5 Bad Ways to Demonstrate Your Interest in a College

5 Bad Ways to Demonstrate Your Interest in a College Demonstrated interest is an important and often overlooked piece of the college admissions puzzle (read more: What Is Demonstrated Interest?). Colleges want to admit students who are eager to attend: such students help the college get a high yield from their pool of admitted students, and students with strong demonstrated interest are less likely to transfer and more likely to become loyal alums. For some good ways to succeed on this dimension of your college application, check out these eight ways to demonstrate your interest. Unfortunately, many applicants (and sometimes their parents) who are over-eager to demonstrate interest make some bad decisions. Below are five approaches you should not use to demonstrate your interest. These methods could hurt your chances of getting an acceptance letter rather than help. Sending Material the College Did Not Request Many colleges invite you to send in whatever supplemental materials you want to share so that the school can get to know you better. This is especially true for liberal arts colleges with holistic admissions. If a college opens the door for extra materials, dont hesitate to send along that poem, performance recording, or short athletic highlights video. That said, many colleges and universities specifically state in their admissions guidelines that they will not consider supplemental materials. When this is the case, the admissions folks can get annoyed when they receive that package with a draft of your novel, that letter of recommendation when the school doesnt consider letters, or that album of photos of you traveling through Central America. The school is likely to discard these items or waste valuable time and resources mailing them back to you. What You Think Youre Saying: Look at me and how interesting I am! Im so eager to attend your school that I sent you a giant envelope full of extra stuff! What You Are Actually Saying: Look at me! I dont know how to follow directions! Also, I dont respect your time. Im sure you can spend an extra 45 minutes on my application! Trust me, when schools say they wont consider supplemental materials, they are telling the truth and you should follow their admissions guidelines. Calling to Ask Questions Whose Answers are Readily Available Some students are so desperate to make a personal contact in the admissions office that they come up with weak reasons for calling. If you have a legitimate and important question that is not answered anywhere on the schools website or admissions materials, then you can certainly pick up the phone. But do not call to ask if the school has a football team or honors program. Dont call to ask how big the school is and whether or not students live on campus. This type of information is readily available online if you take a few minutes to look. What You Think Youre Saying: Look how interested I am in your college! Im taking the time to call and ask questions! What Youre Actually Saying: Look at me! I dont know how to research and read! The admissions folks are remarkably busy people in the fall and winter, so a rather pointless phone call is likely to be an annoyance, especially at selective schools. Harassing Your Admissions Representative No applicants deliberately harass the person who holds the key to their admission, but some students inadvertently behave in ways that are unwelcome if not uncomfortable from the perspective of the admissions staff. Do not email the office daily with well wishes or fun facts about yourself. Do not send gifts to your admissions representative. Do not show up at the admissions office frequently and unannounced. Do not call unless you have a truly important question. Do not sit outside the admissions building with a protest sign that says Admit Me! What You Think Youre Saying: Look how persistent and clever I am! I really, really, really, really want to attend your college! What Youre Actually Saying: Look at me! I enjoy disrupting your day, and Im also a bit creepy with stalker-like tendencies. Having a Parent Call for You This one is common. Many parents have the admirable quality of wanting to do all they can to help their kids succeed. Many parents also discover that their kids are either too shy, too disinterested, or too busy playing Grand Theft Auto to advocate for themselves in the college admissions process. The obvious solution is to advocate for them. College admissions offices often get more calls from parents than students, just as college tour guides often get grilled more by the parents. If this type of parent sounds like you, just keep in mind the obvious: the college is admitting your child, not you; the college wants to get to know the applicant, not the parent. What You Think Youre Saying: Let me ask questions to demonstrate how interested my child is in your college. What Youre Actually Saying: My kid is so disinterested in college that Im doing all the work of choosing a school and applying. My child lacks initiative. A parents role in the admission process is a challenging balancing act. You need to be there to motivate, support, and inspire. The application and questions about the school, however, should be coming from the applicant. (Financial issues can be an exception to this rule since paying for school is often more of a parents burden than the students.) Applying Early Decision When a College Isnt Your First Choice Early Decision (as opposed to Early Action) is a binding agreement. If you apply through an Early Decision program, you are telling the college that it is your absolute first choice school, and that you will withdraw all other applications should you be admitted. Because of this, Early Decision is one of the best indicators of demonstrated interest. You have made a contractual and financial agreement indicating your unquestionable desire to attend. Some students, however, apply Early Decision in an effort to improve their chances even when they arent sure if they want to attend the school. Such an approach often leads to broken promises, lost deposits, and frustration in the admissions office. What You Think Youre Saying: Look, youre my first choice school! What Youre Actually Saying (if you break your ED contract): Im dishonest and selfish, and you might want to contact competitor colleges to inform them of my breech of contract. A Final Word Everything Ive discussed herecalling the admissions office, applying Early Decision, sending supplemental materialscan be a helpful and appropriate part of your application process. Whatever you do, however, make sure you are following the colleges stated guidelines, and always put yourself in the shoes of an admissions officer. Ask yourself, do your actions make you look like a thoughtful and interested candidate, or do they make you appear inconsiderate, thoughtless, or grasping?

Sprawl vs. Traditional Neighborhoods

Sprawl vs. Traditional Neighborhoods Free Online Research Papers Sprawl can be defined as the urbanized areas on the edge of a town or city that have developed as a result of unplanned and unchecked expansion. A traditional neighborhood is almost the exact opposite. Traditional neighborhoods are planned around certain aspect of a city. Sprawl neighborhoods and traditional neighborhoods differ in many ways. Sprawl communities display segregated land use, congested roadways, and inefficient resource use. As far as traffic and transportation is concerned. Sprawl neighborhoods are not pedestrian friendly. Most people in sprawl neighborhoods drive because transportation is limited if at all available. Social and civic facilities are an afterthought in sprawl communities. In many cases, neighbors do not communicate and are not as open and friendly. Low Density developments pave over open space and have large infrastructure systems requiring large development blueprints. Traditional neighborhoods have mixed, multi generational, and friendly communities. Social and civic facilities are planned within the town and are designed to encourage walking to reduce car trips. Almost everything in the community is within walking distance to schools and parks; making the community highly pedestrian friendly. Traditional neighborhoods contain smaller neighborhoods making it highly accessible to interact with neighbors and the community. Traditional neighborhoods have efficient, small- scale infrastructure that requires a small urban footprint on the environment and have clustered higher density communities. Research Papers on Sprawl vs. Traditional Neighborhoods19 Century Society: A Deeply Divided EraOpen Architechture a white paperWhere Wild and West MeetBionic Assembly System: A New Concept of SelfBringing Democracy to AfricaRelationship between Media Coverage and Social andIncorporating Risk and Uncertainty Factor in CapitalInfluences of Socio-Economic Status of Married MalesThe Spring and AutumnAnalysis of Ebay Expanding into Asia

Is Abortion Right or Wrong Essay Example | Topics and Well Written Essays - 1000 words

Is Abortion Right or Wrong - Essay Example In most cases, it is carried out in the middle and late stages of pregnancy. Abortion is morally wrong because it brutalizes the person who performs the act and deprives or denies the fetus right to live. Killing a person denies them opportunities to their experiences, projects, activities and enjoyment that they would have made in the future. What makes abortion worse is the fact that the victim is not only denied experiences and projects but there are some other things, which the aborted fetus cannot enjoy now but would have experienced them in future. Abortion permits women to terminate their pregnancies, and it involves the killing of the fetus. The issue of abortion is an intricate matter to discuss because it depends under what circumstances it is conducted. The prochoice argue that abortion is a right that should be respected by all people and institutions in that it should not be limited. Contrary to this, prolife argue that life begins at conception and therefore, terminatio n of pregnancy is not acceptable since it is the killing of the unborn baby. It is not good to authorize abortion when women who are unable to conceive are willing and ready to adopt. For a long time, proponents of abortion have argued that a developing fetus is not a human being, therefore, it is ending the pregnancy not the child because according to them personhood starts at birth and not at conception as argued by the Prolife. In addition, they assert that fetus are unable of feeling pain during the process of abortion this is because they believe that biological process has not taken place to support the feeling of pain. More so, they contend that a woman has a right to choose what she thinks is best for her and thus she is permitted to do whatever pleases her. For them, abortion is right because a baby should not be brought into this world unwanted since parenting is a significant long process that needs responsible preparation, planning, and consideration. Contrary, the Proli fe argue that unborn babies are human beings from the time of conception. They have a right to life like other people, which must be respected and protected. Additionally, the assertion that fetus do not feel pain is unsubstantiated because when a fetus is beyond twenty weeks of gestation, they start feeling pain, therefore, during abortion process, they undergo excruciating and severe pain (Kaczor 79). Abortion removes a potential societal contribution of the unborn baby. It is unethical to kill because the fetus is a ‘moral human being’ because it has duties or responsibilities and rights, since unborn baby is a human being; it has the same rights and privileges. For instance, a country like United States of America would be very different if the mothers of the nation’s scientists and heroes had chosen to abort them. Some philosophers have denounced the argument that fetus have rights because they believe that being a human being is not morally important in its elf. If most human beings have rights, it is not because they belong to human species that is innately morally blessed, but because of some other aspects that define a human being such as self-determination, and self-awareness that makes a person, a fetus does not have all these features to enjoy the rights that born human beings enjoy. Philosophical argument about abortion asserts that abortion does not liberate women but permits society not to provide for women’s needs. Therefore, women demand for equality is not free access to pregnancy termination but they have to be offered what they need to survive as mothers. Abortion as a process is risky to women since it can cause long-term emotional and physical damage to women who have practiced it (Beckwith 39).

HIST 106 - Global Environmental History Essay Example | Topics and Well Written Essays - 1000 words

HIST 106 - Global Environmental History - Essay Example In that with the doubling of the global population, there is a tripling of the global urban population. With this data, an estimate half of the world's population within the next few years will be living in urban areas. The growth and level of urbanization vary considerably by region. Among developing countries, the ones with the highest proportion of their population living in urban areas are Latin American countries. However, South and East Asia are likely within the next 30 years to have the fastest rates of growth globally. In addition, it is in cities and towns that almost all of world population growth. Both the redistribution and increase of the earth's population are likely to affect the interaction between population and urban environment and the natural systems. Through analyzing the urbanization dynamics, the relationship between human activities and environment can be better understood in that the urban areas increased populations density leads to the infectious diseases rapid spread. Historically urban areas death rates have consequently been high. In this way urban areas only way of maintained their existence until now was through the constant rural people in-migration (Clement, Matthew and James 31). The urban areas growth comes mainly from the migration increase to the urban population’s fertility and the cities. ... Pressing global challenges such as poverty, climate change and food insecurity are considered essentially problems that are human induced. In the world today, there are approximately 6.77 billion people and the world’s population is estimated to be growing at a 1.14 percent rate annually. This equates to an estimate 80 million people on earth annually. Projections indicate that at the current rate there will be 7.2 billion people inhabiting earth by the year 2015. More than half the world’s population currently comprises of urban areas. In this aspect, urbanization can be considered as a global phenomenon that not only transforms people’s lifestyles and values but land use. The rural areas influx of people into the city in search of a better life cannot be put into figures since it is too astounding. Because of this the biodiversity aspect of the environment, is under threat constantly. Like greenhouses gases emissions from mega cities, which are a major source o f global, warming. Consumption patterns and human activities in these cities coupled with commercial and industrial concentrations; drain neighboring and urban areas found resources. While also compromise these areas environmental conditions. The current trend in population is definitely adversely impact and bearing on the natural resources quality, such as food, water, air and forest and in this aspect there is a global shortage of food and portable water. With the shrinking of the world forest area the air quality in some areas and cities lead to some people having health problems and the environmental conditions and the current environmental conditions are

Make-up Midterm Essay Example | Topics and Well Written Essays - 1000 words

Make-up Midterm - Essay Example There has to be a recognition that the business environment is always changing and that because of these changes are constant, it is essential for the organization to create forecasts so that it can be better able to handle itself. It has to be noted that most business organizations tend to concentrate more on creating efficiency rather than developing strategies which are needed to ensure their long term survival. Such situations often lead to organizations increasing their capabilities yet are not able to secure their sustainability when it comes to making profits in their ventures. It is important to understand the strategy of an organization to ensure that there is efficient human resource planning. This allows management to deal with those problems associated with team cohesiveness in the organization, which should be handled in a manner that encourages cooperation between the members of the team to ensure that the goals and objectives of the organization are achieved (Belcourt, McBey, Hong, and Yap, 2013). Because good working relationships in many organizations are often considered very delicate because of the high levels of competition in the workplace between coworkers, a cohesive strategy for human resource planning has to be developed and implemented. This is especially the case where the actions of certain employees in an organization may work against the interests of their fellows. When such situations occur, it is the responsibility of management to ensure that a plan is developed to help in the development of good working relationships through freq uent team building relationships. One of these plans might include a situation where coworkers are encouraged to have a social association apart from work which helps them understand each other and also understand what motivates each of them. By developing such a strategy, management is able to retain the good working relationship of their

Person Centred Therapy Strength And Weaknesses Psychology Essay

Person Centred Therapy Strength And Weaknesses Psychology Essay Person centred approach is a humanistic phenomenological approach founded by Carl Rodgers, an American humanistic psychologist who believed in a way an individual sees themselves and realising their full potential for their personal growth and personal development he called self actualisation. When there is no relationship between experience and the individual perception of self, a human being experiences anxiety and depression. This results in unpleasant feelings which make defence mechanisms to kick in and results in denial and distortion and blocks an individual self concept. The anxiety and depression will get in an individuals life in a neurotic way and lead to psychotic behaviours, (Gross, 2010).Rogers believed that the behaviour can be re-organised by use of person centred therapy. According to Graham (1986), person centred therapy also known as client centred therapy is a process whereby an individual takes control of their self in an attempt to become autonomous and increase in self confidence. It is an approach that is used for counselling patients with the emphasis of a relationship between the client and the counsellor with more responsibility on the client. The client takes control of the therapeutic sessions, determining when to terminate the treatment. In return, the therapist is expected to facilitate the client with appropriate condition for therapy which makes the client to fully interact and make a stable relationship with the client that is trustworthy, (Gross, 2010). This will make the client feel safe and able to open up during sessions. The therapist is expected to be non judgmental, empathetic and understanding. The approach emphasizes on creating conducive environment which is comfortable, warm and safe which enables the client to open up. The refore the approach is non judgmental and anti oppressive. For the therapy to be effective according to Rogers (1951), it is determined by therapists attitude which is expected to be congruence; authenticity, genuine and showing of the true feelings of emotions. Unconditional positive regard which is accepting the client who they are regardless of the clients past. Being empathetic which involves an understanding of the clients world at the same time showing genuine emotional feelings and listening attentively during the sessions. These characters will help the client to trust the therapist and have the courage to open up and start the process of healing. Thorne (1984) suggested tenderness as another attitude that the therapist need to possess. These attitudes are of extreme importance as explained by Fonagy and Higgitt (1984) that possessing these conditions will help the client to talk about their life honestly and help the client to overcome their odd behaviour. The counsellor will help the client to uncover and express the true feelings by adopting the non-directive role. During the sessions, the therapist is not allowed to alter clients way of thinking but only check with the client if they do not understand anything. They are expected to put themselves in the clients position and respect them at all the times. Any contribution from the client is valued and negative thinking is regarded as legitimate. The therapy will help the client to change their ways of thinking, setting them free and be positive. The therapy is mainly applied to people who suffer from schizophrenia, depression, anxiety, alcohol disorders, cognitive dysfunctions and personality disorders. Egan (1998) developed a systematic counselling model to help individuals solve their problems in order for them to develop opportunities. The Egan skilled helper works better when co-operated with person centred approach principles. Critically evaluate 550 Strength The effectiveness of the person centred approach is that, the counselling is a personal communication between the client and the therapist. It aids in helping the clients problems by increasing the clients sense of well being. This therapy makes the client to explore their true self by being honest and empowers them to be able to solve their own problems. It gives the client a chance to have self direction by allowing them to plan their own session and be in control of the therapy. Therapists give the clients upper hand and not take them as experts but rather a comforting hand to the client. It gives them an opportunity to show their caring nature, being non-judgmental and empathise with the client regardless of their abnormal behaviour or rigid patterns of thinking, (Gross, 2010). Maslow (1970) explained that self actualisation helps the client to fully concentrate on themselves and guide in decision making for growth and develop into an honest, selfless and independent person. In r eturn it makes the client to have autonomy and not depend on others all the time. It gives the client self growth, confidence and better understanding of oneself. Client behaviour is expected to change and the way they view life, giving more appreciation and better relationships. Self actualisation also makes the client to have self acceptance and being able to accept others. Another stronghold of the person centred approach is that it makes the therapist accept the client the way they are without judging them or pressuring them to change but rather showing empathy. In return it gives the client a platform to explore their true feelings and make them better people in a society. It also gives the client a chance to reflect on their previous behaviour and identify areas that they need to develop on. Weaknesses However, on the negative side the client is not challenged by anyone or able to engage in a contest in order to find or show their ability. It deprives the opportunity to give opinion or suggestions that might be useful. The therapist cannot question anything even if they are concerned and it is too plain and not complicated. The therapy does not offer a proper structure to the client even though the therapist subscribe to the ethical principles of their profession which gives them guidelines about their boundaries, (Mearns and Thorne, 2007) and this can be difficult for the client to progress and have answers. The approach has developed since the 60s and it does not have much research and modern theory on it. Also there are no techniques in this approach such as questioning or clarifying. Another drawback of this approach is that there is no intervention of which according to Adams at al (2009) intervention is an act to achieve effects and produce results. There is no involvement or interference from the therapist who might offer sound advice. McNeill et al (2005) identified elements of interventions that have an impact on behavioural change. Out of the elements, person centred therapy lacks the agreement intervention and interactive communication. In comparison with crisis intervention where help is offered when a service user is faced with a problem, (Adam et al, 2009), person centred therapists are not allowed to offer help. Crisis intervention allows the practitioner to help an individual out of stress and change their behaviour by assessing the situation and making a plan to give support as well as advocating. Adams et al (2009) stated that crisis intervention makes an individual in crisis stronger and able to deal with threats and help them with personal growth. Like In person centred therapy, I like the fact that the client is given all the attention and focus and the relationship that is formed between the client and the therapist is of utmost important. I like the fact that it makes the client feel comfortable and dont feel like they are being judged because of their condition. In case of a client who has strong past like a paedophile or a murderer, I suppose they relax more knowing their therapist is not judging them and it can make them to relax and express themselves. I think they are bound to make a full recovery quicker with client centred therapy where they are in total control of the situation. Dislike My negative view of the therapy is the fact that the client is not challenged even if they are heading for a downfall; the therapist cannot change their minds or intervene. Another downfall I find with the therapy is the lack of intervention and techniques. An example from work place Mr Johns (pseudonym for confidential reasons) is a 24 year old client in a residential home who has problems with substance misuse since the age of 13. He has a history of violence and thieving. He has been attending counselling sessions, a one to one approach to help him overcome his addiction. Mr Johns attended therapeutic sessions to help him identify where his problem started and what triggers him to take drugs. In his evaluation, he mentions that he was able to open up to his therapists because he knew he was not judged or discriminated but he was treated as an individual. He also mentions that the relationship and communication he had with the therapist made him comfortable and it helped him in his healing process. Discuss how you envisage By looking at Mr Jones story and the way the approach worked towards his healing, I would envisage using the therapy in my professional practice especially in cases that involve mental health, drug misuse and learning disabilities. I believe personalising care is a key to effective treatment and it makes the client feel valued. Even though the approach has its weaknesses, I would use it in my practice depending on what the client is experiencing at the time. Conclusion In conclusion, the person centred approach has existed for a long time and is simple to use, though it can be difficult to see if its working because the therapists rely on the persons behaviour. The non judgmental technique and the warm relationship between the client and the therapist help individuals to open up and be free. (Word count 1660)

Comparing the Quest in M. Butterfly and American Beauty Essays -- Comp

The Quest in M. Butterfly and American Beauty      Ã‚   Happiness is defined as enjoying, showing, or characterized by pleasure; joyous; contented. Based on this definition we all search for happiness our entire lives. Two very different stories address this idea of the quest for happiness. M. Butterfly by David Henry Hwang is the story of a man named Gallimard who is longing for his love "Butterfly" to return to him. John Deeney describes it as him, clinging to his idea of a "Perfect Woman" to the end by costuming himself into the victimized Butterfly though his final suicide. Although Gallimard’s infatuation with Song sometimes makes him cut a rather ridiculous figure, his dead seriousness at the end evokes a certain amount of pathos and even admiration as he dies for his ultimate ideal of perfect womanhood. On the other hand, there is Sam Mendes’ American Beauty. This story approaches the idea of happiness in a different way; it presents an entire family and their pursuit of sweet bliss. The quests of Carolyn, Jane, and Lester Burnham, as well as their next-door neighbor, Frank Fits, are on display. Paul Arthur describes American Beauty as "An authentic Life Lesson, a spiritual world view grounded in the discovery of beauty." In both M. Butterfly and American Beauty, the characters are presented as unhappy and searching for happiness. Of the characters, however, only Jane Burnham, Frank Fitts, and Lester Burnham find their new happiness. Song in M. Butterfly lives life as a false image to make herself happy. Song is an actor who plays the part of a lady in an opera. He allows a man, Gallimard, to fall in love with his character. He then uses this love affair to help his government receive classified information. When a... ... be a relationship, a sexual preference, or simply a life style, the lack there of is always apparent. In M. Butterfly and American Beauty each character is on a pursuit to find his or her own happiness. In the end, only Jane Burnham, Frank Fits, and Lester Burnham find the happiness they are looking for. They display that more than anything; happiness is the most important thing in life. Without happiness, money, personal success and status do not mean anything. Works Cited American Beauty. Dir. Sam Mendes. Dream Works, 1999 Arthur, Paul. "American Beauty." Cineaste 2000 Vol 25 Issue 2: 51. Deeney, John. "Of Monkeys and butterflies: Transformation in M. H. Kingston’s Tripmaster Monkey and D. H. Hwangs’ M. Butterfly." Melus Winter 93/94; 21. Meyer, Michael. The Compact Bedford Introduction to Literature. Boston: Bedford/ St. Martin’s, 2000.

The Emerging Trends or Challenges in the Management of Organizations

The Emerging Trends or Challenges in the Management of Organizations The Emerging Trends or Challenges in the Management of Organizations INTRODUCTION Organizational Behavior studies encompass the study of organizations from multiple viewpoints, methods, and levels of analysis. Whenever people interact in organizations, many factors come into play. Modern organizational studies attempt to understand and model these factors. Like all modernist social sciences, organizational studies seek to control, predict, and explain. There is some controversy over the ethics of controlling workers' behavior.As such, organizational behavior has at times been accused of being the scientific tool of the powerful. Those accusations notwithstanding, Organizational behavior can play a major role in organizational development and success. One of the main goals of organizational theorists is, according to Simms (1994) â€Å"to revitalize organizational theory and develop a better conceptualization of org anizational life. † An organizational theorist should carefully consider levels assumptions being made in theory, and is concerned to help managers and administrators. [1] Organizational behavior is currently a growing field.Organizational studies departments generally form part of business schools, although many universities also have industrial psychology and industrial economics programs. The field is highly influential in the business world. Organizational behavior is becoming more important in the global economy as people with diverse backgrounds and cultural values have to work together effectively and efficiently. It is also under increasing criticism as a field for its ethnocentric and pro-capitalist assumptions. Views on management have changed substantially over the past century – particularly in the past few decades.Organizations have entered a new era characterized by rapid, dramatic and turbulent changes. The accelerated pace of change has transformed how w ork is performed by employees in diverse organizations. Change has truly become an inherent and integral part of organizational life. Several emerging trends are impacting organizational life. Of these emerging trends, five will be examined in this paper: globalization, diversity, flexibility, flat, and networks. These five emerging trends create tensions for organizational leaders and employees as they go through waves of changes in their organizations.These tensions present opportunities as well as threats, and if these tensions are not managed well, they will result in dysfunctional and dire organizational outcomes at the end of any change process. CHALLENGES IN THE MANAGEMENT OF ORGANIZATIONS GLOBALIZATION Organizations operate in a global economy that is characterized by greater and more intense competition, and at the same time, greater economic interdependence and collaboration. More products and services are being consumed outside of their country of origin than ever before as globalization brings about greater convergence in terms of consumer tastes and preferences.Yet at the same time, in the midst of greater convergence, there is the opposite force of divergence at work where companies have to adapt corporate and business strategies, marketing plans, and production efforts to local domestic markets. To stay competitive, more organizations are embracing offshore outsourcing. Many functions are being shifted to India, the Philippines, Malaysia, and other countries for their low labor costs, high levels of workforce education, and technological advantages.According to the 2002-2003 Society for Human Resource Management (SHRM) Workplace Forecast, companies such as Ford, General Motors, and Nestle employ more people outside of their headquarters countries than within those countries. [1] Almost any company, whether in manufacturing or services, can find some part of its work that can be done off site. Communication and information sharing are occurring a cross the globe in multiple languages and multiple cultures. Global competition and global cooperation coexist in the new world economy.One major consequence of globalization is greater mobility in international capital and labor markets. This creates a global marketplace where there is more opportunity, because there are more potential customers. However, there is also more competition, as local companies have to compete with foreign companies for customers. According to Dani Rodrik, professor of international political economy at Harvard's Kennedy School of Government, the processes associated with the global integration of markets for goods, services, and capital have created two sources of tensions. 1] First, reduced barriers to trade and investment accentuate the asymmetries between groups that can cross international borders, and those that cannot. In the first category are owners of capital, highly skilled workers, and many professionals. Unskilled and semiskilled workers and most middle managers belong in the second category. [1] Second, globalization engenders conflicts within and between nations over domestic norms and the social institutions that embody them.As the technology for manufactured goods becomes standardized and diffused internationally, nations with very different sets of values, norms, institutions, and collective preferences begin to compete head on in markets for similar goods. Trade becomes contentious when it unleashes forces that undermine the norms implicit in local or domestic workplace practices. [1] Professor Rodrik concluded that â€Å"the most serious challenge for the world economy in the years ahead lies in making globalization compatible with domestic social and political stability† (Rodrik 1997, p. 2).This implies ensuring that international economic integration does not lead to domestic social disintegration. Organizations that are confronted with this challenge will have to manage the tension created by the globa l integration versus local disintegration dilemma. The overall picture as a consequence of globalization is one of turbulence and uncertainty, in which a variety of contradictory processes present a wide range of both opportunities and threats that defy established ways of doing business and working in organizations. Integration and exclusion coexist uneasily side-by-side in organizations.For example, many apparent dichotomies or paradoxes—competitions versus collaboration, market forces versus state intervention, global actions versus local solutions—are losing their sharp edges as contradictory forces appear to converge and reinforce each other in organizations across the globe. Companies that compete fiercely in some markets form strategic alliances in others; government guidance and regulation are required to make markets work effectively; and â€Å"think globally, act locally† has been adopted as business strategy (or as a mantra) to deal with the challenge s of doing business in the globalize economy.As organizations transform themselves to stay competitive, they will need to confront and resolve some, if not all, of these dichotomies or paradoxes. [1] On another level, because of globalization, the fates of people living and working in different parts of the world are becoming intertwined. Global events may have significant local impact. September 11, 2001 has been called the â€Å"day that changed the world†. Heightened security concerns are changing expectations for people in organizations, and the role of organizations themselves.The threat of terrorism continues to be an ongoing concern worldwide. It has created a renewed focus on workplace security as employees experience a heightened sense of vulnerability in the workplace. Employee monitoring and screening are occurring more frequently. Concern over travel for business purposes is resulting in the increased use of alternate forms of communication such as teleconferencin g and videoconferencing. [1] DIVERSITY Globalization is impacting how organizations compete with each other.In combination with changing demographics, globalization is causing a rapid increase in diversity in organizations. Never before have people been required to work together with colleagues and customers from so many different cultures and countries. Diversity is moving American society away from â€Å"mass society† to â€Å"mosaic society†. Organizations reflect this â€Å"mosaic society† in their more diverse workforce (in terms of not only race, ethnic or culture but also in terms of age, sexual orientation, and other demographic variables).More than ever, people have to interact and communicate with others who come from diverse backgrounds. This in turn has meant that employees need new relational skills to succeed. An emerging stream of research in international management has called these new relational skills â€Å"cultural intelligence†. Cultu ral intelligence is defined as the capability to adapt effectively across different national, organizational and professional cultures (Earley, Ang and Tan, 2005). More managers take up global work assignments in industries around the world.They learn how to work with people who not only think and communicate differently but also do things differently. Managers will need to develop their cultural intelligence to manage greater diversity in organizations. [1] Diversity in organizations will continue to increase. The world population is growing at a high rate in developing countries, while remaining stable or decreasing in the developed world. The result will be income inequities and economic opportunity leading to increased immigration and migration within and between nations.More temporary workers will be used for specific tasks, and there will be a greater demand for highly skilled workers. People of different ethnic and cultural backgrounds possess different attitudes, values, and norms. Increasing cultural diversity in both public and private sector organizations focuses attention on the distinctions between ethnic and cultural groups in their attitudes and performance at work. This greater focus can result in the tension between finding similarities and accentuating differences in the face of greater diversity in organizations.There is an on-going debate between the heterogenists and the homogenists concerning the impact of greater diversity in organizations. The heterogenists contend that diverse or heterogeneous groups in organizations have performance advantages over homogeneous groups while the homogenists take the opposing view—that homogeneous groups are more advantageous than heterogeneous or diverse groups in organizations. [2] According to the heterogenists, organizations with greater diversity have an advantage in attracting and retaining the best available human talent.The exceptional capabilities of women and minorities offer a rich labo r pool for organizations to tap. When organizations attract, retain, and promote maximum utilization of people from diverse cultural backgrounds, they gain competitive advantage and sustain the highest quality of human resources. [2] Organizations with greater diversity can understand and penetrate wider and enhanced markets. Not only do these organizations embrace a diverse workforce internally, they are better suited to serve a diverse external clientele.Organizations with greater diversity also display higher creativity and innovation. Especially in research-oriented and high technology organizations, the array of talents provided by a gender- and ethnic-diverse organization becomes invaluable. Heterogeneous or diverse groups display better problem solving ability as they are more capable of avoiding the consequences of groupthink, compared to highly cohesive and homogeneous groups that are more susceptible to conformity. [2] On the other hand, greater organizational diversity ha s its drawbacks.With the benefits of diversity come organizational costs. Too much diversity can lead to dysfunctional outcomes. Diversity increases ambiguity, complexity, and confusion. Organizations with greater diversity may have difficulty reaching consensus and implementing solutions. In many organizations, diversity can produce negative dynamics such as ethnocentrism, stereotyping and cultural clashes. [2] The homogenists argue that homogeneous groups often outperform culturally diverse groups, especially where there is a serious communication problem.Cross-cultural training is necessary to enable culturally diverse groups to live up to their potential and overcome communication difficulties. The diversity movement, according to the homogenists, has the potential to polarize different social groups and harm productivity while breeding cynicism and resentment, heightening intergroup frictions and tensions, and lowering productivity, just the opposite of what managing diversity is intended to accomplish. 2] The challenge therefore is for management to manage the tension produced by heterogeneity versus homogeneity. If properly managed, organizations can reap the benefits of greater diversity. Aside from proper management, organizations need to learn to appreciate and value diversity before the benefits of diversity can be fully realized. To achieve this, diversity training programs may help people in organizations understand and value diversity. FLEXIBILITY Globalization and diversity trends are forcing organizations to become more flexible and adaptable.To be able to function globally and to embrace diversity, leaders and employees in organizations have to become more flexible and develop a wider repertoire of skills and strategies in working with diverse groups of people in the workplace as well as in the marketplace. The response to increased diversity has, in many cases, been increased organizational flexibility. Some organizations allow workers to hav e very different work arrangements (e. g. flex-time) and payment schedules. Some organizations (and workers) have found it convenient to treat some workers as independent consultants rather than employees.In certain occupations, advances in communication and information technologies have enabled telecommuting —working at home via computer. One consequence of this is the blurring of boundaries between work and home, and where and when work occurs. The benefits of greater flexibility may be countered by the negative consequences of working 24/7 including higher stress and burnout. The response to increased competition, however, has resulted in a tension generated by the demands to be flexible and yet maintain some stability as changes are implemented in organizations.To stay competitive, organizations are constantly changing and restructuring to increase flexibility and decrease costs. Business process reengineering, business process out-sourcing, job redesign, and other approa ches to optimize business processes have been implemented to increase operational and process efficiency while reducing the costs of doing business. Changes in business and operational processes need time to stabilize for employees to learn the new processes, become familiar with them, and be able to operate effectively and efficiently.Yet, competitive pressures can cause organizations to go through a series of changes without giving employees adequate time for learning and training, and for the benefits of the change to be fully realized in the organization. FLAT In a greater competitive marketplace, speed or response time is critical. How organizations response to customers and other stakeholders or be the first to market may make a significant difference as time is at a premium. Organizations that can develop new technologies faster or can adapt to changes in the market faster are the ones that will survive the competition.To maximize response time, organizations have been flatte ning their hierarchies and structures, in addition to other initiatives such as downsizing and networking. Flat organizations make decisions more quickly because each person is closer to the ultimate decision-makers. There are fewer levels of management, and workers are empowered to make decisions. Decision-making becomes decentralized. However, flat organizations create a new tension between decentralization and centralization. Among the drivers of decentralization are communications technologies that allow companies to push decision-making away from the core.Proponents of decentralization emphasize the idea that less hierarchical organizations mirror the efficiencies of the networks that enable them: they are faster, more resilient, more responsive, more flexible and more innovative. Also, they argue, people who work within decentralized organizations feel empowered and energized. They do not need to focus on the chain of command and they do not feel constrained by it. Organizatio ns are caught between the opposing forces of centralization and decentralization.They want to leverage the opportunities offered by decentralization and create more nimble and forceful organizations, but they cannot always do so because the forces of centralization come into play. There are obvious benefits to centralization as control is comparatively tighter and accountability is clearer compared to a flatter, more decentralized organizational structure. Take the example of IT operations. The key to a centralized organization's success is its responsiveness. If the centralized operation can be responsive to the needs of the business, then that approach can make sense.Several companies, such as DaimlerChrysler and PepsiCo, have migrated back to centralizing IT operations after attempts at decentralization. [3] The debate over the centralization versus decentralization of operations in organizations is an enduring one. It is an age-old battle of standardization versus autonomy, corp orate efficiency versus local effectiveness and pressure on costs and resources versus accommodation of specific local needs. [4] Vacillation between centralization and decentralization is both non-productive and unnecessary.Organizations, as they desire to become flatter, will need to be clear about how they need to respond to the tension between centralization and decentralization. [4] NETWORKS Organizations that flatten tend to encourage horizontal communication among workers. Rather than working through the organizational hierarchy, it is often faster for workers who need to coordinate with each other simply to communicate directly. Such organizations are highly networked. Another meaning of networked organizations refers to their relations to other organizations.Organizations that have downsized to just their core competencies must then outsource all the functions that used to be done in-house. To avoid losing time and effort managing contracts with suppliers, organizations hav e learned to develop close ties to their suppliers so that social mechanisms of coordination replace legal mechanisms, which are slow and costly. Networked organizations are particularly important in industries with complex products where technologies and customer needs change rapidly, such as in high technology industries.Close ties among a set of companies enables them to work with each other in ways that are faster than arms-length contracts would permit, and yet retains the flexibility of being able to drop the relationship if needed (as opposed to performing the function in-house). The trend towards networked organizations and structures create a new tension between interdependence and independence. The forces of aggregation and disaggregation throw up new challenges for organizations, for example, the use of independent contractors, joint ventures, strategic partnerships and alliances even with competitors. 1] One advantage of networks is that organizations have greater flexib ility and thus they can become more competitive in the global marketplace. Another advantage is that organizations do not require that many resources such as employee benefits, office space, and financing for new business ventures. [1] On the other hand, networks have distinct disadvantages. Organizations may find it more difficult to control quality of goods or services as they now have to depend on their partners in the networks to deliver the quality that is desired.Legal and contracting expertise as well as negotiation expertise will also be important for networks. Alternative forms of control may need to be developed to control quality. Alternative mechanisms for coordination may also need to be developed to manage the growing constellation and sometimes tenuous nature of other partner organizations in the network. [1] CONCLUSION All the five trends – Globalization, Diversity, Flexibility, Flat, and Network and the tensions they produce result in greater organizational o r system complexity for both leaders and employees in organizations. The tensions produced by these trends cannot be solved.They have to be managed. Effective approaches in organizational change will involve not one strategy but many alternatives and will require leaders and employees to develop greater resilience in confronting these tensions. Change–Trends and Tensions in Organizations |Trends |Tensions | |1. Globalization |Global versus Local | |2. Diversity |Heterogeneity versus Homogeneity | |3.Flexibility |Flexibility versus Stability | |4. Flat |Centralization versus Decentralization | |5. Networks |Interdependence versus Independence | Planning and managing change, both cultural and technological, is one of the most challenging elements of a leader in an organization. Obviously, the more a leader can plan in anticipation of a change, the better he/she serves her subordinates or employees and the organization.Diagnosing the causes of change and structuring a program to promote a smooth transition to the new process, structure, and so on, is critical to the leader as well as the management’s success.BIBLIOGRAPHY [1] -No Author– â€Å"Trends in Organizational Change†. Available at http://www. referenceforbusiness. com/management/Tr-Z/Trends-in-Organizational-Change. html

Avoid Camera Shake Essay Example

Avoid Camera Shake Essay Example Avoid Camera Shake Essay Avoid Camera Shake Essay CAMERA SHAKE WITH HAND-HELD PHOTOS Weve all likely encountered this problem many times: blurry photos due to camera shake with hand-held shots. Its especially prevalent for those of us who are unfortunate enough to have unsteady hands. While it cannot be eliminated entirely, fortunately theres a number of steps you can take to greatly reduce its impact † and hopefully prevent it from becoming visible in the first place. Blurry Photo from Camera Shake Photo Without Camera Shake Photo from the base of the Eiffel Tower at night Paris, France. OVERVIEW Camera shake is visible whenever your shutter speed is slow compared to the speed of unintended camera motion. Reducing its impact may therefore include: 1. Methods for increasing the shutter speed (shorter exposure time) 2. Methods for reducing camera motion On the one hand, many who are new to photography often dont appreciate the importance of using fast shutter speeds or a tripod, but on the other hand, many experienced photographers often overestimate their impact. More often than not, it is ones shooting technique † not high-end lenses or high megapixel cameras † that ultimately limits the resolution of a photograph. While either method alone can be of great help, the most effective solution is to take both into consideration. Even the calmest hands cannot hold a camera sufficiently steady during a several second exposure, for example, and fast shutter speeds are unlikely to freeze motion from a telephoto lens held by shaky hands. Also, increasing the shutter speed helps freeze a moving subject, whereas reducing camera motion does not. METHODS FOR INCREASING THE SHUTTER SPEED There are unfortunately only three ways to increase your shutter speed: (i) optimize your exposure settings, (ii) avoid over-exposure and (iii) improve how your subject is lit. Choose optimal exposure settings. Make sure youre making the best trade-offs with the camera exposure triangle; are you really using the highest ISO speed and/or the lowest f-stop possible with your subject matter Make sure to consider whether you need an extended depth of field when choosing the aperture. However, if youre using your camera in automatic mode, then its likely already doing whatever it can to increase the shutter speed. Avoid accidental over-exposure. A common cause of blurred shots is due to the cameras metering system mistakenly choosing a longer exposure time than was necessary. Dark shaded subject matter and uneven indoor light can easily trick your camera into over-exposure. Use a flash or improve ambient lighting. If youre using a compact camera with a built-in flash, also try getting closer to your subject so that theyll be more brightly illuminated. If youre shooting people without a flash, try relocating closer to the light source(s), or waiting until the subject passes through a more brightly lit area. If none of these are sufficient, then youll also need to employ one or more of the techniques discussed in the subsequent sections below (but ideally one should use both). IMPROVE YOUR HAND-HELD TECHNIQUE Although increasing the shutter speed is often the easiest technique to implement, how you take hand-held photographs can often times make even more of a difference. Try one or more of the following tips: Example of a photographer leaning against a wall to brace the camera. Brace yourself and your camera. This might include leaning up against a wall, kneeling or sitting, or using the viewfinder instead of the rear LCD (since the camera gets braced against your face). Just try to have at least three points of contact between your body and the ground, walls or other stable objects. Always avoid situations where your position or equipment causes you to strain while taking the photograph. Holding your camera directly against a wall or other object also improves stability even further. Make sure to stand in a position that leaves you calm and comfortable. Optimize how you grip the camera. Its important to hold your camera firmly but not tensely, and to use both hands. With large telephoto lenses, make sure to place one hand under the lens and the other on your camera. Make sure that your arms remain close to your body and in a comfortable position. Using your camera more often can also make your grip feel more natural and get your hand muscles more acclimated to the task. Also make sure that you keep yourself nice and warm. Practice better shutter button technique. Always try to press the shutter button half-way first, then gently press the button with no more pressure/speed than necessary. It might also help to pay attention to breathing. Try taking a deep breath, exhaling about halfway, then pressing the shutter button. Take three shots in rapid succession. Often the very act of knowing youll have to hold your hands steady can make it more difficult to do so. First Photo (most blurred) Second Photo (sharpest keeper) Third Photo (medium blur) Youll likely find that theres a big difference in sharpness between each successive image, in part because youre less concerned about individual shots. Just make sure to review these at full resolution; differences often wont be as pronounced as the above example. OTHER TECHNIQUES EQUIPMENT ADVICE Clearly, the best way to minimize hand-held camera shake is not to hold your camera in the first place. While this article focuses on situations where a tripod isnt available, you can also see the tutorial on camera tripods for specifics on improving your tripod technique. However, theres fortunately several alternatives: Example of a photograph taken by setting the camera on the ground and aiming using a lens cap. Set your camera on a hard surface. While this can often produce even sharper photos than using a tripod, it can also greatly restrict available compositions. On the other hand, it can provide a unique and interesting perspective on your subject. Shots at eye-level often appear ordinary since thats what were used to seeing. You can always aim your camera by choosing an appropriate position on uneven ground, or by placing your lens cap or a pebble underneath the camera body. Just make sure to either use a remote release switch, or to set your camera to self-timer mode. With SLR cameras, using your cameras mirror lock-up (MLU) setting will also improve results (if available). Use lenses with image stabilization (IS) or vibration reduction (VR), or cameras with shake reduction (SR). These features can greatly reduce camera movement † especially with telephoto lenses. This often enables hand-held shots at shutter speeds which are 5-10X+ slower than otherwise possible. However, such features cannot work miracles, and they usually work best only in conjunction with proper hand-held technique. Avoid telephoto lenses whenever possible. A fancy image stabilized lens isnt the only way to reduce the appearance of shake. Getting a little closer to your subject (and using a shorter focal length / wider angle lens) will reduce the impact of shaky hands, and often has the added benefit of creating a more interesting perspective. More on this topic can be found within the tutorial on camera lenses focal length.

CASE Tools Essays - Product Development, Project Management

CASE Tools Essays - Product Development, Project Management CASE tools CASE Tools What are CASE Tools ? Computer Aided Software Engineering (CASE) tools provide automated support for many of the systems analysis and design methods available to the information systems developer. CASE tools provide an environment which automates many time-consuming aspects of the systems development process, including: drawing and redrawing diagrams cross checking usage of elements across the system model generation of system documentation generation of code structures and database schemas What are the benefits of CASE tools? Less effort spent on document administration, such as redrafting diagrams increased quality from extensive cross checking provided in CASE tools subsequent potential for reduction in end-to-end system development time automated system documentation generation . History on CASE Tools Since the early days of writing software, there has been an awareness of the need for automated tools to help the software developer. Initially the concentration was on program support tools such as translators, compilers, assemblers, macro processors, and linkers and loaders. However, as computers became more powerful and the software that ran on them grew larger and more complex, the range of support tools began to expand. In particular, the use of interactive time-sharing systems for software development encouraged the development of program editors, debuggers, code analyzers, and program- pretty printers. As computers became more reliable and in greater use, the need for a broader notion of software development became apparent. Software development came to be viewed as: ?A large-scale activity involving significant effort to establish requirements, design an appropriate solution, implement that solution, test the solution's correctness, and document the functionality of the final system. ?A long-term process producing software that requires enhancement through out its lifetime. The implications of this are that the structure of the software must enable new functionality to be added easily, and detailed records of the requirements, design, implementation, and testing of the system must be kept to aid maintainers of the software. In addition, multiple versions of all artifacts produced during a project must be maintained to facilitate group development of software systems. ?A group activity involving interaction among a number of people during each stage of its life. Groups of people must be able to cooperate, in a controlled manner, and have consistent views of the state of the project. CASE Tools Environment: The first generation of CASE tool developers concentrated to a large extent on the automation of isolated tasks such as document production, version control of source code, and design method support. While successes have been achieved in supporting such specific tasks, the need for these `islands of automation' to be connected has been clearly recognized by many first generation CASE tool users. For example, a typical development scenario requires that designs be closely related to their resultant source code, that they be consistently described in a set of documentation, and that all of these artifacts be under centralized version control. The tools that support the individual tasks of design, coding, documentation, and version control must be integrated if they are to support this kind of scenario effectively. A CASE environment is a collection of CASE tools and other components together with an integration approach that supports most or all of the interactions that occur among the environment components, and between the users of the environment and the environment itself. Grade Received on Report : 95%

Econometrics formative assignment Research Paper

Econometrics formative assignment - Research Paper Example -0.067 31.280 0.260 *|. | *|. | 28 -0.079 -0.077 32.913 0.239 .|. | .|. | 29 -0.020 -0.019 33.016 0.277 .|. | .|. | 30 0.029 -0.015 33.237 0.312 .|. | .|. | 31 -0.029 -0.035 33.462 0.349 .|* | .|** | 32 0.183 0.197 42.344 0.104 .|. | .|. | 33 -0.019 -0.013 42.444 0.126 .|. | .|. | 34 0.027 0.042 42.636 0.147 .|. | .|. | 35 -0.052 -0.047 43.368 0.157 .|. | *|. | 36 0.019 -0.072 43.470 0.183 Correlogram for Vodafone Date: 08/17/09 Time: 21:05 Sample: 1/01/1990 12/31/2008 Included observations: 224 Autocorrelation Partial Correlation ACPAC Q-Stat Prob .|. | .|. | 1 0.002 0.002 0.0007 0.979 .|. | .|. | 2 0.019 0.019 0.0826 0.960 .|* | .|* | 3 0.182 0.182 7.6489 0.054 *|. | *|. | 4 -0.061 -0.063 8.4992 0.075 .|* | .|* | 5 0.146 0.145 13.451 0.019 .|. | .|. | 6 0.015 -0.021 13.502 0.036 .|* | .|* | 7 0.088 0.116 15.322 0.032 .|* | .|* | 8 0.132 0.076 19.422 0.013 .|. | .|. | 9 -0.027 -0.009 19.596 0.021 .|. | .|. | 10 0.048 -0.006 20.139 0.028 .|* | .|* | 11 0.153 0.140 25.713 0.007 .|* | .|* | 12 0.115 0.116 28.881 0.004 .|. | .|. | 13 0.006 -0.033 28.889 0.007 .|. | .|. | 14 0.009 -0.041 28.907 0.011 .|. | *|. | 15 -0.032 -0.083 29.153 0.015 .|. | .|....The two vertical lines in the first column enclose the 95% confidence interval. Id k that extends past the broken line, reject the null hypothesis that k = 0 at 5% level of significance. Otherwise, do not reject the null hypothesis" (Danao). In this particular tests, the result for BARC, VOD and FTALLSH show that we do not reject the null hypothesis that k = 0. But for the GSK graph, the result is opposite. We have necessary proof to reject the null hypothesis. Decision Rule: "If the absolute value of the ADF Test Statistic is less than the value of the McKinnon Critical Values at the chosen level of significance, then the series has a unit root and is therefore non-stationary.

Philosophy-Licensing Parents Essay Example | Topics and Well Written Essays - 750 words

Philosophy-Licensing Parents - Essay Example The process of licensing individuals would inevitably hassle or perhaps devastate individuals seeking to participate in such an activity. However, LaFollette argues that this is the cost of protecting innocent victims from actions that Frisch classifies into four broad categories: (1) risks arising out of ignorance, (2) risks arising through physical or mental incapacity, (3) risks arising from willful misconduct, and (4) risks arising through negligence or inability to exert self-control over behavior (Frisch, 1981, p. 173). LaFollette’s case relies on proving two criteria for regulatory licensing: that â€Å"parenting is an activity potentially very harmful to children† and that â€Å"a parent must be competent if he is to avoid harming his children† (LaFollette, 1980, pp. 184-5). These two claims cannot be disproved: they are clear facts, as both LaFollette and Frisch acknowledge. Frisch also acknowledges the strength of LaFollette’s claim that regulation is â€Å"a fundamental task of any stable society† (Frisch, 1981, p. 173). Nevertheless, the dispute originates from whether parenting is analogous to other activities, or if it can be controlled by regulation. It may be that parenting cannot be modified or changed by any amount government control. LaFollette argues the prior restraint of licensing for drivers or physicians is â€Å"not terribly onerous† but that the â€Å"restricted activity is one which could lead easily to serious harm† (LaFollette, 1980, p. 189). These are the risks (that could happen) Frisch believes societies undertake licensing to reduce. Frisch proceeds to develop, based on his four categories of risks, a non-arbitrary distinction between parenting and other regulated activities. With respect to ignorance, there is no empirical reason to believe that with more knowledge of parenting (knowledge that can be taught descriptively anyway) parents will be more competent to raise a child in the same way