ABZ Corporation Human Resources Department

Introduction The human resource field has gone through considerable evolution since its inception. The importance of this field in the 21st century cannot be overstated especially with increased competition in the business world. Need to drive up profit margins and retain highly skilled pools of employees have made talent acquisition a top priority for all firms in all businesses.Advertising We will write a custom essay sample on ABZ Corporation Human Resources Department specifically for you for only $16.05 $11/page Learn More There is consensus among HR professionals that recruitment and selection strategies have a long–term impact on the growth and success of a firm (Gatewood et al 2010, p. 90). There are only few fields where companies look for specific talents and skills. In most companies however, human resource departments often recruit potential employees through an elaborate process that more often than not, is tailored along company requ irements. Normally, employers’ major concern is how to land the right employees who will perform optimally to in order to meet both the present and future needs of the company. Nankervis, A. et al defines recruitment as the process through which companies screen and select qualified people for job placement (2009, p. 15). The recruitment and selection process can be classified into two categories, namely external and internal processes. Internal recruitment comes into play when people working in a particular organization are given first priority to apply for vacancy in the organization. Some employers prefer this approach because it is economical in terms of resources and time consumed. External recruitment on the other hand refers to selection and recruitment of candidates outside of the organization. In most cases, candidates normally apply in response to a job advert in any of the media mainly newspapers and the internet (Smith, 2011, p. 78). This discussion will focus on the supposed recruitment process of a typist, market research executive and HRM course faculty to ABZ Corporation. The process that will be developed will be used in hiring the above three professionals.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Central to this discussion is a step by step discussion of the involved with the aid of a flow chart and an elaboration of techniques and any other additional materials that may be required. The recruitment process that will be discussed here will apply across the board in ABZ’s recruitment needs safe for a few instances where mild modifications will have to be made to suit individual job positions. In a nutshell, the recruitment procedure for ABZ will entail eight steps that potential job applicants will have to go through. The following illustration shows the plan and a few important details. The main objective of this recruitment and selection procedure is to provide a guideline which will aid human resource managers at ABZ Corporation to ensure the company attracts, selects and retains candidates most suited for the positions available in the firm. The procedure will ensure only methods that guarantee openness, fairness and efficiency are used in the selection process. Additionally, the procedure will detail plans to enable easy access to equal opportunities by candidates as defined in the company’s equal opportunity and fairness policy. Furthermore, it is important to reiterate that it is the responsibility of all HR staff who is involved in this recruitment process to accord fair treatment of all candidates while making objective decisions. As mentioned earlier, this plan outlines the procedures for the recruitment of all positions, internal and external and permanent and fixed term. On that note, the plan will apply in the recruitment of the jobs of a typist, market research executive and HRM course faculty. Besides the above positions, this procedure will also be used in the recruitment of senior management positions of ABZ Corporation.Advertising We will write a custom essay sample on ABZ Corporation Human Resources Department specifically for you for only $16.05 $11/page Learn More Though the procedure does not detail the benefits that potential recruits will get, it affirms to the Corporation’s existing benefits framework whose main aim is the attraction and retention of highly skilled workers. Fig 1.0 The Recruitment Process Recruitment and selection Process ABZ’s recruitment process includes eight crucial steps namely; vacancy establishment, recruitment planning, short listing of applicants, assessing and selection of candidates, making an offer, induction/orientation, probation and evaluation. Vacancy establishment Before a vacancy is created, there will be a review of whether recruitment of a new person is the most appropriat e solution for the company. The review commences as soon as a vacancy is created through a resignation or through identification for a new position. Availability of a vacancy does not necessarily translate to an automatic vacancy announcement and advertisement. The Human Resources department of ABZ Corporation will be tasked at this stage to offer advice to the company on the most suitable option including redistribution of roles, increase in employee responsibilities, department restructuring, hiring staff on contract basis and exploration of opportunities for secondment.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Sometimes, HR can advice the company not to follow the entire procedure probably due to the nature of the job or the duration it is expected to take. Role definition After a review of the need for vacancy is done, human resources will seek to define the roles of the vacancy in readiness for an advertisement. At this level focus is given as to why the job really exists and what the job exactly entails. Precisely, this role definition will shed light on the purposes of the job in relation with the relevant department and the tasks, duties and responsibilities that come along with the job. At this stage, human resources will have a chance to refine the job in relation with the concerned department and to add minor departmental changes. It is important for human resources to make appropriate grading at this stage if the vacancy that is being evaluated is a newly created position. In ABZ’s case however, all the position in contention are already existing positions that will need t o be filled. In preparation for advertisement, a detailed description of the job in two role profile s will have to be submitted to HR. The first profile will clearly define details such as the title, reporting line, grade, location, working hours, the main purpose and the accountabilities of the holder. In another profile, a detailed description of the skills and competencies that the candidate needs to effectively perform his/her job are outlined. It is important to note that the above process will take apply for all the three positions that will be advertised by ABZ Corporation. It is prudent to note that the descriptions in profile two must be measurable from the application form since they will be the basis on which short listing will be done. Other requirements especially knowledge and expertise must meet both company and legal standards on equal access to opportunity. According to Leighton Proctor, 2006, p. 1), vacancy drafters should avoid over description of jobs vacancies as this will likely scare off potential applicants effectively reducing the pool of talent the company will get. Additionally human resources should be clear on terms to avoid ambiguity. For instance use of the word â€Å"good† is relative and different applicants can interpret it in their own ways. Human resources will also include in the advertisement other information where applicable. For instance, whether or not applicants have objections to a background police check and if applicants are willing to give information on any run-in’s they may have made with the law. After the concerned department is done with drafting the vacancy, they will submit a completed file together with a Staffing Authorization Form directly to the human resources department of ABZ Corporation. Human resources department will then refine the job application profile before the advertisement is availed in the in the media targeting potential job applicants. Recruitment Plan Mode of advertisem ent Submission of the Staffing Authorization form to the ABZ human resources department will set in motion plans to work on a recruitment strategy between HR and the concerned department. In this regard, ABZ human resource department will advice on the company and the relevant department of the most effective cost effective plan through which potential candidates will be attracted. On this note, HR will advise if the vacancy is suited for an existing internal staff member. I not, they will explore if internet advertising, external advertising through print press or targeted advertising will be most appropriate. Additionally, HR may consider engaging the services of recruitment firms or recruiting through job fairs. Special emphasis on access to equal opportunity will be made here. Whatever mode of advertising HR will arrive at, there will be efforts to ensure no group is disadvantaged through limited exposure compared to others. Besides the of mode advertisement, HR and the concerne d department will also seek to agree on the mode of assessment of the applications and the selection strategy. The chair of the interview panel that most likely will be the head of the concerned department will decide with the help of his subordinates the assessment stages that participants will go through and the specifics of very stage. ABZ will not put a cap on the number of candidates that will be shortlisted. However, there will be a limit on the number of candidates that the panel can interview in a single day. Though the relevant department will design the assessment methods, input from ABZ HR department will be crucial drafting the methods that will be used in assessing key skills and competencies as laid down in the roles section in step one. Assessments Throughout the corporation’s history, structured interviews, role plays, practical assessments and work simulations, group discussions and presentations have been a part of key evaluations that all potential employee s go through. Additionally, there will be psychometric tests probably at an advanced level of the interview. The concerned department will request through HR for the required resources including interview venues, materials and assessors that will be crucial to successfully carrying out the interviews. It is worth noting that the panel that will be conducting the interviews will be structured according to the Corporation’s recruitment protocols. They include a gender balanced panel, inclusion of a member from a department that is deemed neutral and possible involvement of nominated representatives from outside the department. Besides, all panel members are expected to be familiar with the fair play policies of ABZ Corporation and other codes of ethics. Timescales ABZ Corporation required that the concerned department and the panel agree on the short listing assessments dates and communicate the same to the HR as soon as possible. Company rules require that short-listing should be done at least within five business days and candidates notified as soon as possible after. After all the above has been agreed on, ABZ human resources will activate the job advert through the agreed channels, collect and act on all applications received by the closing date. Applicant short-listing Short-listing using the criteria agreed upon ABZ human resources will forward all the applications including a summary information sheet to the departmental head and the interviewing panel chair who will copy the same to the panel members. The panel will then agree on the date of short-listing when all members will sift through the applications to determine candidates that meet the threshold of the qualification parameters as discussed in the roles section. Both the chair and panel members will participate in short-listing of applicants using the Short-listing form but the chair will be charged with the responsibility of ensuring other members carry out the exercise appropriately. In t he cases where large numbers of applicants meet the qualification criteria, ABZ HR rules require panel members to exercise discretion to decide the desirable criteria that will determine who qualifies and who doesn’t. At this stage ABZ HR rules bar the introduction of a new selection criteria or a modification of the existing one. The role of the chair of the recruitment panel changes at this stage in that he/she makes sure disabled or disadvantaged candidates who meet the qualification criteria get included in the short-list and also candidates who don’t qualify to the short –list get regret letters as soon as possible. ABZ at this stage will abide by its rules to treat all applications and information contained therein with the confidentiality it deserves. Assessment and Selection of Candidates Invitation of short-listed candidates The recruitment panel under the leadership of its chair will issue invitations to shortlisted candidates for an assessment. The in vitations will detail the process, method and the timing of the assessment process, contacts through which the candidate will decline or confirm his/her attendance, clarification if candidate is required to bring a long his/her testimonials, details on the location and if applicable, an expense claim. Interview Assessment During the assessment, the chair of the panel will ensure that all verification is done according to the laid down procedures of ABZ Corporation. Checking of academic qualification will take place at this stage. Based on the information that the applicant filled in the application form, further details are obtained. At this stage, the panel will be expected to come up with detailed clear notes about the candidates and finally candidates will be advised on the best time they are likely to hear from ABZ Corporation. Final selection After the interview assessment process is over the chair of the panel will make produce an assessment report that with the names of the c andidates most suited for the position. This report will act as the basis on which the panel will review each candidate’s performance and suitability based on gathered evidence during the interview. ABZ corporation requires that the decision arrived at must be done son on the basis of objectivity and evidence and free of assumptions and stereotyping. The chair after deliberations with the panel will fill and submit the Interview Assessment Report Form which contains the details of the conclusions the panel made about every candidate. The Offer At this stage, the panel will decide if to make an offer or not. The decision will be arrived at depending on whether the relevant department and Human Resources find common ground on the results of the interviews. At this stage, there is a possibility that there will be many suitable candidates. ABZ’s policy recommends that HR hold rejection letters till the most suited candidate agrees to take the offer. It is important that af ter the offer is taken that all candidates who participated in the interview assessment be notified of the results. Salary determination The concerned department will consult with HR to arrive at an appropriate salary figure that fits the job grade and is commensurate with his/her experience, knowledge level as well as level of understanding of different aspects of the job. The offer will also take into account the candidate’s skills and current remuneration package of he/ she is receiving if working and the comparative salaries that employees with the same roles within the company with similar roles are receiving. At this stage equal pay principles as defined by ABZ’s HR policy will apply to ensure fair and equal treatment of all employees of the organization. Oral offer Soon after the selection and determination of the appropriate salary, the recruitment panel through its chair will make an oral offer to the successful candidate. It is important to note that the offe r at this stage will be provisional which must be backed up later in writing by the HR. efforts will be made by HR and the concerned department to explain to the candidate that the offer will be subject to other mandatory verification and validation of evidence including, education qualification, eligibility to work in the country and criminal record. Paperwork Relevant paperwork will be compiled by the chair of the panel and submitted with Chairperson’s report to HR with the relevant paperwork that was involved throughout the recruitment process including the original application of the candidate, short-listing forms, interview assessment forms. This will be done for purposes of documentation and auditing to ensure laid down human resource procedures are followed and fairness and integrity prevail in the recruitment process. Referees After the recruitment report is forwarded to the HR will engage the required number of references as detailed in the job advertisement. In ABZ Corporation, referees will be required for all the three positions advertised since they will be filled through external recruitment. In all the jobs, advertised by ABZ Corporation, the requirement is that one of the references must be the immediate former employer. This comes in handy when HR is trying to verify the character, work ethic and other personal information of the candidate. It is important to note that the feedback from the referees at this point may set the interview process backwards especially if the feedback is negative. Any of the three candidates receiving negative feedback will may as a matter of policy be subjected to another round of screening. ABZ HR professionals are well trained and will be able to detect if information given by references is accurate or not. Employment Contract and Relevant Documentation At this stage, HR will avail to the successful candidate an employment contract with other relevant documentation including the pre-employment questionnair e form and code of conduct and ethics manual. Orientation/Induction HR and the relevant department will ensure the newly employed staff member is familiarized with the goings-on in the organization and the department. The HR and/or head of department will clearly explain their roles to the staff member pending further training on the job. Probationary Period All three newly hired staff will be put through a three month probationary period as the ABZ human resources rules stipulate. The probationary period for HR department recruits is sometimes longer. All the details concerning probation and confirmation will be outlined in the formal contract letter that will be issued in the step above. Though the letter will not contain information of the evaluation approach, the three new staff members will undergo evaluation to determine their suitability to be given long-term permanent contracts. Evaluation.  Performance Indicators Human resources department in collaboration with the concer ned three departments will monitor and the work progress of the new staff member. The ABZ human resources rules detail the evaluation procedure to be used during the probationary period against predetermined performance indicators mainly designed by the concerned departments. Conclusion The above process is a lengthy one and as said earlier, it may not be followed on the advice human resources department. The process may be shortened in cases requiring urgent filling of a vacancy and where the required recruit will be serving on interim basis. It is important to note that the recruitment process above will apply to three departments in ABZ Corporation and each department will go through the process as explained above. Additionally, it is worth noting that one of the departments recruiting is HR. In cases where HR is recruiting, the procedure is followed and sometimes a neutral department – normally audit- may be invited to play an observation role to ensure the process is gen uine and transparent. All the recruitment processes for the three positions will not necessarily take place at the same time. Sometimes, there may be a less than expected response from the potential job applicants and HR and the concerned departments may have to re advertise the position again. In such cases, the departments that will meet the threshold will proceed to conduct the selection process in accordance with existing HR policies. More often, HR processes are smooth and rarely do hiccups characterize the process. However, there are instances in which the process may be disrupted by unforeseen events. In such cases, there are laid down guidelines on how to suspend the process and appropriate notification given to the concerned parties especially the candidates. Many a times, many organizations don’t return feedback to potential job applicants normally because of overwhelming response. However, it is in accordance with standard HR ethic that candidates are notified of t heir failure or success of their applications. ABZ Corporation’s recruitment detailed above gives enough provisions for the notification of potential candidate on the status of their applications. Perhaps not included in the process above are the grounds on dismissal of a staff member. In the contract offer stage, a potential employee is given a letter of appointment which details the ground for dismissal. Like many organizations, ABZ’s HR department can dismiss any of the newly hired three staff members or any other on the basis of gross misconduct, criminal proceedings or any other misbehavior whose seriousness will be determined by the department. However, it is important to reiterate that HR will give fair hearing to any employee who may be suspected of engaging in behavior that contravenes laid down HR rules. In a nutshell, the above process is expected to help the company the best employees fit for the positions available for the growth and achievement of long-te rm prospects. References Gatewood, R. et al (2010). Human Resource Selection. New York: Thomson Learning. Leighton, P. Proctor, G. (2006). Effective recruitment: a practical guide to staying within the law. Chicago: Springer. Nankervis, A. et al (2009). Effective Recruitment and Selection Practices. New York: Cengage Learning. Smith, J. (2011). Planning the Recruitment Process – What You Need to Know: Definitions, Best Practices Benefits and Solutions. London: Sage Publications. This essay on ABZ Corporation Human Resources Department was written and submitted by user Davis Livingston to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Huckleberry Finn Racism essays

Huckleberry Finn Racism essays In Mark Twains The Adventures of Huckleberry Finn the main character Huck, makes two very important decisions. The first one is how he treats Jim when he first meets him at Jacksons Island and the second is to tear up the letter to Miss Watson because he cares deeply for Jim. When Huck first runs away from Pap he goes to Jacksons Island and thinks that he is the only person there. He soon finds out that this is not true, and that "Miss Watsons Jim"1 , is taking crap there as well. Many people would hate to be alone on an island with a "nigger"2 , but Huck is happy to have someone to talk with. At first Jim thinks he sees Hucks ghost and is scared. Huck gets Jims feelings by changing the subject and saying "Its good daylight, les get breakfast"3 , showing that Huck is not only real but he does not mind that Jim is black. Jim feels that Huck might tell on him for running away, but he then decides that it will be okay to tell him why he ran away from Miss Watson. Jim keeps asking Hu ck if he is going to tell anyone about his running away, and Huck says "People would call me a low down abolitionist and despise me for keeping mum but that dont make no difference I aint gonna tell"4 . Hucks response truly shows that his ignorance has no showing over his kindness. When taken into consideration good decisions are much more important in the long run than being the smartest person. After traveling with Jim for quite some time Huck begins to feel bad about harboring a runaway slave. He decides to write a letter to Miss Watson explaining the whole story, because Jim had been sold and he does not know where he is. Huck was indeed confused about what he should do so he dropped he dropped to his knees and began to pray. He felt by helping Jim he was committing a sin, but he later realized "you cant pray a lie"5 . Huck saying this shows that he feels what he has done for Jim is not wrong; instead wha ...

Behavior Modification related to Old Habit Change and New Habit Research Paper

Behavior Modification related to Old Habit Change and New Habit formation as related to Martial Arts - Research Paper Example Boxing, Kray maga, kungfu, kick boxing, tae Kwon Do and Karate are the examples of this style. (Rousseau) 4 b.Grappling or Ground Fighting Styles; This technique involves the act of hand to hand physical involvement with the combat in which the participant try to gain advantage with clinching, holding, locking, and leverage. (Centre) This technique is used in the martial art styles of Brazilian Jiu Jitsu,Russian Sambo, Shoot fighting and Wrestling. 4 c.Throwing or Takedown Styles; in this technique of martial art the participants begin the fight in the standing position. Hence, once the fight begins the throwing and takedown styles amidst the fight determining the victor. The art includes the styles of Aikido, Judo, Hapkido and Shuai Jiao. 4 d.Weapons Based Styles; this style has primary focus on weapons. It includes the arts of Iaido, Kali and Kendo. 4 e.Low Impact or Meditative Styles; This style encompasses the breathing techniques, fitness, and the spiritual side of things. It in cludes Baguazhang, Tai Chi and Chi Gong based styles. 4 f.MMA- A Hybrid Sports Style; In each style of martial art there are adaptations from other styles of the art. This styles includes an essence of various style and is propagated as a sport style of martial arts that allows for grappling, stand up fighting, takedowns/ throws, and submissions. ... Hence, the same perception with advancement is adhered in modern times that are martial art in recent times is practiced for the sake of self defense, physical fitness, sport and law enforcement preparations etc. (Jason M. Winkle) 5 4.Benefits of Martial art in Human development: thus, it can be stated that physical grooming is a mere part of the benefits of Martial Art. Other than the fitness benefits, muscular strength, flexibility and capacity development in an individual the art also retain certain features that adds to the element of spirituality in an individual. A boost to psycho social variables eliminating the negative factors is the impact of this art on human psychology and mental health, endorsed by Weiser, Kutz, Kutz, and Weiser (1995). (Jason M. Winkle) 5 5.Spirituality in Martial arts; 6 6.Dimensions of the Power of Martial Arts; 6 The dimensions of the power of martial arts vary from spiritual evolution to physical vigor. The selection of the domain of power is the ch oice of an individual. Hitherto, the features to be adopted in each of the domain are discipline, desire, openness and focus. Although the origin n of the art is all marked by spiritual entities, yet the path to be chosen is primarily the choice of the learner. The word â€Å"Do† (as in Judo, Aikido, and Tae Kwon Do) means â€Å"way† or the path you choose to walk. In other words, logically a human entity comprises of spirit, mind and body. The three components are intimately related as the spirit controls mind which controls the body. Hence, the action of an individual is the consent of the three elements altogether. Therefore, martial art has the potential to groom all the three factors but it is the choice of the learner to select a prime area of focus for practicing the

Evaluation methods for the proposed IAMS framework, model, and system Thesis

Evaluation methods for the proposed IAMS framework, model, and system - Thesis Example What the Evaluation Methods Should Achieve The appropriate evaluation method should reveal the most appropriate elements that would provide user opinions for an acceptable integration model for the physical and virtual identity management systems. In addition, the evaluation method should elucidate the most comprehensive and efficient IAMS framework for the integration of physical and virtual IAMS. Finally, the evaluation methods should have the capacity to test the components that constitute the conceptual model, so that the final model merges seamlessly with user expectations and usability preferences. Background to Evaluation Methods Good theoretical frameworks offer practicality in a wide range of situations, and therefore their importance in evaluation of IAMS frameworks cannot be overemphasized (Alkin, 2004). According to Alkin (2004), evaluations stem from social responsibility, monetary considerations, and social inquiry. In explaining the evaluation methodology, Alkin (2004) uses a comprehensive categorization based on use, methods, and value of the evaluation components. In this paper, three distinct evaluations are necessary to achieve the objectives of this research: expert evaluation, user evaluation, and evaluation through comparison with existing IAMS frameworks. Methods of Evaluating Expert and User Opinions Empowerment Evaluation Method An empowerment evaluation method would focus on helping a particular group of stakeholders, either clients seeking service through the IAMS or providers of the IAMS services. In addition, empowerment method takes into consideration feedback from different stakeholders (Fetterman and Wandersman, 2007). Expert evaluation with empowerment method therefore gives evaluators more... Evaluation methods for the proposed IAMS framework, model, and system Good theoretical frameworks offer practicality in a wide range of situations, and therefore their importance in evaluation of IAMS frameworks cannot be overemphasized (Alkin, 2004). According to Alkin (2004), evaluations stem from social responsibility, monetary considerations, and social inquiry. In explaining the evaluation methodology, Alkin (2004) uses a comprehensive categorization based on use, methods, and value of the evaluation components. In this paper, three distinct evaluations are necessary to achieve the objectives of this research: expert evaluation, user evaluation, and evaluation through comparison with existing IAMS frameworks. An empowerment evaluation method would focus on helping a particular group of stakeholders, either clients seeking service through the IAMS or providers of the IAMS services. In addition, empowerment method takes into consideration feedback from different stakeholders (Fetterman and Wandersman, 2007). Expert evaluation with empowerment method therefore gives evaluators more responsibility in a supervisory role than in an expert role. Methods that can use of empowerment evaluation include analysis of expert questionnaires, such as those collected for the purpose of this research (Fetterman, 2007). The overriding premise of empowerment evaluation is to help people contribute to what helps them carry out their roles (Sherriff & Porter, 2010).

Role of Spirituality in Patients with Sickle Cell Disease Essay Example for Free

Role of Spirituality in Patients with Sickle Cell Disease Essay Spirituality, as defined in this article entitled Role of Spirituality in Patients with Sickle Cell Disease, is the capacity to rise above life experiences, to celebrate life, and to experience joy. Spirituality is comprised of acceptance, the need for love, mercifulness, and self-fulfillment and it applies to all mankind; on the other hand, being religious is relative to the person’s religious group and its practices (Cooper-Effa, et al. , 2001). They have divided a person’s spiritual well-being into involving a religious component or a relationship with God and an existential component, which involves the individual’s sense of life purpose. It was concluded in this study that those patients with a relatively high existential component were able to cope up more with the pain and the over-all outcome of the disease. It has been known that spirituality can increase the ability to tolerate pain (cited in Landis, 1996). This concept can be applied by getting the patient’s cooperation and trust, and then the nurse will facilitate a talk about spirituality. This will empower the patient to establish his spirituality and the nurse will also be able to develop closer ties with the patient, improving rapport. The nurse can further help the patient by getting him a spiritual counselor, as per patient’s request. By helping the patient strengthen his spirituality, an improvement in the patient’s over-all outlook on the disease, on life, and a probability of lesser pain may take place. Holistic practice in nursing is very important nowadays. As a nurse, there are several skills that should be present to help client’s achievement of spiritual needs. The nurse should be open to all kinds of religion and beliefs, he must try to maintain open minded. He or she should respect these beliefs and religious practices by not questioning the nature of these and by participating in these activities whenever the client wishes the nurse to. Also, nurses cannot let their own beliefs take over them. If there are circumstances wherein the nurse finds that he is unable to accept a client’s belief or practice, then it would be best for the nurse to ask for help from another nurse discreetly. Patience, understanding, and wisdom are needed for a successful patient and nurse interaction. References Journal of the American Board of Family Practice. (2001). Role of Spirituality in Patients with Sickle Cell Disease. Retrieved February 01, 2008, from http://www. medscape. com/viewarticle/405838_1.

Strong Shadows :: essays research papers

1. I believe that Dr. Zuger chose the people she did because she was trying to get a large amount of differences of infections the patients could contract and also show the patients' similarities in lifestyle and the similarities in the way in which they grew up to try and educate people on the lifestyle one must live to put oneself at higher risk for contracting this terrible disease. The characters all seemed to have come from a home without much love from their family members, or they had something major missing in their life that could have caused a great amount of stress not normally experienced in an average person's life. All of them were uneducated and careless leading us to believe that Dr. Zuger was trying to show that education and responsibility are the best ways to prevent one's contraction of this disease. Some of them got HIV from reckless lifestyles such as drug use involving needle sharing to prostitution while others got it merely by having sex with casual partners. The decision to pick this array of patients again strengthens the fact that Dr. Zuger is trying to tell us that it is possible to get AIDS in many ways and that just because one is having casual sex does not mean that he is immune from its effects. These are probably a few reasons why Dr. Zuger chose them for her book. 2. The human frailty that Deborah Sweet possessed was that she was untrustworthy, she was always trying to get Dr. Zuger to get something for her such as prescriptions for drugs that would sell on the street or get her to write her a note to be allowed to miss court. The human frailty that Michael Soto has was when he first got the HIV virus and when he was using drugs. He is a very nice and willing patient and does not want to burden others with his problems. This shortcoming was very hard to decide on because he was such a good person. Cynthia Wilson's human frailty was that she needs help and that she is uneducated. She thinks that they should just be able to fix her problem without a problem and without delay. She seems to be very ungrateful for all the help she is receiving. She also does not know how to teach her children how to avoid becoming like her.

Tornado Alley

TORNADO ALLEY â€Å" A tornado is a violently rotating column of air that extend down from a dark clouds and moves over land in a narrow, destructive path. †( earth science textbook) That is the definition of a tornado it doesn't sound fun or cheerful at all. but to the people that live in tornado alley it is something they are used to. There are many factors the cause tornados to appear in tornado alley, but the main one is location. But where is the location Why is it this location Locations it eh most important reason the tornados form in tondo alley. Location is important the exact location is very important.The states that are in tornado alley are in two parts, the heart of tornado alley states are, texas, Oklahoma, Kansas, Nebraska, eastern Colorado, and south dakota. The States that are in tornado alley just less intense are Arkansas, Louisiana, Mississippi, Iwoa, Tennessee, Kentucky, Wisconsin, and Minnesota. But texas and Oklahoma have the most dangerous tornados of t hem all. These states are hevally under debate this information of the states came from NOAA/US National Weather Service. But one of the reason that tornadoes happen a lot here is because they are in the plains.Tornados like flat land to travel on and the plains don't have that many hills thus giving the tornadoes perfect conditions. Tornadoes rarely to never happen in cities with plenty of walls or large structures/buildings. the location is very important. Location tornados need specific things to form. First during the summer the middle united states plains can get very high temperatures, thus causing updrafts. Also warm air form the gulf of mexico makes the temperatures rise even more. At the same time cold air form Canada is on its way down. When these to air masses meet the cause thunderstorms.Tornados a form in thunderstorms. It happened when the unstable hot air from the ground rises coming in contact with the cool air about the thunderstorm thus causing tornados. But one of the most important factor is because of these air masses being so strong the thunderstorms are usually more intense, or ‘super cells’. Tornados are more likely to appear in super cells, making it one of the reason that tornados are more frequent here. Tornado alley is a very strange place, some people like it some don’t. It is amazing the so many tornados can accrue in one general area.But believe it or not â€Å" If we looked for the state that gets the most tornadoes per square mile of countryside the â€Å"honor† belongs to Florida† says weather. com. The united states gets hit with about 1,000 tornadoes every year, just most of the dangerous ones are in tornado alley the main reason they happen here is the location. From the air masses from canada, to the warm air from the gulf. To the the very little hills on the plains of the middle of most of the states. Tornado alley is in these states for many reason but where they are in the united states is the main reason.REFERENCE SECTION Edward. R (23 Mar 2012), tornado facts. Tornado alley. 10/29/12,http://tornadoalleymovie. com/index. php/explore/tornado_facts/ Forbes. G. (oct. 7, 2005), What and Where is Tornado Alley?. Weather channel. 10/29/12. http://www. weather. com john. ( may 8 2011) , Tornadoes in Tornado alley. hubpages. 10/24/12 Http;//johnb0167,hubpages. com Tornado alley. Enchanted learning. 10/28/12 http;//www. enchantedleaning. com nomowitz. N. S. and Spaulding E. N. 2003 Earth science. Evanstin IL:McDougal Littell (10/30/12)