Adverbs of Frequency Beginner English Lesson

Adverbs of Frequency Beginner English Lesson Students can now talk about their daily habits. Introducing adverbs of frequency can help give them further expressive capabilities by allowing them to speak about how often they perform daily tasks. Write these adverbs of frequency on the board next to a list of the days of the week. For example: Always - Monday / Tuesday / Wednesday / Thursday / Friday / Saturday / SundayUsually - Monday / Tuesday / Wednesday / Thursday / Friday / SaturdayOften - Monday / Tuesday / Thursday / SundaySometimes - Monday / ThursdaySeldom - SaturdayNever This list will help students associate the adverbs of frequency with the concept of relative repetition or frequency. Teacher: I always have breakfast. I usually get up at 7 oclock. I often watch television. I sometimes exercise. I seldom go shopping. I never cook fish. (Model each adverb of frequency by pointing to it on the board while slowly saying the phrases allowing students to take in the regularity associated with the adverb of frequency being used. Make sure to accent the various adverbs of frequency.) Teacher: Ken, how often do you come to class? I always come to class. How often do you watch TV? I sometimes watch TV. (Model how often and the adverb of frequency by accenting how often in the question and the adverb of frequency in the response.) Teacher: Paolo, how often do you come to class? Student(s): I always come to class. Teacher: Susan, how often do you watch TV? Student(s): I sometimes watch TV. Continue this exercise around the room with each of the students. Use very simple verbs that the students have already become used to using when talking about their daily routines so that they can focus on learning the adverbs of frequency. Pay special attention to the placement of the adverb of frequency. If a student makes a mistake, touch your ear to signal that the student should listen and then repeat his/her answer accenting what the student should have said. Part II: Expanding to Third Person Singular Teacher: Paolo, how often do you eat lunch? Student(s): I usually eat lunch. Teacher: Susan, does he usually eat lunch? Student(s): Yes, he usually eats lunch. (pay special attention to the s ending on the third person singular) Teacher: Susan, do you usually get up at ten oclock? Student(s): No, I never get up at ten oclock. Teacher: Olaf, does she usually get up at ten oclock? Student(s): No, she never gets up at ten oclock. etc. Continue this exercise around the room with each of the students. Use very simple verbs that the students have already become used to using when talking about their daily routines so that they can focus on learning the adverbs of frequency. Pay special attention to the placement of the adverb of frequency and the correct usage of the third person singular. If a student makes a mistake, touch your ear to signal that the student should listen and then repeat his/her answer accenting what the student should have said.

Sociology of corrections essays

Sociology of corrections essays Typically, there are four justifications for punishment that are still used today in the United States: Retribution, deterrence, incapication, and rehabilitation. There are many ways of reaching these justifications besides prison today, which are made to help the current problems in the criminal justice system. There are many different views about the effectiveness of these justifications, and with all of the problems in the criminal justice system many questions are left unanswered today, such as...... How well do the realities of the correctional enterprise concur with these justifications of punishment Reality in this aspect generally means the rate of recidivism for a given offender. According to Marquart and Sorensen, "It may be possible to manipulate certain gross features of the existing, conceptional prison system- such as length of sentence and degree of security- in order to affect these recidivism rates. " (Correctional Contexts, Roxbury Publishing company, 1997, pg. 299 ) The recidivism rates for any given offender depend upon a lot of variables, one of which being, time of sentence. One harsh reality of the correctional enterprise is that the majority of the correctional institutions in the United States today are over crowded. A 1992 survey said that, "there are 3,500 county jails in the United States today, and there are 400,000 inmates inhabiting them." ( Class discussion, September 20 ) This makes time of sentence difficult to be fair about when there is no room to house an offender, even if he does deserve it. In light of what we know about corrections, how successful are we in achieving these goals? "Which should society use" retribution, deterrence, incapacitation, or rehabilitation? Justifications for specific sanctions overlap considerably. A term of imprisonment may be philosophically justified by its primary goal of retribution but also serve the secondary functions of deterren ...

Influential Type Designer paper (Akira Kobayashi) Assignment

Influential Type Designer paper (Akira Kobayashi) - Assignment Example Akira Kobayashi was born in the year 1960. He undertook his studies at Murashimo Art University in Japan for four years until 1983 before proceeding for a calligraphy course at the London School of Printing. Even though the type designer did not benefit from the United States military scholarships for education at that time, he managed to carve for himself a successful career out his art studies (Kobayashi 1-2). Akira worked as a freelance type designer from 1997 to 2001, during which he won himself numerous accolades in type designing competitions. Since 2001, Akira has been the Type Director at Linotype Library. During his reign at the company, Akira has overseen the completion of numerous typefaces that have received immense appreciation from art scholars across the world. Recently, a type designer completed his Optima nova family in collaboration with the original designer, Professor Zapf Hermann. Akira Kobayashi is arguably the most accomplished type designers of his time. His dedication to the realm of typefaces has earned him very many awards and prices over a career that has spanned for close to three decades. Some of his most outstanding achievements include the following: The informal new brush typeface is characterized by a unique, streaky appearance. It was created with a brush before getting refined in order to give its font an even, overall texture. The font has proved to be very effective in big display applications in which a casual, immediate effect is desired. This is a contemporary sans serif typeface that derives its character from the Italian scripts from the Italian Renaissance. The typographer has utilized an extremely stylish and rational approach in designing an inspired modern Adobe Originals adaptation through the Calcite Pro. The typeface’s geometric form and its near crystalline texture elicit images of the mineral element from which its name has been derived. The dynamic appearance of the typeface adds a strong

International Marketing Essay Example | Topics and Well Written Essays - 2750 words

International Marketing - Essay Example In 2000, FedEx came about and a proper functional team was made, even of its subsidiaries. In 2004, FedEx also acquired Kinko’s Inc in order to expand itself in the general public. (Pride, et al., 2011) A few of the services FedEx offers are as follows: FedEx Ground FedEx Express FedEx SmartPost FedEx Freight FedEx Custom Critical FedEx Trade Networks FedEx Corporate Services FedEx Supply Chain Services FedEx Tech Connect FedEx Office All these services aren’t offered in all areas however the majority are. FedEx competitors include ARAMEX, BAX Global, DHL Express, United Parcel Service and many others. (Gilbert, 2012) FedEx China and globalization impact on the industry Over 400 cities in China are reached by FedEx in the present day. FedEx provides businesses and customers both a chance to explore their portfolio of services such as e-commerce, business services and transportation. They offer integrated applications for businesses as well with the help of operating com panies. They also have the mark of a good company with honest and admirable employees and it has been focused on safety, ethics and the professional standards that need to be met to cater to the community and its customers. A Chinese retailer was finding it difficult to provide the customers with a fitting room experience in case they shopped online. And since online is the next big thing in the world today, this had to be figured out. FedEx Courier was the answer to the problem of the fitting room. FedEx delivers the order and they wait at the door while the customer tries on the clothes in the comfort of his home and if they wish to return it back, they simply have to hand it back to the courier service. And this was an opportunity that FedEx honed into since China has a huge population, furthermore around 1 million of that population has more that 1 million dollars of wealth and in this way, they have attracted the elite by providing them the best customer service there is to off er. So one of the questions comes to mind as to why has FedEx expanded to China and does major business operations there? China has been growing at a rapid rate over the years, probably one of the fastest in the world. It expands at a rate of around 9% per years and 20% of the world lives there. (Birla, 2005) China also has a purchasing power parity that is second highest in the world after US, which only makes more sense that FedEx expanded into China after it tapped into the US market. Globalization has reduced barriers and lead to a more interconnected world and so people demand goods and services from the influences of the outside world, more so than they did before. Their demands and their needs have changed over the years. China also hosts a US Embassy in Beijing and has four consulates over the country which helps businesses out by recommended trade professionals. US have also marked 14 cities in China which are the American Trading Centers. They import from USS and form 54% of the total imports which are growing at a rapid rate. Therefore US can also take advantage of this expansion. Globalization has helped to overcome barriers but has made protecting rights and tracking the developments in different markets a more difficult task. (Wetherbe, 1996) China also started creating economic zones and these encourage foreign direct investment and leads to flexible trading policies and incentives. China also offers

What Causes an Economic Downturn Literature review

What Causes an Economic Downturn - Literature review Example Growth of the Housing Bubble: The year 2006 has seen a number of people refinancing their properties to be able to pay lower interest rates. The customers have also been noted to have taken out a second mortgage as well. These were steps taken by the house owners to extract as much money as possible. This however has lead to the increasing the housing bubble and leading the house prices to decrease. Once this hit the country, the borrowers were not able to pay for the interest rates and neither were they able to refinance the homes. This lead the borrowers to default and lead to foreclosures from the banks due to delinquency (Smith, 2009). Sub – Prime Lending: Subprime lending basically refers to lending to people with higher risks, i.e. with low credit ratings. Post the IT bubble burst in 2000 the fed had reduced the interest rates, and also agreed to provide loans to people with low credit ratings (even below 620). Post the borrowers receiving the loan amounts, and with the lowered interest rates, there was a sudden hike in the prices of the real estates of the company. This lead to the borrowers to be able to borrow even more. This extra borrowing became a burden for the subprime borrowers and the number of defaulters had grown to a great extent (Waring, 2007). Banking Sector Issues: Shadow Banking systems is referred to when non – bank financial institutes provide for loans to businesses to operate. With the increasing ‘Shadow Banking System’ in the country, the NY Federal Reserve Bank placed a freeze on the funds. This led to major companies needing to sell off the long-term assets at much lower prices to be able to meet up to the short-term loan payments. This left the system completely shaken up and also left a huge damage on the regular banking systems and the credit cycles. A combined effect of all the above factors together has led the country to move into complete recession. As far as even in 2008 various  articles, the writer had refused to use the term recession for the US economy (Khan, 2008).  

Managing Oneself By Peter F Drucker Management Essay

Managing Oneself By Peter F Drucker Management Essay In his article, Managing Oneself, Peter F. Drucker establishes the correlation between success and self-awareness. Success in the knowledge economy comes to those who know themselves, their strengths, their values, and how they best perform. We will be able to achieve results, remain competitive and be successful by knowing our strengths and limitations. Furthermore, by knowing our strengths and limitations, we can position ourselves where we can best contribute and excel within the organization. Drucker suggests a self-assessment using the following questions. What Are My Strengths? Learning more about our strengths can be done through feedback analysis, and also by comparing expectations versus results. Knowing what our strengths are will allow us to maximize our potential in areas in which we can excel, instead of wasting time trying to cultivate skills in areas of little or no proficiencies. Knowing our strengths will let us determine where we belong. How Do I Perform? The way we perform is a matter of personality. Everyone performs differently and how we perform is unique. Recognizing if we are a reader or a listener, as well as, identifying how we learn, can help us find out how we perform. Understanding how we perform is essential to prevent wasting time and effort in trying to change the way we learn and operate. Instead, it is far more advantageous to improve our performance and try not to take on work we cannot perform well or perform at all. What Are My Values? To work in an organization whose value system is unacceptable or incompatible with ones own condemns a person both to frustration and to non-performance. People and organizations have values. In order to perform well or be effective in an organization, both the values of the organization and the individual must be close enough so they can co-exist. Value conflicts can result in frustration and poor or non-performance; therefore, values should be a primary focus in situations in where personal values are not in sync with an organizations. Where Do I Belong? Knowing our strengths, how we perform and our values can help us answer the question, where do we belong. This is important because by knowing where we belong, we can place ourselves where we can make the greatest contributions within the organization. It also can help us to select the tasks and responsibilities in which we are more likely to excel based on what we know about our strengths, performance and values. What Should I Contribute? Or what should my contributions be? Contributions to our organizations should make a difference for the better. Its results should be visible and measurable. In addtion, contributions should be based on our given strengths, performance and values, and follow a course of action: what to do, where and how to start, and what goals and deadlines to set. Managing oneself requires a high degree of self control, self awareness and social skills. Since we are all part of society, we all should be aware of our relationship responsibilities. This is recognizing that an organizations composition includes people with different values, strengths and performance levels, knowing them will help us work better with others and accomplish more. With regard to relationship responsibilities, it is also important to take responsibility for communication. Effective communication helps to build consensus, increasing efficiency and building trust. Through effective communication, we can learn and understand members of our organizations to ensure we are in sync to achieve our goals and provide our greatest contributions to our firms and society. What Leaders Really Do By John P. Kotter In his article, What Leaders Really Do, Kotter establishes the difference between managing and leading. The key distinction he makes is that management involves coping with complexity and leadership has to do with coping with change. Good management brings a degree of order and consistency to key dimensions like the quality and profitability of products. According to Kotter, managers promote stability while leaders press for change, and only organizations that embrace both sides of that contradiction can thrive in turbulent times. Although there are clear differences between managing and leadership, effective leadership cannot be achieved without good management. Management has to do with objectives and results. It does require planning, organizing, leading and controlling. An effective manager will find or will administer the necessary technical and human resources to get things done effectively; this is, with the lowest cost and in the fastest time. Leadership, in contrast, has to do with the social aspect of managing. In our organizations, leaders set up the direction and vision. A manager will make sure to plan accordingly and direct the necessary resources to follow the direction or vision of our leaders in their organization. Kotter also lists the following as activities that leaders dont do; They dont make plans, they dont solve problems, they dont even organize people. What leaders really do is prepare organizations for change and help them cope as they struggle through it. Leaders inspire change and prepare organizations to manage change. However, based on my work experience, I disagree with the author on the idea that leaders dont plan, solve problems or that they dont organize One can argue that a leader may not has the same level of involvement as a middle manager or supervisor in performing these activities; however effective leaders do have to make plans, resolve problems and organize even move people. The degree of contribution of a leader carrying out these actions will depend on the type of leader they are, the situation they are in and organization they are leading. Another idea that is presented in this article is that leadership has nothing to do with having charisma or other exotic personal ity traits. Although it is true that being charismatic is not a requirement to be a leader, it has been demonstrated by many studies and theories that a charismatic leader has a positive effect on their followers. People want to be led by these individuals They inspire and motivate, which in turn makes it easier for a leader to effectively influence others to act or change and work toward achieving the leaders vision. After all, this is the very essence of effective leadership, to inspire and influence others to act and change. What makes a leader? By Daniel Goleman The term emotional intelligence was introduced by Daniel Goleman in 1995. In his research at nearly 200 large global companies, he found that in addition to intellectual abilities and technical skills, effective leaders are alike in having a high degree of emotional intelligence. The five components of emotional intelligence are: self-awareness, self-regulation, motivation, empathy and social skills. The first three components of emotional intelligence are self-management skills, the last two have to do with the persons ability to manage relationships with others. Why emotional intelligence is so important for leaders? Self-Awareness and Self-Regulation: The ability to recognize, understand and control our emotions plays an important role in decision making in business. People who know how their feelings and impulses affect them and affect others, can make better decisions and can adapt to changes more easily. Motivation: Effective leaders are driven to achieve. Their passion goes beyond money and status. Motivation ensures organizational commitment and plays a role in the levels of optimism within the organization. Empathy: Carefully consider employees feelings along with other factors in decision making. People feel better when they are led by someone who cares and understands them. Empathy impacts productivity and effectiveness in team work and in retaining talent. Social Skills: Knowing that in business, as well as, in many other professional fields, nothing important is accomplished individually. Using effective interpersonal skills and networking allows leaders to effectively get the job done through others. In the organizations in which I have been a member of, emotional intelligence has made the difference between effective and ineffective leaders. On many occasions, high technical and intellectual skills of managers have not been enough to make them effective in their efforts to lead teams or the organization in general. In contrast, managers and CEOs who seem to know themselves well, understand and control their emotions, seem to project their positive attitude and approach onto other members of the organization. They can see the bigger picture in situations of conflict or problems. They remain in control, not allowing their feelings or emotions to interfere with their decision making process, and come up with creative solutions that others within the organization were unable to see (perhaps because they let their feelings and negative thoughts get in the way). They remain optimistic and can efficiently motivate others even in situations when the odds for success seem against them. T hey also show empathy and genuinely care about others; many of them are involved in activities or programs that help their communities or are mentors for their employees. There is consensus in the way they are perceived. Everyone agrees they are people persons with a natural ability to maintain and build relationships in and outside the organization. More than relationships, they establish bonds, partnerships and networks that help to influence to get the job done effectively. More importantly, they seem to always look for the upside or positive side of an issue and make people feel good about being part of the organization, which has a direct effect on productivity and success. They lead by example and treat everyone with respect. For me, these traits and abilities represent what emotional intelligence is and they are as important as technical and intellectual skills in order to lead effectively. Mastering the components of emotional intelligence can make the difference in the effe ctiveness of a leader. What Every Leader Needs to Know About Followers By Barbara Kellerman There is no leader without follower(s). The relationship leader-follower can be described as interdependent. They need each other to exist, and they impact each others actions and behaviors. Many of us share the perception that a follower is someone who willing accepts anothers ideas, vision or assignments, sometimes unconditionally or without questioning the purpose or reason their leader has. Historically, because leaders were in positions of power or authority, followers simply acted as compliant subordinates. According to Barbara Kellerman in her Harvard Business Review article, What Every Leader Needs to Know About Followers, the relationship leaders-followers has changed. A confluence of changes- cultural and technological ones in particular- have influenced what subordinates want and how they behave, especially in relation to their ostensible bosses. The advances in technology and globalization have resulted in less usable power for leaders. Followers now have access to inform ation and tools that were not available to them in the past. The trend in todays business environment is that followers think of themselves and act more as free agents by not being totally dependent on or submissive to their leaders ideas or objectives. More often than not, followers now can challenge leaders decision. For this reason, leaders are now more careful in the way they treat their followers. They are aware that their actions may be subject to scrutiny, not only by their followers, but also by their organization and the society as a whole. Additionally, because power is now shared in most modern organizations, leaders look for followers feedback and support. At the same time, followers can impact a leaders behavior. For example, they can withhold support from a bad leader and support good ones, or organize themselves to pursue an objective that challenges or blocks their leaders action. Just as there are different types of leaders, there are different types of followers. In general, having high technical skills, knowledge and emotional intelligence are associated with being a good leader. Leaders and followers have similar traits or characteristics; their differences are related to their behaviors and roles. In my personal experience, good followers challenge their leaders. With their knowledge and use of available information, they invest time in making judgments about their leaders. They also contribute to a cause or organization with their engagement and passion. Good followers also actively support a leader who is effective and ethical, and will actively oppose an ineffective or unethical lerader. Good leaders are essential for successful businesses. At the same time, good followers have a direct impact on strengthening their leaders actions through their support or weakening their leaders to their lack thereof.

Organizational Leadership Essay -- Career Employment Business

Organizational Leadership As a valued and seasoned employee, one is presented with the rare opportunity of determining the type of leadership position that best suits him or her. To some extent this opportunity would be a dream come true. As an experienced employee, one should be familiar with the vision and mission of the organization. One should also be familiar and acclimated to the day to day operations and processes of the company. Identifying ones attributes will better help one define his or her role which will most benefit the success of the organization. When identifying ones strengths and weaknesses, a personal leadership style will assist one in the defining processes for which position will be a perfect fit. Therefore, presented this opportunity sounds awesome, but choosing a career is a tricky business. Where does one start? Is there just one career that would be the perfect match or are there dozens out there waiting to be discovered? â€Å"More often than not, if one chooses a career that doesn’t suit his or her personality one becomes confused, unhappy and burned out† (Lorenz, 2004). No one wants a job he or she dislikes. People want to enjoy going to work because in most cases it takes up a quarter of the day. Settling down with the right career can be as central to your happiness as choosing the right person in a relationship. But with any relationship, there is no right or wrong answers. So instead of choosing a career based on what one thinks he or she should do, self assessments can help one find a career that fits his... ... skills that are needed to lead this new virtual set of team members, I am definitely going to have an immense challenge in my perfect position. References Gratton, L. (2007, June 16). Working Together...When Apart. Retrieved March 13, 2009, from http://online.wsj.com/article/SB118165895540732559-search.html Hefferman, M. (2007, December 19). What You See Is What You Get -- or Is It? Retrieved March 14, 2009, from http://www.fastcompany.com/node/74036/print Lorenz, K. (2004, December 20). Six moves to make more money. Retrieved March 12, 2009, from http://www.cnn.com/2004/US/Careers/08/03/job.burnout/ Shrader, R. W. (2007, Fall). Leadership in a Liquid World. Leadership and Organizational Studies, 49, 96. Retrieved March 14, 2009, from http://sloanreview.mit.edu/smr/issue/2007/fall/17/