Wednesday, November 27, 2019

Marvin Hinton Essays - Interpersonal Relationships,

Marvin Hinton English 101.46 03/01/00 The Expository Essay During life, a significant factor is the relationship with another. There are many aspects to a relationship that will make it strong or long lasting. Looks may seem to be important but in the long run they prove not to be. Looks can be changed through surgery and can fade with age. There are four qualities that should be found in a good strong relationship. These four factors will never change no matter what kind of relationship one is in or what one looks like. The four factors that make a good relationship are commitment, trust, caring, and communication. In any relationship, if any of these four factors are missing then the relationship will not last long. Commitment is an important factor in building a strong and successful relationship. Commitment keeps a relationship together through the good and the bad times. Whether a partner in a relationship is suffering through hard times, the couple if committed will pull through. A strong relationship that is committed will make it through the major and the minor crisis of life. A minor crisis that could put a strain on a relationship could be considered as something simple such as the breaking of a date or one person having no money. A major crisis may be one partner going off to war or having to leave town for several months on business. If the relationship is committed then a couple will survive these crisis. Commitment is a step in building a strong relationship. Marvin Hinton 2 The second part of a successful relationship is trust. Trust is like the "I love you" of a relationship. Trust means that when one partner wants to go out for a night on the town with his or her friends that they will not cheat. When a couple is out together for a night that the other partner will not be flirting with other people in the room. A couple that trusts each other will give each other space to do their own thing. Trust allows a relationship to grow because there is not the constant worry of what the other party is doing. Trust is when there are selected responsibilities that each partner may have and makes sure are fulfilled. Responsibilities such as making sure the trash is taken out or the bills are paid on time. Building trust in a relationship could even consist of making sure that if there is a dinner date that both parties are on time. Even though destroying trust can happen in an instant, building trust takes lots of time. Building trust in a relationship takes time and effort while destroying it could be as simple as cheating or not showing up when a date is scheduled. The third part of a successful relationship is caring. There is no way to truly describe what caring is but it is an intimate part of any relationship. Caring is a feeling or emotion. Caring is a feeling or emotion that cannot be readily described in words but still a feeling. Caring is missing your partner when they are away or being sad when they are not feeling well. Caring in a relationship is an emotion that can only be described using other emotions. When two people care for each other in a relationship form a bond which is hard to break even when common sense tells them that they need to. This bond is so strong that even abusive couples will stay together. The couple thinks that they care for each other enough that the abuse does not matter. Caring is the fabric of building a strong relationship. The fourth and most important part of a relationship is communication. Communications is the problem solver of a relationship and could also be the destroyer of Marvin Hinton 3 a relationship. Communication is important because the beginning of any relationship. Any relationship starts with communication because that is how you meet the person. A relationship will not get started if the communication is not there. Communication separates a purely physical relationship with no meaning from a true strong relationship. Communication in a relationship should be honest. Communication makes two people one. When a couple knows each others likes and dislikes communication is strong. Communication lets a couple talk about their problems and can help resolve many of them. In a relationship with no communication a small problem can cause a rift which will lead to a break up. This is why communication is an

Sunday, November 24, 2019

Explanation of Indirect Objects for ESL Learners

Explanation of Indirect Objects for ESL Learners Indirect objects are persons or things who receive the benefits of an action. In other words, when somebody does something for someone or something the person or thing it is done for is the indirect object. For example: Tom gave me the book.Melissa bought Tim some chocolate. In the first sentence, the direct object book was given to me, the indirect object. In other words, I received the benefit. In the second sentence, Tim received the direct object chocolate. Notice that the indirect object is placed before the direct object. Indirect Objects Answer Questions Indirect objects answer the questions to whom, to what, for whom or for what. For example: Susan offered Fred some good advice. To whom was advice (direct object in a sentence) offered? - Fred (indirect object) The teacher teaches the students science in the morning. For whom is science (direct object in a sentence) taught? - the students (indirect object) Nouns as Indirect Objects Indirect objects can be nouns (things, objects, people, etc.). Generally, however, indirect objects are usually people or groups of people. This is because indirect objects (people) receive the benefit of some action. For example: I read Peter the report. Peter is the indirect object and the report (what I read) is the direct object. Mary showed Alice her house. Alice is the indirect object and the house (what she showed) is the direct object. Pronouns as Indirect Objects Pronouns can be used as indirect objects. Its important to note that pronouns used as indirect objects must take the object pronoun form. Object pronouns include me, you, him, her, it, us, you, and them. For example: Greg told me the story. Me is the indirect object and the story (what Greg told) is the direct object. The boss lent them the start-up investment. Them is the indirect object and the start-up investment (what the boss lent) is the direct object. Noun Phrases as Indirect Objects Noun phrases (a descriptive phrase ending in a noun: a beautiful vase, an interested, wise, old professor) can also be used as indirect objects. For example: The composer wrote the dedicated, poor singers a song to perform. the dedicated, poor singers are the indirect object (noun phrase form), while a song (what the composer wrote) is the direct object. Relative Clauses as Indirect Objects Relative clauses which define an object can also function as indirect objects. For example: Peter promised the man, who had been waiting for an hour, the next tour of the building. In this case, the man is defined by the relative clause who had been waiting for an hour both of these make up the indirect object. The next tour of the building (what Peter promises) is the direct object.

Thursday, November 21, 2019

Diversity in the workplace in Singapore. 'Surface-level diversity' and Essay

Diversity in the workplace in Singapore. 'Surface-level diversity' and 'Deep-level diversity' - Essay Example Diversity is used as an umbrella term to represent the dissimilarity of the individuals that make a team on the basis of their individualistic characteristics (Jackson, 1992). Surface-level diversity has been referred to as visible (Pelled, 1996) and demographic (Williams and O’Reilly, 1998) and is conventionally understood as inclusive of such variables as gender, ethnic origin and age (Harrison et al., 2002; Lawrence, 1997; Tsui et al., 1995). Denying demographic attributes is cumbersome, though people may find several ways to categorize themselves. Deep-level diversity, on the other hand, reflects a disparity of characteristics that are not apparently noticeable. Such characteristics include but are not limited to viewpoint, ideology, extremism and connectedness. Managers need to have a fair understanding of both in order to deal with the frequently arising problems in the contemporary workplace. With the rapid expansion of economies over the last twenty years, diversity and inclusion have become factors of extreme significance in many Asian countries including Philippines, Hong Kong and Singapore. Increased workforce diversity in these countries can fundamentally be attributed to the fact that more women enjoy management positions in organizations in these countries as compared to the trend in US or Europe. According to 20-First (n.d.), Singapore’s share of women senior managers is the maximum among all Asian nations. In their research, Dimovski, Skerlavaj, and Man (2010) examined if growth of women managers in the organizations of Singapore are restrained by a glass ceiling. The term â€Å"glass ceiling† is a â€Å"well enshrined phenomenon supported by conclusive evidence† (Simpson and Atlman, 2003). Dimovski, Skerlavaj, and Man (2010) studied the perceptions of female mid-level managers in Singapore regarding whether or not they have to deal with a gl ass ceiling in the workplace with respect to corporate climate, corporate culture and the general practices. Dimovski, Skerlavaj, and Man (2010) concluded that the promotion of female managers in the Singapore organizations is inhibited. Female mid-level managers expressed lack of development opportunities including initiatives that are family-friendly, mentoring and networking. 32.5 per cent of the respondents said they had encountered the invisible women syndrome in the workplace and 37.5 per cent women managers said that the judgment of their work performance was unfair. 35 per cent respondents of these respondents said that the organization in which they worked valued diversity and had a corporate climate. Women expressed dissatisfaction for the organizational practices and culture in place and rendered them generally unsupportive for them. Despite this, when so many women express dissatisfaction towards the work environment, it means much needs to be done in order to address th e concerns of surface-level diversity and deep-level diversity. A lot of women managers in Singapore are still caught in the issues of sexual harassment and intellectual underestimation. Surface-level diversity is visualized as a potential threat by many local workers of Singapore because of the managers’ biased behavior in favor of the foreign workers in general and the Chinese workers in particular. Singapore has