A Letter Concerning the Tuition Fee Increase in the Campus Essay Example for Free

A Letter Concerning the Tuition Fee Increase in the Campus Essay This academic year in our school had been very exciting and full of learning for the students. The school had been efficient enough in providing us the quality education that students’ need in preparation of their future careers. However it had been a serious issue in the campus among us, students, the continued increase in our tuition and other fees.   Students see, that in order to escalate further the quality of education in our school, the school has to face strenuous modifications in technology, books, and other school facilities. However, there would always a need for students to be consulted first about the issue, because these matters would always concern us. Along with the increase in the tuition fee is the increase in all other fees. Why? First, if the school would not fight for a greater state subsidy, then the school had to pay for the bills, the salary as well as to the technology and materials it would employed. With this matter, the budget would come from the tuition of the students and everything else would be increased; Internet fee, laboratory fee, school paper, etc. Second, education is supposed to be a right and not just a privilege, but with the continued increase in the tuition fee, along with other miscellaneous fees in the campus, there had been an apparent decline in the enrollment rate compared to the previous years. This only shows that few students were able to access the right to education because of the increase. Hence, there is a significant relationship between tuition fee increase and to the limited access of students to education (Dalton 2006). A similar study from the Rand Corporation in 1995 indicated that for every 10percent increase in the tuition fee of the students, there would be a 1.97 percent in the enrollment of the focus of study. Third, the effect of tuition fee and other fee increases would be felt less by those of the middle class brackets. Most of the burden would be felt by those in the lower class; usually with among black and with ethnic backgrounds. Accordingly, majority of the students in most schools were usually coming from the lower bracket and they were the ones who were greatly affected. The school is the only way for these students to move to the next ladder in the society. The tendencies for these students are to dropout or to transfer to a cheaper school with low educational standards. Needless to say, the educational preparation that they got is not enough to equip them for a high paying job in the future. The tuition fee increase that the school implemented is a subtle permit for the state to less care for the educational welfare of its citizens. Students are wary of the fact, that because of the tuition fee increase, we have to burden ourselves with part time jobs more than double just to compensate for the shortage in budget. Students recognized that tuition fee increase in needed to uplift the educational quality in this school. However, it is too fast and too soon to implement. Students are not prepared yet; emotionally, physically and financially.   There was no consultation in the increase in fees. It had always been our right to know and the responsibility for this school to be transparent. The students carried the baggage of financial hardship just to beautify the school, but the education that we got before then was still the same as now. Except of course in slight innovations in the laboratory facilities and in technology, the same education system we got from the school. If tuition fee increase is really bound to happen, we wanted to be prepared for it. We wanted an apparent positive change in the learning that we got; of course it is not to say that we got no learning from this school, it is just that, the change in learning is just minimal. This school has been our battleground to combat poverty, to uplift our situations and to gain learning. If the school is to increase its tuition fee and other fees, we expect that it would also provide subsidy through scholarship, or other alternative solutions to augment our financial difficulties. As well as it is the responsibility of our parents to finance our education; it is also the responsibility of the state to provide to its people the right to education. But how could we get this if tour very right has now become a mere privilege. The sad fact is, not the privilege of the majority but of the few only.   If we are destined to suffer from the tuition fee and other fee increases, would it be right that we would also demand great changes in everything. Would the payment that we give, be enough for us to pose subordinate command over our instructors and over other employees; anyway, we paid for them. Students believe, that in this school, students of characters should be made and not just a mere passive, technologically dependent ones. We need support to develop our minds, which is the role of this school. But where would we go now if this school would deprive us of that need? We seek to be consulted first, we need data of its great benefits on us, and we need alternatives for the increase that is accessible for everybody and not only for the few. Sincerely, [Name of the Sender] [Position/Occupation] Works Cited Dalton, McGuinty. â€Å"Canandian Federation of students.† 8 March 2006 http://www.reducetuitionfees.ca/en/issue/watch_video_of_the_tuition_fee_increase_announcement

Market Pricing Essay -- essays research papers fc

Executive Summary Price is said to be the biggest factor in the marketing mix. If the price is not right, then the product will not sell. Consumers feel that they have to get something back, such as an intrinsic value from the products. Pricing is affixed with many different variables such as the flexibility of price, geographic term, discounts and price levels over the product cycle. A marketing manager must also consider what type of pricing objective to use. For this paper, I have made myself the new marketing manager of Foster Farms Poultry Products. Body The objective that I feel is best for this company is profit-orientated. This is because I believe we have established our name in the community and the state. People recognize us as the leader in poultry production. Since the company has remained profitable since the beginning, we strongly believe that all we should focus on now is maintaining the return on our investment. We shall also adhere to the flexible price policy. I say this because the more a store buys, the more they save. If a store buys large quantities, then discounts can be given and this will also increase sales in the store because the stores can charge a bit less for the product. It’s up to the store on how much to markup the poultry. They can charge a dollar a pound or fifty cents per pound. You will also notice that many stores offer the chicken at lower prices when its expiration date is near. This is due to the nature of the product being peri...

Personality Testing of New Hires

Personality Testing During the Hiring Process Personality testing is not a new topic. What is new is the ongoing shift in mindset that has diluted the value of personality testing during the hiring process and only finds a value in using personality testing after the candidate has joined the organization. This will be challenged by first providing a brief history on the Myers-Briggs Type Indicator (MBTI) and reviewing the years of dedicated research that went into the development of the test. Second, it will reveal the correlations of the test results to job requirements through specific examples. Third, it will discuss why applicant honesty and company policy makes personality testing necessary. Fourth, it will identify and support how many organizations successfully use the MBTI for applications other than pre-employment. Finally, organizations utilizing personality testing, specifically the MBTI, as a part the hiring process will identify the strongest and most compatible candidate for the required organizational needs. Many organizations are following the notion that personality tests have no relevance to job performance and should not be used as a tool to support the hiring process; however, it can be used appropriately for leadership identification, self-awareness and team building (Robbins & Judge, 2008). The testing of personalities was at its peak in the early nineteen fifties with MBTI leading the way (Overholt, 2004). Banks initially used the MBTI as a pre-screening tool in nineteen forty six. Not one or two banks, but the entire industry was committed to utilizing the MBTI. This concept of capturing personality was developed by Isabel Briggs Myers and her mother Katherine Cook Briggs. They performed rigorous studies of some earlier work by a Swiss psychiatrist by the name of Carl Jung. The first assessment was a couple of simple questionnaires that would gauge people by their personality type. There are sixteen possible types that are configured out of four specific categories. The dedication of the Myers-Briggs team was unsurpassed. Even after her mother passed away, Myers spent her life advancing this body of work. Rubis et al. , 2005) For those who may not be familiar with the structure of the test, here are the parameters. There are one hundred questions that are situational based. The participant is to choose the answer that best describes the general actions or feelings they usually have when in that situation (Robbins & Judge, 2008). The questions are built around general concepts of personality, and by answering the questions it helps to reveal the participant’s personality type (Pepper, Kolesnikov-Jessop, & Herman, 2005). There is no right or wrong when answering. The questions are open to interpretation, because every question is presented on logical opposition (Bentley, 2007). The participant simply determines which one fits them the best. Some examples of the questions a participant would be asked are as follows: â€Å"Would you rather be considered a practical person or an ingenious person? â€Å", and: â€Å"Does following a schedule appeal to you or cramp you? † (Ross, n. p. ) Once the participant finishes the test, the answers are consolidated into one of the sixteen personality types. Anyone that takes the test will fit into one of the sixteen personality types that the MBTI generates (Rutzick, 2007, June). To understand how the MBTI can be beneficial in the hiring process, a further definition of the different personality types is necessary. Robbins & Judge (2008) state the following: Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (Tor F), judging or perceptive (J or P). These terms are defined as follows: Extroverted verses introverted. Extroverted individuals are outgoing and assertive. Introverts are quiet and shy. Sensing verses Intuitive. Sensing types are practical and prefer routine and order. Intuitives rely on unconscious processes and look at the â€Å"big picture†. Thinking verses feeling. Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions. Judging verses perceiving. Judging types want control and prefer their world to be ordered and structured. Perceiving types are flexible and spontaneous. (p. 108) Examples of how the actual results would be presented and what would be learned about the participant are: the INTJ or introverted, intuitive, thinking, judging individual and would be considered a visionary; they are strong willed and could sometimes be considered bullheaded; they are creative and like to act on their own ideas and thoughts. (Robbins & Judge, 2008). Another example would be the ESTJ or extrovert, sensing, thinking, judging individual and would be considered as the organizer; they are planners who like solving real problems, they work well around others and are very business minded (Robbins & Judge, 2008). Using the two previous examples of personality types, consider the following scenario: Employer â€Å"A† has a position open in the operations department for a supervisor. Of the two candidates, the INTJ or the ESTJ, which one would be the better fit in an operations supervisor, knowing both candidates interviewed equally? The ESTJ would make the best choice, organized, business minded, like solving problems, and as an extrovert will do better working around other people. In contrast if the INTJ is placed in this operational position, it would not challenge his visionary traits and his strong will would work against him when trying to supervise others. It would not be long before the employer or employee, or both, realized they were the wrong fit and separating the employee may be the best solution. This would cause an increase in turnover and training costs that could have been avoided. The information personality testing provides becomes extremely useful when trying to find the proper job fit, and it would have to increase job satisfaction because now the candidate is in a position or role that suites his unique personality, increasing the potential for them to naturally excel. In conjunction with the interview process, personality testing opens up insight that could easily be missed when trying to assess if a candidate will be the right fit for the position (Baker, 2008). There are other factors that create an importance for personality testing during the hiring process. Two of these factors are: the increased levels of misrepresentation on resumes and applicants learning or paying for coaching to teach them how to give a great interview (Van Steenwyk, 2008). Another factor to be considered is that references are getting harder to validate. Many organizations have implemented policies that do not allow the providing of job specific references, they will only validate dates of employment (Van Steenwyk). Having the ability to draw consensus between the information on a resume, the information given by references, what is learned in the interview, and then match all that information up against the results of the personality test allows the perspective employer to have more points of congruency when making a final decision. It helps the employer find the personal side of what is on the resume and reduces failure based on job incompatibility (Baker, 2008). It could be argued that candidates could learn to give what they believe to be the desired answers on a personality test, like the MBTI. Although not impossible it is a bad way to start a new job and most tests check for continuity of the participant’s answers to make sure the candidate in not lying (Overholt, 2004). Some other highly accepted ways the MBTI is used in organizations are for leadership identification and selection, self-awareness, and team building (Rubis et al. 2005). When an organization needs to select or identify leaders, testing becomes very useful to find the personality traits that are essential to successful leaders (Robbins & Judge, 2008). There are benefits to the established leaders learning more about their own personality. Once the leaders are armed with the characterizations of their personality type, they can make accommodations for their weaknesses or soften overly direct qualities helping them in their handling of situational outcomes (Rutzick, 2007). During the training or coaching of leaders, many professional trainers or coaches choose to use the MBTI as the first step for helping the leader better understand who they are so they can better understand and lead others (Bentley, 2007). For any leaders to be truly effective they must be able to understand others, allowing them to tap into what motivates or drives an individual or group (Bentley, 2007). Personality testing provides that essential information. Work teams find personality testing to be helpful during times of conflict resolution as many times personality differences are at the center of most communication barriers (Bentley, 2007). By understanding their individual differences, team members learns to become more tolerant of the other because now they understand why the others think what they think or react the way they react to certain situations, this understanding creates a more cohesive and productive team (Bentley, 2007). Stronger cooperation will decrease costly turnover and increase job satisfaction because it stimulates open sharing and sparks creativity. (Robbins & Judge, 2008) Currently, there are eighty nine of the Fortune One Hundred businesses that employ the MBTI for their pre-hiring process, team building, and leadership identification and selection (Pepper et al. , 2005). Personality testing works and the results are trustworthy. To state it more directly, eighty nine of the top one hundred companies choose not to lower the bar, and place a higher importance on wanting to know who they are getting into business with before they make the job offer. This type of emphasis on the selection process helps these companies sustain the strong cultures that are in place, by realizing that several candidates will have the skill or the talent to perform at high levels (Robbins & Judge, 2008). They only hire the candidates that possess that high level to perform and exemplify the highest compatibility with the organization’s culture (Robbins & Judge, 2008). The MBTI has a history of proven success and worldwide acceptance as a pre-screening tool (Robbins & Judge, 2008). Many organizations make costly mistakes in the hiring of individuals only to discover that because of their personality they just do not fit in. Organizations utilizing testing, in cooperation with the appropriate interview process, greatly reduce costly hiring mistakes and job incompatibilities, while increasing individual and team performance. The trend in people management and development has moved from hard cutting and insensitive to a softer hyper-sensitive approach. It is time to find the middle ground between the engaged work environment and putting the right people in place that will achieve greater results. References Baker, B. (2008). HIRING HINTS. PM Network, 22(9), 26-27. Bentley, R. (2007). Fit for What Purpose?. Training and Coaching Today, n. p. Overholt, A. (2004). Personality Test: Back With a Vengeance. Fast Company, n. p. Pepper, T. , Kolesnikov-Jessop, S. , & Herman, M. (2005). Inside the Head of an Applicant. Newsweek, 145(8), E24-E26. Robbins, S. P. , & Judge, T. A. (2008). Organizational Behavior (13 ed. . Upper Saddle River: Pearson/Pentice-Hall. Rubis, L. , Fox, A. , Pomeroy, A. , Leonard, B. , Shea, T. F. , & Moss, D. et al. (2005, December 2). 50 FOR HISTORY. HRMagazine, 50, 10-24. Rutzick, K. (2007). Personality Test. Government Executive, 39(9), 22-23. Van Steenwyk, J. (2008). Using Tests to Screen Employees. Journal of Financial Planning, n. v, n. p.. Williams, R. L. , Verble, J. S. , Price, D. E. , & Layne, B. H. (1995). Relationship of Self-Management to Personality Types and Indices. Journal of Personality Assessment, 64(3), 494.

Symptoms And Treatment Of Cancer - 1643 Words

Introduction: HepG2 is a recurrent cell line that contains liver carcinoma cells which are derived from a 15-year-old Caucasian male who had a well-differentiated hepatocellular carcinoma (HepG2 n.d.). Cancer has been defined as undisciplined growth of aberrant cells (American cancer society 2015). There were 14.1 million cancer cases in 2012 globally, and it is predicted to increase to 21.7 million new cancer cases by 2030 (American cancer society 2015). Hepatocellular carcinoma (HCC) is considered the most prevalent leading form of liver cancer (Sanyal et. al 2010 and Raphael et. al 2012). Those authors have emphasized that 90% of HCC cases have resulted due to cirrhosis. Chemotherapy is used to destruct the growth of cancer cells by preventing them from dividing and growing, more specifically, it works by induction apoptosis (Nordqvist 2015). Most anticancer drugs tend to activate the inactivated apoptosis pathway or modify detective apoptosis genes such as cisplatin and 5-fluorouracil (5-FU) (Hassan et al. 2014). Cisplatin is platinum drugs (Rafi 2006:48). While 5-FU is antimetabolites drugs (Rafi 2006:51). Those two drugs are considered the first-line therapy for cancer (Haydon 2015). Apoptosis is highly genetically regulated program that is responsible for removing unwanted cells such as genetically mutated cells, damaged, or virus-infected cells (Hassan et al. 2014 and Hingorani et al. 2011). Apoptosis is required to maintain healthy multicellular organisms.Show MoreRelatedSymptoms And Treatment Of Cancer Treatments1664 Words   |  7 Pagesdealing with cancer treatments now, slight flaws in our practice after therapy have been present; in doing so, patients have experienced personal and emotional discomfort after therapy. 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