The role of using first language (L1) and translation in young Essay

The role of using first language (L1) and translation in young learners classes - Essay Example Majority of teachers, counting up to 72% of them opined that bilingual education should be started at the elementary school level. One of the opinions in relation with this research question reads â€Å"I think young learners are able to learn more than one language at the same time faster than adults, therefore teaching English should be started in the elementary school and even before†. On contrary, 27% of the respondents were of the opinion that Bilingual education should begin at the middle-school level rather than the elementary-school level. A statement in support of this opinion as made by one of the participant teacher reads â€Å"If the learners of the second language started learning it in very early age they will forget their first language (Arabic)†. The response from 81 % of the respondents suggested they were in support of English as the only language to be should be spoken in the class. One of the citable arguments made by one of the teachers in favor of this argument states; â€Å"Only English should be used in EFL classes for the sake of the students, nowadays English is becoming a very important language in all aspects of our lives like to find a good job, to communicate with others and even in the schools and universities everything is going to be in English†. 18% of the teachers were in opposition to the lone usage of English in classes. They pointed out several drawbacks on only using English in the classes. One of the teachers opines â€Å"â€Å"We don’t need to learn or speak English; we speak Arabic all the time (home, school, with friends and family) so learning English should not be our main concern†. As far as the opinion on the need of translation was concerned, 72% of the total sample population were not in favor of students being encouraged to translate back and forth from the TL to Native Language, and vice versa. One of the respondents in favor of this argument states â€Å"Translation

How to Do It Right

How to Do It RightWriting an essay is not easy, but with practice you will be able to write one. It is a difficult task and you will need to write an essay that will capture the attention of your readers and persuade them to read it. However, when you finish, you will have written an excellent essay that will impress your classmates as well as your professors.The first thing that you need to do is to establish yourself as an individual writer and not just the sum of all the parts that make up a collective essay. If you want to succeed in writing an essay, you need to write from the point of view of a unique individual.Many people will say that the best way to write an essay is to be smart enough to know when to use each of the different parts of your essay. They will use the information that they think will be the most important in order to prove that they are better writers than the rest of the people in the class. However, in reality, all they do is provide information to someone e lse who will decide how to construct the essay.The best way to succeed is to write the most important parts first, then incorporate the other information into it. When you go back to it, you will see that you did a much better job than you did when you first started out.When you are trying to write an essay, you need to remember that it is only a small part of your life. Other parts of your life need to be taken into consideration so that the essay does not seem like a waste of time. Also, do not worry so much about grammar errors.In order to do this, you will need to use a thesaurus tools. These are large dictionaries that contain definitions for almost every word.Once you have finished your essay, you will find that it contains the important parts of your life and that you have taken your education to the next level. Your grade will reflect this accomplishment and you will have the confidence to go into class and give the best possible presentation.

Applied International Trade Management Essay Example | Topics and Well Written Essays - 4000 words

Applied International Trade Management - Essay Example Production and distribution of goods and services are the main reason that is contributing to the growth of the port in recent times. Auckland is the largest centre for manufacturing and can be treated as a distribution hub. Trade has been considered as the engine of economic growth that drives the well-being of people in nations. This is particularly the reason for which Auckland’s economy has grown at a greater rate compared to New Zealand for the last ten years (Auckland City Government, â€Å"Driving forces in the Auckland region†). The rise in economic activity has been coupled with the rise in consumerism in the area. The high rates of employment in Auckland mainly in regions of metal production and manufacturing industries have increased the level of disposable income. This in turn, has raised the level of consumer spending by stimulating the demand for goods and services. The general increase in the demand of consumption goods in turn, fuels trade and the role of the port becomes crucial. The role of ports in supply chain management has increased in the recent times. Researchers have pointed out that, ports have played an important role in the co-ordination of information and material flows. This is because; ports play a centre of transhipment and can be considered as an important part in the supply chain. Ports can only become good logistics platform if they work in multiple directions by taking into account the interest of the sender and receiver of goods (Carbone and Martino 305-320). The Ports of Auckland Limited is constantly striving to improve its role in the supply chain management. POAL has taken a crucial role in the sharing of information, providing pre-advice for online export, providing facilities of vehicle booking system and off-wharf hubs. Adaptation of these technologies has reduced the average cargo handling time at the port thereby, enhancing the efficiency of the system. The

Important Solutions for College Supplemental Essay for Yale in Step by Step Format

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Informaiton System Essay Example for Free

Informaiton System Essay Assess the advantages and disadvantages of using a Web-based compensation tool versus a client-server based or stand-alone PC-based system and then give your opinion on which system would provide the most value to an organization’s stakeholders. Include three (3) facts to support your opinion. e-Compensation represents a web-enabled approach to an array of compensation tools that enable an organization to gather, store, manipulate, analyze, utilize, and distribute compensation data and information. The advantages of using a Web-based compensation tool versus a client-server based or stand-alone PC-based system include the automated approach that replaces tedious manual processes to make any compensation program easy to manage and virtually error free. Web-based compensation tools do not require installation and updating which saves a lot of administration work and can be access from anywhere with the Internet. The data in Web-based compensation tools is stored remotely and requires little disk space. It also becomes more important that Web-based compensation tools are cross-platform and work on different Operating System. Whereas using a client-server based or stand-alone PC based system would need an administrator to administer, maintain, develop and implement policies and procedures for ensuring the security and integrity of the client/server database, and also resolving any database issues. However, Web-based compensation tools have some serious disadvantages. The most important problem is their poor user experience, because of the performance problems and browser limitations. Another disadvantage of the Web-based compensation tool is that the remote server could be compromised disclosing private information. The fact that the Web-based compensation tool requires Internet connection can also be a limitation. Although Web-based compensation tool seems to have more advantages than a client-server based or stand-alone PC based system, in my opinion, client-server based would provide value to an organization’s stakeholders. Three things initially attract people to web-based over client-server: they are easier to deploy and upgrade, demand less IT support, and require less hardware. While it is true that web-based deployment and upgrades are easier, client-server technology actually delivers far superior benefits and long-term cost savings. Client-server software affords a richer, crisper user interface that outperforms browser- or web-based software in terms of the number of clicks and the ease of use. The client-server based provides set-ups and can be altered without disturbing the clients, while the other two systems require accessing every peer in the network (www.client-serverbased). For example, the client server arrangements aid security requires efforts, because there are fewer servers, limiting the number of persons with access to them and increasing security features of the servers. The two-tiered model enables file sharing between the client and the users. Justify the use of e-Compensation tools in the job-evaluation process from the perspective of HR, management, and the employee. Through e-Compensation tools organizations can adapt to shifting demands for information. e-Compensation tools enhance the practice of designing and administering compensation programs in a dynamic and competitive environment in three key ways. First e-Compensation tools can increase access to critical compensation information without the need for sophisticated or dedicated IT staffs and sophisticated technology infrastructures. They can simply access key information electronically on an as needed basis. Second, e-compensation tools enable round-the-clock availability of meaningful compensation information to senior managers, HR managers, and employees. Third, e-compensation tools can streamline cumbersome bureaucratic tasks through the introduction of workflow functionality and real-time information processing. Job evaluation is the process of methodically establishing a structure or hierarchy of jobs within an organization. This is based on a systematic consideration of job content and requirements. The purpose of the job structure, or hierarchy, is to provide a basis for the development of a wage structure. The job structure, however, is only one of the determinants of the wage structure, with other factors becoming increasingly more important. Job evaluation develops a plan for comparing jobs in terms of those things the organization considers important determinants of job worth. e-Compensation tools enhance the practice of designing and administering compensation programs in a dynamic and competitive environment. HR views the use of e-Compensation tools in the job-evaluation process as a means to streamline their processes and reduce administrative burdens. HR can electronically distribute them to target employees or managers via a corporate intranet. From management perspective e-Compensation can assist in reducing HR administration and compliance costs, help compete more effectively for global talent and provide real-time metric to allow decision-makers to spot trends and manage the workforce more effectively – managers can review a list of proposed merit increases for his or her direct reports. Managers and employees have access to key information to make completing a job analysis or job evaluation project relatively easy. Employees are able to gain access to data which is improved by utilizing e-Compensation to make critical decisions. The use of the e-Compensation tools empower employees with a collaborative employee compensation application that shows their complete compensation package in an intuitive format and provides the tools they need to plan their financial futures. Evaluate three (3) benefits and three (3) drawbacks of a centralized approach to managing merit pay programs compared to a more decentralized approach. Merit pay refers to the process of determining employee compensation (base salary or bonuses), in part, on the basis of how well each employee performs at work. A centralized approach bases an employee’s pay rate on the value of the job/role held, the degree to which the employee has mastered that job/role and how well the employee has performed over time. The most apparent advantages of centralization are an organizations ability to closely control operations, provide a uniform set of policies, practices and procedures throughout the organization, and better use the knowledge of centralized experts. Companies also adopt different approaches to compensation administration responsibilities. Some rely on a centralized approach where the design and administration of compensation programs are performed by a single company department. Some rely on a decentralized organizational structure that allows faster decision-making and better adaptability to local conditions and context. In the decentralized approach managers across the organization forecast the pay increases they expect to recommend in the coming year to retain their key employees and to remain competitive. The decentralized approach can make it difficult to transfer employees from one department to another and may bring about a lack of internal consistency. The drawbacks to the centralized approach are that a compensation program may suit general corporate needs, but not individual department needs, communication between different computers is not easy, resulting in configuration problems, and it does not provide built-in knowledge management capability that would guide or empower managers to make their own decisions. Suggest three (3) types of integrated analytic features that are needed for compensation planning and decision support in e-Compensation systems. Integrated analytics brings together information from a companys ERP, customer relationship management, human resources, financial management, supply chain and e-business systems, and enhances it with advanced analytics, empowering the company to react more quickly to a rapidly changing business environment. Integrated analytics better integrates an organization’s information assets across the value chain, delivers role-based business intelligence to the information consumer in a personalized manner, and includes advanced analytical models focused on decision making. Many human resource information systems, however, do not yet provide integrated analytic features needed for compensation planning and decision support, such as the ability to also see related real-time competitive market salaries. Some integrated analytic features needed for compensation planning and decision making are analytic engines for data enrichment and analysis, analytic applications such as Budgeting, Planning and Balanced Scorecard, and integrated analytic applications that provide process-specific analytics and allow the developers to add more features based on user needs. In order to survive and win in todays market, ERP vendors have recognized that they must have improved information delivery and analytics as core components of their products. The rapid flow of information has increased the need for executives and managers to keep their fingers on the pulse of their companies and to be able to easily access timely, accurate information. It is clear that the market is moving away from the realm of custom and nonintegrated applications and into pre-delivered products that are closely linked to ERP systems. Assess the barriers that prevent organizations from realizing the potential of Web-based internal equity tools and propose three (3) approaches to overcome those barriers. Internal equity refers to establishing the relative worth of jobs inside the organization. It is hard to determine the value of the information before you pay. Organizations can find free web-based services such as HR-Guide’s job evaluation tool. There are several factors that hamper organizations from fully realizing the potential of web-based internal equity tools. First, most of the tools are not generally integrated across software programs in the market that support the design and maintenance of internal equity policies and practices, relatively few are currently both integrated and web-enabled. Second, the challenge facing organizations in implementing these e-compensation tools is that these tools are only as good as the data they access. Third, proper training is required to ensure user acceptance and competent use of the technology. Fourth, some users find data entry tends to be slower and less flexible using web applications than client-server-based software, particularly with nonlinear processes. Finally, while web-based software tools increase access to and distribution of information, the quality and efficiency with which decisions are made still remain ultimately with the manager. There must be organizational commitment to gather, manage, and maintain accurate and relevant data. Organizations need to obtain an integrated web-based compensation software solution that automates and integrates internal equity and external equity software applications and can be used stand-alone, over an intranet, or over the web on an outsourced basis. Lastly, organizations need to implement software and invest in training programs. Recommend three (3) strategies that HR managers can use to evaluate the quality of market data (surveys, benchmark salary studies, etc.) that they receive from outside sources. Paying people fairly is good for business. Underpay, and employees will eventually look for a better offer. Overpay, and the payroll budget and profitability will suffer. That is why companies use market data to research the value of their jobs. HR managers use the latest market data to get accurate data relevant to positions within their organizations expertise. Gathering background information is critical in building a pay structure from scratch to articulate the compensation philosophy, clarify concepts that define the fundamental beliefs about the structure, and design and develop the strategy. To determine the prevailing rate for a job, organizations can benchmark jobs against compensation surveys that are detailed and specific to the organization’s industries and regions. A good compensation survey uses standard, proven methods of data gathering and statistical analysis to determine how much companies pay for a specific job in a specific industry. Commercial and association surveys, Pg 458 Use at least four (4) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. http://www.humanresources.pro/index.php?option=com_contentview=articleid=50Itemid=73

Essay --

Lonnie Young III Susan Trudeau College Writing 25 November 2013 University College Program Today’s colleges are more geared towards admission requirements such as GPAs, standardized test scores, and advanced placement scores to accept students. Students are often denied for admission because their standardized test scores or grades are below the average scores. Some of the students might attend community colleges in order to transfer into the college of their choice or go to the University College Program. The University College Program at UDM is a secondary admission program. This program is for students who have not met all the university admission requirements. Students in the program must sign a contract to participate in support services the university has to offer. The contract plays an important role in the day to day life of UCP students. The contract not only includes several obligations for student in the program to obey, but also for admission into the program immediately. The reasons why the contract used are to keep students on the straight and narrow, academic dish...