Iklan Petronas

BACKGROUND Petronas as a biggest company in Malaysia are well known to Malaysian people and when we mention about Petronas, normally people will think about petroleum, refineries, KLCC and many more products of Petronas. There are many advertisements involving Petronas in the market, such are LPG gas advertisement, Petronas petroleum fuel, Petronas Grand Prix and Formula 1. There are many advertisements to promoting the products of Petronas instead of branding. On the other hand, Petronas also did the contribution due their social corporate work whereby they have done a good social work with giving interesting short video clip on the commercial advertisement on the television. There are many commercial advertisements that have done by Petronas on the television and they make the advertisement as a compulsory to them and will come out during the certain period of celebrations in Malaysia for example on Hari Raya day, National day and other national celebration. There are also many social advertisements released by the other big company like Petronas such as Tenaga Nasional Berhad (TNB), PROTON, and Telekom Malaysia Berhad (TM). However, Petronas’ advertisements are more attractive and succeed to give an impact to the audiences. Its shows that advertisements are really creative and succeed to touch the people heart who are watching on it. One of the advertisement from Petronas that caught my interest was the advertisement about â€Å" Burung Murai†. This advertisement was released during Hari Raya celebration period on 2007. THE STRENGTHS General Petronas advertisements always been watching by the audience and there already have a trust on the Petronas’ advertisement. Petronas has succeed to put on the audience minds that their advertisements are unique from the other with clear story line, attractive ways of presenting the idea, and touched the heart with the feelings of emotion. Petronas always come out with new idea and do not lack of interesting ideas. The idea was fresh and suit on environment makes them acceptable to any background of audience. Consistent with their advertisements and never missed to come out with new advertisement in every single celebration in Malaysia makes their advertisements are wanted for their audience to see the new one. Focused on moral values instead of promoting the products makes the messages on the moral values are delivered to audience. The messages is clear and easy to understand References http://www. petronas. com. my/internet/corp/centralrep2. nsf/frameset_corp? OpenFrameset http://www. kujie2. com/perayaan/iklan-raya-petronas-yang-mana-paling-best. html

Four Year Colleges vs. Community Colleges Essay

Why does Breakthrough emphasize four year colleges and universities? Should Breakthrough programs steer students to use community colleges as â€Å"stepping stones† toward bachelor’s degrees? Would community colleges be cheaper for students? Does it matter where students start their post†secondary educations, as long as they end up with bachelor’s degrees? It is true that once students have their bachelor’s degrees, it makes little difference, in terms of earnings potential and job prospects, what path they took to get there. However, the likelihood of earning a bachelor’s degree is significantly reduced if a student starts her post†secondary education at a community college, and the amount of time it takes to complete a bachelor’s degree (and potentially, the amount of loans a student accrues) is greatly increased. Additionally, research shows that the kinds of students Breakthrough serves—low†income, minority, first generation—are less likely to transfer from community colleges to four†year colleges and earn bachelor’s degrees. Therefore, the research supports the fact that students are more likely to complete bachelor’s degrees if they start their post† secondary educations at four†year colleges or universities. Is community college more cost-effective? Without factoring in financial aid, the average tuition and fees at community college is less than half of the average tuition and fees at a public four†year institution and 1/10th of the tuition and fees at a private four year institution. According to the National Center for Education Statistics, the average annual tuition and fees in 2006†07 was: †¢ $2,017 †in†state student attending a community college †¢ $5,685 † full†time, in†state student at a public four year college or university †¢ $20,492 † full time student at a private four year college and university However, while the tuition and fees at community colleges are significantly less, without knowing a student’s financial aid package at a four year institution, it is difficult to determine the relative cost† effectiveness. Additionally, considering the amount of time it takes students who begin in community college to complete their bachelor’s degrees, it is unclear how much cost savings there is in the end. Does it take longer for students to complete bachelor’s degrees if they start at community colleges? On average, it takes students 1 ½Ã¢â‚¬ 2 years longer to complete bachelor’s degrees if they begin at community colleges than if they begin at four†year colleges. According to the National Center for Education Statistics, the average time it takes to complete a bachelor’s degree is: †¢ 71 months for students who begin at 2†year colleges †¢ 55 months for students who begin at four year public colleges †¢ 50 months for students who begin at four year private colleges Is there a difference in the earnings of community college graduates and graduates of four†year institutions? If community college students do manage to transfer quickly and graduate from four†year colleges, there is little evidence to show that there are significant earning differentials between students who start at community colleges and students who start at four†year colleges (Kane and Rouse, 1995; Hilmer, 2000). The problem is that many community college students do not quickly transfer into four† year colleges nor do they ultimately complete their bachelor’s degrees. For those individuals who start at community colleges and don’t transfer to four†year institutions, there are repercussions in terms of their earnings potential. The average annual median income for adults who have associate’s degrees is approximately $13,000 less per year than adults who have bachelor’s degrees ($32,900 vs. $45,700), or $500,000 less in estimated lifetime earnings (U.S. Department of Labor, 2002). If the intention is to change the economic trajectory of Breakthrough students (i.e., end the cycle of poverty), then having Breakthrough students begin their post†secondary educations at four†year colleges is the best way to ensure they complete their bachelor’s degrees. Is there a difference in the attrition rates of students at community colleges vs. students at four†year colleges? The attrition rate for students at community colleges, even those students who have an explicit intent to pursue bachelor’s degrees, is far greater than the attrition rate of students at four year colleges. In 2006: †¢ 39% of students at community colleges who intended to pursue bachelor’s degrees left school without completing a degree or certificate program †¢ 17% of students at four year public colleges left school without completing a degree †¢ 16% of students at four year private colleges left school without completing a degree (National Center for Education Statistics, 2008 Special Analysis of Community College data)

Business Rationale For Diversity Management Free Sample

CERA is a company that is working on large scale across the world. the report examines the importance of diversity management at CERA and describes the relevancy of diversity at the workplace. It has to inculcate a culture of diversity management while organizing the business. It should promote the culture in a way that everyone can see the reflection of diversity in their culture and the process. CERA has been working till now on an old model of HR recruitment but there is a necessity to keep doors opened for people from different background in order to attain cultural diversity. CERA has an issur It is recommended to incorporate principles of diversity management at the workplace in order to highlight all the important aspects of human resource management. The different aspect of diversity management is selection, recruitment, performance appraisal, training and development. Organizations need to show a commitment towards diversity and should try to integrate flexible working condition for the employees in order to attain balance at work. Moreover workplace diversity management helps in building s strong relationship with the community that helpsin enhancing the overall productivity. This process helps in improving the quality of programs and delivers an efficient service and product (Bassett?Jones, 2005). CERA has to inculcate a culture of diversity management while organizing the business. It should promote the culture in a way that everyone can see the reflection of diversity in their culture and the process. Success of the organization depends upon the ability to adopt di versity and to realize their benefits (Egan & Bendick, 2008). In order to ensure selection of diverse pool of talent it is advised to improve the HR policies which will create ample of opportunities. The HR manager should ensure recruitment of efficient candidates from the diverse pool of people through practicing diversity management at workplace (Curtis & Dreachslin, 2008). Choosing people out from a diverse pool will increase overall productivity. Moreover diversity management while recruitment and selection is not a difficult task. Reviewing HR policies timely as per the global competitive environment is suggested I order to attain objectives. It is essential to notice that a broader diversity management will help in broadening the choice. A well-managed recruitment program will help in absorbing the best candidates. This will ensure that a pool of right people is chosen to accomplish the objectives of the organization (Cooke & Saini, 2010). Diversity management focus on assembling values of t he organization and practice strategy to develop vision and organizational strategy pertaining to the requirements. Diversity management includes equal employment opportunity for every individual at workplace. This will ensure incorporating people with a different perspective and background to work under one roof. CERA needs to develop the policies focusing on promoting diversity management (Vertovec & Wessendorf, 2010). It needs to develop compliance oriented approach in order to promote diversity at workplace. The people of the organization are source of strength and competitive advantage. Diversity management has multiple impacts on the organization while considering the difficulties faced at different level. This will help in providing a competitive advantage to CERA by keeping doors opened for people from different background. This process will help in adapting effective planning at workplace. This will moreover help in improv ing innovative practice at workplace which will enhance the overall productivity. This will help in ensuring effective balance in between the desired culture and objective results. Most of the organizations are disregarding the importance of diversity at the workplace.   This has however caused a stagnant growth for those organizations to include a diverse environment at workplace (Labelle, Gargouri & Francoeur, 2010). CERA has to develop a cohesive environment that provides an opportunity for the growth by pushing various different aspects. Diversity management is correlated with the success of the organization in multiple ways which involve various cultural backgrounds (Rice, 2010). Multiculturalism is a part of diverse working environment with people from different walk of life. The diversity management looks upon the issues at multiple levels while positioning the strategic, managerial and operational functions. This practice can only be motivated if an organization imbibes  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   these functions in their culture. There should be a proper coordination in between the senior and lower level of management in order to synchronize information. Senior level executives are given responsibility to handle the multi cultural environment. This will help in enhancing the scope of the organization. CERA has to promote a multi-cultural environment by reviewing the HR plan ( Martà ­n-Alcà ¡zar, Romero-Fernà ¡ndez & Sà ¡nchez-Gardey,2012). Conventional HR policies will only land up to troubles. This practice need to be achieved through developing a cohesive environment. Diversified teams at workplace will help in managing the critical issues in an easy manner. They allow a better understanding of the issues in order to develop a multi cultural environment. Researchers have acknowledged that a multicultural environment helps in overcoming the loopholes in the organization. This provides with an insight to convert dreams into reality. CERA has to face a challenge to promote a multi cultural environment in order to seek effective result .International presence of the brand has initiated a multi cultural environment. This has created a sense of cultural awareness among employees to think with a different perspective. They are being exposed to different ideas and points and can create a workforce with a large social network group and helps in increasing the business base (Mujtaba, 2007). An organizational success and competitiveness depends upon the ability of the organization to embrace diversity by realizing the benefits. All those organizations that are handling the diversity issues at the workplace are developed according to the necessity. The beneficiary of Diversity management is the organization who gets an opportunity to expand business opportunity due to a multi cultural environment.   A company that encourages diversity management helps in inspiring the other employees in an organization.   This will provide an opportunity to handle diverse workplace issues. This will help in implementing the plans carefully (Need, 2006). Diversity management will help in providing a broad range of skills and experience to the organization that will help in providing a diverse range of customer based services. A diverse environment will benefit the organization by considering the variety of viewpoints given by individual employee while framing the business polices. This will ensure meeting out the business strategies while expanding the various opportunities. Workplace diversity is beneficial for both employee and the organization. It increases the market opportunity, recruitment and creativity and helps in meeting difficult task (Kossek, Lobel & Brown, 2006).   Diversity management helps in creating a flexible business environment in order to achieve the desired results. Flexibility and creativity at workplace will help in managing the issues in an effective manner. Moreover it will help in managing the issues occurring at a different level of an organization. This will led to recognition of various issues that occ urs at different level. CERA needs to initiate further in order to seek benefit of diversity at workplace while creating a diversified environment (Pitts, 2009). Human resource is an important part of a successful business while focusing on business strategy.   Managers understand the importance of well-trained staff in order to motivate the other employees. Successful HR departments have understood the importance of keeping efficient employees that will help in attaining goals. Business managers are responsible to communicate idea of the business to the subordinates. Diversity need to be handled in an effective manner to achieve success for attaining long term goals. Majority of business organizations has realized importance of diversity management at the workplace due to increasing complication in business. Majority of the business organization across the world are seeking opportunities to resolve the complications. CERA by far has been following the old procedure of recruiting human resource personnel. Incorporating new practices will enhance the growth opportunity. The changes taking place in the organization needs to be addressed in a manner that is necessary in developing the strength (Henry & Evans, 2007). CERA is currently operating in different countries with a diversified working environment. Under such a situation it is suggested that CERA should make its policies accordingly so that they can seek a competitive advantage against other. Business strategies need to be made keeping in mind the recruitment structure. An organization with a dynamic workforce works more efficiently when compared to other. CERA however has incorporated a multi-cultural workforce but it is advised to organize more people in order to attain growth (Wrench, 2016). It is necessary to give proper representation to the minority while managing diversity Stakeholders in today’s business scenario play a significant role in today’s competitive world. Stakeholder management and consultation has become increasingly prevalent in today’s business scenario. Stakeholder’s consultation plays an important role in accomplishing corporate social responsibility. It is seen that business that engages everyone around is able to make a consistent performance. Stakeholder consultation is important for putting a positive effect on an organization recruitment process. This helps in building positive relationships in order to shape a positive job profile. It is essential for a business organization to address competing interest or differing priorities in order to shape the priorities. This will help in acknowledge the expectation in order to achieve desired result. Gaining valuable insight and information helps stakeholders in achieving dis tinguished goals. It provides a fountain of valuable experience, insight and knowledge to recruit with a vision to achieve daunting goals. This helps in facilitating successful candidates to the organization and promotes robots stakeholders engagement that will help in achieving desired goals (Foster & Harris,2005). Below mentioned are the necessary recommendations that are suggested to Mark French according to the present HRM policies and the role of diversity management at workplace. It is advised to CERA to employ people from every background in order to attain unrealistic goals. For achieving a sustainable growth it is advised to incorporate systematic changes in overall recruitment and selection procedure which will help in establishing an effective work environment. Diversity for an organization proves to be one-size-fits all option. Firstly it is suggested to involve every individual in the organization to take the responsibility of diversity. Top management to bottom management should take responsibility to manage diversity at workplace. Diversity management is all together a complex issue needs to be resolved in a simple manner to avoid future disputes (Barak, 2013). CERA should measure progress towards achieving diversity at the workplace through managing realistic goals by developing metrics. Comparing the standard and actual outcome will help in assimilating desired result within a required time-period. CERA is advised to measure all the goals on a desired parameter set by the management previously. CERA need to put all the fiscal and human resources at place in order to incorporate the policies in the organization while changing all the necessary functioning. Company need to start planning from the ground level in order to practice diversity management. Incorporating diversity management is a tough task for an organization at an initial level but managing everything in a systematic arrangement will help the organization to achieve sustainable result (Konrad, Prasad & Pringle, 2005). System is necessary to be prepared in advance in order to promote diversity. Talent acquisition is about attracting the best out of a pool of people. Once the requirement are set it is simple to choose the most efficient person for the desired post. This will enable a multi-culture environment at the workplace. Educating everyone about the role of diversity at workplace will help in processing necessary goals. It is necessary for an organization to provide proper information to the employees about the role of diversity in order to achieve desired result in the given time frame. Training is necessary to imbibe culture of the organization within employees (Pitts & Wise, 2010). It is necessary to initiate support from the top level management in order to articulate business function. Diversity represents the cultural value of an organization where everyone is treated equally irrespective of the place where they come from. Following abovementioned policies will help in incorporating a favorable environment at the workplace which will provide a sustainable environment. It is advised to decide in advance the procedure through which the vacant position would be filed. The current vacant positions are related to senior engineer and graduate engineer. Firstly it is necessary to shortlist the candidates out of the received application. The position need to be fulfilled as per the required qualification. It is recommended to the HR manager to short list the most appropriate application and to initiate the interview process. All the shortlisted candidates need to be invited for a formal written and personal interview in order to judge their knowledge. Out of the chosen candidates a final round of interview need to carried in order to ensure the best candidate. Offer letter is given to the candidate who is chosen by the interviewer. Finally the Chosen candidate is asked to give final confirmation about the job which he has opted. It is necessary to seek all proper information in advance (Harvey & Allard, 2015). HRM is all about keeping systematic information about filing the right place in the organization. An organization can only achieve success if it recruitment team is already well-trained. In today’s competitive scenario this has become evident to recruit the best employees. CERA has to involve a diversified workforce in order to attain desired result. Assembling people from a different cultural background is necessary for attaining differential results. This has become important foot every organization around the world to include efficient workforce in order to access maximum result (Aytemiz Seymen, 2006). Advice of friends and colleagues are taken serious by maximum number of people while making employment decision.   Most of the decision made b the young generation is affected by the peer and surroundings. A career option according to them depends upon moment of choice. They are particularly opting for those career options which are advised to them by their friends. In a co mpetitive atmosphere the decision related to career options are widely affected due to numerous career options. However it has become important that the external influence for a person is causing a huge amount of pressure while guaranteeing successful career. It is affecting their mental status and providing them with an insight to make a futuristic decision (Shen, Chanda, D'netto & Monga, 2009). It is advice to CERA that they should focus on determining the relevant standard to the organization while improvising the selection procedure. Diversity is much broader than what it is considered by the organization. Human resource needs to promote broad range of policies not only in recruiting diverse workforce but to implement effective procedure. This is necessary for an organization to implement the efficient policies in the organization so that CERA can perform extraordinary by acquiring a pool of efficient workers around the world. Diverse workforce helps in achieving desired results which will help it in receiving long term growth. There is a necessity to implement selection process that understands individual differences. Every individual has a different sort of mindset and it is very important for an individual to ally all the activities to recruit the best out of all. The report is related to implication of diversity management at CERA and the studies relevant manner to at tain goals. The company has been focusing on incorporating diversified human resource in order to attain sustainability. CERA can perform extraordinary by acquiring a pool of efficient workers around the world. They have to frame systematic policies in order to achieve desired result. Aytemiz Seymen, O. (2006). The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review.  Cross Cultural Management: An International Journal,  13(4), 296-315. Barak, M. E. M. (2013).  Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bassett?Jones, N. (2005). The paradox of diversity management, creativity and innovation.  Creativity and innovation management,  14(2), 169-175. Cooke, F. L., & Saini, D. S. (2010). Diversity management in India: A study of organizations in different ownership forms and industrial sectors.  Human Resource Management,  49(3), 477-500. Curtis, E. F., & Dreachslin, J. L. (2008). Integrative literature review: Diversity management interventions and organizational performance: A synthesis of current literature.  Human Resource Development Review,  7(1), 107-134. Egan, M. L., & Bendick, M. (2008). Combining multicultural management and diversity into one course on cultural competence.  Academy of Management Learning & Education,  7(3), 387-393. Foster, C., & Harris, L. (2005). Easy to say, difficult to do: diversity management in retail.  Human Resource Management Journal,  15(3), 4-17. Harvey, C. P., & Allard, M. (2015).  Understanding and managing diversity. Pearson. Henry, O., & Evans, A. J. (2007). Critical review of literature on workforce diversity.  African Journal of Business Management,  1(4). Konrad, A. M., Prasad, P., & Pringle, J. (Eds.). (2005).  Handbook of workplace diversity. Sage. Kossek, E. E., Lobel, S. A., & Brown, J. (2006). Human resource strategies to manage workforce diversity.  Handbook of workplace diversity, 53-74. Labelle, R., Gargouri, R. M., & Francoeur, C. (2010). Ethics, diversity management, and financial reporting quality.  Journal of Business Ethics,  93(2), 335-353. Martà ­n-Alcà ¡zar, F., Romero-Fernà ¡ndez, P. M., & Sà ¡nchez-Gardey, G. (2012). Transforming human resource management systems to cope with diversity.  Journal of Business Ethics,  107(4), 511-531. Mujtaba, B. (2007).  Workforce diversity management: Challenges, competencies and strategies  (pp. 207-229). Llumina Press. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage. Pitts, D. (2009). Diversity management, job satisfaction, and performance: Evidence from US federal agencies.  Public Administration Review,  69(2), 328-338. Pitts, D. W., & Wise, L. R. (2010). Workforce diversity in the new millennium: Prospects for research.  Review of Public Personnel Administration,  30(1), 44-69. Rice, M. F. (2010).  Diversity and public administration: Theory, issues, and perspectives. ME Sharpe. Shen, J., Chanda, A., D'netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework.  The International Journal of Human Resource Management,  20(2), 235-251. Vertovec, S., & Wessendorf, S. (Eds.). (2010).  Multiculturalism backlash: European discourses, policies and practices. Routledge. Wrench, J. (2016).  Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Routledge. With a decade's experience in providing essay help,

US Public Opinion and Foreign Policy Coursework

US Public Opinion and Foreign Policy - Coursework Example US Public Opinion and Foreign Policy While many believe that public opinion can and does matter to policy makers, others contend that public opinion complicates or is of relative importance to policy making. If the issue is of great importance to the public and there is a common consensus as to how the problem may be resolved between a majority of the public and policy makers, policy makers are likely to be facilitated in their foreign policy aims. The most recent and significant example of this is the US incursion into Iraq in 2003. When an issue is of lesser importance, resulting in a less educated public, the policy making process can be complicated. Needless to say foreign policy making is the most difficult when it concerns issues of great importance and little common consensus. To ensure political success, presidents and other policy makers must use an understanding of public attitudes to structure their foreign policies for presentation to their constituents. Public opinion is not as malleable as some believe it to be. We only have to point to various examples of American politicians attempting to coerce public opinion on issues that are unpopular with the American public and their lack of success in doing so. One of the major underpinnings of representative democracy is the belief that government policy, both foreign and domestic, is controlled by public opinion and the power of the vote. Whether or not this is a reality with regards to foreign policy has been a question of debate between various theories of international relations over the course of the twentieth century. While most students of the topic admit that public opinion can have some sort of affect on military, economic and political practices abroad, the extent of this impact is fiercely debated, most notably by the realist and liberal camps. Realist theory claims that public opinion is unpredictable and ever changing. Because foreign policy often has its affect in places that are so far removed geographically public opinion has an irrational edge to it. Although Realists do admit that public opinion can have a considerable impact on foreign policy making in democracies, it is for this reason that it is most often "erratic and incoherent" and they conclude that "a good foreign policy is incompatible with the democratic process and therefore the decision-making process should be isolated from the vagaries of public opinion." 1 Foreign policy is far too remote and complex in its issues and very often the public is not well informed enough for it to respond rationally. From the liberal point of view public opinion is seen as a positive element which could bring about a more reasonable and peaceful foreign policy.

AN INVESTIGATION OF INTELLECTUAL CAPITAL DISCLOSURE IN ANNUAL REPORTS Research Proposal

AN INVESTIGATION OF INTELLECTUAL CAPITAL DISCLOSURE IN ANNUAL REPORTS OF Saudi ARABIA FIRMS - Research Proposal Example Facilitating transformation in the traditional structure of annual reports might prove costly, and therefore the more pragmatic approach is to encourage voluntary IC disclosure in a company’s annual reports. Based on the structural framework and objectives of a company, disclosure depends on corporate governance decision. New approach adopted in presenting the annual reports to the readers should help stakeholders make proper value assessment through the company’s intellectual capital (Li et al., 2008:137). In order to meet the goal of profit maximization through enhanced performance, intellectual resources of an organization play an indispensable role. The problem faced is the paucity of IC related information in the annual reports of the four Saudi Arabian banks that have been selected for this paper. Since IC is not legally mandatory for inclusion in annual reports, this component is also considered as â€Å"unaccounted capital† (Abeysekera & Guthrie, 2005: 151). This paper will focus on intellectual capital disclosure in annual reports of Saudi Arabia firms. The necessity of IC information is steadily gaining importance from profit seeking perspective. While details about financial data and physical factors of products are easily available in annual reports of companies, there is now growing demand for disclosure of IC information (Vandemaele et al., 2005: 417). The objective of this paper is to learn how several banks in Saudi Arabia disclose intellectual capital in their annual reports. Further, this paper will explore the contribution of IC theory in the success and development of an organization. For the purpose of address the research objectives, the research question of this paper is â€Å"To what extent is intellectual capital is represented under different categories in the annual reports of Saudi Arabian banks?† The purpose is to learn how human capital is displayed in four

Intigrating technology in the EFL classroom Essay

Intigrating technology in the EFL classroom - Essay Example Report indicates that about 70% of education funding in Israel comes from the central government while the remaining 30% comes from cities and other sources. This was in a show of the government’s commitment to educating its people to be literate for prosperity and development. So far, Israel has been registering an increase in the number of students enrolling for classes at different levels. Latest report indicates that Israel has about 1.8 million students from pre-school to high school level (Newman, 2012). This is an indication of the country’s commitment to high literacy level. This number also continues to increase as the population continues to grow. Even though teaching Israelis to be literate is a key priority of the Netanyahu administration, it is also the most challenging area in the country’s education system. This is attributable to the changing nature of the classroom. Research indicates that the classroom environment has undergone radical changes i n the 21st century (Cordova and Lepper, 1996). For instance, Israel has experienced an influx of immigrants from immigrants in the country from all over the world. This has resulted in an increase of a large number of people in the country who are not able to speak or write the English language, which is the country’s national language. The fact that a large population of the country cannot speak, read, or writes the English language is posing a huge challenge to teachers in the country. It is an acknowledgeable fact that becoming proficient in a foreign language is very difficult and can be daunting. As a result, a large number of people in the country who do not understand the English language normally find it difficult learning a new language since the English language is new to them (Jonassen, 2000). Therefore, in order for such students to learn and become proficient in the English language, they must be supported as much as possible. Teachers who have had the opportunit y to teach students learning English as their second language understand that such students require language support for their language acquisition. To say that students learning English as their second language have attained the level of proficiency required, they must be able, not only to hear and write the English language, but to speak and read the English language well. However mush this might be a daunting task; we strongly believe that integrating technology such as the use of computers can play a crucial part in increasing a student’s grades in the English language. This discourse examines how the integration of computer-assisted instruction (CAI) can be an important tool for teaching new learners of English language. In addition, the paper will explore the gains that have resulted from the use of computer-assisted instruction in teaching the English language to new learners. Literature Review Verbal Interaction Interaction between new English language learners and th ose who are proficient in English language is key in promoting proficiency in English language. As such, teachers of English language need to provide students learning English as a second language, a language-rich environment where they can continuously engage in the English la

(GC Instrument Experiment) Determination of Ethanol Concentration in Lab Report - 1

(GC Instrument Experiment) Determination of Ethanol Concentration in Biological Fluids using Gas Chromatography - Lab Report Example the way it is been publicized by media and entertainment industry to this group of audience increases peer pressure and they end up consuming alcohol and drugs to a level that can be extremely dangerous for their health (Strasburger, 2010). The program aims to provide information about the disadvantages associated with consumption of alcohol and drugs. Although schools, parents and governments are trying to get the children as well as the adolescents to say no to drugs, there drugs and alcohol worth $25 billion are present in the market which are influencing them to say yes. This program aims to make the clients understand that the movies and television programs are using and promoting way too much substance use; however it is based on consumer’s own will power to not let them affect it. The program also aims to provide counseling to clients who are addicted to this unhealthy and destructive habit. We will be targeting the teenagers and adolescence ranging from the age of 12 to 18. This program will be launched in Washington DC only. The reason behind selecting this age group is because they easily get influence by anything that they find attractive, including drugs. The people belonging to this age group make the highest part of the television audience. This is the main reason why most of the television shows, movies and advertisements and made to target this age group. These teenagers form the age group that easily gets influenced by the drug and alcohol use being promoted by the media. Therefore it is important to target this age group and stop the use and abuse of alcohol and drugs among them. The purpose of this promotion is to increase the awareness of the program by different means and influence more and more suffering teenagers to come to us for counseling. The program is being funded by some non-profit organization and will therefore be free of cost. Another reason behind the promotion of this program is to collect funds and charities for spending on