Identify and describe the major problems of domestic violence by Essay

Identify and describe the major problems of domestic violence by comparing present-day American society to that of at least 2 ot - Essay Example The problems related with domestic violence are numerous, and these issues are managed in different cultures in different ways. In the United States, the problems of domestic violence are frightening and it is established in several studies that, on an average, four women are murdered by male partner on a daily basis in the nation and the number of women killed due to domestic violence is alarmingly high. Whereas the magnitude of domestic violence in the U.S. is shocking, this appalling social evil is not confined to the U.S. alone and it is a global phenomenon. â€Å"Increasingly, domestic violence is being recognized as a very serious social problem in most countries around the world. Perhaps through studying the problem in other countries, we can continue to make progress in our own.† (Summers, xvi) Therefore, this paper makes a comparative analysis of the major problems of domestic violence in the present-day American society with those of other cultures such as Australian , Russian, Jamaican, and Japanese in order to offer a greater insight into problems related with it. ... In the United States, family or domestic violence is a reality happening on a frequent and frightening level. Several studies on the topic have maintained that sixty percent of the families in the U.S. use violence on a regular basis, while the rate of child abuse in the nation is more than ninety percent. â€Å"Further statistics indicate that 1 in 4 young American women will be raped, and 50 percent of all women will be beaten at least once in a relationship†¦ In the United States, 2,000 children a year are killed at the hands of their parents or guardians. The estimates of physical child abuse are between 2000,000 and 2.8 million a year†¦ Sexual abuse estimates range from 130,000 to 1.3 million cases a year.† (Leeder, 238) Therefore, it is essential to realize that domestic violence in the United States has been a major threat to social stability and gender equality. Several social security policies and legislations such as the Violence against Women Act in 1994 h ave been adopted in the nation to fight against the increasing number of domestic violence. A careful analysis of the current trends in the country indicates that domestic violence has been recognized as a tragic and costly phenomenon. â€Å"Since the 1970s, more accurate methods of measuring its incidence have been developed, new laws have been enacted, and a plethora of agencies have been established to not only support victims but also prevent its occurrence.† (Summers, 170) However, domestic violence has not been confined to the U.S. alone, and nations across the globe are affected by the results of this social plague. An understanding of the extend of the problems of

The (IEP) Individualize Educational Plan for students with speech and Research Paper

The (IEP) Individualize Educational Plan for students with speech and language disorders - Research Paper Example Inclusive education is defined by the Salamanca Framework of Action as â€Å"education in the mainstream of regular education regardless of race, linguistic ability, economic status, gender, age, ability, ethnicity, religious and sexual orientation†. The Individuals with Disabilities Act (IDEA, 2004) prescribed educational institutions to thoroughly consider the needs of students with special education needs. Each child with disability will be furnished with an Individualized Education Program (IEP). An IEP is the educational map used for children with disabilities availing of special education services in schools. Under Public law 108-144, the IEPs are required to have the following components: the child’s present level of performance; measurable annual goals; how the child’s progress toward meeting the annual goals will be measured and when periodic reports on the progress the child is making toward meeting the annual goals will be provided; the special educati on (i.e., specially designed instruction) and related services and supplementary aids and services, based on peer-reviewed research to the extent practicable, to be provided to the child; program modifications or supports for school personnel that will be provided for the child; the extent to which the child will not participate with nondisabled children in the regular classroom; and individual appropriate accommodations that are necessary to measure the academic achievement and functional performance of the child on state and districtwide assessments (PL 108-446, 2004) IDEA (2004) emphasizes the accurate and objective measurement of the student’s progress B. Statement of the Problem This paper aims to explore what individual education programs (IEPs) are for children with special education needs. How is the curriculum modified to suit their needs? C. Summary This chapter has presented the concept of inclusion education the Individualized Educational Program as mandated by la w to be provided to children with special education needs. II. Literature Review A. Introduction and Overview Children with special education needs usually have more difficulty coping with the learning tasks in the inclusive classroom, considering they learn with more able peers. Thanks to government mandates Individuals with Disabilities Act (IDEA) and No Child Left Behind Act (NCLB) as implementation from the Salamanca Framework of Action of UNESCO that children with special education needs have same rights and privileges as typically-developing children. Diliberto and Brewer (2012) define the IEP as the â€Å"curriculum road map for special education services developed by a team of individuals who are critical to the student's educational success† (p. 31). This program should be based on the appropriate assessment of the student’s strengths and needs by the whole IEP team (O'Conner & Wyasik, 2008). In order to address the learning needs of students with special educ ation needs, teachers should prepare their IEP based on the recommended goals and objectives of professionals who have diagnosed the learners. The teachers themselves should assess the students’ academic performance in all subjects or curricular areas by using both formal and formal assessment materials, interviews with other teachers of their observations and determining the students’ strengths and weaknesses. All observations and judgments regarding the students’ abilities should be considered in the design of the IEP. After looking into the student, the teacher should now analyze if the curriculum for the students’ class or level is appropriate to the students with spe

Diversity Dimension Differentiate Range Visible Non Visible Differences Business Essay

Diversity Dimension Differentiate Range Visible Non Visible Differences Business Essay Generally, diversity is any dimension that is used to differentiate a range of visible and non-visible differences that exist between groups or people. An inclusive view of diversity means understanding and valuing the characteristics and beliefs of those who demonstrate a wide range of characteristics. Such as, differences in ethnicity, gender, age, nationality, disability, sexual orientation, education, and religion (RBC, 2009). A broad conceptualization of diversity has the capacity to recognize not simply individual diversity, but also the heterogeneous nature of diverse social groups within the workforce (Liff, 1999), for example women, minority ethnic groups and disabled. There are various differences human resource management find when accommodating or integrating diversity and fairness (equal opportunity) into their organisation employment process. Although sometimes used interchangeably, the terms equality and diversity are not the same. When diversity is used in contrast to equality, it is about recognizing individual as well as group differences, treating people as individuals, and placing positive value in the community and workforce. Whereas, equality is about creating a fairer society were everyone can participate and has the opportunity to fulfill their potential, (DH, 2004). Equality is the idea of equal treatment and respect, where as, diversity is more than this as we all bring with us diverse perspectives, work experiences, life styles and cultures. Some use diversity as a descriptive term for an approach intended to provide a certain social environment in which people are not excluded from the activities of society, such as education, employment, or health care, on the basis of immutable traits. According to Paul Ricky (2000), there are two levels of diversity; first level dimensions consist of characteristics that are impossible or difficult for individuals to change. Second level dimensions comprises of characteristics which individuals have a degree of control through choices about their acquisition and modification. Whereas equal opportunities are about ensuring that everyone is entitled to freedom from discrimination. There are two main types of equality encompassed in equal opportunities thus equality of treatment which is concerned with treating everyone the same. In an organizational context this recognizes that institutional discrimination may exist in the form of unfair procedures and practices that favor those with some personal attributes, over others without them. Therefore the task of equal opportunities is concerned with the elimination of these barriers. The second one is equality of outcome which focuses on policies that either have an equal impact on different groups or intent the same outcomes for different groups, (Marjon, 2009). On the other hand when we talk about managing diversity, we are referring to the harnessing of these differences to create a productive environment in which everyone feels valued, talents are fully utilized and organizational goals are met Kandola and Fullerton (1998). Lorbiecki and Jack (2000) highlighted that United Kingdom seem to fix peoples differences into six main groups through legislation and does not allow for change or movement. Legislation is a law that aims to change peoples behavior to conform to a certain standard (rules). Hence why their diversity management limits itself to six main groups and this suggest that someone will always be discriminated against as people do not always fit nicely into one group. Where as equal opportunities focus on creating equality of opportunity, regardless of any differences (Johnstone, 2002). Equal opportunities approach is a legislation that should indicate a state of balance yet legislation itself is about controlling, standardizing and ensuring everyone follows the same rules. The same can be said about managing diversity as it aims to control people through policies and procedures. Managing diversity standardizes people by allocation them into groups, encouraging them to follow certain rules or (legislation) and use this to control them. From this, the term managing diversity could be a more liberal or free thinking word for legislation, as they both have the same agenda which is to conform and set standards that everyone must follow . This portion of the business case, often referred to as inclusion, relates to how an organization utilizes its various relevant diversities. As a source and driver of innovation, diversity is a big idea in business and in society, (RBC, 2009). The business case for diversity, theorizes that in a global marketplace, a company that employs a diverse workforce (both men and women, people of many generations, people from ethnically and racially diverse backgrounds) is better able to understand the demographics of the marketplace it serves and is thus better equipped to thrive in that marketplace. The real benefits of having a diverse workplace of employers and employees who value one another and the different contributions they can make to help a business achieve its potential; that is maximizing profits. Perhaps the most compelling argument underlying the business case for diversity relates to marketing and business development, (Marjon, 2009). Diversity training aims to combat racism, sexism, exclusion, and ethnocentrism. However, todays marketplace offers an additional connotation which is more positive as it gives business a competitive edge in an increasing global community, (DTUI, 2004). The business can benefit from multicultural workforce expertise, for example if a UK company does business in Asia, having British-Asian on your negotiating team would greatly improve your chances of success, (Thiederman, 2002). In addition, recruiting a diverse workforce has tangible benefits as many businesses find it helpful to have a workforce that reflects the community and international market place they trade in. This can help them tailor their goods and services so as to build trust and goodwill among customers and suppliers thereby improving their reputation as a diverse business. Diversity is beneficial to businesses as it brings better decision making and improved problem solving, greater creativity and innovation, which leads to enhanced product development, and more successful marketing to different types of customers, Fine (1980). Other benefits of business building a diverse workforce include: having a wider range of resources, skills and ideas among your employees, improving staff retention, leading to lower recruitment and training costs and increasing employee efficiency and reduced stress due to cross-functional teams, that is employees are capable of a variety of roles due to their different backgrounds and skill sets. It also enables businesses to build a competitive edge in recruitment and retention as you can select from a bigger pool of candidates. By recruiting employees from under-represented businesses avoid claims of unfair discrimination by employing women in a traditionally male environment. An additional corollary suggests that a company that supports the diversity of its workforce can also improve customer satisfaction, productivity and retention. By recruiting employees from under-represented groups, they can avoid alienating potential customers. For example a diverse workforce can also help business understand their customers better by helping to identify: problems that customers may have, such as language barriers and poor access for disabled people and how customers with different religious beliefs or from different backgrounds might react to their business or product (Business Link, 2009). If a workforce is diverse, but the employer takes little or no advantage of that breadth of that experience, then it cannot monetize whatever benefits background diversity might offer. Some organizations believe that simply having diversity and equal opportunities policies is sufficient evidence to tackle discrimination, (see Richards, 2001). However legislation cannot change the way people think, their inner beliefs and feelings therefore they break the law. This is probably due to the fact that equality policies fit disadvantage people into groups, as explored by Kirton and Green (2005) and this focus of difference seem to disadvantage people. In addition to this statistics from ACAS (2008) reported that discrimination claims have increased over the year. This proves that legislation failed to control people or organizations from discriminating and there is still the notion of stigma existing in the midst of our society regardless of the law. The law as suggested by Johnstone (2002) does not promote diversity and does not actually recognize the term diversity but instead compliance with the law is a business case for any organization to adopt a diversity policy as it acts as standard guideline to avoid discrimination. The law, as explored by Kirton and Green (2005, pp.169), does not have mystical powers to change society. Arguably, the social justice and business case arguments for diversity are complementary, because unless people are treated fairly at work they will feel less than fully committed and will therefore under-perform. But diversity takes equality forward, and evidence indicates that organizations that are serious about diversity show better overall financial performance. There are three broad strands supporting the case for going beyond what is required by legislation and introducing diversity policies: people issues, market competitiveness, and corporate reputation. Organizations which follow them are also more likely to find it easier to comply with increasingly complex legal obligations, not least because diversity will be embedded in their cultures. The social justice argument is based on the belief that everyone should have a right to equal access to employment and when employed should have equal pay and equal access to training and development, as well as being free of any direct or indirect discrimination and harassment or bullying. This can be described as the right to be treated fairly, and  the law sets minimum standards. Yet in reality unemployment is twice as high among people from ethnic minorities, although there are relatively more Chinese, Indian and Black African graduates than white graduates. Only 12 per cent of white men are in professional occupations, as opposed to 21 per cent of Chinese and Indian men. A diversity approach understands that our social identity in terms of gender, race, disability, age, social class, sexuality and religion will impact on our life experiences. For example, occupational segregation; women make up almost 75 percent of the NHS workforce but are concentrated in the lower-paid occupational areas: nursing, allied health professionals, administrative workers and ancillary workers (DH, 2005). Also people from black and minority ethnic groups comprise 39.1 percent of hospital medical staff yet they comprise only 22.1 percent of all hospital medical consultants (DH, 2005). Good diversity practice identifies these patterns of experience based on group identity, and the challenging processes that limit individuals potential health and life chances. Historically, employers ignored certain difference. However, individual and group diversity needs to be considered in order to ensure that everybodys needs and requirements are understood and responded to within employment practice and service design and delivery. One way in which organizations have responded to the issue of diversity in recent years has been the development of flexibility in working practices and services. For example, an employer may allow an employee to work a flexible working pattern to accommodate child care arrangements, or a GP surgery may offer surgeries at the weekends in accommodate those who work full time during the week. Another example of diversity in practice was shown by Worcestershire County Council in 2002 when they launched, Worcestershire We All Make It Unique. This was a four phase race diversity communication and training programme designed specifically to raise awareness among employees and to improve customer service, particularly in the larger ethnic minority communities that it served. This example shows quite starkly that organizations situated in seemingly ethnically homogenous locations, who claim that diversity is not relevant for them, may need to look more closely at their customers and the sub-regions and divisions of the locality in which they operate because these may have greater diversity and differing requirements CIPD, 2009. Hence why, employer engagement is a vital driver for organizations top and bottom-line performance. Employer engagement can be broadly defined as employers consistently acting in the best interests of the organization and in this context it is linked to raising public awareness. These in turn, inform intersecting relationships between employer skills needs and education (work-based learning), educational and workplace competency, and quality (accreditation of employer based training, and credit accumulation and transfer systems) and vocational competency (fit for practice, and fit for purpose), Springerlink (2009). Human resource managers must be willing to work towards changing the organization in order to implement a culture of diversity and inclusion. There is a compelling business case which should encourage organizations to look beyond legal compliance with anti-discrimination laws to a value-added approach enabling competitive benefits to be gained from developing good practice. Therefore diversity strategies need to be designed to support business objectives and strategies to add real value to business performance. Just doing diversity for cosmetic reasons is misguided and can result in undesirable outcomes such as raising expectations through false promises. When implementing a diversity programme it has to go far beyond the limits of equal employment opportunity and affirmative action. High performing diversity managers recognize that specialized skills are necessary for creating a productive, diverse workforce. They seek out continuous learning opportunities and some go as far as acquiring certification. Assessment skills and diversity education are key elements of culture change. However, the leaderships support of the change cannot be understated. Effective communication is very crucial in implementing a diversity programme. Brownells 2003 article identifies three skills which help to develop effective communication in diverse organizational environments. These skills include self-monitoring, empathy, and strategic decision-making. Self-monitoring refers to the communicators awareness of how his or her behavior affects another person, empathy enables the receiver to go beyond the literal meaning of a message and strategic decision-ma king implies that the sources, channels and substance of the messages conveyed, are mindfully selected, Adam (2007). The key to implementing a diversity approach is increasing individual awareness of and sensitivity to differences of race, gender, social class, sexual orientation, physical ability, and age Page (2007). There are several ways to go about creating the multicultural organization that performs extremely well. For example, Cox mentions language training as a way to promote a multicultural organization. Language training is important for companies hiring foreign nationals. This type of training helps to communicate to employees that languages, other than English, are highly valued. In addition equal opportunity seminars, focus groups, bias-reduction training, research, and task forces are methods that organizations have found useful in reducing culture-group bias and discrimination Fine (1980). While diversity in the workplace brings about many benefits to an organization, it can also lead to many challenges. It is the responsibility of managers within organizations to use diversity as an influential resource in order to enhance organizational effectiveness. Walck (1995) defines managing diversity in the workplace as negotiating interaction across culturally diverse groups, and contriving to get along in an environment characterized by cultural diversity. There are many challenges faced by culturally diverse workplaces, and a major challenge is miscommunication within an organization. In an article by Brownell (2003), she explains that meanings of messages can never be completely shared because no two individuals experience events in exactly the same way. Even when native and non-native speakers are exposed to the same messages, they may interpret the information differently. Cultural bias which includes both prejudice and discrimination is an additional factor which challenges culturally diverse work environments. Prejudice refers to negative attitudes toward an organization member based on his or her culture group identity, and discrimination refers to observable adverse behavior for the same reason, Fine (1980). Another challenge faced by diverse organizational environments is assimilation. According to Fine (1980) assimilation into the dominant organizational culture is a strategy that has had serious negative consequences for individuals in organizations and the organizations themselves. Those who assimilate are denied the ability to express their genuine selves in the workplace; they are forced to repress significant parts of their lives within a social context that frames a large part of their daily encounters with other people. People who spend significant amounts of energy coping with an alien environment have less energy left to do their jobs. Assimilation does not just create a situation in which people who are different are likely to fail; it also decreases the productivity of organizations Page (2007). Other organizational theorists have suggested reasons that work-teams highly diverse in work-relevant characteristics can be difficult to motivate and manage. Pages (2007) mathematical modeling research of team work supports this view. He demonstrated that heterogeneous teams consistently out-performed homogeneous teams on a variety of tasks. He also points out that diversity in teamwork is not so simple in the messy real world. Too often the cultural differences create problems. The goal is to manage diversity to take full advantage of it. Figure 2 below shows how organizations can move from where most are at present to a situation in which diversity successfully enters the mainstream. Figure 2: CIPD (2009). In order for diversity efforts to succeed, organizations must hold everyone; (individual, interpersonal, group and organizational) accountable through a proactive, progressive that is both prospective and retrospective, (Thiederman, 2002). Diverse organizations will be successful as long as there is a sufficient amount of communication within them. Because people from different cultures perceive messages in different ways, communication is vital to the performance of an organization. Miscommunication within a diverse workplace will lead to a great deal of challenges. In addition for diversity management to be successful it should engage with all business processes and stakeholders and not limited to the Human resource function.   Finally for any diversity programme to be successful after its introduction it needs to go beyond legislation compliance (following rules) to ever attempt to treat people the same and avoid discrimination. Never the less, to be inclusive and equal to all, organizations may need to respond differently to individuals or groups. Therefore, a commitment to equality in addition to recognition of diversity means that different can be equal. REFERENCING Brownell, J., 2003. Developing Receiver-Centered Communication in Diverse Organizations. Listening Professional, 2(1), pp.5-25. Business Link. 2009. Widen your choice of employees to improve competitiveness. [Online] Available at: http://www.businesslink.gov.uk/bdotg/action/detail?type=RESOURCESitemId=1074421939 [Assessed 27 November 2009]. CIPD. 2009. Managing diversity in practice: supporting business goals. [Online] Available at: http://www.cipd.co.uk/subjects/dvsequl/general/_mngdvprsmy.htm [Assessed 5 December 2009]. Diversity Training University International. 2004. What is the diversity training profession? [Online] Available at: http://www.dtui.com/qapg1.html [Assessed 20 November 2009]. Faculty Development. 2008. What is equality and diversity? [Online] Available at: http://www.faculty.londondeanery.ac.uk/e-learning/diversity-equal-opportunities-and-human-rights/what-is-equality-and-diversity [Accessed 29 September 2009]. Fine, M.G., 1980. Cultural Diversity in the Workplace: The State of the Field. Journal of Business Communication, 33(4), pp.485-502. Heathfield, S.A., 2009. What Is Human Resource Management? [Online] Available at: http://humanresources.about.com/od/glossaryh/f/hr_management.htm [Accessed 14 October 2009]. Johnstone, S., 2002. IRS Managing Diversity in the workplace. 1st ed. London: LexisNexis. Kirton, G. Green, A., 2005. The Dynamics of Managing Diversity: A Critical Approach. 1st ed. London: Butterworth-Heinemann. Kirton, G. Greene, A., 2000. The dynamics of managing diversity: a critical approach. Butterworth Heinemann: Oxford. Lorbiecki, A. Jack, G., 2000. Critical Turns in the Evolution of Diversity Management: British Journal of Management, 11, pp.18-31. Page, S., 2007. The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton: Princeton University Press. Available at: http://press.princeton.edu/titles/8353.html [Assessed 1 December 2009].   Price, A. HRM Guide Network. 2007. Organizational HRM. [Online] Available at: http://www.hrmguide.net/hrm/chap4/ch4-links.html [Accessed 14 October 2009]. RBC. 2009. What is Diversity Inclusion? [Online] Available at: http://www.rbc.com/diversity/what-is-diversity.html [Assessed 15 November 2009]. Richards, W., 2001. Evaluating Equal Opportunities Initiatives. Oxford: Butterworth-Heinemann. Springerlink. 2009. Competencies and employer engagement. [Online] (Updated 5 February 2008) Available at: http://www.springerlink.com/content/24612303714832jm/ [Assessed 30 November 2009]. Thiederman, S., 2002. Why Diversity Counts -The Business Case. [Online] Available at: http://www.multiculturaladvantage.com/recruit/metrics [Assessed 10 November 2009]. University College Marjon Plymouth. 2009. What is Diversity? [Online] Available at: http://www.marjon.ac.uk/aboutmarjon/diversity/whatisdiversity/ [Accessed 29 September 2009]. Walck, C.L., 1995. Editors introduction: Diverse approaches to managing diversity. Journal of Applied Behavioral Science, 31, pp.119-123.

Sherman Alexie’s The Lone Ranger and Tonto Fist Fight in Heaven Essay

Imagine a world without hope, diversity, uniqueness, heroes and role models. Everybody would have the same height, shape, voice, skin color, eye color, hair color, clothes, job, interests and so on. They would most likely live in the same type of home, own the same things, speak the same language and eat the same food. If a person tried to be unique, the society would try to drag that person down to society’s hopeless status. Personally, I couldn’t stand a minute in a world like that. Unfortunately, worlds like these exist. In Sherman Alexie’s The Lone Ranger and Tonto Fist Fight in Heaven, Alexie writes about a typical Indian reservation in the United States without hope, diversity, uniqueness, heroes and role models. A large majority of the Native American population are hopelessly drinking their lives away with alcohol because they feel no reason and inspiration to live a better life. In this case, the need for role models and heroes becomes greate r because these Native Americans do not see a way to improve their lives. I am happy to say that I am fortunate to be living in a society full of heroes and role models with diversity and uniqueness. Role models and heroes are important to society because they motivate us to strive towards a goal, and inspire us to live better and happier lives. Society moves when it has a goal to strive for. When I was eleven years old, I was just like the Indians on the Indian Reservation. I didn’t have any sort of in...

Andrew

Andrew Springiness Module 1 CSS: Information Networking as Technology: Tools, Uses, and Socio- Technical Interactions DIMMIT: Management of Information Systems and Business Strategy Dry. Mary Lind June 17, 2014 Information Overload â€Å"Are organizations likely to find better solutions to information overload through changes to their technical systems or their social systems or both? Why? To answer this question, this paper will discuss the technical and social systems of companies specifically based on review of the articles by Blair, Belling, et al, Green, ND Lie and Ere as well as other information on related data companies such as Amazon and ASS. The context of the paper will aide in the understanding of an ideal way to process the information present in the market and then use it for company benefits.This paper will also review and analyze the importance of info-tsunami in context of specific markers and give specific examples on how data storage and analysis is now the latest trend in the market. Various big data software present in the market and comment on the future trends of the market will be reviewed. Finally, I will propose an answer to the original question posed of what betterment is most important in dealing with information overload social systems, technological systems, or both?History of Data Mining/Sharing In order to truly understand information overload and how to deal with it, we must start by analyzing various aspects of data starting from its history through the current and probable future trends of the market. Today there are zillions of pieces of data in the market growing for over 30% per year bases (Blair, 2010). The roots of the big data come from ancient days when people used to huge manuscripts and biblical resources to pass on the knowledge of present generation to the next one.They not only documented information, but also backed up or made it easier to share that information by creating duplicates of the original work. Peopl e with different philosophies discussed the same issues with a different context and vision to give alternate versions of the existing issues. However, this increase in the amount of information collected led to what may have appeared to be an insurmountable collection that could not be fully read in an acceptable amount of time or never being blew to find specific information, which could be described as an information overload (Blair, 2010).People would have too much information to sift through to find what they needed, which would need to lead to an evolution in that form of data storage such as different note-taking capabilities as well as organization (Blair, 2010). Note- taking capabilities enabled the researchers to organize the structure of different ancient texts and later on printing evolved the structure of writing as indexes and bibliographies became norm for the research papers, which helped people to find he specific information they were looking for or the source of m ore information.Encyclopedias were created to serve as a set of easily accessible and searchable information on a broad amount of topics. Also, the advent of the Dewey Decimal System meant that a lot of general information could be found in a short amount of time. The Dewey Decimal Classification initially sorts information into 10 categories, and then into another 100 sub-categories, giving you 1, 000 specific categories to search (University Library, n. D. ). For example, you could search the ass's forTechnology or Applied Sciences categories and find sub-category (also known as a â€Å"call number†) 621 and search specifically for Applied Physics (University Library, n. D. ). All of these things lead to less of a feeling of information overload as people did not need to spend a lifetime searching for the data that they needed. However, personal collection of information would take up large amounts of space. Fast forward time a millennia or two and you have the advent of el ectronic media, which meant that a galore of information could be stored in a much smaller space.This educed limits of how much information people and organizations could collect. People and organizations could now store a large amount of information onto cassettes, disks, diskettes, compact discs, etc. Rather than in hundreds or thousands of books or written documents. Today, we can carry a flash drive with a program to read electronic books as well as hundreds or thousands of electronic books that is the size off pack of chewing gum. In addition to the space, the information itself was now only a touch away.People no longer needed to use indexes or bibliographies as they could sears for keywords and a computer would help to find he information they were looking for. Computer systems can search through programs, documents, or the world wide web and find information that people are looking for in milliseconds. However, there is now also a feeling that maybe there is too much informa tion accessible through the internet nowadays. We are at a point where there is what appears to be an insurmountable pile of information available on the internet, even when computer systems help us sift through the information.Companies may again have to sift through a lot of minutia in order to get the specific information they need. In another point of view, there were initial concerns regarding the electronic system of storage. There have been many instances where digital data has been hacked or accessed without the consent of the original writer in order to change the information or utilize it for other purposes than it was originally intended. There is also the possibility of data redundancy and the fear of data getting lost of due hardware complications.However, with the advent of more and more advance technologies in data storage and sharing electronic storage, there are greater security and back-up procedures added to hardware and software. This leads to the it is the only feasible medium conceivable in the future. Data Analysis To help understand information overload, data analysis must be defined. According to Russell Kickoff, a systems theorist and professor of organizational change, the content of the human mind can be classified into five categories: data, information, knowledge, understanding, and wisdom (Belling, Castro, & Mills, 2004).According to Belling, et al (2004), the data can be described as symbols; information is â€Å"data that can be processed to be useful† and provides answers to four of the five Was (who, hat, where, and when); knowledge is â€Å"the application of data and information† and answers the question of how; understanding gives an â€Å"appreciation of the question of why'; and wisdom is an elevated level of â€Å"evaluated understanding. † Data is seen as a raw entity which, for the proposes of this research paper, only exists either in digital or in ink.The significance of data is to be present i n any accessible format to the user. Information is the processed data and it is specific to any context to the user. Knowledge is the output gained from that information, essentially by realizing tatters formed by information. Although ultimately wisdom will help with future operations, industry is primarily concerned regarding retrieving knowledge, as this parameter is a tool which is used by the company to either make direct or indirect revenues. Knowledge is the basic building block of data analysis that can be gained directly from computer software.Companies such as MM, Accentuate and other consulting companies are focus teams to exploit knowledge as a parameter to give specific insights for industries and sectors. Understanding is one step ahead of knowledge in which problems are solved in a specific context. Understanding is the point which the reason for the patterns discerned from knowledge can be understood. It is involved in selecting the required information and processi ng it to provide the best solutions for a specific problem or multiple problems.Getting to the understanding phase is difficult with such a superfluous amount of data available to companies. In modern era this process is called Data Analytics or Just Analytics. This is slightly different according to Green (2010) who refers to only four sections of data, information, knowledge, and wisdom. The first three sections namely data, information, and knowledge are concepts of past data, but wisdom is a future analysis and vision concept. It develops our internal experience which helps in our future decision making.Wisdom is very similar to understanding, with the main difference being that wisdom allows one to predict fracture outcomes based on understanding the reasons behind specific patterns and how changes will affect behaviors of related processes. The first four sections can be represented in a hierarchy and the level of complexity will increase downwards from data to wisdom. In addi tion, the amount of effort and technological resources used will decrease from top to bottom as you require maximum resources to build and maintain data.The advance methods of data capturing tools have been efficient in blurring the lines between information and knowledge as companies are becoming efficient in data analysis. Socio-Technical System According to Lie and Ere (2006), â€Å"the Socio-Technical Systems theory considers that every organization is made up of people (the social system) using tools, techniques and knowledge (the technical system) to produce goods and services that are valued y customers (who are part of the organization's external environment). Essentially, this can be described as the interaction between personnel in an organization, or people in general, with that of technology. People and employees have certain behaviors that may need to be modified along with technology in order to create an optimized process or improve quality of fife. The Socio-Technic al Systems theory also considers the usage of social information and incorporates it into the development of technology to make it more relevant and desired. Amazon's Analytics Concept Data analysis has now become a latest trend in the market.Amazon. Com has become a leader in promoting the analytics-as-a-service concept. They are approaching this as a cloud-enabled business model and not Just an innovation in the industry. It is a great model and will provide as an alternative having better architectural patterns to Justify business priorities. Amazon aims at firms dealing with large amount of data and need flexible infrastructure. Targeted domains in web analytics include gene sequencing, cyber- security, human resource workforce and others.The challenge is to bind data and draw insights without building complex entities and spending years in restoring those entities. Predicting entities infrastructure is yet emerging and the case is not trivial for Amazon. The model is to give fo recast estimations to the companies using their own data which stored with Amazon cloud computing servers. Additionally, Amazon uses data analysis to evaluate data on historical purchases and â€Å"wish-lists† to predict the amount of specific products that will be ordered and need to be shipped to certain locations (Devils, 2014).Amazon can then pre-ship items to hubs in bulk shipments prior to people ordering, which saves in future costs and enables faster shipping services (Devils, 2014). Role of Advance Technology in Data Analysis and Future Trends Technology plays a crucial role for big data analysis as it enables the forecasters to apply the data onto the model and get significant results. With tests such as the Durbin Watson Test, white noise is a small statistical test but needed to implement on all of the data to identify the required useful parameters.There are trillions of megabytes worth of data in companies. So, how are results found using simple tools such as ex cel which, according to Microsoft Office (n. D. ), has a limitation of â€Å"1 ,048,576 rows by 16,384 columns? † Dedicated servers and software's are built and designed specifically for these kinds of requirements. The open source language R is specially built for statistical operations, to extract and interpolate data and can run on multiple operating systems (Wirtschaftuniversitat Wine, n. D. ). A lot of additional software has also come along the way.Some of these include SAPS, ASS, Maintain, Stats, Jump, Mathematical and others. All have their pros and cons but ASS and SAPS are considered two of industry favorites (Munched, 2014). Another technology which is on the rise is Apache Hoodoo. Hoodoo is designed to create a partition in the virtual memory and allows different users to implement the same function on large databases to give the results (The Apache Software Foundation, 2014). It is more of a server application and can be combined and other technologies to get opt imum results.To solve the memory problem these days, companies are shifting to cloud computing as an alternative. Cloud computing is where all the data is saved n the dedicated servers of a third party vendor and not with the company itself. Whenever the data is required it is processed from those servers and for each transaction a certain sum is paid by the company to the third party. Although cloud computing isn't 100% effective all of the time either as several companies have found out in the past decade according to Dan Mariner's (2013).In the next five years, a trend of adaptation of analytics in more and more countries and in different domains can easily be predicted. As of now, pharmaceutical industry has endorsed use of clinical trails led by analytics. Also, the concept of â€Å"Moneybags† has been in used in baseball for several years now. Additionally, credit risk has been managed by these same analytical financial models. All signs for the rising demand of analyti cs in future. Software's like ASS, Hoodoo are here to stay and we will see more data managing software been introduced in the industry.Analytics will act as a backbone of E-commerce industry driving their profits and market share. In the future, big data analysis will not Just be a tool to gain competitive edge but will become a necessity for the survival of the company in highly competitive market. In marry, information and its quest have been long running from the past. Companies are inclined to use as much information possible to enhance their productivity and achieve competitive level in the ever evolving market.The trends of the market suggests that companies are more inclined to use technology and data mining software and there dependency has been shifting from senior officials to software inputs. Still the importance of experience cannot be neglected and companies must make a balance between the two to achieve high growth rates. I believe the priority will focus on improvemen t of the technical system; however, any many that refuses to look at the importance of the social system will continuously see high turnover rates. References Blair, A. (2010) Information Overload, Then and Now.

Back Titration Essay

Synopsis The objective of this experiment is to determine the percentage by mass of calcium carbonate,CaCO3 in toothpaste using back titration technique. A known weight portion of toothpaste is obtained to react with known volume and concentration of standard acid solution. After completing the reaction, the resulting solution containing excess acid is back titrated with known volume and concentration of standard base solution. Determination of excess acid after reaction allow us to calculate the amount of acid react with CaCO3 in toothpaste sample. My result for this experiment shows that 19.6% of calcium carbonate presents in toothpaste sample. In conclusion,CaCO3 only made up approximately one fifth of toothpaste sample, toothpaste derived from a variety of component such as fluoride, water and detergent. Since the result obtained approaching 20%, saying that most of the error is avoided, the chemical reaction in this experiment is rapid and complete with no side reaction, determination of concentration of reactant is accurate, it is a successful experiment. Introduction The purpose of this experiment is to improve the understanding of practical application of back titration. Back titration is designed to resolve the problems encountered with forward titration. Back titration can be used for many reasons: when the analyte is volatile or insoluble in water; when the analyte contains impurities that interfere with forward titration; when the end point is difficult to identify in forward titration; when the analyte react slowly with titrant in forward titration.In this experiment, a weighted portion of toothpaste is analysed to determine the percentage by mass of CaCO3 present in the toothpaste sample. Back titration technique is applied in this experiment instead of forward titration.This is because the substance being analysed, toothpaste is insoluble in water but soluble in acid. Theory Titration is the scientific techinique of volumetric analysis used to determine the concentration of unknown solution which involves the direct and stepwise addition of standard titrant to the analyte until the reaction  reach neutralization.Back titration is also a kind of titration.It is called titration done in reverse because it is not carried out with the solution whose concentration of substance being analysed is required to be known as in the case of normal titration.In figuring out the concentration of an analyte(toothpaste,CaCO3),back titration works by reacting the analyte with a known number of moles of excess intermediate reactant(hydrochloric acid,HCl). The reaction goes past the equivalence point. The amount of intermediate reactant is in excess in the reaction with analyte.The resulting mixture containing excess of intermediate reactant is then titrated back with known volume and concentration of titrant(sodium hydroxide,NaOH). Knowledge of stoichiometry of the react ion allow the concetration of the analyte in the original solution related to the amount of reagent used. Procedure Materials was prepared and equipment was cleaned with distilled water if necessary.10 ml of 0.16M of standard HCl was measured and pipetted into a clean conical flask. Approximately 0.1-0.2g of toothpaste was removed using a glass rod from the container and the exact weight of toothpaste sample was recorded. The glass rod with weighted toothpaste was placed in the conical flask which contained 10ml of 0.16M of standard HCl. Toothpaste was dislodged completely from the glass rod into the conical flask. About 10ml of deionised water was added to wash down the toothpaste from the glass rod.A funnel was inserted in the flask and the flask was gently heated to boil over a hot plate for 3-5 minutes until the reaction was complete. The funnel and the side wall of the flask was rinsed with small amount of deionised water. The mixture in the flask was allowed to cool to room temperature.A clean graduated burette was prepared and the inside of burette was rinsed with NaOH solution. Rinsing procedure was repeated.The graduated burette was filled with excess amount of 0.08M NaOH solution. Some solution was allowed to drain out through stopcock to a waste beaker.The burette was clamped securely to a retord stand.1-2 drops of methyl orange indicator was added to conical flask and it was swirled. The conical flask was placed under the burette.The initial burette reading was read and recorded.To begin titrating the excess HCl with NaOH, The stopcock was opened all the way and  the flask was swirled.As the end point was approached, the rate of addition of HCl into the NaOH was decreased to drop by drop.The end point reached when the colour of mixture changed from red or pink to orange.The final burette reading of NaOH solution was read and recorded.The titration was repeated twice.