Cipd Employment Law Essay

Supporting Good Practice in Managing Employment Relations 3MER Introduction: The aim/objectives of this assignment are to explore employee relations in detail, including the internal and external factor impacting on employment relationship, psychological contract, and differences between fair and unfair dismissals, redundancy. 1. Understand the impact of employment law at the start of the employment relationship : 1.Internal and external factor that impact on the employment relationship: The absolute melodious bond between employers and employees is crucial for the smooth running of an organisation, where there is a give and take relationship and there are various factor affecting the relationship Internally and Externally i. e. Organisational culture , historical context, performance, pay and reward, economic factor, technology factor, unemployment etc. Internal Factor: Organisational culture is defined by many writers as being † the way we do things round here † It is m anifested in the rituals of an organisational, in its people, dress, habits, working times and style, attitudes , office layout , almost every intangible aspect of its being. It is also perpetuated by stories, office gossip, heroes and heroines, decor, social life and the language that various parts of the organisation regularly use at work. (CIPD 2011) * Psychological contract the term was first used in the early 1960s but became more popular following the economic downturn in the early 1990s.It has been defined as ‘the perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other'. (CIPD 2012). In which employers except commitment to goals and value, hard working, flexibility, honestly, be courteous to client and staff. In return employee except a pleasant and safe working environment, job security, pays commensurate with performance feedback, skill development aid to employability and fair treatment. External Factor: Technolo gical factor: Due to the ever growing demand of technology there are advantage and disadvantage. There are development in energy sources, mobile technology and medical discoveries etc. These help employees to develop the skills and training. And the same may also create a gap in the market or barrier for the entry in the given market, which may de-motive staff. Economical factor: Slow economic growth/ decline may result in employees just fortunate of having a job.Due to the euro crisis, lowest interest rate, exchange rates and inflation rate, wage rates and unemployment. 2. The different types of employment status: There are three main categories of employment status such as Employee: Has a contract of service, have set working hours, have options of paternal leave, have rights of unfair dismissal. Workers: Does the work personally, either may have set working hours; contract may be verbal or written, they usually work for fixed time, doesn’t have rights of unfair dismissal.B usiness/ Genuinely Self- Employed: They contract for service and employers are the customers, they have a set of working hours, is contracted for each model of work – either verbal or written, contracted by service not time and doesn’t hold any rights for unfair dismissal/ redundancy. 1. 3 Identify and analyse the reasons why it is important to determine an individual’s employment status: Below are the 3 major employment status and reasons for the importance of identifying them: Permanent: An employee has a permanent contract, has access to all the perks and benefits in the firm.Under the Employment Rights Act 1996 permanent employees are entitled to written terms and conditions after 8 weeks of employment and once they have acquired continuous employment for a certain period of time they acquire certain rights (e. g. 1 year for right to claim unfair dismissal; 2 years for redundancy payments). They also have the employment rights such as Statutory Sick Pay. An employee receives a wage/salary rather than seeking remuneration in the form of profits whether the wage is subject to deductions under the PAYE scheme whether an employee is obliged to perform the duties of his or her job.The Company provides the tools, equipment, premises or any other materials that are required to do the work. In economic down turn employers may reduce their or put in a cap into their employees bonus or pay rise. Contractors/ Self – Employed: Whereby a person will work for themselves rather than an employer. It is important to establish this type of worker as they will be entitled to the core legal rights, they will be entitled to receive the National Minimum Wage and be protected against unlawful deduction from wages.They don’t receive any holiday pay or sick pay when they are not available for work. Economic down turn may not affect to such an individual. Agency workers or ‘temps’: They have the opportunity to sign on several employme nt agencies and can work on a variety of assignments through out the year for different organisation. It is important to establish this type of worker as they will be entitled to the core legal rights. They are paid on invoice and may be VAT registered and be protected against unlawful deduction from wages. . Understand the main individual rights that the employee has during the employment relationship: 2. 1 Explain the importance of work life balance within the employment relationship and how it can be influenced by legislation: The Working Time Regulations (1998) implement the European Working Time Directive into GB law. The purpose of the legislation was to have adequate breaks. The importance of work life balance in an employment relationship is vital for two way relationship.To keep an individual motivated to avoid sluggish, to make them feel happier and valued. An individual is more refreshed after a regular break and can be more effective into this work and put in new ideas w hich leads to enhance the performance. A tired worker is more likely to make mistake- but due to WTR there may be reduction of mistakes. There is also a good employer branding around the globe encouraging more people to apply for jobs. A positive culture is build up with an individual willing to work and better productivity.According to the WTR Act an employee can work an average up to 48 hours a week (opt out), a right to have break for 20 minutes every 6 hours in work, a right to have a day off each week, Entitled for 28 days annual leave every year, an average of 8 hours of work in a night shift. 2. 2 Summarise the legal support that may be given to employees as a family member: In our present time and looking at the current situation there are both employee and employers are in need to maintain a good working life balance.Employers have to keep employee motivated, help them in case of emergency i. e. (allowing them to work flexible time) and help them understand maternity, pater nity, adoption pay. Maternity Leave and Pay: A employee who is a new mother of her biological child is entitled to have 39 weeks of SMP (Statutory Maternity Pay), the first 6 weeks is 90 percent of their average gross weekly earning with no upper limit and the next 33 weeks at lower of either the standard rate of ? 135. 45, or 90 percent of their average gross weekly earning.All pregnant employees are entitled for 52 weeks statutory maternity leave (26 weeks ordinary leave and 26 weeks additional leave). ‘Compulsory’ maternity leave is of two weeks immediately after giving birth during which the employee is not permitted to work. Paternity Leave: The Employment Act 2002 which includes Paternity Leave. An employee should qualify for such a leave and pay if they have been in the company for 26weeks or more. From 3 April 2011 additional entitlement to ordinary paternity leaves which is minimum of 2 weeks and additional of 26 weeks. 20 weeks after the child is born). Additi onal Paternity Leave is for a maximum of 26 weeks. If the employee’s partner has returned to work, the leave can be taken between 20 weeks and one year after your child is born. Adoption Leave and Pay: An employee who has worked continuously for the same employer for 26 weeks or more qualify for paid adoption leave. There are two types of adoption leave: 26 weeks ordinary adoption leave and 26 additional adoption leave, giving a total of 52 weeks. SAP (Statutory Adoption Leave) is payable for 39 weeks.The rate of SAP is same as the lower rate of SMP. Dependant Leave: An employee whose child is under 5 or who has a disable child age 18 or under they holds the right to take parental leave. An employee who has a continuous service least for a year qualifies for paternal leave. An employee have the right to have unpaid time off work to deal with emergencies involving a ‘dependant' – this could be employee’s husband, wife, partner, child, parent, or anyone livi ng in your household as a member of the family. 2. 3 Explain the reasons for treating employees fairly in relation to pay:The purpose of the Equal Pay Act 1970 is to eliminate discrimination between men and women in terms of pay. This law gives a woman the right to be paid the same as a man like work, work of equal value and work rated as equivalent by analytical job evaluation study. Enhancing Employer Brand: Giving them equal pay boosts employees confident, keep employees motivated and to keep them in the business longer then ever before. At Bloomberg these benefits are based on the annual salary, and salaries are benchmarked to job levels which are assigned to the role.This ensures salaries are fair for the job being performed, regardless of gender, race, or age, to ensure there is no discrimination among employees. Increased Productivity: Due to the Act there is an ever increasing productivity to be seen, At JIG a case occurred where employees knew there is equality in gender an d pay in place. Employees were treated fair, the morale increased, they are well known for their excellent customer/ client service and employees started to settle down within their jobs for long period of time. 2. 4 Summarise the main points of discrimination legislation:Anti – Discrimination legislation is now incorporated within the Equality Act 2010. The purpose of this legislation is to build up nine separate pieces of anti – discrimination legislation into a single Act, creates a new single equality duty on public bodies, and allows for wider equality objectives to be included in tenders for public sector contracts. The lists of 9 protected characteristics are: Age, Disability, Gender reassignment, marriage and civil partner, pregnancy and maternity, race, religion or belief, sex and sexual orientation.Direct discrimination: This occurs when someone is treated less favourably than another on account of having a disability, or on the grounds of age, sex, race, rel igion or sexual orientation. When deciding whether direct discrimination has taken place a comparator issued. At Bloomberg all employees are treated equally but not discriminating between an older and younger candidate going for the same job. Indirect discrimination: This is when a disability or sex is disadvantaged by a provision, criterion or practice which is broadly applied.These could be policies at work, college rules and qualifications. At JIG there were changes made on working shift patterns to dress and display the new lines in the company which were out of business hours. All employers were required to work till 10 twice a week. Women are going to be immoderately affected by this, as women are more likely than men to have caring responsibilities. One particular woman cannot work the shifts and she claims indirect discrimination, as the shift changes particularly disadvantage women who may wish to collect children from school and right out her normal duties.Victimisation: T his occurs when an employee is treated less favourably because they have made or supported a complaint related to the Act, or they are suspected of doing so. At Bloomberg security there was occasion where an employee has given evidence in connection to a discrimination claim, and 4 months later they felt that they have been victimised by their supervisor due to these event that had happened. Harassment: The Harassment Act was introduced in 1997 to protect individuals from harassment situations in and out of the workplace.Harassment is where an employer or an employee violates another person’s dignity or creates an uncomfortable or offensive environment for them. Such a situation has not yet arisen at Bloomberg. 2. 5 Explain the good practice that underpins organisational policies and can contribute to the psychological contract: Psychological contract has been defined as ‘the perceptions of the two parties’ employee and employer, of what their mutual obligations are towards each other’. (CIPD 2005) An individual’s expectation that some organised ystem will act with predictability or goodwill’ (Maguire and Phillips 2008). The psychological contract is more positive if there is evidence of the following: A high-quality workplace – this is made up of six factors linked to stress and well-being, namely: a manageable workload, some personal control over the job, support from supervisors and colleagues, positive relationships at work, a reasonably clear role, a sense of control or involvement in changes. At Bloomberg in our department every staff and line- manager at the start of every shift there is a briefing to be held every morning.There is a psychological contract between the staff and the line – manger in order to attend the briefing every staff member in the morning is excepted to come 15 minutes early prior to the starting time, and vice- verse there are allowed to leave 15 minutes earlier prior to their finish time. In that way trust is not affected, the psychological contract is maintained resulting in an increased loyalty, more efficiency and longer working period. 3. Understand the issues to address at the termination of the employment relationship 1. Explain the differences between fair and unfair dismissals:Dismissal is when employer ends the employment they don’t always have to give notice. If dismissed, the employer must show they’ve: a valid reason that they can justify and act reasonably in the circumstances. Fair Dismissal: Dismissal is normally fair if an employer can show that it is for one of the following reasons: A reason related to an employee's conduct A reason related to an employee's capability or qualifications for the job Because of a redundancy Because a statutory duty or restriction prohibited the employment being continued Some other substantial reason of a kind which justifies the dismissal.And that they acted reasonably in treating that reas on as sufficient for dismissal. Unfair Dismissal: Unfair dismissal is when employer does not have a fair reason or it’s not lawful for dismissing an employee. It is when the employer has not followed the correct and lawful company’s process when dismissing the employee. Summary dismissal: Employee can be dismissed for ‘gross misconduct’ without employer going through the normal disciplinary procedures. This can happen if, for example, violent towards a colleague, customer or property.Constructive dismissal: Is when an employee is forced to leave their job against their will because of their employer’s conduct. Example: let other employees harass or bullying. Automatically unfair reasons for dismissal (where one year or two years continuity of employment is not required) Dismissals will be automatically unfair if related to: A reason connected with pregnancy, taking maternity leave and pay, paternity leave and pay, additional paternity leave and pay (from April 2011) adoption leave and pay, childbirth and parental leave – Section 99 of the Employment Rights Act 1996 (ERA).Seeking to exercise the right to request flexible working. Taking leave for family emergencies or to care for dependants – Section 57A of the ERA. Taking time off for jury service. Potentially fair reasons for dismissal: To be fair, a dismissal must be for one of these reasons: Capability or qualifications Conduct Illegality or contravention of a statutory duty Some other substantial reason Redundancy The process to follow and reduce the likelihood of unfair dismissal: Understanding the purpose and scope of problem. , Principle: Action taken to nature of the problemThe Procedure: Oral, first, final written warning and dismissal Gross Misconduct and giving them a chance for Appeal. 2. Explain the importance of exit interviews: The exit interview at Bloomberg provides an opportunity to allow the employer and employee to express and acquiring their reasons for leaving. Exit interviews can sometimes prove difficult to collect information, as some employees prefer, or are not willing to disclose their reasons for leaving or any problems they have had occurred in during their employment.The importance of an exit interview to Employers is that, if conducted well it delivers an excellent opportunity for Bloomberg to gain insight into employees’ perceptions of the organisation overall, underlying workplace issues and managerial leadership. The importance of an exit interview for the Employee is to voice their views on their working experience during their time at Bloomberg. This also gives them a chance to suggest improvements to their role and to draw a line under their employment relationship. 3. Summarise the key stages to be followed when managing redundancies:Redundancy: A redundancy occurs where a dismissal is wholly or mainly because employees have ceased to carry the employers business or intend to cease to carry out the employers business. Either for the purpose for which the employers is employed or in the place where the employee was employed. (Kate Russell 2011) Key stages followed in managing redundancy: The first stage of redundancy involves planning from HR and line – manager arbitrates to discuss the organisation or department structure. The second stage is lawfully identifying the employees which are due to put into risk, by a fair, objective and non discriminatory selection criteria.The third stage involves the moment of truth, information the employees and consultation meetings. The final meeting with the employee will be formal and includes the right to be accompanied. There may be several meetings prior to the final meeting in reference with what help or alternatives could be provided. The fourth stage is if the redundancy occurs it will be in written and with full explanation of redundancy payments of what they are likely to receive. Redundancy pay depends on age, current pa y (or statutory limit) and length of service. Pay is calculated as follows: 0. week’s pay for each full year of service for those under 22 years of age 1 week’s pay for each full year of service for 22-41 year olds 1. 5 week’s pay for each full year of service for those over 41 The fifth stage is where Employee holds the right to appeal against the decision which has made by the employer. The final stage occurs when there aren’t any alternative jobs and appeal against the decision, the redundancy payment is realised. After the redundancy is communicated, Employees can often feels depressed. Trainings sessions and advice on seeking new employment are been given.

The Right Way to Manage an Intervention

For 42 years, Libyans had suffered from the tyrannical dictator Muammar Gaddafi who ruled them without any mercy and allocated Libya’s wealth to his family and himself. On Tuesday 15th of February 2011, Libyans started to demonstrate against the regime of Gaddafi. However, Gaddafi’s response to these demonstrations was horrible. He ordered his forces to open fire on the protestors. According to reporters from the BBC â€Å"500 to 700 people were killed† during February 2011 by Gaddafi’s security forces. Libyans did not give up, though. Instead, the number of demonstrators increased day by day, especially in the city of Benghazi where the demonstrators were armed. They forced the police and the army forces to withdraw from Benghazi. For a person like Gaddafi, who ruled Libya for more than 40 years, resignation was not an option. He was willing to eliminate the revolution against him no matter how. He gathered his army around the cities which the demonstrators controlled and was about to commit massacres against Libyans. The United Nations had to do something to prevent the massacres Gaddafi’s forces were about to commit. On March 2011, the UN started an intervention in Libya by imposing a no-fly zone over Libya to prevent Gaddafi’s air forces from killing civilians. This intervention -which was later led by NATO (North Atlantic Treaty Organization) – proved later that it was the best way to end the conflicts in Libya. The three main reasons behind this statement are firstly, to protect Libyans from the Gaddafi’s crime. Secondly, because the intervention was not a direct invasion. And finally, because the intervention was done after the UN approval. The most important reason why the NATO’s intervention was the best solution in the war in Libya is because Libyans needed urgent military help to stop Gaddafi’s forces from killing civilians. If NATO’s navy in the Mediterranean had not imposed a no-fly zone over Libya Gaddafi’s air forces were about to attack civilians in Benghazi and other cities. The Libyan Representative to the UN, Ambassador Ibrahim Dabbashi, said in a press conference on March 2011, â€Å"We are expecting a real genocide in Tripoli. The airplanes are still bringing mercenaries to the airports. We are calling on the UN to impose a no-fly zone on all Tripoli to cut off all supplies of arms and mercenaries to the regime†. In other words, NATO’s intervention saved thousands of lives by applying a no-fly zone over Libya. No peaceful solutions would do so, especially since Gaddafi seemed insistent on proceeding in his bloody actions against his oppositions. Another reason why NATO’s intervention in Libya was a model one is because it was not a direct invasion. The NATO’s operations in Libya were all by launching air and missile strikes against important targets on Gaddafi’s forces. Ivo H. Daalder, the U. S. Permanent Representative to NATO, indicated that the NATO’s operations in Libya were successful by any standard. The operations â€Å"saved† tens of thousands of lives from almost certain massacre. These operations greatly â€Å"minimized† direct damage. It helped the â€Å"Libyan opposition† to overthrow one of the world’s worst â€Å"dictators†. All these accomplishments were done without any wounded from the allies and with the cost of only several billions of dollars. That was a â€Å"fraction† of that spent in previous â€Å"interventions in Balkans, Afghanistan, and Iraq. In other words, NATO played a huge role in ending a civil war which could last for many years by the least damage possible. The proof of that statement is what happening in Syria today. As no military force intervened to end the bloody war in Syria, the conflicting parties have been killing tens of thousands of civilians for more than two years now. Political ways are not helpful in such situation. If NATO hadn’t intervened in Libya, the civil war could not be finish till today, or at least it could cause much more victims. The third reason to consider the NATO’s intervention a successful one is because it was applied after the UN approval. The military operations were led by a group of allies, and then these operations were led by NATO, which is still a group of allies. This gave legitimacy to the intervention and proved that the intervention was only to save the Libyan people and help them get their freedom, not for the interests of a specific country. Moreover, NATO ended their operations after the death of Gaddafi. Ending their mission is a clear proof that they were not planning to invade Libya. But they were applying the UN solution to save civilians. A report published on the United Nations official website on 17th of March 2011 clarified that the Security Council â€Å"authorized† the use of force in Libya to protect Civilians from Gaddafi’s forces, especially in the city of Benghazi, â€Å"Acting under Chapter VII of the UN Charter†, which allows to take military and nonmilitary actions to restore â€Å"international peace and security†. In other words, there is no proof that the NATO intervened in Libya for any kind of benefits. Even on the economical perspective, the cost of the military operations is a small fraction compared to the wealth of Libya which was stolen by Gaddafi and his family. Despite the obvious success of NATO’s interventions, there are critics who believe that NATO’s intervention was not helpful. The author of the essay â€Å"The Negative Influence of NATO Intervention in Libya† claimed that the NATO’s intervention that happened in Libya was not helpful. He based his thesis on three main reasons. The first one is because NATO neglected Libyan people. Secondly, because NATO killed innocent people through bombing. Finally, because NATO caused internal conflicts for Libyan people. The author mentioned some good examples to prove that the intervention was not helpful. However, His essay has three unconvincing arguments. The first one is that the author claimed that NATO neglected Libyans basing this claim on one example. That is considered as a hasty generalization. The second unconvincing argument is claiming that the main objective of the intervention was to conquer Libya without mentioning logical evidence. The last weakness in the essay is the last paragraph; the author claimed that NATO motivated Libyans to fight against each other. In the first paragraph, the author of â€Å"The Negative Influence of NATO Intervention in Libya† concluded that NATO neglected Libyans. He based this point on the fact that a boat carrying refugees sank in the Mediterranean Sea and NATO didn’t rescue the refugees. However, this example is not convincing to claim that NATO neglected Libyans because it’s a hasty generalization. Moreover, the author based this example on a person called JOHN-MARK IYI without mentioning his position or how he is related to the topic. On the other hand, there are a lot of proofs that NATO saved Libyans. According to the BBC NATO Secretary General Anders Fogh Rasmussen said after announcing the end of their mission in Libya, â€Å"NATO's military forces had prevented a massacre and saved countless lives. † He also said,† We created the conditions for the people of Libya to determine their own future. † There is no doubt that NATO has hurt Libyans to some extent, but this damage was a fraction to the one caused by Gaddafi’s forces. Claiming that NATO’s objective was to conquer Libya is the second unconvincing point in Hijazi’s essay. A clear proof that NATO’s operation was not to conquer Libya is that they announced the end of the mission on the 31st of October 2011 after the end of Gaddafi’s regime. If NATO had any interests in conquering Libya they would not end the military operations in Libya. Moreover, Hijazi mentioned that NATO’s airstrikes killed a lot of civilians and destroyed a lot of houses without supporting his claim with clear evidence that the people killed were civilians. Especially that Gaddafi’s army used to hide inside civilians houses, which makes it hard to specify whether the killed people were civilians or soldiers from Gaddafi’s army. In other words, the points mentioned by the author don’t prove that NATO intended to conquer Libya. The last unconvincing point in Hijazi’s essay is claiming that NATO motivated Libyans to start a civil war. That claim is not logical for several reasons. Firstly, the war started before any foreign intervention in Libya and the main cause of this war is to overthrow the Gaddafi’s regime. Secondly, Hijazi didn’t mention how NATO could get any benefits if a civil war started in Libya. And most importantly, Gaddafi’s soldiers were not Libyan which means it was not a civil war. Martin Chulov and David Smith published an article in The Guardian website, they say,† Many black Africans have been arrested and accused of fighting for dictator, but claim they were press-ganged. † In other words, it’s true that NATO participated in the war in Libya, but claiming that they started the war there is not convincing. To sum it all up, the war in Libya caused the death for a lot of Innocent civilians. Without the involvement of NATO, the war would be running until today, causing the death of innocents every single day. Because simply, there was no other clear, political solution would work with the insanity of Gaddafi. For sure, the intervention of NATO was not a perfect choice. However, it was the one with least damage. Moreover, today Libya seems to heel slowly form the war it had, and fortunately it seems that the NATO intervention had no dangerous impacts on Libya. In general, it’s possible to say that sometimes the only way to end violence is to use violence.

A Level Psychology Essay Example

A Level Psychology Essay Example A Level Psychology Essay A Level Psychology Essay One reason that studying memory and organisation may be interesting is because the area was neglected, up until the 1990s, when psychologists became interested in how an enormously important but complex facility operates in people after being stimulated by the attempts to provide information about computer systems and how information is organised.( R.Gross, Hodder and Sloughton) One theory in relation to memory suggests that organisation may occur at two separate stages of memory. Meyer said to remember is to have organised and suggested that organisation either occurs at storage or at retrieval. Meyer suggested that at storage organisation serves to reduce the amount of material to be remembered and does this by grouping it hierarchically or by chunking it (putting it into chunks to remember).At retrieval he argued that organised items have greater uniqueness and therefore more retrieval routes assocciated with them.This suggests that organisation aids memory either by reducing the amount of information or by providing items with more reason to be remembered.( Broadbent, D.E., Cooper, P.J. Broadbent) A key study into hierarchy and memory was conducted by Collins and Quillian 1969 which proposed the hierarchical network model. This model was concerned with how words are organised in relation to their semantic meanings.Semantic memory was portrayed as a network of words which are connected to other when there is a semantic similarity. The meaning of a word is said to be given by pointers which basically point from the word out to the meaning. For example, Collins and Quillian suggested that pointers could indicate properties. For example a canary would have pointers to can sing. Other pointers may point to categories that a certain word belongs to. So a canary would have pointers to bird (on a lower level) and to animal (on a higher level). The model said that if a person was given the sentence A canary can sing and was asked to decide whether it is true or not they would only need to find the word canary and retrieve properties stored with that word. To test this model Collins and Quillian did an experiment where subjects were presented with sentences and were told to judge whether true or false by pressing the correct button as quick as possible.The length of reaction time indicated the difficulty.They found that the time taken to decide that a statement was true or not increased as the number of levels the subject had to go through to verify it increased. Therefore it implies that semantic meaning is stored in a hierarchy to aid memory in terms of its organisation.(R.Gross, Hodder and Sloughton) In 1953 Bousfield conducted a study where he asked subjects to learn 60 words that derived from 4 categories (animals, names, professions and vegetables), which the participants were not aware of. The categories had 15 examples which were all mixed up so did not appear to already be in a category. Bousfield found that when participants free recalled they tended to naturally cluster similar items, for example, if someone recalled potato it was likely that other vegetables followed. This concludes that although participants had not been told of the categories, they recalled in clusters and so therefore suggested that they tried to organise the data themselves and so proves in order to remember better the participants organised the data.(R.Gross, Hodder and Sloughton)  Bower,(1969) investigated the effects of hierarchy in recall memory, and compared  the results of these with those using word lists in a random order.The hierarchy provided a context for the words to be remembered by and recall was found to be up to three times better when word lists were organised . The study used an independent groups design, with two groups of participants: a control group and an experimental group . The independent variable was a list of 112words: The control group was given an unstructured, randomised list, while the experimental group was given the same words organised into a hierarchicy. The recall performance (DV) was measured using this scale (correctly recalled word = 1, incorrect or no-recalled word = 0). Bower found that the unorganised list gave a recall rate of 18% and particpants who used the organised list had a recall rate of 65%. Suggesting that organisation does aid memory recall.(Bower, G.H., Clark, M.C., Lesgold, A.M. Winzenz, D)  Aim: the aim of this replication of Bowers (1969) study is to test his findings (65% recall rate when given an organised list and 18% with and unorganised list) which will be conducted as a small scale version of the original experiment. The experiment will be considered small scale as the number of words will be reduced to 40 compared to Bowers 112. The number of participants will only be around 30 in this replication. The reason that a small scale experiment is to be done is because it is an opportunity sample and is estimated that only around 30 students will be available within a class. The experiment aims to test the experiment using different words, countries, which are categorised into continents further catagorised into eastern and western parts of the world whereas Bower used minerals, a harder topic. Directional Hypothesis: The directional hypothesis which was chosen was that partcipants will remember a greater number of words if they are presented in an organised way rather than if they are presented in a random list (an organised list will be made up of a heirarchy of words into sub categories and a random list will consist of all the words mixed up in list format) . The lists will be divided into 4 categories: Asia, Europe, South America and Africa. There will be 10 words in each category and will be randomly mixed up by picking them out of a hat.  The null hypothesis is whether the list is organised or not will not affect the number of words that the participant remembers and any difference is due to chance.  The chosen hypothesis is one tailed and is used because Bowers findings concluded it to be true as there was a 65% recall rate for organised lists in comparison to just 18% recall rate for an unorganised list..

Fallacy Summary

Fallacy Summary Free Online Research Papers People do many things to try to win an argument or make you see their point of view. Their argument may seem sound and convincing but on close examination it may contain one or more logical fallacies. Our textbook defines a fallacy as â€Å"an argument that contains a mistake in reasoning† (Bassham, Irwin, Nardone Wallace, 2000, Ch 5, p 1). There are many fallacies, our textbook divides them into two basic groups: Fallacies of Relevance and fallacies of insufficient evidence. â€Å"Fallacies of relevance are fallacies that occur because the premises are logically irrelevant to the conclusion. Fallacies of insufficient evidence are fallacies that occur because the premises, though logically relevant to the conclusion, fail to provide sufficient evidence to support the conclusion† (Bassham, Irwin, Nardone Wallace, 2000, Ch 5, p 1). I will discuss in detail three fallacies: Bandwagon Argument, Begging the Question and Slippery Slope. The first two Bandwagon Argument and Begging the Question are fallacies of relevance. The third fallacy, Slippery Slope is a fallacy of insufficient evidence. Bandwagon Argument A bandwagon argument is an argument that plays on the idea that everybody is doing it, so you should be doing it too. Rather than looking at a logical relevant reason or evidence for doing something, you are expected to do it because everybody is doing it so why not follow the crowd. An examples of a bandwagon argument is: â€Å"Everybody’s doing yoga. Therefore, you should too.† This plays on your desire to be in the popular crowd. It is fallacious because it assumes that because something is popular it is right for you too when in fact you need to logically assess if it is right for you. Bandwagon argument’s significance to critical thinking is that just because it is popular doesn’t mean it is the right decision for you. You still need to exercise skilled judgment it making decisions and not just go with what is popular. An example of a bandwagon argument in an organizational setting is with the hotel industry. Few hotels were questioning whether to support a web site, but were doing so because they seem to be struggling on how best to use the World Wide Web. In a study of hotel websites they found that using animated pictures and the overuse of images can have a negative effect on site success, but many hotels were using it because they felt that animation merely makes the hotel site â€Å"cool† or somehow competitive with other sites, one can recognize this as a bandwagon argument (Murphy, Olaru, Schegg Frey, 2003). Begging the Question Begging the question is a fallacy in which the arguer states or assumes as a premise the very thing he or she is trying to prove as a conclusion (Bassham, Irwin, Nardone Wallace, 2000, Ch 5, p 15). This sort of reasoning is also known as circular reasoning because simply assuming a claim is true does not serve as evidence for that claim. An example of begging the question fallacy is: â€Å"If such actions were not illegal, then they would not be prohibited by the law.† In this example the premise just repeats the conclusion premise including the claim that the conclusion is true. An example of begging the question fallacy in an organizational setting is in the publishing business, a statement about newspaper columnist Safire that was in the â€Å"On Language† section (2001), Pittsburgh Post – Gazette reads, â€Å"Anything Safire says about anything is suspect because you can’t believe what you read in the newspapers.† This is an example of linear question-begging. People who agree that this is true would not make an argument because they take for granted a premise that is unproven. Slippery Slope Slippery Slope fallacy is committed when we claim, without sufficient evidence that seemingly harmless action, if taken, will lead to a disastrous outcome (Bassham, Irwin, Nardone Wallace, 2000, Ch 6, p 13). This is fallacious because there is no reason to believe that one event must follow another event without an argument for such a claim. This is especially noticeable when extreme steps are taken between one event and another. An example of a slippery Slope argument is: â€Å"You can never give anyone a break, if you do they will walk all over you.† This example is a black and white fallacy, there is no room for the gray area. â€Å"It should be noted that many slippery-slope arguments leave out some of or all of the intermediate steps that an arguer believes will occur† (Bassham, Irwin, Nardone Wallace, 2000, Ch 6, p 13). An example of a slippery slope fallacy in an organizational setting is the argument on embryo cell-stem research. When Advanced Cell Technology, Inc. announced it had cloned human embryos in a process that could lead to cures for a host of debilitating diseases, there was a large outcry from critics who claimed that their research will lead society down that ubiquitous â€Å"slippery slope†(Williamson, 2001). Conclusion Care should be taken when one comes across fallacies such as these. It can confuse any good critical thinker who is not wary of the logical fallacies that abound. An argument may seem sound on first approach but with discernment and good decision making skills, one should be able to identify a logical fallacy. References Bassham, G., Irwin, W., Nardone, H Wallace, J. (2000). Critical Thinking: A Students Introduction. New York: McGraw-Hill. Murphy, J., Olaru, D., Schegg, R., Frey, S. (2003, February). The bandwagon effect: Swiss hotels’ web-sit and e-mail management. Cornell Hotel and Restaurant Administration Quarterly, Vol 44, Iss 1; pg 71. Retrieved September 18, 2005, from ProQuest database. On Language. (2001, May 13). Pittsburgh Post – Gazette, p. E.8. Retrieved September 18, 2005, from ProQuest database. Williamson, D. (2001, November 27). Ironies clone themselves; Scientists’ work spurs familiar hue, cry. Telegram Gazette, p B.1. Retrieved September 19, 2005, from ProQuest database. Research Papers on Fallacy SummaryComparison: Letter from Birmingham and CritoUnreasonable Searches and SeizuresCapital PunishmentEffects of Television Violence on ChildrenArguments for Physician-Assisted Suicide (PAS)Bringing Democracy to AfricaIncorporating Risk and Uncertainty Factor in CapitalAnalysis of Ebay Expanding into AsiaResearch Process Part OneWhere Wild and West Meet

How to Measure Volume and Density

How to Measure Volume and Density Archimedes needed to determine if a goldsmith had embezzled gold during the manufacture of the royal crown for King Hiero I of Syracuse. How would you find out if a crown was made of gold or a cheaper alloy? How would you know if the crown was a base metal with a golden exterior? Gold is a very heavy metal (even heavier than lead, though lead has a higher atomic weight), so one way to test the crown would be to determine its density (mass per unit volume). Archimedes could use scales to find the mass of the crown, but how would he find the volume? Melting the crown down to cast it into a cube or sphere would make for an easy calculation and an angry king. After pondering the problem, it occurred to Archimedes that he could calculate volume based on how much water the crown displaced. Technically, he didnt even need to weigh the crown, if he had access to the royal treasury since he could just compare the displacement of water by the crown with the displacement of water by an equal volume of the gold the smith was given to use. According to the story, once Archimedes hit upon the solution to his problem, he burst outside, naked, and ran through the streets yelling, Eureka! Eureka! Some of this might be fiction, but Archimedes idea to calculate the volume of an object and its density  if you know the objects weight was fact. For a small object, in the lab, the easiest way to do this is to partly fill a graduated cylinder large enough to contain the object with water (or some liquid in which the object wont dissolve). Record the volume of water. Add the object, being careful to eliminate air bubbles. Record the new volume. The volume of the object is the initial volume in the cylinder subtracted from the final volume. If you have the objects mass, its density is the mass divided by its volume. How to Do It at Home Most people dont keep graduated cylinders in their homes. The closest thing to it would be a liquid measuring cup, which will accomplish the same task, but with a lot less accuracy. There is another way to calculate volume using Archimedes displacement method. Partially fill a box or cylindrical container with liquid.Mark the initial liquid level on the outside of the container with a marker.Add the object.Mark the new liquid level.Measure the distance between the original and final liquid levels. If the container was rectangular or square, the volume of the object is the inside width of the container multiplied by the inside length of the container (both numbers are the same in a cube), multiplied by the distance the liquid was displaced (length x width x height volume). For a cylinder, measure the diameter of the circle inside the container. The radius of the cylinder is 1/2 the diameter. The volume of your object is pi (Ï€, ~3.14) multiplied by the square of the radius multiplied by the difference in liquid levels (Ï€r2h).

Analyse the compromises made in the Vienna Convention between common Essay

Analyse the compromises made in the Vienna Convention between common law and civil law approaches to contract formation - Essay Example Many of the principles of international mercantile law were derived from the early rules and traditions formulated in the Middle Ages.2 However, with regard to the unification of laws and the harmonization of principles that govern transnational commerce and in particular, the international sale of goods, serious efforts were undertaken only in the 1930s. The first draft of a uniform law on international sale of goods was developed in 1935, World political events intervened - in particular, the Second World War - and it was only in 1964 when two conventions were approved in a conference at The Hague. These conventions were the Uniform Law on the International Sale of Goods ("ULIS") and the Uniform Law on the Formation of Contracts for the International Sale of Goods ("ULF"). Unfortuna... Many states were not comfortable with the influence of the civil law traditions of Western Europe3 . The failure of these two conventions made one conclusion inescapable: to achieve uniformity and harmonization of the principles governing the international sale of goods, there must be widespread concurrence from a vast majority of state-actors.4 The road towards a unified law was long and arduous. Two years after the conferences at the Hague, the United Nations established the United Nations Commission on International Trade Law (UNCITRAL). However, it took ten years before the UNCITRAL released the 1978 Draft Convention. Perhaps the circumstances were a little different than they were in 1968, and there was a growing realization of the imperative to come up with rules that harmonize international trade law. In 1980, 62 countries came together in a conference in Vienna and, after some debate, approved unanimously the Convention on the International Sale of Goods (CISG). In 1988, the CISG finally came into force. The prefatory statement of the CISG illuminates us as to the overarching goals of the Convention: ''THE STATES PARTIES TO THIS CONVENTION, BEARING IN MIND the broad objectives in the resolution adopted by the sixth special session of the General Assembly of the United Nations on the establishment of a New International Economic Order, CONSIDERING that the development of international trade on the basis of equality and mutual benefit is an important element in promoting friendly relations among States, BEING OF THE OPINION that the adoption of uniform rules which govern contracts for the international sale of goods and take

How Seattle Transform Itself by Edward Glaesor Essay

How Seattle Transform Itself by Edward Glaesor - Essay Example The Seattle region is growing faster than other metropolitan areas in the United States of America. During the early part of the 20th century Seattle’s economy was mostly based on the transportation industry. One of biggest companies in the air transportation industry, Boeing, has its corporate headquarters located in Seattle. In the 1950’s more than half of all jobs in Seattle were provided by Boeing.   Another industry that provided many jobs for the people of Seattle was the lumber industry.The author states that the economic model used by Seattle in the 21st century changed a lot since the early part of the 20th century. The key element that differentiates Seattle from other cities in the United States is that Seattle concentrated its efforts in creating an economy based on knowledge. The focus on education helped Seattle because it led to a flurry of innovations that led to the founding of some of the most innovative and successful companies in America. Companies such as Amazon, Starbucks, and Microsoft were founded in Seattle. The author is correct in his assertion that smart people look for each other and they learn from their interaction. Seattle is also home to one of most prestigious universities in America, University of Washington. The percentage of people with college degrees in Seattle is 56%. This figure is very large considering that only about 33% of the US population has a college degree. Seattle is a very attractive region for investors because it has a high population of educated workers.