Life Of Comenius Essays - Virtue, Metaphysics, John Amos Comenius

Life Of Comenius In Moravia in 1592, Comenius, one of the greatest educational theorists to date, was brought into life. From his father he received ordinary elementary and grammar school education. While attending school the incompetence of his teachers drove him to become a school reformer. Still today, 300 years later, we find his teachings to be the origins of contemporary or recent trends of thought. Comenius's theories can be seen today through the relatively young philosophy of progressivism. Through Comenius's views on the nature and character of society, the nature of the individual, and the nature of knowledge, one can see how his views on education may have influenced the development of progressivism. One view that must be looked upon is the nature and character of society. Comenius believed that human society is an educative society: though this idea is not explicitly stated until the nineteenth century. In other words society teaches all things to all men and from all view points as well as the fundamental union between the educational ideal and the ideal of international organization. This then proceeds into the nature of the individual. The nature of the individual should also be considered when looking into Comenius's philosophy. Comenius believed in three main issues that cannot be separated. These three aspects consist of Erudition, virtue or seemly morals, and religion or piety. In other words, we comprehend the knowledge of all things, arts, and tongue; under virtue, not only external decorum, but the whole disposition of our internal and external movements; while by religion we understand that inner veneration by which the mind of man attaches to the supreme Godhead (Reisner 24). Comenius states that, In these three things is situated the whole excellence of man, for they alone are the foundation of the present and the future (Reisner, 24). All other things (beauty, riches, strength, long life) only lead to harmful destruction if he should greedily gape after them and overwhelm himself with them. Along the lines of virtue, Comenius believed that the seeds of virtue are born with man. However this belief is bou nd up in a twofold argument. Comenius states, ?every man delights in harmony; man himself, externally and internally, is nothing but a harmony (Reisner 30). In other words, just like a piece of clock work where throughout the whole structure one part depends on the other, and the movements are perpetuated and harmonized; mans body functions in the same respect. Thus we do not forthwith pronounce it to be of no further use if it becomes disorganized and corrupt; thus with regard to man, no matter how disorganized by his fall into sin, he can, through the grace of god and by certain methods, be restored to harmony again (Reisner 32). Therefore throughout life each man strives to keep harmony internally and externally. Without it he would be lost and self-destruction would slowly take its course. Another aspect that Comenius believes is naturally planted into humans is the seeds of knowledge. Comenius also flows the nature of knowledge into his philosophy. In his epistemological view he believes that the seed of knowledge is planted into man. Therefore it is not necessary to have anything brought to man from the outside, but only that that which he possesses rolled up within hisself should be unfolded and disclosed. Comenius explains that since everything in the universe can either be seen, heard, smelled, tasted, and touched, it follows that there is nothing which cannot be compassed by a man endowed with sense and reason. Therefore all things exist in man, and that only if he is sufficiently skilled to strike the sparks to bring out his knowledge will he ever reap the fullest enjoyment of the marvelous treasures of gods wisdom. The truth of this is backed by the early years of childhood where the five senses are in search of food, and in return brings forth the knowledge. Comenius states, ?for an active nature nothing is so intolerable as ease and sloth (Reisner 28). Th erefore man has a natural desire for the wealth of knowledge and even the ignorant wish to be partakers of this wisdom, if they could only deem it possible. For Comenius believes the true

University of Iowa GPA, SAT and ACT Admissions Data

University of Iowa GPA, SAT and ACT Admissions Data University of Iowa GPA, SAT and ACT Graph University of Iowa GPA, SAT Scores and ACT Scores for Admission. Data courtesy of Cappex. How Do You Measure Up at the University of Iowa? Calculate Your Chances of Getting In  with this free tool from Cappex. Discussion of the University of Iowas Admissions Standards: In 2015, over 80% of applicants were accepted to the University of Iowa most students who took high school academics seriously should be able to get in. In the graph above, the blue and green dots represent accepted students. You can see that the majority of successful applicants had high school grades in the A or B range, ACT composite scores of 20 or higher, and combined SAT scores of 1000 or better. The higher those grades and test scores, the better your chances are of receiving an acceptance letter from U of I. Note that there are a few red dots (rejected students) and yellow dots (waitlisted students) mixed in with the green and blue in the middle of the graph. Some students with grades and test scores that were on target for the University of Iowa did not win admission. On the flip side, note that some students were accepted with test scores and grades a little bit below the norm. This is because the University of Iowas admissions process is not entirely numerical. For most students, admission will be based on a a numerical equation that uses your GPA, composite ACT score, high school rank, and number of core courses. However, Iowa does have a holistic admissions process for students who do not qualify numerically, and for students who do not have a class rank. The holistic process takes into consideration a personal statement and letters of recommendation. Finally, note that different colleges at the University of Iowa have different admissions standard. The admission bar for the College of Nursing and Tippie College of Business is higher than that for the College of Liberal Arts Sciences. To learn more about the University of Iowa, high school GPAs, SAT scores and ACT scores, these articles can help: University of Iowa Admissions ProfileWhats a Good SAT Score?Whats a Good ACT Score?Whats Considered a Good Academic Record?What is a Weighted GPA? Articles Featuring the University of Iowa: Top Iowa Colleges and UniversitiesPhi Beta KappaAssociation of American UniversitiesBig 10 Conference If You Like the University of Iowa, You May Also Like These Schools Purdue University:  Profile  |  GPA-SAT-ACT Graph  Drake University:  Profile  |  GPA-SAT-ACT GraphIndiana University:  Profile  |  GPA-SAT-ACT GraphIowa State University:  Profile  |  GPA-SAT-ACT GraphMarquette University:  Profile  |  GPA-SAT-ACT GraphOhio State University:  Profile  |  GPA-SAT-ACT GraphBradley University:  Profile  |  GPA-SAT-ACT GraphUniversity of Chicago:  Profile  |  GPA-SAT-ACT GraphArizona State University:  Profile  |  GPA-SAT-ACT GraphUniversity of Illinois - Chicago:  Profile  |  GPA-SAT-ACT Graph

Is democracy necessary to protect universal human rights Essay - 1

Is democracy necessary to protect universal human rights - Essay Example This leads us to the last premise, democracy and human rights are closely interlinked to a point that they strengthen each other and that they are inseparable. Meaning, each is vital to the other. If human rights define democracy, democracy facilitates the realization of human rights. In short, the necessity of democracy for the protection of universal human rights resides on the very principles, process, and nature of democracy. To explain further, each premise is discussed below. Premise 1: Democracy upholds the principles of universal human rights. To explain this premise entails a brief discussion on the concepts of democracy and human rights, because this premise rests its assertion on the very principles that these two concepts uphold. Human rights Donnelly (2003, 10) explains, ‘are literally, the rights that one has simply because one is human’. As such, he characterizes human rights to be equal, inalienable and universal. Meaning human rights are applicable to ev ery human being regardless of color, sex, and creed. It is absolute that it cannot be denied from any one. In fact to him, even those who behave badly are entitled to these rights since no one can stop one from being human. This perhaps is due to the fact that no man is perfect. Every one of us at one time or another in our lives commits mistakes. This however should not be misconstrued as a justification for violating one’s right, because as always said, in every right there is a corresponding responsibility. In other words, one’s exercise and enjoyment of his/her right should not obstruct nor limit another’s exercise of his/her right. A classic example of this is the exercise of one’s right to freedom of speech/expression. As Amnesty International states: your right to freedom of speech is limited by your responsibility not to say untrue things which will degrade another person and abuse their right to dignity and good reputation’ (cited in Sprin g 2000, 70). Meaning, one cannot make use of his/her right to freedom of expression by committing oral defamation or slander. This clearly illustrates that human rights should be exercise with respect for the rights of others. Thus human rights must reside on facts and truths. Therefore, human rights are rights that recognize the dignity which set human beings far above from other forms of animals, that violating any of it is a direct assault to human dignity. However, human rights unless justified and accepted would be useless. In practice today, human rights are justified by a constitution or declaration (Parsons 2004, 32-33). An example of which are the Universal Declaration of Human Rights and international treatises such as the International Covenant on Civil and Political Rights, 1966; the International Covenant on Economic, Social and Cultural Rights, 1966; the Convention on the Rights of the Child, 1989; the Convention on the Prevention and Punishment of the Crime of Genocid e, 1948; the International Convention on the Elimination of All Forms of racial Discrimination, 1965; the Convention against Torture and Other Cruel, Inhuman or degrading Treatment or Punishment, 1984; and the Convention on the Elimination of All Forms of Discrimination against Women, 1979 (United Nations 2003). Notably though, these human rights instruments could only be possible under democracy. Why is it so, necessitates our understanding of democracy. Defining democracy is not simply an academic exercise but

The Broadway Caf Research Paper Example | Topics and Well Written Essays - 1250 words

The Broadway Caf - Research Paper Example This paper tends to discuss certain market strategies that can be effectively applied in Broadway Cafe so as to bring it back to the mainstream of profitable businesses. Scope of e-business In order to operate the activities of Broadway Cafe in an efficient manner, it is necessary to design a good website that would provide customers with relevant information regarding the Cafe and its products/services. The website must provide 24 hours live support to customers with intent to satisfy their needs. The firm can also collect customer feedback which is an essential asset of any types of business for further expansion (MBD 1, e-business). The firm must heed genuine concern to cultural sentiments while dealing with diverse customer groups. At the same time the relevance of personal opinions have to be scrutinized well prior to decision making. For instance, an anonymous person’s feedback shows that he did not like the presence of the children at the Cafe. The opinion obviously dep ends on the individual’s social outlook which is of little relevance to practical side of the business. If the company bans children from the Cafe in order to meet an individual’s content, the firm will lose a large group of family customers. The website must be attractive enough to retain the customers as well as to attract new prospects. According to the report of Yankee group, website traffic is the main factor which determines the effectiveness of the company’s website (MBD 2, Competitive advantage). However, large degree of website traffic would not necessarily ensure large sales. Therefore, company must gradually assess the income generated from website traffic along with the number of acquisition of new customers and reduction in customer care calls so as to determine the success or failure of the website. The above discussed points are the primary requirements for a business website; whereas the actual business expansion necessitates some innovative conc epts. Firstly, the company must provide e-business facilities to their customer so that they can order required products through online transaction (e-business). People today wish to have immediate access to products and services in minimum time at less expense. Since the credit card using prepaid delivery system has simplified business transactions across the globe, this feasibility has been identified as one of the competitive advantages of modern firms. Customer retention In addition, Broadway Cafe should also arrange supply vehicles with employees in order to deliver ordered goods at the destinations right time. If the consumers are satisfied with the service, they will not switch their demand to other brands. As part of the business expansion, Broadway Cafe can also take advantage of the website in dealing with their suppliers. The website would help to interact with the suppliers in an effective way so that various costs associated with supply can be minimized to some extent. The website can also be deployed in order to ensure more conveniences to its employees. The application of e-banking would aid the company to easily cope with the payroll dealings; and it would also enable the company to eliminate the difficulties associated with the manual clerical work (United Bank). Company website is the best channel for conducting

Communication Style Case Study Essay Example for Free

Communication Style Case Study Essay Communication style is the method used to deliver our messages to others. Its outcome is affected by the style chosen by the individual to relay our message. The different styles are passive, assertive, aggressive, passive-aggressive. Throughout my experience in healthcare, I have either witness or taken part in different situations that used different styles of communication. There are three specific personal scenarios that come to mind when I think about the different styles of communication. First Personal Scenario During a nursing school hospital rotation I was assigned to follow a registered nurse and witness communication between the nurse and client. The nurse entered the clients room and without a courteous greeting such as good morning or a simple hello stated, â€Å"Mrs. Jones here is your medication.† The client responded, â€Å"I do not want it. All you do all day is give me too much medication.† The nurse replied with a firm tone of voice and eye rolling, â€Å"You have to take it. How do you expect to get better if you do not take your medicine?† Both the nurse and client used aggressive communication. The nurse could prevent the conflict with the client had she initiated an assertive style of communication. To improve the communication the nurse should respond assertively with a moderate voice pitch, a relaxed body stance, acknowledge the clients feelings, and encourage the client to address her concerns (Arnold Boggs, 2011). Also the nurse should explain why the client is being given the medication to help the client understand the reason. According to Hansten and Jackson (2009), to make communication clear we must explain why we need to take such actions. In this scenario the outcome using an aggressive style will lead to failure to achieve a client focused therapeutic relationship. Instead the client feels that they  cannot trust the nurse and respond aggressively. Trust is an essential component to a therapeutic relationship (Arnold Boggs, 2011). Had the nurse approached the client with a simple greeting followed by the name of medication and the reason for taking it, perhaps the client would have been more willing to be compliant with the recommended care. Second Personal Scena rio Recently I witness a situation where a nursing assistant was sitting at the nursing station and the nurse was walking by holding medications and a water cup in her hand. The nurse asked the nursing assistant, â€Å"The call light is on in room five and I need to give another client his medications. Would you please see what the client needs.† The nursing assistant crosses her arms and replies, â€Å"I am tired of these lazy nurses. I always have to do everything.† The nurse rolled her eyes and replied, â€Å"Just do your job and do what I asked.† In this situation the nursing assistant responded aggressively. The nurse first used the assertive style then replied using the aggressive style. Instead the nurse should have been consistent with an assertive response. For example she could of replied without rolling her eyes, using a medium voice pitch, abstain from insults, and acknowledge the other persons feelings (Hansten Jackson, 2009). The other person is more likely to listen if they are not feeling insulted and preventing the conflict from escalating (Hansten Jackson, 2009). Also, conflict should be addressed and not ignored to resolve it (Arford, 2005). In this situation the poor communication caused a lack of trust and took the focus away from the clients care. This in turn can cause retaliation among peers and jeopardize quality client care. Both conflicting parties are forgetting that their goal is to provide quality client focus care and collaboration is essential to deliver it. Collaboration helps accomplish better outcomes than one person alone (Arford, 2005). Third Personal Scenario I had a personal situation where the doctor ordered for a twenty-four hour urine collection. The procedure involves collecting the urine immediately after the client voids and transferring it to a special container kept on ice, to preserve the urine. I informed my nursing assistant, â€Å"I started a twenty-four hour urine collection in room 5. Can you please make sure to  check frequently for urine in the bedside commode and place it in the collection container.† The nursing assistance replied, â€Å"Ok. I will.† The next time I went into the clients room I noticed the ice where the container is kept had melted. I then replaced the ice and told my nursing assistant, â€Å"I noticed the ice had melted in room five. Please check on the ice levels hourly.† She replied, â€Å"Ok. I will.† It seemed as if every time I checked on the ice levels they had melted. I found myself frustrated and ended replacing the ice myself to get the job done correctly. I reali ze now that my communication with my assistant was non-assertive. My assistant was passive in her response. I failed to assess my assistant’s level of understanding of the procedure and instead I lost trust and became frustrated. Communication should be clear, complete and explain why we need a task done a certain way (Hansten Jackson, 2009). If I would of taken the extra time to explain the reason why we keep specimens on ice perhaps my assistant would of taken the time to do the task. In return I would have been able to attend to others duties had I been able to trust my assistant. Instead my message was incomplete and my reaction demonstrated a lack of trust toward my assistant. References Arford, P. H. (2005, March/April). Nurse-physician communication: An organizational accountability. Nursing Economics, 23(2), 72-77. Retrieved on March 16, 2014, from http://search.proquest.com.ezproxy.apollolibrary.com/docview/2369346accountid=458 Arnold, E., Boggs, K. U. (2011). Interpersonal relationships: Professional communication skills for nurses (6th ed.). St. Louis, MO: Elsevier/Saunders. Hansten, R. I., Jackson, M. (2009). Clinical delegation skills: A handbook for professional practice (4th ed.). Boston, MA: Jones and Bartlett Learning.

Domestic Violence: Loopholes in the Arizona Legal System Essay

The United States has a long history of domestic violence. Nearly six million American women will be battered by their spouses every year (United Way, 1998). Tradition gives men the right to control their family including their wife. Violence is tolerated under these traditional conditions as discipline (Cohen, 1996). Domestic violence is overwhelmingly committed by men ".. to discipline and coerce women" (Cohen, 1996). "Husbands use violence against their wives as a way of coercing them, establishing control, and conveying rules to regulate 'proper' female behavior (Dobash & Dobash, 1977-1978)." This type of abusive behavior often comes from the ideology that women are subordinate to men (Cohen, 1996). This way of thinking was dominant until the feminist movements when women protested for equal rights and got them. It has still been a struggle to get women's issues recognized by law, however. Domestic violence is a serious issue that needs to be thoroughly addressed, especially in border states like Arizona which have a large Mexican immigrant population, often with traditional views. To have an effective legal system which thoroughly addresses domestic violence, abusers must be held accountable by law for their a ctions and all victims need to be able to receive aid and support from the state. Currently, these requirements for an effective legal system regarding domestic violence are not met in Arizona. Every year there is some 16,000 domestic violence charges filed in the Tucson Police Department and Pima County Sheriff's Office combined (United Way, 1998). The state does have punishment for these abusers. There are many laws is Arizona regarding domestic violence, however there are problems with the... ... Social Policy, and Violence, Journal of Personality and Social Psychology, Vol. 70, No. 5, 1996. Moore, Roberta. Advocate for the Oasis Crisis Center, University of Arizona, 1999. Neff, James; Holamon, Bruce; Schluter, Tracy. Spousal Violence Among Alglos, Blacks, and Mexican Americans, Journal of Family Violence, Vol. 10, No. 1, 1995. Vargas, Alexia. Split Decision, Wall Street Journal, Vol. CCXXII, Nove. 18, 1998. Wabnik, Alisa. Bill Proposes Prison for 3rd Offense, Arizona Daily Star, March 16, 1998. http://www.azstarnet.com/plusb-cgi/fastw... National Research Council. Lack of Research Hampers Strategies to Stem Violence Against Women. May 1, 1996. http://www.nap.edu/bookstore/lsbn/0309054257.htm. United Way of Greater Tucson. Special Report on Domestic Violence, 1998. http://www.unitedwaytucson.org/unitedway/report/domestic.htm.

How to Differentiate Hrd and T&D

In the early 1980s, the field of personnel management shifted its function from handling staffing and related administrative activities to the development of people as a resource of the organization (Sims, R. 2006). Thus, here comes the field of Human Resource Development (HRD). The term HRD started out first simply as â€Å"training†, then involved into â€Å"training and development†(T&D), and finally into HRD. Therefore, some confusion arise relating to the difference between Human Resource Development and â€Å"training and development†.In order to differentiate HRD and T&D, the author illustrates this essay by clarifying the definition of HRD and T&D, their respective main purpose, and the strategies of each term. I. Definition 1. Definition of HRD Because of the evolving nature of HRD, defining HRD is difficult. The first definition of HRD offered by Harbison and Myers related HRD to broad contexts, including economy, political, social and culture contexts, rather than just individuals and organizations.They defined HRD as a process to increase the knowledge, skills and capacities of all the people in a society: â€Å"In economic terms, it could be described as the accumulation of human capital and its effective investment in the development of an economy. In political terms, HRD prepares people for adult participation in the political process, particularly as citizens in a democracy. From the social and cultural points of view, the development of human resources helps people lead fuller and richer lives, less bound to tradition. †(Harbison and Myers, 1964)HRD was also referred as a learning experience provided by employees, leading to the improvement of their performance and/all personal growth (Nadler and Nadler, 1989). A recent definition from Swanson (2009) explained the term HRD as a process of developing and unleashing expertise which aimed at improving organizational system, work process, team, and individual performance . 2. Definition of T&D Generally speaking, training and development is defined as a field concerned with organizational activity whose objective is to improve the performance of individuals and groups in organizational context.To be specific, writers of some literatures have divided the term T&D into two independent parts: â€Å"training† and â€Å"development†. Separated definition for each word is created, which makes the definition of training and development quite straightforward. Training was defined as a â€Å"planned and systematic process to modify or develop attitude, knowledge or skills through learning experiences, to achieve effective performance in an activity or range of activities. † (Garavan et al. ,1995; Harrison, 1993; Reid et al. 1994) .A separate definition of development was that â€Å"the growth or realization of a person’s ability through conscious or unconscious learning, which usually includes elements of planned study and experi ence supported by coaching and counseling† (Wilson, 1999). Similarities can be seen from these definitions that both HRD and T&D provide human resource with learning to improve performance. However, their emphasises are different according to the definitions. T&D focuses more on the improvement of individual performance, whereas HRD is a business approach which plays a crucial role in the improvement of whole organizational.II. Main Purpose of HRD and T&D 1. Main purpose of HRD The key functions of HRD are individual development, organizational development, career development and performance improvement. Actually, the main purpose of HRD is under debate of researchers and practitioners. Should it focus on increasing the performance requirements of its organizations and enhancing the productivity of the workforce or on developing the individual competency and skills? When practiced in productive organizations, HRD should contribute directly to the organization’s goal.As a result, performance improvement becomes the main purpose of HRD. There are many aspects that HRD could improve performance: individual, process, as well as organizational levels. For instance, performance is impeded when the goal of an organization do not fit various internal and external realities (culture, for example). HRD could solve this problem by formulating a goal that fit in the organizational culture while a culture change process being implemented in order to support the goal of the organization. 2. Main purpose of T&DIn many literatures, the purpose of T&D concentrates on individual development. There is need to train and retrain the employees on continuous basis. T&D has the goal of influencing basic values and beliefs of individual. Meanwhile, there are also technical and management T&D programmes related to systems and procedures appeal to the inherent logic, and the planning methods and people skills appeal to the strategies of succeed. The relationship (or differe nce) of HRD and T&D (and other HRD functions) could be illustrated by figure1:Figure1 (Haslinda, 2009) Although the main purpose of T&D is individual development, which is one of the four key functions of HRD, we can not say that T&D is a subset of HRD. HRD and T&D are discrete entities. HRD is the integrated use of T&D, organizational development, career development and performance development to improve individual, group, and organizational effectiveness. III. Strategies of HRD and T&D 1. Strategies of HRD To contribute to the goals and missions of the organization, efforts of making HRD strategies must take place.First, there should be a clear overview of the relationship between the organization’s missions, strategic agenda, and competitive environment. Followed by an assessment of the current capacity of workforce, special needs are identified. An evaluation system needs to be built in order to examine if the target competencies indeed enhance the actualization of organi zational goals. Finally, the organization needs senior leadership and a culture that support lifelong learning of the work role of each employee. 2. Strategies of T&DTraining and development in an organization also requires a mechanism that establishes the competencies required by an organization to achieve success. Therefore, the strategy of T&D includes 1) identifying the employees’ training needs, 2) finding out the HR strategic plan, 3) establishing personal developing plans and 4) evaluating the T&D outcomes by assessment. The process could be revised over and over again. The strategies of HRD and T&D have several points in common. However, those tiny distinctions make HRD a more strategically orientated organizational process.