Employee Handbook

Martino Landscape Contractors, Inc. Employee Handbook for Field Personnel TABLE OF CONTENTS INTRODUCTORY STATEMENT 3 MISSION STATEMENT 3 LETTER FROM THE OWNERS 4 PURPOSE OF THIS HANDBOOK NOTICE 5 SUPPLEMENTS/CHANGES 6 DEFINITIONS 6 EXCEPTIONS 6 Section I: EMPLOYMENT Organization Chart 7 Employment-at-Will 7 Equal Employment Opportunity 8 Affirmative Action Plan 8 Immigration Reform & Control Act of 1986 9 Americans With Disabilities Act (ADA) 9 Section II: PERSONNEL STATUS Employment Classifications 10 Tardiness and Absence 11 Personnel Records 12Work Rules and Performance Standards 13 Section V: GENERAL INFORMATION Open Door Policy 26 Injuries/Accidents 26 Sexual Harassment 27 Alcohol, Drugs, and Controlled Substances 29 Prohibited Items 29 Drug Testing 30 Moonlighting (Outside Activities) or Conflict of Interest 32 Personal Credit References 32 Driving Records 33 Personal Loans and Pay Advances 33 Media Relations 34 Use of Company Vehicles, Property, Equipment, Etc. 34 ATTACHMENTS Employee Statement of Acknowledgment Substance Abuse Testing Consent and Release Overtime 24 Disciplinary Form 24Performance Evaluations 25 Job Descriptions 25 INTRODUCTORY STATEMENT Welcome to Martino Landscape Contractors, Inc. This Employee Handbook – Field applies to all employees of Martino Landscape Contractors, Inc. It is intended to provide guidelines and summary information about the company’s personnel policies, procedures, benefits, and rules of conduct. It is important that you read, understand, and become familiar with this Employee Handbook and comply with the standards that have been established. Please talk with your immediate supervisor if you have any questions or need dditional information. The rules set out in this Employee Handbook are as complete as we can reasonably make them. However, they are not necessarily all inclusive because circumstances that we had not anticipated may arise. Some currently unanticipated circumstances may warrant the appl ication of discipline, including termination. In addition, Martino Landscape Contractors, Inc. reserves the right to modify, supplement, rescind, or revise any policy, benefit, or provision from time to time, with or without notice, as it deems necessary or appropriate. MISSION STATEMENTThe following is our mission statement at Martino Landscape Contractors, Inc. Martino Landscape Contractors, Inc. is committed to achieving the highest possible level of total customer satisfaction. Our goal is to make the environment safer and more attractive. All of our associates are dedicated, hard working people that have been equipped and trained to perform work in a correct and safe manner. We are committed to growth, stability, and providing meaningful employment. At Martino Landscape Contractors, Inc, we do the job ‘RIGHT. † LETTER FROM THE OWNERSWelcome to the Martino Landscape Contractors family! This Employee Manual answers some of the important and fundamental questions you m ay have about your employment with Martino Landscape Contractors, Inc. In it, you will find descriptions of Company policies and guidelines related to your employment. Should you have questions about your work here, please do not hesitate to discuss them with your immediate supervisor. We look forward to a long and mutually beneficial relationship. ______________________________ _____________________________ Roberto MartinoPURPOSE OF THIS HANDBOOK This Employee Handbook is intended to be a communications tool to inform employees about the policies, guidelines, benefits, and work practices that affect their employment with Martino Landscape Contractors, Inc. It will help you to understand your responsibilities to Martino Landscape Contractors, Inc. and the Company’s responsibilities to you. This Employee Handbook is not intended to, and should not be interpreted as, creating a contract of employment. While Martino Landscape Contractors, Inc. elieves that one of the best ways t o develop an employee’s trust and confidence in the Company is to perform in a consistent manner, it is important to realize that changes to our daily practices may occasionally be necessary. Therefore, Martino Landscape Contractors, Inc. reserves the right to change, modify, delete, or add to any of the policies and practices listed herein, in accordance with management’s best judgment. We require that you read all of this Employee Handbook carefully. You are also encouraged to take it home to your family so that they can also become familiar with it.You should refer to this manual first when you have any questions. If you still are not certain, please contact your immediate supervisor. NOTICE The policies in this Employee Handbook are to be considered as guidelines. Martino Landscape Contractors, Inc, at its sole option, may change, delete, suspend, and discontinue any part of its policies in this Handbook with or without any prior notice. Any such action shall apply to existing, as well as future, employees, with continued employment being the consideration between the employer and the employee.No one other than the President of Martino Landscape Contractors, Inc. may alter or modify any of the policies in this Employee Handbook. No statement or promise by a supervisor, manager, or department head may be interpreted as a change in policy, nor will it constitute an agreement with an employee. Should any provision in this Employee Handbook be found to be unenforceable and/or invalid, such finding does not invalidate the entire Employee Handbook, but only the subject provision. DEFINITIONS This Employee Handbook deals only with Field personnel.Field personnel include those employees whose work is performed principally in the Field. This includes the following: †¢ County Supervisors †¢ Tractor Operators or Crew Members †¢ Lawn Care Crew Members †¢ Weed Whacker Crew Members This Employee Handbook also covers Field personnel who are brought to the Main Office or the Shop on an as needed or temporary basis . EXCEPTIONS In some cases exceptions can be made to policies listed in this Employee Manual. In most cases exceptions will not be allowed. Only the President can make exceptions to stated Company policies.Exceptions are NOT automatically granted, and very few will be granted. If you request an exception, it is your responsibility to provide justification for the President to grant an exception. SECTION I: EMPLOYMENT ORGANIZATION CHART Martino Landscape Contractors has a formal, functional organization chart. This organization chart demonstrates the â€Å"chain of command† at Martino Landscape Contractors. It is your obligation to know and follow this â€Å"chain of command. † According to this chart, you have only one boss. Your boss is the individual who provides you with all work-related instructions.You should ask this individual, and this individual only, about all work related questions . If, after the conclusion of this discussion, you are not satisfied, let your immediate supervisor know that you would like to discuss this matter with their immediate supervisor. That individual will set the time for such a meeting after discussion with their immediate supervisor (See the Section on â€Å"Open Door Policy. †). You may discuss personal matters with the President, or any member of management, at your mutual convenience without first discussing these types of issues with your immediate supervisor.EMPLOYMENT-AT-WILL Employment is with the mutual consent of you and Martino Landscape Contractors. Consequently, Martino Landscape Contractors have the right to terminate the employment relationship at any time, with or without cause or advance notice. This employment-at-will relationship will remain in effect throughout your employment with Martino Landscape Contractors, unless it is specifically modified by an express written agreement signed by the President of Mar tino Landscape Contractors. All Field employees will have an Introductory Period of a minimum of 60 days.After the successful completion of this period, they may become considered as permanent employees. This employment-at-will relationship may not be modified by any oral or implied agreement. This Employee Handbook does not constitute an employee contract. TARDINESS AND ABSENCE You are part of a team. In most circumstances, the progress and productivity of the job depends on each of its team members acting together. Therefore, it is important that employees work their assigned schedules as consistently as possible.However, Martino Landscape Contractors understands that because of illness or emergency situations you may be unable to come to work. If you are unable to report to work for any reason, you must call in to your immediate supervisor before your scheduled time of arrival with the following information: †¢ If you will be late, you must state why and when you expect to b e in. †¢ If you will be absent, you must state why and how long you expect to be out. If your immediate supervisor has a cell phone, you must call that individual directly.It is your responsibility to keep the Company informed on a daily basis during a short-term absence. Except in the case of an emergency, employees must have their supervisor's permission to leave work before they are regularly scheduled to do so. Being late (tardy) or absent is considered â€Å"excused† only when you call promptly and the tardy or absence is for a compelling reason. The Company reserves the right, at its sole discretion, to determine what constitutes a compelling reason. A tardy or absence for a non-compelling reason, and failing to call in according to company policy, will be considered â€Å"unexcused. Furthermore, the Company recognizes that certain emergency situations would prevent you from giving advance notice. The Company will apply â€Å"the rule of reason† to all such situations Martino Landscape Contractors considers â€Å"unexcused† tardiness and absence to be a serious problem. Consequently, employees who are tardy or absent excessively or show a consistent pattern of absence, whether â€Å"excused† or â€Å"unexcused,† may be subject to disciplinary action, up to and including, possible termination.If you are late for work, or you are absent without an acceptable excuse, more than three (3) times within a year’s period (based on the date of the first occurrence), you will be subject to disciplinary action, up to and including, possible termination. If you do not call in and do not report to work for three (3) consecutive workdays, the Company will consider this to be a voluntarily resignation. WORK RULES AND PERFORMANCE STANDARDS It is not possible to provide a complete listing of every work rule or performance standard.As a result, the following are presented only as examples. You are responsible for understandin g and following these standards and work rules. Employees who do not comply may be subject to disciplinary action, up to and including, possible termination. Job Performance – employees may be disciplined, up to and including, possible termination, for poor job performance, as determined by Martino Landscape Contractors. Some examples of poor job performance are as follows: †¢ Below average or what the Company defines as acceptable level of work quality or quantity; Failure to follow safety requirements and regulations, including the utilization of required safety equipment, clothing, gear, etc. ; †¢ Failure to attain established goals; †¢ Poor attitude, including rudeness, or lack of cooperation – this includes dealings with representatives of customers, vendors, co-workers, representatives of local, State or federal governments, etc. ; †¢ Excessive absenteeism, tardiness, or abuse of meal or break time privileges; †¢ Failure to properly use a nd care for all Company owned or rented equipment and vehicles; Failure to follow instructions or Company policies and procedures; †¢ Failure to perform all job duties, tasks ands responsibilities. Misconduct – employees may also be disciplined, up to and including, possible termination, for misconduct. Some examples of misconduct are as follows: †¢ Insubordination; †¢ â€Å"Badmouthing,† the spreading of rumors, half truths, untruths, etc. of customers, co-workers, vendors, outside professionals, governmental representatives, Martino Landscape Contractors personnel, etc. ; Abuse, misuse, theft, or the unauthorized possession or removal of Company property or the personal property of others; †¢ Falsifying or making a material omission on Company records, reports, or other documents, including payroll, personnel, expense reports, and employment records; †¢ Being rude, disrespectful, using abusive and/or foul language with any client/customer â⠂¬â€œ actual or potential – vendor, co-worker, outside professionals, governmental representatives, competitor of the Company, etc. ; †¢ Divulging confidential Company information to unauthorized persons; Disorderly conduct on Company property – including fighting or attempted bodily injury, or the use of profane, abusive, or threatening language toward others, or possession of a weapon; †¢ Misconduct in company furnished motel rooms; †¢ Violation of any law adversely affecting Martino Landscape Contractors, or conviction in court of any crime which may cause the employee to be regarded as unsuitable for continued employment; †¢ Violation of Martino Landscape Contractors alcohol, drugs, and controlled substances policies; †¢ Violation of Martino Landscape Contractors harassment policies; Violation of safety rules, as may be established by Martino Landscape Contractors †¢ Continuous misuse and/or unauthorized use of any company equipment or property. Attitude – Martino Landscape Contractors strives to be a positive company and to create a positive working environment for its employees and clients. We expect that you will at all times and with all employees, customers, co-workers, vendors, representatives of governmental agencies, outside professionals, etc. only make positive remarks about Martino Landscape Contractors.If you have any complaints they should be handled discreetly with your immediate supervisor. USE of COMPANY VEHICLES, PROPERTY, EQUIPMENT, ETC. Some Martino Landscape Contractors Field personnel are assigned Company vehicles. These are intended for conducting official business ONLY. You should NEVER allow anyone other than a current Company employee, with a valid Driver’s License, to operate a Company vehicle. Also, you should not allow anyone to ride in the vehicle that is not a current Company employee. Violation of this policy may result in disciplinary action, up to and ncluding, termi nation. SECTION II: PERSONNEL STATUS EMPLOYMENT CLASSIFICATIONS Introductory Period: All personnel hired by Martino Landscape Contractors will start off in a minimum 60-day Introductory Period. While classified in this status you are not eligible for any company benefits, unless required by law. The Introductory Period is a time for the Company to get to know its employees and their capabilities. It is also a time for you to get to know the Company and your job tasks and /or duties. Throughout this period we will be evaluating each other.At any point in time during this Introductory Period, the Company or you may decide to terminate the relationship. At the end of the period, your immediate supervisor will conduct a performance evaluation interview with you and will determine your status with Martino Landscape Contractors. This period may be extended beyond the initial 60-day period discussed above. However, throughout this period you are encouraged to discuss your performance and a sk questions of your immediate supervisor regarding all tasks and duties assigned to you. Part-Time Employees:Employees scheduled to work less than 40 hours per week. If the position or job function is to be part-time, you will be notified at the time of your hiring. Seasonal Employees: Employees in non-supervisory, field positions. The length of time that any individual will be needed is dependent on the work volume and specific projects that are performed. Temporary Employees: Employees hired on a temporary basis. This may include the hiring of some individuals during the summer months. It may also include using temporary employment agencies to obtain this additional, short term, help that the Company requires.Hourly: These positions have an hourly wage rate. The individuals in these positions are paid for the actual hours they worked during the pay period. However, under federal law these individuals are paid time-and-a-half for all hours worked above 40 hours in a given pay peri od. Employment of Minors: The Company will not knowingly hire any individual who is considered to be under age for employment in any job classification as defined by State and federal laws. Generally speaking, this is 18 years of age to operate equipment and/or vehicles and 16 years of age for other positions. MEAL PERIODSAll hourly employees who work more than six (6) hours in a given workday will receive an unpaid meal period of 30 minutes. In the field, it is up to you to determine the exact time of this break. You should consider your current location and the time it would take to get to a convenient spot for taking your meal break. Consequently, there is no exact time for taking your meal break on a daily basis. 30 minutes per day will be subtracted from your time sheet. Employees who do not work more than six (6) hours in a workday may not take a meal break without the expressed approval of their immediate supervisor.You are expected to be back at work within 30 minutes after you left for the start of your meal period. Leaving early and/or returning late is considered a serious offense and will lead to disciplinary action, up to and including, possible termination. SECTION IV: COMPENSATION WAGE and SALARY REVIEWS Wage and Salary increases are based upon performance only. Your length of service with the company has nothing to do with being granted a wage or salary increase. Martino Landscape Contractors considers your pay rate, salary, and/or your total compensation package to be highly confidential information.Under no circumstances should any part of your compensation package be discussed with anyone but your immediate supervisor, the Payroll Clerk, the Office Manager, the Controller, and the President. Violation of this policy is considered to be a very serious matter and may subject you to disciplinary action, up to and including, possible termination. WAGE ASSIGNMENTS or GARNISHMENTS On occasion, employees may have Wage Assignments or Garnishments fi led against them. These are legal documents and require that Martino Landscape Contractors deduct a certain amount from your weekly paychecks.The Company will inform you regarding any such Garnishments against your wages as soon as possible after they have been received and processed in the Accounting Department. You will be provided with copies of any documentation that is given to the Company. If you disagree with the Garnishment, then it is your responsibility to handle this matter with the appropriate court and/or institution. The Company has no say whatsoever on these issues. They are strictly legal requirements with which the Company must comply by law. For each assignment or garnishment, the employee will be assessed an Administrative Fee of $3. 0 per transaction. PERFORMANCE EVALUATIONS All Field employees will receive a written performance evaluation annually, based on their anniversary dates. They may be provided more frequently. New employees will receive a written perfor mance evaluation at the conclusion of their 60-day Introductory Period. The purpose of the performance evaluation is to let you know how well you are doing. Written performance evaluations may include commendation for good work, as well as specific recommendations for improvement. You will have the opportunity to discuss your performance evaluation with your immediate supervisor.This is a good time to ask questions and to clarify important points. Performance evaluations help Martino Landscape Contractors make important decisions about job placement, training and development, and pay increases. A satisfactory performance evaluation does not guarantee a salary increase nor does it alter, modify, or amend the at-will employment relationship between you and Martino Landscape Contractors JOB DESCRIPTIONS SECTION III: GENERAL INFORMATION INJURIES/ACCIDENTS All injuries while on company time must be reported as soon as possible to your immediate supervisor.PLEASE, ensure that medical atte ntion is sought first in an emergency. Your supervisor will have a listing of emergency telephone numbers. If you witness or are present when an injury occurs, and the situation so calls, please call for help IMMEDIATELY. Your and your co-workers’ health and well-being are of prime importance. In addition, you are expected to immediately report any and all unsafe situations to your immediate supervisor. SEXUAL HARASSMENT Martino Landscape Contractors are committed to providing a work environment that is free of discrimination and harassment.In keeping with this commitment, Martino Landscape Contractors maintains a strict policy prohibiting harassment, including sexual harassment. Sexual harassment of employees by supervisors, co-workers, customers, representatives of governmental agencies, outside professionals, vendors, etc. is prohibited. Individuals who have been determined to have violated this policy will be disciplined, up to and including, possible termination. Martino Landscape Contractors makes the following commitments to all employees: Examples of sexual harassment include, but are not limited to, the following: Un-welcome sexual flirtations, advances, or propositions; †¢Verbal abuse of a sexual nature; †¢Using explicit or derogatory sexual terms in reference to any employee; †¢Subtle pressure or requests for sexual activities; †¢Unnecessary touching of an individual; †¢Graphic comments about an individual's body; †¢A display in the workplace of sexually suggestive objects or pictures, including, but not limited to, magazines, posters, calendars, photographs, and drawings; †¢Sexually explicit or offensive jokes; †¢Physical assault; Retaliating in ANY way against an employee who has complained of, or reported, sexual harassment or who has participated in the investigation of such conduct. If you believe that you are being, or have been, harassed in any way, you MUST report the facts of the incident or in cidents to your supervisor immediately, without fear of reprisal. If for ANY reason you are uncomfortable talking with this person, or this person is the one whom you believe is guilty of sexual harassment, you should immediately talk with the President. Do not wait to see if the behavior stops.To properly protect all of our employees, customers, vendors, business associates, Martino Landscape Contractors must be notified at the first opportunity. Any accusation brought to the attention of supervision and/or management MUST be brought up the chain of command of the organization or directly to President for investigation. It is a condition of employment at Martino Landscape Contractors that if it is deemed necessary to use an outside arbitrator to resolve any sexual harassment disputes, you hereby accept this condition and agree to abide by the judgment and determinations of this arbitrator.ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES Martino Landscape Contractors has adopted a policy o n drugs, alcohol, and other prohibited items in order to help insure a safe, healthy, and productive drug-free environment for our employees and others on Company property, to protect Company property and assets, to maintain a favorable public image, and to assure efficient operations.It is the policy of Martino Landscape Contractors to maintain its property and to provide a drug-free working environment that is both safe for our employees, including others having business with the Company, or on Company property, or at work sites where Martino Landscape Contractors is performing work, and conducive to efficient and productive work standards.This policy restricts certain items and substances from being brought to work, being used while working or being present on Company property and/or Company work sites, and prohibits Company employees and all others from, reporting to work, working or being present on Company property and/or Company job sites, whether or not on duty, from having detectable levels or identifiable trace quantities of certain drugs and other substances, and prohibits the unauthorized possession, by employees or others, of property, equipment, materials, supplies, or proprietary information belonging to Martino Landscape Contractors or others. OUTSIDE ACTIVITIES) or CONFLICT of INTEREST Because of the possibility of a conflict of interest, employees are prohibited from holding a position with any competitor, governmental agency, and customer, outside professional entity, or vendor or any business entity working with Martino Landscape Contractors. Therefore, you are required to inform your immediate supervisor if you have any outside employment – with any company or any self-employment venture.Martino Landscape Contractors will be the sole judge as to whether that company or business venture falls into any of these categories. While you are free to have outside employment (a second job), it must not interfere with your ability to perform your duties and responsibilities for Martino Landscape Contractors. in a productive and safe manner. In addition, it must not limit your ability – on a regular basis – to be available for required overtime and/or weekendIn addition, all employees are prohibited from engaging in outside employment, private business, or other activity, which might have an adverse effect on, or create a conflict of interest with, Martino Landscape Contractors and the type of work that the Company performs. DRIVING RECORDS Employees, whose job/position requires the ability to operate a motor vehicle, must present and maintain a valid driver's license and a driving record acceptable to our insurer. You will be asked to submit a copy of your driving record to Martino Landscape Contractors from time to time.Any changes in your driving record must be reported immediately. Failure to do so may result in disciplinary action, up to and including, possible termination. If you are authorized to ope rate a Company vehicle in the course of your assigned work, or if you operate your own vehicle in performing your job, you will be considered completely responsible for any accidents, fines, or traffic violations incurred – other than those imposed on a Company vehicle for being overweight, unsafe, etc.Your immediate supervisor will advise you on what to say and do (and what not to say and do) in the event of a vehicular accident All drivers will be subject to investigation annually by the insurance carrier to verify the status of their driving record and to determine their insurability. Martino Landscape Contractors is not liable for any employee that is turned down for coverage. However, if our insurance carrier will not insure you, then you cannot hold a position that has a requirement for driving a vehicle.ONLY Martino Landscape Contractors employees may operate any vehicle or piece of equipment owned or rented by the Company. PERSONAL LOANS and PAY ADVANCES It is the pol icy of Martino Landscape Contractors, Inc. NOT to enter into any type of loans for any employee. Generally, it is the policy of Martino Landscape Contractors, Inc. NOT to provide a pay advance to any employee. However, under emergency conditions, an exception can be made to this policy. If such an exception is granted, the following conditions apply: 1.For salaried personnel, no pay advance can be made for a sum greater than 50% of salaried employee’s regular or base weekly salary. 2. For hourly employees, no advance can be made for sum greater than 20 hours pay (20 hours times the employee’s hourly wage rate. ). 3. There is a $3. 00 processing fee, per transaction, per week to cover the administrative time and effort involved in this process. 4. All advances granted must be paid back to the Company by the end of the last business paycheck of the year. 5. Employees are eligible for a pay advance only once within each calendar ear. 6. ONLY the Vice President, the Contro ller, or the President may grant exceptions. EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT This is to acknowledge that I have been given information on accessing the website to read and review the Dixie Lawn Service, Inc. â€Å"Employee Handbook† and the â€Å"Safety Manual†. It is the employee's responsibility to read and be aware of Dixie Lawn Service, Inc. policy and procedures that are kept up to date on this website. Printed copies may be available upon request. Employee Signature Date

Lifespan Perspective Paper

Lifespan Perspective Paper Introduction This paper will discuss lifespan development and the theories associated with the study. Humans develop according to phases throughout their lives and this paper will address these phases and what to expect and when. People learn from mistakes made in the past and apply these lessons in order to improve their quality of life. The psychodynamic and evolutionary theories will be examined in detail. Also, the significant role of nature and nurture will be addressed.Lifespan Perspective of Development Lifespan development describes the growth that happens from the time an organism is conceived to the time of its death. A human undergoes a variety of changes throughout their lifetime: psychologically, physiologically, spiritually, and socially changes all occur. A mere fetus develops heart beat at around six weeks and from that point on, develops quickly over the remainder of the pregnancy. Each step in life people develop, little by little.Lifespan development provides us with the information necessary to understand the different phases of human life and with this information we are able to better understand what to expect from each phase (Berk, 2012). For example, children often fear the dark and require a night light to sleep, but overtime, this insignificant fear becomes less and less of a concern and eventually most children are able to sleep just fine without a night light. When a child realizes there is nothing to be afraid of, like there are not any monsters under the bed, he or she is able to sleep without the security of a night light.Understanding lifespan development is crucial and allows us to grasp the phases of life. And also, understand children and their needs for security and comfort. Young children often relay on the comfort of a pacifier or a blanket to calm them down or make them feel safe. Parents are able to understand their children and their needs with the help of lifespan development studies and thus, parents feel like they are able to be better mothers and fathers. There are four recognized phases of human lifespan. One, childhood and adolescence; two, early adulthood; three, middle adulthood; four, late adulthood.Natural progressions are expected to occur as a person ages. The study of lifespan development is important because it explains how and why people develop and what reasonable expectations should apply during this process (Berger, 2008). Lifespan Development at Work The study of lifespan development is significant factor in understanding the subject and provides people with many answers and has the ability of preventing people from repeating past mistakes. Over the years humans have monitored history and have used their research to prevent making similar decisions of the past that did not work out like they were intended to (Carson, 2000).For example, sunscreen is used to protect our skin from harmful UVA and UVB rays and ultimately, decrease the possibilities of skin cancer. Before the importance and knowledge of sunscreen was available people did not know the true dangers the sun presented and mostly did not protect their skin accordingly. As a result, many people who spent a lot of time outdoors in the 1970’s and 1980’s had a significantly increased rate of skin cancer. Many of these skin cancer victims did not know the dangers the sun presented and how wearing sunscreen could have decreased their risk.If this knowledge was readily available at the time it is almost guaranteed that a large percentage of these people who have worn sunscreen and possibly eliminate their chances of skin cancer all together. Now the threats of sun damage are widely known and discussed and there are a variety of sunscreen-type products on the market for consumers (Berk, 2012). People have learned from past mistakes that the sun does present dangers and can be harmful to our skin so it is important to wear sunscreen and take other appropriate precautio ns.Lifespan development is purposed partially on extending the life of man and as a part of that jaunting task, survival is required. Humans learn from mistakes that have been made in the past, as a part of their challenge to survive. Skin cancer kills some of its victims and therefore, the knowledge that skin cancer presents is crucial and allows people to take the appropriate measures to cut down their risks. This is one simple example of how people learn from history and use inventive ways to improve the future with the information acquired (Carson, 2000).Theories of Lifespan Development: Psychodynamic Behavioral, cognitive, contextual, evolutionary, humanistic, and psychodynamic are the six widely accepted theories pertaining to lifespan development psychology (Berger, 2008). Both Eric Erickson and Sigmund Freud did expansive studies on the psychodynamic theory. In Freud’s studies he focused on the inner being of a person and the unconscious forces that create personality and behavioral traits. His beliefs are that events, like memories and feelings that occur inside of us help motivate our personality and the way in which we behave.Memories are usually positive or negative and conflicts arise from negative memories and thus, creating a feeling that something should not be repeated in order to avoid a negative outcome. The psychodynamic theory focuses on three aspects of human personality: ego, superego, and id. Along with personality, this theory focuses on psychosexual development as well (Carson, 2000). Theories of Lifespan Development: Evolutionary The Evolutionary Theory of lifespan development is another interesting take on the study originally theorized by Charles Darwin and Konrad Lorenz.This theory focuses on evolution and how it specifically relates to human lifespan development. Over the years, a process of natural selection takes place and as a result humans adapt to their environments. Traits are acquired and sometimes altered by specie s in order to thrive. Darwin and Lorenz focus on how heredity influences development and how behavior is a result of our genetic inheritance. Studies that are connected with this theory show a relationship between family members and certain diseases and illnesses (Berk, 2012). For example, mental illness often runs in family histories and can be tracked through heredity.Heredity and the Environment Nurture versus nature is a discussion commonly associated with lifespan development. Environmental factors play a role in how a person develops, but heredity is passed down through a process of inheritance. A child may be born into a poverty-stricken home and raised to live in fear. A socioeconomic situation like this can lead to a life of crime in order to make ends meet. This environment has significant affects on the development of a person, but environments can be changed, if a person is willing to take the necessary steps.Now if a child is born into a family with a history of mental illness the child has a chance of developing a related illness (Berger, 2008). For example, if the child’s mother has schizophrenia and the child demonstrates symptoms of the disease at an early age and eventually is diagnosed with the disease, this is an act of nature. It is possible to earn a degree, get a better job, and move up to a middle class area, but it is not possible to undo heredity and no longer be schizophrenic. Nature and nurture both play a significant role in lifespan development and have equal importance in the lives of people (Carson, 2000).Conclusion In conclusion, lifespan development describes the growth that happens from the time an organism is conceived to the time of its death. Throughout these years, people develop in phases that can be observed as a result of the study of lifespan development (Berger, 2008). Human beings have learned about the different phases of development and have discovered new ways to do things to guarantee a higher quality of life. Watching history and mistakes that were made in the past are one of the ways the human species thrives and is able to withstand the test of time (Carson, 2000).The psychodynamic and evolutionary theories explain specific thoughts associated with lifespan development (Berk, 2012). Nature versus nurture is controversial debate that can be seen all throughout the study of psychology and many characteristics humans develop References: Berger, K. S. (2008). The developing person through the life span (7th ed. ). New York, NY: Worth  Ã‚   Publishers. Berk, L. E. (2012). Infants and children: Prenatal through middle childhood (7 ed. ). Allyn & Bacon. Carson, R. C. (2000). Abnormal Psychology and Modern Life. Retrieved June 25, 2012, from,http://www. abacon. com, p85.

Mason

Mason Gupte English 10118 Paper 3 The recreational use of cannabis should remain illegal in the United States of America. Cannabis, or marijuana, is a highly dangerous and addictive drug that not only leads to physical harm, but is a drug that if legalized, would inadvertently encourage the use of drugs among teenagers and adults all across the country. In recent years, the country has witnessed an increase in popularity in what is known as â€Å"medical† marijuana.Although it’s viewed today as a medicine and something that is offered to help patients in America, the positive aura being created around the drug is something that should be considered extremely alarming. The more people become accustomed to the idea of marijuana being acceptable, the more likely it becomes that a serious push for the narcotic to become legal could happen. Legalizing marijuana for recreational purposes would be detrimental for numerous reasons.Scientists have discovered enough about the act ive chemical in marijuana called delta-9-tetrahydrocannabinol, or THC, to allow us to understand that is a substance that should not be tampered with. When a person burns marijuana and starts to inhale the smoke, the THC in the plant quickly passes from their lungs into their bloodstream, which transports the chemical to the brain and other organs throughout the body. THC acts upon specific parts of your brain, called cannabinoid receptors, which then triggers a series of cell-based reactions that lead to the dangerous â€Å"high† that user will experience (www.DrugAbuse. Gov). These receptors are found in parts of the brain that affect pleasure, memory, thinking, concentrating, sensory, coordinated movement and time perception. While a user is under the influence of marijuana, they are prone to chronic overeating and tend to show little to zero effort in any activity they attempt. The use of marijuana can also lead to distorted perceptions, impairments, difficulty solving pr oblems, and further complicate the person’s ability to learn new things and hold memories.Research has shown that, in chronic marijuana users, the drug’s adverse impact on the subjects learning and memory can last up to days or weeks after that person has allowed the effects to wear off (www. DrugAbuse. gov). The majority of marijuana users who are asked about their habit will respond with something like, â€Å"There’s nothing wrong with it. † However, if studied closely and observed for a period of time, it is no challenge for one to see that the effects are not just physical.The mental harm one will encounter when they inhale the smoke is something that is not just temporary, users can and will suffer long-term from the drug’s effects. This is one clear reason why medical marijuana is a contradiction to what is healthy and beneficial to patients. Doctors and patients will claim that it is the only way to cope with diseases in particular cases, ho wever, harming oneself does not help cope with anything in the long run.Although research details for the long-term effects of marijuana haven’t been completely ironed out, scientists can see that there are consistent similarities between two users who have used the drug their entire life. A person that smokes the plant for a large amount of time consistently will observe a noticeable connection between that and their impaired cognitive functioning. A person who does not use the drug will notice less of a fog in their cognitive functioning, where as a marijuana user who has experimented with the drug since a young age will have trouble thinking of things quite often.Another troubling fact about cannabis is that when used in the long-term, can lead to physical addiction. Estimates from research suggest that roughly nine percent of all marijuana users become addicted to the drug; this number is likely to increase for those who start young or are daily users (www. DrugAbuse. Gov ). People who were daily marijuana smokers and attempted to quit, report that they have experienced withdrawal symptoms such as irritability, sleeplessness, trouble getting their appetite back, anxiety, drug-craving, and depression.All of these symptoms are likely to begin within the first one to two days of quitting smoking. Numerous studies have shown that there is a direct correlation between the long-term use of cannabis and increased anxiety, depression, and schizophrenia. However, at this time, it is not clear whether marijuana use causes mental problems, exacerbates them, or reflects an attempt to self-medicate symptoms already in existence (www. DrugAbuse. Gov). What is clear is that high doses of marijuana can lead to psychotic reactions within the subject; also, use of the drug may trigger or lead to relapse of schizophrenia in vulnerable individuals.Other effects of smoking marijuana include issues with the heart such as increased likelihood of a heart attack as a result of an increased heart rate. Irregular heart rhythm, palpitations, and arrhythmias also are commonly observed negatives for marijuana users whether they’re frequent or occasional smokers. If one is greater in age or has cardiac vulnerabilities, the risk is much greater. The heart is not the only area of the chest impacted negatively by smoking marijuana, the lungs are forced to work much harder when marijuana is inhaled.Numerous studies have shown that the smoke created when marijuana is burnt contains 50-70 percent more carcinogens than what tobacco smoke holds (www. DrugAbuse. Gov). Since marijuana users typically inhale much deeper and hold the smoke in their lungs for a longer amount of time than tobacco smokers, they further increase their exposure to these carcinogens. Another dangerous thing one should keep an eye on is the fact that marijuana users show potentially cancerous growth in epithelial cells.The list of reasons why marijuana should remain illegal is a long, b ut concrete list and something everyone who has used the drug should be encouraged to look at. While it is currently legal within states for medicinal purposes, the government has done well by keeping this substance illegal as far as recreational use. Nothing good can or will ever come out of legalizing such a dangerous narcotic. Works Cited Page November 2010. Drug Facts: Marijuana. November 4th, 2012. http://www. drugabuse. gov/publications/drugfacts/marijuana

Article Analysis Paper Essay Example | Topics and Well Written Essays - 750 words

Article Analysis Paper - Essay Example This followed the return from Greek securities that totals up to 33% in the year until recently, making it the most among sovereign markets that are tracked by Bloomberg indexes. The fact that private investors would be up and running in order to purchase medium-term Greek notes at 4.75% yield is a clear indication of the desperation attempts to overcome their economic fiasco. The Greece financial crisis therefore dates back to four years ago when that began to seek assistance from the international monetary fund and the European Union for funds. The Thursday bomb explosion is evidence that people are not happy with the current economic situation in Greece. The fact that the big bond was offered since the sovereign debt four years ago does not imply that the economy will be brought back on its feet and on time. It indicates that the decision does not serve to address the situation on anonymous grounds which breeds grounds for conflict. The group believes that the move by the Greece government is a cosmetic step that is meant to dodge the real issues facing the Greece economy. The real issue at hand should be how the euro can be used to rebuild the economy without accumulating additional debt. Strategies that have been put in place to bail out the Greece economy may not give immediate results owing to the nature of the results expected. The bailout program which entails an 8.3 billion euro- aid payment makes it the first bailout program me since the last December. This follows projection that the Greek economy is expected to expand by an average of 0.6% in 2014 following six years of contraction has cost the economy approximately a quarter of its budget thereby leading to the rise in unemployment rate. Bidding of security bonds in the foreign exchange market has also propelled the loss of jobs in the country. It comes with an increase in taxes which results into inflation from

History US Essay Example | Topics and Well Written Essays - 500 words - 1

History US - Essay Example By 1939, the US unemployment still exceeded 20%. The New Deal also raised taxes such that entrepreneurs became discouraged from investing more. As such, the New Deal failed to end the Great Economic Depression. When World War II started, America hesitated to join until 1942, when about 12 million soldiers were sent overseas to fight alongside the allies to defeat Adolf Hitler. Back home in the US, about 15 million people were employed in the manufacturing of military weapons, machines and equipment. Folsom (2010) and Bohanon (2012) agree that this is the most significant moment of the New Deal because it created more jobs than ever. Many Americans got employed either in the army or the military industry. This again provided an opportunity for production to increase in the US, hence boost the economy. Unfortunately, the produced weapons were not being used by civilians at home. They were sent overseas to be used in the war field. Even the soldiers themselves could not eat weapons. They needed bread, homes and sustainable jobs. On the other hand, taxes were still high such that what people earned could not suffice. As such, life still remained miserable and the quest to end the Economic Depr ession was far from reality. According to Folsom (2010), towards the end of the war, in 1944, President Roosevelt started preparing for the post war economic recovery. He drew his vision but died six months before the war ended and before he could implement his post-war America agenda. His successor, Harry Truman, wanted Roosevelt’s agenda implemented but the opposition (Congress) refused vehemently and opted for the opposite. Finally they agreed to totally deviate from the New Deal and adopt a totally new Recovery plan which included the following: no federal program for health care, no full-employment act; only limited federal housing; and no increase in minimum wage or social security benefits. Instead, the

Flexible Work Schedule and its Impact on Private Company Employee Research Proposal

Flexible Work Schedule and its Impact on Private Company Employee Performance in Saudi Arabia - Research Proposal Example In the 21st Century though, there is the need for some kind of departure from the normal 8-hour working day in a five working day need for several reasons. Bohlander & Snell (2009 p173) identifies that the departure from the normal schedule might be necessary to keep the organizational productivity high and enhance the morale of workers by giving them control over their work schedule. This is because people now have a wide array of needs and desires at different times of their lives. The typical expectations of a worker might be the need to attend to family commitments, need for leisure and pleasure to enjoy earnings and the need for social commitments like maintaining religious and extended family ties (Segev, 2005 p78). Additionally, deviation from the normal 8 to 5 work schedule allows businesses to maintain the stature of an attractive employer. This enables a business to attract the best employees on the open market. Collectively, the recruitment and selection of the best employees allows a business to attain long-term benefits for the business. Bohlander & Snell (2009 p174) identifies the concept of flexible work schedule as an attempt by a business to maintain high productivity levels whilst deviating from the traditional working-hour requirements of their employees. In other words, flexible work schedule (FWS) allows a business to set up a system which enables employees to continue working and meeting high levels of results without necessarily having to work from 8am to 5pm for five days in a week.... Bohlander & Snell (2009 p174) identify four main types of flexible work schedule. They include: 1. Compressed Workweek: This entails reducing the number of days in the workweek by lengthening the hours of work each week. Thus for example, a person might be required to work for ten hours a day and for four days in a week instead of eight hours a day for five days a week. The 4/10 work week will enable the worker to take a day off to attend to other things. 2. Flexitime: This is a system where the worker will be allowed to choose daily starting and quitting hours. Typically, the flexitime system might give the employee a range of possibilities which are negotiable, leaving peak hours or crucial hours as non-negotiable times (Liff, 2007 p74). Thus a worker can choose to start work at 6am and close at 2pm or start at 10am and close at 6pm, with each covering an 8-hour period. 3. Job sharing: This is where two part-time employees take one full time job. In this case, each of the employee might have to work for three days a week and from the synergistic efforts of the combined employees, the business would stand to gain more in terms of productivity. 4. Telecommuting: With telecommuting, an employee might be allowed to work from home. This can be attained by the use of modern real-time equipment and gadgets like computers, Internet and telephones. Through telecommuting, an employee can avoid the traffic of traditional commuting, save time and get to handle other social activities effectively. The human ecology theory of motivation suggests that individuals are affected by the external environment they operate within and this enables them to shape their inner thoughts and emotions to attain various results (Bubolz & Sontag, 1993 p2). This indicates that there

The Means for Effective Interpersonal Communication between Couples Essay

The Means for Effective Interpersonal Communication between Couples - Essay Example Most of the time, we tend to look at the faults and weaknesses of others while making quick judgments or conclusions at the same time. This usually is the first action since it is part of our innate instinct to be on the defensive, both physically and psychologically. Knowing this, you are already aware that taking your own side first in any argument is an instinctive reaction. Of course, that kind of action does not really deal with the problem initially. The first step in having an effective and happy interpersonal communication as a couple is to first look into your own self. This requires serious introspection and a degree of private time away from each other. Introspection requires a long and deep look into one’s own personality and character. Just imagine having to sit in front of a mirror while asking yourself questions about your own self. Some of the questions that could be asked would be about good traits, inherent character strengths, character flaws, and weaknesses. The primary reason why this step is important is because it practices you to be self-aware of mistakes that might have been overlooked. More often than not, it is easy to point fingers at the mistakes of others while forgetting that you have your own shortcomings as well. To be more conscious of your own mistakes is a matter of mindfulness. After spending a great deal of time understanding your personality and behavior, the next step is to have a self-appraisal on your personal manner of communicating. You have to realize that for an effective interpersonal communication to happen between couples, it is also important to know how you would communicate with yourself and if you have communication competencies. The issue is not whether or not you are good in expressing yourself. You can express yourself clearly but still send the wrong sentiments. Most of the time, it is the manner and not the message that has the

Commercial landlord and tenant law 2 Essay Example | Topics and Well Written Essays - 1750 words

Commercial landlord and tenant law 2 - Essay Example In the event where the landlord intends to repossess the premise for personal use for other reasons, the Act provides the processes the landlord should follow without incurring a liability for breach of the lease contract (Bright, 2007. P. 186). The actual procedure for bringing tenancy to end depends on the terms under which the contract was formed. In addition, the process will be influenced by the manner in which both parties have adhered to the terms of the contract as well as the application of right process for ending the tenancy in accordance to the Act. Unit 1 In the case of unit 1, the lease contract was initiated on September of the year 2000, and the lease period was fifteen years. The contract was completed under Full Repairs and Insurance (FRI) lease in accordance to the landlord and tenant Act of 2000. However, during the lease period the tenant renovated the premise by constructing an extension and installing air conditioner at a value of ?125,000 in the year 2004. Thi s resulted to an appreciation of the rental value of premise to about ?14,500. In this situation, the occupier is entitled for compensation from the landlord for the cost he or she has incurred in adding value of the building (McQueen, 2010. P. 43). According to this Act, the tenant is entitled to receive compensation because of improving the status of the building above the state it was in before the occupancy (Bright, 2007. P. 195). Since the tenant occupied the building in the year September 2000, the period of occupancy is below fourteen years. The tenant has left twenty months before the expiry of the lease period. The Act requires compensation at a value of rate-able value of the premise in the event of termination at the request of the landlord. In case the landlord succeeds in terminating the lease contract for unit 1, the occupier will have to be compensated on the ground that the landlord wants the building for other use rather than breach of agreement by the occupier (Lin da, 2013. P. 17). The landlord has numerous means to explore in clearing unit 1 for another tenant. Firstly, the landlord can issue the tenant with a six months notice under section 25 of the Act. In this notice, the landlord should indicate the reasons for refusal of a new tenancy taking into considerations the requirements of section 30 of the Act (Portman, & Marcia, 2012. p.79). In this situation either the landlord or the tenant will petition the court of law to justify the landlord’s application of rejecting new tenancy under section 30 of the Act. The case will have to be determined by the court and decide whether the occupier will vacate the premise to continue living in it (Jeffrey, 2003. P. 43). If the landlord succeeds in this application, the tenant will have to vacate the building upon the completion of the lease period that will expire in twenty months time from now. Another option available for the landlord to clear unit 1 building for another client is through mutual agreement with the current occupier. This is the best option because it will not require tedious procedure, but instead the landlord may inquire from the client as to whether they will renew the contract or whether to bring the tenancy to an end (Bright, 2007. p. 256). This is referred to as mutual agreement since the two parties must consent on the action to be taken. The Act grants the tenants right of tenure that allows tenants to continue

LENDER LIABILITY Research Proposal Example | Topics and Well Written Essays - 1750 words

LENDER LIABILITY - Research Proposal Example Thus, it is vital to understand briefly regarding the concept of lender liability. Based on this aspect, the objective of the assignment is to summarize the works of various authors on the area of lender liability. About ten credible sources have been used in order to evaluate the quality of information and relevance on the research subject i.e. lender liability. The author used various secondary sources in order to evaluate lender liability under Comprehensive Environmental Response, Compensation and Liability Act (CERCLA). Throughout the research, the author found that possible liability for lenders under CERCLA has lurked in every commercial loan transactions. Schott (1992) also found that due to reluctance of lenders towards foreclosure on mortgages deeds, the very purpose of CERCLA has been disenchanted. Schott (1992) has provided significant information on CERCLA, an Act, which enacted by Congress in order to regulate hazardous waste issues that stemmed from inappropriate, inattentive and irresponsible waste disposal activities. It is worth mentioning that Schott (1992) described various legal cases in order to assess the liability of lender of any property. The author observed that CERCLA has generated uncertainty for lenders with respect to their liability on waste reduction. Hence, the author pointed out the amendment of CERCLA as a way to improve law in the context of lender liability (Schott, 1992). The authors have evaluated Servicemembers Civil Relief Act (SCRA) for addressing the problem of loan services of the students. The article portrayed that the mortgage lenders are not complying with the process of SCRA while providing loans. Jensen & Leonhardt (2013) recognized the threat of increased loan debt, which highlighted the importance of lenders liability while providing loans to the students. Various secondary sources have been utilized in the article in order to address the challenges of mortgage loans and most

Manage Operational Plan Essay Example for Free

Manage Operational Plan Essay 1. The Types of Matters in a Human Resource Plan Human resources is directly related to the performance of the organisation identifying and planning for training can be linked to many corporate processes performance as the underlying basis of many organisational and human resources programs. 1.1 Some matters of the human resource and their solutions 1.1.1 Human resource issues in counsel and the possible solution Counselling is definitely one service that can help to manage themselves manager should be trained in same basic counselling skills a counsellor can in sever age core capacities of employees. It can help employees increase their self-awareness regarding their thinking patterns and behavioural tendencies. 1.1.2 Human resource issues in employment management and the possible solution The sources of training need provide a diversity and complexity of training requirements to be at practice level you should be managing coordinating the training necessary to satisfy all the needs all the personnel in training should be skilled. 1.1.3 Human resource issues in Administration and the possible solution Recruitment is another traditional area high quality candidate’s should be attracted to the positions the person and position requirements should clearly established. A variety of selection methods appropriate to the situation should be used like entrance tests an interview. 1.1.4 Human resource issues in training and the possible solution Administration is function of human resource management is to be provide the employees with the capability to manage healthcare, record,à ‚  keeping, promotion, benefits etc. the function in terms of employes benefit is to create management system to achieve long term goals plans it requires the exercise of analytic ability and application of substantial knowledge of principals. 2. Job Description of Human Resource Plan Duties and Responsibilities; * Recruiting and staffing logistics * Performance management and improvement tracking system * Record keeping * Assisting with employees relationship * Employee safety and so many- prepare sales action plans and schedules assist, develop and maintain sales and promotional materials make sales calls to new and existing clients assist, develop and make presentations of company products and services to current and potential clients negotiate with clients maintain sales activity records and reports ensure customer service satisfaction and good client relationships follow up on sales activity assist, conduct market research and surveys Skills and Abilities; Excellent computer skills including word and excel Effective oral and written communications skills knowledge of employment laws good interpersonal skills skills in database management Be ready and able to work within a team. Have a polite, helpful manner Education bachelor degree Experience 1 or 2 years of general business 3. Preparing a Job Advertisement A job advertisement should be contained various information these can include; Job title Wage Working area, place Working hours Skills, knowledge and attitude we needed Qualifications and experience we needed Contact name and number of someone who is from our Human Resource Department. 3.1 Job Advertisement for tycoon Company Tycoon Trading Company Sales Department; Salary: $ 55.000 annual Working hours: 9:00 am-5:00 pm (Monday to Friday) Our company is located in western suburb close to city and all public transport. As a small business company we are looking for an intellectual, a creative, qualified and at least two years sales experienced person who must use all office programs professionally especially MS Excel, provide good communication with customers and also must assist to someone else about one of our new product in our company. A person who can enjoy challenges and working towards targets has ability to exceed customers expectation Contact no. 02345678(aren) 4. Detail the Cost of Hiring an Employee Cost of detail of our office person contains; Employee background screening Advertising Relocation pay Time for interviewing Travel expenses Training costs Taxation and wages Human resources paperwork about employee Survey and monitoring processes’ cost for employee Job offer calls by phone or job offer letter by mail Employee back ground investigation and make phone calls to its former company 5. Selection Criteria and interview Questions 5.1 Selection criteria from the sales position Understanding of the role Qualities and Quantities research skills Communication and negotiation skills Organisation and Planning Confidence and presentation skills Decision making 5.2 Interview Questions 1. Tell me who are the main stakeholders in our business and describe the task of job that you understand? 2. How can use the qualities and quantities research skills in this position? Can you give me an example about these skills which you have used before in former job? 3. How will you build good relationships with your team members? 4. How will you satisfy dissatisfied customers? 5. Tell me what is your daily schedule position in job? 6. Now I want you to try to sell me something. Try to convince me to buy this coffee to drink. 7. Which advertising methods do you use to present a new product to create an attract attention for our customers. 8. Can you give me a specific example of an occasion when you took on extra responsibility or showed initiative in improving an aspect of work? 9. Describe the most challenging problem that you have had to solve, and what you took into account. 6. Reference Checking It is a process of authenticating the information supplied to potential employer by a job applicant in his resume, application and interviews it ensure the employer that the candidate has background and experience as he claims it includes and takes usually 20 or 30 minutes to complete. It is a control process provides past information of employee and asks questions two or three people who directly managed the candidate about employees’ skill and knowledge for requested position, relationship with other team members it includes verification of academic credentials ,verification of prior employment, testing to confirm skill, criminal background check To make a reference checking about regarding person will be good in term of employer. For this reason the human resource department of tycoon International Trading Company prepares some questions to make a reference checking on former jobs and positions of regarding person on the its ex-companies. Our reference checking questions are generally consisting of; When did related person work for your company? Could you confirm starting and ending employment dates? When did s/he leave the company? Why did related person leave the company? What was her/his starting and ending salary? What was her/his position? Can you describe the job responsibilities? Did person supervise other employees? How effectively? If I spoke to those employees, how do you think they would describe person’s management style? How did person handle conflict? How about pressure? Stress ? Did you evaluate person’s performance? Can you speak to his/her strong and weak points? What was person’s biggest accomplishment while working for your company? If I describe the position we are hiring for what, could you describe how good a fit you think person would be for the position? Can you describe this persons experience working as a member of a team? Is there anything I havent asked that you would like to share with me? 7. Preparing a Job Offer Date 03/08/2011 Tina Odett and 1/48 Ambrie Crt.Noble Park 3174 Melbourne/Australia Dear Mrs raj It is my pleasure to extend the following offer of employment to you on behalf of tycoon trading company the offer is contingent upon your passing of requirements. The position we are offering is that of Sales Assistant at a salary of $55,000 per year This position reports to Mrs Lela who is a supervisor. Your working hours will be from 08:30 am to 05:30 pm on normal workdays. This is a permanent position. Benefits Information if relevant to the position: Working hours 9:00 to 5:00pm Position – permanent Salary- paid fortnight Bonus- on satisfaction completion of first 90 days of employment Vacation _2_ weeks per annum Probation Period from 15/08/2011 to 15/11/2011 Employee Benefits Include: Group Insurance Short/Long Term Disability Dental Care Health care Your employment with tycoon trading company is at will and either party can terminate the relationship at any time with or without cause and notice if you are in agreement with the above outline please sign. We are confident you will be able to make a significant contribution to the success of our Sales Department and look forward to working with you. Signature Date.. For company manager name. Date. Human resources Date.. I accept the offer as outlined above this 8 day of August,2011. Tina Odett 8. Mentoring and Coaching Program for the New Staff Member A mentor helps employee’s development and also provides some advices on  career path. On the other hand a coach observes employee’s work and actions, and provides related teaching skills. A coach can come from same division in a work place for example from company’s personnel or manager. As a manager, I can also be a coach for my new and current employees. And as a coach, I can give my time and attention to my employees and I can help them master their work and grow their own knowledge and skills. Also, I can ensure them extend their learning capabilities and improve their self-development. On the other hand, for the role of the mentor I can provide my new employees to reach their highest potential in the business. I can arrange for them individual or organizational group mentoring programs. 9. Three months’ probation review It is a 3 month period from the date of commencement of employment whether the employer assesses suitability of employee for the role and employee has an opportunity to determine if the role meets their needs. Probation period has been formed as 3 months in our Human Resources Plan to provide a review and recording about newly hired personnel. Review will be made to the Human Resources Department end of the each month during the three months. First two months will contain initial reviews, and last month will be taken final reviews for employees. Employee assessment Company name Employee name Identification Date/period Position 9.1 Records of Review Importing point in a review report is that it gives healthy and true decisions about newly chosen personnel and provides much strangest workforce for the organisation in the future. Following things should be recorded Attendance Punctuality Appearance dress code Attitude-positive, cooperative Work quality Workplace-care of company equipment Team work skills 10. Monitoring and Review of a Human Resource Plan Human resources plan provide a framework for a company for that as a Human resource manager of the related company I can follow companys missions and daily operations by regarding plan and also I can understand what priorities I need to know as I guide the employees to help the company succeed as well I can be sure whether all staffing needs are met or not. According to the topic, firstly I have to thing about new product in the organization and sales staff that has also employed newly. For example as a human resource manager I arranged a staff training program for related person and also I chose another person who will be responsible for monitoring system. By this responsible person I will follow all performance and capabilities of new staff and also I will be reported about the all situations among the training such as staff training has been completed by a certain date or not. After this training process I can manage a survey which indicates the results of customer satisfaction an d therefore I can make a review about my resources plan which has achieved to present new product by my new training staff or not. PART B According to case study, Sports Gear that is a medium size company will need to increase its production for the Australian Team in the World Cup within 6 weeks which needs to be more than the current level in order to meet the expected demand. 1. Expenses for the new operational plan To increase productivity we need following things, More stafff for night shift More machinery. Time schedule should be extended to 24hrs and 5 days a week for next 6 weeks. Organize extra arrangements for catering and refreshments for the working staff. 2 extra supervisors for night shifts. Ordering extra raw material. Extra room for storage and vehicles for distribution. All of the above will lead to increase the company’s current expenses. For that Sports Gear need to extend their company’s budget. For example, company need to provide more wages for more staff and extra supervisors, more usage for more electrical expenses, more budget for extra order for raw material, more requirement of fuel oil for distribution during the 6 weeks, etc. 2. Monitor performance of the staff to increase productivity Garry can monitor his staff performance by:- Establishing cctv cameras and recording and viewing all the staff members while working. Setting daily targets for each supervisor and each staff. Staff attendance records. Amount of waste production for each staff which shows they are doing their responsibility in right way or not. 3. Budget of the company and its use Budget is a list of all planned expenses and revenues. It is a plan for saving, borrowing and spending. A reasonable budget allow you to do what you want it helps to be business in right direction The company uses the budget because it provides:- Planning, Set expectations, Consideration, and Guidance Control finances Help to achieve target Helps to prevent loss. 4. Documentation used for developing a business budget Budgeting is the basis for developing supportable financial plans. The documents developed by the company as a result of these instructions are a normal part of the annual budget effort. provide a consistent basis for business planning and budget reviews, facilitate any necessary budget adjustments, provide transparency and a clear audit trail, support rate case filings, assist external reporting with their communication to the investment community, and Keeping the record of budget and getting it checked by the senior personnel.

Effect of Sleep on Academic Performance

Effect of Sleep on Academic Performance Abstract Several studies have reported that a lack of sleep will negatively affect GPA.[FW1] Many others indicated that lack of sleep would also impair cognitive functions in all aspects[FW2]. This study is designed to determine if a sleep will have an impact on academic performance as well as look for a difference between male and female performance. To test this, 100 undergraduate students ages 18-24 will be randomly assigned to one of two condition. One group will be sleep deprived while the other will not, then both groups will take an exam with select math and literature questions taken from the SAT. It is expected that the participants not sleep deprived will score significantly lower than those in the standard sleep group. It is also expected that there will be no significant difference of male and female scores in either the sleep deprived or standard sleep conditions. This will demonstrate that sleep does affect academic performance in both males and females. Keywords: Sleep, Academics, Undergraduate, Students, Deprivation   Effect of Sleep on Academic Performance in Undergraduate Students Humans rely on sleep to help function during the day or during the night.[FW4]The ability for one to learn can be drastically effected by whether or not he/she gets enough sleep the night before. According to one study, it has been found that lack of sleep has negative affect on both memory recall and memory formation (Longordo, Kopp, Là ¼thi, 2009). This is a problem many college students face. When the students need to complete assignments or study for an exam they will often stay up all night and not sleep, hoping to get the paper complete or memorize the information so their grade will reflect how well they understand the material being taught. The problem here is that a lack of sleep makes academic success more difficult to achieve. There is a negative feedback loop demonstrating this predicament; the student stays awake studying or working, then does not receive the desired grade because memory recall is far more difficult, now the thought process is that more studying is req uired for the next exam or assignment, so the student stays up later. This sleep deprivation does not only come from the need to study or complete assignments. Because college is expensive many students get jobs to help pay the tuition (Chiang, Arendt, Zheng, Hanisch, 2014). Because the employed students are not the only ones needing help staying awake while doing assignments or during a lecture, they find alternative methods. As a way to help undergraduates stay awake, they consume energy drinks[FW5]. Energy drinks and their connection to sleep continue to negatively affect student performance. A study conducted by Champlin, Pasch and Perry found that there is a significant correlation between lower grade point average (GPA) and the consumption of energy drinks (2016). Because there are several ways sleep impacts student performance, this researcher intends to continue this area study. The researcher aims to demonstrate that there is a correlation between the amount of sleep a student gets and his/her ability to complete an exam. The hope is that the re will be a significant difference in scores between the two groups, indicating that the amount of sleep an undergraduate student gets the night before an exam will contribute to their score. This is important because it may help students understand that staying up is not the solution to success; therefore, they will may look for healthier and more beneficial study techniques to help them increase their academic performance. The researcher will also look at the difference in scores between sexes in each conditions. It is desired that there will be little difference between these scores, which will show that both male and female students have similar levels of understanding and that sleep has an effect on both sexes. The discovery that lack of sleep can be dangerous led to an article that stated that sleep is a biological necessity (Gilbert Weaver, 2010). It has been found that much like how the absence of eating leads to health concerns and eventual death, the absence of sleep will eventually have these same side effects. The research conducted by Gilbert and Weaver (2010) found that there is a significant negative correlation between poor sleep quality and GPA. This adds to the validity of a study done in 2008 [FW6]which indicated that students with GPAs over 3.0 reported that they were less likely to engage in all-nighters while students with GPAs of 2.5 report occasionally performing this action, and students with 2.0 and lower said that they conduct all-nighters frequently (Thacher[FW7]). This indicates a need for sleep if a student strives to be successful in their college career. In 1997[FW8], two researchers reported that students being sleep deprived were fatigued and had an increase in confusion, which caused those in the sleep-deprived group to struggle in their performance (Pilcher Walters). This may indicate that sleep deprivation[FW9] (SD) does not directly affect student performance instead; it creates the conditions that will impair student success. Another study also demonstrates that SD is not directly affecting the students. Engle-Friedman, Riela, Golan, Ventuneac, Davis, Jefferson, Major (2002) conducted an experiment with results that showed SD students, when given a choice, are significantly more likely to choose questions that are of less difficulty than students who had a normal amount of sleep. They also learned that even though the SD group selected easier questions they still scored less than the other group who chose more difficult questions. It was determined that being sleep deprived causes students to put forth less effort than people not sleep deprived. Even though lack of sleep makes it difficult to focus and makes students want to take t he easiest path to the finish, there are also emotional and physiological effects. Brown, Buboltz, and Soper reported that when people are sleep deprived they suffer an emotional imbalance. This imbalance causes the student to have a low sense of life satisfaction. Accompaning this is for depression and anger (2006). The research conducted by Brown et a. 2006 supports that done by Pilcher and Walters (1997) in that both found that the lack of sleep caused fatigue and confusion. Another more serious physiological effect that arises when the body does not rest enough is that it lessens the production of T cells. This is dangerous because T cells work with the immune system, when the immune system becomes weaker the body is more suseptable to infections and diseases (Longordo, Kopp, Là ¼thi, 2009). This can be a problem for students because if they are too sick to attend class they will fall behind leading to another reason lack of sleep harms GPA, because one cannot learn the information if they are not present. Sleep disorders have a major affect on the academic p erformance of students because they cause sleep deprivation. A study done with 1,845 participants showed that 27% of the students with a GPA less than or equal to 2.0 were at high risk of having a sleep disorder (Gaultney, 2010). Because sleep deprivation has had such a major impact on the GPA in college students, researchers set out to discover what range of sleep is effecting the students. They found a significant difference in GPA between students that had a maximum of 6 hours of sleep compared to the students that Routinely had 9 or more hours of sleep; however, they did not find a statistically significant difference between students that received 7-8 hours and those that had less than 6 nor was the difference significantly different between the students geeting 9 or more hours and those getting 7-8 hours of sleep (Kelly, Kelly, Clanton, 2001). Getting enough sleep is not enough to earn a good GPA, the student must also apply themsenves and be dedicated to the courses they are taking. Because of this the researcher will try to determine just how much sleep effects a students GPA or are they just not applying themselves to be successful. To solve this the following method will be used. Method Participants There will be 100 undergraduate [FW10]students between the ages of 18-24 recruited from Central Washington University (CWU). This range is being selected because it is the most common undergraduate age. All ages are being selected because the researcher wants to view the effect on all undergraduates not just freshman, sophomore etc. Materials There will be a questionnaire with questions such as did you wake up after falling asleep? (see appendix E for all questions) for the participants in the standard sleep time group. There will be a test which will have 20 questions taken from the SAT, 10 questions will be mathematics such as Which of the following is equal to sin(à Ã¢â€š ¬/5)? (see appendix C for questions and appendix D for solutions) calculators will be provided to all participants. There will also be five literature questions formulate the test. Participants will be shown an informed consent prior to beginning the study (see Appendix A) and a debriefing form after completing the study (see Appendix B). Design Using an experimental design, participants will be randomly assigned into one of the two conditions. These conditions will consist of either a deprived sleep group or a standard sleep time group. The administered test contains questions from the SAT because it is a standardized test, which all CWU applicants must have taken, giving them some level of familiarity with it. Participants in the deprived sleep group will be kept awake throughout the night and morning until they have completed the test. To ensure the participants remain awake, they will stay in a laboratory where the room will be lowered to the temperature of 60 degrees Fahrenheit, which will be warm enough to avoid any form of injury, damage, or illness yet help prevent the participants from sleeping. Music will play over a loudspeaker for 20 minutes every hour and there will an option of coffee until 2 hours before the test. The participants in the standard sleep time group will be allowed to sleep at their own residence and will return to take the test, when they return they will fill out a questionnaire. Both groups will proceed to take the same test at 12pm. The beginning of the test will have a demographic to determine if sex have an effect on the data. The data will be analyzed based on the number of correct test questions in each group. An ANOVA with alpha = .05 will be performed to determine if there is a significant difference between the deprived sleep and standard sleep time groups, as well as to see if there is a significant difference between male and female performance in each group. Procedure To begin the research all participants will be randomly assigned into one of the two conditions then they will be shown a consent form to read and agree to, if a participant does not agree they will be thanked for their time and asked to leave. The participants that agree to the informed consent form will be randomly assigned into 14 groups. Each group will be designated a day of the week within the next 14 days to take their test. There will be three participants from both groups to take the test each day; this is because of limited space in the lab. Those in the deprived sleep group will be asked to return to the lab by 9pm to be kept awake and the standard sleep group will be asked to sleep for at least 8 hours. Before the test begins, the standard sleep group will be given a questionnaire to fill out as a way to determine if they received the necessary amount of sleep, if they do not meet the required 8 hours they will be given a debriefing form and dismissed as to not contaminat e the data. Both groups will be required to be in the lab at 12pm to take the test. Before starting the test, each participant will be given a TI-83 calculator to assist in the math portion of the test. When a participant completes the test, he/she will return the calculator and then be given a debriefing form explaining the purpose of the study, if he/she is in the deprived sleep group they will be encouraged to go home and sleep. Results The data will be analyzed using an ANOVA. The researcher does not expect a significant difference between sexes in either group, this will show that sleep effects both male and female. The researcher does expect that the individuals will have significantly different scores based on the condition they were assigned to. Specifically, the participants in the deprived sleep group will score lower on both the math and literature than the participants in the standard sleep time condition. This will indicate that sleep does significantly affect the academic performance in undergraduate students. Discussion This study will set out to discover if and/or how sleep effects undergraduate academics and if these effects vary between sexes. The results should support previous research, which has indicated that the amount of sleep students get over the course of a quarter does have an effect on their GPA. It should be reported that students deprived of sleep have a lower score and that there is little to no difference in the scores between sexes. However, several limitations that may arise could have an effect on the results. Because the students are free to opt out of the study at any point, attrition will likely be evident. This would likely occur in the sleep-deprived condition because they may start out enthusiastic but become unwilling to sacrifice sleep to continue participation. Another limitation in the sleep-deprived condition would be from the students that physically could not stay awake which would disqualify them from the study. The test being administered to the students may also have an effect on the collected data. This is because some students may be more proficient in math and literature due to the classes they have already taken. In addition, the questions are being taken from the SAT to give the students a familiarity but many of them would not have taken the exam for many years. The students in the standard sleep time condition may lie on the questionnaire as to not be disqualified from the study. There are some possible ways to solve for these limitations. Having the standard sleep time condition, sleep in a lab where they can be monitored would eliminate the possibility of not knowing if they truly obtained the necessary sleep. Not using such a wide age range could reduce the risk of unfamiliarity with SAT questions as well as narrowing the proficiency gap. Future research could add a time limit, which would help to simulate a real class exam. They may also compare male and female scores between conditions to determine if sleep has an effect on both or just one sex. A practical application to this researchers findings would be knowing whether sleep does or does not have an effect on academic performance, which could be used to inform the students on the effects of sleep. This would benefit people because they would know that having enough sleep will help them do better in school which plays a major role in ones future. Understanding this could lead to an increase in average student GPA and in turn the graduation rates. The knowledge of the difference in scores between sexes could also be used to determine if one sex has the potential for the need of more assistance to learn the material being presented. References   Brown, F. C., Buboltz, W. C., Soper, B. (2006). Development and evaluation of the sleep treatment and education program for students (STEPS). Journal of American College Health, 54, 231-237. Retrieved from http://eds.a.ebscohost.com.ezp.lib.cwu.edu/ehost/pdfviewer/pdfviewer?sid=c01bec01-699f-4217-997e-ada931c678d4%40sessionmgr4006vid=11hid=4105 Champlin, S. E., Pasch, K. E., Perry, C. L. (2016). Is the consumption of energy drinks associated with academic achievement among college students? The Journal of Primary Prevention, 37, 345-359. doi:10.1007/s10935-016-0437-4 Chiang, Y.-C., Arendt, S. W., Zheng, T., Hanisch, K. A. (2014). The effects of sleep on academic performance and job performance. College Student Journal, 48, 72-87. doi:10.1037/t05178-000 Engle-Friedman, M., Riela, S., Golan, R., Ventuneac, A. M., Davis, C. M., Jefferson, A. D., Major, D. (2003). The effect of sleep loss on next day effort. Journal of Sleep Research, 12, 113-124. Retrieved from http://eds.a.ebscohost.com.ezp.lib.cwu.edu/ehost/pdfviewer/pdfviewer?sid=c01bec01-699f-4217-997e-ada931c678d4%40sessionmgr4006vid=17hid=4105 Gaultney, J. F. (2010). The prevalence of sleep disorders in college students: Impact on academic performance. Journal of American College Health, 59, 91-97. Retrieved from http://eds.a.ebscohost.com.ezp.lib.cwu.edu/ehost/pdfviewer/pdfviewer?sid=c01bec01-699f-4217-997e-ada931c678d4%40sessionmgr4006vid=20hid=4105 Gilbert, S. P., Weaver, C. C. (2010). Sleep quality and academic performance in university students: A wake-up call for college psychologists. Journal of College Student Psychotherapy, 24, 295-306. doi:10.1080/87568225.2010.509245 Kelly, W. E., Kelly, K. E., Clanton, R. C. (2001). The relationship between sleep length and grade-point average among college students. College Student Journal, 35, 84-86. Retrieved from http://eds.a.ebscohost.com.ezp.lib.cwu.edu/ehost/pdfviewer/pdfviewer?sid=c01bec01-699f-4217-997e-ada931c678d4%40sessionmgr4006vid=26hid=4105 Longordo, F., Kopp, C., Là ¼thi, A. (2009). Consequences of sleep deprivation on neurotransmitter receptor expression and function. European Journal of Neuroscience, 29, 1810-1819. doi:10.1111/j.1460-9568.2009.06719.x Pilcher, J. J., Walters, A. S. (1997). How sleep deprivation affects psychological variables related to college students cognitive performance. Journal of American College Health, 46, 121-126. Retrieved from http://eds.a.ebscohost.com.ezp.lib.cwu.edu/ehost/detail/detail?sid=c01bec01-699f-4217-997e-ada931c678d4%40sessionmgr4006vid=29hid=4105bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=1997-42387-003db=psyh Thacher, P. V. (2008). University students and the all-nighter: Correlates and patterns of students engagement in a single night of total sleep deprivation. Behavioral Sleep Medicine, 6, 16-31. doi:10.1080/15402000701796114 Appendix A Study Title: Sleep and Academics Principal Investigator(s): Eric Flowers Contact: [emailprotected] What you should know about this study: You are being asked to join a research study. This consent form explains the research study and your part in the study. Please read it carefully and take as much time as you need. Ask questions about anything you do not understand now, or when you think of them later. You are a volunteer. If you do join the study and change your mind later, you may quit at any time without fear of penalty or loss of benefits. Why is this research being done? This research is being done to discover if sleep changes performance. Who can take part in this study? The basic eligibility criterion for one to participate is that they must be an enrolled undergraduate student between the ages 18 and 24. Must be able to read and write English. The expected number of participants is to be around 100. What will happen if you join this study? If you agree to be in this study, we will ask you to do the following things: Once the study has been selected, you will be shown an informed consent. Once read and accepted, the participant will be asked return to the lab by 9pm to be kept awake until completion of the test starting at 12pm the next day or will be instructed to sleep for between 8 and 9 hours at their own residence and return by 11:30am to fill out a questionnaire before taking the test. The total time it will take to complete this study is between 15.5 and 16.5 hours. What are the risks or discomforts of the study? The risks and discomforts in this study are exhaustion, extreme tiredness and fatigue if in the deprived sleep group. The discomfort for the standard sleep time group may be from sitting down during the questionnaire and test. Are there benefits to being in the study? There is not benefit to you from being in this study. If you take part in this study, you will help further research in the link between sleep and academics. What are your options if you do not want to be in the study? For all participants:You do not have to join this study. If you do not join, it will not affect any benefits to which you are entitled. Can you leave the study early? You can agree to be in the study now and change your mind later. If you wish to stop at any time, please tell us immediately. What information about you will be kept private and what information may be given out? No defining characteristics will be asked of you. The only characteristics needed for this study are gender and age. This way, confidentiality can be assured. Data collected may be used for future research. What other things should you know about this research study? a. What is the Institutional Review Board (IRB) and how does it protect you? This study has been reviewed by the CWU Human Subject Review Council. HSRC is made up of faculty from many different departments, ethicists, nurses, scientists, non-scientists and people from the local community. The HSRCs purpose is to review human research studies and to protect the rights and welfare of the people participating in those studies. You may contact the HSRC if you have questions about your rights as a participant or if you think you have not been treated fairly. The HSRC office number is (509) 963-3115. b.What do you do if you have questions about the study? Call the principal investigator, Eric Flowers, at (253) 797-6777. If you think you are injured or ill as a result of being in this study, call the principal investigator, Eric Flowers at (253) 797-6777. If you have an urgent problem related to your participation in this study, call the Student Medical and Counseling Clinic at 963-1881. This study is not able to offer financial compensation nor to absorb the costs of medical treatment should you be injured as a result of participating in this research. However, the services at the Student Medical and Counseling Clinic will be open to you as they are to all students. What does your signature on this consent form mean? By signing this consent form, you are not giving up any legal rights. Your signature means that you understand the study plan, have been able to ask questions about the information given to you in this form, and you are willing to participate under the conditions we have described. A copy of the form will be given to you. Participants Name (print): Participants Signature: Date: Signature of Investigator(s): Eric Flowers Date: Appendix B This study is concerned with the effect of sleep on academic performance in undergraduate students. How was this tested? In this study, you were asked to participate after signing a consent form. You were asked to return complete a test to the best of your ability. One group was instructed to return to the lab to be kept awake from 9pm until the completed the test which started at 12pm the next day. The other group was instructed to sleep for 8-9hours and return to the lab by 11:00am the next day to fill out a questionnaire which was used to determine if the amount of sleep obtained met the requirements to continue with the study. Both groups then took the test at 12pm Hypotheses and main questions: We expect to find that those in the sleep deprived group will score lower than the participants in the standard sleep time group. We do not expect to find a significant difference between sex in either group. Why is this important to study? This is important to study in order to better understand differences in sleep, and the effect it has on academic performance. This research may help students realize that not sleeping does not benefit them and will hopefully lead them to find different ways to study. Who do I contact for more information? If you have concerns about your rights as a participant in this experiment, please contact Eric Flowers at (253) 797-6777 or [emailprotected] Thank you again for your participation. Appendix C 10 Math Questions and 5 Literature Questions Measured Math The recommended daily calcium intake for a 20-year-old is 1,000 milligrams (mg). One cup of milk contains 299 mg of calcium and one cup of juice contains 261 mg of calcium. Which of the following inequalities represents the possible number of cups of milk m and cups of juice j a 20-year-old could drink in a day to meet or exceed the recommended daily calcium intake from these drinks alone? 299m + 261j à ¢Ã¢â‚¬ °Ã‚ ¥ 1,000 299m + 261j > 1,000 299/m + 261/j à ¢Ã¢â‚¬ °Ã‚ ¥ 1,000 299/m + 261/j > 1,000 A research assistant randomly selected 75 undergraduate students from the list of all students enrolled in the psychology-degree program at a large university. She asked each of the 75 students, How many minutes per day do you typically spend reading? The mean reading time in the sample was 89 minutes, and the margin of error for this estimate was 4.28 minutes. Another research assistant intends to replicate the survey and will attempt to get a smaller margin of error. Which of the following samples will most likely result in a smaller margin of error for the estimated mean time students in the psychology-degree program read per day? 40 randomly selected undergraduate psychology-degree program students. 40 randomly selected undergraduate students from all degree programs at the college. 300 randomly selected undergraduate psychology-degree program students. 300 randomly selected undergraduate students from all degree programs at the college. 3. The first metacarpal bone is located in the wrist. The scatterplot below shows the relationship between the length of the first metacarpal bone and height for 9 people. The line of best fit is also shown. How many of the nine people have an actual height that differs by more than 3 centimeters from the height predicted by the line of best fit?      Ã‚   2 4 6 9 4. A survey was conducted among a randomly chosen sample of U.S. citizens about U.S. voter participation in the November 2012 presidential election. The table below displays a summary of the survey results. Reported Voting by Age (in thousands) Voted Did Not Vote No Response Total 18- to 34-year-olds 30,329 23,211 9,468 63,008 35- to 54-year-olds 47,085 17,721 9,476 74,282 55- to 74-year-olds 43,075 10,092 6,831 59,998 People 75 years old and over 12,459 3,508 1,827 17,794 Total 132,948 54,532 27,602 215,082 Of the 18- to 34-year-olds who reported voting, 500 people were selected at random to do a follow-up survey