ShantanuT01/DACTYL-Pretraining huggingface dataset:
This paper aims to work out a preschool program for children, who range from one to eighteen months. This program will be based on the theory of cognitive development, introduced by Jean Piaget (2001). First and foremost, we need to identify the environment in which children should be placed. Secondly, it is vital to show how parental assistance should be provided to them. Thirdly, we need to ascertain which type of toys should be given to them. The results of this discussion may help to map out more effective strategies for upbringing of children, belonging to this age group. However, at first, it is necessary to describe some peculiarities of their personality. The first stage of human development is usually called sensorimotor , which means that infants try to find the links between their visual, audio, gustatory, olfactory and tactile experiences (Feldman, 2005, p 160). They touch physical objects, smell or even taste them. It should be noted that at this age, they act like experimenters in effort to discover the properties of things. This is one of the reasons they often take things apart or even break them. Their leading type of activity is play, which is mostly exploratory. They should not be limited in their movements, but parents must ensure that they do not hurt themselves, while exploring the house or apartment. Overall, it is not advisable to leave them alone. There are several developmental goals which should be achieved during this period. First, a child must be able to discriminate between the cause and consequence, for example that the turn of the switch extinguishes light in the room and not vice versa. Secondly, at sensorimotor stage an infant begins to plan his/her actions; they are no longer spontaneous (Piaget, 2001). Finally, at the age, his interests towards creativity become more prominent, and it is vital to foster this interest. It should be mentioned that the first developmental goal becomes crucial during the first six months. Given these facts, we may say that the environment should change in the course of these eighteen months. At the very beginning, the parents should make sure that the child does not injure oneself. He/she must not gain access to matches, tableware (especially knives), household chemicals and so forth. Nonetheless, parents must not restrain him or her in his travel about the house. He/she must be given an opportunity to interact with the coevals, especially if the child has reached the age of thirteen months. One must bear in mind that during the period the process of socialization begins and playing with other children is essential for the development of communicative skills. Naturally, these early interactions have to be put under parental control. The selection of toys is also an important factor, contributing to the psychological development of the child. During the first thr
The article by Clarke (1997) focuses on the role of people of color in Canadian life and history. This well-grounded work attracts attention not only due to the author’s style and exciting data provided by him. The article is impressive because Clarke describes the country’s history from the inside, comparing the outward veneer of a liberal and tolerant Canada with a less pleasant inward reality. This work contains several facts that seem to be surprising but compelling. Firstly, Canada pretends to be racially tolerant, in fact, it accused people of color of promoting a culture of violence. Secondly, it is strange that “83 percent of Canadian adults did not know” or perhaps did not want to know “that slavery was practiced in pre-Confederation Canada until 1834” (Clarke, 1997, p.103). Finally, Clarke’s (1997) opinion that Canadian whiteness can be explained due to the weather conditions is unexpected. In addition, although the unwillingness of African American people to admit their origin and unite can be understood, racial solidarity would help them more. However, it would be wrong to argue against the author’s idea that the lack of racial solidarity is one of the main reasons for the onset of Canadian “ideal whiteness” (Clarke, 1997, p. 100). It is one of the most compelling facts in the reading since challenges with the self-perception of people of color explain the existence of Canadian whiteness as “an ethereal force” (Clarke, 1997, p. 100). Thus, this work, full of not boring historical data but exciting ideas, is worthy of reading. This article is a significant contribution to the exploration of Canadian history since it shows the inner mechanisms of the state. The author focuses on various facts of Canadian history that emphasize the depreciation of the role of people of color. Clark chooses an unexpected manner of narrating, describing historical events, and diluting them with elements of imagery. Therefore, this work is as surprising as it is compelling. Reference Clarke, G. E. (1997). White like Canada. Transition, 73, 98-109. Web.
My organization, IBM, adopts a contribution compensation philosophy. In particular, IBM considers the actual activities of the employees as the basis for payment, with the decision on pay mainly being owned by line managers. The total cash rewards to an IBM employee constitute two major components; the base pay and the additional pay (McCabe, 2013). Evaluation of the Philosophy The contribution philosophy of compensation seeks to mainly attract, motivate, as well as retain employees through a reward system that targets the contributors who enable IBM to remain competitive (McCabe, 2013). The basis for determining pay at the company is mainly employee performance, where annual benchmarks are conducted to derive competitive pay. The job family is relied upon to differentiate between the values of comparable skills. The approach by IBM includes relying on geographic data in order to value the market in terms of geography. A structured framework tracks and measures the performance by employees, giving managers the opportunity to assess relative input by all the employees before undertaking a strong differentiation (McCabe, 2013). IBM conducts market surveys prior to determining its compensation levels. This practice, which is conducted in partnership with other third party consultants, basically analyzes the compensation rates paid by competitor firms before advising the company on the right rates. This is a good practice because it helps IBM to maintain a highly competitive pay structure that is in tandem with its objective of attracting and maintaining the best skills in the market. Ways of Revamping IBM’s Compensation Philosophy IBM has only established 10 bands upon which all the job classifications are entailed. Workers’ jobs and skills can only be included in one of the job bands already established. However, IBM is a huge multinational company that has an expansive role. Fitting these skills and roles into 10 bands only does not effectively provide a chance for equitable compensation basing on the firm’s contribution philosophy of compensation. The bands should be further expanded to make them 15 or 20. This will make the roles grouped together to be close to each other in terms of activity and ensure a more equitable compensation philosophy is attained. Key Factors within the Internal and External Environments Internal IBM is a technology company that relies heavily on its technological prowess to outwit its competitors in the highly competitive technology market. Thus, the contribution compensation helps in building greater innovation amongst its workforce in order to remain a market leader. The company also has diverse business and it has to maintain greater competition across all the fronts in order to achieve success. This diversity in business also requires a diverse workforce that is highly qualified. Attracting such diversity of skill and maintaining it for longer durations can only be achieved with the company’s contribution compensation policy where
Importance of Ethics and Compliance Programs Ethics and compliance programs are an inevitable part of the internal control mechanism in every organization. The demand for strong ethics inside the companies is higher than ever, requiring transparency from consumers and stakeholders. Weak programs may pose a high risk to the reputation of any business, subsequently causing moral and significant financial damage. Ethics is not only a test for internal integrity but also a mandatory federal requirement, which can be majorly punishable. Several legal Acts exist in order to improve the business’s corporate responsibility and ensure the efficiency of compliance programs. Embed ethical standards provide multiple benefits for any organization, from safeguarding reputation and creating a healthy corporate culture to transparent communication with the consumers and operating with no fear of judicial prosecution. Federal Sentencing Guidelines for Organizations (FSGO) Federal Sentencing Guidelines for Organizations is a crucial activity for the companies that ensures the correspondence of business ethics and compliance programs effectivity. Following The Savings and Loan (S&L) crisis of the 1980s, Congress enacted The Sentencing Reform Act in 1984, which included a set of federal sentencing guidelines for companies and subsequently created the US Federal Sentencing Commission. Federal Sentencing Guidelines for Organizations were enacted by the US Sentencing Commission in 1991 and served several purposes of administrating just sanctions, while acting as a restraint for businesses to avoid committing the crime. FSGO was the first to set clear expectations and requirements of powerful ethics and compliance programs for the organizations. In 2004, after the enactment of the Sarbanes-Oxley Act and in 2010, after the Dodd-Frank Act, FSGO were amended, becoming mandatory for all organizations to adhere to these guidelines. The passing of the Sentencing Reform Act created a set of mandatory sentencing guidelines for each organization. Until today, FSGO serves as a preventing mechanism for deterring crimes in organizations. It strengthened and clearly defined the suitable mandatory ethics and compliance programs so that the sentencing may be reduced in the case of conviction. FSGO became a motivational method for companies to adopt practical ethics and compliance programs, which can significantly decrease the fines in case of any criminal activity. Within several years after the enactment of the guidelines, most companies improved their ethics programs, proving that the threat of stricter punishment and a possibility of avoiding prosecution altogether acted as a catalyst to the overall ethics improvement. The enactment, of Federal Sentencing Guidelines for Organizations, significantly improved and structured ethics programs within the organizations. Many conferences were held, where companies shared their experience and best practices on creating plans adhering to FSGO criteria. Federal Sentencing Guidelines created an indus
Overview Statement Healthcare firms have been on the frontline to prevent the spread of infections from doctors or nurses to patients and vice versa. The first compliance plan involves washing hands before and after patient contact, which is a basic solution that prevents bacteria spread in healthcare institutions. The first policy behind hand hygiene is to wash hands regularly by applying a protective cream or kind of a lotion every moment a healthcare worker handles patients. Secondly, the World Health Organization (WHO) has pressed hospitals to always have alcohol-centric hand hygiene products while at the same time having the education to staff and administrative support. Procedures applicable for doctors in washing hands during their daily tasks include various steps. Firstly, doctors should wet their hands with clean running water from a tap using soap (Alhassan, 2020). Secondly, they should lather the hands by rubbing them using soap to spread evenly on the hands and nails. Additionally, scrubbing hands for at least twenty seconds can be useful. Furthermore, the doctors should rinse their hands well using clean running water from the tap. Lastly, drying hands using a clean towel with compliment other procedures and ensure that the safety of the patients is guaranteed (Alshammari et al., 2018). Monitoring tools include direct observation of a handwashing practice, electronic counting of the gel used, and measurement of the amount of alcohol used per given time. The second compliance plan involves the knowledge of fire extinguishers in hospitals. The policies include the installation of functional fire extinguishing containers in all sections of the hospital setting. Secondly, fire extinguishers should be checked and approved of the functionality after every month depending on the type (Lee et al., 2020). Additionally, WHO has recommended hospitals to train employees on how to use fire extinguisher equipment. In terms of procedures, the acronym PASS may be utilized to train the employees, which means, pulling of the pin for activation, aiming the nozzle directly to the firebase, and squeezing the handle that expels the agent where the fire is concentrated (Wang & Wang, 2020). The monitoring tool that is frequently applied includes conducting a visual inspection at least once a month to make sure they are useful and functional. Summary Statement While working on this project, I was equipped with the neces
Tanzimat means reorganization in the context of the reform of the Ottoman Empire that at the zenith of its power stretched across three continents, Southeast Europe, West Asia and North Africa. For six centuries it stood as a bridge between the East and the West, having as its capital Constantinople. This period of change started from 1839 and came to a close with the First Constitutional Era in 1876. The Tanzimat reforms tried to modernize the Ottoman Empire, to secure the integrity of its territorial borders against breakaway nationalists and encroaching foreign powers. Cleveland indicates that the reforms even spread literacy. According to the author, “ the Tanzimat officials established institutions of higher learning for civilians ” (Cleveland, 84). The reforms gave encouragement to Ottomanism trying to integrate the non-Turks and the non-Muslims more into the society of the Ottoman Empire by giving them more civil rights and conceding equality all through the Empire. “ Ottoman reformers of the Tanzimat attempted to create stable institutions ” (Gettleman and Stuart Schaar, 88). Tanzimat was the brainchild of some sultans like Mahmud II with a reformist bent of mind. Joining them were bureaucrats educated in Europe like Ali Pasha. They realized that archaic religious and military institutions could no longer meet modern requirements. To change the mindset of the administrators, symbolic changes were made like the introduction of European style military uniforms. The Tanzimat reforms were first initiated by Sultan Mahmud II on 3 rd November 1839. It is known as the Tanzimat Fermanu or Hatt-i-Serif of Gulhane – the royal garden from where it was proclaimed for the first time (Gettleman and Stuart Schaar, 75). The reforms guaranteed security to the subjects for their lives, honor and property. The first paper notes began to be circulated. The army was reorganized with changes in recruiting, levying and fixing periods of service. The Ottoman national anthem and the flag were adopted. The financial system was reformed, civil and criminal code introduced – all based on the model of France. In 1876 the First Ottoman Parliament was set up. This was followed by establishing councils for public instruction, modern universities and teaching centers. (Gettleman and Stuart Schaar, 81) Commerce was advanced with the setting up of railroads, guilds, factories. The Stock Exchange made its debut in Istanbul in 1866. The Tanzimat Fermani was followed by Islahat that guaranteed full equality before the law to all citizens. The Nationality Law of 1869 created common citizenship. The first important reform was the Rescript of the Rose Chamber that set up salaried tax collectors and abolished tax farming. The millet system of the Empire based on communities was done away with and brought all the subjects of the Empire under one law. The reforms brought about ch
Introduction Starbucks is an international coffee company that was founded in the year 1971 ( Forty Year Young: A History of Starbucks , 2011). It is the largest coffeehouse company with operations in 64 countries across the world. Starbucks operates 23,187 stores around the world. The largest percentage of stores is located in the United States. Starbucks also operates in China, Japan, and the United Kingdom ( Forty Year Young: A History of Starbucks , 2011). It offers a range of products that attract both the young and old generations. Customers have a variety of foods and drinks to purchase. Three people that included Gordon Bowker, Jerry Baldwin, and Zev Siegl founded Starbucks after learning how to roast coffee. In 1987, Howard Schultz purchased the coffeehouse from its founders and became the new owner, chain, and CEO ( Forty Year Young: A History of Starbucks , 2011). Under his leadership, Starbucks has grown in terms of both business operations and market capitalization. The company’s success can be attributed to innovation, strict adherence to business ethics, and treatment of customers with respect and integrity. Also, its environmental conservation initiatives have contributed to its growth. Starbucks business activities Starbucks offers drinks and food in its stores ( Menu: Drinks , 2014). Its main product is coffee. However, it also provides pastries, cold, and hot beverages, sandwiches, fruits, muffins, scones, salads, and several types of snacks (Yacoubou, 2013). Its assortment of drinks includes refresher beverages, iced coffee, freshly brewed coffee, bottled drinks, espresso beverages, and tea ( Menu: Drinks , 2014). Other products include souvenir mugs and tumblers. Starbucks also operates evening locations where they sell wines and beers. These locations only operate after 4 pm. The company also has an entertainment division that serves the role of locally marketing music, films, and books. Starbucks organisation system The organisation system of Starbucks comprises a chairperson, CEO, president, executives, district managers, store managers, shift supervisors, and employees (Schreiner, 2014). Howard Schultz is the chairperson, president, and CEO. He oversees the activities of the whole company. The company’s executives oversee operations form the headquarters in Seattle (Schreiner, 2014). District managers oversee the operations of stores in specific districts. In individual stores, managers oversee the activities of the stores with the help of shift supervisors (Schreiner, 2014). Ethical and environmental policies Starbucks is committed to promoting ethical business practices and conserving the environment. To conserve the environment, the company builds energy-efficient stores, uses recyclable materials to manufacture coffee cups, and replaces their equipment with those that conserve energy ( Environment: We Share Your Commitment to the environment , 2014). The company is also committed to recycling waste. Starbucks has scaled front-of-store recycling to encourage customers to participate in its waste recycling and reduction program ( Environment: We Share Your Commitment to the environment , 2014).
Educational leaders, like any other leaders, encounter challenges because of cultural and socio-political contexts. Thus, an educational leader, a principal Mr. Brown in a school faced a serious dilemma while communicating with student Jack. Mr. Brown realized that to deserve Jack’s confidence, he should assure the student that his assistance is confidential and that he really wants to help him. At the same time, Jack confessed that he had stolen some food from the magazine, but now he understands that what he did was wrong. One the one hand, the principal should keep his promise of not telling anything to his parents. One the other hand, Mr. Brown realizes that some serious actions should be taken to avoid accidents in future. Moreover, the principal believes that informing parents is important for them to take control of their son. With regard to the above ethical dilemma, one of the most serious problems influencing our educational organization involves the crisis of values in society. The situation is explained by inability of the community to keep abreast of the processes and changes influencing its members. Therefore, a principal of the organization should involve a strict set of values and rules that would control adherence to the identified norms. He should also make the student believe that stealing is not on the list of those values. Overview of the Problem Moral and ethical principles of educational leadership in the organization are based on transparent, transformative, and committed to sustaining and developing authentic relationships regardless ongoing changes happened to the global community. In this respect, t
These groups are usually made up of several individuals guided by common interests; who come together to work towards the attainment of certain clear goals that are shared by the members of that group. These groups usually try to affect public policy in the endeavor to achieve their objectives. According to Vile (98) advocacy and lobbying form other methods used by these groups in reaching their objectives. Other methods that are deemed to best produce the outcome desired. Apart form the common group desires, the motivation may be financial, faith based, political or even moral. By so doing, these groups end up cutting many divides social, political and economic. They may be single issue groups or broad issue groups. The former have their actions concentrated on single issues alone while the latter may have their focus towards multiple disciplines. Examples of such groups include the American Association of Retired Persons , United Auto Workers and even large corporations like Exxon Mobil . Interest groups have had an immense impact on how politics is carried out especially in the USA since the 1960s through to the 1980s. Even though labor unions in the USA are less influential compared to those in Germany and other Scandinavian countries, they still do have immense influence. The greatest impact is witnessed during the electioneering period when such groups get involved in mobilizing campaign funds for their preferred candidates. `Decisions that are taken by congress are mostly affected by the pressure that these interest groups do put up. The interest groups have been able to get success in the court system through sponsoring litigation trials and amicus briefs. Citizens concerns are easily yet quickly channeled to the authorities through these interest groups. Policy makers and administrators will have an opportunity to hear first hand the feelings of the citizens through the work that the interest groups do carry out. This impact has mostly been felt in the decisions that are taken by congress. Suggestions by the Doctors union for example, when setting up policies that affect the doctors are taken care of with keenness. In the health care sector for example, there has been imm