Academia and Text Matching Software Essay Example for Free

Academia and Text Matching Software Essay Critically evaluate the use of text matching software as an aid to developing good scholarship practice Introduction Academic dishonesty such as plagiarism has been a major factor in education that has affected students’ success and academic achievements in recent years. Plagiarism according to Park (2003) is the act of appropriating or copying another person’s work and passing them on as one’s idea without acknowledging the original source. Park (2003) noted that plagiarism is a growing problem and has been a misuse of the writings of another author, their ideas, hypothesis, theories, research findings and interpretations. Furthermore studies by Chao, Wilhelm and Neureuther (2009) emphasised that the rising trend of plagiarism among students can be attributed to several factors such as academic literacy, language competence and the technological advancements in the world today in terms of high speed internet facility available in hostels and computer labs. These factors according to Chao, Wilhelm and Neureuther (2009) has enhanced the ability of students to plagiarise a whole assignment by obtaining papers on the internet relating to their assignments which is as easy as copying and pasting. Park (2003) stated that students have different perceptions towards plagiarism. He noted that students view plagiarism as a minor offence which is different from cheating in exams. He further discovered that plagiarism could be unintentional (ibid). This is because some students possess a mental illusion in which they believe they have produced something from their own perspective while infact they are reproducing something which they have read from another author. The purpose of this paper is to critically evaluate the effect of text matching software as an aid to developing good scholarship practice. This paper will begin by briefly describing what good scholarship practise is. In addition the use of text matching software for detecting good scholarship practice will be critically discussed and a conclusion will be made based on the evaluation. Good scholarship practice can be referred to as a formal study which involves academic learning and achievement. It involves acknowledging where information used to support ideas in a particular context is gotten and citing the sources (Locke and Latham, 2009). Britag and Mahmud (2009) pointed out that different strategies whichinclude the use of electronic software tools such as turnitin have been derived for detecting plagiarism with the intent of allowing students’ take responsibility of their learning and also work hand in hand with their tutors in the drafting stages of their assignments. According to Britag and Mahmud (2009) manual detection of plagiarism is difficult because it is time consuming and this is the reason why some tutors are reluctant in pursuing potential cases of plagiarism. However both the manual method of plagiarism detection and the electronic text matching method should be employed (Britag and Mahmud, 2009). Scaife (2007) argued that the electronic text matching software is not the solution to eliminating plagiarism because the software only focuses on text matching of paper under review with documents (journals, articles, e-books and conference papers) found on the internet or which has been previously submitted and this is a limitation because the only detection are focused on electronic materials without considering some non-electronic paper based documents which could still be plagiarised. Walker (2010) stated that with the development of text matching software such as the turnitin plagiarism detection was made easier, however he emphasised that the turnitin detection software is not 100 per cent efficient, it merely identifies and matches materials present in a document uploaded to turnitin website to materials available on the internet. Walker (2010) describes the electronic text matching software as a tool only suitable for detecting word for word or direct plagiarism in electronic form and the refined ones from the paper based sources are not easily detected. Moreover Carroll and Appleton (2001) argued that the turnitin is just an option for measuring plagiarism and that alone cannot be used as a basis for judging good scholarship practice. In addition Carroll and Appleton (2001) insist that the use of electronic software for detecting plagiarism requires human application and interpretation and that using turnitin alone as a medium for plagiarism detection is not proficient. According to Barrett and Malcolm (2006) the electronic text matching software (turnitin) only indicates possible plagiarism without any certainty, it is left to the tutor to determine the extent to which the writer has plagiarised or included some sources in the paper without acknowledging where they were acquired. In conclusion the concept of plagiarism cannot be overemphasised. It has become a factor that has affected good academic scholarship practice and has  created an avenue for educators to develop methods for detecting and dealing with plagiarism. The development of the electronic detection software such as the turnitin has enhanced the detection of plagiarism however it cannot be relied upon completely because it is not effective. In addition it is important to understand that the best way to detect plagiarism is to use both the manual method which involves educators and the use of electronic text matching software such as turnitin. Students could also be assisted in understanding the criteria for academic writing such as the code of conducts which requires them to acknowledge any source from where data is derived when writing academically. References Barrett, R. Malcolm, J. (2006) Embedding plagiarism education in the assessment process, International Journal for Educational Integrity, Vol. 2, No. 1, pp. 38-45. Bretag, T. and Mahmud, S. (2009) A model for determining student plagiarism: Electronic detection and academic judgement. , Journal of University Teaching and Learning Practice, Vol. 6, No. 1, pp. 50-60. Chao, C. , Wilhelm, W. J. , Neureuther, B. D. (2009. ) A Study of Electronic Detection and Pedagogical Approaches for Reducing Plagiarism, The Delta Pi Epsilon Journal, Vol. 51, No. 1, pp. 31-42. Carroll, J. and Appleton, J. (2001), Plagiarism: A good practice guide, Oxford: Oxford Brookes University. Locke, E. A, Latham, G. P (2009) Has Goal Setting Gone Wild, or Have Its Attackers Abandoned Good Scholarship? , The Academy of Management Perspectives, Vol. 23, No. 1, pp.  17-23. Park, C. (2003). In Other (People’s) Words: plagiarism by university students—literature and lessons, Assessment Evaluation in Higher Education, Vol. 28, No. 5, pp. 472-488. Scaife, B (2007) IT Consultancy Plagiarism Detection Software Report for JISC Advisory Service. [Online]. Retrieved from:www. plagiarismadvice. org/documents/resources/PDReview-Reportv1_5. pdf [Accessed 24th October 2012]. Walker, J. (2010) Measuring plagiarism: researching what students do, not what they say they do, Studies in Higher Education, Vol. 35, No. 1, pp. 41-59.

Rewards Influence Comparison Older And Younger Management Essay

Rewards Influence Comparison Older And Younger Management Essay Abstract Due to the increasing lifespan and lower birth rates, the world is facing a new challenging era in regard to managing the labor force. Many organizations are in a process of developing new and strategic policies in retaining and motivating the aging work population. Currently, the largest working generation comprises of Baby Boomers who will retire in the following 10 to 15 year. The increasing amount of older people in the labor market causes a shift in the motivation tools that upper management of any organization makes use of. This research paper focuses on how intrinsic and extrinsic rewards influence the motivation of elderly employees in comparison to younger. Key words: aging workforce, intrinsic and extrinsic rewards, job satisfaction, job motivation, Baby Boomers generation, Xers generation, generational differences. Introduction The issues related to the global aging workforce are growing significantly in the past few years. Research shows that in the next decade, half of the world workforce will consist of above 55 year old employees (Kanfer Ackerman, 2004; Arnone, 2006; Streb, C. K, Voelpel, S. C., Leibold, M. 2008). The current aging generation of Baby Boomers consists of people who are well educated and trained but also they outnumber the following Xers generation. This fact affects the labor market and will force organizations (Arnone, 2006) to employ new strategies when meeting the expectations of their personnel. Research shows that the larger the number of elderly workers the more implications companies will face (Ng, Thomas W. H., Feldman, Daniel C., 2008). The main threats for managers in the knowledge based economies are the rising organizational costs, lack of well trained young personnel and difficulties to support the older employees (Goss, 2001). Preserving the older employees is an asset to an organization due to their knowledge and experience. To maintain and stimulate this group of people, on other hand is a difficult and costly task for the upper management. Rewards are perceived to motivate employees but little is known which type of reward most likely affects the performance of an older employee compared to a younger one (Giancola, 2008). According to Lord Farrington (2006) the retention and level of productivity of an employee is the result of how effectivelly the individual is motivated. Most of the researchers in this field focus on the factors which motivate personnel in general but age is often not taken into account. Little research has been conducted on age differences and factors that stimulate motivation (Lord Farrington, 2006). There is a substantial amount of academic literature which examines the perceived link between employees job expectations and the actual exchanged rewards in return. According to Wallace (2006) the exchanged rewards are highly correlated with job motivation. There are two main types of rewards intrinsic and extrinsic (ODriscoll, Michael P., Randall, Donna M. 1999). Both types reflect the degree of motivation of an employee. In order to improve the resource strategies, companies and researchers will have to test the relationship between employees perception of rewards, motivation and their age (Lord Farrington, 2006). It is assumed that people belonging to different work generations have also diverse rewards preferences. Therefore, the goal of this research is to investigate whether rewards that trigger job motivation among older workers are different to those that stimulate younger employees. Research gap An issue which arises from the current ageing workforce (Baby Boomers) in the world is the relatively lower percentage of younger specialists (generation X) in variety of business fields (Wallace, 2006). This fact leads to the overall shift in the organizational strategies and structures to retain older people longer on their job positions. It also implies further complications such as knowledge transfer and the retirement process of the Baby Boomers generation. Thus, successful retaining of these employees is strongly connected to motivation and rewards. There is an extensive research conducted on topics such as job motivation and job rewards. However, relatively little attention has been given to understand the impact of worker age on factors that affect worker motivation (Lord Farrington, 2006). There is a substantial empirical gap in studying the influence of aging on work motivation (Kanfer Ackerman, 2004). Job motivators differ between people from the two main working generations Baby Boomers and Xers (Wallace, 2006). The latter has a severe impact on the organizational strategies since the global workforce is ageing and there is immense necessity of retaining older people. Current literature focuses on four main topics: The effect of the global aging workforce on organizational structures and strategies The factors which stimulate job motivation Types of motivation Existing rewards and rewards systems employed by organization This paper deals with describing the effects of rewards on the job motivation in regard to the two working generations mentioned above. The research carried out focuses on the possible differences between rewards preferences of aging personnel. The nowadays average baby boomer is 55 years old while the average Xers is 38 years old. This age difference might influence the affiliation of different job rewards which stimulate the work motivation among both groups. The presented research gap leads to the following research question and conceptual model. Research question and Conceptual Model The main research question addressed in this paper is: What type of rewards influence job motivation among older employees in contract to younger? Who is considered an old and young employee? What are the main age-related working groups? What kind of rewards exists? How is motivation stimulated among employees? Which rewards stimulate the different work generations? Are there any differences between reward preferences of older and younger workers? The conceptual model describes the relationship between rewards and performance. As mentioned before, rewards create satisfaction which increases the job motivation (Herzberg F. , 1987). Rewards are seen as an independent variable and job motivation is the dependent variable. The moderator presented in this model is the age. It is argued that older and younger employees are motivated by different rewards. Consequently, age influences rewards which positively affect the job motivation. In this paper, the addressed questions are analyzed and answered by the use of a literature. Type of rewards and job motivation are further discussed and described in the literature review. By the use of this literature several hypotheses are constructed and a plan how to test these relations is presented in the methodology. Theory Aging population and workforce generations Developed countries all over the world are currently dealing with an exceptional change towards a new era of ageing work population. Research shows that the effect of aging will lead to a smaller ratio of the population being employed in the years after 2010 / 2020 (Kunà ©, 2009). In Europe, old-age dependency ratios are expected to reach 50 per cent by 2050 and the projection for the rest of the industrial countries worldwide has similar estimations (Kunà © 2009, Arnone 2006). For example, in America in 1977, 37% of the workforce was under age 30 compared with only 21% in 2002, and only 38% was 40 or older in 1977 versus 56% in 2002 (Perry, Lance S. 2010; Bond, Thompson, Galinsky, et al, 2003). Research shows that by the next two decades the aging population will double and around 80% of the Baby Boomers will remain professionally active even when they reach 65 years of age (Moberg, 2001). The projected demographic situation will create serious complications in the scope of the or ganizational polices, retirement plans, retaining personnel and knowledge transfer. Baby boomers generation comprise a large percentage of the knowledge-based labor market (those people born between 1946 and 1964) (Head, Baker, Bagwell, Moon, 2006) and since this group ages and retires it is the Xers generation (those people born between 1964 -1981) who will be expected to fill these positions (Wallace, 2006). However, this generation is much fewer in numbers than the previous generation and they are described as being more concerned about work-life balance. The most essential generation differences are related to the role that work plays in ones life (Kennedy, 2003) and as a result, Gen Xers are viewed as less loyal and committed to work, their careers and their employers compared to the Baby Boomers (Wallace, 2006). The latter generation is qualified as being open to challenges and pressure, performance driven and workaholic behavior (Lamm Meeks, 2009). On the other hand, Xers are described as the people who are creative but also like the fun and informality; Fo r them work is a complex challenge and they overcome it with demands for more free time (Lamm Meeks, 2009). Rewards and Motivation Some forty years ago, Hertzberg suggested that suggested that two types of rewards, intrinsic and extrinsic, may be used to motivate workers (Herzberg, 1966;1987). Use of rewards systems would be expected to lead to better organizational results. Later in the years, many researchers concluded that job rewards and motivation are strongly and positively related. Intrinsic rewards are those that exist in the job itself (Herzberg, 1987a). Examples are achievement, variety, challenge, autonomy, responsibility, and personal and professional growth (ODriscoll Randall, 1999; Mahaney, 2006). They also include status, recognition, praise from superiors and co-workers, personal satisfaction, and feelings of self-esteem (ODriscoll Randall, 1999). Employees are thought to be motivated to work hard to produce quality results when they have pride in their work, they enjoy their jobs, they believe their efforts are important to the success of the project, and their jobs are fun, challenging, and r ewarding (ODriscoll Randall, 1999). According to Herzberg, the job satisfaction resulting from these rewards is the source of employee motivation (Bassett-Jones, 2005). On the other hand, extrinsic rewards are external to the job itself. The comprise elements such as pay, fringe benefits, job security, promotions, private office space, and the social climate (Herzberg, 1987; ODriscoll Randall, 1999). Other examples include competitive salaries, pay raises, merit bonuses, retirement plans, and such indirect forms of payment as vacation and compensatory time off, (ODriscoll Randall, 1999). Employees are trained to be motivated to work hard to produce quality results when extrinsic rewards are present and provided because the failure to receive those rewards disappoints them. In other words, extrinsic rewards are not direct motivators but the lack of them causes people being disincentive (Herzberg F. , 1987). However, both types of rewards, intrinsic and extrinsic, have been shown to have positive effects on motivation (Wiersma, 1991). In relation to intrinsic and extrinsic rewards, motivation can be described in the same manner: intrinsic motivation shows the relationship between employees and their job itself (Hui, 2000) (Hui and Lee 2000), and is developed from the individuals perceptions and needs (Sansone Harackiewicz, 2000); and extrinsic motivation refers to the relationship between individuals and external compensations such as salary (Komaki, 1982) Rewards, motivation and age As mentioned earlier there is a limited research done on the interrelations between rewards, motivation and age. A few researchers paid more attention to this issue by discussing the different trends in the values among Baby Boomers and Xers. According to Wallace (2006), Xers value more their flexibility and autonomy to work on their own, while Boomers are strongly committed and attached to the organization they work at. Smola Sutton (2002) describe Xers as being creative and innovative, technically savvy and multi-tasking orientated, while Boomers are seen as hard workers, long office hours and loyal to their employers. Managers are concerned that Xers have a lower level of work ethics and do not find work as significant as the Boomers (Wallace, 2006). Kanfer and Ackerman, (2004) argue that younger employees are more motivated by performance-contingent incentives, such as salary and are strongly motivated by structured supervision. In contrast, older employees value the structured supervision which eliminates effort demands. Jurkiewicz (2000) states that Baby Boomers demand more benefits in regard to their retirment plans, while Xers are interested in child care support. 401(k) retirement plans are mainly employer-sponsored and boomers are stimulated by them; in contrast, Xers could not care less (Jurkiewicz, 2000). Research shows that money is seen as the main extrinsic motivator for any generation (Sansone Harackiewicz, 2000). However, only money is not enough for most of the employees. Other age related differences in motivating employees is the example that Boomers are genuinely more concerned with their quality of time than money and Xers are willing to trade their financial benefits for more leisure time (Jurkiewicz, 2000). Yet, according to Jurkiewicz (2000), younger adults are more concerned about financial compensation than the older workers. According to Giancola (2008), there are most-valued rewards at work for each age group. Baby Boomers for instance, consider flexible retirement plans and assistance, job training and sabbaticals as the most valued rewards (Giancola, 2008). In comparison, Xers find rewards such as flexible working arrangements, skills development, real-time feedback, work-life balance and tangible, immediate rewards as the most important motivators. In addition, Reynolds (2005) argues that management stimulates Boomers by creating a sense that they are needed in the organization and that their contribution is of a vital importance. Xers, are inspired by direct feedback as stating that results are imporant, not the actual time spent on a task; or indications of how well they perform and what skills they can develop (Reynolds, 2005 ). Based on the current literature findings the following hypotheses are generated: H1: There is a significate relationship between employees age and reward preferences. H2: There is a significant difference in the importance of types of job rewards for what? between younger and older knowledge workers. H3: Intrinsic rewards are more strongly related to job motivation for Xers generation compared to Baby Boomers. H4: There is no difference in the level of job motivation between younger and older workers in their current jobs. I would skip this one, and concentrate on the relations between varaibels and not go into descriptions of situations H5: Satisfaction obtained from each reward is the same for Xers as it is for Boomers. In relation to H5 but also a more general remark: there is a difference between satisfaction and motivation. Your model is focusing on motivation, stick with that. Moreover, the relation between satisfaction and motivation is not clear. Some research states that they are positively related with satisfaction leiding up to motivation, some research indicates a relationship that is reverse, and some research states that they are negatively related with a higher dissatisfaction leading up to a higher motivation to act. Methodology The primary method to obtain information and insight regarding job rewards, motivation and older employees is by using secondary data. This data is collected from articles published in academic journals. The main research engine used to collect data is Business Source Premium. The information extracted from the literature found will be applied in constructing surveys and interviews. Please make a concrete plan to collect and analyse primary data with: questionnaire items and scales to measure the variables (stated all explicitly in an appendix), an indication of the sample (number of respondents and how the sample is determined), a description of the statistical analytical techniques that will be used. Parts you already have stated here but add and elaborate when necessary. These tools will be used to collect primary data. A sample of 150 well will be taken across different organization across West European countries. No random sampling will be used, due to the specific of the measur ement criteria. The companies which are meant to participate in this research should employ people from two main age groups and with no less than 50 employees. The age groups consist of employees between 29 and 46 (generation X) and 47+ (Baby Boomers) years of age. The reason why 47 is limitation age is because the youngest Baby Boomers at the moment are 47 years old. The selection of employees will not be random and there will be an equal distribution between participants who belong to either of the mentioned aged groups. These boundaries are set so that motivation versus rewards can be investigated where people have multiple hierarchical levels, age diversity and where decision making is done by more than one person. The reason why well educated people are the primary focus of this research is because skilled jobs are more jeopardized by the aging workforce. Thus, a loss of experienced and well educated employees will occur in the future. The participants in the undertaken research will be either surveyed or interviewed. The time limit for performing these actions will be between four to six months. It is assumed that this is a sufficient time to collect the data. The opinions gathered will be from members of both age groups so that comparison can be made. The survey will consist of open and close ended questions. The purpose of that is to collect ordinal and ratio data which will allow the researcher to perform future correlation and regression analysis. The program used to analyze the data will be SPSS. The last step of this research will be to use both primary and secondary data. This information will allow the researcher to analyze and summarize all the findings. These findings will be included in the Findings and Analysis chapter. The latter will be used to draw conclusions and recommendations. Findings and Analysis This chapter deals with the outcomes of the primary research. Conclusion This chapter presents all the results and conclusions drawn from the literature and primary research. Discussion This chapter describes any additional questions that can be research in the future.

Violence, Hatred, and Pain in Fyodor Dostoevskys The Idiot :: Fyodor Dostoevsky The Idiot

Violence, Hatred, and Pain in Fyodor Dostoevsky's The Idiot "There was a look of unbounded pride and contempt, almost hatred, in that face, and at the same time something confiding, something wonderfully simplehearted." There began Prince Myshkin's curiosity of and infatuation with the complex Nastasya Filippovna as he sat in awe of this woman's picture in Fyodor Dostoevsky's The Idiot . This story, set in Russia during the late 1860's, is one of continuous love rivalries which describe the life of the Russian aristocracy during that time period. Prince Myshkin is described as the "ideal" man due to his compassion for everyone and his firm belief that there is a good side to all people. The story begins as Myshkin returns to Petersburg after a stay in a Swiss mental hospital for his epilepsy. Upon arrival in Russia, he visits distant relatives who are quite receptive to him and he ends up staying for a while. While there, he believes he has fallen in love with Nastasya Filippovna and prematurely proposes to her. She first accepts, but then rejects him. Nastasya is the driving force behind the novel and carries the reader, as well as the characters, from scene to scene. The duration of the book consists of Myshkin's quest for happiness and love through which he encounters jealousy for his love and for the love of those who love him. Unfortunately, the tragic end to this book, including the predicted death of Nastasya, causes Myshkin to regress to his former epileptic state. The time directly following Myshkin's first proposal to Nastasya stands out as an extremely memorable moment in the book. At Nastasya's birthday party, several men bring money and begin bidding on her hand in marriage. Eventually, she announces to everyone that she wants to alter her lifestyle and start over as a poor woman. Any man who cannot accept her for who she is, she decides, is not the right man for her. She feels that all men are motivated by greed and that the men will not want her for love, only greed. Myshkin feels that he can love Nastasya for who she is and not for her money and so he proposes to her. She immediately accepts and shocks the rest of the party. One of the other suitors, Rogozhin, offers to give up everything he has for Nastasya and Myshkin encourages her to accept his offer because this sacrifice shows that he truly loves Nastasya.

Is the Government doing the right thing? :: essays research papers

Is the Government doing the right thing? The statement made by Honorable Jess A. Helms seems to be pretty clear when he says that the government, instead of giving sources to save the country, is actually providing freedom for crime rates to increase. â€Å"You can stand on the Capitol steps and almost throw a rock into neighborhoods where you cannot walk at night because of the violence that takes place nightly† (Helms 1). From this statement it is possible to understand why Helms is criticizing the government politics that are only spending money to combat violence, instead of spending money to prevent it. So as a possible solution for the violence problem, Helms defends the reinstitution of the prayer in public schools. He finds support for it on three main arguments: first is the fact that the government is spending huge amounts of money and it is not solving the violence problem; second because people agree with it and actually want it back to schools, and finally because the freedom of religion is guaranteed by the Constitution. Throughout his arguments becomes to see that instead of spending that amount of money to combat the crime, it is cheaper and better effective to use God and religion as a weapon against violence. Honorable Helms criticize the fact that since he got into US Senate a lot of money have been spent on violence combat, specially on motions described by the term â€Å"crime bills after crime bills† (Helms 1). He criticizes this attitude because it is not been efficient, since The United States has right now a higher crime rate than ever. â€Å"†¦ we have been passing crime bill after crime bill almost since I came here in 1973. And what has been the result?† (Helms 1). Helms also believes that the senators are feeling that their job is done. They think that they â€Å"†¦really took care of it†¦Ã¢â‚¬  (Helms 1), but the real fact is that crime rates are still going up, what proves that their job is not even close to be done. It is time to start looking for different alternatives to solve the problem. Seeing that all the money spent on the direct combat of crime is not working as well as expected, Helms starts to analyze a different approach to solve the problem. Seeking for the right move Helms find a possible solution on the article published by Reader’s Digest called â€Å"Let Us Pray† that defends the reinstitution of prayer classes to public schools.

Sony vs Connectix :: Argumentative Persuasive Software Essays

Sony vs Connectix Introduction Reverse engineering has become a controversial topic in the software industry. In 1999, Sony filed a suit against Connectix alleging copyright infringement concerning a Macintosh emulator of the Sony Playstation known as the Virtual Game Station. This emulator allows Macintosh users to play Playstation games without a Sony Playstation. A federal judge ruled in favor of Sony, and issued an order that Connectix halt its sales of the emulator. The next year Connectix appealed the ruling, and the Federal Court of Appeals reversed the original ruling. Video game business in the United States alone is a billion dollar industry and legal decisions such as this one have huge ramifications not just for the game industry, but for the entire software industry as well. In order to determine the right decision, one has to examine different ethical perspectives ranging from determining what action results in the most happiness of the stakeholders involved to what inherent rights each individual stakeholder is entitled to. Background Sony is the creator of the Sony Playstation. Video game console manufacturers generally use the console as a loss leader and hope to profit on their gaming platforms by selling licenses to produce games to software manufacturing companies. Thus, Sony created a barrier of entry in console manufacturing because other hardware manufacturers would have to be willing to lose money per hardware unit sold in order to compete with Sony. Also, such a manufacturer wouldn’t receive the software game revenues that Sony receives, which gave Sony what seemed to be a monopoly on the Playstation platform. The Sony Playstation consists of hardware components and software components. The software component is the Sony BIOS, which is resides in read-only memory. Sony holds a copyright on the BIOS.1 The Connectix Virtual Game Station emulates the functionality of the Sony Playstation. A consumer could purchase a Playstation game, load it into his Macintosh CD-drive, and play the game using the Virtual Game Station. Connectix created the emulator by purchasing a Playstation, copying the contents of the BIOS into the memory of a Macintosh, and observing the input into the BIOS and the output of the hardware.

Importance of Technical Education

Technical Education plays a vital role in human resource development of the country by creating skilled manpower, enhancing industrial productivity and improving the quality of life. Technical Education covers courses and programmes in engineering, technology, management, architecture, town planning, pharmacy and applied arts & crafts, hotel management and catering technology. The technical education system in the country can be broadly classified into three categories – Central Government funded institutions, State Government/State-funded institutions & Self-financed institutions. The 65 Centrally funded institution of technical and science education are as under: IITs | 15| IIMs | 13| IISc. , Bangalore| 1| IISERs| 5| NITs| 30| IIITs| 4| NITTTRs| 4| Others (SPA, ISMU, NERIST, SLIET, NITIE & NIFFT, CIT)| 9| TOTAL| 81| Besides the above, there are four Boards of Apprenticeship Training (BOATs). The Central Government is also implementing the following schemes/programmes: – (i)  Ã‚  Ã‚  Ã‚  Ã‚   Technical Education Quality Improvement Programme (TEQIP) assisted by the World Bank. (ii)  Ã‚  Ã‚  Ã‚  Ã‚  Indian National Digital Library for Science & Technology (INDEST). There is one Public Sector Undertaking, namely, Educational Consultants India Ltd. (Ed. CIL) under the Ministry. There are also Apex Councils, namely the All India Council for Technical Education (AICTE) and Council of Architecture (COA). IMPORTANCE OF TECHNICAL EDUCATION. Education is important for every individual in a nation. It plays a vital role to change the stare of a country. No country could bring a revolution in it unless its everybody are educated enough to meet the challenges. Education makes a man realize about himself and his goals and how to achieve that goals. Basically, Education is divided into three groups. The Education which teaches the concerns of a society is called Social Education. The Education which develops a personality inside a man himself is called Spiritual Education. The Education that concerns with the professionalism is called Vocational Education. The Technical Education comes under the branch of Vocational Education which deals practically in the field of trade, commerce, agriculture, medicine & Engineering. We are living in the modern age of science where we found Technologies in every aspect of life. What makes life so brain friendly for us simply; these are the Technologies which we use for our ease and comforts. Not only in our daily life but also in the research centre, in defensive measured of a country, biological aspects etc. No nation could generate the progress unless it promotes technical aspects in its fields. The technical education produces technicians for all type of industries and it is true that the progress of a country much depend upon its Industrialization without which a handsome economy would not be possible. Using a technology is far easier than to develop it. For developing a technology, it needed high skill teams which have a high data for the theme. It also needed a high amount of time and also money. To fulfill all these, there must be technical institutes which must cover all the faculties of technological studies and also the support of government to support financially & to contruct it at international level. If it would be at International level then it would be easier to students to grab data in their own state so that they could do something for their own country. Pakistan leads in the technological era. The exhibition canters in Pakistan plays a vital role in backing up the technicians to come up with more and more new technologies because it gives reflection of our technologies to the foreigners which are representing their country, which means we are reflecting our image to that world. By this we have a sense of development and prosperity that we also produce creative mind in the technological aspect. As far as Pakistans implementation in techno field is concern, we might look around and observe that in every field of life we are using high class technologies whether it is in the Industrial purpose, business purpose, agriculture purpose or defensive purpose. There has been a lot of emergence of on-line trading, which deals with high technological concerns in term of machinery and software. Pakistan Telecommunication field also deal with high-class technology. Pakistan also promises to produce best technicians of its own through their technical education centers which allow approximately all the faculties for technical development. These institutes also support the new courses of technology which are introduced at a instant so that there would be no line at which we lay behind. The most important institutes of in Pakistan which support the technical courses incorporate, NED University, GIK University, Karachi University, Mehran University and there are also some other private Universities which deal in technological subjects. These institutes promise to produce technicians who cold meet the challenges of the technological era. I feel proud when I watch the students rushing towards these technical institutes to become a prosperous technician who have a sense of responsibility for the progress of their nation. Technical education promotes the material prosperity and economic advancement. It produces the sense of self-respect and dignity. If a country has her own technical experts, she may save a lot of foreign exchange i. e. Technical Education makes a country rich, prosperous and resourceful. Our country is rich in raw material resources but the thing is, we must have enough technical information to benefit from them.

Adolescence and Clothes Essay

Good afternoon, today I will try to express my opinion about this statement „You can tell a great deal about people from the clothes they wearâ€Å". And I will speak about which age group of people care most about their looks, how important is fashion for me and what is advantages and disadvantages of wearing a school unifrom. I agree with this statement , because you can get to know a lot of about people from they clothes. For example if man wear formal clothes I can make and overall opinion about him. He is formal, intelligent elegant and taking care of himself. If I would saw someone at work with dirty and tear clothes of course I would think about him not so good. I think teenager are the group of people who care most about their looks.Teenagers believe their looks are the key to a good relationship and it will help become popular at the scholl. But When they’re older, they’ll realize it doesn’t work like that. Fashion helps to express themselves and also provides teenagers a sense of identity by signaling which â€Å"grouping† they belong to (â€Å"emo† â€Å"punk,† â€Å"goth,† etc.) And in my opinion Celebrities perhaps are the greatest influences on teenagers in the modern world, and they can have a huge impact on a teen’s ideas about fashion and its importance. Fashion isn’t important to me at all. I don’t care about having the newest, the most trendy, or the best label for anything. To me, being trendy is not expressing yourself, it is merely following the crowd and trying to fit in. I just prefer to be myself.And I wear what I like. I study at gymnasium so we wear school unifrom. I think school uniform have advantages and disadvantages. Here are some advantages : 1. People automatically respect you – Whenever we’d go on fieldtrips, people comment on how professional and nice we looked 2. Everyone looks exactly the same – You don’t have to worry about not wearing the right thing. And some disadvantages : 1.It’s annoying wearing the same thing as everyone else 2. You wear it everyday, all day it‘s just become boring . And lack of Variety To sum up everyone should wear clothes which they like and feel good with.These clothes will show the real you. Because other people can tell a great deal about you from the clothes you wear.