Black Park in the UK and its macrofossils Essay

Black Park in the UK and its macrofossils - Essay Example The diversity index was used to assess invertebrate community according (Magurran (1991). Classification of functional feeding groups was done (Merritt and Cummins, 1996).   The chemical composition of the soil, the leaf detritus, and the functional feeding groups to test microorganisms, was done with covariance analysis (ANCOVA) and multi dependent analysis of variance (MANOVA) (yeast, bacteria and fungi) and invertebrate (density-dependent variable).  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Samples were taken from dry soil areas, the floodplains and the lake area. The results in the soil samples and pollens collected along with leaf detritus were sieved and compared in terms of density, spread and age.  SamplesFrom dry soil areas, the floodplains and the lake area, the results are seen in the soil samples and pollens collected along with leaf detritus and sieved and sampled and compared to each other in terms of density and spread and the age.ResultsThe dry Soil Area displayed H olocene vegetation change as seen from the plant macrofossils and pollen from packrat middens ranging from 0 to 50,000 years.   (http://www.forestry.gov.uk/pdf/eng-ee-beds-wet-woodlands.pdf/$FILE/eng-ee-beds-wet-woodlands.pdf). Semi-arid landscapes appeared covered with sage, chaparral, and grassland. . Ttreeless tundra was replaced by birch pine and beech.  Ã‚   Beech sprouts on limestone areas at the head of the Thames estuary can be seen and signs of Alder can also be seen.   Herbivores that are now extinct or reduced in numbers can also be spotted.

Why Eveline should stay Essay Example | Topics and Well Written Essays - 1000 words

Why Eveline should stay - Essay Example Her past has not been very good, but there is fear on trying a new route in life because it will leave her father vulnerable because he is aged. The life after the death of the mother is worse because she is expected to undertake all the duties that the mom did. Her example portrays the challenge women underwent in the early twentieth century Dublin. The question was on whether to remain rooted to the domestic life or accept the new lease that can be achieved through eloping. Even though some people believe that Eveline should leave the city, I will argue that she should stay because of some reasons such as: she is young, she is not sure if she loves Frank and her promise to her mother and her old father. The first reason which helps her deciding to stay in her city is because she is young at that time. If Eveline decides to leave the city, she will find everything is new in the new city. As a result, she needs to reschedule her duties to adapt with the new city. Of course, because she is young and her mother is dead, she will find difficulty things with her life to skip these problems. The author says that† Even now, though she was over nineteen, she sometimes felt herself in danger of her father’ violence† (Page 202). So she tries to find someone who helps her with that. The best option for Eveline is to leave with her fiancà © and start a new life far from Dublin. From the past experience, fear rules the judgment done by Eveline. Also, she is young so she needs to take much responsibly of her life. But is it difficult to take care of yourself if you are young. When she hears the street organ played on the night before the mom’s death, she resolves to sti ck to the routine and not try to change from it. Such restriction based on the past makes acceptance of change hard. The second reason which leads a hand her to stay not leave is because she is not sure if she loves Frank. In fact, the major challenge of the Eveline is overcoming fear and

Employment Law Problem Question

Employment Law Problem Question Title: EMPLOYMENT LAW : In undertaking this essay, the writer will; identify the issues involved in Julia’s case scenario, define and explain those issues using relevant Law whilst applying them to Julia’s case. The writer will subsequently advice Julia and then conclude. The legal issues identified in Julia’s case are; contract of employments and their variation, victimisation, wage deduction, breach of contract and available remedies such as unfair dismissal, constructive dismissals and wrongful dismissal. ‘A contract of employment is an agreement entered into by an employer and an employee under which they a have certain mutual obligations. They may be oral or written and may be indefinite or for fixed terms’[1]. There’ an offer and acceptance supported by consideration. Offer usually coming from the employer and acceptance may be by conduct i.e. turning in for work[2]. It follows that Julia entered into a contract of employment on turning up to work with Silkos in March 2004. The holiday term may not have been agreed by her at this time but where there is ambiguity as to the contract, the courts look at an advertisement and letter of appointment to spell out terms of the contract or to decide terms agreed as in Deeley v British Rail Engineering ltd[3] (and Pedersen b Camden London Borough)[4]. Julia may rely on the advertisement and any willing witnesses to their agreement on the issue of holiday. Practice of the parties are relevant to the courts, In Dunlop Tyres Ltd v Blowers[5], the practise of paying treble time existing over 30 yrs were considered. The law requires that a written statement of terms be given to the employee within two months of starting work (as provided by The Contracts of Employment act 1973 and employment protection rights act 1996 (ERA)). Julia’s employer breached this rule, by being a month late to provide the statement, and only after Julia’ grievance process. The statement must contain names of employer and employee, date of commencement of employment, brief description of the work, remuneration details, holidays, sickness coverage, pension rights, notice, disciplinary process e.t.c To vary any contract there must be express or implied consent from both parties but it must be supported by consideration. Conduct may suffice from employee working under altered conditions. Flexibility clauses such as ‘the employee will perform such duties as are from time to time assigned to him by the board of directors or managing director’[6] are to legally aid employers and employees in varying terms without legal problems, without these clauses, Donaldson LJ’s remarks in Janata Bank ldt v Ahmed[7], that ‘the continuously changing contract is unknown to law’[8] Establishing variation is important and different from ending a contract, if an employer on his own enforces a variation without an employees consent, he breaks the contract of employment, and the employee is free to choose whether to accept the fundamental breach, and resign, or to carry on working and seek damages as was the case in Burdett-coutts v Hertfordshire[9]; Rigby v Ferodo ltd[10]. Julia may decide to end her employment this way as she may argue that she had not consented to the holiday term and the deduction/variation of her wages and working conditions. It was held in these cases- Jones v associated Tunnelling Co. ltd[11]; Courtaulds Northern Spinning Ltd v Sibson and TGWU[12]; Aparau v ICELAND Frozen Foods plc[13] that failing to object to disadvantageous statement of terms is not acceptance of them especially where the terms are of no immediate practical importance. It suffices that even though Julia has been silent on the issue of the four week holiday, she has not accepted the term, but her conduct may imply that she consents. for example, she has worked for two years and must have taken annual holidays, this may be viewed as consent but she could still argue that she was not able to start another grievance process because she is feels victimised having done so in the past. If terms are not agreed, the tribunal may confirm details given, amend or replace contract terms by substituted particulars as held in Mears v Safe car Security Ltd[14] and supported by the EPCA 1978, s 11, this power cannot be extended to holiday, holiday pay, sick pay, pensions or disciplinary rules where none existed by agreement between the parties because there is no requirement to include this in the contract, as held in England v British Telecommunications plc[15]. Julia is still protected by her statutory rights regarding these benefits. If a deduction of wage has been made without employee’s consent, this is regarded as a fundamental breach of contract and termination of the same as held in Hogg v Dover College[16]. Following this, the Julia may claim termination if her wage has been deducted without her consent. In Horrgan v Lewisham London Borough Council[17], Arnold J,said: ‘It is fairly difficult†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..and it is very necessary if one is to do so, to have very solid facts which demonstrate that it was necessary to give business efficacy to the contract,†¦. way of variation’[18].Silko’s may rely on this provision but will fail on the manner in which they are seeking to make the variation. In Marriot v Oxford and District Cooperative Society[19], Lord Denning MR found that ‘†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. By insisting on new terms to which he never agreed, the employer did..†¦. terminate the old contract of employment’. ‘†¦.case law suggests that employers must make it clear that he is terminating one contract and offering another, otherwise there is a risk that the employee can claim in the courts of tribunals’ rights forgone under the old arrangement’[20]. It is arguable that by seriously changing the terms of Julia’s wages and responsibility, the employer may have brought an end to her employment. In Sheet Metal Components ltd v Plumridge[21], Sir John Donaldson said; ‘ the courts have rightly been slow to find that there has been a consensual variation where an employee has been faced with the alternative of dismissal and where the variation has been adverse to his interests’, the same is the situation in Norwest Holst Group Administration Ltd v Harrison[22].Julia may strongly rely on these provisions. In Burdett-Coutts v Hertfordshire County Council†¦ an employer may end a contract by breach when seeking to vary the terms; the courts may interprete this as dismissal. The House of Lords in Rigby v Ferodo Ltd[23]established that the employee must consent to termination, and reduction of wages is not automatic termination. Also in Miller v Hamworthy Engineering Ltd[24] . It is therefore advisable for employers to give proper notice to terminate one contract, before offering another, not doing so-as in Julia’s case- carries risk of an employee claiming for unfair dismissal. ‘It is implied into a contract of employment that an employer will provide and monitor for employees, so far as is reasonably practicable, a working environment that is reasonably suitable for the performance by them of their contractual duties’[25]. So in Waltons and Morse v Dorrington[26] it was held that an employer must not act in such a way as no reasonable employer would act’[27]. This case is supported by Clark v Nomura International plc[28], and Johnston v Bloomsbury Health Authority[29] and walker v Northumberland county council[30]. It appears that the employer has breached this implied contract term by ‘copying’ Julia’s grievance issue. It is also implied into a contract of employment that an employer must take any action having regard to avoid ‘either imposing workload on the employee or acquiescing in the assumption by the employee of workload that was reasonably foreseeable may cause physical or mental injury’ Marshall specialist vehicles ltd. V Osborne[31]. This is clearly breached by increasing the expectation to meet the same targets with less number of people in her team e.t.c. Express and implied terms must be capable of coexistence in the contract without conflict (Johnstone v Bloomsbury Health Authority[32], Aspen v Webs Poultry and meat group (Holdings) ltd[33].Julia’s express term of three week holiday is not in compliance with her statutory right to a four week minimum, as other implied terms can be excluded except if there is any statutory restraint, such as the rights to guarantee pay, equal pay, notice and maximum working hours. Section 27 of the ERA 1996 defines ‘wages’ as any sums payable by the employer to the worker in connection with the employment including ‘any fee, bonus, commission, holiday pay or other emolument referable to his employment, whether payable under his contract or otherwise’[34].. A deduction of wages includes a failure or refusal to pay the amount agreed to be paid in exchange for employee’s work, Delaney v Staple[35] regardless of reason McCree v Tower Hamlets London Borough Council[36]. Even though Silko’s will breach the employment contract between her and Julia’s if her wages are deducted for valid economic reason. They must seek her consent in written form to obtain deduction. In Discount Tobacco and Confectionery Ltd v Williamson[37] ,a retail case where it is permissible to reduce only a tenth of their daily wages with consent on missen items in the shop,It was held that the employers could deduct only in relation to the last event where consent was given. Potter v Hunt Contractors ltd[38] and Fairfield ltd v Skinner [39] It is illegal to contract out of this provision. The working Time regulation 1998 came into force on 1 October 1998 and was designed to achieve, ‘a better balance between work and home’, ‘greater choice over hours of work’ and ‘improvement in health’[40].Regulation 13 of provides annual leave of four weeks minimum. It allows a worker to complain if he suffers action short of dismissal for pursuing his entitlement, and unfair dismissal is also available on the same principle. Julia may pursue her holiday rights following this. According to Sex Discrimination Act 1975,s4(1)’ RRA 1976, s 2(1)’Unlawful victimisation arises where a person is treated less favourably because he; brings proceedings, gives evidence or information, alleges a contravention or otherwise acts under the equal pay, sex discrimination or race relations acts or intends to do any of these things’[41]. To succeed in a claim of victimisation the applicant must show that one of the acts above done by the applicant-such as bringing an earlier complaint of discrimination- has influenced the alleged victimiser in his unfavourable treatment of the applicant as was held in Aziz v Trinity Taxis ltd[42]. In Nagarajan v London regional transport[43] , His motives are unimportant according to the House of Lords. Julia may seek redress under this provision on the basis that she was victimised because she instigated grievance proceedings in trying to assert her rights to her statement of particulars. She was made aware of her disadvantage for asserting these rights. In Lindsay v alliance and Leicester plc[44], a person had made an application for promotion and had instituted a grievance on grounds unconnected with the Race Relations Act 1976. Chief constable of west Yorkshire police v khan[45] and commissioners of Inland Revenue v Morgan[46]. According to the acas paper, ‘consultation on the draft employment equality (age) regulations 2006 (July 2005)[47], firstly an action is taken, such as a complaint or allegation and secondly the person is treated less favourable because of such an action. Julia qualifies to claim victimisation on the basis of this provision. Clearly, there have been significant breaches in Julia’s employment with Silko’s in ; her statutory rights to receive statement of particulars within two months, holiday rights, potential variation/termination of her contract with regards to reduction of team members and wages, victimisation for asserting her statutory rights e.t.c. For all these breaches Julia is entitled to redress in the civil courts or the employment tribunals, in the form of damages for unfair dismissal and or wrongful dismissal by reason of constructive dismissal, redundancy e.t.c. The Employment rights Act 1996, the Employment Act 2002 and The Employment Equality (Age) Regulations 2006 cover unfair dismissal. Basically employees can be dismissed unfairly. Qualification for this right is by a working period of a year with the employers but there are exceptions, where; dismissal is connected to trade union membership or activities (Trade Union and Labour Relations (Consolidation) Act 1992) pregnancy of childbirth, maternity, adoption, paternity or parental leave, asserting a statutory right, claiming the national minimum wage and asserting rights under the working time regulations. From these provisions, it is obvious that Julia qualifies for a claim on both the basis of a year qualification and automatically unfair reasons. The act mentions fair reasons for dismissals as; capability or qualifications, conduct, redundancy, illegality or contravention of a statutory duty and some other substantial reason. There is no fair reason to dismiss Julia it appears. An employer must act fairly and reasonably in dismissing an employee or may be faced with a successful claim for unfair dismissal regardless of fair reason for dismissal. The employers have not satisfied either of these criteria in Julia’s case. A constructive dismissal occurs when an employee leaves a job but then claims that their employers left them no choice but to do so, either by their actions or by implication. It is an unfair dismissal claim but the employee must prove that their employer’s behavior caused them to end the contract. Julia has every reason to institute unfair dismissal claim by reason of constructive dismissal because of the behavior of her employers. According to the trade union and labour relations consolidations act 1992, it is automatically unfair to dismiss an employee if they ‘indicated that they supported or did not support recognition of a union (or unions)’[48], clearly Julia did not support the union and may argue- on application for unfair dismissal- that she was victimized for this reason. If an employee proves this behavior, the employer becomes guilty of wrongful dismissal and if unable to prove that the forced dismissal was fair, they become liable for unfair dismissal too. Statutes now suggest that the employee must raise a grievance at least before bringing the claim to the tribunal, which would eliminate constructive dismissal and warn the employers.[49] Wrongful dismissal claim is for a breach of contract and can be brought by any employee, and only requires one month employment. Notice is required but depends largely on how long an employee has worked. After one month it is a week’s notice, after two years, it is one week’s notice for each complete year to a maximum of twelve weeks on and after twelve years. The remedies for unfair dismissal are reinstatement, re-engagement and compensatory award. Compensatory claim has two components, the basic award which takes the age of the employee into question and has no minimum limit and the compensatory award which provides what is just and equitable as compensation, having regard to the loss suffered as a result of dismissal. It is now a maximum of 55,000 pounds, but in dismissals rendered unfair under the public Interest Disclosure Act 1998, there is no limit.[50] For wrongful dismissal, the remedy are for breach of contract and is usually the [51]wages and benefits that the employee would have earned if due notice had been given (Radford v De Froberville[52], Shove v Downs Surgical plc[53]. The writer advices that Julia may firstly use the grievance procedure agreed on her contract first, but only if she feels comfortable with so doing, if not-and from the case scenario, it seems not- she still has a strong case for unfair dismissal regardless of the fact that she is ‘uncomfortable’ using the agreed grievance procedure-the tribunal will her reasons for ‘discomfort’ favorably. The suggested grievance procedure is taken favorably into account in granting awards for damages. The writer will also advice her that compensatory award for damages in the case of an unfair dismissal claim is more generous than for wrongful dismissal and she may apply on the basis of constructive dismissal because if successful-and it appears she will-the employer will be unable to prove that the dismissal was fair, and will incur damages for unfair dismissal. Damages are then awarded. She chooses between the employment tribunal and the civil courts, but the writer suggests she pursues this through the tribunal because of its less rigid procedures and costs. She must keep all records from the time of employment till the time of making the application, she must also be aware that there are time limits for bringing the claim to the tribunal but a generous time limit is given by the civil courts. The earlier the better for her because records and evidence do change. Bibliography Books A.McColgan, Discrimination Law; text, cases and materials 2nd edition P.CHANDLER, Wauds Employment Law: The Practical Guide for Human Resource 14th edition, J.Bowers, A practical approach to employment Law, seventh edition, oxford university press, New york,2005 G.Duddington,. John, Employment law, Pearson Education, 2003 GOULD, T. (2007) Unfair dismissal: a guide to relevant case law. 25th ed. London: LexisNexis Butterworths. GUINAN, G. (2007) Do dismissals by the book. People Management. Vol 13, No 18, 6 September. p22 Journal articles Vorste, G. School staff sacked for tying up student in classroom, published 15 February 2008 14:24 Consultation on the draft, Employment Equality (Age), Regulations 2006 Internet resources Writer unknown, Previous misconduct counts in dismissal decisions, viewed on 18 February 2008 11:00 http://www.personneltoday.com/articles/2008/02/18/44427/case-of-the-week-previous-misconduct-counts-in-dismissal-decisions.html Writers unknown, employment law resources for practitioners, viewed 18 February 2008 14:00,http://www.cipd.co.uk/subjects Writers unknown, employment law resources for practitioners, viewed 18 February 2008 15:00http://www.hrmguide.co.uk/hrm/steele/index-2007.htm Writers unknown, employment law resources for practitioners, viewed 18 February 2008 17:00http://www.hrmguide.co.uk/hrm/steele/index-2007.htm Writers unknown, employment law resources for practitioners, viewed 18 February 2008 14:00 http://books.google.co.uk/ Writers unknown, employment law resources for practitioners, viewed 18 February 2008 14:00http://www.berr.gov.uk/files/file16397.pdf [1] http://www.berr.gov.uk/employment/employment-legislation/employment-guidance/page16161.html [2] J.Bowers, A practical approach to employment Law, seventh edition, oxford university press, New york,2005,p.45 [3] 1979) IRLR 5, [4][1981] IRLR 173 [5] 920010 IRLR 629 [6] Op. cit. [7] [1981] IRLR 457 at para 50 [8] (see parry v Holst and co.ltd.(1968) 3 ITR 317, Dal v A.A. Orr [1980] IRLR 413). [9] CC[1984] IRLR 6 [10] [1987] IRLR 516 [11] [1981] IRLR 477 [12] [1988] IRLR 305 [13] [1996] IRLR 119 [14] [1982] IRLR 183 [15] [1993] IR 644 [16] [1990] ICR 39 [17] [1978] ICR 15 EAT [18] Op.cit. [19] (no.2) [1970} 1 QB 186 [20] J.Bowers, A practical approach to employment Law, seventh edition, oxford university press, New york,2005,p.46-49 [21] [1974] ICR 373 [22] [1984] IRLR 419 [23] [1987] IRLR 516 [24] [1986] ICR 846). [25] J.Bowers, A practical approach to employment Law, seventh edition, oxford university press, New york,2005,p.46-49 [26] [1997] IRLR 488 [27] J.Bowers, A practical approach to employment Law, seventh edition, oxford university press, New york,2005,p.46-49 [28] [2000] IRLR 766 [29] 1991] IRLR 188 [30] [1998] IRLR 35 [31] [2003] IRLR 672 [32] [1991] RRLR 118[1991] ICR 269 [33] p1996] IRLR 521 [34] J.Bowers, A practical approach to employment Law, seventh edition, oxford university press, New york,2005,p.80-81 [35] 199] IRLR 112, CA [36] [1992] ICR 99 [37] [1993] ICR 371 [38] [1992] ICR 337 [39] 1992] ICR 836 [40] http://www.acas.org.uk/index.aspx?articleid=806 [41] Discrimination Law: Text, Cases and Materials By Aileen McColgan [42] 1988] ICR 534 [43] ( [1999] IRLR 572 [44]200 ICR 1234 [45] [2001] IRLR 830 [46] 2002] IRLR [47] consultation on the draft employment equality (age) regulations 2006 (July 2005) [48] http://www.berr.gov.uk/employment/employment-legislation/employment-guidance/page16161.html [49] ibid [50] J.Bowers, A practical approach to employment Law, seventh edition, oxford university press, New york,2005 page392-394 [51] Ibid. Pg page299 [52] (1977) 1 WLR 1262 [53] (1984) IRLR 17

Atticus Finch in To Kill a Mockingbird, by Harper Lee :: To Kill a Mockingbird Essays

Atticus Finch is a widower and the father or two children. His character can best be summed up as a man whose character is nearly the complete opposite of the general population of the town and indeed, many white people who lived in the southern states of America. He is a man without prejudice and racial hatred and is a good-hearted man of strong morals. He brings up his children the way he sees right, and defends the innocent represented by Tom Robinson in the novel. Atticus is a man who knows no prejudice or racial hatred and this is what makes him unique in the novel. Contrary to the general feeling of the town, Atticus sees past a man's colour and looks into the depth of his character. In the beginning of the novel, on page 34, he tells Scout 'You never really understand a person until you consider things from his point of view…until you climb into his skin and walk around in it.'; He manages to do this even though it means going against most of his neighbours and his family. Which shows that Atticus is a man of strong morals and principles and a man who will stand up for what he believes is right. When asked by his children why he chose to defend Tom Robinson when he knew he would most likely not win he replied to them that is he hadn't, he wouldn't be able to believe in himself anymore. He chose to defend Tom Robinson because to choose not to would be going against all his personal morals and principles. Because of these strong morals and principles, he is greatly respected by those in Maycomb 'who count'; Miss Maudie remarks upon Atticus 'We trust him to do right.'; Even those who don't fully agree with his non-racist attitude respect him. Not only is he respected for his character though, as his children find out. Jem and Scout, especially, are disappointed that Atticus doesn't seem to do anything the other men in the town do. He doesn't drink, he doesn't smoke and he doesn't play sport. Yet when a rabid dog enters the street and is likely to threaten the townspeople, Atticus is called upon to deal with it. Here we learn along with the children that Atticus is known as 'One Shot Finch'; for his remarkable ability with the rifle to hit nearly any target in the first shot.

Entrance Test: Faculty of Health Sciences Essay

Date and venue of the test centres have been indicated on the Admit Card. Applicants should indicate one centre of their choice in the space provided in the Application Form. In case the Admit Card does not reach you on time, you are advised to take the Test at a convenient Centre bringing a photocopy of the application form and photo ID with you for identification. The University has not authorized any publications or any preparatory classes for this Test. Structure of the Test The total duration of the admission test would be 2 hours and 30 minutes All questions carry equal marks, there is no negative marking. The test paper is divided into various sections comprising multiple choice questions. Distribution of the questions in various sections is as follows: Section I This section comprises two components which aim to test competency in the English language: Component 1: 30 multiple choice questions to test structure, cohesion and vocabulary. Component 2: a summative paragraph from notes which will be provided. The time given to complete Section I will be 1 hour and 15 minutes. There will be no negative marking for this section. Section II II A. This section will comprise 20 multiple choice questions in Biological Sciences The time given to complete this section is 30 minutes. II B. This section will also comprise 20 multiple choice questions in Mathematics. Candidates will be given 30 minutes to complete this section. II C. This section will also include 10 multiple choice questions to ascertain their Logical reasoning skills. The time given to complete this section is 15 minutes. hP D in Health Scienc se 2010 The Aga Khan University Medical College Faculty of Health Sciences Answering MCQs The candidates are expected to attempt all questions, selecting the correct answer by darkening the corresponding box in the given answer sheet, e. g. if D is the correct answer for a question, your answer should be marked as under: A B C D Please Note: – Use a dark pencil to make dark marks – To change an answer, erase completely Discipline The University expects honesty from applicants. Dishonest behaviour during the Test or violation of instructions given by the examiner will result in irrevocable disqualification of the applicant from entering the selection process. SECTION I English  Component I: Structure, Cohesion and Vocabulary Directions: Each passage below has ten numbered gaps, each gap indicating that something has been omitted. Read the entire text carefully and then look at the possible answers A, B, C or D below to complete the gap. Choose the option for each gap that best fits the meaning of the sentence or passage as a whole. Example Imagine that you have arrived at a leading Asian university to take part in a study of learning and memory. You go into a room †¦. 1†¦. thirty year-old biology lecturer, the experimenter, whose demeanour is rather stern. The other person in the room is also there to take part in the experiment. He is a rotund forty-five year old accountant who is mild mannered and likeable. The experimenter †¦. 2†¦. the effects of punishment on learning. It is decided, apparently by drawing lots, that the accountant will be the learner and you will be the teacher. You all go into an adjacent room where the learner is strapped into an â€Å"electric chair† apparatus and an electrode†¦.. 3†¦. wrist. You are told that the electrode is connected to a nearby shock generator unit. 1. A. and you met a B. and are met by a  C. where you stand next to D. where stands 2. A. is less likeable but serious in terms of B. has been discovered through C. says that he is interested to study D. tells you that he is interested in studying 3. A. is attached to his B. attaches tightly on his C. is attached by virtue of the D. can be attached through the Answers: 1. B 2. D 3. A Component II: Writing Claim: Observation of glaciers suggests a pattern of global warming during the last 150 years. 1. During the most recent Ice Age, about 18,000 years ago, glaciers buried nearly a third of the world’s land area. 2. Glaciers form when more snow falls in the winter than melts during the following summer: when glacier ice reaches a critical thickness of at least 60 feet, it becomes plastic and begins to move downhill, propelled by its own weight and the forces of gravity. 3. Because of the way they form and evolve, glaciers are extremely sensitive to, and representative of, world climate changes. 4. In 1850, Glacier National Park in the USA had 150 glaciers; in 2002 there were 26. 5. Between 1500 and 1850, temperatures dropped globally in a phenomenon known as the Little Ice Age. 6. The Gangotri Glacier in the Himalayas, which forms a mass of ice 18 miles long, has been retreating since measurements began in 1842. The rate of retreat was around 62 feet per year between 1935 and 1971: it has now doubled. 7. Cold melt water from glaciers helps maintain stream flows in the Indus river system in late summer, when rains are scarce and winter snows have melted. 8. The Gangotri ends in a â€Å"snout†, an ice cave which is the source of the Bhagirathi River where millions of pilgrims yearly swim in the freezing waters to cleanse themselves of sin. ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ _____________________________________________________________________________ ____________________________________________________________________________ POSSIBLE ANSWER: Observation of glaciers suggests a pattern of global warming during the last 150 years. Since glaciers are useful indicators of any changes that have been taking place in the world’s climate, studying the increase or decrease in the number and size of the world’s glaciers over the last 150 years should give us a clear idea about what has been happening to temperatures in the world over this same period. Two facts related to glaciers provide evidence that temperatures across the globe have become warmer. Directions: Using only the relevant information from the facts supplied below, write a one paragraph  argument for the following claim. Firstly, in 1850, there were 150 glaciers in Glacier National Park in the USA but by 2002 this number had decreased to only 26. Secondly, from the time that measurements began in 1842, the Gangotri Glacier in the Himalayas has been retreating. From 1935 to 1971, the rate was 62 feet per year, but from 1971 to the present day, the rate of retreat has doubled. These observations strongly indicate that the world has been undergoing a period of global warming over the last 150 years. SECTIONII A. Biological Sciences Example 1 Questions: Decrease in the rate of diffusion of a substance across  the plasma membrane will occur due to increase in A. its concentration gradient B. surface area of membrane C. membrane thickness D. temperature A B C D Example 2 Repolarisation of a nerve action potential is du e to A. Na+/K+ ATPase pump B. increased permeability to Na+ C. increased efflux of K+ D. opening of Ca++-channels A B C D Example 3 The synthesis of a protein chain from an RNA molecule occurs through the process of: A. cell cycle B. replication C. translation D. semi-conservative replication A B C D Example 4 Based on the amount of genetic material that they contain, sex cells are said to be: A. diploid B. autosomal  C. haploid D. X-linked A B C D B. Mathematics Example 1 If x2 + y2 = 18 and xy = 4 then (x+y)2 = A. 28 B. 26 C. 24 D . 22 A B C D E xample 2 Seema is 15 years older than Kiran. In 10 years, Seema will be twice an old as Kiran. How old is A. 5 B. 20 C. 25 D. 30 A B C D E xample 3 If y is not 0 or 1, what is the reciprocal of 1/(y-1/y) A. y/y2+1 B. y/y2-1 C. y2-1 D. y2-1/y A B C D C. Logical Reasoning E xample 1 Direction: Each passage in the section is followed by question based on its content. After reading a passage, choose the best answer to each question. Answer all questions following a passage on the basis of what is  stated implied in that passage. Student at the College of Natural Science must complete a total of twelve courses selected from three different general area – humanities, natural science, and social science – in order to graduate. The student must meet the following course distribution requirement: I). Atleast six of the required twelve courses must be from natural sciences II). Atleast five of the required twelve courses must be from humanities and social science, with at least one, but no more than three, selected from humanities. Questions: If students have completed six natural science  courses, all the following are possible groups of courses that fulfill the course distribution requirement EXCEPT: A. three humanities courses and three social science courses B. two humanities course and four social science courses C. one humanities course, one natural science course, and four social science courses D. one humanities course, two natural science courses, and three social sciences courses A B C D 12. required in order to fulfill the courses distribution A. 1 B. 2 C. 3 D. 4 A B C D 4. 5. 6. 7. 8. 9. Seema now? 10. 11. The minimum number of social science courses requirement is:

Clarkson Lumber Company Essay

(1) Background: CLC was founded in 1981 by Mr. Clarkson and brother-in-law Henry Holtz in the Pacific Northwest. The company has experienced rapid growth over the recent years and it is anticipated to continue. Mr. Clarkson bought out Mr. Holtz for $200,000 to become the sole owner. This resulted in the need of more cash inflow from the bank. Even with consistent profits, the company has suffered a shortage of cash and has borrowed funds needed for business growth. (2) Major Problem(s): CLC’s current ratio (formula 1) has deteriorated which led to a shortage of funds while still being profitable. The company’s average collection period (formula 2) and debt ratio (formula 3) have increased which also signals problems. CLC buys its inventory in large quantities from the suppliers in order to take advantage of a 2% trade discount but has been unable to receive the discount due to the increasing average collection period and inventory turnover. (3) Alternative Courses of Action: i. Acquire more bank credit ii. Reduce rate of growth to more sustainable level iii. Reevaluate customers who can purchase on credit (4) Brief Analysis of Alternatives: i. CLC must improve their current ratio to ensure the bank it will have the ability to repay a larger loan. ii. CLC has seen operating expense increase dramatically between 1993 and 1995. CLC needs to reconsider the amount of inventory to be held on hand and scale back operations if inventory turnover continues to increase. iii. Due to the increasing average collection period, CLC needs to seriously reconsider allowing some customers to purchase on credit and do more thorough credit analysis. An increasing average collection period does not allow CLC to take advantage of the 10 day 2% trade discount. (5) Suggested Course of Action: CLC should seek to increase the $750,000 loan from the bank but with severe restrictions. The company should be required to reduce accounts receivable and inventory and strict control of future investments to reduce cash outflow. Formula 1: Current Ratio 1993: $686/275 = 2.49 1994: $895/565 = 1.58 1995: $1249/1188 = 1.05 Formula 2: Average Collection Period 1993: $306/(2921/365) = 38.24 1994: $411/(3477/365) = 43.15 1995: $606/(4519/365) = 48.95 Formula 3: Debt Ratio 1993: $415/919 = .45 1994: $785/1157 = .68 1995: $1188/1637 = .73