Gross Writing Errors Found on the Web

Gross Writing Errors Found on the Web Gross Writing Errors Found on the Web Gross Writing Errors Found on the Web By Daniel Scocco Computers and the Internet are revolutionizing the way we create and share information. Through blogs, wikis and social networks, you can reach literally 1.2 billion of people without leaving your room. That being said, a little attention toward correct spelling and basic grammar rules couldnt hurt, right? Below you will find some curious, to say the least, errors that we gathered on the Web. You are the best mom in the hole world Maybe the person lives in a hole or something, but he probably wanted to say the whole world. The kids were very attentive because of the recent tsunami The apostrophe has a wide range of uses within the English language, but forming plurals is not one of them. The kids were very attentive. you might as well ask if less men enter nursing because there are less men in nursing Less men? Fewer men you mean! Less is used for uncountable things, like less sugar or less money. For plural things (countable), you must use fewer, like fewer cars. The stock market made further progress forward yesterday This one is coming from the New York Times (ouch!). Progress means to move forward or to develop, so progress forward is a redundancy, and should be avoided. Its like to say that something is absolutely essential took me around 1 hour and my cell ran out of credit) to resolve some minor (yet presistant) issues The issues were persistent, not presistant. The company provides solutions in the following specialty areas: information technology, proffesional services and direct hire/search This was found on a LinkedIn resume (ouch again!). Not sure how professional the services really are. the importance of the Internet and the roll it plays in our everyday lives The Internet plays a very important role, not roll, in our lives. These could of been handy because its easier to look at a more simple, less messy theme to understand how These could have been, not could of. Also, if something is more simple it is simpler. 1K should be sufficient for an ernest payment Ernest is a male name. The good-faith deposit used in real estate transactions is called earnest payment. make sure that each of these templates contain the same XHTML/HTML Each refers to singular subjects, and the verb must agree with the subject. Each of these templates contains. The nature of his illness had been kept quite and not many of the crew and cast had seen much of him in the intervening time The nature of his illness had been kept quiet (not â€Å"quite†). A friend will do whatever they can to lift you up when your down because they dont like to see there friend hurt Friends (not A friend) will do what ever they can. The pronoun must agree with its antecedent. When youre (not your) down. To see their (not there) friend. hes alot like a younger version robert horry, same height, long body This is a mistake that happens a lot (not alot) around the Internet. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:10 Rules for Writing Numbers and NumeralsDo you "orient" yourself, or "orientate" yourself?12 Misunderstood and Misquoted Shakespearean Expressions

Heat temperature and kinetic energy Essay Example | Topics and Well Written Essays - 750 words

Heat temperature and kinetic energy - Essay Example As particles of matter are in constant motion even in the coldest voids of space, there is always a measurable amount of heat energy produced. The continuous movements of the atoms and molecules within the body, where they randomly hit each other produce heat or thermal energy. Heat is also like work. It can never be contained within the body. Instead, it is energy in transit, transferring from one body into another. It can also transmit from the system to its environment or vice versa. Heat in the body can be of two forms: potential and kinetic energy (Smith, Van Ness, Abott, 2001). Heat always travels from a body with high temperature to a lower one. Temperature is the main driving force for heat transfer between bodies. According to (Killam, Daou, n.d ), atoms and molecules don’t travel with the same rate of speed. There is a certain range of energy in molecules that dictates their speed whether slow or fast. Temperature therefore is â€Å"the measure of the average heat o r thermal energy of the particles in a substance†. Temperature is measured through thermometers, using a uniform tube filled with alcohol, mercury or some other fluids. There is a reflected numerical values indicated for the degree of hotness and coldness of a certain object (Smith, Van Ness, Abott, 2001). Heat and temperature is closely related to each other. As observed, the presence of heat makes the temperature rise. However, they are not of the same thing. Heat is the energy produced due to the motion of molecules while temperature is the measurement of the energy produced by the body. Heat is dependent upon the rate of movement of the particles such as the number of particles in motion, their speed, mass and the type of particles within the body. Temperature, on the other hand is independent of these things. Heat caused the temperature to rise and the removal of heat cause the temperature to lower down. Object with higher temperature reveals that the molecules in that bo dy are moving with higher energy. To state it more clearly, â€Å"temperature is not energy, but a measure of it. Heat is energy† (Killam, Daou, n.d). Heat has effects to the body from which it is transferred. A certain body is capable of handling such heat energy. This is referred to as heat capacity. As defined by (Smith, Van Ness, Abott, 2001), the smaller the change in temperature within a body that is caused by the transfer of that given quantity of heat, there is greater capacity for it. There are two kinds of heat capacity that can be applied in homogenous fluids: heat capacity at constant volume and the heat capacity at constant pressure. Every type has certain conditions or properties that must be considered with relevance to their differences in volume and pressure. Heat capacity can also be further divided into three different terms: heat capacity, specific heat capacity and the molar heat capacity. According to Jorgensen (n.d), molar heat capacity is the required energy for one mole of substance to raise 1 degree Celcius. Specific heat is the measurement of energy that can raise a material with a certain mass into a difference of 1 degree in Centigrade. They are both intrinsic properties of a certain substance. They are not dependent on the quantity of material present. Heat capacity on the other hand, is an extensive property of

Causes of the 2007-08 Financial Crisis Essay Example | Topics and Well Written Essays - 250 words

Causes of the 2007-08 Financial Crisis - Essay Example Due to this the mortgage originators had lesser incentive to motivate them to take careful underwritings (Chapra, M., 2009). The economy of the real estate industry was affected seriously by the step. With these kinds of effects that the real estate industry had on the economy of the world, it is quite evident that real estate industry is an economic to reckon. More attention was accorded to loan volumes rather than loan quality as banks fought to increase their investment opportunities hoping to maximize their profits as a result of the economic crunch (Torres, 2010). In Greece alone, investors became reluctant to do business or even finance the Government deficits (Torres, 2010). With the decline in the confidence in government, falling by around 10% in many countries, it became very evident that the masses were discontent with the short term measures that were being taken by governments to try and solve the situation (Torres, 2010). The effects of the meltdown were felt quite deep down the social ladder. Starting at the top with the banks not trusting one another and the interbank credit being anemic, the unequal economic incomes affected the wage growth in countries where it would have been justified by the productivity

Investigation of Process Parameter Optimization of High Speed CNC Research Paper

Investigation of Process Parameter Optimization of High Speed CNC Milling for Composite Materials using Combined Genetic Algorit - Research Paper Example Machinability in terms of quality and productivity is of great concern in a competitive market. CNC milling performance is evaluated in terms of surface roughness, material removal rate, taper and facing. CNC machining is done initially in a number of passes an final end milling is done in a single pass. The most common machining parameters are cutting speed, feed, depth of cut. To have a balance between productivity and quality, the machining parameters need to be optimised. High speed CNC milling process needs to balance between productivity and quality of the end product. While quality is measured in terms of surface finish, the productivity is measured in terms of material removal rate. Good machinable materials acquire a smooth finish as they can be easily cut with less power. They also cause minimum damage to the tool. If the material has improved material properties then it’s machinablity becomes difficult. Hence improving machinability without sacrificing performance is a challenge. Predicting the optimal parameters for CNC milling is difficult as the milling process depends on several factors. The important factors relative to the material include the thermal conductivity, toughness, chemical properties and the microstructure of the material. The other important factors are the geometry of the cutting tool and the parameters of CNC milling process. Objectives : The aim of this research work is to †¢Find the important factors that characterise the best performance of the high speed CNC milling process. †¢Using combined Genetic Algorithm and Artificial neutral networks techniques to optimise these high speed CNC milling parameters by identifying the correlation between the factors like feed, depth of cutting and cutting speed. Based on the correlation of these parameters, the optimal set is to be determined for perfect output parameters like surface roughness and material removal rate. (4) High speed CNC Milling : CNC milling is the most fundamental operation in industrial machining. According to Mike S. Lou et al (1999 ) â€Å"The quality of the surface plays a very important role in the performance of milling as a good-quality milled surface significantly improves fatigue strength, corrosion resistance, or creep life. Surface roughness also affects several functional attributes of parts, such as contact causing surface friction, wearing, light reflection, heat transmission, ability of distributing and holding a lubricant, coating, or resisting fatigue†. Speed of the milling depends on the tool size used. If the tool size is smaller, then to avoid breakage of the tool the spindle speed required will be more. For milling with using micro tools the speed range of the spindles may be up to 60,000 rpm ( Datron white paper, 2005). Thus high speed milling involves higher RPM rates with more feed rates and small step overs. The advantage of this high speed is that there is less heating of the parts because of less time for the heat to feedback. The generated heat is 40% due to the friction and 20% due to deformation. For better quality in machining, the low milling force and cooler tools can be used so that the vibration is less. A white paper of DATRON (2005) states that â€Å"The high spindle speed reduces the chip load to less than 0.005†. Such a low chip load significantly reduces the forces between the tool and the material. High-speed/low-force machining yields less heat, reduces tool deflection, and allows machining of thinner walled work pieces. This all results in cooler machining, superior surface and edge quality, better accuracy and, as a

Cultural Ethnography, Scheins Model Essay Example for Free

Cultural Ethnography, Scheins Model Essay Introduction: Cingular Wireless is the largest wireless company in the United States. The company boasts the largest voice and data network and over 58 million customers. In 2004, Cingular generated over $32 billion in revenue. Cingular is owned by ATT Inc. and Bell South. Cingular‟s vision is, â€Å"To be the most highly regarded wireless company in the world, with a driving focus around best-in-class sales and service† (Cingular, 2006, p.1). The corporation values customers, integrity, performance, teamwork, and its employees The goal of this study was to reveal the organizational culture of Cingular Wireless at a retail sales location. To help determine the culture, this study focused on what is the nature of work for Cingular Wireless sales consultants, and how do employees identify themselves within the corporation according to Edgar Schein‟s models of organizational culture. To guide this study, several aspects of employment at Cingular were studied including employee daily routines, flexibility, expectations, and the relationships between managers, sales representatives, and customers. To analyze Cingular, this study will be utilizing Edgar Schein‟s model of organizational cultures. â€Å"Edgar Schein is a management scholar and consultant interested in the role of leaders in the development and maintenance of organizational culture† (Miller, 2006, p. 105). Schein (1992) believes that culture can be studied in levels, which are the degrees to which the culture is visible to observers. His three levels include artifacts, espoused values, and basic underlying assumptions. According to Miller, artifacts are the most obvious in Schein‟s model which consist of the architecture, furniture, technology, dress, written documents, art, forms of address, communication during meets and decision-making styles. (Miller, 2006, p. 107108). â€Å"The problem with artifacts is that they are palpable but hard to decipher accurately. We know how we react to them, but that is not a reliable indicator of how members of the organization react† (Schein, 1990, p. 111-112). The second level of culture Schein recognizes is that of espoused values. Schein‟s espoused values are, â€Å"the articulated, publicly announced principles and values that the group claims to be trying to achieve† (Schein, 1992, p. 9). Schein (1990) believes that the values, ideologies, and norms can be found using interviews, questionnaires, and surveys. Schein believes that, â€Å"Open-ended interviews can be very useful in getting at this level of how people feel and think† (Schein, 1990, p. 112). The third and most difficult level of culture for observers to witness is that of basic assumptions. Miller (2006) believes that members of the group can rarely articulate these basic values since they are a natural part of their daily lives, making the basic assumptions even more difficult for observers to see. From Schein‟s models and definitions it is apparent that the Schein views, â€Å"culture as a complex pattern of assumptions, values, behaviors, and artifacts† (Miller, 2006, p. 111). Schein (1990) believes that through intense observation and the involvement of motivated employees usually unconscious assumptions and perceptions can be discovered about the organizations culture. Schein states, â€Å"Working with motivated insiders is essential because only they can bring to the surface their own underlying assumptions and articulate how they basically perceive the world around them† (Schein, 1990, p. 112). In addition to these three basic levels this study will also utilize the ten major categories Schein uses to help define an organization‟s culture. These will include (Schein, 1992).: 1. Observed behavioral regularities when people interact 2. Group Norms 3. Espoused values 4. Formal philosophy 5. Rules of the Game 6. Climate 7. Embedded skills 8. Habits of thinking, mental models, and/or linguistic paradigms 9. Shared meanings 10. â€Å"Root metaphors† or integrating symbols Although Schein‟s models are widely applied and studied, areas of disagreement with his methods include how much time is actually required to reveal the levels of an organization‟s culture. How many participants are needed to properly assess the culture, and if bias affects the review of an organization also can all hinder the accuracy of a study based off of Schein‟s model. To conduct this study eight of Schein‟s ten major categories were incorporated. The first, observed behavioral regularities are the languages, rituals, traditions and routines of employees. The second category is espoused values which are publicly known goals of the group. The third category is the formal philosophy which is company policies and interactions with customers. The fourth category will be the rules of the game which are the things new employees must learn to fit in. Embedded skills and shared meanings will be the fifth and sixth categories incorporated into this study. These are the necessary skills to do the job and how the employees have similar meanings for certain things. Finally, the basic assumptions will be the eighth category incorporated into the study of the organizational culture of Cingular Wireless. (Schein, 1992) Methodology: To discover how Cingular fits into Schein‟s categories of organizational culture a method f participant observation will be used including observing daily routines, employee interactions amongst themselves and customers, and participating as a member of the Cingular staff at a retail store location. This ethnographic approach is influenced by an article Esteban, Hirt and McGuire. The article incorporated Schein‟s model in a study on â€Å"The Work Life of Student Service Professionals at Rural Community Colleges. The article was helpful in the organization of this study as well as an example of different methods of conducting the study itself. (Esteban, 2003). Applying Schein‟s Model To Cingular Wireless-7 For this study, information from Cingular Wireless was collected including orientation information, employee handbooks, daily forms and corporate publications. In addition, the company owned retail store at Marley Station Mall in Glen Burnie, Maryland was extensively observed and studied. The store has a manager, three full-time employees, and one part-time employee that were interviewed as well. These methods are being used because they will provide a window for gaining insight into the culture of Cingular Wireless. These methods will reveal the way the organizational culture is shaped by the management, employees, and corporate headquarters. The methods are better than others in this situation because it will allow the study to examine a variety of aspects rather than only one or two. Participants: Jason Celani, 34, has been the manager of the Marley Station store since its opening in the fall of 2005. Celani was a former ATT employee and has been in the wireless industry for about 8 years. His job consists of scheduling staff, ordering products, conducting inventory checks, reporting to a regional manager, conducting weekly meetings, and attending training sessions. Jason loves technology and enjoys reading about new products in his spare time. (J. Celani, Personal Communication, 11/06/2006). Tracy Corcoran, 39, is a full-time employee that has been in the wireless industry for 6 years. Previously Corcoran was also an ATT employee. He is the senior sales representative at the Marley Station store and is not very interested in new technology. Tracy is hoping to get out of the wireless industry within the next few years. (T. Corcoran, Personal Communcation, 10/28/2006). Is a part-time college student that has been working at the Marley Station store since March 2006. She enjoys having the newest phone on the market and loves being able to get her email wherever she goes. She has no previous experience in the wireless industry. (L. Andes-Miller, Personal Communication, 10/27/2006). Chuck Payne is the newest full-time employee at the store. Payne is 20 years old and a former radio broadcaster for a gospel station in the Washington D.C. area. Payne has never worked in the wireless industry but also enjoys getting new phones when they come out. Payne began his employment in late July of 2006. (C. Payne, Personal Communication, 11/01/2006). Alejandro Quant is the only part-time employee observed and interviewed at the Marley Station store. Quant, 21, is a full-time student at the University of Maryland. Quant is valuable to the location because of previous job experience with T Mobile, another wireless provider and also because he is bilingual. He speaks both Spanish and English. (A. Quant, Personal Communication, 11/05/2006). The participants were all observed and interviewed and the way in which they interacted was noted. They were asked about likes and dislikes, daily operations, and if they saw a future within the company. This study was conducted at the Cingular Wireless at Marley Station by a parttime employee that has been with the company since June 2006. As an embedded observer internal access to the organizational culture of the Cingular store was gained. The research for this ethnography also benefited because as an employee the basic workings of the company was easily accessible, the other employees are not uncomfortable interacting with me, and access to internal documents and meetings was possible. The goals of this ethnography are to gain a better understanding of the basic assumptions of the organization. The representatives studied work long hours and they have a good grasp on the organizational culture of Cingular. To bracket avoid bias in this study observations and interviews were conducted off the clock. Time was spent observing the employees out on the sales floor and also via the security cameras located in the office. Also to avoid bias, interviews were conducted outside of the work environment at local restaurants. They were not conducted during or after scheduled shifts. Materials: A variety of materials and sources will be used to support this study. This will include orientation and training documents, internal employee handbooks, external documents, interviews with employees, and on site observations. Analysis of Data: To analyze the data collected in the study of Cingular Wireless at Marley Station Mall this portion will be organized according to eight of Schein‟s categories utilized for this study. They will be supported using internal and external documents, observations, and employee interviews. Artifacts: The Marley Station Cingular store had a plethora of easily observable artifacts. The most apparent was the colors and logo of Cingular all over the store. There was no furniture and a very linear floor pan. In general all of the staff members said that they disliked the floor plan because standing all day got tiring and it was hard to maneuver around the store when it got crowded because it was small and the counter‟s linear design made it impossible to get around each other. The colors of orange and blue were on most signs and popular slogans such as â€Å"raising the bar,† â€Å"roll over minutes,† and â€Å"All over network† were visible all over the store. The floor plan pushed what Cingular refers to as its advantages over other wireless carriers. Cingular shirts and name tags were the next most obvious artifact. All of the employees wear Cingular branded shirts and a name tag on the right hand side. Cingular has a contract with Lands End clothing company to customize what the company refers to as its â€Å"Team Colors.† (See Appendix A) Each employee is allowed $125 for their spring wardrobe and $175 for their fall and winter uniforms. Specific vocabulary and language is very obvious at the store. Celani often sends text-messages to all of his employees at the end of the business day and he refers to them collectively as â€Å"team.† When a representative has customers come in, they are referred to as an â€Å"opportunity,† and extras that can be added onto a calling plan are referred to as a â€Å"bolt-on† (J. Celani, Personal Communication, 11/01/2006). Cingular boasts that it has the largest product variety in the wireless industry. The store itself has a large amount of products on the wall which are referred to as „live.‟ This means that the phones are in working condition and the customers can try them out in the stores. â€Å"At de alers the phones on the walls are dummies, customers can‟t try them out† said Andes-Miller (L. Andes-Miller, Personal Communication, 10/27/2006). There is a large amount of documentation conducted at Cingular Wireless stores. Every morning a form titled â€Å"Non-Negotiable Standards† is filled out by employees. (See Appendix B) This is a check list of standards such as cleanliness, work attire, and merchandise that is to be completed before the store opens. â€Å"The non-negotiables are like getting a cup of coffee in the morning, we all are used to doing them,† said Corcoran (T.Corcoran, Personal Communication, (10/28/2006). Every time a representative makes a sale or adds on to a customers account they are also required to mark it on the â€Å"Daily Sales Record† sheet. (See Appendix C) Observed Behavioral Regularities: Cingular has what they refer to as a six step sales process. (See Appendix D) Each employee is introduced to this on their first day of new-hire training, which is a program that introduces new employees to the Cingular way of selling. According to this process each customer is to be greeted within 10 feet/10 seconds of entering the store. The representatives at the Marley Station store do this without thinking. Also included in this process is building value for the customer, offering solutions, asking for the sale, educating the customer, and thanking the customer. In addition to a set sales process each representative knows to sell what is referred to as â€Å"The Cingular Advantage.† (See Appendix D) All of the representatives are required to have skills on a computer system called Opus. This is the computer system which allows the representatives access, create, and change accounts. â€Å"Opus is much easier to use than past systems,† said veteran employee Corcoran, â€Å"It freezes but we all know how to deal with it. Each of us uses the same system and procedures every day to work on and verify accounts† (T. Corcoran, Personal Communication, 10/28/2006). Every employee realizes that they must attend a meeting every Friday morning before the store opens. At this meeting the floor plan is discussed, scheduling is worked out, and any other issues are brought up. The communication between the employees and the managers is very informal. Everyone has a chance to speak and the staff knows that once all business is completed they will go out to breakfast. It is very obvious that Cingular‟s first level of organizational culture, the artifacts, is prevalent through out the store. Employees have a common vocabulary specific to their work, they have uniforms, a system for selling and a store that advertises what the company is all about, being the best wireless provider. Espoused Values: The team at the Marley Station Cingular store is constantly striving to achieve goals which are advertised by the wireless company. While working with customers the sales representatives know that they need to promote the Cingular Advantages. The Cingular Advantages include the best technology, great value, best products and services, newest handsets, and the most convenient services. (See Appendix D) â€Å"Orientation and training pounds these ideas into our heads from the first day we have our jobs,† said Quant. â€Å"Cingular has high standards that we all must uphold† (A. Quant, Personal Communication, 11/05/2006). To ensure that the representatives uphold the values of the company Cingular sends out mystery shoppers to each store at least once a month to make sure that the representatives are selling in accordance to Cingular policy. The mystery shoppers have a checklist and grade the representatives. (See Appendix E) The company also makes what it values available to the general public. On its website Cingular lists its goals and core values, as well as their definitions and what the values mean to the company. (See Appendix F) Basic Assumptions: The basic assumptions and values of Cingular wireless are hard to observe as both an outsider and as an employee initially. After extensive observation, job experience, and interviews there are some basic assumptions that surface. The first is that the organization values employees that are „hungry.‟ If it is a slow day at the store employees print out flyers and distribute them to local business or make calls to customers asking how their service is going in hopes of adding onto their plans. These behaviors are highly praised by the manager of the store for being innovative and going above and beyond the job description. An example of this is employees distributing flyers outside of their scheduled hours for events such as â€Å"Friends and Family Day,† which gives customers extra discounts for coming in on designated dates. (See Appendix G) Unlike many full-time workers that have benefits the employees of the Marley Station store expect to work nights and weekends. If an employee begins to gripe about working these hours the other employees tend to remind them that that is just the way things are. Finally, all employees seem to understand that they are expendable by the company and do not question quotas, paperwork, or seemingly superfluous procedures that waste time and do not make sense. New employees tend to learn quickly the way are and solutions that have been turned into operational policies. All staff members know to let a customer know that not all phone numbers may be successfully transferred when they upgrade their phone but they will do their best. Very rarely are numbers unable to be transferred but employees know the steps necessary to cover themselves in case rare things actually happen. â€Å"I didn‟t understand half the stuff when I started working here, I thought that Friday morning meetings were stupid, and I did not want to be here at 9am on Saturdays. Now I just how things are, I didn‟t realize that those things were a part of Cingular‟s culture. I didn‟t even know Cingular had a culture, but I guess that makes sense,† said Payne (C. Payne, Personal Communication, 11/01/2006). Conclusion: This study tried to examine the organizational culture of Cingular Wireless in relation to Schein‟s model and his levels of artifacts, espoused values, and basic assumptions. The study would have been improved if there was an employee in the process of leaving the company that an exit interview could have been conducted on. This would have benefited the study because it would probably have uncovered some downfalls of the culture of Cingular. The next step and question in this study would have been to compare the employee experiences at the Marley Station Mall store to employees at a stand-alone store or at a kiosk to see if their experiences were any different. Finally, the implication of this study on later discussions of the corporation is that this study provides a solid base for a person trying to research this wireless provider in the Washington D.C./Baltimore market. References Cingular Wireless. (2006). About us- Cingular at a glance. Atlanta, GA: Retrieved on †¦Ã¢â‚¬ ¦.November 8, 2006 from http://cingular.com/about/ Cingular Wireless. (Spring 2006). 2006 COR team colors program guide. Atlanta, GA. Cingular Wireless. (2005). Expectations: Selling the Cingular advantage. (Cingular †¦Ã¢â‚¬ ¦publication, CGL-PT-PG-050605). Atlanta, GA. Esteban, R., Hirt, J., McGuire, L.(2003). Editor’s choice: The worklife of student service †¦ professionals at rural community colleges [Electronic version]. Community College †¦Ã¢â‚¬ ¦.Review. Retrieved November 8, 2006 from †¦Ã¢â‚¬ ¦.http://findarticles.com/p/articles/mi_m0hcz/is_1_31/ai_107200755. Johnson, D. (2000) The Corporate Culture Survival Guide. (Review). In Journal of †¦Ã¢â‚¬ ¦Leadership Studies, 7, p111. Retrieved November 8, 2006, from Academic Onefile †¦Ã¢â‚¬ ¦via Thompson Gale: http://find.galegroup.com/itx/infomark.do?contentSet=IAC.Documentstype=retrievetablD=T002prodld=AONEdcld+a65538125source. †¦Ã¢â‚¬ ¦=galeusergroupname=aacc. Miller, K. (2006). Organizational communication: Approaches and processes (4th ed.) †¦Ã¢â‚¬ ¦.Belmont, Ca: Wadsworth/Thomson Learning. Schein, E. (1993). On Dialogue, culture, and organizational learn ing. (Special issue on †¦Ã¢â‚¬ ¦the Learning Organization). In Organizational Dynamics, 22, p40 (12). Retrieved †¦Ã¢â‚¬ ¦.November 8, 2006, from via Thomson Gale: †¦Ã¢â‚¬ ¦.http://find.galegroup.com/itx/infomark.do?contentSet=IAC- Applying Schein‟s Model To Cingular Wireless-16 .Documentstype=retrievetablD=T002prodld=AONEdcld+a14606098source. =galeusergroupname=aacc Schein, E. (1990). Organizational Culture. American Psychologist, Vol. 45 (No.2), p. ,,,,,,,,,,111-113). Schein, E. (1992). Organizational culture and leadership (2nd ed.) San Francisco, Ca: †¦Ã¢â‚¬ ¦.Josey-Bass Publishers.

Coffee Essay -- Essays Papers

Coffee It is 9:00 A.M. on a Monday morning. By this time, many people are out and about, fully charged. I am still snug in bed, sleeping like a log. The alarm begins to beep. I press the snooze button. Nine minutes later, it beeps again. I press the snooze. One more time. Beep. Snooze. Finally, pressing the button has drained my energy and the next time it begins to beep, it goes on for a good five minutes. The incessant beeping pounds on my brain so I get up, unplug my alarm, crawl out of bed, and to my closet. Thus, the struggle through the day begins. Yet, this morning picture isn't the same picture of happiness and energy that I usually am at about 11:30 A.M. This drastic change is due to one word. This one word brings light to the eyes of non-morning people. This word means hope. This word is coffee. I've become addicted to the frothy warm drink. Five minutes late to class, I still have to stop by the cafeteria to fill up a 16 oz. Styrofoam cup. Without it, my day is incomplete. It gives me the energy I need to get through the day. It told me to try and climb that tree. It gave me my jump. It gives me the bright outlook that I have on life. It tells me that everything will be just fine, even if I haven't studied for that exam that I will be taking in the next hour. I would be a walking zombie without my French Vanilla cappuccino. I would be lying on a bench, asleep, without my French Vanilla cappuccino. It's my one true love. When I smell its sweet perfume, m...

Edgar Allen Poe Essay

Five Paragraph Essay Have you ever wondered about Edgar Allen Poe’s literary elements or themes? Read the stories called † The Tell-Tale Heart † , † The Cask of Amontillado â€Å", † Annabell Lee†, and † The Bells â€Å". Poe’s desired effects was to scare the audience from the story, Poe used a writing style called gothic horror. The first literary element seen by Poe was death. In the story of † The Cask Of Amontillado † the Fortunado suffocates . Another death occurs in the story of † The Tell-Tale Heart â€Å", when the narrator kills the old man in the middle of the night. The story called † The Bells† the mother died of a disease. Poe creates horror because the deaths in the stories are unexpected. The second literary element seen by Poe was obsession. † The Cask of Amontillado † the Montresor is obsessed with getting his revenge. In † The Tell-Tale Heart † the narrator is obsessed over the old man’s eye. The story of † Annabell Lee † he was obsessed with his wife. This creates horror because obsession is not a usual thing seen in other stories. The third literary element seen by Poe was insanity. The Tell-Tale Heart † the narrator goes insane over the old man’s eye. The story † The Bells â€Å", the people in the town grow insanity from bells chiming.