty became widespread (Beik, 2005). The working class discovered that their employers were very strong, and this facilitated the growth of the unions in the mid 19th century. During the year 1866, the National Labor Union was formed. This was one of the notable unions of the time. The labor organization was not strong enough, and it collapsed during the economic crunch in 1873 (Beik, 2005). Apart from the National Labor Union, there were other unions that were formed during the 19th century. This included the Knights of Labor (KOL), which was formed in 1869. This labor union experienced rapid growth during the reign of Terrance Powdery. The membership of the Knights of Labor membership organization was open to workers across the board. This means that membership disregarded race, gender and other aspects such as skills. The labor union was growing rapidly before a split emerged between the skilled and unskilled employees. The KOL organization was an effective union until the event that followed the Haymarket Square riots. During this riot, members of the labor union were alleged to have thrown a bomb that led to the demise of police officers. This led to negative publicity that culminated into the disintegration of the union (Beik, 2005). In 1896, the American Federation of Labor (AFL) formed. The founders were determined to create an effective union to fight for the workers’ welfare. Essentially, the AFL was a coalition of unions of skilled workers in the United States. Therefore, it can be noted th
Introduction Steve Jobs is a person who had a vision of ensuring things changed for millions of people. He was a technology visionary who changed computers, digital music and mobile phones. He put the music in people’s pockets. Many consider Jobs as a brilliant man, an enormous motivator and a charming worker. He is, however, too demanding and his desire for perfection cause havoc to employees who are unable to meet his standards. At the age of 21 years, Jobs and Wozniak came up with a personal computer called the Apple. This changed computer from bulky vacuum tubes to a small box which is convenient for use by anyone. Not a single company had ever done so to ensure computers were user friendly (Isaacson, 2011). Jobs software reintroduced technology of mouse and windows interface which acted as a standard for all applications. In 1976 Jobs and Wozniak put up their first computer by name Apple 1 and marketed it at a price of $666. It commanded the computer how to load programs from external sources. Thesis statement: Steve Jobs is an innovator who changed the world for better. Background Steve Jobs born in 1955. He was an orphan and adopted by a couple by name Paul and Clara Jobs who lived in Mountain View. Jobs unhappiness in Mountain View schools made the parents move to Los Altos California. In California Jobs was enrolled in Homestead High School. Steve Jobs was considered to have a different way of perceiving things (Beahm, 2011). After school, Jobs could attend lectures at Hewlett-Packard electronics firm and after some time he and Stephen Wozniak were hired. Wozniak was a dropout from university. He had a strong passion for inventing electronic devices, and by the time he was recruited he and Jobs sold a pocket size telephone that could make long distance calls though it was illegal. After completing his high school studies Jobs enrolled in Reed College in Portland. He studied for one semester and dropped. Instead of going home he roomed around the campus for one year and took classes in Philosophy. In 1974, he took a job as a video game designer at Atari. In autumn 1974, he attended conferences of Wozniak’s by name Homebrew Computer Club. Jobs together with Wozniak in Job’s bedroom designed Apple 1 computer. They put up a prototype in Job’s garage. When Job showed the machine to local electronic vendor he was impressed and ordered twenty-five. Jobs brought digital technology
Individualized Family Service Plan Working with children with special needs requires making individual development plans, and the example of 2-year-old Maria with Down syndrome is no exception. Since the girl has sufficiently developed cognitive skills, particular attention should be paid to verbal skills because, when interacting with peers and adults, she experiences difficulty. Gargiulo and Kilgo offer a special technique called an individualized family service plan (IFSP) and propose a range of interventions that can be applied to children with special needs (138). Based on Maria’s problems, I would offer to include the girl in the program of work with the professionals of speech-language pathologies, as well as to involve family training and counseling specialists. If properly implemented, these goals may have positive outcomes on the health and development of the girl. Since the level of Maria’s communication skills is not high enough, it requires engaging specialists involved in speech pathologies. The development of the girl with Down syndrome should be controlled by medical employees. Therefore, one of the goals is to help her in adapting to society and teach the right communication methods. I believe that this intervention will help Mary to interact with both her family and peers better and will reduce the consequences of developmental delay. Another relevant goal is attracting family training and counseling specialists. As Gargiulo and Kilgo note, this practice eliminates the development of abnormal habits in a child and helps relatives to understand the specific problems that they have to face and solve (139). Qualified professionals’ visits will help facilitate the process of educating Maria and give her parents clear action algorithms. Therefore, both interventions may be valuable for the girl with Down syndrome. Principles of Cooperative Teaching The method of combining the two principles of teaching, including standard and special techniques, opens up new perspectives for children with disabilities and influences teaching practice. According to Gargiulo and Kilgo, “cooperative teaching is about a true partnership and parity in the instructional process” (134). This statement is due to the fact that different students who are in the same environment influence one another, and in the case of correct correctional work, effective collaboration may be maintained. Children without any disorders can support and help their peers who have learning challenges. Students with special needs, in turn, can follow the example of their classmates and develop essential communication and cognitive skills. I am sure that working in a cooperative classroom can be a daunting task if a teacher is not familiar with specific approaches to children with various forms of de
Introduction With the issue of sustainability attracting the attention of different stakeholders such as environmental activists, consumer groups, government agencies, corporations, and policymakers, chances are high that it will continue to affect different industries. Businesses that embrace the idea of conservation find it easier to meet their business partners’ needs. Corporations can make real commitments to sustainability by reducing energy consumption and wastes. This discussion explains how such undertakings and actions should be communicated using social media. Sustainability and Social Media Companies that introduce sustainability efforts in their business models will become competitive in their market segments. This is possible since the challenge of environmental degradation is currently affecting many societies and regions. Some of the initiatives that can be taken seriously by firms include reducing emissions, conserving energy, and minimizing wastes (Castello et al. 426). These actions must be supported by leaders, followers, and other stakeholders. Businesses can go further to encourage their customers, suppliers, and partners to embrace similar initiatives. Once these aspects become part of an organization, it is necessary to communicate every action to different stakeholders. The use of social media platforms stands out as the best approach or gamble. In order to achieve positive results, the utilization of social media must be guided by a powerful plan. To begin with, corporations have to identify the right channel or media (Borne). After selecting the best platform such as Facebook.com, a company should compose suitable messages and captions or photographs to ensure that the targeted individuals are engaged. Celebrities can be considered in order to encourage more people to e
One of the most pressuring problems in the modern healthcare is the issue of AIDS/HIV. The plague of the twentieth century, AIDS/HIV is seizing the planet in its deadly grip at a terrifying rate. Until the remedy is discovered, it is possible to hamper the deadly disease by employing preventive measures, the most popular being condoms. Protecting people from direct contact with sperm, condoms help to prevent the possible contamination through sexual act and are widely accepted in modern western civilization. However, there is a certain rejection of condom in the more conservative cultures of Asia and Africa, and this unacceptance is based on a number of reasons. While the Asian population finds the reasons against condom use mostly in social constructions of masculinity, the African nations ground their disapproval in religious sentiments, family values, and attitudes to pre-marital sex. In the patriarchal, mostly men-run oriental society, social constructions of masculinity are of utmost importance for men to preserve their authority and respectable image. Using condoms is associated with several points of weakness, none of which are beneficial to the masculine self-concept. According to the research conducted among the Bangladesh men of different ages and socio-demographic backgrounds, renunciation of condom use results most frequently not so much from personal preferences and beliefs as from the widely-accepted social ideas. For one thing, usage of condoms is associated with reduced physical pleasure and interferes with the phallic concerns of masculine sexuality. For another thing, condom use is a sign of male promiscuity and does not contribute to a favorable masculine image which is based on pornographic stereotypes of unprotected sex. (Khan, Hudson-Rodd, Saggers, & Bhuiya, 2005) Oriental ideas on true masculinity oppressed during safe sex are partially shared by the African nations. Thus, among the barriers to condom use in Nigeria, Adegbenga M. Sunmola (2001) reports reduction of sexual satisfaction and interest experienced by the interviewees who used condoms. Moreover, the importance of full-fledged sexual intercourse is emphasized in the Masai culture, where procreation is the main objective of relations among males and females; condoms are simply incompatible with Masai ideal of a large family (Coast, 2003). In addition to the physical excitement and offspring production issues, the African sample shows a tendency to avoid using condoms for reasons of morality. Explicit mentioning of pre-marital sexual intercourse and sexual intercourse as such is taboo in many African cultures: therefore teenagers and adults prefer not to employ contraceptives in order not to publicize their sexual relations among either the family members or the service providers (Alarape, Olapegba, & Chovwen, 2008). Association of condom use with promiscuity is not strange to the African culture as well, being one of the key challenges for condom distribution among the population (“Rwanda” 2010). The situation is further aggravated by the dominating Christian re
Abstract This paper involves the use of training evaluation designs. Various training evaluation designs are used in evaluating learners in a given training. The paper is discussing the posttest design, the pretest-posttest design, time series design, and the four Solomon designs. In the introduction, the term evaluation is defined. What is looked at during choosing an evaluation design is also listed. This is further elaborated by discussing how one can construct an evaluation form. Four types of training evaluation designs are discussed in this paper. These are posttest only design, pretest-posttest design, time series design, and Solomon four- group design. The characteristics of these designs are also stated. The advantages and disadvantages of these designs are also discussed where applicable. The posttest only design is the simplest one. Also, we have realized that the pretest –posttest design was developed from the posttest only design. The Solomon four- group was an improvement of both the posttest only design and the pretest- posttest design. These four designs are also discussed from the cheapest to the most expensive. This has enabled the understanding of the posttest only design as the cheapest design. The four group design is highly expensive. The reason why the Solomon four-group design is the most expensive is that it is complex and requires a lot of resources. It is evident that the pretest –posttest design is widely discussed than the other three training evaluation designs. This design is discussed in two perspectives. They are the pretest-post with comparison and the pretest-posttest with the control group. This design is widely discussed since it is used widely in organizations. Introduction Evaluation is the organized recognition of the advantages and importance of education. This is achieved through using a certain criteria against given standards. Evaluation process, in training, has the principal aim of ensuring that the learning process meets the stated objectives. Normally evaluation is conducted in four phases. These include; Analysis, Design, Development, and Implementation. Issues to consider when selecting an evaluation design There are several issues that can be thought of when selecting an evaluation design. These include evaluation that is complicated are expensive. Thus, they portray a strong sense of confidence. Secondly, evaluation designs that are complex require people who are specialized in research methods. This is because they are hard to implement. Interventions work differently in all settings and types of friends. How to design training evaluation forms To design training evaluation forms, one has to use open- ended questions. Moreover, one must use closed-ended questions. Closed ended questions have multiple questions. On the other hand, open- ended questions help assist the learners give a detailed answer, in spaces,
Introduction Any savvy employer would understand the importance of having highly effective employees because they are a key component to the success of any business. Highly effective employees make loyal employees and loyal employees are an integral component in good customer relations and business success (Torrence, 2010, p. 1). Knowledgeable employers are able to respect the diversity of their employees and appreciate the unique contributions each employee adds to the organization. These types of employers are also able to provide a good learning environment for employees because employee effectiveness thrives in the provision of a good working environment. Effective employees are able to use organizational resources effectively towards the accomplishment of organizational goals and endeavor aim to be productive, dependable and trustworthy (Torrence, 2010). In the same respect, these employees are willing to take up new challenges and exceed their limits. This facilitates organizational growth. Effective employees are able to flourish at very minimal costs and employers should acknowledge their contribution towards the accomplishment of organizational goals because their input is part of the overall puzzle of organizational goal accomplishment. These factors withstanding, it is important for employers and employees alike to understand what constitutes an effective employee. Employers need to understand this fact so that they can facilitate the growth of employees to capitalize on the benefits effective employees bring into the organization. Employees as well need to understand this process so they may better themselves and improve their careers. This therefore begs the question of whether there is a given model in which employees can mould themselves to be effective employees. In relation, this study provides a framework to which employees can evaluate themselves with the aim of becoming effective employees. Its foundation is based on Stephen Covey’s analysis of 7 habits of highly effective people. Habit 1: Being Proactive Stephen Convey purports that the destiny of an individual is usually dictated by the choices he/she makes (Harvey, 2008, p. 38). This means that people are often empowered to choose their status; say, happiness, sadness, decisiveness, failure, ambivalence, courage, success, fear or any other attri
This research is aimed at identifying the topics that should be introduced into the curriculum in anger management. It should be mentioned that this curriculum had to be designed for adult probationers at Legacy Services, in Orange. One can distinguish various topics that should be considered by these learners. At first, these people should learn about the situations that can trigger anger reactions. This knowledge will help them better anticipate anger responses and avoid possible confrontations. Furthermore, these people need to learn about the strategies that help individuals overcome anger. For instance, it is possible to mention deep breathing and relaxation imagery. Apart from that, the probationers need to know about cognitive strategies that are useful for resolving conflicts. In many cases, people decide to have a confrontation, instead of trying to find a solution to the problem. So, people should be able to examine a certain problem from different perspectives. These techniques will be helpful for minimizing the possibility of anger responses. Apart from that, one should focus on such a topic as the expression of anger and dissatisfaction. This information will enable adult probationers to avoid conflicts with other people, especially when they disagree on something. Overall, these people will become more resilient to stress. These are some of the aspects that can be identified. Additionally, it is important to give the participants a better idea about those emotional characteristics that increase the likelihood of anger responses. So, these people will see how their character traits can impact their behavior. Overall, the selection of these topics is based on the premise that adult probationers should get better insight into the practical aspects of anger management. They should be able to apply the best strategies that have been tested in different settings. In turn, various theoretical models related to anger management will be of little help to these individuals. One should keep in mind that the adult probationers differed considerably in terms of their age, ethnicity and culture. So, educators had to introduce various anger management techniques that could be later adopted by probationers. This is one of the precautions that had to be taken. Both formative and selective committees participated in the design of curriculum. The main task of these committees was to single out the best practices which adult probationers had to adopt in order to minimize the impact on anger on their experiences and physiological state. The design of the curriculum involved the use of the so-called ADDIE model. It includes such stages as analysis, development, design, implementation as well as evaluation. This approach is beneficial because it enables educators to use the recommendations of students and modify their in
This paper has elaborated the characteristics that lead to the triumph of Blu-Ray standard developed by Sony over HD-DVD developed by Toshiba/NEC. Sony “was once bitten” in the standardization war between Betamax and VHS format; the company leant the value of having a tight linkage of vertical and horizontal supply chain to push a technically superior product for customer acceptance. In the Blu-Ray vs. HD-DVD war, Sony had an upper hand in their Blu-Ray discs that store 25GB on a single layer compared to HD-DVD having a capacity of 15GB on a single layer. Both HD-DVD and Blu-Ray use the same blue-laser diode technology. In developing HD-DVD, Toshiba concentrated its innovation on backward compatibility that only required an upgrade of existing DVD manufacturing equipment. Their HD-DVD became a hybrid of two DVD-9 discs to increase disc capacity. Sony, on the other hand, developed a separate disc, incompatible with existing DVD making equipment that exploited fully the blue laser unique attribute of reading extremely small spots burned on the optical discs. A higher capacity disc holds more data and enables consumers to enjoy more content in quality or length. A lack of concentration on consumer perception by Toshiba led to the adoption of a misguided strategy, a lesson Sony had painfully learnt to understand the application context that consumers use to evaluate a product. Significant holdings in motion picture and film subsidiaries held by Sony, gave it a supply chain advantage over Toshiba, which had to initiate partnerships with the existing Hollywood companies that were not already committed to Sony’s Blu-Ray disc. In addition to a high storage capacity, Blu-Ray discs proved their superiority over HD-DVD through an inclusion of the advanced technology of “digital rights management”, which replaces the “Content Scrambling System” (CSS) used in DVD players. This technology inclusion was a welcome to the DVD Forum that was driving the support and implementation of improved copyright in all standards. To counter Sony’s capture of the film and motion studios, Toshiba used a strategy of reaching the market first to convert early adopters. This approach faced a set back of a delay in the commercial release of HD-DVD players attributed to the d