The Education of Little Tree Movie Review

In the film, The Education of Little Tree, the little fellow learns a considerable lot of life†s most significant exercises. Three of the exercises that I feel are most significant are; â€Å"The Way†, how to gain from ones errors, and finding your mystery place. In the individual assessment that follows, I will examine why I feel that these are such significant exercises. Little Tree†s grandparents, with some assistance from Willow John, show him â€Å"The Way [of the Cherokee]†. I feel this is one of life†s most significant exercises. Not really the Cherokee way, however the lifestyle all in all. This exercise help†s us to comprehend that things may not generally work the way that we might want them to. In my eyes, this is on the grounds that we don't, and never will, totally be in charge of our lives. I accept that their is some force higher than ourselves that is in any event halfway control of our lives. I likewise accept that this more powerful, regardless of whether it be destiny or God, encourages direct us to a progressively complete life. To me life is an exercise in itself. It is every one of the a learning experience to set us up for the following life. One of my preferred pieces of the story is when Little Tree†s grandparents pass on, they state â€Å"It has been acceptable. I†ll see you soon. † They see passing as a fresh start, not as an end. All through the film, Little Tree is committing errors and gaining from them. I additionally feel this is a significant exercise throughout everyday life. Committing errors is a piece of life. Gaining from them with the goal that we don†t rehash similar mix-ups can be hard once in a while. This can be applied to the study hall from numerous points of view. In the event that you remain out late the night prior to a test as opposed to examining and do inadequately on a test, whenever you should think about another option. One chance is to discover a way that let†s you go out and have a ton of fun, yet return home early enough to read the material for the test. I believe that the way Little Tree†s granddad encourages him this exercise by letting him commit errors as opposed to forestalling them is a similar way that an instructor or guardians should show kids and understudies. In the event that your folks or instructors don†t permit you to commit errors, you will most likely be less inclined to gain proficiency with the exercise. Despite the fact that they think they are working superbly by keeping these errors from occurring, the youngster or understudy may act insubordinately toward this. Finding your mystery spot can assist with showing you yourself. In this exercise, Little Tree discovered his mystery place was a spot to pass without anyone else. Everybody needs a spot this way. Some place to be separated from everyone else with your considerations. In a manner it causes you end up through self satisfaction. Little Tree finds out about what intrigues him, the riddles of his social foundation. This can be useful in ones training. It causes you find out about what you might want to do with your life. It can provide you guidance. It is additionally significant in light of the fact that no two individuals are actually the equivalent. Every individual has an alternate style of learning. An individual will get progressively out of their training in the event that they are instructed and learn in the style that concerns them. The exercises alluded to in this paper are only a not many that I accept are significant in a people training and in life when all is said in done. A people training never stops, we as a whole learn new exercises regular. It is simply ‘The Way† it is.

Abortion - Man Cant Be Rightly Disposed of by Man :: Argumentative Persuasive Topics

Premature birth - Man Can't Be Rightly Disposed of by Man   Temporal life lived in this world isn't related to the individual. The individual has as his own a degree of life that is progressively significant and that can't end. Real life is an essential decent, here underneath it is the condition for every other great. Yet, there are higher qualities for which it could be genuine or even important to be happy to open oneself to the danger of losing substantial life. In a general public of people the benefit of everyone is for every individual an end which he should serve and to which he should subordinate his specific intrigue. Be that as it may, it isn't his last end and, starting here of view, it is society which is at the administration of the individual, in light of the fact that the individual won't satisfy his fate with the exception of in God. The individual can be absolutely subjected distinctly to God. Man can never be dealt with essentially as a way to be discarded so as to acquire a better quality.  Concerning the shared rights and obligations of the individual and of society, it has a place with moral educating to edify hearts; it has a place with the law to indicate and compose outside conduct. There is unequivocally a specific number of rights which society isn't in a situation to give since these rights go before society; however society has the capacity to protect and to implement them. These are most of those which are today called human rights and which our age brags of having planned.  The primary right of the human individual is his life. He has different merchandise and some are all the more valuable, yet this one is basic - the state of all the others. Thus it must be ensured over all others. It doesn't have a place with society, nor does it have a place with open expert in any structure to perceive this ideal for a few and for nobody else: all segregation is insidious, regardless of whether it be established on race, sex, shading or religion. It isn't acknowledgment by another that comprises this right. This privilege is predecessor to its acknowledgment; it requests acknowledgment and it is carefully out of line to deny it.  Any segregation dependent on the different phases of life is not any more supported than some other separation. The privilege to life stays total in an old individual, even one extraordinarily debilitated; it isn't lost by one who is seriously wiped out.

Morris, Lewis

Morris, Lewis Morris, Lewis, 1671â€"1746, American colonial official, first lord of the manor of Morrisania in New York. The son of Richard Morris (d. 1672; see Morris , family), he was born in that part of Westchester co. that is now part of the Bronx, New York City. He inherited large properties in New York and New Jersey, and in 1697 his New York estate was patented as the manor of Morrisania. In 1702, Morris traveled to England to help bring about the fall of proprietary government in New Jersey. He became a bitter opponent of the arbitrary rule of Lord Cornbury, who was governor of both New York and New Jersey, and aided in securing his removal (1708). In 1715 he was made chief justice of New York, but a subsequent struggle with Gov. William Cosby resulted in his removal (1733). Upon the separation (1738) of New Jersey from New York, Morris became the first governor of New Jersey, serving until his death. His stern administration was marked by much opposition and quarreling. The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved. See more Encyclopedia articles on: U.S. History: Biographies

Descriptive Essay - Original Writing - 943 Words

Calliope sat straight up in a cold sweat her shoulder length hair cling to her head, she panted eyes wide in panic. Her hands clasped over her mouth stifling a scream. Calming down from her momentary hysteria and with a deep breath she examine her surrounding pristine blue above her, deep green grass a long with some wild flowers swayed around her. Standing up on wobbly legs she tried to remember where she was but, her mind drawing a blank on anything beyond her name. Walking down a small slope she saw clear body of water. â€Å"That me!† She shouted at her refection; in the water was a slender girl looking somewhere between thirteen and fourteen dressed in an embarrassingly frilly white gown stared back. Calliope prodded herself careful the†¦show more content†¦Ã¢â‚¬Å"I’m Katsi.† She gave a small smile holding out her hand. â€Å"Calliope.† She took Katsi’s hand, fallowing her instinct her memory still beyond her reach. â€Å"Aww such cute name, your definitely M.C.M.† Katsi looked at her with a sisterly shake. â€Å"Umm M.C.M.† Calliope asked worried. â€Å"Main character material.† Katsi laughed, pulling Calliope along to a polished stone path. â€Å"So I’m guessing you’re here by luck.† She asked talking as if Calliope was her best friend. â€Å"Luck?† Calliope asked confused, but was to nervous explain that in here mind she just started existing. â€Å"Yup your luck.† The red head giggled as she was pulled Calliope through golden gates that had something engraved in it that she couldn’t read. What do you mean? Katsi stop hearing Calliope’s panicked voice. The grip on Calliope’s hand changed she look up, Katsi’s gaze changed to something more protective. The taller girl pulled her along The three Ls that separate the schools more than the schools themselves. Her voice was a whisper snapping her fingers to get Calliope’s attention â€Å"Legacy. She pointed to a small group of giggling girls in pastel grown, Calliope stared at the group thinking how artificial they look in contrast Katsi â€Å"Labor, which is what I am. She turn to Calliope and patted the shoulder And luck. Calliope smiled up at her new found friend, her eyes growing wide at the end of the straight path. It building dwarfing trees and as white as an egg toweredShow MoreRelatedDescriptive Essay - Original Writing1110 Words   |  5 PagesI don’t know how I got to where I am, but I’m here now, and I have to win if I want to live. I am in a game, and in order to live, I have to escape. That’s the thing, though: I don’t know how to escape. I was running for my life around this old house that looked like it came straight out of a horror movie. I doubled over and held my head in pain as I saw the static, which meant it was coming. I was being chased by what looked like a person but in no way acted like one. Just as it was about to appearRead MoreDescriptive Essay - Original Writing1102 Words   |  5 PagesIt is on days like this when we stop to think about our life. Small drops of rain begin to dapple the cobblestone pavement as people whip out their umbrellas for cover. I continue sauntering down the busy street, relishing the feeling of a light shower. Moving with the mass of pedestrians, I stop at a crosswalk where I wait for the stoplight to turn green. A flower shop employee across the street scurries to bring in the numerous bouquets and close the doors as rain starts rolling down the displayRead MoreDescriptive Essay - O riginal Writing914 Words   |  4 PagesDreamy I thought. Standing on the corner is a young guy with a smile. I see him here almost every day, so I linger for a while. He tells me his name, and I tell him mine. I m Ester, what s your name? I enquired. My names David .,He replied. We end up talking for a while and I asked him if he had ever left this city. He tells me of all these stories of the places where he s been, the distant lakes and mountains, and in valleys oh so green. I can see it in his eyes, he really has beenRead MoreDescriptive Essay - Original Writing974 Words   |  4 Pages I was used to moving round, having a mother who liked to travel more than making roots was something I had gotten used to. Still, I had never gotten used to the loneliness of an empty house when she was out exploring, or the feeling of leaving behind someone who could have meant something to me. Our most recent move was Oregon. It was pretty, and I didn’t mind it, but it was much different than Florida. Not only was it opposite sides of the country, it felt as if it were opposite worlds. InRead MoreDescriptive Essay - Original Writing1012 Words   |  5 Pageshave plenty of time in the next month to think about my feeling in regards to Kendrick. I needed to finish up the article and get it off to my editor. I should be able to get it done by tonight and send an email in the morning. I was thinking of writing my next article about the sea life around the Scottish coast. Since our salmon dinner last evening I thought I would do a piece about the commercial salmon farming that began in Scotland in 1969. In 2002 over 145,000 metric tons of farmed AtlanticRead MoreDescriptive Essay - Original Writing1561 Words   |  7 PagesThere’s something I need to say and what follows may not be something that you’d expect, it won’t be heartening or uplifting. If you remember today, I told you about going somewhere I wanted to go to†¦ I’m not sure if you believed and accepted what I now confess as untrue; it is partly. I needed to pull away emo tionally†¦ from you. You must have had fathomed that some degree of formality had seeped between us. Born of habit, formulaic greetings had become a routine. You presume that I’m a close friendRead MoreDescriptive Essay - Original Writing1387 Words   |  6 PagesI was wearing a beautiful blue dress with sapphire gems all around the chest area as I entered the ball with Ciel and Sebastian. I took a good look around here, the hallway was lined with gold. There was a servant ready to escort us to the ball room. Hello, come this way. He said, walking forward. Wow, this place is so fancy! I exclaimed, looking around. It s fake gold. Ciel bluntly replied, bringing my hopes down. I sighed. Ciel sounded like he wasn t in a very good mood. Ciel, lightenRead MoreDescriptive Essay - Original Writing1287 Words   |  6 Pages In the morning, Caireann woke me up. She stood above my bed, shaking my shoulder. I opened my eyes, looking at her. Then I looked across the room to her empty bed. Andy s empty bed sat in the corner. I swallowed, climbing out of bed. Sleep well? Caireann asked me, starting out the door. Yeah, I said, going over to our small dresser. I had the bottom two drawers. Andy had the middle two, and Caireann had the top. I pulled open the drawers, pulling on a colorful tank top and a grayRead MoreDescriptive Essay - Original Writing1345 Words   |  6 PagesLater that night, I was behind the wheel of my G-Wagon with Melissa in the passenger seat. She didn’t feel like driving since she was on the road all day and I understood so I didn’t mind when she asked me to. I had been tight-lipped. She kept eyeballing me as if she detected that something was bothering me but I just kept singing to my India Arie as if I was carefree. â€Å"So are you going to tell me what’s going on or no† Melissa said disrupting my own personal concert. I stopped singing and tookRead MoreDescriptive Essay - Original Writing1085 Words   |  5 PagesI WAS SITTING IN a taxi, wondering if I had overdressed for the evening, when I looked out the window and saw Mom rooting through a Dumpster. It was just after dark. A blustery March wind whipped the steam coming out of the manholes, and people hurried along the sidewalks with their collars turned up. I was stuck in traffic two blocks from the party where I was heading. Mom stood fifteen feet away. She had tied rags around her shoulders to keep out the spring chill and was picking through the trash

Arthur Zimmermann - Profile

Arthur Zimmermann (October 5, 1864–June 6, 1940) worked as the German Foreign Secretary during 1916 to 1917 (mid World War 1), when he sent the Zimmermann Telegram, a diplomatic document that clumsily tried to trigger a Mexican invasion of the U.S. and contributed to America’s entry into the war. The coded message earned Zimmermanns lasting infamy as a hapless failure. Fast Facts: Arthur Zimmermann Known For: Writing and sending the historic Zimmermann NoteBorn: October 5, 1864 in Marggrabowa, East Prussia, Kingdom of PrussiaDied: June 6, 1940 in Berlin, GermanyEducation: Doctorate of law, studied in Leipzig and Kà ¶nigsberg (now Kaliningrad) Early Career Born in present-day Olecko, Poland, Zimmermann followed a career in the German civil service, moving to the diplomatic branch in 1905. By 1913, he had a major role, thanks partly to the Foreign Secretary Gottlieb von Jagow, who left much of the face to face negotiations and meetings to Zimmermann. Indeed, he was acting as Foreign Secretary alongside German Emperor Wilhelm II and Chancellor Bethmann Hollweg in 1914, when Germany decided to support Austria-Hungary against Serbia (and thus Russia), and enter the First World War. Zimmermann himself drafted the telegram giving notice of the countrys commitment. Soon most of Europe was fighting each other, and hundreds of thousands were being killed. Germany, in the middle of it all, managed to stay afloat. Arguments Over Submarine Strategy Unrestricted submarine warfare, which was likely to provoke a U.S. declaration of war against Germany, involved using submarines to attack any shipping they found, whether or not it appeared to be from neutral nations. Although America subscribed to an odd notion of neutrality at the best of times and warned early on that such tactics would draw them into the fray, U.S. civilian and shipping craft was a major target. Jagow remained German Foreign Secretary until the middle of 1916, when he resigned in protest at the governments decision to resume this style of submarine warfare. Zimmermann was appointed his replacement on November 25, partly because of his talents, but mainly because of his complete support of the submarine policy and the military rulers, Hindenburg and Ludendorff. Reacting to the American threat, Zimmermann proposed an alliance with both Mexico and Japan to create a ground war on U.S. soil. However, the telegram of instructions sent to his Mexican ambassador in March 1917 was intercepted by the British⠁  Ã¢â‚¬â€not entirely honorably, but alls fair—and passed onto the U.S. for maximum effect. It became known as the Zimmermann Note, severely embarrassed Germany, and contributed to the American publics support for war. Americans were understandably angered by Germanys attempt to send bloodshed to their country, and were keener than ever to export it instead. A Lack of Denials For reasons still baffling to political analysts, Zimmermann publicly admitted the telegram’s authenticity. He remained Foreign Secretary for a few more months, until he retired from government in August 1917, largely because there wasnt a job for him anymore. He lived until 1940 and died with Germany again at war, his career overshadowed by one short communication.

Facts and Information on Greek Goddess Athene Free Essays

The culture of Greek mythology has impacted modern culture. The first ever written origin story of greek mythology took place around 700 B.C. We will write a custom essay sample on Facts and Information on Greek Goddess Athene or any similar topic only for you Order Now (Athena) Greek mythology impacted modern culture by the way people live and even design houses today. The religion of greek culture is based on time-honored observances and was rooted in the Bronze Age. Their religion was not based on toe thora or the christian bible, but it was based off of exchange. Individual worshipers where to give gifts to gods and goddesses as an expression of thanks, especially zeus the father of all gods. Athena the daughter of Zeus or is better known as the favorite daughter of Zeus. Athena also named Athene was one of the three virgin goddesses. (Athena) Athena came right out of Zeus with armor and ready to go; she was called into the existence.(D’Aulaire) She was known as the goddess of the city for protecting her people. Athena was also known as to invent the flute, but she never played.(Athena) Athena’s powers and the way she uses them towards people explains how she is the goddess of war and her influence on modern culture such as moral standards and language. Athena and her family have impacted their culture and today’s modern culture. For instance the Olympics. The olympics started in Olympia, Greece, where it’s name was founded. Every four years the olympics was held for the god Zeus. A prizes from the olympics were fame and glory. The first olympic games was held by the athenians in the summer of 1896. In the summer of 1896 the olympics held 41 events. They brought 14 nations and 241 athletes to compete. The symbol of the rings represented the 5 participating continents: Africa, Asia, America, Oceania, and Europe. Greece held other games like the Ptythian games and the isthmian games. Those games where held for Apollo and poseidon. The greeks have affected political ways. The greeks created the first democracy, at first it was a monarchy then moved onto a oligarchy, and finally a democracy. Six Thousand adult male citizens were assembly members of the democratic government. The United States uses a representative democracy instead of a direct democracy, which was what the Athens used. (11 Greek Influences and Contributions to Today’s Society) Athena also has played a role in the progress of the women’s army. Athena has many objects named after her from dolls to yogurt bars and even a cosmetic line sold in California. The reason why they named the yogurt bar after her was because of the greek yogurt they used in the recipe. Don’t let the name fool you this bar is packed with artificial flavors and and unhealthy ingredients. Athena plays a big roll in the Barbie factories as each doll sells for 70 dollars to 100 dollars (â€Å"Greek gods in American Culture†). The cosmetic company states the company will provide you and safe and reliable, quality products, combined with uncompromised integrity and the spirit of philanthropy. The company states this cause athena was known to provide safety and is a reliable goddess. As the goddess of war, Athena has used her powers to win wars. An example is Athena and Hera as they fought against Paris in the Trojan war. (Athena) In 1260-1250 BC the Trojan war took place. The golden apple which was known as the Apple of Discord was given to Athena, Hera and Aphrodite. The three goddesses were commanded by Zeus to take the Apple to Paris. The contest turned into a bribery and not about beauty. Athena offered wisdom, skill for battles and the ability of warriors. Hera offered Paris the ability to control Asia and political powers. Aphrodite finally offered the attention and love from attractive women all over the world. Paris choose the beautiful women around the world, and luckily paris and Hera fell in love. The problem here is Hera being married to the king of sparta Menelaus. The news finally reached to Sparta and Greece. Menelaus’ brother Mycenae heard the news first and was upset. In anger he sent an army to Troy, that’s when Agamemnon and with the help of others came up with the Trojan horse. The trojan horse sat right outside the city of Troy to signify the end of the war. The greeks hid outside, and at night they snuck in and killed the entire city but women and children. The women and children were sold as slaves and Hera returned to her husband. Athena is an important goddess to many people and gods in every culture. She is the goddess of wisdom, courage, inspiration, civilization, law, justice, strategic warfare, mathematics, art, strategy, skill, and crafts. (Athena) One unique way Athena used her power is by blinding Tiresias when he saw her naked while bathing. (Athene) In a contest with poseidon to take dominion she produced and olive tree and a horse. (Athene) the powers of athena are from her parents Metis and Zeus. Athena got her powers of wisdom and crafty thoughts from her mother Metis. (Athena) Her powers progressed as she lived. Ancient greeks believed gods and goddesses would control their lives. The greeks would build buildings and statues to honor the gods and goddesses. Home life during the ancient greek times is different compared to modern day. Many people lived in a village or the countryside. Most houses where small and made of sun dried mud brick.(â€Å"Ancient Greeks: Home Life†) After a few years the houses would crumble and later had to rebuild. Homes didn’t usually have a bathroom but they had public ones. Only the rich had bathrooms and a better home life. Most gods would at least have 50 servants per household. Men and women would wear tunics or what they called them ‘chiton’. Women and most older men liked wearing the longer tunics but for the men they would wear them shorter. Many people wouldn’t wear sandals or boots. (Ancient Greeks: Home Life) High boots were worn when horse riding. Suntans were not cool in ancient greece. Many women used white lead to look pale. The white lead they used was harmful on their skin. It is obvious the greeks liked to wear a lot of jewelry because they are found in the tombs where they were buried. The difference in greek culture and modern culture. A similarity in the cultures are the way our society if or was formed. Most early cities had their own government which was located in the middle of the city. The greeks had marketplaces where people would socialize and shop. Which sounds similar to a modern day mall updated. The biggest city was the Athens in Greece. We almost have a similar style homes. Similar to old homes were built and still stand today in our culture. Many people like to design their houses according to the ancient greeks. A difference in modern society is that we don’t worship gods and goddesses anymore. Many of the gods and goddesses had slaves, and many. Now in our modern times it’s rare to have slaves. As for the clothes we don’t wear tunics like the greeks did. As of religion there are branches that lead to the religions we have today. In conclusion Athena uses her powers in many different ways like to fight wars and even blind tiresias from seeing her bathing. Although Athena was a strong warrior with bumps on the road she still managed to protect her city. Athena has left an impact on her culture and modern culture. Statues and buildings were built to honor all gods and goddesses. Now in modern society not many people honor all gods and goddesses, the way they used to back then. The way Athena expresses her powers pulls together the way she influenced modern culture just like our moral standards. How to cite Facts and Information on Greek Goddess Athene, Papers

Business Law Concentrate Law Revision Study -Myassignmenthelp.Com

Question: Discuss About The Business Law Concentrate Law Revision Study? Answer: Introducation Contract contains a promise whereby part A promises to fulfil a particular undertaking and party B pays party A, a consideration value, which is decided between A and B, for undertaking the promise. In order to form a contract, which has legal validity, there is a need for the presence of offer, acceptance, consideration, capacity and intent[1]. The very first step, which leads to the formation of contract, is the presence of an offer. It is essential to make a distinction between an offer and an invitation to treat. The offer shows that the parties A and B want to create a contract, where as the invitation to treat shows that the parties A and B just want to negotiate upon the terms of the contract. The newspaper advertisements or commercials are deemed as an invitation to treat and not an offer[2]. In Partridge v Crittenden[3], the defendants conviction was quashed as the advert was deemed as an invitation to treat. It is also important to demarcate between offer, invitation to treat and a request for information, as was held by the court in Harvey v Facey[4] where no separate offer was deemed to have been made. Upon an offer being made in a successful manner, the acceptance has to be attained on this offer. The accounting has to be given by the party to which the offer had been made. So where the offer was made by A to B, B has to accept the offer. The offer can be revoked only till B does not accept it[5]. Also, there is a need to accept the offer in the manner in which it had been made, and if the terms are altered in the slightest of manner, it would result in a counter offer as was seen in Hyde v. Wrench[6], which would render the original offer useless. The acceptance date is taken to be such date when the acceptance communication is obtained by the offering party[7]. Though, the postal rules to acceptance is the exception of this rule as under this rule, the acceptance date is such date on which the letter containing the acceptance is posted by the accepting party. The raison d'tre behind this is that the postal office is given the status of the agent of the offering party and due to the operation of agency law, the acceptance by the postal office is to be considered as the acceptance by the offering party[8]. The date on which this letter reaches the offering party remains irrelevant. Upon the electronic communication, the Electronic Transaction Act, 1999[9] applies. The postal rules of acceptance are linked to the requirements of section 14 of this act. As per this section, the date and time on which the communication leaves the senders device, that is the date and time of the particular communication and not the date on which th e same reaches the receiver. This section is applicable for offer and acceptance both. Apart from these two elements, the formation of contract requires consideration as an element under which the parties mutually decide the value which has to be paid for the undertaken promise. There is a need for the consideration to have economic value for the contract to be valid[10]. The next requirement is to have the intention of forming legal relations. The parties also need to have the contractual capacity to create legal relations in terms of majority age and soundness of mind[11]. Application The facts of this case study are majorly concentrated upon the elements of offer and acceptance. The advert which Lianne saw in the newspaper, on the basis of Partridge v Crittenden, would be deemed as an invitation to treat as it invited quotes from the parties who wanted a party to be hosted. Section 14 of the Electronic Transaction Act and the postal rules of acceptance also play a crucial role in this case study. As the emails were exchanged in this case, on the basis of this section, the date of the communication would be the date on which it was sent and the date on which the receiver read it, would remain irrelevant. The email which was sent on 10 Jun, the very first one in the chain of emails, would be considered as a request for information on the basis of Harvey v Facey since Lianne only requested information under it. The reply to this email was also not an offer as only information was being swapped under this. The three hour afterwards email was the point where the offer was made. On this, a counter offer was made with reduced amount as there was a change in the terms of the original offer. Again, a counter offer was made with particular conditions and the higher consideration amount and this offer was valid for a specified time period only. The offer was made on 10 Jun so, it expired after seven day period on 17 Jun. Hence, it was not valid on 20 Jun when Mary stated that the price had changed. The communication of Lianne on 20 Jun would not be an acceptance. When Mary quoted $10,000 on 20 Jun that was when the new offer was made. And the acceptance was attained on this as Lianne sent an email regarding the same. However, later on she sent an email to revoke this acceptance, which would not be valid as the offer ahs to be revoked before acceptance is given. The reading or non-reading of the emails would remain irrelevant on the basis of postal rules of acceptance and section 14 of the Electronic Transaction Act. The value of consideration has already been established and the other elements of contract have been assumed as being present as the contrary to prove this is not present. This means that a contract had been created between the two parties. The Competition and Consumer Act, 2010 was an act brought out in the nation, for protecting the consumers and for ensuring that the competition is properly followed in the nation. Under schedule 2 of this act, is the Australian Consumer law, which is the key legislation for safeguarding the consumers. A consumer is such a person, as per section 3 of ACL, who takes services or purchases goods to the value of $40,000 in the nation, for their own use or consumption. Through section 18, the businesses are prevented from indulging in misleading and deceptive conduct. And through section 29, the same restriction has been placed with regards to false or misleading representation. The facts of this case study show that Lianne is a consumer as she undertook the services of Mary and entered into a contract with her for a value of $9,500. These services were used for her personal party. And so, as per section 3, Lianne is a consumer. By not fulfilling the terms which were promised, Lianne was misled and deceived by Mary as she was provided with a different cuisine, instead of what was promised. Further, the space in the boat was falsely represented. This would mean that both sections 18 and 29 were contravened by Mary. The invitation to treat and an offer are two terms which cause a lot of confusion in the daily lives of people. The confusion is due to the fact that at particular instances, the particular communication can be taken as one thing and at other instances, it could be deemed as the other one. This confusion can lead to certain liabilities for the businesses who give such adverts through the different mediums. In this discussion, the points have been put in favour of the care which needs to be undertaken by the businesses while creating the adverts to be published in hard copy and soft copy. In the first part of this discussion, Lianne reads a newspaper advertisement which was taken to be an invitation to treat based on a quoted case. The reason for holding this as an invitation to treat was because the judge in the case of Partridge v Crittenden had analysed the wordings of the advertisement and applied statutory rules of interpretation for taking out its meaning, which was ultimately deemed as an invitation to treat, instead of an offer[12]. Where a case of invitation to treat is established, there is no need for the parties to complete the sale and no liabilities are attracted on them as was seen in Pharmaceutical Society of Great Britain v Boots[13]. However, this is not the case with every advertisement. To make a demarcation between a particular advert being an invitation to treat and it being an offer, the wordings of such advert have to be considered. Unlike Partridge v Crittenden, in Carlill v Carbolic Smoke Ball Company[14] the court deemed that the advertisement was an offer. The difference between the two could be established in the context of the placed advertisement[15]. In the case of Carlill v Carbolic Smoke Ball Company, the company had given an advertisement in the newspaper where it promised to award the person who got the disease even when they had used the smoke ball produced by the company. The award money was 100. Carlill used this smoke ball and still got influenza so she went to the money and claimed the award money of 100. The company denied the claim on the basis that this was an invitation to treat. However, the court agreed with the plaintiff as they stated that the newspaper advert wordings were such where the offer could be accepted by simply acting upon it. And so, the court ordered the plaintiff to be paid the promised award money[16]. The advertisements are placed in newspapers and in this growing digital age, they are found more than often across the digital platforms. The adverts also include the one posted on billboards and on the buses. So, at every place where the businesses post their advertisements, they have to take care in printing their adverts. Whatever promises or offers they made under the advertisements, have to be drafted in a manner that they remain an invitation to treat and do no become an offer. In case an offer is made through such advertisements, liability would be attracted for the businesses as they would have to go forward with the contract when the offer is acted upon by the other party[17]. Apart from the liabilities which can be raised for the businesses for posting their advertisements under the contract law, the businesses can also be made liable for the adverts on the basis of the Australian Consumer Law. Australian Competition and Consumer Commission v TPG Internet Pty Ltd[18] is a leading example of this in which TPG had advertised a price for their product. However, this price was deemed as misleading and a breach of section 18 was established as the adverts did not disclose fully that the consumers had to pay additional sum at later stage as this additional sum was hidden from the published advertisement. To conclude the discussion which had been carried on till now, it becomes very clear that the businesses have to take special care when they place any advertisement through the different mediums. This is because these adverts can result in a contract, where this advert is an offer, instead of an invitation to treat. And in such cases, the businesses become bound by the contract and have to fulfil the obligations covered under the contract. Apart from this, the businesses also become liable under the other laws including the Australian Consumer Law. Hence, as was stated at the outset of this discussion, it is crucial that businesses take care while placing any advert, or would attract liabilities upon them. References Andrews N, Contract Law (Cambridge University Press, 2nd ed, 2015) Davies PS, JC Smith's the Law of Contract (Oxford University Press, 2016) Elliott C, and Quinn F, Contract Law (Pearson Education Limited, 9th ed, 2013) Furmston M, and Tolhurst GJ, Contract Formation: Law and Practice (Oxford University Press, 2010) Gibson A, and Fraser D, Business Law (Pearson Higher Education AU, 2013) Latimer P, Australian Business Law 2012 (CCH Australia Limited, 31st ed, 2012) Marson J, and Ferris K, Business Law Concentrate: Law Revision and Study Guide (Oxford University Press, 3rd ed, 2016) McKendrick E, Contract Law (Pearson Education Limited, 11th ed, 2015) Poole J, Casebook on Contract Law (Oxford University Press, 2016) Stone R and Devenney J, Text, Cases and Materials on Contract Law (Routledge, 3rd ed, 2014) Australian Competition and Consumer Commission v TPG Internet Pty Ltd [2013] FCAFC 37 Carlill v Carbolic Smoke Ball Company [1892] EWCA Civ 1 Harvey v Facey [1893] AC 552 Hyde v. Wrench (1840) 3 Beav 334 Partridge v Crittenden (1968) 2 All ER 421 Pharmaceutical Society of Great Britain v Boots [1953] Management. Competition and Consumer Act, 2010 (Cth) Electronic Transaction Act, 1999 (Cth)

Death Of A Boy Essays - David, Ketuvim, Psalms, Death, Night

Death Of A Boy The storm of the battle swept. Stars of heaven Kept. Upturned faces through the night. Mangled corpses in the light. Pale stars faded, morning broke. Then death awoke. Golden hours, bright summer day. The dead unburied bodies lay. Stark and cold unceased prayer. Hide them from the Staring sun and air. Possesion of that won plain. Denying burial of our slain. Night round them so holy, so calm. Moonbeams hushed prayer and psalm. Apart from all the rest, Fair young boy put to the test. Death touched him gently, as if he sleeps. Mother suddered, slumber calm and deep. Marble limbs so perfect, passionless repose. Matchless purity unpitying foes. Broken, Lifes story told. Did his duty, deaths-tide rolled. Midnight garment of stars. Hung the fiery planet Mars. Sound of foot steps, voices low. Leaves murmuring flow. They pass the corpses on the ground. Hand in hand never looking down.

Hydromorphone Essays

Hydromorphone Essays Hydromorphone Essay Hydromorphone Essay The name of the drug is called Hydromorphone. The systematic name ( IUPAC ) is 4,5-epoxy-3-hydroxy-17-methylmor-phinan-6-one. Hydromorphone hydrochloride has a chemical expression of C17H19NO3. There are four functional groups in Hydromorphone hydrochloride: An Ether group A Ketone group An Amine group ( third ) A Phenol group Stereochemistry and conformation: Hydromorphone hydrochloride has 4 chiral Centres ( Four different groups attached to a sp3 hybridised C one chiral Centre ) . Therefore it has 24 = 16 stereoisomers. Carbon figure 1 has R-configuration Carbon figure 2 has R-configuration Carbon figure 3 has S-configuration Carbon figure 4 has R-configuration Hydromorphone hydrochloride is a semi-rigid molecule because it is composed of a five-member ring system: the phenolic ring ( A ) , the cyclohexane ring ( B ) , the cyclohexanone ring ( C ) , the N-methyl piperidine ring ( D ) , and the tetrahydrofuran ring ( E ) . The molecule has a T form. Ring A, B and E form a perpendicular plane where the C and D form the horizontal plane. Ringing C exists in a chair conformation due to impregnation of C-C two-base hit between C7 and 8. Ringing D besides exists in chair conformation. Synthesis: Commercially, Hydromorphone is made from morphine via either direct rearrangement ( reflux alky or acidic aqueous solution of morphia with Pt or Pd accelerator ) or decrease of morphia via catalytic hydrogenation, this two reactions both produce Dihydromorphine. The Dihydromorphine so undergo Oppenauer oxidization, where it is oxidised with benzophenone in the presence of K tert butoxide or aluminum tert butoxide to organize Hydromorphone. Drug stableness: The half life of Hydromorphone is 2.6hours through unwritten path, where it takes 18.6 hours for sustained release Palladone. Hydromorphone hydrochloride is affected by visible radiation, although Dilaudid hydrochloride injection may develop a little xanthous stain, this alteration does non bespeak loss of authority. Hydromorphone hydrochloride injection should be protected from visible radiation and stored at a controlled room temperature of 25 grades C, but can be exposed to temperatures runing from 15 to30 grades C ; freeze of the injection should be avoided. Hydromorphone hydrochloride tablets should be stored in tight, light-resistant containers, normally at 15 to30 grades C ; nevertheless, the maker recommends that the 8-mg tablets be stored at 15 to 25 grades C. Hydromorphone hydrochloride unwritten solution should be stored in light-resistant containers at 15 to 25 grades C, and suppositories of the drug should be stored at 2 to 8 grades C. Hydromorphone hydrochloride injection reportedly is physically and chemically stable for at least 24 hours in most common IV extract solutions when protected from visible radiation at 25 grades C. Hydromorphone is somewhat soluble in H2O, freely soluble in intoxicant and really soluble in trichloromethane. Formulation and packaging: In the U.K. Hydromorphone is merely available in signifier of unwritten capsules and modified release capsules, which means it is released easy to widen the length of the drug s consequence. Available strengths for Dilaudid hydrochloride ( Palladone A ; reg ; ) : 1.3mg ( orange/clear ) , net monetary value 56-capsules battalion = A ; lb ; 8.82 ; 2.6mg ( red/clear ) , 56- capsules pack = A ; lb ; 17.64. Where for the modified ( let go of Palladone A ; reg ; SR ) : m/r, Dilaudid hydrochloride 2mg ( yellow/clear ) , net monetary value 56- capsules pack = A ; lb ; 20.98 ; 4mg ( pale blue/clear ) , 56- capsules pack = A ; lb ; 28.75 ; 8mg ( pink/clear ) , 56- capsules pack = A ; lb ; 56.08 ; 16mg ( brown/clear ) , 56- capsules pack = A ; lb ; 106.53 ; 24mg ( dark blue/clear ) , 56-cap battalion = A ; lb ; 159.82. [ BNF 56 page 235-236 ] . Lipinski s Rules: The molecular weight of Hydromorphone is 285 g/mol. ( below 500 ) The Log P of Hydromorphone is +1.69. ( lower than +5 ) There is merely one H bond donating group, which is the hydroxyl group in Phenol. ( less than 5 groups ) here are merely three H bond accepting groups. ( less than 10 groups ) The functional groups are by and large stable to metabolism, i.e. hydrolysis and oxidizations. Harmonizing to the Lipinski s regulations of five , Hydromorphone is an orally active drug. LogP and treatment of hydrophobic/hydrophilic belongingss: It is possible to foretell the Log P of a molecule by utilizing the Hydrophilic-Lipophilic Values ( p Values ) for organic fragments. This gives ( +0.5 x 11 ) + ( +2 x 1 ) + ( -1 X 3 ) + ( -1 X1 ) = +3.5. Therefore, the Predicted LogP = +3.5. Since 3.5 is greater than 0.5, Dilaudid is indissoluble in H2O. ( Soluble in H2O if smaller than 0.5 ) Harmonizing to the predicted LogP, Hydromorphone is a really hydrophobic ( lipotropic ) drug and it can go through through the membrane beds in cell and enter the blood stream ( high soaking up ) . Hydromorphone hydrochloride is indissoluble in H2O because of its non-polar groups. They are: The long aliphatic and aromatic hydrocarbons, i.e. cyclohexanes and the phenyl group. These non-polar groups will non interact with polar H2O molecules as they can non organize H bonds together and hence indissoluble. pKa and ionization province: Hydromorphone hydrochloride has a pKa of 8.2 at 20 grades C [ Medicine Complete ] , it is decrepit acidic. To cipher the per centum of ionisation of Hydromorphone ( weak acid ) at different pH, Equation 1 can be used: Equation 1 % ionisation= 1001+antilog ( pKa-pH ) At pH 2: % ionisation = 1001+antilog ( 8.2-2 ) = 6.31 ten 10-5 % At pH 7.4: % ionisation = 1001+antilog ( 8.2-7.4 ) = 13.7 % At pH 10: % ionisation = 1001+antilog ( 8.2-10 ) = 98.4 % From the computations on the old page, I can reason that merely 6.31 ten 10-5 % of Dilaudid is ionized at pH 2, i.e. in the tummy. Therefore, there are 100 % 6.31 ten 10-5 % = 99.9999 % of nonionized Hydromorphone which can go through through the membrane barrier and enter the blood stream. Hydromorphone is extremely absorbed by the organic structure in tummy. Mode of action: Hydromorphone is an opioid anodyne ; it reacts with the opioid mu-receptors. The mu-receptors are discretely distributed in the human encephalon with high denseness in the posterior amygdaloid nucleus, hypothalamus, thalamus, nucleus caudatus, putamen, and certain cortical countries. These receptors are besides found in the spinal cord and GI piece of land. It binds onto the mu-receptors and exerts its principle pharmacological consequence on the Central Nervous System and GI piece of land to bring forth analgesia and sedation. Hydromorphone is extremely absorbed by the human organic structure and it shows the analgesia consequence really rapidly one time enter the organic structure. It is 8 to 10 times stronger than morphia due to its hydrophobicity ( really lipophilic ) . Bibliography: Samuel, B. , Stanley, G. , Robert, R. ( 2004 ) , Process for the Synthesis of Hydromorphone, hypertext transfer protocol: //www.wipo.int/pctdb/en/wo.jsp? WO=2006005112 A ; IA=AU2005001002 A ; DISPLAY=DESC, Date accessed 23/04/10. Author unknown. ( Date unknown ) , One-pot Isomerization of Morphine to Dihydromorphinone ( Hydromorphone ) , hypertext transfer protocol: //www.erowid.org/archive/rhodium/chemistry/dihydromorphinones.html, Date accessed 23/04/10. Author unknown. ( 2006 ) , Hydromorphone, hypertext transfer protocol: //www.patient.co.uk/medicine/Hydromorphone.htm, Date accessed 23/04/10. Hildebrand, K. , Elsberry, D. , Anderson, V. ( 2001 ) , Stability and Compatibility of Hydromorphone Hydrochloride in an Implantable Infusion System , Journal of Pain and Symptom Management, 22 ( 6 ) , Page 1042-1047. Author unknown. ( 2010 ) , Hydromorphone Suppository, hypertext transfer protocol: //www.drugs.com/cdi/hydromorphone-suppository.html, Date accessed 24/04/10 Lipinski, C. ( 2004 ) , Lipinski s rule-of-five, hypertext transfer protocol: //www.bioscreening.com/reference/lipinski_rule.htm, Date accessed 24/04/10. Author unknown. ( 2009 ) , Showing drug card for Hydromorphone ( DB00327 ) , hypertext transfer protocol: //www.drugbank.ca/drugs/DB00327, Date accessed 24/04/10. Clarkes. ( 2006 ) , Clarke s Analysis of Drugs and Poisons Hydromorphone hydrochloride, hypertext transfer protocol: //www.medicinescomplete.com/mc/clarke/2009/CLK0851.htm, Date accessed 24/04/10. Author unknown. ( 2008 ) , Monograph Hydromorphone Hydrochloride, hypertext transfer protocol: //www.medscape.com/druginfo/monograph? cid=med A ; drugid=11338 A ; drugname=Hydromorphone+Rect A ; monotype=monograph A ; print=1, Date accessed 24/04/10. BMJ Group, . ( 2008 ) . British National Formulary 56, London, RPS Publishing. Bruice, P, . ( 2004 ) . Organic Chemistry, Fourth Edition, Prentice Hall, Pearson. Lo, K, . ( 1998 ) Synthesis of N- Phenethylnorhydromorphone, hypertext transfer protocol: //circle.ubc.ca/bitstream/handle/2429/11862/ubc_2001-0456.pdf ; jsessionid=8D12F28D380E801AE9A422C0F9CD3435? sequence=1, Date accessed 26/04/10

Public Relations, Publicity and Corporate Advertisement Term Paper

Public Relations, Publicity and Corporate Advertisement - Term Paper Example Others may request for more time to think about it. During product promotion, it is the duty of a salesperson to promote the products. The salesperson will employ various methods of promoting the products. These methods may include creating of trade shows that will demonstrate the product to attract distributors. They may also visit retailers to persuade them to stock their products. The salespeople will use all means to force the products into the market. The salespeople will also take charge of the presentation. They will talk about the product and give every detail concerning the product. During the presentation, the salesperson will convince the customers of the goodness of the product. Salesperson skills are required maximally during this phase. A salesperson is then required to propose the product to the consumer. He will inform them of the cost and the payment terms. The salesperson’s skills are required in convincing the customer that the cost stated is fit for the product. Objections usually arise, and therefore a salesperson is required in overcoming these objections. The objections that arise usually revolve around time and money. The customers do the request for time, to go and assess other alternative products. It will need a salesperson to convince them otherwise. Arguments about money are common since they do advocate for the price reduction. These reductions may come to a point that the business doesn’t make the profit. A salesperson is required during the negotiations to ensure that the products are purchased at the satisfaction of both parties. As also explained above, some customers accept the product, usually after a battle. During this battle, a salesperson is required to convince the customer to a point where he accepts the product. (Champy 2010) As a sales professional, a lot is expected for the ability and sales performance to exceed one's quota or higher personal goals that one has set for him.  Ã‚  

CAPTCHA Thesis Proposal Example | Topics and Well Written Essays - 1250 words

CAPTCHA - Thesis Proposal Example This thesis will also give a proposal on the future directions of creating reliable CAPTCHAS. The main of this study is to determine the major visual visula CAPTCHAS being used and how they are created. The anti-segmentation and and anti-recognition techniques that are currently being used to make CAPTCHAS very hard for automated computer attacks and bots to segment the CAPTCHAS. This is intended to eventually help in creation of reliable CAPTCHAS. There is increased insecurity by many web users in maintaining their privacy due to many hackers being able to acquire users personal information details. This study is to impact and increase users confidence in the use of CAPTCHAS as a security tool and to help visual CAPTCHA designers to formulate the best algorithms that will be used in creation of reliable anti-recognition and anti-segmentation techniques. This will eventually make user information and use of CAPTCHAS very secure against automated computer bots. We will perform a deep analysis of the different anti-segmentation techniques that are used to prevent separation of CAPTCHAS characters in order to make a sense from them like collapsing, distortion and noise. We will also study some anti-recognition techniques like collapsing, distortion, waving and using multiple-fonts and sizes. We will be conducting a comparative research based on existing research in this area and concerns over information security. We will collect data and statistics and represent the finding in forms of tables and charts. `This study will be done through analysis and comparisons of previously researches done on the increase of security of CAPTCHAS. This will involve acquiring sample data and statistics relating to anti-segmentation, anti-recognition success rates of various visual CAPTCHAS. Comparing some algorithms used in the design of CAPTCHAS. The data in this study will be mostly acquired from previous researches done on the

Psychometrics in the Construction Industry

Psychometrics in the Construction Industry Abstract This dissertation is about evaluating the use of psychometrics in the construction industry. The document will also present the main aims and objectives of the study. A comprehensive literature study has also been carried out with the objective of gaining an in-depth understanding of the topic of psychometrics. The literature review chapter will identify a selection of the testing methods that are available on the market, test design, usage within industry and the associated costs with such tests. A methodology and potential constraints have also been identified, and finally a timetable has been proposed. The survey indicated that companies are beginning to realise the benefits of psychometric testing, 1.1 Introduction This dissertation proposal has been compiled as part of the BSc (Honours) in construction management. It is necessary for the individual to produce a research project on the subject of his/her own choice that is construction related. The topic chosen for the purposes this dissertation is that of psychometric science. 1.2 Nature of the Problem Few people in the construction industry would disagree that effective team building is essential to success; however bringing together a bunch of individuals does not automatically produce a team (Franks 2002). Teams have to be assembled by taking into account many factors, including individual skill and particularly the personal characteristics of the individual member, psychometric testing is one way of ensuring the correct team members are recruited, thus maximizing the capabilities of the team. Psychometrics covers a range of testing methods from IQ and aptitude tests to personality questionnaires and numbercy indicators. Many organisations now use this form of testing routinely in their recruitment processes especially at senior level, according to Corcoran (2005) it forces an examination and sound understanding of the competencies inherent in the role in question and links the candidate’s competencies with those to the role. Hampton (2002) suggests that these tests are not just limited to recruitment; they can also be used in career development to raise awareness of the individual’s own strengths and weaknesses. The need for this research stems from the fact that compared to other industries where the use of psychometrics is widespread; construction firms seem to be blind to its benefits. As an industry that relies heavily on good teamwork, construction could gain from a wider implementation of psychometrics in both recruitment and team development. Also if survey statistics are to be believed, up to 56% of candidates exaggerate their skills/experience on their CV. Making a recruitment decision purely on the content of a CV and interview alone, could prove to be unreliable. Whilst a CV certainly provides an overview of a candidate’s ability, it doesn’t necessarily illustrate their suitability for the role. Likewise, an applicant may handle an interview extremely well but not have the capability to deliver the role itself. Psychometric testing therefore attempts to add a third dimension to the team building/recruitment process. The need for this research is therefore obvious and will be designed to test the following hypothesis: â€Å"Psychometric testing is critical to successful team building in the Irish construction industry.† 1.3 Rationale As an industry that relies heavily on good teamwork, it is essential that that the right people are selected for the right jobs. This rationale for this dissertation is to establish whether or not construction could benefit from the wider implementation of psychometric testing, and also to evaluate the current usage of psychometric testing in the industry. Establishing the usage of psychometric testing is a critical part of this research, it establishes the current trends in the construction industry towards recruitment and team development and once this is established it may help organisations see the way forward. To achieve this, a literature review, a pilot study and postal questionnaires shall be conducted. Initial research has indicated that the construction industry is slow to realise the benefits of testing in both recruitment and team development. Employers need to be made aware of both the advantages and disadvantages of psychometrics which enable them to make an informed decision as to whether or not psychometrics is appropriate to their organisation. 1.4 Aims The general aim of this research is to investigate if psychometric testing is either a beneficial or a counterproductive exercise to a construction organisation in the selection of team members. To establish the extent of use of psychometrics within the Irish Construction Industry. To gain a comprehensive understanding of the topic of psychometrics. 1.5 Objectives of the Research To provide a general overview of the topic of psychometric science. To review the range of testing methods available. To establish the apparent advantages and disadvantages to a construction organisation in adopting psychometric testing. To assess the current usage of psychometrics within the Irish construction industry. 1.6 Hypothesis â€Å"The benefits of Psychometric Testing are not fully appreciated in the Irish Construction Industry† 1.7 Outline Methodology The methodology section for this dissertation will provide a rationale for the choice and use of particular strategies and tools for gathering and analyzing the data. A quantitative research strategy was used as part of the methodology, which helped in the execution of both the literature review and the questionnaire. The literature review was one the first stages of the methodology; this was used to highlight the importance of using psychometric testing in both recruitment and team building. The methodology also involved the production of structured questionnaire; these were compiled to assess the current usage of psychometric testing among organisations within the Irish Construction Industry. A pilot study of the questionnaire was first conducted to provide a trial run for the questionnaire, which involves testing the wording of the questions and identifying any ambiguous questions. A detailed analysis of the results was then produced; it will consist of questions, answers, tables, figures and charts to represent the data. Finally an interview was conducted with a member of an organisation utilising psychometrics as part of their recruitment process. Methodology 2.1 Introduction This chapter will set out to outline the methods of data collection that were adopted for the purposes of the dissertation. The methodology chapter for this dissertation of 4 main parts: A general definition and review of the approach to the research. A justification for the selection of the hypothesis, aims and objectives. A description of the data collection and analytical procedures. A review of the methodological complexities that were encountered, including the limitations and constraints on the research. 2.2 Research Strategy A primarily quantitative research strategy was adopted for the purposes of this dissertation. The rationale for the selection of this method is that quantitative research is used when the individual needs to identify facts about a concept, question or an attribute. This ties in closely with the objectives and aims of the report. Naoum (1998) describes quantitative research as â€Å"an inquiry into a social or human problem, this closely relates to the initial aims objectives of the research† 2.3 Theoretical Framework This dissertation will be approached using a both sociological and psychological framework. The former of which is concerned with cultural roles, norms and values and the structuring and functioning of society. Also explored will be the psychological aspects such as personality traits and relationships between individual team members. 2.4 Historical Framework One of the first attempts to scientifically measure the differences between individuals was made by Sir Francis Galton in the 19th Century when he tried to show how the human mind could be systematically mapped into different dimensions, identifying how individuals differed in terms of their ability. The psychological approach and the first published test can be credited to Sir Alfred Binet. 2.5 Psychological Framework Psychometric testing is fundamentally a form of psychological assessment, Postal Questionnaires Postal questionnaires along with a cover letter will be distributed to a number of Irish construction firms to gather information on the current usage and the popularity of psychometrics within the Irish construction industry. Before these questionnaires are distributed, it will be necessary to complete a pilot study before the final data is collected. The pilot study will provide a trial run for the questionnaire, and its main aim is to test the wording of the questions, identify any ambiguous questions and test the techniques being used Once the pilot study is complete, the main questionnaire will be distributed. To establish an accurate sample of the industry, it will be necessary to get a minimum number of responses to the main questionnaire. This number will be determined by the constraints of time imposed on the research, however it is expected that this will be in the region of 10-15 responses. This study will be primarily aimed at the larger construction firms in the industry. A random selection procedure will be adopted, to ensure that a representative sample of the firms is taken. Where possible, questionnaires will be delivered and collected to ensure a high response rate. Otherwise when replies are not received, the enquiries will be followed up by subsequent emails and phone calls.Tables, graphs, bar charts and histograms have been identified as a means of presenting the data from the questionnaires. The Research Sample Due to the relatively high costs involved in the implementation of psychometric instruments, the smaller organisations in the industry tend to avoid using this method of recruitment and team development. To establish an accurate representation of the industry, the research sample was confined to those in the Top 100 Irish construction companies (The Times, 2007). This sample was further refined down 35 using a random selection procedure. The types of organisation were sampled from a number of different disciplines within the construction industry, including: 1. Civil Engineering Contractor’s 2. Building Contractor’s 3. Building Services Contractor’s 4.Project Management organisations 5. Engineering Consultants 6. Multi-disciplinary organisations Literature Review This paper reviews the literature on psychometric testing by employers, and considers whether or not psychometric testing is a critical element of the recruitment process. It will seek to outline the fundamental benefits associated with the concept of psychometric testing and determine current trends regarding the usage of these tests in the Irish Construction Industry. According to Reber (1995) psychometric testing has been defined as â€Å"Pertaining to mental testing in any of its facets, including assessment of personality, evaluation of intelligence, determining aptitudes.† Rust (2004) classifies these tests into two broad categories: those that assess ability and those that assess personality. The way that organizations operate has changed dramatically in the last 30 years, there are now fewer levels of management than there were, and management styles tend to be less autocratic. In addition, there appears to be a move towards more knowledge based and customer focused jobs, which means that individuals have more autonomy even in the lower levels within organizations (Edenborough 2004). The effects of these changes mean that a person’s personality is seen as more important now than it was in the past. The structure of the modern workforce within the Irish Construction Industry is also rapidly changing and teamwork is becoming increasingly important, here a psychometric test can prove an invaluable tool, not only does it make sure that each team has the required skills but it also ensures that the people who make up team can work well together or that they can â€Å"gel effectively†. An article in China Staff magazine (2003) points out that this doesn’t mean that everybody in the team should be the same, rather than that you end up with a combination of personalities who can work well together. Each type of test may not suit every organisation, the design of a testing procedure must be based on what the user is wishing to achieve from the results. Burke (1995) suggests that the various types of â€Å"tests are designed for a purpose and the use of a particular test will vary according to the objectives of the assessment. In order to ascertain which tests you should use, it is necessary to gain an in-depth understanding of the characteristics necessary to perform well at the job. Recruitment and Selection Many organisations now use psychometric testing routinely in their recruitment process especially at a senior level. It forces an examination and sound understanding of the competencies inherent in the role in question and links the candidate’s competencies with those of the role. It makes for sound selection decisions and identifies development areas for the successful candidate (Corcoran 2005). Ideally, if psychometrics is used at the initial selection stage, employers are immediately aware of any areas ability or personality where an employee might not be an exact match for the job, and can make informed decisions as to whether the employee should be selected and trained, or rejected. Type of Testing Available Personality Measurement Tests These tests are used to assess how a person is likely to react to situations with people, the types of relationship they prefer to establish with others, and the motivational factors that influence a person’s actions. These are often known as tests of disposition. These tests do not generally contain questions to which there is only one correct answer. The answers given to these questions tend to reflect a tendency to interpret situations or respond to other people in particular ways. Burke (1995) outlines the typical qualities assessed by disposition tests; these include anxiety, sociability, perseverance, dominance, fear of failure and resistance to stress. A common approach to in psychometrics is to see personality as a combination of traits. A trait can be any characteristic way of behaving, thinking, feeling or operating. The measure of these ‘traits’ has always been a matter of interest for many years, it has been recognized that personality is of great impo rtance in peoples success at work, no less than the approach they take in other aspects of their life (Edenbourgh 2005). Psychologists often refer to these as the ‘big five’ personality traits. Openness appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity, and variety of experience. Conscientiousness a tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior. Extraversion energy, positive emotions, urgency, and the tendency to seek stimulation and the company of others. Agreeableness a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Neuroticism a tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability; sometimes called emotional instability. The argument runs that personality questionnaires do not test behavior directly but rather how the respondent chooses to describe his or her own behavior. It also argued by Cronbach (1966) that such questionnaires or self-report inventories, as they are sometimes known, indicate typical behavior. One corollary to this view by Reber(1995) is that such behavior is not very amenable to change, these type of tests have no right or wrong answers as such, however there is certainly the right and wrong personality mixes for certain jobs. Ability and Aptitude Tests ‘Aptitude’ and ‘Ability’ tests are not always precisely separated; many of the tests in these categories are used to look at behavior, often of an intellectual or cognitive nature. These are usually tests of general intelligence, which can be regarded as mental horsepower or as measure of a person’s ability to process information. Tests of ability generally assess the broader areas of what a person can do. While scores on such tests are influenced by education and training, they are not designed to assess specific areas of knowledge or skill. Examples of ability tests are: measures of verbal reasoning, numerical reasoning and mechanical reasoning. China Staff magazine (2003) defines ability testing â€Å"as a measure of a persons potential to learn the new skills needed for a new job or to cope with the demands of a training course.† Tests of aptitude on the other hand are often used to assess how well an individual is likely to perform in a training programme or in a job Edenbourgh (2005) attempts to distinguish between the two: The term ‘aptitude’ is usually reserved for those tests directed at predicting whether skill in a particular area can be acquired. ‘Ability tests’ on the other hand tend to be reserved for measures of less job-specific though often still job-related intellectual tests. Attainment Tests These are often referred to as achievement tests; these are more commonly used in relation to educational assessment rather than in occupational settings. They represent standard ways of assessing the amount of skill currently reached or attained by an individual in a particular area. Tests of attainment are often linked with ability and can be quite similar; the difference is that they test specifically what people have learnt e.g. mathematical ability or typing skills. Of course what people have learned does depend on their ability in that domain in the first place, so the scores of the two types of test are linked. Another differentiation between the two is that ability tests are retrospective in nature; they focus on what has been learnt and on what a person knows and can do now. Ability tests on the other hand are prospective: they focus on what candidates are capable of learning and achieving in the future or on their potential to learn. (China Staff Magazine 2003) Assessment Centres Psychometric testing often takes place within the context of an assessment centre. Edenbourgh (2004) points outs that organisations use a range of selection methods, including interviews, group exercises, role-playing, in-basket exercises as well as psychometric testing in order to select from a group of job applicants. Candidates are likely to encounter tests that will simulate situations that are likely to be encountered in a particular role. Assessment centre selection methods can take one or two days to complete, and because of the cost and time taken these are generally only associated with larger organisations. Assessment centers are usually used after the initial stages of the selection process and usually follow the initial job interview. They are commonly held either on employers’ premises or in a hotel and are considered by many organizations to be the fairest and most accurate method of selecting staff. This according to Psychometric Success is because â€Å"a number of different selectors will get to see the individual over a longer period of time and have the chance to see what he/she do, rather than what the individual says they can do.† Tests that are carried out within these assessment centres are often conducted by HR personnel however it is often the case that external consultants will be brought in to administer the tests. Ability to distinguish between candidates Any selection tool should be able to distinguish between candidates in two ways: 1) The tool should be accurate and precise. Any differences in results between candidates should be real and not simply random or due to errors or inaccuracies. This is known as reliability, and psychometric tools have consistently been shown to be more reliable than other common selection methods. 2) The differences in results between candidates should reflect differences in their ability to perform in the job. This is known as criterion-related validity. As shown in Diagram 3, psychometric tools do predict job performance well, provided that the right tool has been chosen, for example, via a careful analysis of the attributes required for the job. Differences in results do therefore relate to differences in ability to perform well in the job. The importance of getting this right is one reason why most instruments are only sold to those who have been trained in their use. Reliability One of the main problems associated with psychometric testing is the issue of test reliability. For instance, if there is high competition for a job  then there is strong incentive for candidates to present themselves favorably.   Similarly candidates can be tempted to respond to personality questionnaires in a way they assume the employer wants.   If we consider a construction related job, how many candidates will disagree with the statement I enjoy working in team environment? Edenbourgh (2005) identifies one way of increasing the reliability in personality questionnaires, this is to use forced-choice formats whereby candidates are presented with a combination of statements and must indicate a preference between them, this method of combining items is known as ‘ipsative’ scaling. This can be contrasted with the ‘normative scaling’, in which the candidate is instructed to choose one statement from a selection of 2 or more. For example in an ipsative test, a question might ask a candidate to choose whether they are more hard working or creative.   In this case the candidate cannot make themselves look good on both of the statements, it therefore can be said that this method can increase the reliability of certain tests and give the assessor a greater profile of the candidate’s personality. Disadvantages to Psychometric Testing In many cases, psychometric tests and questionnaires have been put together by people with little background in psychometrics and they may have very little actual utility and value for the purposes for which they are marketed. Although British Psychological Society (BPS) has a standard qualification system, it is not unusual for tests to be used by people who are not adequately trained to score them. Also just because a person attends a recognized training course it cannot be guaranteed that they will use tests and questionnaires correctly since some instruments, particularly personality questionnaires, require considerable experience and the possibility of poor interpretation of results is ever-present. Another disadvantage of psychometric testing is the use of personality questionnaires to assess an individual’s ability or skill in a particular area. For example, if a person scores highly on a test called Leadership, this does not mean that he or she will actually possess a high level of leadership skill, instead it means that the individual has the basic personality characteristics that are commonly found amongst effective leaders and, with sufficient experience and given the development of certain necessary skills, has the potential to become an effective leader. (Team Focus 2004) Cost The costs associated with these tests are often substantial. This implies that employers are unlikely to be using them merely in order to follow a management trend, but because they firmly believe that the tests are useful in recruiting job applicants with the right skills and attributes. According to a recent survey by Incomes Data Services (IDS 2000), the sums involved in testing can be quite substantial. Assuming that employers prefer to administer and interpret the tests themselves, rather than employing external consultants, then the costs will include initial training in test use, since it is necessary to be qualified in order to use tests. Further costs will include start-up kits such as manuals or computer software, and consumables such as question-and-answer booklets for test candidates. (Jenkins 2001) In order to become a trained assessor, a person needs to obtain certification from the British Psychological society (BPA), and requires the completion of two courses, Level A and Level B. The BPS Level A covers the use and interpretation of ability tests. The BPS Level B covers the use and interpretation of personality tests. In general the test companies will often provide courses leading to these qualifications. These courses usually take about five days for each of Level A and Level B. The average cost per trainee is about â‚ ¬1,900 for Level A and about â‚ ¬2,200 for Level B. It is possible to train some employees to be test administrators, rather than test users, although at least one person in the organisation must be a qualified test user if the company is to be permitted to buy tests. Test administrators can brief candidates prior to testing, and hand out and collect test papers, but cannot score tests, except under supervision, nor interpret the results. Source: IDS survey of British companies Training to become a test administrator is often cheaper than becoming a test user and a fee of perhaps â‚ ¬1000 would be charged for a test administrator course. However, it is likely that larger companies would want to have several people qualified to test user standard, as well as more employees qualified to administer the tests. According to Edenborough (2004) the major component of cost is the expense of training company staff to be able to obtain and utilize the tests properly, precise costs of psychometric tests will vary but say; in a recruitment context it is unlikely that the expenses are to be more than a couple of percent of a salary. The benefits concerned are also likely to dwarf such figure. Estimating the cost-benefit of psychometric instruments Companies can examine the effect of a recruitment process on a company’s performance by analyzing how well a candidate performs in the role and therefore how much they add to productivity, and balancing this against the investment in their recruitment. Research across a range of organisations suggests that the amount an employer can save, per employee recruited, per year, is: (Validity of the test) multiplied by (Caliber of those selected) multiplied by (Standard deviation of job performance) Minus (Cost of the selection) divided by (Proportion of applicants selected) This formula, known as the utility equation, may look complex, but it has successfully been used by HR professionals in order to justify the use of psychometric instruments and other objective assessment methods. (McHenry 1990) Calculating the cost benefits of psychometric instruments The utility equation can be used to calculate the financial benefit of using psychometric testing as part of an organisations selection process. An example of this would be a company recruiting a person for a position with a â‚ ¬60,000 salary, is possible to compare the financial benefit achieved by using a recruitment process of unstructured interviews that have a validity of 0.18, compared to using personality questionnaires and ability tests that have a combined validity of 0.60. (See table in Appendix 1) Using the utility equation and a conservative estimate of the extent to which this position will impact on company productivity, it can be predicted that using psychometric tools would increase the organization’s productivity by â‚ ¬8,520 compared to using unstructured interviews. This calculation assumes that the candidate remains in the job for one year; if they remain for three years the productivity increase can be as much as â‚ ¬25,160. Source: McHenry (1990) Current Usage within Industries According to Psychometric Success testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing.   In 2006 a survey identified that well over 2,500 personality questionnaires are available on the market, this number is increasing each year as dozens of new companies appear with their own ‘new’ products. The reasons for test use suggest that the perceived objectivity of tests, their predictive abilities, as well as their ability to filter out unsuitable candidates were important reasons for test use in both the public and private sectors, however according Jenkins (2001) equal opportunities legislation may have also encouraged employers to use tests as part of a drive to fairer selection. There are also a number of studies linking increases in test use to the spread of greater professionalism in the human resource management function, and to multi-national companies imposing standard selection procedures throughout their businesses. It has been estimated that it can cost organisations the equivalent of the whole of the first years costs (salary and any other benefits) to put right a wrong recruitment decision. Research reported in a number of test manuals shows that using good assessments professionally as part of the recruitment process dramatically increases the number of right dec isions you make. In order to establish reasons for organisations use of psychometric testing, it was necessary to look at statistics carried on British organisations, due to the limited availability of published research in Ireland. Surveys carried out by Bevan and Fryatt (1988) and by Psychometrics in the Construction Industry Psychometrics in the Construction Industry Abstract This dissertation is about evaluating the use of psychometrics in the construction industry. The document will also present the main aims and objectives of the study. A comprehensive literature study has also been carried out with the objective of gaining an in-depth understanding of the topic of psychometrics. The literature review chapter will identify a selection of the testing methods that are available on the market, test design, usage within industry and the associated costs with such tests. A methodology and potential constraints have also been identified, and finally a timetable has been proposed. The survey indicated that companies are beginning to realise the benefits of psychometric testing, 1.1 Introduction This dissertation proposal has been compiled as part of the BSc (Honours) in construction management. It is necessary for the individual to produce a research project on the subject of his/her own choice that is construction related. The topic chosen for the purposes this dissertation is that of psychometric science. 1.2 Nature of the Problem Few people in the construction industry would disagree that effective team building is essential to success; however bringing together a bunch of individuals does not automatically produce a team (Franks 2002). Teams have to be assembled by taking into account many factors, including individual skill and particularly the personal characteristics of the individual member, psychometric testing is one way of ensuring the correct team members are recruited, thus maximizing the capabilities of the team. Psychometrics covers a range of testing methods from IQ and aptitude tests to personality questionnaires and numbercy indicators. Many organisations now use this form of testing routinely in their recruitment processes especially at senior level, according to Corcoran (2005) it forces an examination and sound understanding of the competencies inherent in the role in question and links the candidate’s competencies with those to the role. Hampton (2002) suggests that these tests are not just limited to recruitment; they can also be used in career development to raise awareness of the individual’s own strengths and weaknesses. The need for this research stems from the fact that compared to other industries where the use of psychometrics is widespread; construction firms seem to be blind to its benefits. As an industry that relies heavily on good teamwork, construction could gain from a wider implementation of psychometrics in both recruitment and team development. Also if survey statistics are to be believed, up to 56% of candidates exaggerate their skills/experience on their CV. Making a recruitment decision purely on the content of a CV and interview alone, could prove to be unreliable. Whilst a CV certainly provides an overview of a candidate’s ability, it doesn’t necessarily illustrate their suitability for the role. Likewise, an applicant may handle an interview extremely well but not have the capability to deliver the role itself. Psychometric testing therefore attempts to add a third dimension to the team building/recruitment process. The need for this research is therefore obvious and will be designed to test the following hypothesis: â€Å"Psychometric testing is critical to successful team building in the Irish construction industry.† 1.3 Rationale As an industry that relies heavily on good teamwork, it is essential that that the right people are selected for the right jobs. This rationale for this dissertation is to establish whether or not construction could benefit from the wider implementation of psychometric testing, and also to evaluate the current usage of psychometric testing in the industry. Establishing the usage of psychometric testing is a critical part of this research, it establishes the current trends in the construction industry towards recruitment and team development and once this is established it may help organisations see the way forward. To achieve this, a literature review, a pilot study and postal questionnaires shall be conducted. Initial research has indicated that the construction industry is slow to realise the benefits of testing in both recruitment and team development. Employers need to be made aware of both the advantages and disadvantages of psychometrics which enable them to make an informed decision as to whether or not psychometrics is appropriate to their organisation. 1.4 Aims The general aim of this research is to investigate if psychometric testing is either a beneficial or a counterproductive exercise to a construction organisation in the selection of team members. To establish the extent of use of psychometrics within the Irish Construction Industry. To gain a comprehensive understanding of the topic of psychometrics. 1.5 Objectives of the Research To provide a general overview of the topic of psychometric science. To review the range of testing methods available. To establish the apparent advantages and disadvantages to a construction organisation in adopting psychometric testing. To assess the current usage of psychometrics within the Irish construction industry. 1.6 Hypothesis â€Å"The benefits of Psychometric Testing are not fully appreciated in the Irish Construction Industry† 1.7 Outline Methodology The methodology section for this dissertation will provide a rationale for the choice and use of particular strategies and tools for gathering and analyzing the data. A quantitative research strategy was used as part of the methodology, which helped in the execution of both the literature review and the questionnaire. The literature review was one the first stages of the methodology; this was used to highlight the importance of using psychometric testing in both recruitment and team building. The methodology also involved the production of structured questionnaire; these were compiled to assess the current usage of psychometric testing among organisations within the Irish Construction Industry. A pilot study of the questionnaire was first conducted to provide a trial run for the questionnaire, which involves testing the wording of the questions and identifying any ambiguous questions. A detailed analysis of the results was then produced; it will consist of questions, answers, tables, figures and charts to represent the data. Finally an interview was conducted with a member of an organisation utilising psychometrics as part of their recruitment process. Methodology 2.1 Introduction This chapter will set out to outline the methods of data collection that were adopted for the purposes of the dissertation. The methodology chapter for this dissertation of 4 main parts: A general definition and review of the approach to the research. A justification for the selection of the hypothesis, aims and objectives. A description of the data collection and analytical procedures. A review of the methodological complexities that were encountered, including the limitations and constraints on the research. 2.2 Research Strategy A primarily quantitative research strategy was adopted for the purposes of this dissertation. The rationale for the selection of this method is that quantitative research is used when the individual needs to identify facts about a concept, question or an attribute. This ties in closely with the objectives and aims of the report. Naoum (1998) describes quantitative research as â€Å"an inquiry into a social or human problem, this closely relates to the initial aims objectives of the research† 2.3 Theoretical Framework This dissertation will be approached using a both sociological and psychological framework. The former of which is concerned with cultural roles, norms and values and the structuring and functioning of society. Also explored will be the psychological aspects such as personality traits and relationships between individual team members. 2.4 Historical Framework One of the first attempts to scientifically measure the differences between individuals was made by Sir Francis Galton in the 19th Century when he tried to show how the human mind could be systematically mapped into different dimensions, identifying how individuals differed in terms of their ability. The psychological approach and the first published test can be credited to Sir Alfred Binet. 2.5 Psychological Framework Psychometric testing is fundamentally a form of psychological assessment, Postal Questionnaires Postal questionnaires along with a cover letter will be distributed to a number of Irish construction firms to gather information on the current usage and the popularity of psychometrics within the Irish construction industry. Before these questionnaires are distributed, it will be necessary to complete a pilot study before the final data is collected. The pilot study will provide a trial run for the questionnaire, and its main aim is to test the wording of the questions, identify any ambiguous questions and test the techniques being used Once the pilot study is complete, the main questionnaire will be distributed. To establish an accurate sample of the industry, it will be necessary to get a minimum number of responses to the main questionnaire. This number will be determined by the constraints of time imposed on the research, however it is expected that this will be in the region of 10-15 responses. This study will be primarily aimed at the larger construction firms in the industry. A random selection procedure will be adopted, to ensure that a representative sample of the firms is taken. Where possible, questionnaires will be delivered and collected to ensure a high response rate. Otherwise when replies are not received, the enquiries will be followed up by subsequent emails and phone calls.Tables, graphs, bar charts and histograms have been identified as a means of presenting the data from the questionnaires. The Research Sample Due to the relatively high costs involved in the implementation of psychometric instruments, the smaller organisations in the industry tend to avoid using this method of recruitment and team development. To establish an accurate representation of the industry, the research sample was confined to those in the Top 100 Irish construction companies (The Times, 2007). This sample was further refined down 35 using a random selection procedure. The types of organisation were sampled from a number of different disciplines within the construction industry, including: 1. Civil Engineering Contractor’s 2. Building Contractor’s 3. Building Services Contractor’s 4.Project Management organisations 5. Engineering Consultants 6. Multi-disciplinary organisations Literature Review This paper reviews the literature on psychometric testing by employers, and considers whether or not psychometric testing is a critical element of the recruitment process. It will seek to outline the fundamental benefits associated with the concept of psychometric testing and determine current trends regarding the usage of these tests in the Irish Construction Industry. According to Reber (1995) psychometric testing has been defined as â€Å"Pertaining to mental testing in any of its facets, including assessment of personality, evaluation of intelligence, determining aptitudes.† Rust (2004) classifies these tests into two broad categories: those that assess ability and those that assess personality. The way that organizations operate has changed dramatically in the last 30 years, there are now fewer levels of management than there were, and management styles tend to be less autocratic. In addition, there appears to be a move towards more knowledge based and customer focused jobs, which means that individuals have more autonomy even in the lower levels within organizations (Edenborough 2004). The effects of these changes mean that a person’s personality is seen as more important now than it was in the past. The structure of the modern workforce within the Irish Construction Industry is also rapidly changing and teamwork is becoming increasingly important, here a psychometric test can prove an invaluable tool, not only does it make sure that each team has the required skills but it also ensures that the people who make up team can work well together or that they can â€Å"gel effectively†. An article in China Staff magazine (2003) points out that this doesn’t mean that everybody in the team should be the same, rather than that you end up with a combination of personalities who can work well together. Each type of test may not suit every organisation, the design of a testing procedure must be based on what the user is wishing to achieve from the results. Burke (1995) suggests that the various types of â€Å"tests are designed for a purpose and the use of a particular test will vary according to the objectives of the assessment. In order to ascertain which tests you should use, it is necessary to gain an in-depth understanding of the characteristics necessary to perform well at the job. Recruitment and Selection Many organisations now use psychometric testing routinely in their recruitment process especially at a senior level. It forces an examination and sound understanding of the competencies inherent in the role in question and links the candidate’s competencies with those of the role. It makes for sound selection decisions and identifies development areas for the successful candidate (Corcoran 2005). Ideally, if psychometrics is used at the initial selection stage, employers are immediately aware of any areas ability or personality where an employee might not be an exact match for the job, and can make informed decisions as to whether the employee should be selected and trained, or rejected. Type of Testing Available Personality Measurement Tests These tests are used to assess how a person is likely to react to situations with people, the types of relationship they prefer to establish with others, and the motivational factors that influence a person’s actions. These are often known as tests of disposition. These tests do not generally contain questions to which there is only one correct answer. The answers given to these questions tend to reflect a tendency to interpret situations or respond to other people in particular ways. Burke (1995) outlines the typical qualities assessed by disposition tests; these include anxiety, sociability, perseverance, dominance, fear of failure and resistance to stress. A common approach to in psychometrics is to see personality as a combination of traits. A trait can be any characteristic way of behaving, thinking, feeling or operating. The measure of these ‘traits’ has always been a matter of interest for many years, it has been recognized that personality is of great impo rtance in peoples success at work, no less than the approach they take in other aspects of their life (Edenbourgh 2005). Psychologists often refer to these as the ‘big five’ personality traits. Openness appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity, and variety of experience. Conscientiousness a tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior. Extraversion energy, positive emotions, urgency, and the tendency to seek stimulation and the company of others. Agreeableness a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Neuroticism a tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability; sometimes called emotional instability. The argument runs that personality questionnaires do not test behavior directly but rather how the respondent chooses to describe his or her own behavior. It also argued by Cronbach (1966) that such questionnaires or self-report inventories, as they are sometimes known, indicate typical behavior. One corollary to this view by Reber(1995) is that such behavior is not very amenable to change, these type of tests have no right or wrong answers as such, however there is certainly the right and wrong personality mixes for certain jobs. Ability and Aptitude Tests ‘Aptitude’ and ‘Ability’ tests are not always precisely separated; many of the tests in these categories are used to look at behavior, often of an intellectual or cognitive nature. These are usually tests of general intelligence, which can be regarded as mental horsepower or as measure of a person’s ability to process information. Tests of ability generally assess the broader areas of what a person can do. While scores on such tests are influenced by education and training, they are not designed to assess specific areas of knowledge or skill. Examples of ability tests are: measures of verbal reasoning, numerical reasoning and mechanical reasoning. China Staff magazine (2003) defines ability testing â€Å"as a measure of a persons potential to learn the new skills needed for a new job or to cope with the demands of a training course.† Tests of aptitude on the other hand are often used to assess how well an individual is likely to perform in a training programme or in a job Edenbourgh (2005) attempts to distinguish between the two: The term ‘aptitude’ is usually reserved for those tests directed at predicting whether skill in a particular area can be acquired. ‘Ability tests’ on the other hand tend to be reserved for measures of less job-specific though often still job-related intellectual tests. Attainment Tests These are often referred to as achievement tests; these are more commonly used in relation to educational assessment rather than in occupational settings. They represent standard ways of assessing the amount of skill currently reached or attained by an individual in a particular area. Tests of attainment are often linked with ability and can be quite similar; the difference is that they test specifically what people have learnt e.g. mathematical ability or typing skills. Of course what people have learned does depend on their ability in that domain in the first place, so the scores of the two types of test are linked. Another differentiation between the two is that ability tests are retrospective in nature; they focus on what has been learnt and on what a person knows and can do now. Ability tests on the other hand are prospective: they focus on what candidates are capable of learning and achieving in the future or on their potential to learn. (China Staff Magazine 2003) Assessment Centres Psychometric testing often takes place within the context of an assessment centre. Edenbourgh (2004) points outs that organisations use a range of selection methods, including interviews, group exercises, role-playing, in-basket exercises as well as psychometric testing in order to select from a group of job applicants. Candidates are likely to encounter tests that will simulate situations that are likely to be encountered in a particular role. Assessment centre selection methods can take one or two days to complete, and because of the cost and time taken these are generally only associated with larger organisations. Assessment centers are usually used after the initial stages of the selection process and usually follow the initial job interview. They are commonly held either on employers’ premises or in a hotel and are considered by many organizations to be the fairest and most accurate method of selecting staff. This according to Psychometric Success is because â€Å"a number of different selectors will get to see the individual over a longer period of time and have the chance to see what he/she do, rather than what the individual says they can do.† Tests that are carried out within these assessment centres are often conducted by HR personnel however it is often the case that external consultants will be brought in to administer the tests. Ability to distinguish between candidates Any selection tool should be able to distinguish between candidates in two ways: 1) The tool should be accurate and precise. Any differences in results between candidates should be real and not simply random or due to errors or inaccuracies. This is known as reliability, and psychometric tools have consistently been shown to be more reliable than other common selection methods. 2) The differences in results between candidates should reflect differences in their ability to perform in the job. This is known as criterion-related validity. As shown in Diagram 3, psychometric tools do predict job performance well, provided that the right tool has been chosen, for example, via a careful analysis of the attributes required for the job. Differences in results do therefore relate to differences in ability to perform well in the job. The importance of getting this right is one reason why most instruments are only sold to those who have been trained in their use. Reliability One of the main problems associated with psychometric testing is the issue of test reliability. For instance, if there is high competition for a job  then there is strong incentive for candidates to present themselves favorably.   Similarly candidates can be tempted to respond to personality questionnaires in a way they assume the employer wants.   If we consider a construction related job, how many candidates will disagree with the statement I enjoy working in team environment? Edenbourgh (2005) identifies one way of increasing the reliability in personality questionnaires, this is to use forced-choice formats whereby candidates are presented with a combination of statements and must indicate a preference between them, this method of combining items is known as ‘ipsative’ scaling. This can be contrasted with the ‘normative scaling’, in which the candidate is instructed to choose one statement from a selection of 2 or more. For example in an ipsative test, a question might ask a candidate to choose whether they are more hard working or creative.   In this case the candidate cannot make themselves look good on both of the statements, it therefore can be said that this method can increase the reliability of certain tests and give the assessor a greater profile of the candidate’s personality. Disadvantages to Psychometric Testing In many cases, psychometric tests and questionnaires have been put together by people with little background in psychometrics and they may have very little actual utility and value for the purposes for which they are marketed. Although British Psychological Society (BPS) has a standard qualification system, it is not unusual for tests to be used by people who are not adequately trained to score them. Also just because a person attends a recognized training course it cannot be guaranteed that they will use tests and questionnaires correctly since some instruments, particularly personality questionnaires, require considerable experience and the possibility of poor interpretation of results is ever-present. Another disadvantage of psychometric testing is the use of personality questionnaires to assess an individual’s ability or skill in a particular area. For example, if a person scores highly on a test called Leadership, this does not mean that he or she will actually possess a high level of leadership skill, instead it means that the individual has the basic personality characteristics that are commonly found amongst effective leaders and, with sufficient experience and given the development of certain necessary skills, has the potential to become an effective leader. (Team Focus 2004) Cost The costs associated with these tests are often substantial. This implies that employers are unlikely to be using them merely in order to follow a management trend, but because they firmly believe that the tests are useful in recruiting job applicants with the right skills and attributes. According to a recent survey by Incomes Data Services (IDS 2000), the sums involved in testing can be quite substantial. Assuming that employers prefer to administer and interpret the tests themselves, rather than employing external consultants, then the costs will include initial training in test use, since it is necessary to be qualified in order to use tests. Further costs will include start-up kits such as manuals or computer software, and consumables such as question-and-answer booklets for test candidates. (Jenkins 2001) In order to become a trained assessor, a person needs to obtain certification from the British Psychological society (BPA), and requires the completion of two courses, Level A and Level B. The BPS Level A covers the use and interpretation of ability tests. The BPS Level B covers the use and interpretation of personality tests. In general the test companies will often provide courses leading to these qualifications. These courses usually take about five days for each of Level A and Level B. The average cost per trainee is about â‚ ¬1,900 for Level A and about â‚ ¬2,200 for Level B. It is possible to train some employees to be test administrators, rather than test users, although at least one person in the organisation must be a qualified test user if the company is to be permitted to buy tests. Test administrators can brief candidates prior to testing, and hand out and collect test papers, but cannot score tests, except under supervision, nor interpret the results. Source: IDS survey of British companies Training to become a test administrator is often cheaper than becoming a test user and a fee of perhaps â‚ ¬1000 would be charged for a test administrator course. However, it is likely that larger companies would want to have several people qualified to test user standard, as well as more employees qualified to administer the tests. According to Edenborough (2004) the major component of cost is the expense of training company staff to be able to obtain and utilize the tests properly, precise costs of psychometric tests will vary but say; in a recruitment context it is unlikely that the expenses are to be more than a couple of percent of a salary. The benefits concerned are also likely to dwarf such figure. Estimating the cost-benefit of psychometric instruments Companies can examine the effect of a recruitment process on a company’s performance by analyzing how well a candidate performs in the role and therefore how much they add to productivity, and balancing this against the investment in their recruitment. Research across a range of organisations suggests that the amount an employer can save, per employee recruited, per year, is: (Validity of the test) multiplied by (Caliber of those selected) multiplied by (Standard deviation of job performance) Minus (Cost of the selection) divided by (Proportion of applicants selected) This formula, known as the utility equation, may look complex, but it has successfully been used by HR professionals in order to justify the use of psychometric instruments and other objective assessment methods. (McHenry 1990) Calculating the cost benefits of psychometric instruments The utility equation can be used to calculate the financial benefit of using psychometric testing as part of an organisations selection process. An example of this would be a company recruiting a person for a position with a â‚ ¬60,000 salary, is possible to compare the financial benefit achieved by using a recruitment process of unstructured interviews that have a validity of 0.18, compared to using personality questionnaires and ability tests that have a combined validity of 0.60. (See table in Appendix 1) Using the utility equation and a conservative estimate of the extent to which this position will impact on company productivity, it can be predicted that using psychometric tools would increase the organization’s productivity by â‚ ¬8,520 compared to using unstructured interviews. This calculation assumes that the candidate remains in the job for one year; if they remain for three years the productivity increase can be as much as â‚ ¬25,160. Source: McHenry (1990) Current Usage within Industries According to Psychometric Success testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing.   In 2006 a survey identified that well over 2,500 personality questionnaires are available on the market, this number is increasing each year as dozens of new companies appear with their own ‘new’ products. The reasons for test use suggest that the perceived objectivity of tests, their predictive abilities, as well as their ability to filter out unsuitable candidates were important reasons for test use in both the public and private sectors, however according Jenkins (2001) equal opportunities legislation may have also encouraged employers to use tests as part of a drive to fairer selection. There are also a number of studies linking increases in test use to the spread of greater professionalism in the human resource management function, and to multi-national companies imposing standard selection procedures throughout their businesses. It has been estimated that it can cost organisations the equivalent of the whole of the first years costs (salary and any other benefits) to put right a wrong recruitment decision. Research reported in a number of test manuals shows that using good assessments professionally as part of the recruitment process dramatically increases the number of right dec isions you make. In order to establish reasons for organisations use of psychometric testing, it was necessary to look at statistics carried on British organisations, due to the limited availability of published research in Ireland. Surveys carried out by Bevan and Fryatt (1988) and by