My Book Hunting Experience On The Internet - 860 Words

In the second decade of the 21st century, cultural diversity has become an incredibly popular idea. The awareness of cultural diversity has integrated its way into all aspects of American society. America is one of the most culturally diverse societies in the world, containing a multitude of different ethnic and cultural groups. Though, success looks different to us all, some studies suggest that literacy skills are vital for cultivating a fruitful society. Children learn best when they can identify with the literature they are reading. The relevancy of the character’s, plot, and setting are especially important to early learners, thru literature they begin to absorb the world around them. That is why we must expose early learners to†¦show more content†¦I wanted a book that did not feature just one specific group of people so, I decided to return to the web and narrow my search. I came across a book written by Mary Hoffman and Ros Asquith titled, The Great Big Book o f Families, it was published in the UK in 2010. Next, I previewed the book online to determine if it was a quality text. Then, I researched where I could find a hard copy of the book. I located a copy of the book at Barnes and Nobel. After viewing the book in person, I decided to buy it for my own children’s book collection. The book is about how different families live, and features vivid illustrations to accompany the text. The book begins with â€Å"Once upon a time most families in books looked like this- But in real life, families come in all sorts of shapes and sizes.† (p. 6). The illustration depicted your typical heteronormative, Caucasian nucleus, containing a dad, mom, brother, sister, dog and cat. They live in a cottage style home with a white picket fence. The text at the bottom of the illustration read, â€Å"In this book are a lot of families living in different ways. Perhaps there’s one that looks like yours† (p.7). This hooked me, I wanted to turn the page. The book featured several types of families’ including, single parent families, adoption, and same sex parents, to name a few. It also introduced different ways families live, work, go to school, and celebrate special occasions. I was surprised to

assignment--1 Essay - 1644 Words

1. How do differing perspectives (society, managers and employees) affect the views of compensation? Answer: There are basically four perspectives in views of compensation. These are as follows: Society’s View: †¢ Pay works as a measure of justice. †¢ Benefits acts as a reflection of justice is society. †¢ Gain or loss jobs attributed to differences in compensation. †¢ Pay increase lead to price increase. Stockholder’s view: †¢ Giving stock as a means of pay to employees creates sense of ownership. †¢ Links between executive pay to company’s performance supposedly increases stockholder’s returns. Manager’s View: †¢ Major expense. †¢ Increase employee behaviors and improve organization’s performance. Employee’s view: †¢ Source of†¦show more content†¦In egalitarian, employees cannot avoid tasks outside their job description. It promotes employees morale because of same rights and privileges. Egalitarian structured management doesn’t always goes with large companies. Hierarchical: In hierarchical structure all employees have their specific job description. Employees have their supervisor whom they report their progress and issues and supervisors monitor their work and issues. Hierarchical or traditional structure imposes same boundaries to all employees. In hierarchical employees have the ability to avoid certain task if it is not in their job description. In hierarchical structure employees can’t think independently or collaborate while necessary like egalitarian structure. Hierarchical structures provide proper direction by organizing workers based on their talents and explicitly describing the tasks that each worker must complete. 6. Describe the major decisions involved in job analysis. Answer: Major decisions involved in job analysis are as follows: Why performing job analysis: Job analysis information are important for various reasons like clarification for hiring and promotional standards, identifying needs for training, identifying the required behaviors and results expected from a job to assist performance valuation and for compensation purpose establishing a job structure. What information is needed: Analysis should start with aShow MoreRelated200336 Business Academic Skills 2011.1 Essay Instructions (50%)900 Words   |  4 Pagescited in-text should be listed in the reference list. Assessment Question: Using three ethical principles of the Global Business Standards Codex, evaluate the employment practices of Wal-Mart. The essay should have a clear structure which includes: 1. An introduction that: a. Includes a few general statements about the topic to clarify your interpretation of the question; b. Includes a thesis statement that presents your position on the topic; and c. Outlines the main points that support your positionRead MoreWeek 5 Assignments New754 Words   |  6 Pagesï » ¿PT1420 - Unit 5 Homework and Lab Assignment Unit 5 Assignment 1: Homework 1.) Design an if-then statement that assigns 20 to the variable y and assigns 40 to the variable z if the variable x is greater than 100. (Simple if statement) If x 100 then Y=20 Z=40 End if 2.) Design an if-then statement that assigns 0 to the variable b and assigns 1 to the variable c if variable a is less than 10. (Simple if statement) 3.) Design an if-then-else statement that assigns 0 to variableRead MoreEquals Sign and Expo Class Method Essay984 Words   |  4 Pagesï » ¿PreAPCS Exposure Java Exercises 05.01- 04 Date:1/15/14 Name: Anam Nawab Period: 4th 1. What Expo class method would you use to enter someone’s name? System.out.print(Enter name === ); 2. Why is a prompt necessary for program input? 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ANS: Given that Asian countries are rising economies and that floating exchange rate systems allows currency values to reflect a nation’s economic fundamentals gradually and efficiently, I would say that they should allow theirRead MoreAssignment 1985 Words   |  4 PagesUI Features Home Page Description: The Home Page will be the page that the application opens up to. It displays the daily activities, like upcoming tasks and the classes for that day. Serves as a central â€Å"hub† to app. Priority: Essential Estimation: 1 Class Page Description: The Class Page will give an at-a-glance view for a selected class. It will list the class’s name, location, current grade, recent tasks, and a handy button to contact the TA or Professor. 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Assignments free essay sample

Gandhi National Open University Core Course in M. A. Sociology MSO-002: Research Methodologies and Methods Tutor Marked Assignment (TMA) Maximum Marks: 100 Programme Code : MSO Weightage : 30% Course Code : MSO-002 Assignment Code: MSO-002/AST/TMA/2012-13 Answer questions from both the sections. Marks Section- A Answer any two of the following questions. 1. What is phenomenology? Explain the contribution of Martin Heideg ger to understand phenomenology. 25 2. What is positivism? Discuss Giddens’s critique of positivism. 25 3. Explain the comparative method. Discuss its scope in socia l science research. 25 4. Discuss the participatory approach to social research. Comp are and contrast it with conventional research methodologies. 25 5. Critically examine the nature and scope of feminist method in social science Research. 25 Section- B Write a research report on any one of the following topics in about 3000 words. 1. Change in the family structure and familial relations in I ndia. 50 2. Significance of open and distance learning in democratization of education. 50 3. Relevance of quantitative method in sociological research. We will write a custom essay sample on Assignments or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 50 You can write this report based either on (a) review of  literature, or (b) data collected from the primary sources. (a) For review of literature you are to select either two books or four research articles published recently professional research journal. Write a revie w article focusing on the location of the study, methodology followed and the main findings of these studies. (b) For the primary source you are to collect two case studies and write a report on the selected topic in a comparative framework. While writing t he report spell out clearly the objectives and the problems of the study and your finding.

Multi Lateral Peace Operations Essays - , Term Papers

Multi Lateral Peace Operations When President Bill Clinton was inaugurated in 1993, he stressed a new policy concerning a revived United Nations and the actions that would be taken by the United States concerning the ?New World Order,? a term coined by his predecessor George Bush depicting the post-Cold War international arena. Clinton had campaigned on the need for a multilateral organization to share costs and share risks of any peacekeeping venture. The Clinton Administration had made multilateralism a campaign issue and put it in the forefront of their foreign policy agenda. However, with the problems occurred during the initial trial period of this assertive multilateralism, exemplified by US military blunders in Somalia, Clinton and his advisors now found themselves questioning their own policies and preferences in foreign affairs especially in terms of multilateral peace operations. This case study delves into these issues and how Clinton and his administration sought answers to this problematic puzzle. The main operations of the United Nations are humanitarian relief efforts, peacekeeping by invitation and peace enforcement. The latter entails the most danger and conflict situations. These are soldiers trained to fight, not make peace. This is, and always will be, an enigma for those associated with peacekeeping operations. The same forces that are meant to keep the peace for a UN peacekeeping mission have been trained all their lives to make war, not peace. Your warmakers are your peacemakers. This will always cause confusion and disruption in any relief efforts involving peacekeeping operations. The case study attempts to explain the problems encountered during multilateral peace operations. Certain issues must first be addressed. The national interest of the United States is first and foremost. This is the key to making peace or to making war. The issue of whom is in command and who is in control is also an important factor as is the time frame in which the US will remain involved. Certain issues that became hot topics of debate among Clinton's advisors were those of the Rapid Reaction Force and the idea of private UN forces. The latter fell into ill favor with Joint Chiefs of Staff Chairman Colin Powell, who did not like the circumstances of a separate US military entity solely used as a mechanism of the UN. The benefits of a Rapid Reaction Force were many. They could be deployed quickly. They would also alternate countries. A database would be created; therefore the US would not always have to go on the respective missions called on by the UN. The case study completes while examining the choices Clinton finally made regarding multilateral peace operations. He used the advice of his two closest cabinet members to this issue in an attempt to reach a resolution: Powell and Secretary of State Madeline Albright. Albright wanted to practice assertive multilateralism and use the UN forces only when it benefited the US. She said that the US should always try a multilateralist approach to the respective situation, and if there is no sharing and they receive no international support but the issue at stake is in it vital national interest, the US will go on alone. Powell was against the practice as a whole. He did not look too kindly on the idea of the US engaging in an unknown war, at an unknown time and under an unknown command. Powell also hesitated to support a military venture with unknown goals, unknown missions and an unknown in the controlling offices. The finality of the situation was that the Clinton Administration was way too optimistic on the idea of world peace. They were not realistic. Multilateralism can work, but it mustn't be the centerpiece of a foreign policy agenda as Clinton had sought it to be. The reasons why Clinton eventually took this approach were three-fold. The military, exemplified by Powell's emphatic stance, were against the entire idea. Congress, after Somalia, was weary of further intervention, as was the public. This case study details the problems that can occur within an administration when ideological differences abound, particularly between military and political players. Political Science

Article Review Essays - Intellectual Property Law, Monopoly

Article Review Essays - Intellectual Property Law, Monopoly Article Review LAW/421 November 3, 2014 Article Review E-Commerce has become a major source of business due to the Internet giving businesses the ability to conduct online business transactions. Countless companies have expanded their consumer base to the entire world; something that could not have been done without the use of the Internet. Those businesses that have taken the opportunity and utilized the availability of the Internet have experienced a growth like never before. Those businesses have also experienced a growth in profits from the use of the Internet as well. However, these growths do not come without some risk. The intellectual property of these businesses has been put into a vulnerable position because of this type of expansion. The article titled E-Business Makes Protection of Intellectual Property More Critical, Complex than Ever examines how expansion via the Internet requires some strong security and laws covering intellectual property. With up to 90 percent of U.S. companies expected to be transacting business over the Internet in the next year, the need to protect intellectual property has never been greater or more of a challenge (E-Business Makes Protection of Intellectual Property More Critical, Complex than Ever, 2000, para. 1). This example shows exactly how e-business is shaping the requirement for intellectual property protection. Continuous drafting of new software, laws, regulation, and legislation protecting intellectual property is currently in effect. Yet, continuously changing right along with these new drafts are the ways that businesses are at risk regarding intellectual property. Readers are informed by this article, on the way e-business has pointed the way to the increase of intellectual property theft, and how that has increased the concern for this legal matter. The center of this matter is focused on new laws that will protect businesses privacy concerning intellectual property as well as secrets of the trade. E-Business Makes Protection of Intellectual Property More Critical, Complex than Ever (2000) describes how protection of these valuable instruments on the Internet today are varying as much as the creation of those properties. Patents, trademarks, copyrights, nondisclosure and confidentiality agreements, even non-compete covenants and employment agreements that convey title of intellectual property back to the company, all play an important role in protecting a company's interests from its current and prospective competitors (E-Business Makes Protection Of Intellectual Property More Critical, Complex Than Ever, 2000, para. 3). It goes on to state, It's impossible to prevent employees from taking intellectual property with them when they leave. Strategic partners and even vendors also have access to company secrets, so it's easy to see why the lines of ownership become very blurred when it comes to intellectual property (Traber, 2000, as cited in E-Business Makes Protection Of Intellectual Property More Critical, Complex Than Ever, 2000, para. 2). Generally speaking, the article displays well-written examples providing the reasons behind the need for businesses who partake in e-commerce to seek out and maintain help from law groups so that they may protect their business from expensive and unnecessary lawsuits because of intellectual property theft from employees or from the businesses intellectual property. It is essential to notice that some theft of intellectual property can be committed very easily; especially when the business is unaware of any privacy statements in regards to a specific piece of intellectual property, such as a video used for training purposes. Attaching a privacy disclosure to each piece of intellectual property that the business owns is also critical. The disclosure will help to ensure that the intellectual property remains protected by law, from theft or misuse. Moreover, this also allows the company legal rights to take action against the theft or misuse of the intellectual property, giving the compa ny the advantage in the case. Whether it is unintentionally or intentionally, ignoring the privacy disclosure statements on intellectual property is considered unethical. Making sure that all employees in the company are aware of the privacy disclosure statements in their employee handbook regarding intellectual property is essential. Requiring signatures from the employees helps protect the company from any damages that may incur during a lawsuit against any employee that may illegally use anothers property is a good way to help protect the company. Laws pertaining to the use or theft of intellectual property are continuously changing.

Every AP Calculus AB Practice Test Available Free and Official

Every AP Calculus AB Practice Test Available Free and Official SAT / ACT Prep Online Guides and Tips One of the best ways to prepare for the AP Calculus AB exam, as well as stay on top of lessons in class throughout the year, is to take regular practice tests.Taking practice tests lets you estimate how well you’ll do on the AP exam, shows you the areas you need to focus your studies on, and helps you become more comfortable with the format of the AP exam. There are a ton of ABCalc practice tests available, however; not all of them are created equally. Taking a poorly written practice test can give you a false idea of what the real AP exam will be like and cause you to study the wrong things. You can avoid those problems by reading this guide to AP Calculus AB practice tests. I’ll go through every AP Calculus AB practice exam that’s available, tell you which are highest quality, and explain how you should use practice tests when preparing for the AP exam as well as throughout the year. Want to get a perfect 5 on your AP exam and an A in class? We can help. PrepScholar Tutors is the world's best tutoring service. We combine world-class expert tutors with our proprietary teaching techniques. Our students have gotten A's on thousands of classes, perfect 5's on AP tests, and ludicrously high SAT Subject Test scores. Whether you need help with science, math, English, social science, or more, we've got you covered. Get better grades today with PrepScholar Tutors. Official AP Calculus AB Practice Tests Official practice exams (those developed by the College Board) are always the best to use because you can be sure they’ll be an accurate representation of the real AP exam. There are three types of official practice resources, and each is explained below. Complete Practice Tests The College Board has released two complete exams from prior administrations of the AP Calculus AB exam. The tests are from 1988 and 1998. The 1988 test has an answer key included; however, for some reason, the 1998 exam does not. The College Board provided answers for the free-response questions in a separate document, but there is no official answer key available for the 1998 exam's multiple-choice section. The answer key linked below is unofficial, but no one has publicly disagreed with any of the answers, so it’s highly likely that it’s correct. 1988 AP Calculus AB Released Exam 1998 AP Calculus AB Released Exam Answer Key for 1998 Multiple-Choice Questions Answer Key for 1998 Free-Response Questions Because these exams are from a while back, they both have some format differences compared to the current AP Calculus AB exam. The AP Calculus AB exam is 3 hours and 15 minutes long and has two sections. Both of these sections are divided into two parts.For reference, here’s the current format of the exam: Multiple-Choice Section 45 questions total 1 hour 45 minutes total Worth 50% of your total score Part A: 30 questions 55 minutes long No calculator allowed Part B: 15 questions 50 minutes long Calculator permitted Free-Response Section Six questions total 1 hour 30 minutes total Worth 50% of your total score Part A: Two questions 30 minutes long Calculator permitted Part B: Four questions 60 minutes long No calculator allowed You can only use a calculator for certain sections of the AP exam. Both released exams have the same total number of multiple-choice and free-response questions as the current exam. However, the 1998 test does not have separate parts for the free-response section, and students were allowed to use a calculator to answer all six questions. Neither the multiple-choice nor the free-response sections ofthe 1988 exam were separated into different parts, and students were allowed to use their calculator for the entire exam. The multiple-choice section was also only 90 minutes long, instead of 105 minutes. When you take these exams for practice, it’s not worth the time and effort needed to try and figure out which questions you wouldn’t be allowed to solve with a calculator today. Instead, take the tests with the calculator and timing rules that were in place when the tests were administered. These variations between current and past exams do mean that these two complete released exams don’t give quite as accurate a representation of the current AP exam as the complete released exams for other AP subjects do. However, they are still very useful because they cover the same content and are worded the same way as the current exam. Towards the end of this guide I’ll explain exactly how to use these resources and others. AP Calculus AB Multiple-Choice Sample Questions The College Board often reuses multiple-choice questions for multiple exams, so there are typically few official multiple-choice problems available for any AP exam, AP Calculus AB included. Besides the complete practice tests discussedabove, thereare no full official multiple-choice sections available, but you can check out these official sample questions for Calculus AB. (The questions start on page 5, and there are Calculus BC questions listed after the AB questions; be sure you’re not accidentally looking at those.)This document contains 16 multiple-choice problems, along with answers and the major skills each question tests. There are also two free-response questions. AP Calculus ABFree-Response Sample Questions Fortunately, there are more official free-response questions available and, since they are recent, they provide you with a very accurate idea of what to expect on the real exam. The College Board has released free-response questions from 2002-2017, along with scoring guidelines for each set of questions. These are a great resource, and you should definitely make use of them during your review. Khan Academy Resources Khan Academy has recently partnered with the College Board to provide study resources for the PSAT, SAT, and some AP exams. This includes study resources for AB Calc. On Khan Academy’s website, there are explanation videos for several dozen previously administered questions, both multiple choice and free response. These videos can be particularly helpful if you’ve gotten stuck on one of the official practice problems or if you just want to learn step-by-step how to solve a particular problem. Unofficial AP Calculus AB Practice Tests and Quizzes While not developed by the College Board, unofficial practice resources can still be very useful for your studying, particularly because there are so many resources available. For each resource listed below, I explain what is offered as well as how you should make use of the resource. They are roughly listed from highest quality to lowest quality. Barron’s Barron’s has a complete and free practice test that you can take in timed or untimed mode. The multiple-choice section will be automatically scored, and there are answer explanations for the free-response section so you can self-score. This is a high-quality practice exam with questions that have a similar format and cover the same topics as the real AP exam. You’ll definitely want to use it in your review (more on how to do that in the next section). Shmoop Shmoop is the only resource listed in this guide that requires a fee to access any of its resources. Paying its fee of $24.68 a month gets you access to a diagnostic exam, as well as eight complete practice tests and additional practice questions. It also gets to access to Shmoop’s study materials for other AP exams, as well as the SAT and ACT. Varsity Tutors Varsity Tutors has a collection of three diagnostic tests and 139 short practice quizzes, organized by topic, such as the chain rule and finding the second derivative of a function. Difficulty levels are also given for each of the quizzes. The diagnostic tests are 40-45 questions long (all multiple-choice). They pretty closely represent what questions from the actual AP exam are like, and, as a bonus, the score results show you how well you did in each topic area so you can focus your future studying on the areas you need the most work in. However, these diagnostic tests don’t have calculator and no calculator sections. Albert This site organizes quizzes into the three Big Ideas of Calculus AB, as well as more specific tags you can select (you don’t need to worry about the Series quizzes, that’s just for BC Calc). After creating a free account you can access their hundreds of practice questions (some of the more challenging questions require a paid account). Questions are ranked as easy, moderate, or difficult, they are not timed, and you see the correct answer (plus a detailed explanation) after you answer each question. GetaFive GetaFive offers 182 Calculus AB practice questions, along with 54 review lessons. This is more of an online review course rather than just practice questions, so the questions themselves are spread across the lessons, but if you’re looking for more in-depth explanations of topics, you may find it useful to watch the videos and then answer the accompanying questions. 4Tests This site has a 50-question multiple-choice test. The questions typically easier and more basic than those you’d find on the actual AP exam, but if you’re just starting your review or want to brush up on the basics, this can be a good resource to use. Free Test Online This site has four short quizzes, each 5-8 questions long, along with answer explanations. Two quizzes are multiple-choice, and two are free-response. The free-response questions are much shorter than what you’d encounter on the real AP exam, but you can treat them like slightly more involved multiple-choice questions. The quizzes aren’t long enough for an in-depth practice session, but, unlike many of the other practice materials linked here, they also separate the quizzes on whether or not you’re allowed a calculator. Analyze Math This is a 20-question multiple-choice quiz. The questions are a bit overly simplistic, and it’s not automatically graded, but if you’re just looking for a quick study session, this fits the bill. SparkNotes This is a short quiz, and, unfortunately, it’s not very high-quality. The questions are pretty basic and not nearly as complex or as in-depth as the ones you’ll find on the AP exam. Additionally, the format of this quiz is very poor, and it can be difficult to read. I wouldn’t recommend using this quiz unless you’re really desperate for review questions or you need a very basic quiz to get you started with your review. Want to get a perfect 5 on your AP exam and an A in class? We can help. PrepScholar Tutors is the world's best tutoring service. We combine world-class expert tutors with our proprietary teaching techniques. Our students have gotten A's on thousands of classes, perfect 5's on AP tests, and ludicrously high SAT Subject Test scores. Whether you need help with science, math, English, social science, or more, we've got you covered. Get better grades today with PrepScholar Tutors. How to Use These AP Calculus AB Practice Tests Knowing how to use each of these practice exams and quizzes will make your studying much more effective, as well as prepare you for what the real AP Calculus AB exam will involve. Below is a guide for when and how to use the resources, organized by semester. First Semester During your first semester of Calc AB, you don’t know enough material for it to be useful to take a complete practice exam. Therefore, you should spend this semester answering quizzes and free-response questions on topics you’ve already covered. You’ll probably want to begin answering practice questions about halfway through the semester. Free-Response Practice For free-response questions, use the official released free-response questions in the Official Resources section. Look through them to find questions you can answer based on what you’ve already learned. It’s best if you can take a group of them (up to six) together at a time in order to get the most realistic preparation for the real AP exam. It also helps to time yourself when answering these questions, particularly as it gets later in the year. On the real AP exam, you’ll have about 15 minutes to answer each free-response question, so try to answer practice questions under those same time restrictions. Multiple-Choice Practice For multiple-choice practice, take unofficial quizzes that letyou choose the subject(s) you want to be tested on. This will allow you to review content you’ve already learned and not have to answer questions on material you haven’t covered yet. The best resources for this are Albert and Varsity Tutorsbecause their quizzes are clearly broken up by specific subject. Sometimes the numbers can get overwhelming. Don't forget to take a break every now and then. Second Semester Second semester is when you can begin to take complete practice exams and continuing to review content you’ve learned throughout the year. Step 1: Take and Score Your First Complete Practice Exam Early on in this semester, when you have covered a majority of the content you need to know for the AP exam, take your first complete practice exam. This test should be taken in one sitting and with official timing rules (see how the AP test is formatted above). For this first practice test, I recommend using the Barron’s exam and saving the official practice exams for down the line. After you take this practice test, correct the exam and see what score you earned on the test. This is a good time to set a score goal if you haven’t already. The minimum score you should be aiming for is a 3, since this is the lowest passing score. However, if you scored a 3 or higher on this first practice exam, it’s a good idea to set your goal score even higher, to a 4 or 5. Getting a higher score on the AP Calculus AB exam looks more impressive to colleges, and it can sometimes get you more college credit. Step 2: Analyze Your Score Results After you’ve figured out your score, look over each problem you answered incorrectly and try to figure out why you got the question wrong. As you’re doing this, look for patterns in your results. Are you finding that you got a lot of questions on antiderivatives wrong? Did you do well on multiple choice but struggled with free response? Did you get slowed down by questions you couldn’t use a calculator to answer? Figuring out which problems you got wrong and why is the best way to stop repeating your mistakes and begin to make significant improvements. Don’t be tempted to skip this step! Step 3: Focus Your Studying on Weak Areas You should now have a good idea of what subject areas or skillsyou need to work on in order to raise your score.If there are specific content areas you need to work on, review them by going over your notes, reading a review book, and answering multiple-choice and free-response questions that focus specifically on those topics. If you’re struggling with your test-taking techniques, for example, running out of time on the exam or misreading questions, the best way to combat these issues is to answer a lot of practice questions under realistic testing conditions. Take timed quizzes or time yourself for quizzes that aren’t automatically timed. (On the real exam, you’ll get about two minutes for multiple-choice questions you can’t use a calculator to solve, a little more than three minutes for multiple-choice questions where you can use a calculator, and 15 minutes per free-response question.) Taking multiple practice quizzes and tests will help you become more familiar with the pacing needed for the AP exam. Step 4: Take and Score Another Practice Exam After you’ve identified your weak areas and spent time to improve them, it’s time to see how all your hard work paid off. Take and score another complete practice exam, timed and taken in one sitting. I’d recommend using either an official released practice exam or, if you want more recently-created questions, creating your own practice test by combining a set of unofficial multiple-choice questions (such as the Varsity Tutors or 4Testsexam) with a set of official free-response questions. If you choose the second option, you should have a total of 45 multiple-choice questions for the first part of the exam. As with the first test, this should be taken timed and in one sitting. When you take this second practice exam, remember that it won’t be formatted exactly the same way as the real AP test, wherethe multiple-choice and free-response sections will both be broken into two parts,only one of which you can use a calculator on. Step 5: Review Your Results to Determine Your Future Study Plan Now you’re able to see how much you’ve improved, and in which areas, since you took your first complete practice exam.If you’ve made improvements and have reached or are close to your target score, you may only need to do some light studying from now until the AP exam. However, if you haven’t made much improvement, or you’re still far from your score goal, you’ll need to analyze the way you’ve been reviewing and think of ways to improve. The most common reason for not improving is not actively studying, butonly passively leafing through your notes or reviewing missed questions. Even though it may seem to take a while, in the long run, carefully analyzing why you made the mistakes you did and devising ways to improve is really the only significant way to raiseyour score. As you’re studying, be sure to really understand exactly where you made a mistake for every practice question you answer incorrectly. Also, when you’re reviewing notes, pause every few minutes and mentally go over what you just learned to make sure you’re really retaining the information. You can repeat these steps as many times as you need to in order to make improvements and reach your target score. Studying WithAP Calculus AB Practice Exams: Key Tips It would be difficult to score well on the AP Calculus AB exam without completing anypractice exams.Official resources are the best to use, but there are plenty of high-quality unofficial quizzes and tests out there as well. During yourfirst semester, you should focus on answering free-response and multiple-choice questions on topics you’ve already covered in class. During your second semester, follow these steps: Take and score your first complete practice exam Analyze your score results Focus your studying on weak areas Take and score another complete practice exam Review your results to determine your future study plan What's Next? Now that you have your practice tests, do you want to know more about the AP Calculus AB Exam? Our guide explains the complete format of the test, the question types you'll see, and how to best prepare for the exam. (coming soon) How many AP classes should you take?Get your answer based on your interests and your college goals. Wondering how challenging other AP classes will be? Learn what the easiest AP classesareand what the hardest AP classes are so that you're prepared! Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Www.hl7.org Assignment Example | Topics and Well Written Essays - 500 words

Www.hl7.org - Assignment Example These terms have a special connotation in the HealthCare sector. Certification is essential factor for potential HL7 professionals as it enables them attain industry-recognized levels of knowledge and proficiency. Through tests, potential HL7 professionals are exposed and examine the current trends and emerging issues in the healthcare sector, a factor that augments their adeptness. The slogan â€Å"Unlocking the Power of Health Information† was formulated to harness the support of HIM professionals and everyone towards the elimination of ambiguity heath in information sharing and enhance interoperability and cooperative use of standards. It was also aimed at ensuring that health services are improved beyond the common deficient level. HIM professionals can participate in implementation and improvement of standards by equipping themselves and others with the appropriate knowledge that can help transform the healthcare sector. This can be accomplished by organizing training events, discussion forums and setting realistic

The Unglamorous Interface of an iPad Research Paper

The Unglamorous Interface of an iPad - Research Paper Example For some, it’s a declaration of who they are and what they can afford, but for most, it’s merely coping to the dictates of the society. With this virtue, capitalists please consumers by delivering the sleekest, fastest, and newest innovation on devices almost every week pushing their limits far from what used to be impossible and pulling its realization to the now. Who does not drool with the sight of an iPad, or with the sleeked digital SLRs in the market, or the sleekest smart phone? Who would not want a lifeline device that can answer any query or do things for you with just a touch of your hand? Man’s means comes way out of hand sometimes in order to meet an unachievable goal so as the capitalist’s aim to manufacture more even if this equates to considerably creating environmental of humanitarian damages. These electronic devices do not end up on the shelves of a gadget store in a whisk on the capitalist’s wand for the consumers to buy it. It go es to a tedious process of conceptualizing, engineering, manufacturing, and marketing. And like in any organization, this process can be echoed as a pyramid with the product on the high end exposed to the world of consumers and the manufacturers at the bottom kept hidden from everyone’s awareness (Lacy, p.32). ... As it proved to be a cost saving method, the giants seek suppliers from low-wage high-labor countries in Asia (Kwok, 776). In the beginning, it was seen as a win-win situation where companies attain their production goal at a very low cost while the labor country receives employment and compensation to salvage their economy. Yet, as time goes, this gratification became one sided tilting the better end to the capitalists and leaving the laborers on the grim end. It is with everyone’s knowledge that manufacturing evolves chemicals and materials that are damaging to the health of the people and the environment. Policies and regulations have been made to control this situation. Unfortunately, not every company placed this on their priority list. Just like the incidence that occurred in one of the factories in Chengdu, China, where a twenty-two year old man, named Lai Xiaodong, died from an explosion while at work due to combustion of chemicals. It is the factory that polished thou sands of iPad cases every day. Even the world’s mightiest company such as Apple cannot come clean when it comes to ethical issues of their manufacturing scheme. As the demands for the latest recline so as their demand for these manufacturers on the other side of the world. And meeting these demands is parallel to long working hours for the laborers, poor compliance of policies, risk of negligence in monitoring safety precautions and even sorting to usage of cheaper more volatile chemicals to lower the production costs (Duhigg, par.9). Above are the images of industrial districts of China depicting its hazardous consequence to the environment and its people (Lu Guang). â€Å"Apple never cared about anything other than increasing product quality and decreasing production cost†¦

In Spanish - Personajes Essay Example for Free

In Spanish Personajes Essay STELLA KOWALSKI La hermana menor de Blanche, aproximadamente veinticinco ai os y de una disposicii n que visiblemente la pone aparte de sus vecinos mi s vulgares. Stella posee la misma herencia aristocri tica que Blanche, pero se fue de Mississippi de Nueva Orleans. Alli , Stella se casi con la clase inferior Stanley, con quien ella comparte una relacii n sexual. La unii n de Stella con Stanley es animal, espiritual y violenta. Despui s de la llegada de Blanche, Stella se divide entre su hermana y su marido. Eventualmente, ella apoya a Stanley, quizi s en parte porque ella va a tener un niio de el. Mientras ella ama y compadece a Blanche, ella no puede creer las acusaciones de Stanley hacia Blanche. La negacii n al final de la obra muestra que tiene mi s en comi n con su hermana de lo que ella pensaba. HAROLD MITCH MITCHELL El compinche de Stanley, el colega, y el compinche de pi ker, que hace la corte a Blanche hasta que i l averigua que ella le miente sobre su pasado. Mitch, como Stanley, tiene alrededor de treinta ai os. Aunque i l sea torpe, sudoroso, y tenga intereses no refinados, Mitch es mi s sensible y mi s caballeroso que Stanley y sus otros amigos, quizi s porque i l vive con su madre, que se esta muriendo. Mitch no encaja en el hi roe caballeresco, en los suei os del hombre ideal de Blanche que vendri para rescatarla. Sin embargo, cuando el doctor se lleva Blanche contra su voluntad, Mitch es la i nica persona ademi s de Stella que se desesperan por la tragedia. Quizi s porque i l vive con su madre que muere, Mitch es perceptiblemente mi s sensible que otros amigos de pi ker de Stanley. Los demi s se meten con i l Mitch destaca sobre el comportamiento de los demi s. Mitch aparece ser un ser humano amable, bi sicamente decente de quiin, aprendemos en la Escena Seis, espera casarse y tener una mujer para poder presenti rsela a su madre. Mitch carece de la perspectiva romi ntica de Blanche y de la espiritualidad, asi como su entendimiento de poesi a y literatura. Ella juega con su carencia de inteligencia por ejemplo, cuando ella le habla en franci s porque ella sabe que i l no lo entenderi. Aunque ellos vengan de mundos completamente diferentes, Mitch y Blanche se unen por una necesidad comi n de compai erismo y apoyo, y ellos por lo tanto creen directamente el uno en el otro. Ellos tambii n descubren que han experimentado la muerte de un amado. La trampa en su relacii n sexual. Blanche repetidamente rechaza los afectos fi sicos de Mitch, rechazando dormir con i l. Una vez que i l descubre la verdad sobre el pasado sexual de Blanche, Mitch esti tan enfadado que la castiga. La diferencia de comportamiento de Stanley y Mitch es primordial, Mitch es caballeroso. Aunque i l desea y quiere dormir con Blanche, Mitch no la viola y se marcha cuando ella grita. Tambii n, las li grimas de Mitch delatan que se preocupa por ella. De hecho, Mitch es la i nica persona junto con Stella que parecen entender la tragedia de la locura de Blanche. EUNICE La amiga de Stella, vive n el piso de arriba, es linda, y es la casera. Eunice y su marido, Steve, representan la clase baja. Como Stella, Eunice acepta los afectos de su marido a pesar de su abuso fi sico hacia ella. Al final de la obra, cuando Stella cuestiona a posteriori su decisii n de quedarse con Stanley, Eunice prohi be que Stella haga preguntas sobre su decisii n y le dice que ella no tiene otra opcii n, si lo creer a Blanche. ALLAN GREY- El joven con aspiraciones poi ticas de quien Blanche se enamori y se casi. Una tarde, ella descubrii a Allan en la cama con un viejo amigo. Esa tarde, despuis de que ella anunciase su repugnancia de su homosexualidad, i l corrii fuera y se pegi un tiro en la cabeza. La muerte de Allan, marci el final de la inocencia sexual de Blanche, Ji VEN MENSAJERO- un adolescente que viene a la puerta de los Kowalskis cuando Blanche esta en casa sola. El muchacho se marcha desconcertado despui s de que Blanche le diera un beso apasionado de despedida. i l manifiesta la obsesii n de Blanche con la juventud y por lo visto le recuerda a su amor adolescente, el poeta joven Allan Grey, con el que ella se casi y perdii al suicidarse. El flirteo de Blanche con el joven manifiesta su preocupaciin sexual malsana por muchachos adolescentes. SHEP HUNTLEIGH un antiguo pretendiente de Blanche con el cual ella se encontri un ai o antes de su llegada a Nueva Orleans pasando las vacaciones en Miami. A pesar del hecho de que Shep esti casado, Blanche espera que i l le proporcione apoyo financiero y asi poder convencer a Stella para que escape de Stanley. Como la estabilidad mental de Blanche deteriora, su fantasi a de que Shep la salvara tambii n se desvanece. Shep nunca apareceri. STEVE el compinche de pi ker de Staley que vive arriba con su esposa, Eunice. Como Stanley, Steve es bruto, apasionado, fisicamente encaja como macho y marido abusivo. PABLO el compinche de pi ker de Stanley. Como Stanley y Steve, Steve es fi sicamente apto y bruto. Pablo es hispano, y su amistad con Steve, Stanley, y Mitch acenti a la naturaleza culturalmente de diversidad de la vecindad. Una Mujer Negra En la escena la mujer Negra se sienta sobre los pasos que se dirigen a Eunice cuando Blanche llega, y ella encuentra los gestos abiertamente sexuales de Stanley hacia Stella alegre. Mi s tarde, en la Escena Diez, nosotros la vemos apresurarse a travi s de la etapa por la noche como ella saquea el bolso perdido de una prostituta. EL DOCTOR En el final de la obra, el doctor llega para llevar a Blanche a una institucii n. i l y la enfermera parecen ser despiadados institucionales, pero, al final, el doctor aparece mi s amable. Esta imagen del doctor, iri nicamente conformara a las nociones de Blanche del caballero caballeresco del Sur que ofreceri su salvacii n. Una mujer mexicana vendedora de flores una vendedora de decoraciones mexicanas de entierro que Blanche la llama lastimera el pi rrafo de Flores los muertos, el que significa (piensa) Flores para los muertos. para muertos LA ENFERMERA Tambii n llamada la Matrona, ella acompaia al doctor para recoger a Blanche y traerle a una institucii n. Ella posee una manera severa, infemenina y tiene un talento para someter a pacientes histi ricos. SHAW un amigo, fuente para las historias del pasado de la mala reputacii n de Blanche en Laurel, Mississippi. Shaw viaja con regularidad por Laurel. LA PROSTITUTA los Momentos antes de que Stanley viole a Blanche, la pared trasera del apartamento de los Kowalskis se hace transparente, y Blanche ve a una prostituta en la calle siendo perseguida por un borracho masculino. La situacii n de la prostituta evoca el propio apuro de Blanche.

Acid Rain :: Free Essay Writer

Modern society is becoming overwhelmed with great amounts of pollution from cars, factories, and an overabundance of garbage. The immense amounts of sulphur dioxide emitted into the air causes high levels of acid in the atmosphere. When this sulphuric acid is absorbed into moisture in the air, poignant rainfalls can be damaging to the external environment. Acid rain is a serious problem with disastrous effects. Each day this serious problem increases. Many people believe that this issue is too small to deal with right now, but this issue should be met head on and solved before it is too late.   Ã‚  Ã‚  Ã‚  Ã‚  Acid rain is defined as any rainfall that has an acidity level beyond what is expected in non-polluted rainfall. Any precipitation that has a pH value of less than 5.6 is considered to be acid precipitation.   Ã‚  Ã‚  Ã‚  Ã‚  One of the main causes of acid rain is sulfur dioxide. Natural sources that emit this gas are volcanoes, sea spray, rotting vegetation, and plankton. However, the burning of fossil fuels, such as coal and oil, are largely to be blamed for approximately half of the emissions of this gas in the world.   Ã‚  Ã‚  Ã‚  Ã‚  Nitric oxide and nitric dioxide are also components of acid rain. Its sources are mainly from power stations and exhaust fumes. Like sulfur dioxide, these nitrogen oxides rise into the atmosphere and are oxidized in clouds to form nitric acid. Acid rain has drastic effects on our environment. It causes lakes and rivers to become acidic, killing off fish. Short-term increases in acid levels kill lots of fish, but the greatest threat is from long-term increases, which stop the fish reproducing. Plants and algae in lakes also suffer from increased acid levels. When the pH gets down to 4.5, virtually everything is dead.   Ã‚  Ã‚  Ã‚  Ã‚  How does acid rain affect humans? Among one of the serious side effects of acid pollution on humans are respiratory problems. The SO2 and NO2 emissions give rise to respiratory problems such as asthma, dry coughs, headaches, eye, nose, and throat irritations.   Ã‚  Ã‚  Ã‚  Ã‚  The best approach to acid rain is to reduce the amount of Nitrogen Oxides and Sulfur dioxides being released into the atmosphere. Fitting a catalytic converter to a car can reduce the emissions of nitrogen oxides by up to 90 percent, but they are very expensive, and cause more carbon dioxide to be released, which contributes to the greenhouse effect.   Ã‚  Ã‚  Ã‚  Ã‚  Sulfur Dioxide emissions from power stations can be reduced before, during, or after combustion.

Genzyme Corporation Essay

Genzyme has a tradition to be financed with equity. High equity ratio has advantages such as low agency costs related to debt, lower financial stress and more flexibility for management, which is especially crucial for start-up companies, such as in the early stage of Genzyme. However, besides losing the tax shield from debt, high equity financing leads to an increasingly diffused ownership, which would in turn causes problems such as shareholder – management principal – agent problem and asymmetric information problem. Principal – agent problem: As agent of the shareholder (principal), management should aim at maximizing shareholders’ value, i.e. the market value of the equity. However, management tends to serve its own interests. In order to make management act in line with the shareholders’ interest, agency costs of managerial incentives are induced. For Genzyme, to increase leverage is one way to reduce managerial incentives related agency costs . However, management generally does not prefer debt, since higher leverage implies higher risk for bankruptcy as financial distress increases with the leverage level. In order to mitigate this problem, Genzyme can try to offer compensation contracts which reflect compensation to the firm specific risks that managers are facing. This will make sure management to act in line with shareholders’ interest. Beside principal – agent problem, low debt equity ratio can also cause high adverse selection cost induced by asymmetric information. Asymmetric information problem: the separation of ownership and control of the firm will lead to asymmetric information problem. Management obviously has more information than shareholders and often will not disclose certain crucial information about firm’s strategic plans or operations. This will naturally have impact on the market value of a public traded firm like Genzyme. With asymmetric information, the market value of the firm might not reflect the true value of the firm. The market value tends to reflect a pooling equilibrium, because of high adverse selection. Fully separating equilibrium can only be obtained through firm’s sending unique, powerful but costly signals to the market. Therefore, Genzyme Corporation faces high signaling cost relat ed to adverse selection induced by asymmetric information problem. Debt again serves good to mitigate information asymmetry problem and to discipline management.

Introductory Awareness of Autistic Spectrum Conditions Essay

Complete write up re Autistic spectrum conditions. Include in this the difficulties that those with these conditions have and the behaviour they may exhibit. How do you support those with Autism, who else may be involved and how do you ensure effective communication with autistic people. Give actual exampls of your support where possible. Introductory awareness of autistic spectrum conditions. Autism is a developmental disability caused by neurological dysfunction. It affects the way a person understands and responds to the world, how they hear, see, feel, sense, perceive and interpret everything around them. This may affect how they eat, sleep, dress, work, spend leisure time etc. They are likely to have repetitive behaviour patterns and restricted repetitive interests. Individuals with an autistic spectrum condition can have difficulties with language and communicating with others and with social interactions and relationships because there is an impairment of 2 way verbal and non verbal communication and impairment of flexible thinking and social imagination. People with autism can often have accompanying learning difficulties but everyone with the condition shares a difficulty in making sense of the world. Inflexibility and restrictiveness in activities and interests can lead to a person on the autistic spectrum having difficulty relating to others and making friends, an inability to engage in imaginary play, it can lead to ritualistic behaviours , obsessions and fears. It is important to identify the person’s strengths and weaknesses, to use their strengths and interest and use positive approaches. It may be helpful to use social stories to facilitate social skills and to be structured, consistent and calm. It is important to recognise that each individual on the autistic spectrum has their own individual abilities, needs, strengths, preferences and interests so that a person centered shared means of communication can be identified. Autism is considered to be a spectrum because individuals differ in the expression and severity of their symptoms although underlying similarities are present such as concrete thinking, difficulty generalising, excessive anxiety and strong impluses and maybe difficulty with motor planning, organisation and sequencing. There is  generally some impairment of social interaction and of imagination. People on the Autistic spectrum can differ hugely in their abilities from being exceptionally intelligent, far above t he norm to having severely impaired intellect, this is why it is called a spectrum. Other conditions which may be association with ASD are Asperger’s Syndrome and Learning Difficulties. Many individuals with an autistic spectrum condition experience sensory difficulties so they may have a heightened sensory awareness so are not able to function in the same way as someone without the condition. Sensory overload is a common complaint of people with ASD and can lead to an inability to function if the noise is too loud or the light is too bright etc. Behavioural characteristics associated with autistic spectrum conditions are inappropriate eye contact, repetitive movement, stiffened motor control and literal interpretation. Individuals may exhibit such behaviours because they feel ‘safe’ when carrying out the repetitive movement and have a lack of social awareness so make inappropriate eye contact and may be very stiff in themselves because they lack a means of expressing themselves comfortably. They may also become highly stressed if routine is disrupted or sense are overloaded. If an individual is highly anxious or stressed it would be good to be able to find the stressor such as the noise being too loud or the light too bright and turn it off, it can help communication to mirror the person’s behaviour so if they are rocking, to do the same as a way of entering into communication with them, this can reduce their stress. Knowing the individual is the best way, using a person centered approach so that the response to calming them down is individual to their needs, I work with people with autism and after a while have noticed their triggers and how to calm them down such as taking them out for a walk and making sure that they have space to be on their own. Sometimes it is difficult to find a trigger for a display of anxiety and communication difficulties mean that the person is unable to say what is upsetting them so it is really important to notice what is going on ar ound and what may have changed in the environment that has upset them. It is also important to have in place structures and routines that match the individual’s wishes and needs as routine is highly important for most people with ASD, they need structure and to know what is happening next. It prevents anxiety and stress. The support network for an individual with ASD includes informal  support such as family and friends and the formal support network including carers, psychologists, ASD specialist, Advocates and Speech and Language therapists. It is important to involve families, parents and carers in supporting the individual in a person-centered way because everybody has different needs, wishes and abilities and just because someone is labelled as being on the autistic spectrum the support they require will differ immensely. Support should be consistent with routines adhered to and person-centered approach being taken. This can be achieved through asking myself continuously, what does this person need and want and how best can I support them to be well and happy. Using this approach and communicating with others about what the person’s stressors are and what they need helps to give the best support possible to the person. In order to contribute towards the learning of an individual with an autistic spectrum condition it is important to let them experience new things but try to avoid stressors as much as possible. Communication is a big part of learning and it helps when I use short direct sentences, simplify the task/ routine and break it down into small steps, talk quietly and calmly being aware of how I use my voice, give clear instructions saying exactly what is required and avoiding overload. It is important to try to gain the person’s attention first. It is important to be aware of the impact of my own verbal and non-verbal communication on an individual with an autistic spectrum condition because they may respond anxiously to certain things such as a loud voice or too much eye contact or standing too close so it is importa nt to notice what is going on both verbally and non verbally. The environment can affect communication for example if there is a lot of noise in the room the person may not be able to filter out that noise so it will be impossible to expect to get their attention or if they cannot concentrate because the light is too bright but they cannot say so. So it is important to try to identify these things in the environment to aid communication. In order to reduce barriers to communication with an individual it is important to notice anything with may be a stressor and to use a person-centered approach that is unique to that individual, it is important to make the person feel as safe and comfortable as possible so communication can be as good as possible. If the person cannot speak shared communication such as imitation or doing something with the person may help as this is a form of  communication too. I worked with an individual with autism and she enjoyed playing the piano and communicated non verbally that she wanted me to play the piano with her. Communicating through a shared interest can be very rewarding for both people. Visual communication aids are also important, they can be used to show the person’s daily routine and can be used by the individual to show whether they like or dislike something and can be used to indicate when an activity if going to change or end. It can relieve a lot of stress to the individual if they know what their routine is and what’s going to happen next. There are many people who could provide advice about effective communication with an individual and these can be both formal and informal supporters such as family and friends, support workers, speech therapists, psychologists and anyone who knows the individual and can provide insight into their likes, dislikes and the way they prefer to communicate.

Nguyen Meaning and Origin

Nguyen Meaning and Origin Nguyen is the most common surname in Vietnam and among the top 100 last names in the United States, Australia, and France. Meaning musical instrument and actually rooted in Chinese, Nguyen is an interesting name that youll encounter throughout the world. Alternate spellings include  Nyguyen, Ruan, Yuen, and Yuan. What Is the Origin of Nguyen? Nguyen stems from the Chinese word  ruan  (a string instrument that is plucked). In Vietnam, the family name Nguyen is connected to the royal dynasties. It is said that during the Tran Dynasty (1225–1400), many members of the Ly family of the prior dynasty changed their name to Nguyen to avoid persecution. The Nguyen family had a place of prominence as early as the 16th century, but they would rule during the last of the dynasties. The Nguyen Dynasty lasted from 1802 until 1945, when Emperor Bao Dai abdicated. By some estimates, approximately 40 percent  of Vietnamese people have the surname Nguyen. It is, without a doubt,  the most common Vietnamese family name. Nguyen can be used as a first name as well as a surname. Also, keep in mind that in Vietnamese it is traditional for the surname to be used before an individuals given name. Nguyen Is Common Worldwide Nguyen is the seventh most common family name in Australia, the 54th most popular in France, and the 57th most popular surname in America. These statistics may be surprising until you recall the relationship each country has had with Vietnam. For instance, France had colonized Vietnam as early as 1887 and fought the First Indochina War from 1946 until 1950. Shortly after that, the U.S. entered the conflict and the Vietnam War (or Second Indochina War) began. These associations led many Vietnamese refugees to immigrate to both countries during and after the conflicts.  Australia saw an influx of refugees after the second of these wars when the country revised its immigration policy. Its estimated that nearly 60,000 Vietnamese refugees settled in Australia between 1975 and 1982. How Is Nguyen Pronounced? For native English speakers, pronouncing the name Nguyen can be a challenge. Since its such a popular name, though, learn how to say it as best as you can. The most common mistake is to pronounce the y. The best way to explain the pronunciation of Nguyen is as a single syllable: ngwin. Say it fast and dont emphasize the letters ng. It really helps to hear it out loud,  such as at  this YouTube video. Famous People Named Nguyen Damien Nguyen- U.S. actorScotty Nguyen- professional poker playerDat Nguyen- U.S.  football player Nguyen Sinh Cung- Ho Chi Minhs birth name

A List of French Verbs With Correct Prepositions

A List of French Verbs With Correct Prepositions Many French verbs require a certain preposition in order for their meaning to be complete. Some of the verbs are followed by prepositions or de and others by no preposition at all. There is no apparent grammar rule to which verbs require a preposition and which do not, so it is a good idea to memorize the ones that do have a preposition attached.   The list below is organized alphabetically and includes verbs with prepositions. The prepositions are in italics to make them easy to spot. Abbreviation Key: In the French,  quelque chose is listed as qqch and  quelquun is written qqun, and in the English, someone is  s-o  and something is  s-t . French Verbs With Prepositions, A to C (sarbriter croire) sabriter contre (le vent) - to take shelter against (the wind)accepter de - to accept, agree toaccuser (qqun) de - to accuse (s-o) ofacheter - to buy fromacheter (qqch) sur le marchà © - to buy (s-t) at the marketachever de - to finishagir en - to act like/assagir de - to be a question ofaider - to help toaller - to go, to be going toaller vers (midi) - to go at around (noon)aller vers (Nice) - to go toward (Nice)samuser infinitive - to amuse oneself ___-ingapercevoir - to perceive, catch sight ofsapercevoir de - to noticeapprendre - to learn how tosapprà ªter - to get ready tosapprocher de - to approachapprouver - to approve ofappuyer sur (le bouton) - to press (the button)appuyer sur (le mur) - to lean on (the wall)sappuyer contre (un arbre) - to lean against (a tree)arracher - to grab, tear away from(s)arrà ªter de - to stop ___-ingarriver - to manage/succeed in ___-ingarriver de (Paris, Canada) - to arrive from (Paris, Canada)arriver par - to succeed through/byarriver sur (midi) - to arrive at around (noon)sasseoir contre (son ami) - to sit next to (ones friend)assister (la rà ©union) - to attend (the meeting)sassurer contre (lincendie) - to insure against (fire)attendre - to wait forsattendre - to expect tosautoriser - to authorize / allow toavertir de - to warn aboutavoir - to have to / be obliged toavoir beau (jai beau essayer) - despite doing (despite trying)avoir besoin de - to needavoir confiance en - to trustavoir envie de - to wantavoir peur de - to be afraid of ___-ingse battre contre - to fight againstblà ¢mer de - to blamese blottir contre (sa mà ¨re, son chien) - to cuddle up next to (ones mother, dog)boire qqchose dans (une tasse) - to drink something out of (a cup)casser en (morceaux, trois) - to break in(to) (pieces, three)cesser de - to stop, cease ___-ingchanger de (train) - to change (trains)se changer en - to change intochercher - to look forchercher - to attempt tochercher dans (la boà ®te) - to look in (the box)chois ir de - to choose tocommander ( qqun) de faire - to order (someone) to docommencer - to begin to, to begin ___-ingcommencer par - to begin by ___-ingcompter - to expect, intendcompter pour - to be worthcompter sur - to count onconcentrer sur - to concentrate oncondamner pour (meurtre) - to sentence for (murder)conseiller - to adviseconseiller qqun de faire qqch - to advise someone to do somethingconseiller de - to advise toconsentir - to consent tose contenter de - to be happy ___-ingcontinuer /de - to continue to, to continue ___-ingconvenir - to please, to be suitable forconvenir de - to agree toconvertir qqch en - to convert s-t intocopier sur qqun - to copy from s-ocouper en (deux) - to cut in (two)courir - to run (to do something)courir dans (lherbe) - to run through (the grass)coà »ter dans (les cent euros) - to cost about (100 euros)craindre de - to fear ___-ingcraindre pour (sa vie) - to fear for (ones life)creuser pour - to dig forcroire - to think, believecroire - t o believe somethingcroire en - to believe incroire qqun sur parole - to take someones word French Verbs With Prepositions, D to I (daigner inviter) daigner  - to deign todà ©cider (qqun)   - to persuade (s-o) todà ©cider de  - to decide tose  dà ©cider   - to make up ones mind todà ©fendre (qqun)  - to forbid (s-o)dà ©fendre   qqun  de  faire  qqch  - to forbid s-o to do  s-tdà ©fendre de (qqch)  - to forbid (s-t)se  dà ©guiser en  - to disguise oneself asdemander  - to ask fordemander (qqun)  - to ask (someone)demander (faire  qqch)  - to ask (for permission to do something)demander   qqun  de  faire  qqch  - to ask s-o to do  s-tse  dà ©pà ªcher de  - to hurry todà ©pendre de  - to depend ondà ©plaire   - to  displease / be  displeasing todà ©ranger  qqun  de  - to bother s-o todescendre  - to go down(stairs)dà ©sirer  - to wantdà ©sobà ©ir   - to disobeydà ©tester  - to hatedevoir  - to have to, be obliged todire   (qqun)  - to say to, to tell (s-o)dire   qqun  de  faire  qqch  - to tell someone to do somethingdirige r  son attention  sur  - to direction ones attention tose  diriger  vers  - to move toward/make/head fordonner  qqch  - to give somethingdonner  qqch  contre  - to give something in exchange fordonner  qqch  Ã‚  qqun  - to give s-o s-t, to give s-t to  s-odonner  sur  - to overlook, open ontodormir  (la  nuit) - to sleep (at night)douter  de  - to doubtà ©changer  qqch  contre  qqch  - to exchange something for s-t elseà ©couter (la radio)  - to listen to (the radio)à ©crire en (encre, franà §ais)  - to write in (ink, French)à ©crire  sur  - to write aboutsefforcer  de  - to endeavor toemmener  - to takesemparer  de  - to grabempà ªcher de  - to prevent, keep from ___-ingsempresser  de  - to hurry toemprunter  un livre   qqun  - to borrow a book from  s-oencourager  qqun  Ã‚  faire  - to encourage s-o to dosendormir  sur  (un livre, son travail)  - to fall asleep (over a book, at work )sengager  Ã‚  - to get around toennuyer  qqun  de  - to bother/upset s-o toenseigner  Ã‚  - to teach toentendre  - to hearentrer  - to enter (in order to do something)entrer  dans  - to enterenvoyer  (qqch) (qqun)  - to send (s-t) to (s-o)envoyer  chercher  - to send foressayer  - to try onessayer de  - to try tosà ©tendre  sur  - to spread out oversà ©tonner de  - to be astonished byà ªtre  Ã‚  - to belong toà ªtre censà ©Ã‚  - to be supposed toà ªtre en colà ¨re  contre  - to be angry atà ªtre pour  - to be in favor ofà ªtre vers (Paris, 3h00)  - to be around/near (Paris, 3:00)sexcuser  de  - to apologize for ___-ingse  fà ¢cher  contre  - to get mad atfaillir  - to almost do somethingfaire   infinitive  (causative) - to cause tofaire  attention  Ã‚  - to pay attention tofalloir  (il  faut)  - to be necessary tofà ©liciter  qqun  de  - to congratulate s-o for/onfermer  la  porte  sur  soi  - to close the door behind oneselfse  fier   (qqun)  - to trust (s-o)se  figurer  - to imagine, picturefinir  de  - to finish ___-ingfinir  par  - to end up ___-ing / to finally do  s-tfouiller  dans  (qqch)  - to look through (s-t)goà »ter   qqch  - to taste somethinggrignoter  qqch  - to nibble on, eat away at somethinggronder  de  - to scold for ___-inghabiter  ()  - optional preposition - to live inhabiter  par (ici)  - to live around (here)shabituer  Ã‚  - to get used tose  hà ¢ter de  - to hurry tohà ©riter de (qqch  /  qqun)  - to inherit (s-t / from s-o)hà ©siter   - to hesitate toignorer  - to be unaware ofsimaginer  - to imagineinterdire  Ã‚  - to forbidinterdire  Ã‚  qqun  de  faire  qqch  - to forbid s-o to do  s-tsintà ©resser   - to be interested ininterroger  qqun  sur  qqch  - to question s-o about  s-tinviter (qqun)   - to invite (s-o) to French Verbs With Prepositions, J to P (jeter punir de) jeter (qqch)   - to throw (s-t) tose jeter sur qqun  - to throw oneself upon someonejouer  Ã‚  - to play (a game or a sport)jouer de  - to play (an instrument)jouir de  - to enjoyjurer par  - to swear bylaisser  - to allowlaisser pour (mort)  - to leave for (dead)lire dans (le journal)  - to read in (the paper)loucher sur  - to oglemanger dans la main qqun  - to eat out of someones handmanger dans lassiette  - to eat off of a platemanquer  Ã‚  - to miss someonemanquer de  - to neglect, fail to (do s-t), to lackse mà ©fier de  - to distrust, beware ofmà ªler   - to mingle with / to join inmà ©riter de  - to deserve tomà ©surer en (mà ¨tres)  - to measure in (meters)mettre  - to put onmettre son espoir dans  - to pin ones hopes onse mettre   - to start, set about ___-ingse mettre contre le mur  - to stand against the wallse mettre en colà ¨re  - to get madse mettre en route  - to set outmonter  - to go up, climbse moquer  de  - to make fun ofnier  - to denynuire   - to harmobà ©ir   - to obeyobliger   - to oblige toobtenir qqch par  - to obtain something bysoccuper de  - to be busy withoffrir de  - to offer toordonner qqun de faire qqch  - to order s-o to do s-toser  - to dareoublier de  - to forget toparaà ®tre  - to appear, seempardonner   - to pardon, forgiveparler   - to talk toparler de  - to talk aboutparler pour  - to speak on behalf ofpartir  dans (10 minutes)  - to leave in (10 minutes)partir dans (les montagnes)  - to leave for (the mountains)partir de  - to leavepartir pour  - to leave for/be off toparvenir   - to succeed in ___-ingse  passer  de  - to do withoutpasser du temps   - to spend time ___-ingpayer (le repas)  - to pay for (the meal)payer pour (qqun)  - to pay for (someone)se pencher pour  - to bend down in order topenser  faire  - to plan on, intend topenser   - to think about (imagine)penser de  - to think about (o pinion)perdre du temps   - to waste time ___-ingpermettre   - to permit(se) permettre de  - to allow (oneself) topermettre qqun de faire qqch  - to allow s-o to do s-tpersister   - to persist in ___-ingpersuader de  - to persuade tose plaindre de  - to complain aboutplaire   - to please / be pleasing tose plaire   - to take pleasure in ___-ingpleurer  - to cry aboutpleuvoir dans (la France)  - to rain in (France)pousser (qqun)   - to push/urge (s-o) topouvoir  - to be able toprà ©fà ©rer  - to preferprà ©fà ©rer ___ ___  - to prefer ___ to/over ___, to like ___ more than ___prendre  garde de  - to be careful not toprendre le parti de  - to decide toprendre modà ¨le sur qqun  - to model oneself on someoneprendre qqch dans (une boà ®te)  - to take s-t from (a box)prendre qqun par (la main)  - to take s-o by (the hand)se prà ©parer   - to prepare oneself tose presser de  - to hurry toprà ©tendre  - to claimprier  - to pray top rier de  - to beg toprofiter   - to benefit / be profitable toprofiter de  - to make the most ofpromettre qqun de faire qqch  - to promise s-o to do s-tpromettre de  - to promise toproposer de  - to suggest ___-ingpuer  - to stink ofpunir de  - to punish for French Verbs With Prepositions, Q to V (questionner voyager) questionner qqun sur qqch  - to question s-o about s-tquà ªter pour (les orphelins)  - to collect for (orphans)recommencer   - to begin ___-ing againrecompenser de  - to reward forrà ©flà ©chir   - to consider ___-ingrà ©flà ©chir sur  - to think about, reflect uponrefuser de  - to refuse toregarder  - to watch, look atregarder dans (la boà ®te)  - to look in (the box)regarder vers (le sud)  - to face/look (south)rà ©gner sur  - to reign overregretter de  - to regret ___-ingrejeter une faute sur qqun  - to place the blame on someoneremercier de  - to thank for ___-ingremercier pour  - to thank forse rendre compte  de  - to realizerenoncer   - to give up ___-ingrentrer  - to go homerà ©pondre   - to answerrà ©sister   - to resistressembler   - to resembleressembler par  - to resemble due torester sur la dà ©fensive  - to stay on the defensiverester sur ses gardes  - to keep ones guard upretourner  - to return, go backrà ©u ssir  - to make a success of, to pull offrà ©ussir   - to succeed in ___-ingrà ©ussir lexamen  - to pass the testrevenir  - to come backrevenir sur (un sujet)  - to go back over (a topic)rà ªver   - to dream of ___-ingrà ªver de  - to dream of ___-ingrire de  - to laugh atrisquer  - to risk (something)risquer de  - to risk ___-ingsauter sur une occasion  - to jump at an opportunitysavoir  - to know howsembler  - to seemsentir  - to feel, to smell (of)serrer la main (qqun)  - to shake hands with (s-o)serrer qqun contre sa poitrine/son coeur  - to hug someoneservir  - to serveservir   - to be used as/forservir de  - to put to use asse servir de  - to make use ofsigner pour (quelquun)  - to sign on behalf of (someone)soigner  - to take care ofsonger   - to dream / think ofsopposer   - to opposesortir  - to go out (in order to do something)sortir par (la fenà ªtre)  - to leave by (the window)se soucier de  - to care aboutsouha iter  - to wishse souvenir de  - to remembersubir  - to be subjected tosuccà ©der   - to succeed, followsupplier de  - to be / beseechsurvivre   - to survivetà ¢cher de  - to try totarder   - to delay / be late in ___-ingtà ©là ©phoner qqun  - to calltà ©là ©phoner qqun de faire qqch  - to call s-o to do s-ttà ©là ©phoner pour (le problà ¨me)  - to phone about (the problem)tenir  Ã‚  - to hold (s-o) to, to insist on ___-ingtenir de  - to take after, resembletirer sur  - to shoot attourner sur (là ©glise, la droite)  - to turn (toward the church, right)tourner vers (la droite)  - to turn to (the right)traduire en (franà §ais)  - to translate into (French)traduire vers (le franà §ais)  - to translate into (French)transformer qqch (en qqch)  - to change s-t (into s-t)travailler pour  - to work forse tromper de  - to mistaketroquer qqch contre qqch  - to swap something for s-t elsevaloir mieux  - to be preferablese vendre en (b outeilles)  - to be sold in (bottles)venir  (dà ®ner, aider)  - to come (for dinner, to help)venir   - to happen tovenir de  - to have just (done s-t)venir par (la cà ´te)  - to come along/by (the coast)vivre dans (la misà ¨re, la peur)  - to live in (poverty, fear)vivre de (ses rentes)  - to live on (ones income)voir  - to seevoter contre  - to vote againstvoter pour  - to vote forvouloir  - to wantvoyager en (train, taxi)  - to travel by (train, taxi)

What strategic influence does Special Operations have Research Paper

What strategic influence does Special Operations have - Research Paper Example This research aims at analyzing the nature and the characteristics of special operations and the strategic influence that they have on the target population. Special operations demand the use of special methods of employment, special techniques, tactics, procedures as well as equipment. Special operations acquire significance in harsh environments characterized by high level of hostility, denial and environments that are most sensitive politically or diplomatically. These operations are thus more time sensitive and concealed in nature. Special operations according to Derek (2006, 149) have lower visibility, work in collaboration with local forces and require greater regional point of reference as well as cultural proficiency. Special operations require very high level of intelligence and the intelligence organ must have a good understanding of the major activities. It must be capable of approving all the logistical requirements within the shortest time possible, which is usually within a span of fifteen days. The communication system has to be significantly efficient to ease collection of information from the ground as well as coordination within the staff members involved to arrive at the best solution for the prevailing situation. In operating in remote areas, according to Derek (2006, 252) special operations mostly require the use of long range and surface oriented combined firing support. With special operations, offensive actions can be either by seizing the core facilities of the people as a piece of the wide operation or utilizing a guerilla war tactic of hitting and running away to cool the chosen targets. Even though the other ordinary units are capable of carrying out such operations, special units perform with greater precision thus yielding better results. Special Forces are also capable of conducting such operations in areas where the other ordinary units cannot reach. A common characteristic of special operations is effectiveness in terms

Bobby and the Role of Women in Burning Chrome by William Gibson Essay

Bobby and the Role of Women in Burning Chrome by William Gibson - Essay Example The Burning Chrome by Gibson has featured women in the entire piece. Bobby, a character in the Burning Chrome uses women according to his desires and plans. He has been described as having a new woman every few days. Bobby uses women in a specific manner. Bobby uses women for his personal gain. He uses them as assets when he realizes that they offer certain opportunities for his own growth. As stated in the work, â€Å"†¦Bobby read his future in women; his girls were omens, changes in the weather, and he'd sit all night in the Gentleman Loser waiting for the season to lay a new face down in front of him like a card†¦Ã¢â‚¬  (Gibson 189). Bobby was on between the two hackers who act as the main characters in the story. Bobby Quine is an expert dealing with software issues while Automatic Jack deals with hardware issues. Also important in the story is Rikki who is a girl that Bobby has become infatuated with and wants to use her to get what he wants. Gibson establishes a dis tinctive insignia by writing about the matrix simulator and techno-centaur disguising Jack Automatic. He also writes about Rikki Wildside and her Zeiss Ikon eyes, boutique and Simstim deck. Gibson does not leave out an aspect of world war III, an event he puts as a past event but featuring a puppet house where women worked as prostitutes for three-hour shifts (Gibson 190). Bobby Quine and Jack Automatic exhibit emotion and vestigial morality as they hack into Chromes computer system. They steal from the child-faced witch who has cold gray eyes and destroy her power base to an extent that she cannot use the power anymore (Cavallaro 90). They also destroy her by completely by sapping off her ability to defend herself against her enemies. Bobby is a schemer and a strategist. Bobby together with jack use their computer literacy prowess to exploit women and take advantage of their powers and strengths. Bobby and Jack use Rikki Wildside because they have realized an opportunity of exploit ation in her. Rikki is a prostitute who offers her services at the puppet house to get money so that she could buy a fashionable pair of new eyes. She also intends to make enough money so that she can fly to Hollywood and become a Simstim star. Jack bought a virus-program from Russia from Finn, who also bought it from someone. It is from this scenario that we learn that the person killed the original thief who had stolen the program from the owner. Bobby hacks into Chrome's computer system using that program (Cavallaro 92). He then makes use of the communication web to interfere and change the flow the communication web. Meanwhile jack encourages Bobby to hack into Chrome’s computer. As stated in the story, â€Å"†¦but Bobby was already there, leaning forward to drive the Russian program into its slot with the heel of his hand. He did it with the tight grace of a kid slamming change into an arcade game, sure of winning and ready to pull down a string of free games. A si lver tide of phosphenes boiled across my field of vision as the matrix began to unfold in my head, a 3-D chessboard, infinite and perfectly transparent. The Russian program seemed to lurch as we entered the grid†¦Ã¢â‚¬  (Gibson 195) Jack helps Bobby in his schemes taking advantage of the trust and love of women to him, for his gain. Jack betrays his friend Bobby by having an affair with Rikki who is in a love relationship with Bobby. Rikki also betrays her Bobby and Jack by working as a prostitute and

Lao-Tzu or Kafka Essay Example | Topics and Well Written Essays - 500 words

Lao-Tzu or Kafka - Essay Example After understanding self, it is important for the individual to understand other humans and live with them in harmony. But the ultimate understanding comes when the individual understands the universe and nature and learns to live according to the universal rules of nature. He has connected unrelated things like nature and warfare with complete success. â€Å"Therefore a wise prince, marching the whole day, does not go far from his baggage wagons. Although he may have brilliant prospects to look at, he quietly remains in his proper place, indifferent to them. How should the lord of innumerable chariots carry himself lightly before the kingdom? If he do act lightly, he has lost his root; if he proceed to active movement, he will lose his throne†. The life and work of Lao were very closely connected to the above Biblical proverb as he was a man of wisdom and he stressed the importance of wisdom and understanding all his life. His work Tao Te Ching, which meant ‘The Law of virtue and its way’, is a testament of wisdom and understanding. Lines like the following are the embodiment of wisdom and understanding of all the elements. Lao commended the sage who has all the understanding and wisdom; but never makes an exhibition of it. He can command people and make things happen without using any speech and this is done on the strength of his wisdom and understanding of human nature. His following words show perhaps the most understanding sentence of life: â€Å"  Heaven and earth do not act from any wish to be benevolent; they deal with all things as the dogs of the grass are dealt with. The sages do not act from any wish to be benevolent; they deal with the people as the dogs of the grass are dealt with.† http://www.wsu.edu/~dee/CHPHIL/LAOTZU.HTM He argued that from wisdom comes humility devoid of all self importance. With the understanding of human nature and the nature around us, we attain humble command

Airport Security Recruitment

Airport Security Recruitment 1. Introduction The Recruitment of personnel is a very important task which in larger organizations is usually conducted by a Human Resource department or in smaller organizations by the responsible individual, either way it is very important to make the right decision in the selection process since mistakes can have catastrophic consequences for the organization. If the recruitment and selection process is poorly conducted meaning that the wrong candidate has been employed can result in long lasting damage caused by the employee. The employee could spoil relationships with customers and suppliers, negatively affect the production and the quality of service and even influence the commitment of colleges. In the extreme case mistakes in the recruitment and selection process could result in the bankruptcy of the company. (Dale, 2003) Due to the threat of criminal acts and terrorism imposed on air travel, companies in the aviation industry face many regulations which intend to regulate the effectiveness and contribute to the safety of air travel. Employees in this industry often operate very sensitive and expensive equipment therefore governments and Airport operators require employees to undergo a variety background checks to ensure, as good as possible, that the individual has no intention to misuse his privileges of employment for any criminal activity. Some countries even require background checks which include biometric data such as fingerprints and the scanning of facial features to verify the employees identity. (Wells Young 2004; Kenneth 1991) Companies are facing difficulties associated with criminal acts and terrorism. If an employee misuses his access to the secure area to commit a crime which can cost the lives of humans the employer could be sued for compensation as well negligent hire. In addition, in such a case, authorities might question the companies reliability and thoroughness and might put the company out of business. Customers might question the reliability and the quality of service provided which can easily lead to the failure of the business. not to mention ethical issues when it comes to the lives of people. Recruiters have to face such issues when searching for new employees. A mistake in the recruitment process can not only lead to the failure of the business but can also cost lives of human beings. 1.1 Research Questions This Thesis ojective is to: Examine which channels are being used for the recruitment of personnel in the secure area of airports? Find out if background checks are being conducted in excess of the Zuverlassigkeitsuberprufung required by law? And weather or not the mandatory background checks have an influence on the selection of the recruitment channels? 2 Setting the Scene 2.1 Airport Environment The airports are in many ways unique environments. Airlines transport passengers and cargo from and to nearly every part of the world. Thousands of passengers and tons of cargo need to be handled and processed as fast, effective and safe as possible. It is therefore very important to coordinate all ground handling procedures as effective as possible. Many Airlines have outsourced their ground handling to save costs. This led to the fact, that many firms offer ground services such as loading, boarding, check-in or catering as well as maintenance service and provide aircrews with briefing information and documentation needed to conduct their flights. Airports are home to not only airlines but as a result of the outsourcing of the various services airlines need, many businesses have developed, providing equal services that their customers request. Especially at major airports airlines can chose from a number of companies providing ground handling services. This leads to another special characteristic of the work at airports, since various companies provide their services and products for their customers (Airlines) working in a relatively small area. It is well possible that a companies biggest competitor is located just next door and both their employees share the same facilities such as dining rooms etc. 2.2 Different Areas at airport According to Wells Young (2004) the Airport premises can be categorized into 6 areas. The public area of an airport is freely accessible for everyone. This area usually includes parking lots, terminal lobbies, Check-in areas, Passenger pick up areas and the curb frontage. The air operations area (AOA) is defined as all areas where aircraft movement takes place including taxiways, runways and aircraft parking areas. The area where movement of passengers ,baggage or cargo between aircrafts and the Terminal building take place is referred to as the secure area. The sterile area can be accessed by passing the passenger checkpoints. Therefore this area is accessible for the public but each individual and his or hers property will be inspected by security personnel. This area includes duty free shops, restaurants etc and boarding areas. SIDA is short for security identification display area and defines the area within which all persons must display the required identification or be accompanied by an authorized individual. Usually the SIDA includes the air operation area as well as the secure area. 2.2 Threat of criminal activity and Terrorism Terrorism is defined by the US Department of Defense as the unlawful use of or threatened use of force or violence against individuals or property to coerce or intimidate governments or societies, often to achieve political, religious, or ideological objectives (Martin 2006). Furthermore does Criminal activity include acts of assault, theft, and vandalism against passengers and their property, aircraft, and all airport facilities (Wells Young 2004). The first act associated with terrorism occurred in 1930 when Peruvian revolutionaries took over the control of an Pan American mail plane with the intention to drop propaganda leaflets over Lima (US Centennial of Flight Commission). In the five years between 1968 and 1972 acts of terrorism in the form of hijacking were at its peak. During that time the U.S. Department of Transportation recorded 364 Hijackings worldwide. In recent history terrorism has taken an even more threatening shape. On September 11th 2001 four commercial airliners were hijacked of which three were intentionally piloted into the two Towers of the World Trade Centre and the Pentagon (Security Council, 2001). The Hijackers managed to take weapons through the passenger security check points and onto the aircrafts. As a result of these horrible attacks almost 3000 people, mostly civilians lost their lives. (CNN, 2006) These attacks clearly show what effect a breach in security can have. With over a thousand flights a day transporting approximately 45 million passengers per year, JFK International Airport in New York is one of the busiest in the world. In June 2007 four individuals have been charged with conspiring to attack the JFK International Airport in New York. Their intention was to bomb the Terminal building, the jet fuel reservoirs and a fuel pipeline. The four individuals belonged to an extremist group based in Trinidad. One of them is a former JFK Airport employee who worked for a cargo Handling company with access to the secure area of the airport. Different law enforcement agencies have observed these men and seven additional individuals who they believed to be compliances for a period of 18 months. Fortunately this suspected terrorist plot was at an early stage of planning their attacks and were stopped early enough. (CBS) This case is a clear example of how legal employment and its privileges can be misused for criminal activity and terrorist acts. The Aviation and Transportation Security Act (ATSA) was signed resulting from the attacks on September 11, 2001 which implemented the creation of the Transportation Security Administration (TSA) in the USA. Its objective was and still is together with the Federal Aviation Administration (FAA) to increase airport and aviation security. Their work and changes in restrictions and safety recommendation have also affected Air Transportation in many other countries such as all over Europe (Wells Young 2004). As the previous examples show, terrorism is a realistic and constantly present threat which Aviation security has to deal with. 2.4 Problems of airport regulatory policies All airport operations are subject to national, state and local laws. Since these laws can vary within countries and regions it affects the airport operations respectively (Wells Young 2004). In addition, many organisation have formed over the past decades that influence airport policies to a local and even international extend. The Federal Aviation Administration (FAA) was born in 1967 but has existed in a different form since 1933. Its purpose is to improve the safety and efficiency of aviation primarily in the United States but its restrictions and recommendations influence Air travel on a worldwide basis (Federal Aviation Administration). The body of the Joint Aviation Authorities represents the aviation authorities of the European States and was founded in 1970, originally named Joint Airworthiness Authorities and received its current name in 1990. Its objectives are similar to those of the FAA with an emphasise on International Standardisation and a tighter co-operation with the FAA as well as the ensuring of fair and equal conduct of business in the industry (Joint Aviation Authorities). The International Civil Aviation Organisation (ICAO) was established 1944 with the objective to enhance the cooperation between member states. Its major concerns are the regulation of technical issues such as navigational rules. The ICAO currently counts 190 members (International Civil Aviation Organisation). Even though aviation including airport operations underlies the laws of each country individually the organisations mentioned above have a great influence on the day to day operations civil aviation and determine to a large degree how all aviation related processes are conducted. 3 Literature Review Definitions Recruitment is defined as the set of activities and processes used to legally obtain a  sufficient number of qualified people at the right place and time so that the people and the  organisation can select each other in their own best short and long term interests (Schuler Randall 1987). Recruitment is defined as the Process of identifying the best-qualified candidate from within or outside of an organization for a job vacancy, in a most timely and cost effective manner(Businessdictionary.com). The process of Selection which is often integrated in the Recruitment process is the action of choosing suitable candidates from among the potential candidates previously determined (The Times 100). 3.1 Range of Recruitment Channels: 3.1.1 Introduction When an organization is in need of employees it has different recruitment channels available. In general one has to differentiate between internal and external recruitment of personnel. The following describes the mostly used recruitment channels available to most organization to fill an open post. 3.2 Internal Recruitment Internal recruitment is the promotion of a job vacancy inside the organization. This channel of recruitment can take the shape of posting the job vacancy in the company or transferal of existing personnel. (Dessler 2000) There is a range of advantages associated with internal recruitment. In the case of promotion the job applicant is already known to the organization and the management is in most cases aware of his abilities and skills. Furthermore it is usually easier to train staff which has been working in the company before because of the familiarity to the companies` environment and its day to day operations. In addition, transferring existing personnel is cheaper and less time consuming than the recruitment through external sources and the transferal can increase the motivation of the employee which in return results in an increase in the quality of performance of the respective employee. Disadvantages associated with internal recruitment could be that due to a limited quantity of employees the organization might be unable to find a suitable candidate for promotion. Another problem can occur if through promotion of existing personnel the initial position becomes vacant and personnel is missing at another level in the organization. (Richardson 2006) 3.3 External Recruitment External Recruitment can either be formal or informal. Formal recruitment channels have the characteristic that the recruiting company and the applicant have no previous connection. Examples for external, formal recruitment are advertisements in newspapers Journals or magazines as well as Temporary work agencies and Recruitment Agencies along with Recruitment Fairs. (Richardson 2006) Informal Recruitment on the other hand does not reach as much potential applicants as the formal way. The employer usually has knowledge of the applicant as in the case of re-hiring former employees or in the case of a referral from a current employee.(Richardson 2006) 3.3.1 Print media: When recruiters choose print media to advertise a job vacancy they have the option to choose between local or national newspapers or Trade and Professional journals. Each of the ones mentioned above usually tend to have certain advantages and disadvantages depending on the advertised job. Ads being places in local newspapers tend to be cheaper than in the local press but on the other hand national newspapers therefore have higher circulation and cover a wider geographical area than local newspapers. Newspapers often tend to attract elderly people because of their relative unfamiliarity with the internet as an alternative resource, therefore newspapers often display advertisements for senior positions (Dale, 2003; Roberts, 2000). If a company intends to attract applicants with specific skills or knowledge placing the ad in a specialist periodical or trade journal seems appropriate since these journals are more likely to be read by individuals with the respective professional background which helps to target the intended group of people (Roberts, 2000). 3.3.2 Word of mouth recruitment According to Dale (2003) who is supported by Cook (1988) claims that many employees get into touch with other employees and after their dismissal from the company they remain in touch with their former colleagues due to same job interest or for other reasons, this gives employers the chance to recruit personal from this source. If a current employee becomes aware of a job vacancy within the company, he might forward this information to former colleagues he has worked with in the past. This applies to the recruitment of personnel for all hierarchical levels within organizations. A major advantage when using this channel is that the promoted colleague (applicant) has often worked in the industry before and matches the advertised criteria pretty well and the costs of using this channel are very low for the company compared to other channels. 3.3.3 Internet The use of the internet to recruit personnel has increased tremendously when compared to the time ten years ago. The advantages seem obvious as the recruiters can reach potential applicants almost world-wide. In addition the submission of applications via internet is faster than via mail and can save the company and the applicant money. Companies who advertise job vacancies online might on the other hand experience an excess amount of applications of people who do not match the published criteria but still submit their application because the cost of application is low (Dale, 2003). In addition companies received many applications which did not meet basic requirements and contained too many spelling mistakes or were formally unacceptable. According to a research by the IT services firm Parity has revealed that from 2001 and 2004 companies in the UK have pulled out of online advertising due to the relatively large portion of unsuitable applications while an increasing number of people is using the internet to search for job vacancies.Implementation of a certain software could overcome this problem. Companies might consider using online testing before the application is being submitted or simply use CV scanning software to filter applications that that do not meet minimum criteria posted by the advertising company (Amble 2004). 3.3.4 Recruitment Agencies Using an agency to recruit personnel can have many advantages. Recruitment agencies usually have a high competency in placing advertisements for job vacancies in different media. Due to the high frequency of placing such ads these agencies acquire higher discounts which are often passed on to the customer (companies in search for employees). Due to their technical expertise and experience in describing the vacant position along with the requirements for the job applicant, recruitment agencies are able to achieve a relatively high response rate from applicants and minimize the portion of unsuitable and unwanted applications.(Roberts 2000) 3.3.5 Head Hunting Recruitment Agencies often specialize in Head Hunting as a channel to recruit personnel for their customers. HeadHunting can be understood as the act of approaching a current employee directly and convincing him or her to work for another employer. This is a commonly used technique when companies are in need of special personnel with skills higher than average. (BNET) According to Maurice Ellett, director of Signum Executive Search International and Don Jaine, director of Swann Group, Headhunting is very useful when a company is in need of executive employees. This group of employees are relatively hard to find and very hard to access through the different ways of advertising a vacant position since currently employed executives often do not respond to ads placed in newspapers or trade journals and will most likely not be found on internet job search sites. (Prattley 2007) Campbell Hepburn, the acting general manager for Hudson Recruitments Wellington agency disagrees by claiming that companies need to consider every possibly way to advertise for a job vacancy even if a high profile candidate is needed. That would include newspapers, trade journals the internet etc. Hepburn additionally sees an ethical problem in the fact that many recruitment agencies contact individuals who are currently working for their own clients. Once an individual has been successfully recruited it is easier to keep track of his performances and re- recruit him afterwards. Therefore most search consultants in that industry do not recruit personnel from previous clients for a limited period of time. Additionally the restraint of trade clauses in many employee contracts prohibit an employee to work for a competitor for a certain period of time after his previous contract has been terminated. (Prattley 2007) Head hunting can be a very useful way to recruit appropriate personnel but as stated above, can have a downside if the head hunting agency turns toward previous clients to recruit for other clients. 3.3.6 Recruitment Fairs Recruitment Fairs are organized events intending to bring employers and job seekers together. These fairs often take place to freshly graduated college students to make initial contact with a company they are aiming to work for. Furthermore companies have a chance to present themselves in terms of their products, environment or future outlooks of the industry etc. Often these events are designed for companies of a certain industry to better match the demands for applicants and employers. Disadvantages could be the relatively expensive and time consuming set up as well as the fact that the applicant does not experience the real environment that the company is working in. But all in all Recruitment fairs offer a great opportunity for both sides, recruiters and job seekers, to arrange further meetings and interviews. 3.3.7 Temporary work agencies Making use of temporary work agencies is a way outsourcing the recruitment. The workforce usually has a contractual relationship with the agency and if a client is in need of employees the agency provides them for it. (Mehta Theodore 2003) This form of accessing workforce has grown to a huge industry in recent history as in the USA from 1993 to 2000 the demand for temporary workers has increased by over 90 %. (Brogan 2001) Van der Heijden (1995; cited in Koene et al.(2004)) claims and is supported by Timmerhuis and De Lange (1998; cited in Koene et al (2004)) that the main reasons for companies to acquire temporary workforce are due to seasonal fluctuations, unexpected peaks, economic cycles or simply if a temporary replacement is needed for a permanent employee. According to Segall and Sullivan (1997) temporary workers in return have to suffer from certain disadvantages compared to a permanent employment. Temporary workers usually have less labor market security than permanent workers and are more prone to possible unemployment and even the wage is in average 20 % below those of permanent employees. The results is supported by an analysis conducted by the OECD in 2002 on 28 states that temporary work is most likely found in positions of rather unskilled labour as well as administrative staff and medical labour exercising rather lower skilled tasks. (OECD, 2002 cited in Koene et al (2004)) 3.4 Pre employment screening 3.4.1 Introduction Robert Woodman, president and founder of Berkeley International Intelligence Inc., a business investigation company highly recommends to conduct intensive screening of applicants before they are being employed. Referring to an example in which a Toronto based non profit organization which operated retirement and nursing homes employed a new director to raise funds for a new project. The director shortly after employment submitted false pledge certificates with forged signatures and additionally turned in numerous bills for her expenses including expensive Hotel-, restaurant- and even limousine service bills. As company investigators accused her of fraud she disappeared shortly after but was arrested and convicted for several counts of fraud and received a four-year prison sentence. Since most of the money she gained was already spend, she will not be able to pay back the full amount. Further investigation into the directors past revealed that she was not properly screened before being employed. A background check would have revealed that she has committed similar crimes and caused damage to three previous employers. (Woodman 2006) Benoff (1989) and Brennan (1997) give more example of employees without background checks, committing crimes at work where at the end the employer was being sued and found guilty of negligent hiring. Personnel is a very important asset in every company. The recruitment process is time consuming and can be very expensive. But companies can not risk to make poor decisions in this process since employing the wrong personnel can make the difference between success and failure of a business since companies can be held responsible for their employees. (Lam Kleiner 2001) Background checks can be expensive but the cost associated with bad performances, theft of assets or confidential information as well as the costs associated with possible law suits is much higher. (Norred 1993) Companies basically have two options to collect the data needed. Either they investigate an applicant by implementing their own employment security department (internal) or companies can contact professional employee screening companies to collect the date for them (externally). 3.4.2 Employer References To inquire information about a job applicant from a previous employer is a useful way of verifying the authenticity of information provided by the applicant. The problem associated with this method is that there might be a number of employers who do not give any information at all, often because of the fear of being sued for invasion of privacy by the former employee and if they do, the information might be very basic. But in general it is recommended since the new employer can learn about some ones employment dates, job titles and responsibilities of the tasks performed by the former employee as well as get information about working habits which are often very valuable. (Lam Kleiner 2001) 3.4.3 Academic References To check academic references is fairly easy, the employer can ask the applicant provide proof or just request information from the institution the applicant has stated. (Doty-Navarro Kleiner) This seems to be highly recommended especially if a company is recruiting to fill a vacancy which required certain skills and knowledge such as a special education since people tend to make more false statements about their academic references than over previous employment references. Therefore companies should be aware of the authenticity of an applicants academic background. (Kaiser-Lee 1995) 3.4.4 Credit Records If an employee is in contact with company money or other valuable goods it is recommended to run a credit history check which comes in the form of a credit report and can obtained through credit agencies. Credit Reports contain information about bankruptcies, legal judgments, tax liens, credit card balances as well as child support obligations. Credit reports can give a rough idea about the financial situation of an individual and can help to evaluate the risk of the employee committing theft (Doty-Navarro Kleiner 2000). 3.4.5 Driving Record If the employee operates a company vehicle, a driving record should be obtained in advance. The employer is obliged to verify that the person operating the vehicle is legally certified by asking to present the driver license. If the employer fails to comply, the company will be liable for all the damage the employee has caused with the company vehicle. Driving records can be requested through governmental bureaus and contain data such as traffic violations as well as other driving related offences such as if the driving privileges were suspended. (Steingold 1994) 3.4.6 Criminal Records According to (Doty-Navarro Kleiner 2000) the need for running a criminal record check is very important if the future employee will deal with sensitive and valuable assets for example driving a company car or having access to cash registers. They also emphasize on the urgency to perform a criminal record check to avoid law suits for negligent hire by customers in case the employee gets involved in criminal activity during his employment. But there are certain difficulties associated with the completeness of these records. Odom (1995) points out certain limitations such as the limited accessibility of criminal record databases. He also claims that different courts, depending on their geographic and legal jurisdiction do not report to the same databases and some courts do not have to report to a database at all. The conclusion is that criminal databases are everything but complete and investigators, internal or external, sometimes have to go through intensive investigation to get an authentic result. 3.4.7 External employee screening Companies performing background checks serving other companies from different industries have soared in the US in recent past. According to Terhune (2008) the biggest US companies in the business are Choicepoint (Alpharette, GA) serving Wal Mart and UPS among others, USIS (Falls Church, VA) serving Federal agencies along with Transportation companies, First Advantage (Powey, GA) , providing services to companies in the manufacturing and financial sectors. These companies business is to screen people in every legal way possible. (Terhune 2008) The services they provide include the checking of criminal records, driving records, credit histories (including bankruptcy filings, tax liens, legal judgments and lawsuits), as well as investigative consumer reports which contains information gathered through interviews with friends, neighbors, former co-worker and in some cases even family members with the aim to reveal data about some ones personality. (McGreevy 2007) Since the major employee screening companies conduct their background checks specialising on only few industries, providing their information to even bigger companies on a regular basis, they even maintain their own or shared databases containing information about individuals who have worked in the respective industry before. These databases include statements of previous employers about individuals such as the reason of dismissal and even accusations of criminal acts without legal proof from a court. (Terhune 2008) This practically means that individuals seeking jobs can be accused of having conducted a criminal act in the past even though they have not been convicted for a crime by a court of law. Terhune (2008) emphasises this matter with an example of Truck driver who was employed by Marten Transport based in Mondovi, Wisconsin. He was dismissed from the company after only two weeks as a result of his numerous complaints about the safety of the truck he was driving. He sued Marten Transport and was awarded with over 31.000 US Dollars in back pay. In addition, the judge ordered Marten Transport to remove any unfavourable work record information from a database named DAC which is maintained by USIS. As he shortly after his dismissal from Marten Transport re-applied for a job at J.B. Hunt Services, his application was denied due to his DAC record stating that he was dismissed due to excessive complaints. (Terhune 2008) furthermore refers to a comment to this example by Kristen Turley, the director of market development and communications at USIS who claims that their system (as used in regards to the DAC database) contains mistakes and in the case of false information being sub mitted USIS would require proof from the previous employer to undermine his accusations. USIS does not ask for proof up front since their belief is that this would hold past employers from submitting information in the first place. 3.4.8 Background checks required by law To access the secure area of an airport all individuals whom is granted access on a regular basis (excluding passengers) need to be issued an SIDA badge. Before the SIDA badge is issued the German law requires background checks. According to .7 of the German Aviation Security Act (Luftsicherheitsgesetz) the German Department of Aviation Security (Luftsicherheitsbehorde), whos purpose is to serve the safety and security of Air Transportation, has to conduct a Background check on authorized staff, the so called Zu Airport Security Recruitment Airport Security Recruitment 1. Introduction The Recruitment of personnel is a very important task which in larger organizations is usually conducted by a Human Resource department or in smaller organizations by the responsible individual, either way it is very important to make the right decision in the selection process since mistakes can have catastrophic consequences for the organization. If the recruitment and selection process is poorly conducted meaning that the wrong candidate has been employed can result in long lasting damage caused by the employee. The employee could spoil relationships with customers and suppliers, negatively affect the production and the quality of service and even influence the commitment of colleges. In the extreme case mistakes in the recruitment and selection process could result in the bankruptcy of the company. (Dale, 2003) Due to the threat of criminal acts and terrorism imposed on air travel, companies in the aviation industry face many regulations which intend to regulate the effectiveness and contribute to the safety of air travel. Employees in this industry often operate very sensitive and expensive equipment therefore governments and Airport operators require employees to undergo a variety background checks to ensure, as good as possible, that the individual has no intention to misuse his privileges of employment for any criminal activity. Some countries even require background checks which include biometric data such as fingerprints and the scanning of facial features to verify the employees identity. (Wells Young 2004; Kenneth 1991) Companies are facing difficulties associated with criminal acts and terrorism. If an employee misuses his access to the secure area to commit a crime which can cost the lives of humans the employer could be sued for compensation as well negligent hire. In addition, in such a case, authorities might question the companies reliability and thoroughness and might put the company out of business. Customers might question the reliability and the quality of service provided which can easily lead to the failure of the business. not to mention ethical issues when it comes to the lives of people. Recruiters have to face such issues when searching for new employees. A mistake in the recruitment process can not only lead to the failure of the business but can also cost lives of human beings. 1.1 Research Questions This Thesis ojective is to: Examine which channels are being used for the recruitment of personnel in the secure area of airports? Find out if background checks are being conducted in excess of the Zuverlassigkeitsuberprufung required by law? And weather or not the mandatory background checks have an influence on the selection of the recruitment channels? 2 Setting the Scene 2.1 Airport Environment The airports are in many ways unique environments. Airlines transport passengers and cargo from and to nearly every part of the world. Thousands of passengers and tons of cargo need to be handled and processed as fast, effective and safe as possible. It is therefore very important to coordinate all ground handling procedures as effective as possible. Many Airlines have outsourced their ground handling to save costs. This led to the fact, that many firms offer ground services such as loading, boarding, check-in or catering as well as maintenance service and provide aircrews with briefing information and documentation needed to conduct their flights. Airports are home to not only airlines but as a result of the outsourcing of the various services airlines need, many businesses have developed, providing equal services that their customers request. Especially at major airports airlines can chose from a number of companies providing ground handling services. This leads to another special characteristic of the work at airports, since various companies provide their services and products for their customers (Airlines) working in a relatively small area. It is well possible that a companies biggest competitor is located just next door and both their employees share the same facilities such as dining rooms etc. 2.2 Different Areas at airport According to Wells Young (2004) the Airport premises can be categorized into 6 areas. The public area of an airport is freely accessible for everyone. This area usually includes parking lots, terminal lobbies, Check-in areas, Passenger pick up areas and the curb frontage. The air operations area (AOA) is defined as all areas where aircraft movement takes place including taxiways, runways and aircraft parking areas. The area where movement of passengers ,baggage or cargo between aircrafts and the Terminal building take place is referred to as the secure area. The sterile area can be accessed by passing the passenger checkpoints. Therefore this area is accessible for the public but each individual and his or hers property will be inspected by security personnel. This area includes duty free shops, restaurants etc and boarding areas. SIDA is short for security identification display area and defines the area within which all persons must display the required identification or be accompanied by an authorized individual. Usually the SIDA includes the air operation area as well as the secure area. 2.2 Threat of criminal activity and Terrorism Terrorism is defined by the US Department of Defense as the unlawful use of or threatened use of force or violence against individuals or property to coerce or intimidate governments or societies, often to achieve political, religious, or ideological objectives (Martin 2006). Furthermore does Criminal activity include acts of assault, theft, and vandalism against passengers and their property, aircraft, and all airport facilities (Wells Young 2004). The first act associated with terrorism occurred in 1930 when Peruvian revolutionaries took over the control of an Pan American mail plane with the intention to drop propaganda leaflets over Lima (US Centennial of Flight Commission). In the five years between 1968 and 1972 acts of terrorism in the form of hijacking were at its peak. During that time the U.S. Department of Transportation recorded 364 Hijackings worldwide. In recent history terrorism has taken an even more threatening shape. On September 11th 2001 four commercial airliners were hijacked of which three were intentionally piloted into the two Towers of the World Trade Centre and the Pentagon (Security Council, 2001). The Hijackers managed to take weapons through the passenger security check points and onto the aircrafts. As a result of these horrible attacks almost 3000 people, mostly civilians lost their lives. (CNN, 2006) These attacks clearly show what effect a breach in security can have. With over a thousand flights a day transporting approximately 45 million passengers per year, JFK International Airport in New York is one of the busiest in the world. In June 2007 four individuals have been charged with conspiring to attack the JFK International Airport in New York. Their intention was to bomb the Terminal building, the jet fuel reservoirs and a fuel pipeline. The four individuals belonged to an extremist group based in Trinidad. One of them is a former JFK Airport employee who worked for a cargo Handling company with access to the secure area of the airport. Different law enforcement agencies have observed these men and seven additional individuals who they believed to be compliances for a period of 18 months. Fortunately this suspected terrorist plot was at an early stage of planning their attacks and were stopped early enough. (CBS) This case is a clear example of how legal employment and its privileges can be misused for criminal activity and terrorist acts. The Aviation and Transportation Security Act (ATSA) was signed resulting from the attacks on September 11, 2001 which implemented the creation of the Transportation Security Administration (TSA) in the USA. Its objective was and still is together with the Federal Aviation Administration (FAA) to increase airport and aviation security. Their work and changes in restrictions and safety recommendation have also affected Air Transportation in many other countries such as all over Europe (Wells Young 2004). As the previous examples show, terrorism is a realistic and constantly present threat which Aviation security has to deal with. 2.4 Problems of airport regulatory policies All airport operations are subject to national, state and local laws. Since these laws can vary within countries and regions it affects the airport operations respectively (Wells Young 2004). In addition, many organisation have formed over the past decades that influence airport policies to a local and even international extend. The Federal Aviation Administration (FAA) was born in 1967 but has existed in a different form since 1933. Its purpose is to improve the safety and efficiency of aviation primarily in the United States but its restrictions and recommendations influence Air travel on a worldwide basis (Federal Aviation Administration). The body of the Joint Aviation Authorities represents the aviation authorities of the European States and was founded in 1970, originally named Joint Airworthiness Authorities and received its current name in 1990. Its objectives are similar to those of the FAA with an emphasise on International Standardisation and a tighter co-operation with the FAA as well as the ensuring of fair and equal conduct of business in the industry (Joint Aviation Authorities). The International Civil Aviation Organisation (ICAO) was established 1944 with the objective to enhance the cooperation between member states. Its major concerns are the regulation of technical issues such as navigational rules. The ICAO currently counts 190 members (International Civil Aviation Organisation). Even though aviation including airport operations underlies the laws of each country individually the organisations mentioned above have a great influence on the day to day operations civil aviation and determine to a large degree how all aviation related processes are conducted. 3 Literature Review Definitions Recruitment is defined as the set of activities and processes used to legally obtain a  sufficient number of qualified people at the right place and time so that the people and the  organisation can select each other in their own best short and long term interests (Schuler Randall 1987). Recruitment is defined as the Process of identifying the best-qualified candidate from within or outside of an organization for a job vacancy, in a most timely and cost effective manner(Businessdictionary.com). The process of Selection which is often integrated in the Recruitment process is the action of choosing suitable candidates from among the potential candidates previously determined (The Times 100). 3.1 Range of Recruitment Channels: 3.1.1 Introduction When an organization is in need of employees it has different recruitment channels available. In general one has to differentiate between internal and external recruitment of personnel. The following describes the mostly used recruitment channels available to most organization to fill an open post. 3.2 Internal Recruitment Internal recruitment is the promotion of a job vacancy inside the organization. This channel of recruitment can take the shape of posting the job vacancy in the company or transferal of existing personnel. (Dessler 2000) There is a range of advantages associated with internal recruitment. In the case of promotion the job applicant is already known to the organization and the management is in most cases aware of his abilities and skills. Furthermore it is usually easier to train staff which has been working in the company before because of the familiarity to the companies` environment and its day to day operations. In addition, transferring existing personnel is cheaper and less time consuming than the recruitment through external sources and the transferal can increase the motivation of the employee which in return results in an increase in the quality of performance of the respective employee. Disadvantages associated with internal recruitment could be that due to a limited quantity of employees the organization might be unable to find a suitable candidate for promotion. Another problem can occur if through promotion of existing personnel the initial position becomes vacant and personnel is missing at another level in the organization. (Richardson 2006) 3.3 External Recruitment External Recruitment can either be formal or informal. Formal recruitment channels have the characteristic that the recruiting company and the applicant have no previous connection. Examples for external, formal recruitment are advertisements in newspapers Journals or magazines as well as Temporary work agencies and Recruitment Agencies along with Recruitment Fairs. (Richardson 2006) Informal Recruitment on the other hand does not reach as much potential applicants as the formal way. The employer usually has knowledge of the applicant as in the case of re-hiring former employees or in the case of a referral from a current employee.(Richardson 2006) 3.3.1 Print media: When recruiters choose print media to advertise a job vacancy they have the option to choose between local or national newspapers or Trade and Professional journals. Each of the ones mentioned above usually tend to have certain advantages and disadvantages depending on the advertised job. Ads being places in local newspapers tend to be cheaper than in the local press but on the other hand national newspapers therefore have higher circulation and cover a wider geographical area than local newspapers. Newspapers often tend to attract elderly people because of their relative unfamiliarity with the internet as an alternative resource, therefore newspapers often display advertisements for senior positions (Dale, 2003; Roberts, 2000). If a company intends to attract applicants with specific skills or knowledge placing the ad in a specialist periodical or trade journal seems appropriate since these journals are more likely to be read by individuals with the respective professional background which helps to target the intended group of people (Roberts, 2000). 3.3.2 Word of mouth recruitment According to Dale (2003) who is supported by Cook (1988) claims that many employees get into touch with other employees and after their dismissal from the company they remain in touch with their former colleagues due to same job interest or for other reasons, this gives employers the chance to recruit personal from this source. If a current employee becomes aware of a job vacancy within the company, he might forward this information to former colleagues he has worked with in the past. This applies to the recruitment of personnel for all hierarchical levels within organizations. A major advantage when using this channel is that the promoted colleague (applicant) has often worked in the industry before and matches the advertised criteria pretty well and the costs of using this channel are very low for the company compared to other channels. 3.3.3 Internet The use of the internet to recruit personnel has increased tremendously when compared to the time ten years ago. The advantages seem obvious as the recruiters can reach potential applicants almost world-wide. In addition the submission of applications via internet is faster than via mail and can save the company and the applicant money. Companies who advertise job vacancies online might on the other hand experience an excess amount of applications of people who do not match the published criteria but still submit their application because the cost of application is low (Dale, 2003). In addition companies received many applications which did not meet basic requirements and contained too many spelling mistakes or were formally unacceptable. According to a research by the IT services firm Parity has revealed that from 2001 and 2004 companies in the UK have pulled out of online advertising due to the relatively large portion of unsuitable applications while an increasing number of people is using the internet to search for job vacancies.Implementation of a certain software could overcome this problem. Companies might consider using online testing before the application is being submitted or simply use CV scanning software to filter applications that that do not meet minimum criteria posted by the advertising company (Amble 2004). 3.3.4 Recruitment Agencies Using an agency to recruit personnel can have many advantages. Recruitment agencies usually have a high competency in placing advertisements for job vacancies in different media. Due to the high frequency of placing such ads these agencies acquire higher discounts which are often passed on to the customer (companies in search for employees). Due to their technical expertise and experience in describing the vacant position along with the requirements for the job applicant, recruitment agencies are able to achieve a relatively high response rate from applicants and minimize the portion of unsuitable and unwanted applications.(Roberts 2000) 3.3.5 Head Hunting Recruitment Agencies often specialize in Head Hunting as a channel to recruit personnel for their customers. HeadHunting can be understood as the act of approaching a current employee directly and convincing him or her to work for another employer. This is a commonly used technique when companies are in need of special personnel with skills higher than average. (BNET) According to Maurice Ellett, director of Signum Executive Search International and Don Jaine, director of Swann Group, Headhunting is very useful when a company is in need of executive employees. This group of employees are relatively hard to find and very hard to access through the different ways of advertising a vacant position since currently employed executives often do not respond to ads placed in newspapers or trade journals and will most likely not be found on internet job search sites. (Prattley 2007) Campbell Hepburn, the acting general manager for Hudson Recruitments Wellington agency disagrees by claiming that companies need to consider every possibly way to advertise for a job vacancy even if a high profile candidate is needed. That would include newspapers, trade journals the internet etc. Hepburn additionally sees an ethical problem in the fact that many recruitment agencies contact individuals who are currently working for their own clients. Once an individual has been successfully recruited it is easier to keep track of his performances and re- recruit him afterwards. Therefore most search consultants in that industry do not recruit personnel from previous clients for a limited period of time. Additionally the restraint of trade clauses in many employee contracts prohibit an employee to work for a competitor for a certain period of time after his previous contract has been terminated. (Prattley 2007) Head hunting can be a very useful way to recruit appropriate personnel but as stated above, can have a downside if the head hunting agency turns toward previous clients to recruit for other clients. 3.3.6 Recruitment Fairs Recruitment Fairs are organized events intending to bring employers and job seekers together. These fairs often take place to freshly graduated college students to make initial contact with a company they are aiming to work for. Furthermore companies have a chance to present themselves in terms of their products, environment or future outlooks of the industry etc. Often these events are designed for companies of a certain industry to better match the demands for applicants and employers. Disadvantages could be the relatively expensive and time consuming set up as well as the fact that the applicant does not experience the real environment that the company is working in. But all in all Recruitment fairs offer a great opportunity for both sides, recruiters and job seekers, to arrange further meetings and interviews. 3.3.7 Temporary work agencies Making use of temporary work agencies is a way outsourcing the recruitment. The workforce usually has a contractual relationship with the agency and if a client is in need of employees the agency provides them for it. (Mehta Theodore 2003) This form of accessing workforce has grown to a huge industry in recent history as in the USA from 1993 to 2000 the demand for temporary workers has increased by over 90 %. (Brogan 2001) Van der Heijden (1995; cited in Koene et al.(2004)) claims and is supported by Timmerhuis and De Lange (1998; cited in Koene et al (2004)) that the main reasons for companies to acquire temporary workforce are due to seasonal fluctuations, unexpected peaks, economic cycles or simply if a temporary replacement is needed for a permanent employee. According to Segall and Sullivan (1997) temporary workers in return have to suffer from certain disadvantages compared to a permanent employment. Temporary workers usually have less labor market security than permanent workers and are more prone to possible unemployment and even the wage is in average 20 % below those of permanent employees. The results is supported by an analysis conducted by the OECD in 2002 on 28 states that temporary work is most likely found in positions of rather unskilled labour as well as administrative staff and medical labour exercising rather lower skilled tasks. (OECD, 2002 cited in Koene et al (2004)) 3.4 Pre employment screening 3.4.1 Introduction Robert Woodman, president and founder of Berkeley International Intelligence Inc., a business investigation company highly recommends to conduct intensive screening of applicants before they are being employed. Referring to an example in which a Toronto based non profit organization which operated retirement and nursing homes employed a new director to raise funds for a new project. The director shortly after employment submitted false pledge certificates with forged signatures and additionally turned in numerous bills for her expenses including expensive Hotel-, restaurant- and even limousine service bills. As company investigators accused her of fraud she disappeared shortly after but was arrested and convicted for several counts of fraud and received a four-year prison sentence. Since most of the money she gained was already spend, she will not be able to pay back the full amount. Further investigation into the directors past revealed that she was not properly screened before being employed. A background check would have revealed that she has committed similar crimes and caused damage to three previous employers. (Woodman 2006) Benoff (1989) and Brennan (1997) give more example of employees without background checks, committing crimes at work where at the end the employer was being sued and found guilty of negligent hiring. Personnel is a very important asset in every company. The recruitment process is time consuming and can be very expensive. But companies can not risk to make poor decisions in this process since employing the wrong personnel can make the difference between success and failure of a business since companies can be held responsible for their employees. (Lam Kleiner 2001) Background checks can be expensive but the cost associated with bad performances, theft of assets or confidential information as well as the costs associated with possible law suits is much higher. (Norred 1993) Companies basically have two options to collect the data needed. Either they investigate an applicant by implementing their own employment security department (internal) or companies can contact professional employee screening companies to collect the date for them (externally). 3.4.2 Employer References To inquire information about a job applicant from a previous employer is a useful way of verifying the authenticity of information provided by the applicant. The problem associated with this method is that there might be a number of employers who do not give any information at all, often because of the fear of being sued for invasion of privacy by the former employee and if they do, the information might be very basic. But in general it is recommended since the new employer can learn about some ones employment dates, job titles and responsibilities of the tasks performed by the former employee as well as get information about working habits which are often very valuable. (Lam Kleiner 2001) 3.4.3 Academic References To check academic references is fairly easy, the employer can ask the applicant provide proof or just request information from the institution the applicant has stated. (Doty-Navarro Kleiner) This seems to be highly recommended especially if a company is recruiting to fill a vacancy which required certain skills and knowledge such as a special education since people tend to make more false statements about their academic references than over previous employment references. Therefore companies should be aware of the authenticity of an applicants academic background. (Kaiser-Lee 1995) 3.4.4 Credit Records If an employee is in contact with company money or other valuable goods it is recommended to run a credit history check which comes in the form of a credit report and can obtained through credit agencies. Credit Reports contain information about bankruptcies, legal judgments, tax liens, credit card balances as well as child support obligations. Credit reports can give a rough idea about the financial situation of an individual and can help to evaluate the risk of the employee committing theft (Doty-Navarro Kleiner 2000). 3.4.5 Driving Record If the employee operates a company vehicle, a driving record should be obtained in advance. The employer is obliged to verify that the person operating the vehicle is legally certified by asking to present the driver license. If the employer fails to comply, the company will be liable for all the damage the employee has caused with the company vehicle. Driving records can be requested through governmental bureaus and contain data such as traffic violations as well as other driving related offences such as if the driving privileges were suspended. (Steingold 1994) 3.4.6 Criminal Records According to (Doty-Navarro Kleiner 2000) the need for running a criminal record check is very important if the future employee will deal with sensitive and valuable assets for example driving a company car or having access to cash registers. They also emphasize on the urgency to perform a criminal record check to avoid law suits for negligent hire by customers in case the employee gets involved in criminal activity during his employment. But there are certain difficulties associated with the completeness of these records. Odom (1995) points out certain limitations such as the limited accessibility of criminal record databases. He also claims that different courts, depending on their geographic and legal jurisdiction do not report to the same databases and some courts do not have to report to a database at all. The conclusion is that criminal databases are everything but complete and investigators, internal or external, sometimes have to go through intensive investigation to get an authentic result. 3.4.7 External employee screening Companies performing background checks serving other companies from different industries have soared in the US in recent past. According to Terhune (2008) the biggest US companies in the business are Choicepoint (Alpharette, GA) serving Wal Mart and UPS among others, USIS (Falls Church, VA) serving Federal agencies along with Transportation companies, First Advantage (Powey, GA) , providing services to companies in the manufacturing and financial sectors. These companies business is to screen people in every legal way possible. (Terhune 2008) The services they provide include the checking of criminal records, driving records, credit histories (including bankruptcy filings, tax liens, legal judgments and lawsuits), as well as investigative consumer reports which contains information gathered through interviews with friends, neighbors, former co-worker and in some cases even family members with the aim to reveal data about some ones personality. (McGreevy 2007) Since the major employee screening companies conduct their background checks specialising on only few industries, providing their information to even bigger companies on a regular basis, they even maintain their own or shared databases containing information about individuals who have worked in the respective industry before. These databases include statements of previous employers about individuals such as the reason of dismissal and even accusations of criminal acts without legal proof from a court. (Terhune 2008) This practically means that individuals seeking jobs can be accused of having conducted a criminal act in the past even though they have not been convicted for a crime by a court of law. Terhune (2008) emphasises this matter with an example of Truck driver who was employed by Marten Transport based in Mondovi, Wisconsin. He was dismissed from the company after only two weeks as a result of his numerous complaints about the safety of the truck he was driving. He sued Marten Transport and was awarded with over 31.000 US Dollars in back pay. In addition, the judge ordered Marten Transport to remove any unfavourable work record information from a database named DAC which is maintained by USIS. As he shortly after his dismissal from Marten Transport re-applied for a job at J.B. Hunt Services, his application was denied due to his DAC record stating that he was dismissed due to excessive complaints. (Terhune 2008) furthermore refers to a comment to this example by Kristen Turley, the director of market development and communications at USIS who claims that their system (as used in regards to the DAC database) contains mistakes and in the case of false information being sub mitted USIS would require proof from the previous employer to undermine his accusations. USIS does not ask for proof up front since their belief is that this would hold past employers from submitting information in the first place. 3.4.8 Background checks required by law To access the secure area of an airport all individuals whom is granted access on a regular basis (excluding passengers) need to be issued an SIDA badge. Before the SIDA badge is issued the German law requires background checks. According to .7 of the German Aviation Security Act (Luftsicherheitsgesetz) the German Department of Aviation Security (Luftsicherheitsbehorde), whos purpose is to serve the safety and security of Air Transportation, has to conduct a Background check on authorized staff, the so called Zu