Funnist Incident in Classroom Essay Example for Free

Funnist Incident in Classroom Essay Alright so it was an ordinary day at school, and I was going to my locker in between fifth and sixth hour for the school-wide locker clean-out. I didnt have much to clean, I just emptied my locker of a few homework assignments that seemed to be hiding in the back. So I was done cleaning and I went to my sixth hour class, which really isnt much of a class as it is independent study. Its just me and these two kids from New Delhi who are in seventh grade and take pre-calculus. Well, the room I go to for sixth hour is a science room, so there are a few safety apparatuses to use, just in case: There is an eye wash station if you get chemicals in your eye and a ventilation wood if youre working with things that give off fumes. The last safety device is the safety shower, which is nothing more than a slight depression in the floor where there is a drain, a showerhead overhead, and this metal rod thing that you pull which releases an enormous gush of water. I think you use it if your clothes get on fire or if you accidentally spill chemicals on yourself. Anyhow, I was walking around the room, reading some science comics that were plastered to the wall. Well, I happened to slip on a rogue piece of cardboard that was lying on the floor, and I was spiraling out of control right towards the safety shower. I had no other choice, and plus I was a bit disoriented because I was spinning, so I grabbed on to the metal rod to stop myself from falling and WOOOOOSH A hundred gallons of cold water come down all over me! Im standing their soaking wet, not knowing what to do, and finally the teacher walks into the room and nearly drops his coffee. I was sent to the nurse and she gave me a big towel to wrap myself in. The nurse called my mom to let her know what happened, and she picked me up from school about twenty minutes later. The worst part wasnt me getting wet, oh no. When I activated the safety shower, the door to the classroom was open, and you could see me directly from the doorway! There was a whole crowd of people outside the adjacent classroom, and they started laughing !

Understanding the the Romantic Imagination with Ramond, Wordsworth and

Understanding the the Romantic Imagination with Ramond, Wordsworth and Shelley Works Cited Not Included "The way to find the 'real' world is not merely to measure and observe what is outside us, but to discover our own inner ground†¦. This 'ground', this 'world' where I am mysteriously present at once to myself and to the freedoms of other men, is not a visible, objective and determined structure†¦It is a living and self creating mystery of which I am myself a part, to which I am myself my own unique door." (Thomas Merton in Finley 45) We have spent a good deal of this semester concentrating on the sublime. We have asked what (in nature) is sublime, how is the sublime described and how do different writers interpret the sublime. A sublime experience is recognizable by key words such as 'awe', 'astonishment' and 'terror', feelings of insignificance, fractured syntax and the general inability to describe what is being experienced. Perception and interpretation of the sublime are directly linked to personal circumstance and suffering, to spiritual beliefs and even expectation (consider Wordsworth's disappointment at Mont Blanc). It has become evident that there is a transition space between what a traveler experiences and what he writes; a place wherein words often fail but the experience is intensified, even understood by the traveler. This space, as I have understood it, is the imagination. In his quest for spiritual identity Thomas Merton offers the above quotation to illustrate what he calls 'interpenetration' bet ween the self and the world. As travel writers engage nature through their imagination, Merton's description of the 'inner ground' is an appropriate one for the Romantic conception of the imagination. ... ...here are similar aspects to each writer's experience. Engaging the imagination, Ramond, Wordsworth and Shelley have experienced a kind of unity; conscious of the self as the soul they are simultaneously aware of 'freedoms of other men'. I suggested in the introduction that the imagination is a transition place wherein words often fail but the experience is intensified, even understood by the traveler. For all three writers the nature of the imagination has, amazingly, been communicable. Ramond and Wordsworth are able to come to an articulate conclusion about the effects imagination has on their perceptions of nature. Shelley, however, remains skeptical about the power of the imaginative process. Nonetheless, Shelley's experience is as real, as intense as that of Ramond and Wordsworth. Notes 1. Duncan Wu's foot note, page 403. 2 "Tintern Abbey". Line 97. Understanding the the Romantic Imagination with Ramond, Wordsworth and Understanding the the Romantic Imagination with Ramond, Wordsworth and Shelley Works Cited Not Included "The way to find the 'real' world is not merely to measure and observe what is outside us, but to discover our own inner ground†¦. This 'ground', this 'world' where I am mysteriously present at once to myself and to the freedoms of other men, is not a visible, objective and determined structure†¦It is a living and self creating mystery of which I am myself a part, to which I am myself my own unique door." (Thomas Merton in Finley 45) We have spent a good deal of this semester concentrating on the sublime. We have asked what (in nature) is sublime, how is the sublime described and how do different writers interpret the sublime. A sublime experience is recognizable by key words such as 'awe', 'astonishment' and 'terror', feelings of insignificance, fractured syntax and the general inability to describe what is being experienced. Perception and interpretation of the sublime are directly linked to personal circumstance and suffering, to spiritual beliefs and even expectation (consider Wordsworth's disappointment at Mont Blanc). It has become evident that there is a transition space between what a traveler experiences and what he writes; a place wherein words often fail but the experience is intensified, even understood by the traveler. This space, as I have understood it, is the imagination. In his quest for spiritual identity Thomas Merton offers the above quotation to illustrate what he calls 'interpenetration' bet ween the self and the world. As travel writers engage nature through their imagination, Merton's description of the 'inner ground' is an appropriate one for the Romantic conception of the imagination. ... ...here are similar aspects to each writer's experience. Engaging the imagination, Ramond, Wordsworth and Shelley have experienced a kind of unity; conscious of the self as the soul they are simultaneously aware of 'freedoms of other men'. I suggested in the introduction that the imagination is a transition place wherein words often fail but the experience is intensified, even understood by the traveler. For all three writers the nature of the imagination has, amazingly, been communicable. Ramond and Wordsworth are able to come to an articulate conclusion about the effects imagination has on their perceptions of nature. Shelley, however, remains skeptical about the power of the imaginative process. Nonetheless, Shelley's experience is as real, as intense as that of Ramond and Wordsworth. Notes 1. Duncan Wu's foot note, page 403. 2 "Tintern Abbey". Line 97.

Implementing a Flexible Work Schedule

Flexible work schedules provide employees options regarding their working schedules for standard work week (Monday-Friday). These options include working from home (on occasion) to working a compacted amount of hours within the work week, limiting the amount of days in which the employee has to come into the office. Flexible work schedules are usually implemented with the intention of allowing employers the opportunity to have a well-balanced lifestyle between home and work. The primary or most popular work option chosen is flex-time (Russell H. O'Connell, 2009). Flex-time allows employees to negotiate there hours within the limits of management. Another option is a compressed work week which means that you have worked your 40 hours in less than the standard 5 days. An option that is becoming popular for industries that are technology focused if call job-sharing. Job-sharing allows employees to divide the work load between two employees, which gives each employee the flexibility of working virtually or from different parts of the country (Russell H. O'Connell, 2009). And then there is telecommuting, means that employees can complete their work time obligations from the leisure of their homes or a preferred location. The following Chart provides is a brief description of the flexible work options: A work schedule that condenses one or more standard workweeks into fewer, longer days. A work schedule with variable starting and ending times, within limits set by one's supervisor/manager. Employees still work the same number of scheduled hours as they would under a traditional arrangement. An arrangement in which two or more part-time (or occasional) employees share the responsibilities of one full-time job at a pro-rated salary. A work schedule that is less than full-time but is at least half of the regularly scheduled full time workweek. A block of time off while retaining one's job. These leaves may be paid or unpaid. A work arrangement in which employees regularly work at home or at an alternative work-site during part or all of a work schedule One assumption that is made by many employers is that allowing or implementing a flexible work schedule allows to retain your employees and maintain a more consistent work force (Pruchno, 2000). According to some, implementing and executing a flexible work schedule can reduce employee turnover, and save companies money in the long run on expenses associated with replacing valuable employees. Pruchno states that the cost associated with employee turnover can add up to 130% of the departing employee's salary (Pruchno, 2000). So for many, implementing flexible work schedules can be seen as a cost saving strategy. Another benefit for implementing a flexible work schedule can be measured by having a more relaxed, engaged, committed and productive employee (Families, 2012). Suzan Lewis wrote in her on implementing a flexible work schedule that, â€Å"both flex-time and compressed workweeks had positive effects on productivity/or self-rated performance, job satisfaction, and satisfaction with work schedules but that absenteeism was affected by ex-time only. â€Å"(Lewis, 2003). It later goes on to suggest that absenteeism had a relationship with the flexibility of the arrangement, where for example the different effects on absenteeism are because compressed work weeks are less flexible and therefore do not allow employees to, for example, make up time lost through illness or other reasons, as flex-time does, which results theoretically in a higher level of absenteeism (Lewis, 2003). The intended impacts and benefits for implementing a flexible work schedule is to balance work and lifestyle issues while increasing job productivity, commitment and employee satisfaction. One study concluded that employees operating under a flexible work scheduled usually demonstrate improved work and lifestyle balances immediately (Russell H. O'Connell, 2009). In fact the study states that â€Å"employees operating under flex-time work schedules displayed a more improved level of work and life balances than their counterparts utilizing traditional fixed-hour schedules. (Russell H. O'Connell, 2009). Now, although the impacts of a flexible work schedules may appear to have primarily positive results, an incorrect execution of this program can cause problems. Overall productivity, depending on the industry, could potentially drop if the wrong program is implemented. Issues related to fairness, can also come into place if the program is not implemented and executed accurately. Most employers and employees agree that the proper implementation of a flexible work schedule can help to maintain a work-life balance and can increase job satisfaction and productivity. However, the potential problems to implementing such a program are usually seen when too many options are made available or when the wrong option is made available without proper research and planning. Companies should know and have a clear understanding of the impacts of each flexible work option. Along with this knowledge, companies should understand the impacts of specific flexible work options on their operations. Flex-time and telecommuting may not work as well in a manufacturing environment as oppose to an office setting. And Job-sharing may not work well for an engineering company, as it works for an IT help desk company. So, companies will need to make sure that they have engaged themselves in a comprehensive planning process to determine the right fit. So, the success of implementing and executing flexible work schedule ideally hinges on the actual option that is implemented. Which means that the success is determined by the type of industry that it is implanted in (office work, operation, manufacturing, etc.); the working environment or culture; and the carefully instituted flexibility of the work option itself? Also, as was highlighted earlier, the degree of flexibility is relatively important as well as it relates to how effective the flexible option can be. An option that is too flexible can yield minimal results in the intended goal of cost savings and employee work and lifestyle improvements. However, an option that that may be considered to be not flexible enough may risks not to be seen by employees as being beneficial and may not yield to intended cost savings. In saying this, to maximize effectiveness in this respect, a medium needs to be found where the arrangement is flexible yet not to an extent that hinders the intended goals and outcomes. The following outline provides some practical steps for planning, implementing and assessing a flexible work schedule (Families, 2012): What impact will flexible time or work location arrangements have on your service to clients? What are the benefits for employees and the organization? What are the potential problems? Can you deal with them? What time, effort and money it will take to make flexible arrangements successful? Is training required to be sure managers and co-workers have the knowledge and skills Ask employees, possibly in a survey, what they want Consult widely – with other organizations, clients, board members, volunteers, staff Review options, consider strengths and weaknesses of these options Develop written policies and procedures for implementation and monitoring Communicate to board, clients, staff, volunteers, public Run a pilot for a trial period and evaluate it Have staff report back on the pilot to provide their feedback Amend and/or extend the program if necessary After the pilot has run, make any modifications or changes to the program Inform staff of new processes and procedures Continue to evaluate the program on a regular basis Solicit feedback from participants, make changes and adapt plan as required This outline provides some basic steps for getting started, putting/implementing an effective plan of action, and evaluating the plan for improvements and adjustments. It also touches on some required elements that will help the company to yield the intended goals and to obtain buy-in from employees and staff. Implementing a flexible work schedule can be very costly and time consuming in the beginning; however, putting together a realistic and comprehensive plan will go a long ways toward assuring effectiveness. Specifically, the best way to ensure an effective implantation and execution of a flexible work schedule is to make sure that the applied flexible work option suits the specific industry. For example, flex-time can be a relatively ineffective arrangement unless it is chosen for the right job. Allowing a school teacher a day off once a week is probably not a good idea if his/her class schedules require that they be in attendance from Monday-Friday. Whereas a data-analyst who works for a software company, could potentially work 10 hours a day for four days a week and can be just as or even more effective than if he/she work eight hours a day five days a week. So, for companies to truly maximize effectiveness in the implementation of a flexible work schedule, the right flexible work option needs to be applied. In conclusion the some of the benefits of implementing flexible work schedule are cost saving, low employee absenteeism, increased employee productivity and work performance. However, these benefits are only yielded if the company implements and executes the right flexible work option. In this report, detailed steps and recommendations have been provided for how companies can successfully implement a flexible work Schedule. To ensure that the intended goals are achieved it is important that companies make sure that they have identified and implemented the right flexible work option(s). They must also make sure that the implementation process is inclusive whereas employees and executive staff members are included, trained and provided an opportunity to provide input in the implementation process. Finally, implementing a flexible work schedule, if done correctly, can do wonders for employee morale and commitment.

Prenatal And Routine Postnatal Hiv Screening - 1820 Words

I. Introduction Human Immunodeficiency Virus (HIV) diagnoses are increasing among women in the United States; as a result there is an increase in newborns born with HIV via vertical transmission, accounting for nearly all pediatric AIDS cases in the US. Between 1999 and 2000, about 370 HIV infected infants were born, 40% of which were born to mothers who were unaware of their HIV status before delivery. Without antiretroviral therapy or other forms of intervention, 25% of infected pregnant women will transmit the virus to their child during pregnancy, labor or delivery, or after delivery. In recent years, systematic reviews and peer reviewed studies have suggested that mandatory screening for HIV in pregnant women is a cost-effective†¦show more content†¦The study found that with the prenatal screening program, requiring pregnant women be screened for HIV, more women would be tested (about 1.1 million), identifying 527 HIV infected pregnant women and prevent 150 mother-infan t transmission of HIV annually. This program would increase life years by 3,311 among newborns and cost an estimated $8,900 per life year gained, or $195,700 per case of HIV avoided. The new born screening program, requiring all newborn infants be screened, would result in 3.9 million infants tested annually and would prevent 266 cases of newborn HIV infection. This method would identify 1,061 HIV infected women who gave birth and increase life years by 5,878. The annual cost of the program is an estimated $40.9 million, or $7,000 per life year gained, and $153,000 per prevented HIV cases. The benefits of the newborn screening program decrease if pregnant women agree to participate in the prenatal program; however, it is argued that newborn screening is a non-consensual method of screening pregnant women (Zaric, G., Bayoumi, A., Brandeau, M., Owens, D. 2000). Similar to Zaric’s study, Josephine A. Mauskopf conducted a study on the impact of HIV treatment in pregnant women an d their newborns. Cost was defined and estimated as Zaric defined cost and the conclusions were