Poetry appreciation of Death of a naturalist Essay

Poetry appreciation of Death of a naturalist This poem ‘Death of a Naturalist’ by Seamus Heaney is about the lifecycle of frogs and a child’s interest in nature. As the child grows up he looses interest in all aspects of nature. It is as if ‘Death of a Naturalist’ was referring to the loss of innocence of the child and the love of nature he once had died inside him. Not only that, he now has respect for nature but not necessarily disliking it; nor loving it either. The atmosphere of the first stanza is quite positive. A phrase such as ‘There were dragon-flies, spotted butterflies,’ suggests a happy mood and refers to pleasant memories to Heaney as a child. Diction such as the ‘warm thick slobber’ indicates to me the†¦show more content†¦This is because they are no longer ‘jellied/specks’ but ‘angry frogs’ seeking ‘vengeance’. Perhaps he is portraying them to be evil and gruesome creatures because he has a guilty conscious; and has developed slight paranoia in thinking this. It is the guilt that attacks him after taking the frogspawn not the frogs. This is the reason he describes the frogs to be ugly and threatening. We know that this experience has caused the ‘death’ of a naturalist when he says ‘I sickened, turned, and ran.’ Throughout the poem Heaney makes excellent use of various imagery techniques such as metaphors and similes. An example of a powerful metaphor is ‘Wove a strong gauze of sound’. This is effective because ‘gauze’ is something we consider as being solid and in this case hits you hard. By referring to the sound to a ‘gauze’ it is as if we can’t get away from the sound, it surrounds you. Which I think is quite fitting for a bluebottle. Another thing is that Heaney makes use of many onomatopoeic words, which makes his style so unique. I think this poem concentrates on the sounds more than any other of the senses. For example thick ‘slobber’ and ‘ coarse croaking’ which is also an example of alliteration. Also I would like to comment on the use of oxymoron. The title ‘Death of a Naturalist’ is one example and ‘gargled delicately’ another. ‘gargled delicately’ being my favouriteShow MoreRelatedIntroduction to Rizal Course11998 Words   |  48 PagesBracken, he had a son by her but this baby boy died a few hours after birth. Rizal named hi â€Å"Franciscoâ€Å"after his father and buried him in Dapitan. 8. Concepcion Mercado Y Alonzo (Concha) born in 1862; she died of sickness at the age of 3 ; her death was Rizal’s first sorrow in life. 9. Josefa Mercado Y Alonzo (Panggoy) was an epileptic born in 1865 but with a strong personality who died as a spinster at the age of 80. 10. Trinidad Mercado Y Alonzo (Trining) was the one who inheritedRead MoreRhetorical Analysis Of Harold Pinter s The Room 9709 Words   |  39 Pagesgoing to subscribe to keeping it going. I said no†1(quoted in Esslin, Pinter The Playwright 3). In 1948 he was accepted at the Royal Academy of Dramatic Art and he received an LCC grant. Two years later, in August 1950, he published his first poems in Poetry London, No. 19. The following year, Pinter recommenced his training as an actor at the Central School of Speech and Drama. That very year, he joined the Anew McMaster s famous Irish staging company, well-known for its performances of Shakespeare

Essay on The Vietnam War - 1680 Words

The Vietnam War From the outset, the Vietnam War manifested itself as a conflict that could only be settled by prolonged engagement. Because the war was fundamentally an ideological struggle between the democratic, capitalist United States and the Communist bloc of the U.S.S.R. and China, the strategy formulated by both democratic and communist advisory forces in North and South Vietnam conformed to accepted Cold War military practices. However, while initially similar to the war in Korea, the war in Vietnam soon outgrew and exceeded the expectations of U.S. strategists, evolving into one the longest and most bitterly contested campaigns in U.S. history. The reasons for this relative loss of control on the part of the American†¦show more content†¦Despite the praise given the United States, however (perhaps most evident in the inclusion of certain passages of the U.S. Declaration of Independence in the Vietnamese document of the same name), the reversal of President Franklin Delano Roose velt’s policy calling for the liberalization of colonial rule during the administration of Harry S. Truman and the subsequent U.S. support of French colonialists after World War II succeeded in alienating Vietnamese nationalists, specifically the Vietminh and those in the largely communistic North . Thus, the roots of the Vietnamese resistance to American power were already taking shape, and it was a movement fervently dedicated to subverting what was perceived – most especially after the final defeat of the French at Dien Bien Phu – as a new form imperialistic aggression on the part of Ho Chi Minh’s former friend and ally, the United States. Ho Chi Minh and the Vietminh resolutely resisted the French; the U.S., upon supplanting their European ally, became the new enemy, one not greatly distinguishable in the eyes of freedom fighters from earlier French oppressors. This resolute commitment to resistance was duplicated inShow MoreRelatedThe War Of Vietnam And The Vietnam War1525 Words   |  7 PagesThe war in Vietnam is The United States and other capitalist bloc countries supported South Vietnam (Republic of Vietnam) against the support by the Soviet Union and other socialist bloc countries of North Vietnam (Democratic Republic of Vietnam) and the Vietcong of war. Which occurred during the Cold War of Vietnam (main battlefield), Laos, and Cambodia. This is the biggest and longtime war in American history during the 1960s (Best 2008). 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Although the United States did not necessarily have to get involved in the war, they believed that they had too soRead MoreVietnam And The Vietnam War1987 Words   |  8 PagesIn 1945, at the end of WWII, Vietnam started their war for ind ependence against their colonial rulers, France. Nine years after the start of the First Indochina War, the French were defeated at Dien Bien Phu which led to a peace conference in Geneva. At the conference, Laos, Cambodia, and Vietnam received their independence from France. However, Vietnam was divided between a Communist North and a Democratic South. In 1958, Communist- supported guerrillas in South Vietnam, known as the Viet Cong, began

Emotions In The Workplace And Its Effects †MyAssignmenthelp.com

Question: Discuss about the Emotions In The Workplace And Its Effects. Answer: Introduction Personal emotions and feelings can have significant and long-lasting impacts upon the performance of an employee in the organization. Emotions can be defined as a strong feeling that a person feels in certain specific situations, circumstances or from the relationship with another person. Emotions are heavily influenced by the mood of a person and can vary significantly within a very short span of time. Emotions are among the defining traits of a human being and are made up of the feelings of a person rather than her or his thoughts (Ashkanasy Daus, 2002). An employees overall emotions and temperament have significant effects upon the persons decision making skills, leadership and performance in general. Interpersonal relationships among the employees also gets affected by the emotions that a person is feeling (Demerouti, Bakker Halbesleben 2015). However important are the emotions of the employee, they are almost always overlooked by the senior management or seldom discussed about the negative impacts of emotions on the productivity of the employees. This situation must be changed immediately and more emphasis must be put on the psychological wellbeing of an employee. There are several ways and strategies that can be adopted to make sure that the employees are giving their best and no emotional externalities are creating any problems for their work (Ashkanasy Daus, 2002). Employees are often required to provide for mental and physical services that are not part of their regular duties. In such cases, employees have to put in extra efforts. The following paper looks into the various aspects of emotion of a person and how may that be related to the workplace. Every person is faced with different conditions and situations in the workplace and this can severely affect the mood of the person, leading her or him to feel in many different ways. These moods and emotions, in turn, can affect the productivity levels of the employees at the workplace in either positiv e or negative manner, which is going to be discussed in the current paper along with the concepts of emotional labour. Employees are often burdened with the extra duties by the organisation itself or due to certain situations that may arise suddenly at the workplace, which may require them to feel strong emotions and this may also have effects on their behaviour. Such emotional labour can have seriously harmful effects on employees (Ashkanasy Daus, On Hochschild 2002). The following discussion looks into the emotional aspects of the employees and tries to establish a connection between the workplace productivity of an employee. Furthermore, the discussion also delves deeper into the aspect of how emotion affects the workplace productivity of the employees. The discussion uses the concepts of affective events theory (AET), that tries to explain the connections between emotions that an employee feels in the workplace and the level of job performances. It is a cause-effect relationship that is designed to portray the effects of job environment, the nature of the job and its demands and the required nat ure of emotional labour on the employee performance. Moreover, daily issues related to work and the current mood of the employee may also have positive or negative effects on the employees. Motivations of a person often decide how will the person behave and how effective will the results of the employees actions be for the benefit of the organization. It has been observed that an organization which has relaxed and mentally stable employees, who experience positive emotions, generate better profit results (Barsade Gibson, 2007). Most organizations rely on a strict work culture and norm, which is always making its decisions based on the market condition and not being more customer-oriented. A growing quantity of psychological researches has shown that this market condition focused decision making may actually be harmful to the organizations and it may have negative impacts on the productivity of the employees as opposed to helping them to work better. On the other hand, positivity an d positive emotions are sure to bring better results for the organizations which look after the mental wellbeing of their employees as well as ensuring their physical safety (Diefendorff, Croyle Gosserand, 2005). What most companies fail to understand is that, even though pressure and stress can indeed help employees to perform well, for some time, the harms of it are immense and the long-term effects of these can prove to be negatively effective. Every employee of an organization has the ability to contribute to the organizational operations in either a positive or a negative way. It is essential for organizations to ensure that their employees can work in a stress-free, relaxed environment. It is a fact that the organization cannot possibly control or contain the personal problems that an employee faces or any issues that are related to the employees family (Gibson Callister, 2010). Feeling different emotions at work is inevitable and is a common thing for every employee. For this matter, it is normal that they would also be experiencing a surge of emotions every once in a while as well (H?lsheger Schewe, 2011). These emotions need to be channelized and made sure that only the productive parts of these emotions are put to use by the employees so that they can the most beneficial for the organisation from which both the parties can gain something. With negative emotions, there may be some serious problems that are faced by the stakeholders of any company. It is not only the employees themselves who are affected by the negative aspects of emotional labor, but entire teams and even the whole organisation may be adversely affected (Judge, Woolf Hurst, 2009). Positive and negative emotions must be kept at a balance, so that none of these have overwhelming effect on the employee. It must be remembered that no emotion in abundance can be good for anyone. With this in mind, both the aspects of emotions have to be maintained properly. Even too much positive emotions can cause harm to the employees by making more chances for employee exploitation. Every human being experiences different emotions. In most cases, these emotions are not revealed fully to others, some parts of those are always kept secrets as they are extremely personal. Deep acting is often described to explain these situations, where a person is thinking specifically and is focused upon a single emotion particularly. Deep acting can be disastrous when the basic emotions that are being felt by the employee are negative (Ashkanasy, Ayoko Jehn 2014). This would even effect how the employee behaves with, or treats, the customers as well as interactions with the people in the workplace. However, still, most of the time, people do not project these inner emotions or feelings to everyone around them. Most people try to hide their own emotions to meet some benchmarks and conform to a few social and work rules, which would cause hindrance in their lives if are not met with. Surface acting can mean that an individual is suppressing his or her true emotions and how the pe rson feels only because the societal norms dictate so (Humphrey Ashforth Diefendorff 2015). These repressed feelings can lead to a gradual worsening mental condition for people and may cause something that may not at all be anticipated either by the individual her/himself or the employer. Gender stereotyping the employees by having established notions within the organization that portray only the women as the emotionally vulnerable ones can lead to being blind to the obvious factors which are present in front of the eyes. It even makes the organizational management boards to overlook serious issues simply because it does not fit their own perception about emotions and feelings (Ashkanasy, Ayoko Jehn 2014). If these problems are not addressed properly, the organization can never hope to achieve the desired milestones that are set by the ideologies of the company. With positive emotions being the dominant attribute of the feelings of a person, the employee can witness better creativity and managerial skills at work and even enhance their regular productivity. with better and positive emotions, the employees can also garnet positive social support from the other colleagues and the senior management of the organization, which is a significant driver for the motivation of the employee (Seo Barrett, 2007). If the organization give recognition to the efforts of an employee and also rewards the same person for the work, there is a fair chance that that employee will be willing to work even harder in the future because of the rewards. Broaden-and-build theory of positive emotions can be used in this case to further establish the better results that can be derived from positive emotions at the workplace over the negative ones. This theory suggests that positive emotions help a person to become a better employee by enhanced actions that are aimed towa rds the betterment of the self and the organisation (Gibson Callister, 2010). Employees have often been recorded to complain about how customers treat them. On busy days, when the pressure is immense on every employee, a witty customer who tries to be over-smart with humour may actually be taking up a lot of time, making it difficult for the employee to serve the other customers properly and meeting their needs. This may result in a lot of frustration for the employees and their productivity may be adversely affected by this. The airline industry has to face employee dissatisfaction on a regular basis. The airhosts and hostesses have to deal with various customers and some their behaviours often make it difficult for the employees to remain calm and work as they are required to (Williams, 2003). It is vital that they keep their emotions under control and continue with their job roles so that the company reputation is not hampered. There are some mechanisms that the organizations choose to make sure that emotions and negative feelings do not cause any disruptions at work. Organizations have to have a system and a work culture that helps the employees to feel relaxed and work without much pressure. Organizations must take steps and create certain corrective measures that would help to reduce the stress and emotion related problems in the workplace as much as possible (Williams, 2003). Some of these mechanisms are: Neutralising, Buffering, Prescribing, Normalising Through these steps and measures, the organizations try to understand the nature of the emotion of the employees after successfully understanding which of the employees are suffering from problems, which are emotional. They try to prevent the magnitudes and impacts of the emotions that cannot be avoided by any means. They help effectively separate emotions from work, successfully help the employees to express their emotions by taking some organization prescribed methods as well as be able to alter the negative feelings that the employee feels which are triggered by adverse emotions (Shockley et al. 2012). It is not enough for the organization itself to try to prevent the problems that are caused by negative emotions of the employees. Organisations must be able to make sure that the employees are not being buried with extra burden at the workplace and can still work efficiently for the company despite having personal problems (Sy, Ct Saavedra, 2005). The employees have to understand the fact that a contractual labour is a binding norm and the employee is sort of obligated to execute the tasks that are given by the organization. Whatever may be the personal problems an individual is facing, it has to be kept aside and the person has to adhere to the organizational norms and conform to the rules and regulations (Ashkanasy, Ayoko Jehn 2014). The employees can themselves identify the potential triggers for the emotional instability and try to keep those under control so that they do not become a serious problem with their work productivity and bring down the entire operations output of t he organization itself. It is not enough for the organisation itself to try to prevent the problems that are caused by negative emotions of the employees, rather coping with the sudden stress and tricky situations have to be devised by the employees themselves. Regulating the emotions must be attempted and achieved by the employees, so that their work is not hampered. Organisations must be able to make sure that the employees are not being buried with extra burden at the workplace and can still work efficiently for the company despite having personal problems (Sy, Ct Saavedra, 2005). The employees have to understand the fact that a contractual labour is a binding norm and the employee is sort of obligated to execute the tasks that are given by the organisation. Whatever may be the personal problems an individual is facing, it has to be kept aside and the person has to adhere to the organisational norms and conform to the rules and regulations (Ashkanasy, Ayoko Jehn 2014). The employees can themselves iden tify the potential triggers for the emotional instability and try to keep those under control so that they do not become a serious problem with their work productivity and bring down the entire operations output of the organisation itself. Conclusion From the above discussion it is clear that the emotions of the employees have significant influences upon how will their productivity be. Positive emotions help to increase the same and negative emotions bring productivity levels down. Organizations must ensure that the employees do not experience any sort of emotional pressure and can work in peace. The organization and the employees both have to work on how to manage the pressure so that they can all work together and the different strategies for that also have to studied and implemented properly. References Ashkanasy, N.M., Ayoko, O.B. Jehn, K.A., (2014). Understanding the physical environment of work and employee behavior: An affective events perspective.Journal of Organizational Behavior,35(8), pp.1169-1184. Demerouti, E., Bakker, A.B. Halbesleben, J.R., (2015). Productive and counterproductive job crafting: A daily diary study.Journal of Occupational Health Psychology,20(4), pp.457-469. Ashkanasy, N. M., Daus, C. S. (2002). Emotion in the workplace: The new challenge for managers. The Academy of Management Executive, 16(1), 76-86. Barsade, S. G., Gibson, D. E. (2007). Why does affect matter in organizations? Academy of Management Perspectives, 21(1), 36-59. Diefendorff, J. M., Croyle, M. H., Gosserand, R. H. (2005). The dimensionality and antecedents of emotional labour strategies. Journal of Vocational Behaviour, 66(2), 339-357. Gibson, D. E., Callister, R. R. (2010). Anger in organizations: Review and integration.Journal of Management,36(1), 66-93. H?lsheger, U. R., Schewe, A. F. (2011). On the costs and benefits of emotional labor: A meta-analysis of three decades of research. Journal of Occupational Health Psychology, 16(3), 361-389. Judge, T. A., Woolf, E. F., Hurst, C. (2009). Is emotional labor more difficult for some than for others? A multilevel, experience-sampling study. Personnel Psychology, 62(1), 57-88. Seo, M-G., Barrett, L. F. (2007). Being emotional during decision making good or bad? An empirical investigation. Academy of Management Journal, 50(4), 923-940. Shockley, K. M., Ispas, D., Rossi, M. E., Levine, E. L. (2012). A meta-analytic investigation of the relationship between state affect, discrete emotions, and job performance.Human Performance,25(5), 377-411. Sy, T., Ct, S., Saavedra, R. (2005). The contagious leader: Impact of the leader's mood on the mood of group members, group affective tone, and group processes.Journal of Applied Psychology,90(2), 295-305. Williams, C. (2003). Sky service: The demands of emotional labour in the airline industry. Gender, Work Organization, 10(5), 513-550.

Politics And The Truman/ Macarthur Contoversy Essays - Korean War

Politics And The Truman/ Macarthur Contoversy July 7,2000 Politics and the Truman/MacArthur Controversy The precarious ?peace? following World War II was at times only seconds from degenerating into a world wide nuclear war. The intensity of the cold war allowed for minimal error in foreign policy. It was during this tense and volatile time that General Douglas MacArthur fought what some deem ?his? war in Korea. While he had proven himself time and again a brilliant military leader, his behavior was not impeccable. He tended to rely too much on his own authority, a trait not dear to Congress or the President. It was this tendency towards insubordination and his flagrant vocal outbursts that resulted in his dismissal on April 11, 1951, by President Harry S. Truman.1 The outcome of World War II left the world in an unprecedented situation. The two primary Allied powers, the United States, a capitalist nation, and the Soviet Union, a communist nation, were political polar opposites. The differences between the two political ideologies lent the two nations to a natural rivalry. The post World War II world was a prime playing field for this rivalry to unfold. Most of the world powers had been completely devastated, leaving formerly self-sufficient nations and their colonies in complete governmental and economic disarray. Subsequently they were susceptible to the influence of anyone offering assistance either governmentally of economically. Hence, the rivalry that had begun prior to the war was foregone out of the necessity to defeat a common foe once again began again in earnest. It was against this backdrop of fear and the burgeoning Cold War that General MacArthur would wage his war in Korea. The Soviet Union felt that the spread of communism was imminent and set about to assist that trend. At the same time the Soviet Union wanted to ensure that they would not be invaded again. If control of Eastern Europe could be retained they would be n essence killing two birds with one stone, furthering their political ideology and creating a buffer zone between themselves and anyone wishing to invade the Soviet Union. The United States was convinced that the soviets were intent upon the world domination of communism and that they would aggressively pursue that goal.2 This coupled with the blossoming of nuclear technology elevated the stakes. The United States had effectively ended World War II with the dropping of the atom bomb in Japan.Soviet nuclear technology was not far behind thanks to the infiltration of American government by soviet spies. Until the onset of the Cold War Korea would have been a non issue. .A remote place in respect to the United States, a war on behalf of Korea would never have occurred prior to the cold war and its foreign policies. However, the intense competition between communism and capitalism worldwide was enough to make the political status of Korea an important issue in American politics.3 When China became a communist nation the United States became willing to go to great lengths to ensure that no other East Asian nations succumbed to Communism. Thus a civil war in Korea led by a communist regime resulted in American intervention. This situation evolved into the Korean War. True to its oath to go to all lengths to contain communism, the United States dispatched its most decorated general, Douglas MacArthur, to head the forces in Korea. General Douglas MacArthur had been in the Far East for many years. Prior to the war general Macarthur had been commander in the Philippines and during the war he had led the Allied forces in the Far East. At the close of the war he had been appointed Supreme Commander of the Allied Powers in the Pacific. It was only natural that he would take control of the Koran situation. General MacArthur had proven himself a brilliant commander during the war and was very aware of his own successes. The fact that he had lived in the region for so long also led him to the conclusion that he understood the situation in the Far East more fully that any other American. These two beliefs played a large part in the culmination of events that led to the dismissal of General

Major General John Sullivan in the American Revolution

Major General John Sullivan in the American Revolution A native of New Hampshire, Major General John Sullivan rose to become one of the Continental Armys most tenacious fighters during the American Revolution (1775-1783). When the war began in 1775, he departed his role as a delegate to the Second Continental Congress to accept as commission as a brigadier general. The next five years would see Sullivan briefly serve in Canada before joining  General George Washingtons army. A veteran of the fighting around New York and Philadelphia in 1776 and 1777, he later held independent commands in Rhode Island and western New York. Leaving the army in 1780, Sullivan returned to Congress and advocated for additional support from France. In his later years he served as Governor of New Hampshire and a federal judge. Early Life Career Born February 17, 1740 in Somersworth, NH, John Sullivan was the third son of the local schoolmaster.   Receiving a thorough education, he elected to pursue a legal career and read law with Samuel Livermore in Portsmouth between 1758 and 1760. Completing his studies, Sullivan married Lydia Worster in 1760 and three years later opened his own practice in Durham. The towns first lawyer, his ambition angered Durhams residents as he frequently foreclose on debts and sued his neighbors. This led the inhabitants of the town to file a petition with the New Hampshire General Court in 1766 calling for relief from his oppressive extortive behavior. Gathering favorable statements from a few friends, Sullivan succeeded in having the petition dismissed and then attempted to sue his attackers for libel. In the wake of this incident, Sullivan did begin to improve his relations with the people of Durham and in 1767 befriended Governor John Wentworth. Increasingly wealthy from his legal practice and other business endeavors, he used his connection to Wentworth to secure a majors commission in the New Hampshire militia in 1772. Over the next two years, Sullivans relationship with the governor soured as he moved increasingly into the Patriot camp. Angered by the Intolerable Acts and Wentworths habit of dissolving the colonys assembly, he represented Durham at the First Provincial Congress of New Hampshire in July 1774. Patriot Chosen as a delegate to the First Continental Congress, Sullivan traveled to Philadelphia that September.   While there he supported the Declaration and Resolves of the First Continental Congress which outlined colonial grievances against Britain. Sullivan returned to New Hampshire in November and worked to built local support for the document. Alerted to British intentions to secure weapons and powder from the colonials, he took part in a raid on Fort William Mary in December which saw the militia capture a large quantity of cannon and muskets. A month later, Sullivan was selected to serve in the Second Continental Congress.   Departing later that spring, he learned of the Battles of Lexington and Concord and the start of the American Revolution upon arriving in Philadelphia.   Brigadier General With the formation of the Continental Army and selection of General George Washington its commander, Congress moved forward with appointing other general officers. Receiving a commission as a brigadier general, Sullivan departed the city in late June to joined the army at the Siege of Boston. Following the liberation of Boston in March 1776, he received orders to lead men north to reinforce the American troops which had invaded Canada the previous fall.   Not reaching Sorel on the St. Lawrence River until June, Sullivan quickly found that the invasion effort was collapsing. Following a series of reverses in the region, he began withdrawing south and was later joined by troops led by Brigadier General Benedict Arnold. Returning to friendly territory, attempts were made to scapegoat Sullivan for the invasions failure.   These allegations were soon shown to be false and he was promoted to major general on August 9. Captured Rejoining Washingtons army at New York, Sullivan assumed command of those forces positioned on Long Island as Major General Nathanael Greene had fallen ill. On August 24, Washington replaced Sullivan with Major General Israel Putnam and assigned him to command a division. On the American right at the Battle of Long Island three days later, Sullivans men mounted a tenacious defense against the British and Hessians. Personally engaging the enemy as his men were pushed back, Sullivan fought the Hessians with pistols before being captured. Taken to the British commanders, General Sir William Howe and Vice Admiral Lord Richard Howe, he was employed to travel to Philadelphia to offer a peace conference to Congress in exchange for his parole. Though a conference later occurred on Staten Island, it accomplished nothing. Return to Action Formally exchanged for Brigadier General Richard Prescott in September, Sullivan returned to the army as it retreated across New Jersey. Leading a division that December, his men moved along the river road and played a key role in the American victory at the Battle of Trenton. A week later, his men saw action at the Battle of Princeton before moving into winter quarters at Morristown. Remaining in New Jersey, Sullivan oversaw an abortive raid against Staten Island on August 22 before Washington moved south to defend Philadelphia. On September 11, Sullivans division initially occupied a position behind the Brandywine River as the Battle of Brandywine commenced. As the action progressed, Howe turned Washingtons right flank and Sullivans division raced north to face the enemy. Attempting to mount a defense, Sullivan succeeded in slowing the enemy and was able to withdraw in good order after being reinforced by Greene. Leading the American attack at the Battle of Germantown the following month, Sullivans division performed well and gained ground until a series of command and control issues led to an American defeat. After entering winter quarters at Valley Forge in mid-December, Sullivan departed the army in March of the following year when he received orders to assume command of American troops in Rhode Island. Battle of Rhode Island Tasked with expelling the British garrison from Newport, Sullivan spent the spring stockpiling supplies and making preparations. In July, word arrived from Washington that he could expect aid from French naval forces led by Vice Admiral Charles Hector, comte dEstaing. Arriving late that month, dEstaing met with Sullivan and devised an attack plan. This was soon thwarted by the arrival of a British squadron led by Lord Howe. Quickly re-embarking his men, the French admiral departed to pursue Howes ships. Expecting dEstaing to return, Sullivan crossed to Aquidneck Island and began moving against Newport. On August 15, the French returned but dEstaings captains refused to stay as their ships had been damaged by a storm.   As a result, they immediately left for Boston leaving an incensed Sullivan to continue the campaign. Unable to conduct a protracted siege due to British reinforcements moving north and lacking the strength for a direct assault, Sullivan withdrew to a defensive position at the northern end of the island in the hopes that the British might pursue him. On August 29, British forces attacked the American position in the inconclusive Battle of Rhode Island. Though Sullivans men inflicted greater casualties in the fighting the failure to take Newport marked the campaign as a failure. Sullivan Expedition In early 1779, following a series of attacks and massacres on the Pennsylvania-New York frontier by British rangers and their Iroquois allies, Congress directed Washington to dispatch forces to the region to eliminate the threat. After command of the expedition was turned down by Major General Horatio Gates, Washington selected Sullivan to lead the effort. Gathering forces, Sullivans Expedition moved through northeast Pennsylvania and into New York conducting a scorched earth campaign against the Iroquois. Inflicting major damage on the region, Sullivan swept aside the British and Iroquois at the Battle of Newtown on August 29.   By the time the operation ended in September, over forty villages had been destroyed and the threat greatly reduced. Congress Later Life In increasingly ill health and frustrated by Congress, Sullivan resigned from the army in November and returned to New Hampshire. Hailed as a hero at home, he rebuffed the approaches of British agents who sought to turn him and accepted election to Congress in 1780. Returning to Philadelphia, Sullivan worked to resolve the status of Vermont, deal with financial crises, and obtain additional financial support from France. Completing his term in August 1781, he became New Hampshires attorney general the following year. Holding this position until 1786, Sullivan later served in the New Hampshire Assembly and as President (Governor) of New Hampshire. During this period, he advocated for ratification of the US Constitution. With the formation of the new federal government, Washington, now president, appointed Sullivan as the first federal judge for the United States District Court for the District of New Hampshire. Taking the bench in 1789, he actively ruled on cases until 1792 when ill health began to limit his activities. Sullivan died at Durham on January 23, 1795 and was interred his family cemetery.

Nursing Sensitive Indicators and Health Care Evaluation Coursework - 1

Nursing Sensitive Indicators and Health Care Evaluation - Coursework Example Nursing-sensitive indicators do define the end results of the nursing interventions and indicate problem progress or resolution towards symptom or problem resolution. Nursing outcome can be defined as a status or measure of nursing diagnosis at a point in time after the nursing intervention, while the nursing-sensitive outcomes can be defined as health status changes upon which care of nursing has influenced directly. Variables that affect patient outcomes include socio economic factors, diagnosis, family support, gender and age. The other one is the care quality provided by support workers as well as other professionals. It is vital for health care facilities and nurses to collect data, which helps in monitoring the ongoing quality as well as cost of patient care (Corrigan, 2002). The use of sensitive outcome indicators is critical to demonstrate effectively that hospitals and nurses make crucial cost effective differences in the provision of safe and high quality patient care. Another thing is that the significance of articulating nursing-sensitive indicators is not easy to overstate. Such articulation as well as correlation of nursing activities with outcomes of health does provide do provide strong support to the appropriate allocation of resources of health care. For instance, studies that compare patient outcomes and staff levels do show that in a case where there are many nurses who are registered, patients do experience shorter stay lengths, fewer implications, overall lower costs as well as decreased mortality rates (Corrigan, 2002). In similar, a consisted and strong relationship has been established between staffing of nurses as well as five outcomes of patients in medical patients: pneumonia, urinary tract infection, upper gastrointestinal bleeding, shock, and length of stay. This does mean that higher nursing staffing levels are associated with lesser adverse effects.All in all, nursing-sensitive indicators are projected to draw the correlations between resulting health status and nursing interventions that patients have received. They are meant to be an attempt for measuring the effectiveness of care of nursing through measuring patient outcomes. It becomes easier to see linkages after diagnosis, intervention as well as outcomes are identified. Since nurses happen to be an essential part of the system of health care delivery, nursing sensitive indicators do capture what nurses do, the outcomes that they achieve as well as the costs involved.  

Mobile Phone Battery Wirless Charger Lab Report

Mobile Phone Battery Wirless Charger - Lab Report Example The wireless power enables the electrical energy to be transmitted from the source of power to an electrical load. The system operates without connecting wires. The system is important because it is used in places where interconnecting wires are impossible, inconvenient, or hazardous. A mobile Phone Battery wireless charger is a system that charges mobile phone battery using a wireless charger. The idea behind wireless charging is to plop the device on the shelf and have it charged. The technology replaces cable wiring and standardize on a single interface. Additionally, the interface will be able to adjust the power setting to charge various types of batteries. The mobile phone battery wireless charged has two circuits; receiver circuit and transmitter circuit. The transmitter circuit has a step down transformer of 230V to 12V (â€Å"Wireless technology prospects and policy options†, 2011). The transformer steps down 230 Voltage from 12 Volts. Consequently, the 12V AC is then converted into 12 Voltage DC by a bridge rectifier. A 2200/25V capacitor then filters ripples and pure Direct Current is supplied. The oscillator circuit with the assistance of transmitting coil, will oscillate at 10MHz, thereby transmitting the wireless power. The receiver circuit will then receive the power with the help of a receiving coil and flow through the circuit of a voltage multiplier (â€Å"USB Cellphone Charger circuit†, 2008). . The voltage multiplier circuit consists of the capacitor voltage multiplier and diode. ... Consequently, I would to thank our department chairs, Professor Carl Fred, and Professor Brian White, whose support demonstrated concern for international wireless technology supported by commitment in modern technology and comparative literature. Additionally, a thank you to my professor Milton Smith, who introduced me to wireless technology, and whose hard work and passion for the wireless technology has a lasting effect. I want also to thank my University for the consent and approval including the copyrighted pictures as part of my research paper. I sincerely thank the press publishers for offering me with pertinent sources for this paper which was initially published by â€Å"mobile wireless charger† journal. I also want to pass my gratitude to my friends, family, and classmates for the financial assistance granted to facilitate my research work. I have taken effort for this research paper. However, it would be impossible with the sincere support and assistance of various individuals and organizations. I would extend my sincere appreciation to the above named persons and the university. Table of Contents 1. Abstract 2 2. Acknowledgement 3 3. Introduction 5 4. Background 6 5. Proposed Methods 9 6. Results 11 7. Conclusion 12 8. References 15 Introduction The paper is a lab report detailing a mobile phone battery wireless charger. The paper explains each element in the diagrams and how they operate in the circuit. Consequently, the paper analyses the diagram geometric analysis of how they operate and the possibilities of problems and errors. The wireless power enables the electrical energy to be transmitted from the source of power to an electrical load. The system operates without connecting wires. The system is important because it is used in places where