Death Penalty Essay Example for Free

Death Penalty Essay Capital punishment or also known as death penalty is the killing of an individual by a state which serves as punishment for committing unlawful actions and retribution on behalf of the victims. Several countries such as China, Saudi Arabia, Japan and the United States have retained this process of executing criminal. Different views regarding this issue have arisen but most people especially those governed by religious sectors have went up against the idea of death penalty. Death penalty has already gained its popularity worldwide. In fact, it was often the theme in any debate or even the usual conversation, thus lead to the emergence of several arguments which are in favor and against death penalty.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Implementation of death penalty has several advantages. Death penalty provides closure to the victim’s families. It was very hard for family members of the victim to forget the traumatic experience and recover form the loss of a loved one. In fact there are cases that the relatives of the victim do not recover at all. This sort of closure is a great help for the recovery of the relatives. Life in prison is not enough punishment compare to death sentence which gives finality to the horrifying experience felt by the members of the family.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In death penalty, justice is better served. The primary principle of justice is that a crime deserves an equivalent punishment. Hence, when someone brutally murders another person, he deserves to be put into death. Just like what the code of Hammurabi have stated, an eye for an eye, a tooth for a tooth.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Implementation of death penalty prevents the crime from happening again. If criminals are not put into death, we are not assured that this kind of person would not do such crimes again. On the other hand, death penalty can execute all criminals but there are cases that implementation of death penalty may include execution of an innocent man. Do you mind an innocent individual will suffer from death? Implementation of death penalty is a good way of obtaining â€Å"justice† but can we call it justice—killing an innocent. Another argument against death penalty is that it is arbitrary and capricious. Implementation of death penalty often favours well-off individuals or people who have money. How about the poor ones? Only the rich are able to afford a highly competent lawyer, thus makes the process unfair. Those accused people who are struggling from poverty cannot pay good attorneys thus making their chances of being acquitted very little. See how unfair it was? Even appealing to court was not possible. There are even cases that convicted wealthy persons pay the judge with a very big amount of money in order to become free of death penalty. Death penalty is geographically contingent which that it depends on state to sate. Maybe for this place, death penalty is not implemented but on others it is strictly performed. Death penalty also is racist and classist in nature. Race really makes a big difference when it comes to the implementation of death execution. For an instance, a black murdered a white victim. The black will executed 4 times than any other races. Still racial discrimination is dominant. That becomes a big problem of implementation of death penalty. One cannot avoid looking at races. Everyone is created equally by a supreme being God; hence one must receive equal rights and equal opportunities.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Some will surely say that implementation of death penalty can reduce crimes because of the fear of death. That belief is not true. It is not true due to the fact that some people commit crimes when they are not on the good state of mind. How can they think of fear of death if they cannot think rationally?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   We have presented both the pros and cons of death penalty. Death penalty is good in some ways but also awful in some other manner. Every human has different perspective regarding this social issue. Death penalty may be good for some but some would surely disagree with it. What is important is we respect everybody’s opinion. Work Cited Gregory, David L. â€Å"2000.Legal Arguments Against the Death Penalty. 2 April 2008   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.vincenter.org/95/gregory.html. Messerli, Joe. â€Å"November 11, 2007. Should the death penalty be banned as a form of punishment?†. 2 April 2008 http://www.balancedpolitics.org/death_penalty.htm.

The European Conquest of the Americas Essay Example for Free

The European Conquest of the Americas Essay One of the primary reasons for exploration was the search for the Northwest Passage, an imaginary path that could be used to reach Asia without having to go around Africa, or through the Middle East. The Panamanians proved that travel was possible around Africa with a new kind of boat that utilized wind better, but the Spaniards and other Europeans were more interested in a more direct approach to reaching Asia. So they began to head westward. The Queen of Spain commissioned Christopher Columbus to lead an expedition westward to reach Asia, and he instead stumbled upon the most successful failure in history, The Americas. He reached the islands of the Bahamas, and thinking that he was indeed in the Indies, he named the inhabitants Indians. Ironically, after making the greatest discovery of the past millennium, his tombstone marked him as a failure, due to the lack of the Northwest Passage. Once the queen of Spain realized the goldmine (quite literally), that was before her, she sent basically an entire army of conquistadors to seize the assets of the natives, and secure it for the Spanish empire. The three â€Å"G†s are what the Spanish conquistadors sought after. God, Gold, and Glory, all of which they could find in the native inhabitants possession. They â€Å"harvested† the souls of the natives by converting them (whether they liked it or not) to Catholicism, and at the same time, took all of their gold and silver, and for this cultural rape, they got their precious glory. Even though the natives were devastated by the diseases brought by the Europeans, and the loss of all natural resources, and the loss of culture, and the loss of their religion, language, land, and dignity, they submitted to the conquerors. Now let’s discuss for a little bit, the real discoverers of the new world, who aren’t credited for the discovery, but definitely should be. There are many different accounts of why Lief Ericson traveled to the new world, but the end result is always the same, no matter what version of the story you hear. He arrived in this beautiful land filled with plenty of grapes and lush forests and named the new land Vinland (after the amount of grapes). He made a small settlement that only lasted for 2 years, and then returned back to Greenland. It was recorded in sagas by the nords and in folklore, but still by most, Columbus is given credit for the discovery. After the nords and the Spaniards came the English. The English settled the new world for land. Some were looking for new land to farm and harvest crops with, some were searching for freedom from religious persecution, and others were just looking to start a new life in a new place. They didn’t arrive there planning on turning their backs on the crown, or disobeying the empire in any way, and up until the last few years that the 13 colonies were under British rule, there was no need to revolt. The new English settlers were still under the empire’s control, however, the colonies and settlements were for the most part self-governing, and relatively independent. The only problems arose when the crown decided to impose taxes on the colonists that were unfair and unjust and the colonists got sick of it and decided to lead a full-fledged revolt against the thrown, resulting in massive bloodshed and an entirely new nation with a unique constitution compiled from bits and pieces of other nations constitutions and blended with perfect harmony to create our United States of America. So, really there were many different reasons for the exploration, settlement , and conquest of the new world, and all of them came from different nations. All in all, the outcome was the creation of several new nations which would all eventually break away from the nations which brought them to be. Some would become super powers and others would become 3rd world countries, but without the voyages made by the Spaniards and Nords and English, we wouldn’t have any of this.

English As An Additional Language

English As An Additional Language Over the past decade, there has been much discussion and research into factors affecting the performance of pupils with English as an Additional Language (EAL) in mainstream secondary schools in the United Kingdom. Recent studies in the UK have focused on the relationship between factors such as gender, ethnicity, pupil mobility, parental occupation, entitlement to free school meals and educational achievement. Nevertheless socio-economic status (SES) continues to be the most important single determinant of educational and social outcomes. The nature of the relationship between socioeconomic status and student achievement has been the point of argument for years, with the most influential arguments appearing in Equality of Educational Opportunity (Coleman, et al., 1968) and Inequality (Jencks, et al., 1973) in the United States of America, and a number of commissioned inquiries in Australia (Commission of Inquiry into Poverty, 1976; Karmel, 1973). How SES influences student achievement is not clear, and there have been many theories to explain the relationship. In one scenario, school students from low-SES homes are at a disadvantage in schools because they lack an academic home environment, which influences their academic success at school. Another scenario argues that school and neighbourhood environments influence academic success, so that low-SES schools are generally lower-performing, and that only extremely resilient young people can escape the fate of low academic achievement. How governments interpret the SES-achievement debate influences education policies designed to ameliorate educational disadvantage, so it is important to point out the contribution SES makes to achievement at both student and school level. This study seeks to find out what level of performances EAL pupils have achieved in recent years and what are the overriding factors that determine their achievement in Modern Foreign Languages (MFL). A central characteristic of provision for EAL students in mainstream classrooms in the English context is that it can best be described as patchy and varied (Bourne, 2007; Leung, 2002; Leung Franson, 2001: 155; McEachron Bhatti, 2005). Given the ever-increasing number of EAL pupils in schools, the outcomes of the study will permit me to evaluate their progress in MFL and will also aid my own professional development. The research will also aim to arm me with a wide variety of experiences outside my specialist subject area. As part of this element of the study I am required to carry out some research into any aspect of general school life, with the objective of learning through reflective practice. This study has two elements. The first aspect includes studies of how EAL pupils perform in foreign languages. This section will seek to provide interesting points of comparison between their Home Language, their English Language Acquisition and the Target Language studied. In this context, the research should also shine some insight as to whether there are other external factors such as demographics, economical or social influences that can impact on the learning of EAL learners. The second will examine the various ways in which EAL learners perform generally in English and what trends can be drawn from research over recent years. I will be looking at current concerns such as the barriers of language, the effects of schooling on children from poor families, and the kind of interventions that would make a difference adapting to a different social and school environment. The investigation will focus on the performance of pupils with EAL and I will situate this analysis within the context of a mainstream secondary school situated in London. The school in question which holds a Language College Status will be referred as School E for anonymous purposes. It is a mixed establishment which counts approximately 650 pupils between the ages of 11 -16, and where 15 % of pupils have English as an Additional Language. Ten students aged eleven to fifteen years, who are currently learning French or Spanish, agreed to take part in the study: three monolingual English speakers and seven pupils with EAL. From this sample there was one girl who was originating from Ivory Coast, one boy from Cameroon, two girls from China, two boys from Portugal, and one girl from Spain. For the most part they can be described as being relatively recent arrivals to the UK as they have arrived within the previous six months to two years with a moderate level of English, little English or no English at all. Students such as ours often have different language and social experiences than so-called mainstream or home students, but as recently settled residents they do not fit the model of foreigners learning English. In UK cities there is a good deal of movement and settlement of people from diverse backgrounds. In London schools it is not unusual to find 40% (or more) of the students from ethno linguistic minority homes (Baker Eversley, 2000). At this time there is no nationally recognised policy or strategy for EAL learners although there are individual schools and local education authorities that offer strategies, policies and expertise for these pupils. Hence the outcome of this research will decipher whether school E is adept, skilful and well resourced in EAL provision. On the first week of conducting the study, my aim was mainly to build up a good professional relationship with the pupils who took take part of the study. I also ensured finding out the correct pronunciation of each childs name and made them aware of mine. In addition, I collected their background information and use EAL levels as well as English stages to contextualise their achievement data. There is evidence to suggest that background information will ensure clarity in determining how cultural factors and linguistic experience influence progress and will also inform teachers planning. Government publications have strongly recommended the use of achievement data to target EAL learners in schools and classrooms. For example, the Assessment of pupils learning English as an additional language recommends teachers gather and use data such as gender, age, ethnicity, prior education, years of UK education, first language details including literacy, key stage test results and cognitive ab ility test scores to decide on appropriate action for individual bilingual pupils. (DfES, 2003). The research that was carried out with the EAL learners involved several weeks of informal induction that included a peer buddying arrangement to help them adjust to school routines. The emphasis for these new arrivals was on supporting English language development and promoting awareness amongst their peers and understanding of their new environment. Circle Time sessions were put in place after school to consult and involve pupils and for further developing peer support skills. As a result, students developed fantastic resources to promote a welcoming ethos around the school and classroom, by making presentations, displaying their multi-lingual posters, artwork, and booklets outlining the role of buddies. They have also consulted pupils, through written questionnaires and conducted a school assembly. I investigated MFL learning techniques using active approaches such as role play, repetition and other strategies. Simple signs with language captions were displayed around my classroom and I found that EAL students made significantly more contributions to my lessons since I was breaking instructions down and providing important teaching resources such as visual stimuli. I have used some visual support and where possible used real objects such as examples, photographs and good illustrations to facilitate learning. The majority received language support with specialist teachers and classroom assistants that took place during normal class times within the framework of the National Curriculum. Ive also implemented a club for extra languages support which was given on a one-to-one basis or in small groups during lunchtimes where conversation was taught explicitly in relevant contexts, as was vocabulary. Outside the classroom, I have used very practical methods: taking children out to local shops, walking around school and taking photographs which became meaningful to them. Hence, I intended to broaden our monolingual pupils knowledge and understanding of the wider world as I was looking for new challenges; I wanted the international dimension to become part of the school ethos, to be integral to childrens daily learning and not to be just a meaningless add-on, or a tick in the box. I strongly believe EAL pupils should be actively encouraged to value their native language. The greater the skill they possess in this, the greater the progress in the acquisition of the second. As I observed my EAL pupils partaking in English lessons I noticed that some of them were often shying away from writing, while they may have been fluent in their spoken English; their formal written assessment was much more of a challenging obstacle to overcome. I became aware that pupils ability to learn a completely new language is beneficial because it puts each student in the same boat. It also came to my attention that through learning a new language, monolingual English speakers had more empathy for those who have come into the class not speaking English. In one interview, one of my monolingual pupils was quoted as saying Its nice to have something that we can all learn together Nicola Davies, chair of the National Association for Language Development in the Curriculum, said: Language learning can be helpful as English speaking pupils encounter the kinds of problems that new arrivals face as well as promoting intercultural understanding. In addition to supporting pupils learning English as an Additional Language, School E also endeavoured to support parents. For the purpose of the study, families have been encouraged to attend normal school days with their offspring and this provided an opportunity to see parents and children engaged with others. These sessions allowed Parents who had little or no understanding of English an ideal platform to understand how schooling in the UK works. Few parents were involved in translating signs for the school and were invited into school to work alongside children and other parent helpers in the classrooms. My students and their parents were very receptive to language learning, and their experiences included several languages. For the purpose of this research I exchanged information on traditional food with a school in France and managed a live videoconference. Enthusiasm soon spread since the children were excited about learning a new language and the teaching staff motivated and inspired. This was extraordinarily motivating for our pupils and they voluntarily wrote thank you letters to the French teacher in the Target Language. Then we celebrated international events, and enriched the whole curriculum. We had themed weeks focusing on particular countries, inviting parents to lunches where pupils prepared typical dishes. One of our pupils even had a Chinese cake for his birthday! This study affirms that supporting and valuing EAL pupils previous learning is important for their development. It was also useful for the study to discover their heritage country and languages spoken in their home in order to celebrate their faith and customs. Rather than separating it into home languages, Modern Foreign Languag es and English, it was all under the umbrella of languages. Recent research has shown that there is a strong link between proficiency in the first language and the development of a second, or third. This is because the more competent EAL learners become in their home language the more competent they will become in MFL. The skills from the first language transfer across and allow the childs proficiency to grow. In accordance with all these suggestions and following on from my observations and personal experiences, I would affirm that pupils who learn a foreign language will not be detracted from learning English, rather it will support it. From my view point it is also important to allow children to use the home language in the setting if he or she wants to because if they remark that their language is recognised and valued their self esteem and identity could further develop. Language and culture are inextricably entwined and an awareness of this could assist EAL children in developing a healthy self-perception. During the study, I decided to focus on the progress of the seven EAL pupils from my sample, specifically investigating their ability in my own subject area. I had noticed that these pupils appeared to have an aptitude for learning languages, yet they were often placed in low-ability groups, so I set about gathering evidence to substantiate my theory. Furthermore, I became aware that 5 of my EAL pupils were at risk of underachieving, as they were placed in sets corresponding to their level of English rather than to their cognitive ability in MFL. I also detected that some of them were implementing knowledge of their mother tongue to facilitate the target language learning, so they could potentially obtain higher grades than native English speakers and should be given every opportunity to demonstrate these abilities. EAL is an under-researched area in the UK context, but much of the available research, including the EAL policies of School E presents similar findings. The research indicates that for EAL pupils to succeed, communication between EAL specialists and other school subject departments is vital. Researchers are unanimous in their conclusions that EAL learners should be in a set corresponding to their intellectual capabilities, regardless of their level of English, as EAL pupils make more progress and learn more quickly working alongside fluent users of English who are good language and learning role models (DfES, 2005). My two year 9 students, both from French-speaking Africa, came to the UK when they were 12 years of age and were taught French because of their background. It later transpired that French lessons were too easy for them and a decision was made to teach them Spanish instead. They were eager to learn and made incredibly good progress in Spanish, whilst also mastering English which equated to a good level of their home language. On the other hand the two girls who were from China found learning Spanish harder to grasp, this was not helped as they formed their own inner circle speaking only in their home language. The fact they arrived at School E at the same time may have played an influence to them not interacting with other students and during MFL lessons it became apparent that they were becoming withdrawn. Although multilingual family and friendship networks played key roles in supporting their day-to-day school work and future ambitions, I remarked that silence and self-study emerge as key survival strategies for these EAL students. The pupils who came from Spain and Portugal adjusted well to school life after just one year and this was reflected in their knowledge and comprehension of French. They actively participated in oral activities and became fully engaged during lessons. However they underachieved when it came down to English. A recent study at Goldsmiths College found that Portuguese students who attended mother tongue classes were five times more likely to achieve five or more A* to C grades at GCSE than those who did not attend (NALDIC, 2005), which supports the pro home culture argument. The contentious role of the mother tongue makes assessment of EAL pupils another highly complex area, for example, there has been discussion of whether all pupils should be assessed in English to preclude prejudice (Mills, 2002). Many EAL studies focus on specific ethnic groups rather than on all learners, but all investigations that I have examined emphasize the importance of valuing the mother tongue and culture of the EAL learner (Scarcella, 1990:54). Although conflicting opinions regarding treatment of EAL learners are not apparent, problems arise from attempting to put theory into practice. In 2008, OFSTED declared provision and support for EAL pupils outstanding in School E, yet I observed inconsistent adherence to the EAL policy, which appeared to place EAL learners at a disadvantage. In order to analyse the current situation, I will use my personal experience in the MFL department within the context of School E to synthesis this research. To aid research preparations, Fischer (2001) solicits, As you think about your teaching, how do you know when something really went well? What do you feel you are good at? How did you get good at it? I believe that all of these questions can be answered through teacher-pupil interaction, consideration of examination results and observance of best practice, along with learning from mistakes. For this reason, I have focused a large bulk of my research on one-to-one sessions with my EAL pupils. I carried out my research on their learning outcomes by discussing the MFL situation informally with pupils and teachers, but as this evidence will be subjective, it is not a reliable enough foundation on which to base my conclusions. My main source of evidence will be to set lists and examination results because these are totally unbiased a nd factual. The negative side of this sort of information is that it does not provide details on pupils levels of ability nor on the motivation in the subject. I will analyse the number of EAL pupils in different sets, and I predict that there will be a higher proportion of EAL pupils in low-ability sets. I will use original set lists from the beginning of the school year, before any set changes, to ensure there is no duplication of data. As this evidence is statistical, there is no potential for biased data manipulation, so I am certain that all information collected will be true and accurate. Although previous research concluded that EAL pupils should be placed in sets corresponding to their cognitive ability rather than to their level of English, prior to this I had not found any evidence that this was not happening in school E. It was perhaps presumed that schools would follow advice from professionals and heed research into the field, but this investigation has proven that in School E this is certainly not the case. Although EAL pupils in School E appear to be achieving higher MFL GCSE grades than non-EAL pupils, they are consistently placed in low-ability sets in Key Stage 3, which could have negative consequences on them gaining better MFL results. In addition to set lists, I will examine 2007 MFL GCSE results to evaluate the performance of EAL pupils. The downside is that as MFL is no longer compulsory at Key Stage 4, the GCSE group at School E was small, so I will also use 2008 mock GCSE examination results for this school. Again, this information is based on figures so there is no possibility for prejudiced conclusions. From an ethical viewpoint, it is imperative to remain objective throughout and guard the anonymity of any participants in the research. In School E, more EAL pupils were present in low-ability than high-ability sets, but the difference between top and bottom sets is significantly reduced during Key Stage 3. In Year 7, 7.4% of top set and 32.4% of bottom set are speakers of EAL a difference of 25%; in Year 8 the difference is reduced to 16.2%; and in Year 9 to just 10%. This implies that School E places EAL pupils in the bottom set until they have proven that they are capable of more, rather than giving them the opportunity to demonstrate their ability from the outset. As confirmed by the decrease in range of EAL pupils between top and bottom sets from Years 7 to 9, some EAL pupils must be proving themselves and being moved into higher-ability sets. However, previous findings that EAL pupils learn more quickly working with fluent native English speakers (DfES, 2005) are being disregarded, as in low-ability sets this is not always possible, due to the fact that non-EAL pupils are often stretching themselves to understand the work so do not have the time or ability to help EAL learners. Foreign languages are new subjects which give pupils with learning difficulties the chance to make a fresh start. However, behavioural difficulties, which are more common in lower-ability groups, also affect progress. In brief, the outcomes of previous research seem to be being overlooked, and EAL pupils are put in sets with no consideration of linguistic skills already acquired through learning English. Some manage to demonstrate a higher level of ability and move sets, but others never gain this opportunity. This further supports one of the issues highlighted by Mills (2002), that assessment of EAL pupils is extremely difficult. This study has in fact uncovered more questions than answers. At School E, although an EAL policy exists and specialist advice is available, these are often overlooked, so further research into the practicalities of the philosophy may be beneficial here. Vis-Ã  -vis GCSE results, having predicted that EAL pupils would outperform non-EAL pupils, the outcomes of this investigation show that EAL pupils may achieve higher grades in Spanish, but that French may not be affected. Further research, using a larger sample of pupils studying a variety of Modern Foreign Languages, perhaps at a language college, where all pupils must study a language to GCSE level, would be necessary to obtain a definitive conclusion. Since EAL pupils appear to perform better than non-EAL pupils at GCSE level, at least in Spanish, it would be advantageous for them to be in a high-ability set from the beginning of Year 7. From this study, it is clear that current assessment criteria for setting pupils should be modified in some way for EAL pupils, and in case of doubt, they should be placed in a higher-ability set until a more accurate recommendation can be made. What does this suggest about the experiences/expectations of EAL pupils studying MFL? This, alongside school catchment area, parental backing and degree of specialist support available in the area, is a major influencing factor that could be considered in future investigations. To discover the true national picture, research would have to be completed in a wide variety of schools across the country, as this investigation has already shown two vastly different operational approaches. The completion of this research greatly enhanced my understanding of the way in which pupils with EAL learn foreign languages, which has assisted me with developing new teaching strategies to accommodate these pupils and integrate them into lessons where they may at times be in the minority. It has also increased my awareness of the difficulties schools come up against when faced with placing EAL pupils into sets for modern languages, particularly if they arrive into the UK education system midway through their schooling, sometimes with little or no previous education in their country of origin. I am aware of the situation, in future I will always keep careful track of the progress made by EAL pupils in my classes, and at the slightest sign of underachievement, I will do my best to move them into a different set, using this research to support the case. Hopefully, however, a suitable means of assessment will be devised in the near future to test the true capabilities of EAL pupils, thus eliminating the need for such action. By making this research available to others, I hope to increase the awareness of other teachers and professionals of the actual situation of EAL pupils learning modern languages in schools today, and in doing so enable them to enhance provision for the specific needs of EAL pupils learning in our education system. In conclusion, the support setup in operation for EAL pupils at School E has been successful at identifying areas to meet the needs of EAL pupils, and it has also paved the way for further research into the domain. It has enhanced my professional development and influenced my future in teaching by making me aware of the situation and assisting me in providing evidence to substantiate what I suspected through observation of the system that EAL pupils often have an aptitude for learning other foreign languages and that their needs are different to those of non-EAL pupils, so must be met by different means. One possible way to begin meeting the needs of EAL pupils more successfully is to ensure that research findings are more extensively published, and therefore reach a wider audience.

Mars Research :: Papers

Mars Research Mars, the red planet, is the fourth planet from the sun and the most Earth-like planet in our solar system. It is about half the size of Earth and has a dry, rocky surface and a very thin atmosphere. Mars' Surface ------------- The surface of mars is dry, rocky, and mostly covered with iron-rich dust. There are low-lying plains in the northern hemisphere, but the southern hemisphere is dotted with impact craters. The ground is frozen; this permafrost extends for several Kilometres. The north and south poles of Mars are covered by ice caps composed of frozen water and carbon dioxide. Scientists have long thought that there is no liquid water on the surface of Mars now, but recent photos Mars indicate that there might be some liquid water near the surface. The surface of Mars shows much evidence of the effects of ancient waterways upon the landscape, there are ancient, dry rivers and lakes complete with huge inflow and outflow channels. These channels were probably caused by catastrophic flooding that quickly eroded the landscape. Scientists think that most of the water on Mars is frozen in the land (as permafrost) and frozen in the polar ice caps. Size: Mars is about 4,222 miles (6790 Km) in diameter. This is 53% (a little over half) of the diameter of the Earth. Mass and Gravity: Mars' mass is about 6.42 x 10.23 Kg. This is 1/9th of the mass of the Earth. A 100-pound person would weigh 38 pounds. Length Of A Day And Year On Mars: --------------------------------- Each day on Mars takes 1.03 Earth days (24.6 hours). A year on mars takes 687 Earth days; it takes this long for Mars to orbit the sun once. Mars' Orbit: Mars is 1.524 times farther from than the sun than the Earth is. It averages 141.6 million miles (227.9 million Km) from the sun. Its orbit is very elliptical; Mars has the highest orbital eccentricity of any planet in our Solar System except Pluto.

Jesus Christ: The Importance of his Miracles Essay examples -- Religio

Jesus Christ: The Importance of his Miracles Throughout history many people have given messages. They were trying to make people consider the messages. They would say that they would do something with out actually backing it up, or they would say they are someone with out proof. Jesus had made many messages that said that he was â€Å"the messiah†, the son of god. The performance of miracles had strengthened Jesus’ message. Because Jesus had done miracles to back up his message, people actually believed he was the messiah, Son of God. Many people believe Jesus actually performed miracles but some people believe he did not. In the book by Washington F. Jarvis (p 65) it defines miracle as â€Å"an occurrence which we cannot explain in terms of our present knowledge and understanding of how things work in the world around us.† Many people believe that Jesus did perform the miracles but few still believe they were phony. In the book by Washington F. Jarvis (p 65) it states that â€Å"many dispute this portrait of Jesus; many deny the possibility of miracles and find the gospel miracle stories embarrassing fairy tales.† There were people who were not too confident that Jesus actually performed the miracles. Many people also thought that Jesus was a troublemaker, if in fact he was the messiah, the son of god. In the book by Washington F. Jarvis (p 66) it says that â€Å"because Jesus broke the law by healing on the Sabbath, and because he attracted many adherents, he came to be regarded by the establishment as a dangerous trouble maker.† Many people thought if he could heal people he should know when to do it or when not to do it. They believed that he could perform miracles but that he was a trouble make or that he was working for the devil or something evil. Many people did think he could heal people. In the book by Washington F. Jarvis (p 65) it says that â€Å"but the gospels portray Jesus as a miracle- worker and credit him with the power to heal sickness and to alter the natural order.† Even though people could see that he could heal people, some still wanted to deny that he was a miracle worker. People knew that he was a miracle worker in the book by Washington F. Jarvis (p 66) it says that â€Å"when we read the gospels accounts, what strikes us the most is the fact that no one in Jesus’ time, friend or enemy, ever indicated the slightest doubt that Jesus did miracles.... ... his fingers in to his ears, spat and touched his tongue. He looked up to the heaven and said ephphatha, ‘be opened’ in Aramaic, and the man was cured (mark7: 31-7). Jesus also performed another miracle with a blind man. In the book by E. P. Sanders (p 145) it says â€Å"in Bethsaida a blind man was brought to him. He took him outside the village, spat on his eyes, and laid his hands on him. The man’s sight was partially restored: he could see people, but they looked ‘like trees walking’ Jesus again put his hands over his eyes, and his sight was restored (mark 8:22-6). In conclusion Jesus could perform miracles and the way he did them strengthened his message. The performance of miracles did strengthen his message because of the witnesses that had seen him. Even though there were many doubts about Jesus there were also people who knew he was working for God. BIBLIOGRAPHY 1. Jarvis, Washington F. And still is ours today the story of Jesus New York: The Sea Bury press1980 2. Porter, Roy J. Jesus Christ the Jesus of history, the Christ of faith England, London: Duncan Baird publishers ltd 1999 3. Sanders, E. P. The historical figure of Jesus England: The Penguin group 1993

Alternatives to High Fructose Corn Syrup Essay -- Artificial Sweetener

High Fructose Corn Syrup: Alternatives/Prevention Abstract: This report presents alternative foods to replace the ones with the dangerous sugar, high fructose corn syrup. The effects of high fructose corn syrup consumption were researched to find alternative methods of obtaining the same types of foods without the nasty effects. Alternative foods that ranged from diet bars to cough syrup were found. These foods don’t contribute to the rise in obesity and diabetes type II and taste just as good at the ones that do contribute to obesity and diabetes type II. It was also observed that the foods that are eaten on the Atkins diet are good alternatives because of the low carbohydrate intake. High carbohydrate foods are the prime source of high fructose corn syrup. Alternatives and Prevention Nobody thinks of sugar when they see a field of corn, but most of us would find that most of the sweeteners that sweeten our food are made with corn rather than sugar. High fructose corn syrup is made by processing corn starch to yield glucose, then processing the glucose to yield a high percentage of fructose. This fructose may be cheaper than using glucose as a sweetener, but it has horrible effects on the body. There are tests when rats were fed high fructose corn syrup for a period of time, which yielded disastrous results. The rats all developed high cholesterol, anemia, and hypertrophy, which means that their hearts grew until they exploded! As for humans, diabetes and obesity skyrocketed when high fructose corn syrup was released (Linda Forristal, 2001). High fructose corn syrup is found in an abundance of foods. It is found in foods that one would use on a daily basis. For example, high fructose corn syrup is found in the crumbs used ... ... Sources Forristal, Linda Joyce. â€Å"The Murky World of High Fructose Corn Syrup.† http://www.westonaprice.org/motherlinda/cornsyrup.html. 2003. Weston A. Price Foundation. 25 July 2006. Hopkins, Kate. â€Å"Foods and Products Containing HFCS.† http://www.accidentalhedonist.com/index.php/2005/06/09/ foods_and_products_containing_high_fruct. 2005. 25 July 2006. Adams, Mike. â€Å"Consumption of soft drinks and high-fructose corn syrup linked to obesity and diabetes.† http://www.newstarget.com/003002.html. 2004. 25 July 2006. Dimas, Jennifer. â€Å"GROUNDBREAKING DIABETES AND OBESITY PREVENTION PROGRAM AT COLORADO STATE UNIVERSITY RECEIVES NATIONAL RECOGNITION.† http://newsinfo.colostate.edu/index.asp?page=news_item_display&news_item_id=220682550. 2005. Colorado State University. 25 July 2006 Anonymous. â€Å"Atkin’s Diet and Low-Carb News.† http://www.lowcarb.ca/. 2006. 25 July 2006.

Employee Selection Process in Private Company

EMPLOYEE SELECTION FOR SMALL BUSINESS OWNERS: THE INFLUENCES OF THE UNIFORM GUIDELINES AND COURT DECISIONS Edward, Ph. D. McKendree College Business Division 701 College Road Lebanon, IL 62254 (618)-537-4481 ABSTRACT The Uniform Guidelines on Employee Selection Procedures (1978) were promulgated with large businesses in mind in order to affect large numbers of employees as rapidly as possible.However, the employee selection validation procedure advocated by the Equal Employment Opportunity Commission, criterion related validity, is one that small business owners are unable to use due to statistical restraints and the lack of personnel with the esoteric knowledge of validation procedures. These restrictions, coupled with court decisions such as Albemarle Paper Company v.Moody in which the United States Supreme Court ruled the test validation guidelines issued by the EEOC were to be given â€Å"great deference† by lower courts, have left small business owners with one practical and potentially legally defensible approach to employee selection. This paper briefly mentions the advantages of valid employee selection procedures, followed by a detailed description of the Uniform Guidelines on Employee Selection Procedures (1978), relevant court cases, and a case study describing the validation of a small business employee selection test by the author.INTRODUCTION The importance of small business to the U. S. economy was well summarized by Siropolis (1986), who wrote: †¦ more than 99 percent of the nation's 16 million businesses are small-even if we define a small business as one that employs fewer than 100 rather than 500 †¦. Further evidence of its vitality is the fact that small business employs roughly half of the nation's workforce (pg. 8). In addition, Siropolis (1986) listed numerous other reasons for the importance of small business to the U. S. conomy, such as the higher return on equity small manufacturers earn than large manufacturers, the i nnovation found in small businesses as evidenced by small businesses accounting for half of all major inventions in the last 30 years in the U. S. , and the dependence of large businesses on small businesses as both suppliers and purchasers. These economic facts indicate that small business in the U. S. is the paramount force for economic growth and the creation of jobs, as noted recently: Small businesses are the principal job creating sector of the economy during recessions and expansions† (â€Å"The State Of†, 1985, pg. 46). Further evidence of the economic importance of small business has recently been published: Employment gains in small-business dominated industries in construction (18. 9 percent), finance, insurance and real estate (12. 7 percent), and services (12. 6 percent) are impressive when compared to the gains made in similar, large business dominated industries. In construction, the small business ted industries had employment gains of 18. 9 percent, whi le the large business industries showed an employment loss of 10. percent. The relative strengths of the small business gains in wholesale and retail trade are also significant †¦. Small firms with fewer than 100 employees†¦ generated 52. 6 percent of net employment growth from 1976 to 1982. (â€Å"The State Of†, 1985, p. 17-21). One can add to this the reliance of the U. S. government on small businesses, as evidenced by the federal government purchasing almost 29% of its of goods and services from small businesses in 1983 (â€Å"The State Of†, 1985).EMPLOYEE SELECTION An area of vital importance within small business management is the area of employee selection. An increasing awareness of the importance of employee selection has been noted: â€Å"Nearly 40% of surveyed employers are using more prehiring testing of job candidates than they were five years ago† (â€Å"Prehiring Tests†, 1986, p. 17). The importance to the U. S. economy of employe e selection in a small business is due both to the fact that small businesses create the majority of new jobs in the U.S. (Birch, 1979; â€Å"The State Of†, 1985), and the impact of the employee selection process on a small business. First, the results of a valid selection procedure include increased productivity of as much as 20 percent (Schmidt, Hunter, McKenzie, & Muldrow, 1979). This is an important result to small business owners, as productivity improvement has been rated as the number one concern of both CEOs and executives and engineers in separate surveys (â€Å"Productivity: A Top†, 1986, p. 46).Other important results include an avoidance of lawsuits (Dreher & Sackett, 1981; Kleiman & Faley, 1978), greater job satisfaction and organizational commitment, reduced absenteeism and fewer disciplinary actions (Fear & Ross, 1983), reduced time spent in supervision for the small business owner, and reduced training costs and turnover (Stone & Ruch, 1974). The potent ial for reduced turnover is also important for small business owners, due to recent data indicating that: Small businesses have higher annual employee turnover than large companies.The Administrative Management Society reports that businesses with 26-250 employees have a 19% turnover rate, while larger firms (more than 5000 employees) average only 7% (â€Å"Small Businesses, Turnover† 1986, p. 13). In total, these results are particularly important due to the greater relative effect each employee has in a small business as opposed to the effect of an individual employee in a large business. In the U. S. , the employee selection procedures used by all business owners are regulated by the Uniform Guidelines on Employee Selection Procedures (1978).The Uniform Guidelines (UG) were designed to provide technical assistance to employers and were written following a review of relevant court cases and consultations with industrial psychologists. At present, the UG are serving as a ref erence for determining the legality of currently used selection tests. The UG are administered by the Equal Employment Opportunity Commission (EEOC), which is empowered to do so by Title VII of the Civil Rights Act of 1964.As Landy and Trumbo (1980) have noted: â€Å"The EEOC has evolved from a weak public advocate status to a strong and active enforcement agency, with broad powers to initiate and negotiate legal and administrative action on behalf of protected minority groups† (p. 92). Although the UG are not â€Å"law† as a lawyer would define law in that they were not passed as bills in Congress, they are frequently referenced as technical guides by judges. In the UG, the employment decisions made by business owners and managers are regulated and broadly defined, e. . , promotions, referrals for training, as well as selection for hiring are all subject to the influence of the UG. The UG list three allowable approaches to validating a selection test used by a busines s. Briefly, criterion related validation approaches focus on the statistical ability of the selection test to predict the criterion, or as noted by Dreher and Sackett (1981): â€Å"†¦ criterion-related approaches focus on the relationship between a hiring requirement and job behavior† (p. 552).Another way of describing criterion-related validity was written by Landy and Trumbo) (1980): â€Å"When we are investigating the validity of a selection procedure using a criterion related design, typically, we are looking for a significant correlation between a test (predictor) and job behavior (criterion)† (p. 70- 71). The UG define criterion related validity in this way: â€Å"In criterion related validity, a selection procedure is justified by a statistical relationship between scores on the test or other selection procedure and measures of job performance† (P. 8292, Federal Register, 1978). According to the UG, the requirements of the job analysis, which is a co mprehensive definition of the tasks performed by a job incumbent, are: â€Å"There should be a review of job information to determine measures of work behavior(s) or performance that are relevant to the job or group of jobs in question†. The paramount difficulty with conducting a criterion related validity study for the small business owner is the required number of hirees, which is discussed in the UG under the term of â€Å"technical feasibility†.Although the minimum is not specified in the UG, an absolute minimum is 30 employees (Heneman, Schwab, Fossum, & Dyer, 1986). For many small business owners, this minimum number is more employees than they hire in a year, which in turn makes the criterion related validation approach of little value. In addition, the statistical measures required by the criterion related validity approach are often recondite for a small business owner.Construct valuation approaches attempt to measure an applicant's amount of psychological cha racteristics such as â€Å"need for achievement†. The UG discuss construct validity in this manner: â€Å"Construct validity involves identifying the psychological trait (the construct) which underlies successful performance on the job and then devising a selection procedure to measure the presence and degree of that construct† (p. 38292, Federal Register, 1978). The construct validity of a test refers to the extent to which it measures the construct it is supposed to measure.Landy and Trumbo (1980) noted: â€Å"It is the most theoretical of the definitions of validity, since it is concerned with the abstractions used in referring to psychological structures, functions, or traits, rather than to the prediction of some external criterion† (p. 73). The job analysis for a construct validity study involves a list of critical job behaviors and the constructs believed to underly the behaviors. These studies are difficult to do, as a â€Å"construct† is a hypoth etical attribute of a person that underlies and guides their behavior. Content validation approaches are oncerned with the job relatedness of the selection test rather than a concern with the criterion. Landy and Trumbo (1980) defined this approach toe employee selection procedure validation as: â€Å"Content validity is concerned with the extent to which the sample of items in a test (and the sample behavior elicited by these items) is an unbiased representation of the domain (i. e. , attribute or trait) being sampled† (p. 71). According to the UG: â€Å"A selection procedure can be supported by a content validity strategy to the extent that it is a representative sample of the content of the job†.An important concept for a content valid selection procedure is the job analysis, which was defined by Schultz (1978): â€Å"The purpose of the job analysis is to describe, in specific term, the precise nature of the component tasks performed by the workers on a particular job† (p. 76). A job analysis can be approached in a variety of ways, as noted by McCormick and Tiffin (1974): â€Å"Job analysis can be considered as embracing the collection and analysis of any type of job related information, by any method, for any purpose† (p. 9). The job analysis for a content validity study involves interviewing and observing incumbents: Job analysis for content validity. There should be a job analysis which includes an analysis of the important work behaviors(s) required for successful performance and their relative importance and, if the behavior results in work product(s), an analysis of the work product(s). Any job analysis should focus on the work behaviors and the tasks associated with them †¦The work behaviors selected for measurement should be critical work behaviors and/or important work behaviors constituting most of the job. The key to content validity is the answers to the questions the small business owner must ask: â€Å"How rep resentative of on the job behaviors is the test? Does it sample all important aspects of the job? † Landy and Trumbo (1980) wrote â€Å"Content validity is determined on the basis of how well the test material samples the job performance domain† (p. 72). The validity of a content validation study is judgmental; no statistical analysis is done (Robinson, 1981).The value of the content validation approach to a small business owner is that it allows a selection test to be validated within the UG restraints, and at the same time it does not require large sample sizes or recondite statistical analyses: When is content validation appropriate? One circumstance is when there are too few people available to form a sample for purposes of empirical validation. While there are differences of opinion on what the minimum necessary sample size is for empirical validation, an absolute minimum is 30 individuals who all perform the same job (Heneman et al. 986, pg. 281-283). The restrict ions of the content validity approach are few. One of the restrictions is that the selection test should consist only of knowledge or skills that cannot readily be learned on the job (Miner & Miner, 1980). In addition, content validity is prohibited by the UG to measure mental processes as part of a selection procedure. An example of the content validation approach to employee selection is the appropriately titled Content Oriented Personnel Selection in a Small Business Setting by Robinson (1981).In his article, which involved the content validation process needed in designing a selection procedure which was used to hire one construction superintendent for a small construction firm, Robinson (1981) informs the reader of the steps necessary in a job analysis for a content valid selection test: 1. Convene a panel of experts†¦. 2. Ask the panel to identify all the broad objectives to be met by an ideal incumbent on the target job. If objectives can be so quantified that they can p roperly be called standards, so much the better†¦. 3.List specific behaviors required to meet each objective †¦. 4. Identification of â€Å"critical† tasks †¦ The content sample will be valid to the extent that the critical tasks reflect actual job performance †¦. 5. Determination of interjudge agreement as to the importance of major dimensions of the job†¦ (pgs. 78-79). The importance of such a systematic approach to the job analysis was emphasized by Dreher and Sackett (1981): â€Å"The quality of any content validation effort depends on the thoroughness and appropriateness of the job analysis† (p. 54); the job analysis will be used to determine if the content valid test actually samples relevant job behavior mentioned in the job analysis as important. Having conducted the job analysis, Robinson (1981) constructed a test battery based upon work sample procedures. As an example, the applicants were given a construction error recognition test i n which the applicants were required to inspect a 8†² by 12†² shed that contained 25 construction errors. The applicants were to list the construction errors they spotted during their inspection.This emphasis on the UG when discussing employee selection approaches for small business owners stems from two major court cases which directly ruled on the use of content validity as a way of validating a selection instrument. In Firefighters Institute for Racial Equality v. City of St. Louis, a promotional examination for fire captains was ruled to have adequate content validity within the directives of the UG. In U. S. v. Connelie, a selection procedure for New York State Police was ruled to be invalid due to in large part the lack of a task-oriented job analysis nor was the frequency and importance of job duties identified.In both of these cases, the UG used in making the judicial rulings. Two other court cases which indicate the importance of understating content validity are Harless v. Duck and King v. New Hampshire Department of Resources and Economic Development. In Harless v. Duck, a structured oral interview was found to be rejecting more female applicants than male applicants, however, the employer argued the interview had content validity in that hypothetical situations were used that a police officer might actually face.The court ruled the selection interview was valid, in large part due to its content validity. In King v. New Hampshire, a business lost a discrimination lawsuit due to applicants being asked questions which were not job related, i. e. , not based on a job analysis and therefore not content valid. With the importance of employee selection validation in mind, coupled with the feasibility of the content validation approach for small business owners, I would like to describe the approach I used for a small business owner located in the Midwest.The small business is a general purpose real estate office (â€Å"general purpose,† i n the sense that it handled farm, commercial, and private dwelling real estate sales) which has two owner managers and 10 sales associates. The primary function of the sales force for this small business is to sell as much real estate as possible, in terms of monetary value rather than number of units sold. The organization did not have a job analysis of the job of real estate agent and was using an unstructured interview to hire applicants. The initial step was to develop a job analysis.The purposes of the job analysis were to (a) define the job duties being performed by the job incumbents, (b) obtain a listing of the requisite knowledge, skills, and abilities to perform each job duty, and (c) determine the importance and time spent on each job duty as perceived by the incumbents. For this small business, the process of collecting information for the job analysis consisted of three steps: (a) reviewing the appropriate entry in the Dictionary of Occupational Titles, (b) reading the job related material from the firm's files, and (c) a series of interviews with all 10 real estate agents and both of the owner-managers.Due to the job analyst's lack of familiarity with the job, the first step was to review the job description in the Dictionary of Occupational Titles. Its value is noted by Bass and Barrett (1981): â€Å"The job analyst can turn to the Dictionary of Occupational Titles to get a concise definition of almost any job in American industry† (p. 238). The use of this volume when approaching a job one is not familiar with was also noted by Cascio (1978): â€Å"First, the reader can become familiar with the vast array of jobs in general and with appropriate terminology in each job, (p. 47). The second step also involved acquiring some job related information about being a real estate agent; this step consisted of a reading of the informational and training manuals that are made available to the real estate agents. The perusal of these manuals was va luable in giving the job analyst background information necessary to conduct the third step of the information collection, the interviews with job incumbents. These interviews were conducted in a private room and ranged from 30 to 90 minutes.The interviews followed a patterned interview form, as recommended by Cascio (1978). The interview questions asked for traits, behaviors, and knowledge that the incumbents deemed necessary for the completion of the job of real estate agent. The interviewees were also informed that any knowledge or behaviors an applicant could learn within eight hours was not to be included. An example of an interview question is â€Å"What is the order of behaviors from the time you contact a customer until you are through with a sale? † The interviews generated a list of 106 job duties.Each of the interviewees received a copy of the 106 job duties, along with an instruction sheet asking them to rate each item as to its importance to their job and the rel ative amount of time they spend performing that job duty. The mean rating given each of the 106 job duties was computed by the job analyst for both the rating dimensions. With the interview information and summary statistics on hand, a selection instrument was constructed which was based on job duties which were rated highly in terms of their importance and time spent on each of them by job ncumbents, and which job incumbents considered were not trainable within eight hours. The selection instrument was based on a job sample approach, which is valid for a content validity based selection instrument. As an example, the selection instrument asked an applicant to calculate monthly payments on a home given certain financial parameters. The questions were given to six randomly selected job incumbents who were asked to choose which of the job sample test questions an applicant would have to pass in order to meet minimum standards as a new employee.The job incumbents overall picked an aver age of 80% of the job sample items as being necessary for a new employee to pass to be acceptable at a minimum level of acceptability. Therefore, an applicant would have to score a minimum of 80% in order to be considered for employment. As a check on the validity of the 80% cutoff score, the job sample questions were given to the four other job incumbents. All of these incumbents were considered to be satisfactory employees by the business owners, and all received a passing score of over 80%.In summary, small business owners need to be aware of the UG, the court cases which have resulted from the UG, the one practical approach to validating a selection procedure, and the advantages to having a validated selection procedure. By following the outline of Robinson (1981) or the case presented in this paper, the small business owner can both enjoy the benefits of a validated selection procedure and lessen any worry over an EEOC lawsuit. REFERENCES Bass, B. M. , & Barrett, G. V. (1981). People, work, and organizations.Boston: Allyn and Bacon, Inc. Birch, D. L. (1979). The job generation process. M. I. T. Program on Neighborhood and Regional Change. Cambridge, Massachusetts. Cascio, W. F. (1978). Applied psychology in personnel management. Reston, Virginia: Reston Publishing Company, Inc. Dreher, G. F. , & Sackett, P. R. (1981). Some problem with applying content validity evidence to assessment center procedures. Academy of Management Review, 6, p. 551-560. Fear, R. A. , & Ross, J. F. (1983). Jobs, Dollars, and EEO: How to Hire More Productive Entry- Level Workers.New York, McGraw-Hill. Harless v. Duck, 14 FEB 1616 (1977). Heneman , H. G. , Schwab, D. P. , Fossum, J. A. , & Dyer, L. D. (1986). Personnel/Human Resource Management. Homewood, Illinois: Irwin. King v. New Hampshire Department of Resources and Economic Development, 15, FEB 669 (1977) Kleiman, L. S. , & Faley, R. H. (1978). Assessing content validity: Standards set by the court. Personnel Psychology, 30, 701-713. Landy, F. J. , & Trumbo, D. A. (1980). Psychology of Work Behavior. The Dorsey Press, Homewood, Illinois.McCormick, E. J. , & Tiffin, B. L. (1974). Jobs and their requirements. Industrial Psychology, (6th ed. ). Miner, M. G. & Miner, J. B. (1980). Uniform Guidelines on employee selection Procedures. Washington, D. C. , The Bureau of National Affairs. Prehiring Tests. (1986, June). Small Business Report. Business Research and Communications, Monterey, California. Productivity: A Top Concern. (1986, February). Small Business Report, Business Research and Communications, Monterey, California. Robinson, D. D. (1981).Content-oriented personnel selection in a small business setting. Personnel Psychology, 34, pgs. 77-87. Schmidt, F. L. , Hunter, J. E. , McKenzie, R. C. , and Muldrow, T. W. (1979). Impact of valid selection procedures on work-force productivity. Journal of Applied Psychology, 64, 609-626. Schultz, D. P. (1978). Psychology and industry today. New York: Macmillan Pub lishing Company. Siropolis, N. C. (1986). Small Business Management. Houghton Mifflin Company, Geneva, Illinois. Small Businesses' Turnover High. (1986, January).Small Business Report, Business Research and Communications, Monterey, California. Stone, C. H. , & Ruch, F. L. (1974). Selection, interviewing, and testing. ASPA Handbook of Personnel and Industrial Relations: Staffing Policies and Strategies, ed. Dale Yoder and Herbert G. Heneman (Washington, D. C. , The Bureau of National Affairs), 4, 137-138. The State of Small Business: A Report of the President. (1985, May). United States Government Printing Office, Washington, D. C. Uniform guidelines on employee selection procedures (1978). Federal Register, 43, 38290- 38309.