How to Treat Gummosis, or Bleeding in Tree Bark

How to Treat Gummosis, or Bleeding in Tree Bark Bleeding bark on  trees and other woody plants  often leads to concern when its discovered by tree growers and yard tree owners. Gum or sap draining from a tree trunk or limbs is common in trees in the genus Prunus, which includes peaches and cherries, but it can happen in many species. This sap flow can be caused by biotic diseases, which are triggered by living organisms such as fungi, and abiotic injury, caused by non-living factors such as sunlight and temperature change. One textbook definition gummosis is the copious production and exudation of gum by a diseased or damaged tree, especially as a symptom of a disease of fruit trees. But it also can be an early symptom of other problems, not only in orchards but in prized landscape trees in yards, parks, and forests.   Gummosis can weaken a tree, but it isnt the end of the world. Bleeding or oozing of sap from a tree, although not normal, wont necessarily permanently harm a tree or woody plant; most of them will survive. Its also important to remember that there are many causes for free-running sap from trees, including insect borers, cankers, bark injury, and a variety of diseases. Controlling these sources of damage will control gum deposits and sap flow, but there usually is no cure. Causes Gum exuding from cherry, peach, and sweetgum trees is common, so keep an eye on these species. Gummosis isnt a pathogen in itself but the response to environmental stress from pathogenic, insect, or mechanical injury. Pathogenic infectious diseases and cankers that result in bleeding sap can become problematic in fruit orchards. Particularly, the  cytospora canker, or perennial canker, commonly causes fungal bleeding in stone fruited trees such as apricot, cherry, peach, and plum. This infection can be distinguished from insect damage and mechanical injuries because sawdust or pieces of bark arent mixed in the sap, as would be the case with insect or mechanical damage. It isnt vital for you to identify the specific cause or causes involved, but its very important to differentiate between insect infestation, mechanical injury, and infectious disease for diagnosis. Prevention and Treatment There are management practices you can follow to lower the risk of gummosis: Be careful when using lawn and garden equipment to avoid tree tissue injury, which can harbor fungal spores.Prevent winter cold injury to your tree by planting cold-hardy species within their hardiness zones and outside isolated wind  avenues.Maintain a trees health to discourage boring insects.Prune and dispose of limbs during late winter.Try to identify whether the tree has been injured mechanically, been attacked by insects, or infected by a disease. Typically, mechanical injury and insects will leave exposed sapwood or sawdust. Treat the  causes as best you can while increasing the most comfortable tree conditions for optimal health. Increasing tree vigor is important and will yield great results. One helpful treatment is applying several pints of garden lime under the tree drip line if your site has a low to moderate PH. Raising soil Ph to 6.5 can do wonders for tree health.

Max Weber Essay Example | Topics and Well Written Essays - 750 words

Max Weber - Essay Example (Kilcullen, 1996) This important belief is said to have made the Calvinists quite anxious about their Salvation, and this led to the fact that they attempted to console themselves and get rid of their anxiety by making concerted attempts to succeed in all their economic and other undertakings. The widespread belief may have been that God would quite naturally demonstrate his favor by bestowing prosperity and wealth on the various enterprises and undertakings of the elect. In addition, no Calvinist believed in self indulgence, and this meant that all the finances generated and raised by their present undertakings would perforce be put back into future undertakings, or 'callings' as they were referred to, both by the employer as well as by the employee. The small reward that they expected was a mere earthly one, but this was sufficient for the Calvinist. (Kilcullen, 1996) It was also Max Weber's opinion that Protestant doctrines believed in the fact that men must accept a humbler sort of station in their lives, and that they must devote their energies into performing mundane tasks and duties. Weber also believed that since there was no hierarchical Church structure present, it meant that there would be no episodes of upward mobility and a need for acquisition. however, it was because of the 'work and save' ethic that was being followed by these people that the phenomenon of 'Capitalism' was brought into the picture, and since there is absolutely no doubt that a dedication and a devotion and a deep commitment towards one's work would inevitably bring forth the desired productivity, especially on the part of the Calvinists, who believed in the dedication to one's own 'beruf', or duty, or calling. (Max Weber, 1864 to 1920) It is widely acknowledged everywhere that Max Weber had an ingrained concept of 'rationality and rationalism' in all his works, and according to Rogers Brubaker, it was veritably a 'great unifying theme' in his work, even though it has been stated by some others that the concept was at times 'evasive'. It was Weber's opinion that the very history of 'rationalism' has revealed that it does not follow any type of parallel lines in life in general, and also that the very idea of rationality is both multi directional and multi dimensional. Rationality was, for Weber, the manifestation of individual freedoms, and also another meaning for conceptual lucidity, among various other meanings. (The University of North Carolina at Chapel Hill) According to Max Weber, sociology as such meant that it was nothing but a 'comprehensive science of social action', and it must be also noted that most of Max Weber's ideals stem from the idea that human beings attach a great many subjective meanings to all their manifold actions and interactions within any specific social context. Therefore, in this context, rationality means that most human beings restlessly strive for a goal, which in itself may not be rational, but for which most people strive through rational means. As most people have diverse numbers of motivational factors, it would mean that most human behavior as such is caused by a mixture of all these motivations. This was in

Cultural Beliefs and Stigma Essay Example | Topics and Well Written Essays - 750 words

Cultural Beliefs and Stigma - Essay Example Investigation of the impact of cultural beliefs and stigma on the treatment journey of infectious patients needs include the burden from the stigma of various health problems and cultural beliefs. In the course of examination of the stigma and its effects on the patient comparisons must be made. These comparisons include the magnitude and character of stigma for different conditions and in different social and cultural settings; identifying distinctive features of stigma that may guide intervention programs; and evaluating changes in the magnitude and character of stigma over time and in response to interventions and social changes. (leininger M (1991) Such research benefits by examining stigma from various vantage points, considering the experience of stigma among persons with a designated health problem, laypersons in the community, and health care providers or other designated subgroups of the community (eg, teachers and policymakers) that have a substantial impact on health. Research on stigma should also consider questions of social policy as they relate to human rights, access to health care, and social services for particular groups. Our review of health research issues and studies considers the role of stigma in specific mental health problems and tropical diseases, mainly in low- and middle-income countries. We also discuss the limitations of this research and the need for complementary quantitative, qualitative, problem-specific, and culture-specific approaches to study of stigma. (Weiss 2001-p 5) The reason hat health research is concerned with stigma is that stigma is an important consideration for health policy and clinical practice for several reasons. It contributes to the suffering from illness in various ways, and it may delay appropriate help-seeking or terminate treatment for treatable health problems. For diseases and disorders that are highly stigmatized, the impact of the meaning of the disease may be as great or a greater source of suffering than symptoms of a disease. An early presentations of paucibacillary leprosy as a painless depigmented or anaesthetic patch is an example. Hearing the diagnosis is more troubling than symptoms of the disease. Social science studies of stigma regard it fundamentally as a problem arising from social interactions. Goffman and other researchers have also recognized self-perceived stigma, which may also be troubling and responsible for diminished self-esteem whether or not it arises from an actual interaction, and whether or not t his perceived stigma accurately reflects the critical views of others. Stigma impairs the quality of life through concerns about disclosure, and it affects work, education, marriage, and family life. Although its impact is likely to be overlooked in the calculation of Disability-adjusted life-years (DALYs), stigma contributes to what WHO's Nations for Mental health Program calls the hidden burden of mental illness. In addition to the suffering it brings, research also shows that stigma and labeling may affect the

Strategies for Entrepreneurship and Change Management

Strategies for Entrepreneurship and Change Management Raama Gabionza Entrepreneurship takes an important role in innovation. It is an agent of change. It involves creating new products, services, technologies, and businesses. It is about economic development and generating wealth for investors. It is also about developing business to address social problems and environmental issues. In the world of health, entrepreneurship also play a vital role. It corresponds with the revolution and changes in the state of health of the population and of the society. Like for an example, our world today suffers from distinct inevitable crisis like epidemiologic incidences and other uncommon situations affecting health of the economy. It is a threat to the population that could shake the health of every individual thus will lead to high rates in morbidity and mortality. Early detection and treatment of these illnesses or diseases are vital ways to decrease its incidences as well as morbidity and mortality rates. Invention and creation of medical treatment and therapi es as well as immunizations could lessen the possibility of acquiring the ailment. These interventions are brought by entrepreneurship which is an agent of change to both private and public health sectors. It provides interventions that are more developed, new, updated and better. It also provides more effective and efficient procedures, surgeries, and any other ways of treating specific threats to health. Entrepreneurship is essential in any situation as it could help in promoting and improving the well-being of the person and of the society as the whole. However, entrepreneurship may not always be successful as what anyone may think of it. There are major criticisms against entrepreneurship within the public and private health and social care sector. One example of this is the fear of change. People are afraid to change as it may be less effective and could lead to failure. They are afraid to loss their expertise and can’t adopt to the change. Like in surgeries, when new type of procedure is introduced, medical practitioners are afraid to change their usual practice into new procedure as it may cause danger and hazard both to the patient and the practitioners themselves. Another criticism against entrepreneurship is the quest for profits. People might think that the only reason why new services are being introduced because entrepreneurs always think about gaining profit. There could be uncertainty of services. People might doubt whether the service is really essential and necessary or not. They might feel that their ignorance are being taken for granted by the entrepreneurs presenting and introducing the new product or services. In addition, consumers may need to be aware that not all entrepreneurs are profit oriented. Entrepreneurs can be classified as either business entrepreneur or social entrepreneur. To clearly understand the difference between the two types of entrepreneurs, Abu-Saifan (2012), identified their unique characteristics. To start with, business entrepreneurs or the so called the profit oriented are characterized as the value creator. They provide value of the commodity or product and services being introduced. While social entrepreneurs or the non-profit, are social value creator. They provide what is beneficial to the society not for the benefit of their pockets. As for being a leader, they are opinion leaders. They consider the opinion of the society before they introduce the new product or services. They are also like the managers. They first look for the problems before they fix. Like for an example in the case of diabetes, they first assess the situation. They look for the cause of pr oblem and focus on repairing them before moving on to the treatment itself. They assess what could be the cause of the problem, may it be the diet of the person or their genetics or other factors. They see the problems first before they put things right. Unlike the business entrepreneur, they will just fix what is needed to be fixed. They often miss to foresee what is really the reason and cause of the problem. This is why they are characterized as the organizer. They just organize things. They are also strategic thinkers that they choose what strategy is best for them not considering the opinion of the population or of the society. They only aim for the best of their profit and interest. They focus on their goals and on what they wanted to reach. They are high achievers. They are the exact opposite of social entrepreneurs. Social entrepreneurs focus on their mission for the change beneficial to the society not for their pocket or to gain profit and interest which business entrepren eurs do. Moreover, in entrepreneurship, there are three strategies presented by Chin Benne, (1969) as general strategies effecting changes in human systems. These strategies could be helpful for the management in choosing who to employ to their organization considering changes as inevitable. This could also be helpful to the organization on how to manage and how to present or introduce changes to its people. The first strategy is the empirical or rational. In this strategy, people can be persuaded to change based on communication of information and by giving and offering them incentives. They have their reasons to comply to change being presented. Successful change is in accordance to logic and reasons that could be beneficial to organization and to the people. The change in this strategy centers on the balance of incentives and risk management. The second strategy is the normative or re-educative. This type of people are those that adhere to cultural norms and values. They normally go with the flow, conforming to what is being practiced, advertised or introduced by the management or by the organization. Redefining the present culture, norms, and values, and making commitments to new ones may initiate people to change. The strategy to encourage these people to change is to consider their culture, beliefs and their ways. People who are normative or re-educative are mostly willing to adapt to change as long as they see that their cultural values are respected and are in favor to the new system or product and services. Third is the power or coercive. In this strategy, the leader or the boss of an organization coerce people to change or to do new things. People are submissive and will do what they are told to do. This type of management is often used when there is a crisis in an organization or institution where change is a must. It could also be used when change should be done as soon as possible or as it is needed. People will usually adhere to change and will just follo w what the leader ought them to do. Furthermore, any type of management strategy may be used by the organization in handling changes. All of those strategies can be helpful in making changes successful but it may also be harmful when it is not properly addressed to the people’s need. Like for an example in the use of power or coercive strategy, it is good to be used in an emergency situations or crisis because according to Chin Benne (1969) it is assumed that people will do what they are told. Like in my own experience working as a health practitioner, there was an instance when our area was affected by typhoon. Some of us who are staying nearby the building of the institution were told by the management to do double shifts at work in order to make up the shifts of other employers who are affected by the typhoon and cannot make it to work. It was an order by the management that we, as an employers are ought to do. Considering the situation and the crisis happening, we have no other choice but to do the double s hifts. It might be shocking to us but we have to do it because it is an emergency and it was the only way that could ease the situation. Another strategy by Chin Benne (1969) is the normative or re-educative wherein people adopt to change when they see that the change conforms to their norms, values and culture. For example, in my home country, most of the people are Roman Catholic. When family planning was introduced in a catholic institution, like the use of contraceptives, not all members of team agree with the change. Roman Catholic are against with contraception. It is important for this people to consider their beliefs specially their religion and culture. In order for the change to be successful, leaders of the institution introducing contraception in the practice of health, addresses the opinions of the members of the team and people. It was agreed to make the change possible by pursuing the use of contraceptives by health education to the people but not forcing every indiv idual to do so or to comply. At least in that way, little by little, the change was made. In change management, there are four segments classified that could be present in an organization or in any group of people. These segments are the campaigners, initiators, opponents, and neutrals. These are important factors that could have direct or indirect effect in the system of change. In order to address properly these expected impact to the system of change, it would be helpful to identify the differences and similarities of these factors and at the same time, it would also help the manager or the leader on how to effectively deal with the different points of view and perspectives of every member of the team. Like for an example the introduction of the use of computer system in the health care facilities instead of the use of older method, paper documentations. People who advertise and advocate the computer system are called the campaigners. They see the new system as beneficial and that they will gain something positive from it. They are enthusiastic about change and they wi ll help to drive the change through. These people facilitate and give support to the trainings and education in order to promote change or the new system. Initiators, are those who would take the first step to change. They can be the creator or the designer. They are the prime movers and the ones who will take action to make the use of computer system possible. They are those who will make the change attainable. In order to initiate change, they educate the team about the computer system being introduced. They also facilitate, support and encourage participation and involvement of the team members to the trainings and teachings in relation to the system of change. On the other hand, some team members might disagree or oppose to the proposed system of change or the use of computer system. They are called as the opponents. They are the antagonists or the activists. They are those who are not convinced for the need of change and don’t see any justification for change. Education, negotiation and sometimes coercion are the effective way to communicate to these group of people. The fourth segment identified in change management is the neutral. Neutrals are the unbiased ones. They belong to neither side of the proposed change. They just go with the flow to change or not to change. It would be helpful communicate to these group of people by setting them what is really the vision of change, why it would be beneficial to change or not to change. They should also be involved to trainings and support groups in order for them to have a clear understanding of the change being introduced and for them to have an individualized decision as a member of the team. References: Abu-Saifan, S. (2012). Social Entrepreneurship: Definition and Boundaries. Technology Innovation Management Review, February 2013:22-27 Barton, J. (1991). Defining Entrepreneurship. Retrieved on 20 February 2015 from file:///C:/Users/raama.gabionza/Downloads/artikkeli_2.pdf Di-Masi, P. (n.d). Defining Entrepreneurship. Retrieved on 22 February 2015 from http://www.gdrc.org/icm/micro/define-micro.html Nickols, F. (2010). Four Change Management Strategies. Retrieved on 26 February 2015 from http://www.nickols.us/four_strategies.pdf Rouse, M. (n.d). Change Management. Retrieved on 25 February 2015 from http://searchcio.techtarget.com/definition/change-management Rubin, D. (2013). What is Entrepreneurship? Retrieved on 22 February 2015 from http://pinchot.edu/what-is-entrepreneurship/

Organizational Behavior Synthesis paper Essay

The study of people at work is generally referred to as the study of organizational behavior. This chapter will start by defining the term organizational behavior and briefly reviewing its origins. Organizational behavior is the systematic study of the actions and attitudes that people exhibit within organizations. Each person regularly uses intuition or our â€Å"gut feelings† in trying to explain phenomena. For example, a friend catches a cold and we’re quick to remind him that he â€Å"didn’t take his vitamins†. The field of organizational behavior seeks to replace intuitive explanations such as this example with systematic study. The objective, of course, is to draw more accurate conclusions (Wilson 1994). What does organizational behavior study? Actions (or behaviors) and attitudes. The behaviors that get the bulk of attention in organizational behavior are three, which have proven to be very important determinants of employee performance. They are productivity, absenteeism, and turnover (Wilson 1994). The importance of productivity is obvious. Managers are clearly concerned with the quantity and quality of the work their employees are performing. But absence and turnover are particularly cause for concern because of the adverse affect it may have on an employee ’s productivity. In terms of absence, it’s hard for an employee to be productive if he or she isn’t at work. High rates of employee turnover increase costs and tend to place less experienced people into jobs (Daniels 1994). Organizational behavior is also concerned with employee job satisfaction, which is an attitude. There are three reasons why managers should be concerned with their employees’ job satisfaction. First, there is a link between satisfaction and productivity. Second, satisfaction appears to be negatively related to absenteeism and turnover. Third managers have a humanistic responsibility to provide their employees with jobs that are challenging and rewarding (Daniels 1994). The second part of organizational behavior’s definition that needs to be explained is â€Å"organization†. For our purposes organizational behavior is specifically concerned with work-related  behavior-and that takes place in organizations. An organization is a formal structure o f planned coordination, involving two or more people, in order to  achieve a common goal (Daniels 1994). Organizational behavior is about studying and understanding people and human nature. Do employee ever make efforts on behalf of their employing organization’s interests or fellow employees’ interest when it is not in their direct self-interest to do so? This question exists in any organization must be address. The problem addressed here is a conflict of self-interest. The question here should be very interesting to people in organization. People should try to understand and address counterintuitive behavior in certain situation (Young 1998). For instance, why does moral hazard exists in organization? Organizational behavior success or failure depends on its goal setting, such as group cohesiveness and productivity. In a case study of 2 groups several researchers have suggested that goal acceptance moderates the relationship between group cohesiveness and group productivity. In Study 1, goal acceptance was found to moderate the relationship between group cohesiveness and the quantity of performance of 40 machine crews in a paper mill located in the north eastern United States. In Study 2, the extent to which leaders fostered the acceptance of group goals was found to moderate the relationships between group cohesiveness and quantitative measures of group productivity in 71 insurance agency units located throughout the United States. The companies’ success or failure in this study will be explained in organizational behavior (Jacob 1985) Goals of Organizational Behavior The field of most organizational behavior has an amount of common goals. In order to reach these goals, people need to effectively predict, explain, and manage the behavior that occurs in our organizations. In order to change behavior, one needs to accept that any behavior is rational and logical to the person exhibiting it because his or her goals may differ from others. If an organization is able to predict which reward systems is most effective in motivating the employees, then one can explain the reasons for this effectiveness and describe how managers can enforce effective reward systems. Our everyday lives are about predictions. Predicting the behavior in an organization is usually wondering â€Å"when people will make ethical decisions, create innovative products, or engage in sexual harassment† (Johns 1996).  The behavior in our organizations licenses us the prediction of its future circumstance. Predictions are not always accurate, however. The field of organizational behavior offers a â€Å"Scientific foundation† (Johns 1996). That helps upgrade predictions of these events. But, being able to predict these organization behaviors do not guarantee a hundred percent that he can explain the reason why this particular behavior had developed. A manger needs to be able to get things accomplished, reach all goals, take control, and knows everything that is going on in their company I know that there varieties of management styles to be effective, depending on the situation. There are some cases when a manager acts without investigation, just looking for that quick solution to solve a problem usually results in an unhappy ending. If an organizational behavior â€Å"Can be predicted and explained, it can often be controlled or managed† (Johns 1996). A great manager would be able to predict a certain behavior and have an act on it before it’s too late. Remember, our lives would be more easier if we anticipate when our friends are anger, what our professors expect out of us, and whose lying and telling the truth, â€Å"Regardless of who we are our actions are in response to a variety of motivations† (Wilson 1994). When one understands, one will understand human behavior. Use the predicting. Explaining, and managing principles, and any manger will have the ability to reach your goals through the efforts of others. The four goals of organizational behavior are: 1. To describe systematically how people behave under variety of conditions 2. To understand why people behave as they do 3. To predict future employee behavior 4. to control & develop human activity at work Theory X and Theory Y Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s that have been used in human resource management, organizational behavior,organizational communication and organizational development. They describe two contrasting models of workforce motivation. Theory X and Theory Y have to do with the perceptions managers hold on their employees, not the way they generally behave. It is attitude not attributes. There are two kinds of reinforcement, positive and negative. â€Å"Positive reinforcement causes a behavior to increase because a desired, meaningful consequences follows the behavior. Negative reinforcement causes a behavior to increase in order to escape or avoid some unpleasant consequence† (Daniels 1994). Models of Organizational Behavior There are four major models or frameworks that organizations operate out of, Autocratic, Custodial, Supportive, and Collegial (Cunningham, Eberle, 1990; Davis ,1967): o Autocratic — The basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal. Custodial — The basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive cooperation. Supportive — The basis of this model is leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition. The performance result is awakened drives. Collegial — The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result is moderate enthusiasm. Although there are four separate models, almost no organization operates exclusively in one. There will usually be a predominate one, with one or more areas over-lapping in the other models. The first model, autocratic, has its roots in the industrial revolution. The managers of this type of organization operate mostly out of McGregor’s Theory X. The next three models begin to build on McGregor’s Theory Y. They have each evolved over a period of time and there is no one best model. In addition, the collegial model should not be thought as the last or best model, but the beginning of a new model or paradigm. References http://en.wikipedia.org/wiki/Theory_X_and_Theory_Y http://www.csupomona.edu/~msharifzadeh/chapter1.html http://www.nwlink.com/~donclark/leader/leadob.html http://www.referenceforbusiness.com/encyclopedia/Oli-Per/Organizational-Behavior.html

Court and Justice in Child Protection - Free Essay Example

Sample details Pages: 2 Words: 601 Downloads: 8 Date added: 2019/04/08 Category Society Essay Level High school Tags: Child Abuse Essay Did you like this example? Having successfully established the existence of legal instruments, it is important to analyze the mode of implementing the written laws. Laws do not exist in a vacuum, they exist in a society and the society has forever been known for its resistance to change. Take for example a scenario in which the legislature enacts a law which makes corporal punishment for children illegal. Don’t waste time! Our writers will create an original "Court and Justice in Child Protection" essay for you Create order Present the scenario in a societal setting which has carried out this practice for long. Obviously, the expected outcome is some form of resistance from the society. With the law in place and the prevailing resistance, the court must step in and either implement the law as is or interpret it to determine its legality. An effective court system is a sure way of ensuring the operability of any legal instrument. When the legislative arm of government enacts laws, there should be some form of certainty as to its implementation and most especially where the legal instrument is sound. In cases where the courts are not keen to reinforce the legislatures efforts, it can be said that the whole system has failed. That notwithstanding, seeing as the court is a big part of the government, most times the blame falls squarely on the government. Although courts are meant to promote justice, one can positively say that at times it becomes hard to further this mission and objective. The evident legal divide is a common feature in the court rooms (Brico, 2018). As per s research by the American Psychological Association the likelihood of abusive fathers succeeding in custody cases is way higher than that of the abused mother (Brico, 2018). The resultant effect of such glaring injustice exposes the child to a lifetime of not only anguish and emotional torture but also a violent unhealthy environment. This ultimately affects the childs right to grow up in a conducive environment. Protracted court battles can in their own form be an abuse especially where the children victims are forced to constantly interact with their perpetrators in the court rooms in pursuit of justice. Despite the well-known fact of the role the state should play when it comes to rights of citizens and more so those in the margin of vulnerability, the 1989 landmark decision in DeShaney v. Winnebago County Department of Social Services came as a surprise to many. The honourable judge in that matter opined that it was never the mandate of the government to protect abused children and any other citizens in cases where it is not an active participant of the harm (Co, 2017). This is a perfect example of the few cases in which the court has purported to mislead the government when it comes to children rights. It is the supreme duty of the state to intervene and protect its citizens irrespective of the perpetrator. Similarly, some courts have always viewed child witness differently and are not as eager to admit their testimony. The evidence is often scrutinized jealously before admission. This depicts a system that is still struggling under the influence of the infamous Crawford v. Washington. This case set a precedent which requires thorough scrutiny of evidence before the same can be admitted (Harmon, 2014). This means that if presented with a case scenario in which the only witness to the abuse is a child and the threshold is not met, the likelihood of the perpetrator walking scot-free is high. Instead of adamantly applying the scrutiny rule, the courts should adopt a more flexible means of analyzing child evidence. Aptly put, it will be in line and the spirit of the doctrine of presumed competence for every witness.

From Experience Linking Projects to Strategy - Free Essay Example

Sample details Pages: 1 Words: 393 Downloads: 4 Date added: 2017/09/15 Category Advertising Essay Tags: Life Experience Essay Did you like this example? Depth of project screening process There isn’t really a strict upper bound on how far an evaluation team should go in to quantify project contributions to a firm’s mission. If we consider the screening process as a two-dimensional view – with the criteria complexity being the horizontal view and number of screens being the depth, the extent to which the team could go on both direction tend to rely on how much data is available. Technically, so long as the data supplies, the evaluation team can keep trying until the remaining projects are narrowed down to an approachable number for analysis. It is a subjective are satisfied to meet the project’s mission and objectives. Role of financial selection criteria The financial selection criteria in HP’s project selection process is not considered as the single most important determinant for selecting a project even though it plays a critical role in assessing and comparing the projects. Don’t waste time! Our writers will create an original "From Experience: Linking Projects to Strategy" essay for you Create order The rationale behind this is that selecting projects based primarily on its financial value can sometime lead to unproductive team dynamics. It would distract the team by causing them to focus on financial data or computations rather than project missions and business strategy. Impact of project selection process on number of projects HP’s project selection process tends to shrink down the number of undergoing projects to a manageable and more productive level. To quote an HP Executive Vice President’s emphasis from the case: â€Å"We have to be very selective. If you have a lot of them with our culture, it just won’t work. † HP Project Management Initiative is a true believer in focusing on doing fewer while large and complex projects, this however would entail a well framed project selection process. The analytical hierarchy process (AHP) and the plan of record (POR) are both examples of processes that HP adopts to facilitate its selection process. Project management maturity I would expect HP to score its project management maturity level somewhere around 4-4. 5 over a scale of 5 – or, more specifically, described as â€Å"Managed and Measurable Project Management†. Because: †¢HP Project Management Initiative aimed to develop a system of projects and to link them to organizational strategy †¢Advanced tools and processes, such as AHP and POR are used to plan, prioritize, track and measure all projects. †¢Project management has been clearly implemented across the enterprise