Island :: essays research papers

I came to the conclusion that Langston was writing about te struggle to freedom for blacs. Lanston Hughes wrote about racism often in his poems, and this particular poem seems to follow that pattern. Hughes gives the feeling of loneliness and dismay at the fact that he is not considered equal to white people. The poem represents the struggle for freedom and to be considered equal. The speaker conveys a feeling of sadness and loneliness in the tone of their voice, as stated in the opening sentence of the poem. "Wave of sorrow", expresses the sadness, by the speaker who I interpret to be a black person caught up in the struggle to have equal right. Hughes uses language that is used in everday life. There are no obsolete of slang words incorporated in the course of the poem. The author uses static imagery, painting a picture of an island standing alone by itself off in the distance. I see a sunny, smoothe sandy island surrounded by cal waters and a warm atmosphere. Langston Hughes uses four stanzas which are all couplets written in closed form. The rhyme scheme is an end rhyme with the pattern ab cb cd ad. This is a unique poem structure with the first line reapeating itself again in line seven, and the third line repeating itself again in line five. This is a lyric poem, meditation, which in this case th physical object is the island. The rhythm is set to be short quck verses with pauses to lead into each couplet. The word choice of the poem is use to keep the poem's structure short and compact. The word order is slightly different from normal use. The unconventional syntax is used to create a rhyme scheme. I decided to do this poem because of the versatility of the meaning. The way Hughes writes "Island" it leaves the reader to develop their own opinions of the author's meaning. This poem can be interpreted in many different ways, for instance: I also thought that this poem could mean a person is close to reaching their goal and by saying "Wave of sorrow, Take me there", I interpreted that as meaning they needed some sort of motivation to point

Hospitality Human Resources Management Essay

In organisations today, the scope of human resource management is vast but there are three main functions that human resource management is comprised of – strategies, plans, practices, processes and policies; attract, manage, develop and reward; and contributing to the overall performance of the organisation. Throughout this literature review the different approaches that various authors take when outlining the what activities, tasks and functions contribute to the role of an human resources manager in organisations will be discussed as well as the features that are unique to the industry and affect the role of human resources manager in hospitality. I will also make an executive suggestion as to which human resource approach I feel is the most appropriate for organisations in the hospitality industry from the readings used in this literature review. The main sources that will be referenced in this literature review include Rudman (2010), Armstrong (2006), Baum (2007) and Fà ¡ilte Ireland (2005). Human resource management is an important role within organisations and businesses which focuses closely on both the recruitment and the overall management of employees within organisations and businesses. It is a strategic approach when it comes to managing people in the work place and works to create, as well as reinforce, a work environment that is positive for organisations employees. (Heathfield, 2013). When recruiting new employees, the human resource managers of organisations look for candidates who are highly experienced in the organisations field, possess a wide variety of skills that can be applied within the organisation, and have a positive working attitude and good work ethics which they will apply to the organisation or business. Human resources management is the control of an organisation’s employees; according to Rouse (2011) an organisation’s human resources management department is in charge of creating, implementing and overseeing all policies that ar e to do with the behaviour of the organisation’s employees as well as the organisation’s behaviour towards the employees. Human resources management can be defined in many different ways and everyone  has a different view on what human resources management is comprised of. It is said that up until the 1980’s human resources management was known as personnel management, and making the change from personnel management to human resources management offered organisations a new beginning. It offered organisations new beginnings as human resources management, according to Rudman (2010), is based on three key aspects; commitment and engagement, integration and fit, and flexibility and adaptability. As human resources management can be defined in various ways it is apparent that authors will have different views on what human resources management is as well as what the tasks and activities are that make up the role of a human resources manager in organisations. The roles and functions of a human resources manager are viewed differently by organisations but all organisations do have a human resources function whether they openly recognise it or not. Human resources management uses a human resources system as a means to operate. This human resources systems amalgamates the philosophies, strategies, policies, processes, practices and programmes of human resources management. (Armstrong, 2006). Armstrong’s (2006) human resources management activities model, which was based on Becker and Gehart’s (1996) human resources management model, views the role of the human resources manager in organisations to comprise of ten key components. The ten key components of Armstrong’s (2006) human resources management activities model include organisation, an employment relationship, resourcing, performance management, the development of human resources, reward management, employee relations, health and safety, welfare services as well as employment and human resource services. These ten, supposed, key components of the human resources management activities model can also be matched to a human resources model Armstrong (2006) claims. This human resources model shows that human resources and the structure that an organisation is built on should be managed in a way that harmonises them strategically. It is also said that there is a human resources cycle which is made up of four functions that are generically performed in all organisations. These functions include selection, appraisal, rewards and development according to Armstrong (2006) who believes that the human resources cycle starts with selection, then goes on to appraisal – or  performance management which it is also known as – before splitting off into two sections, rewards and development, before finishing the cycle with performance. This model and matching human resources cycle explain human resources management in a way that appears to cover every aspect of it simply and effectively . Where Armstrong’s (2006) human resources management model talks about there being ten key components of human resources management and are simple, Rudman (2010) goes into more detail when defining the scope of human resources management. Rudman (2010) said that the scope of human resources management is influenced by how big, or small, an organisation is along with other characteristics and it â€Å"†¦covers everything an organisation does to attract, manage, develop and reward†¦Ã¢â‚¬  (p. 8) employees who help the organisation achieve its goals. This scope of human resources management means that Rudman (2010) see the role of a human resources manager as consisting of activities, but he also talks about there being five main elements when it comes to human resources management. The five elements that Rudman (2010) suggests are the core elements that make up human resources management are staffing the organisation, managing people and performance, developing people and performance, rewarding people and performance, and managing employment relations. Staffing the organisation works towards attracting and acquiring any of the human resources that an organisation needs in order to achieve the organisation’s goals while managing employment relations aims to balance both the interests of the employers and their employees so that the organisation can work to achieve their goals. When an organisation manages people and performance it encourages their employee’s contribution and commitment to both the organisation and the organisation’s overall performance while developing people and performance ensures that the organisation’s employees have the necessary skills, knowledge and competencies that are required for the present performance and future performance of the organisation. When organisations reward people and performance it influences the behaviour and performance of the organisation’s employees by encouraging them with future contributions as well as recognising their past achievements. These fiv e core elements make up what Rudman (2010) believes to be the scope of human resources  management. While Rudman (2010) suggests that there are five elements that make up the scope of human resources management, and Armstrong (2006) claims that there are ten key components that comprise to make up his human resources management activities model which has a complementary matching human resources management model; there are many other perspectives when it comes to discussing what makes up the role of a human resources manager. Another perspective is that of Baum (2007) who suggests that there are eight aspects that combine together to make up what the role of a human resources manager involves. Baum’s (2007) views on what human resources management is good practice is adapted from Fà ¡ilte Ireland (2005) model of what good practice in human resources management is. The eight aspects that Baum (2007) and Fà ¡ilte Ireland (2005) suggest are activities that contribute to what a human resources managers role is are flexibility, participation, performance management, recognition, reward, communication, learning and development, and empowerment. A human resources manager needs to be flexible according to Baum (2007) because they need to ensure that the organisation can match their demands with the availability of their staff whilst recognising the employee’s work-life balance also needs to be managed. Performance management is an important aspect of a human resources managers role according to Baum (2007) as carrying out regular staff performance reviews within organisations will ensure that both individual performance and team performance is being delivered to the standard of the organisation leads to rewards and recognition, two aspects that Baum suggests are important. Ensuring that employee’s good efforts are recognised within their peer group and are celebrated will ensure that employees continue working to the same standard so that they can gain either monetary or non-monetary rewards. Learning and development is also important when it comes to the role of a human resources manager as having access to both on-site and off-site courses and learning opportunities for employee’s ensures that employee’s work is up to standard and they are up to date and speed with what they are required to do for the organisation to achieve their goals. Developing, managing and rewarding people and performance appear to be  common, and important, functions of what a human resources manager role consists of according to Baum (2007), Fà ¡ilte Ireland (2005), Rudman (2010) and Armstrong (2006) human resources management activities models. The three models that have been discussed all have similar functions but Armstrong’s (2006) seems to cover every aspect of what I think human resources management entails in a more in-depth way compared to how Rudman (2006) explains it. However, each model is specific and suggest what they see as the most important functions of human resources management and activities of a human resources manager. In the hospitality industry human resources management departments are often considered, and talked about being, a cost center. A cost center is a function in an organisation that does not produce any direct profit but adds to the overall cost of running an organisation. Human resources management is considered a cost center in the hospitality industry as measuring the outcomes of human resources management efforts is not always clear to see and the same goes for the results of managing employees. Many hospitality organisation’s face challenges including the business environment continuously changing rapidly, increasing competition and changing customer demands but the changing technologies of today are making it easier for organisations to share information and replicate competing organisation’s work practices and strategies. (Cho, Woods, Jang & Erdem, 2006). Cho et al (2006) found that human resources management issues and challenges are becoming increasingly important to an organisation’s performance where as Becker & Gerhart (1996) have argued that decisions regarding human resources management influence the overall performance of an organisation because human resources management aims to improve the efficiency of organisations as well as increase the revenue of the organisation. A major issue that human resources managers face in the hospitality industry is employee retention as there is a personnel shortage. There is a decrease in the number of teenagers that are available to work in the hospitality industry as the majority of them are looking for jobs that allow them to work nine to five, Monday through Friday and have the weekends off. However, in the hospitality industry this is never the case and, in the vast majority  of cases, employees are required to work over the weekend. Because of this decrease in availability of teenagers wanting to work in the hospitality industry, Bonn & Forbringer (1992) suggested that human resources managers are going to have to explore and develop new target markets and methods when it comes to both attracting and retaining employees. According to Davidson & Wang (2011) jobs in the hospitality industry are being characterised by the levels of labour turnover being quite high with a fair amount of employees leaving their current hospitality jobs for opportunities in different industries. This high labour turnover means that employees are not happy with the work they are doing but, in some conditions, it can also indicate that employee’s cannot reach the unrealistic expectations of the organisation they are working for. However, some other reasons have been known to be the cause of high labour turnover in the hospitality industry and these include; there being a lack of future career opportunities; the job-scope being dissatisfactory; and conflict between management and employees. Human resources managers are required to think of new ideas that will want people to work for their organisation so that there is a low labour turnover. If an organisation has a low labour turnover this means that their employee’s are satisfied with their jobs, they feel both safe and healthy in their work environment, and their work performance is deemed satisfactory from the employer’s perspective which is very important. Being able to attract and retain employee’s in one of the key components that is part of the activities and functions that comprise the role of a human resources manager. There are several different approaches that can be taken when it comes to human resources management; these include hard or soft, best practice, best fit and strategic. Two different approaches of human resources management are hard or soft. These approaches are opposing views on different human natures and control strategies; hard human resources management can be viewed as the basic functions whereas soft human resources is the advanced functions of human resources management. Soft human resources management is all about the self direction of individuals and in the center of the approach to managing people is trust, self-regulated behaviour and commitment. With soft human resources management employees are treated as  the most significant resources within an organisation and it focuses on the employee’s needs, roles, rewards and motivating them. This makes employee’s the greatest asset within an organisation and they are vital to the success of the organisation. Human resources managers ensure that they select the best candidates, provide them with training and development of a high and appropriate quality and are rewarded in regards to their value to the organisation. Whereas hard human resources management focuses on the strategic objectives of the organisation and human resources is treated like an equal function of production. Hard human resources management aims to minimise the cost of labour and make it flexible and people are often referred to as employee’s with this particular approach to human resources management as it reinforces that employee relations can be because of franchising, outsourcing or subcontracting. Strategic human resources is an approach that has a goal to use people in the most effective way in regards to the organisation’s strategic needs. This approach is designed to aid organisations meet their employee’s needs in the best way possible. It requires human resources managers to not only think and plan ahead different ways for the organisation to meet the needs of their employee’s but also ways for the employee’s to meet the needs of the organisation as well. (Becker & Huselid, 2006). Strategic human resources management is having the ability to plan for the employee’s needs as it helps improve and increase the amount of skillful employee’s whom choose to keep working for an organisation. Becker & Huselid (2006) suggest that improving and increasing this amount will reduce labour turnover costs, and the money that organisations would have to spend on attracting and recruiting new employee’s. The best practice approach to human resources management is based on there supposedly being a set of human resources management practices that are best suited and that using these practices will lead to the organisations overall performance being superior to their competitions. It aims to develop employees, increase their level of commitment to the organisation, with the intended outcome to improve the overall performance of organisations and create a competitive advantage that is sustainable. When it comes to this  approach to human resources management, what may work for one specific organisation may not necessarily be the best practice for another organisation as it may not fit the style of management, strategy, or working performance of that organisation. (Armstrong, 2006). Whereas the best fit approach to human resources management works on emphasising the significance that ensuring the human resources strategies are appropriate for the organisation. Human resources managers a re required to take into account bot the needs of the organisation and its employee’s. With this approach it is up to the organisation to decide what works best for them and what will fit their operational and strategic requirements according to Armstrong (2006). The most suitable approach to human resources management in the hospitality industry in my opinion, based on the findings of this literature review, is the best practice approach. This is because this approach aims to develop employee’s, increase their level of commitment to the organisation, and have an outcome that improves the overall performance of the organisation. When working in the hospitality industry it is important to attract and recruit the people best suited for the organisation and adopting this approach to human resources management it will ensure that the commitment of employee’s is enhanced and improved which, in turn, improves the overall performance of the organisation. There are a range of human resources practices that are significant to organisations when trying to attract and retain employee’s who will constantly deliver service of a high quality. These practices include selection and recruitment, teamwork, retention, training and developme nt, appraisals and rewards, and employee relations and they are all important to the human resources management in the hospitality industry. References Armstrong, M. (2006). A handbook of human resource management practice, 10th ed. London: Kogan Page. Baum, T. (2007). Human resources in tourism: Still waiting for change. Tourism Management, 28(6), 1383-1399. Retrieved from http://www.sciencedirect.com.ezproxy.aut.ac.nz/science/article/pii /S0261517707001033 Becker, B & Gerhart, B. (1996). The impact of human resource management on organisational performance: Progress and prospects. Academy of management journal, 39(4), 779-801. Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: Where do we go from here?. Journal of Management, 32(6), 898-925. doi: 10.1177/0149206306293668 Bonn, M. A., & Forbringer, L. R. (1992). Reducing turnover in the hospitality industry: an overview of recruitment, selection and retention. International Journal of Hospitality Management, 11(1), 47-63. Retrieved from http://www.sciencedirect.com.ezproxy.aut.ac.nz/science/article/pii/ 027843199290035T Cho, S., Woods, R. H., Jang, S., & Erdem, M. (2006). Measuring the impact of human resource management practices on hospitality firms’ performances. International Journal of Hospitality Management, 25(2), 262-277. Davidson, M. C. G., & Wang, Y. (2011). Sustainable labor practices? hotel human resource managers views on turnover and skill shortages. Journal of Human Resources in Hospitality & Tour, 10(3), 235-253. doi: 10.1080/15332845.2011.555731 Druker, J., White, G., Hegewisch, A. & Mayne, L. (1996). Between hard and soft hrm: Human resource management in the construction industry. Construction management and economics, 14(5), 405-416. doi: 10.1080/014461996373278 Fà ¡ilte Ireland. (2005). A human resource development strategy for irish tourism: Competing through people. Retrieved from http://torc.linkbc.ca/torc/downs1/Strategy%20for%20Irish%20Tourism%5b1%5d.pdf Heathfield, S. M. (2013). What is human resource management?. Retrieved from http://humanresources.about.com/od/g lossaryh/f/hr_management.htm Nickson, D. (2007). Human resource management for the hospitality and tourism industries. (1st ed.). Boston, MA: Butterworth-Heinemann. O’Neill, J. W., & Davis, K. (2011). Work stress and well-being in the hotel industry. International Journal of Hospitality Management, 30(2), 385–390. doi:10.1016/j.ijhm.2010.07.007 Rouse, M. (2007). What is cost center? Retrieved from http://searchcrm.techtarget.com/definition/cost-center Rouse, M. (2011). What is human resource management (hrm)?. Retrieved from http://searchcio.techtarget.com/definition/human-resource-management-HRM Rudman, R. (2010). Human resources management in new zealand (5th ed.).

Christmas Worksheets and Christmas printables

Christmas lessons and activities are great motivational techniques. Some of the best activities in an inclusional classroom include brainstorming activities. When you provide students with the opportunity to brainstorm, you are actually using differentiated instruction. Brainstorms work well for gifted learners, mainstream learners and disabled learners. Use the Printable Activity PDF or try some of the suggestions below. 1. How many different Christmas words can you think of? 2. How many different things can you put on a Christmas tree? 3. What realistic types of gifts do you want this year and why? 4. How many different things can you do on the Christmas holiday? 5. How many different foods can you think of for Christmas? 6. Why is Christmas special to you? 7. How many different Christmas songs can you think of? 8. How many words can you find using only the letters in the word Christmas? 9. List all your different memories of Christmas. 10. Think of all the different things that happen at your house at Christmas. (Types of decorations, visitors etc.) Brainstorms can be in writing or done in small or large groups in the classroom. All students have the chance to feel successful during brainstorm types of activities.

The Journal Reality Bites An Investigation Of The Genre...

While reading the journal Reality Bites: An Investigation of the Genre of Reality Television and Its Relationship to Viewers’ Body Image researchers utilized a unique methodological approach, this study investigated subtypes of reality television (RTV) to study the influence of exposure to RTV on body image (body dissatisfaction and drive for thinness) as compared a more traditional weekly report of RTV viewing. Young adults (N  ¼ 472) completed online surveys measuring their exposure to Reality TV and perceptions of their own body image. Four types of RTV were uncovered. Regression analyses using these 4 factors demonstrated that exposure to competition-based RTV shows (e.g., Dancing with the Stars) predicted increased body dissatisfaction and drive for thinness. On the other hand, the weekly self-report of RTV viewing did not reveal any relationships between weekly exposure to RTV and body image. These findings underline the need for cultivation-based media studies that in clude program-based measures of genre-specific media exposure, especially when seeking to capture media effects related to RTV. In the study before researchers can understand the impact of reality programs on viewers, they must agree on how to define exposure to this genre. This would be defining the purpose of the study. The purpose of this study was to explore the conceptualization of RTV through the use of a program-centered method of determining distinct subtypes of this emerging genre. The RTVShow MoreRelatedEffects of Rap Music on Crime14002 Words   |  57 Pages(Best 1990; Tatum 1999; Tanner 2001; Sacco and Kennedy 2002; Alexander 2003). Whether rap has been reviled as much as jazz and rock ‘n’ roll once were is a moot point; rather more certain is its pre-eminent role as a problematic contemporary musical genre. Direct correspondence to Julian Tanner, Department of Social Science University of Toronto at Scarborough, 1265 Military Trail, Scarborough, Ontario, Canada, M1C 1A4. Telephone: (416) 287-7293. E-mail: Julian.Tanner@utoronto.ca.  © The University ofRead MoreContemporary Issues in Management Accounting211377 Words   |  846 Pagesand researches in the area of management accounting. Her current research interests cover innovation/knowledge management, hybridity, and the leadership of the accounting and finance function. She has published in Behavioral Research in Accounting; Journal of Management Accounting Research; Pacific Accounting Review; Australian Accounting Review; Accounting, Organizations and Society; and Management Accounting Research, as well as contributing chapters to books. In 2002, Jane received the FMAC ArticlesRead MoreWhat Are the Difficulties of Translating Humour from English Into Spanish Using the Subtitled British Comedy Sketch Show Little Britain as a Case Study?12271 Words   |  50 Pagesslapstick humour with only two British Comedy programmes that made it on screen which were ‘The Benny Hill Show’ and also ‘George and Mildred’ (Spanish Magazine,n.d). Pe dalino (2006) also confirms the amount of slapstick humour shown on Spanish television stating â€Å" unconvincing transvestites with balloons for boobs are still very much in vogue as slapstick humour†. It can be said that the Spanish audience seek more visual humour than verbal humour; however there is a vast assortment of dubbedRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesIntra-Caribbean 1 Southern Cone 1 Other 2 Sources: Imre Ferenczi and Walter Willcox, eds., International Migrations, vol. 1, Statistics (New York: National Bureau of Economic Research, 1929); Adam McKeown, â€Å"Global Migration, 1846–1940,† Journal of World History 15 (2004): 155– 189; Jose C. Moya, â€Å"Immigration, Development, and Assimilation in the United States in a Global Perspective, 1850–1930,† Studia Migracyjne [Warsaw] 35, no. 3 (2009), 89–104. Vietnam, Java, and the Philippines

Pride and Prejudice Narrative Style Essay - 1285 Words

Jane Austen the author of Pride and Prejudice a novel where irony is considered the foundation for this novel. Irony, humour and the extensive use of dialogue complement each other to create an inviting novel for potential readers to lose themselves in. Irony is used to show the difference in truth and the way things may seem. Austen uses irony to create deeper emotions and laugh and characters perceptions in the novel. Humour is also used to show relationships but to guide the reader to understand social status and the interactions between status’ and how this can cause ineptness for many characters. Jane Austen introduced a novel to the nineteenth century that was produced to change the way society reacted towards novels. Pride and†¦show more content†¦From the first chapter the reader can understand how excited Mrs Bingley is that Mr Bingley, a wealthy man has come to Netherfield Park. â€Å"What is his name?† â€Å"Bingley† â€Å"Is he married or single?† â€Å"Oh! single, my dear, to be sure! A single man of large fortune; four or five thousand a year. What a fine thing for our girls!† (1.1.1) This passage shows the delight Mrs Bennet has for trying to marry off her five daughters. The overly enthusiastic response shows the humour Austen creates around characters to show their personality, but also mock them for thinking life revolves around money and marriage. Humour in this instance is used to show the shallowness of characters as well as expressing views for many citizens of the time. Humour is commonly used to keep the novel realistic and light-hearted as well as focusing on the serious themes of love marriage and family. In the early nineteenth century when the novel was published women were seen to be an object by the male species. In the eyes of the law, women did not exist as legal beings in their own right. â€Å"Their persons were ‘merged’ or under the direction of first their fathers, and on ma rriage, their husbands.† Women were seen as the weaker species and were ruled by the law as property of their owner. Austen also creates a playful element to her novel by using irony. Irony isShow MoreRelatedJane Austen s Pride And Prejudice1450 Words   |  6 PagesShaped by its light-humored wit as well as heartfelt cast of characters, Pride and Prejudice explores the classic yet distinctive narrative of the two divergent characters Elizabeth Bennet and Fitzwilliam Darcy. Set towards the end of the eighteenth century and early nineteenth century in England, Jane Austen offers a profound insight into the social manners and behaviors expected of individuals in this time. 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Other themes of the novel include pride, prejudice, conceit and vanity. Most people have these feelings or opinions without even realising it. Pride is a feeling of satisfaction that youRead MoreEmily Brontes Writing Technique in Wuthering Heights991 Words   |  4 Pageswriting technique is the narrative style she uses when alternating between the two characters of Nelly Dean and Lockwood. Wuthering Heights is a story told through eye witness accounts, first through Lockwood, followed by Nelly. Lockwood s responsibility is shaping the framework of the novel wheras Nelly provides the intricate recount of the personal lives of all the characters having been present first hand. Although, each character does have a different emotion and style. Having lived through

Ted Bundy was a brutal serial killer Essay Example For Students

Ted Bundy was a brutal serial killer Essay Works Cited A Condemned Mans Last Bequest. People 6 February, 1989 p. 44-51. Gerdes, Louise. Serial Killers. San Diego: Greenhaven Press Inc.2000. Knappaman, Edward W. Great American Trials. Detroit: New England Publishing, Associates, Inc. 1994. Ted Bundy was a brutal serial killer Essay. He was also very charming and handsome to the ladies, which made it easier to prey on them. He admitted to killing over twenty people just before his execution. Many families were relieved when he was finally executed. Ted Bundy thought of himself as very smart, because he was able to outsmart the authorities multiple times throughout the years of being a serial killer ( Gerdes 41). His victims of choice were young, college age, women ( Gerdes 128). He was in Colorado, on trial, for the brutal murder of a twenty-three year old woman. He used his intelligent mind to escape the prison. He went on and made his way to Florida for no apparent reason. He went to the Chi Omega House at Florida State University and unleashed his wrath on some of the students. He killed one student named Lisa Leavy. He also injured a couple other students severely. One and a half hours later, just after visiting the Chi Omega House, Ted killed another student just six blocks away. Later, the police were trying to pull him over for a minor traffic violation when he fled causing them to chase him. Shortly, they realized he was in a car stolen from near the Chi Omega House. Just days before he killed a twelve year old girl. They finally caught him and he was arrested. After the Chi Omega incident two students dropped out and one committed suicide Bundy acted as his own attorney, and was also very good at it (Gerdes 128). He made himself look innocent through just about anything the authorities threw at him. Bundy helped himself out by saying he had been badly represented by counsel (A Condemned 49). The authorities believed he had killed at least forty people, but it was very hard to prove it. Dentists analyzed bite marks on one of the Chi Omegas victims buttocks, and compared them to an oversized picture of Bundys teeth (Knappaman 655). It was determined that there was a considerable amount of similarities, and it was used against Ted as evidence. This was the first hard evidence the authorities had against him in the trial. He sensed danger of being convicted and tried his best to cover it up, but failed. The police also innocent found knotted panty hose like those used to strangle previous victims at the Chi Omega House. They had finally found an eyewitness who was named Nita Neary, which helped a great deal. They finally proved him guilty with this evidence. After his conviction Bundy admitted to killing about twenty people, which included Debi Kent on November 8, 1974, and Nancy Wilcox on October 7, 1974. On July 23, 1978, Ted was found guilty on multiple charges (Knappaman 655). Later on in 1979, he was sentenced to death. He received his third death sentence on February 12, 1980, following his conviction of killing Kimberly Leach. He was convicted of three separate murders and sentenced to death in Starke, Florida, so other states did not pursue any further charges. At age forty two on January 24, 1989, Ted Bundy was executed by electric chair in Starke, Florida. Bundy was a sick man. He had some sort of bad problem, and decided to take it out on innocent victims. Some students had their entire lives changed in ways they had never even thought of. When he was executed, it didnt make all the pain and suffering go away, but it helped out greatly. .

Yeoo free essay sample

Your research should be extensive, creative, | | |varied and drawn from a number of different perspectives. You must have at least 12 references to meet this | | |criterion. | |D3 |Innovation and creative thought have been applied. You will produce a creative, detailed and well designed booklet| | |to meet this criterion that captures the interest of the health and social care staff. It must be user friendly | | |and informative as part of their induction process. | Task 2 | |Power Point Presentation in pairs. | | | |Using your work placements and information gained from relevant case studies and guest speakers, you must produce a Power Point | |Presentation that will last approximately 15 minutes to the rest of your group exploring how legislation and policy safeguards | |vulnerable individuals. The strengths and weaknesses of the legislation and policies must be analysed clearly. | | |Within the presentation you must identify key professionals that help to safeguard vulnerable indi viduals and include at least four | |profiles, explaining their individual roles and responsibilities. We will write a custom essay sample on Yeoo or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page | | | |You are required to provide speakers notes and a bibliography. | | | | | | | To achieve a Pass grade learners must demonstrate the ability to: |LO2 |Assessment criteria | |2. 1 |analyse the strengths and weaknesses in current legislation and policy relating to those vulnerable to abuse | |2. 2 |explain how key professionals are involved in the protection of individuals and groups vulnerable to abuse | To achieve a Merit grade, learners must demonstrate the ability to: M1 |Show an effective approach to study by completing the Power Point on time in pairs. You must use Harvard | | |Referencing and a Bibliography must be included at the end of the Power Point Presentation. | | |Good grammar and spelling is required to meet this criterion. | |M3 |Present and communicate appropriate findings using a range of methods of presentation, including web links and | | |video clips to analyse the strengths and weaknesses of the legislation. Technical language should be used and the | | |Power Point Presentation should be presented using the proper format and style. | To achieve a Distinction grade, learners must demonstrate the ability to: |D3 |Innovation and creative thought have been applied throughout your presentation and you have shown a clear | | |understanding of legislation and the roles of the professionals using the information gained in an innovative | | |manner. |Task 3 | | | |2000 word Assignment. | | | |Within this assignment you must show an understanding of working practices and strategies that are used to minimise abuse within health | |and social care contexts. | | |Explain the strategies and practices that are in place for both children and vulnerable adults, making reference to work placements, | |case studies and information from guest speakers. Evaluate the effectiveness of the strategies and practices, discussing possible | |improvements to minimise abuse. | | | |Remember the importance of confide ntiality while completing this assignment and all settings must be kept anonymous. | | | LO3 |Assessment criteria | |3. 1 |explain existing working practices and strategies designed to minimise abuse in health and social care contexts | |3. 2 |evaluate the effectiveness of working practices and strategies used to minimise abuse in health and social care | | |contexts | |3. |discuss possible improvements to working practices and strategies to minimise abuse in health and social care | | |contexts | To achieve a Merit grade, learners must demonstrate the ability to: |M2 |Use a range of sources of information within your assignment. This could include statistics, relevant case studies | | |and information gained from guest speakers such as Women’s Aid, NSPCC and PIPS to explain working strategies and | | |practices to minimise abuse. | |You must include at least 8 references within your assignment to gain this criterion. | To achieve a Distinction grade, learners must demonstrat e the ability to: |D1 |Conclusions have been arrived at through synthesis of ideas and have been justified. You will have considered the | | |range of working strategies and practices that minimise abuse evaluating fully their effectivenesss. Strengths and| | |weaknesses of the strategies and practices must be explored and all improvements discussed showing a clear | | |understanding of research findings and evidence gained from work placement and practice. | |D2 |Autonomy and independence has been demonstrated within your assignment. Your research should be extensive, | | |creative, varied and drawn from a number of different perspectives. You must have at least 12 references to meet | | |this criterion. |