Essay --

Caitlyn Girdner English 11 Haddorff March 10 2014 The Academy Awards â€Å"An academy award nomination is stuff dreams are made of† -Sharmeen Obaid-Chinoy, Academy award winner in 2012. Since 1927 the academy awards have been fulfilling the dreams of actors, producers, and directors everywhere (History). From when the academy awards were first created, through the milestones over the years, and the iconic oscar statute, the academy awards have become one of the biggest award shows of all time. In early January 1927, MGM Studio Chief Louis B. Meyer held a dinner at his house. Conrad Nagel, Fred Hiblo, and Fred Beetson, along with Meyer, came up with an idea to benefit the large group of people in the film industry (History). They proposed an idea to celebrate the many accomplishments of the past year. The next week, 36 people met at Ambassador Hotel in Los Angeles, to hear about the proposal for the International Academy of Motion Picture Arts and Sciences. The proposal was a success, as that March, they started to find articles of incorporation, elect the first officers, and the first President, Douglas Fairbanks, who lead the group 1927-1929 (History). They came up with five branches to honor at the awards, Producers, Actors, Directors, Writers, and Technicians. On May 11th 1927, they held the first meeting in the form of a banquet, at Biltmore Hall. Out of 300 people, 200 joined the academy, paying $100 each. That night, they awarded the first Honorary Membership to Thomas Edison (History). After that night, the Academy decided, that they would honor achievements between August 1927 and July 1928 at the next ceremony. The first awards were presented at a black tie dinner on May 16th, 1929. The first awards were ones of meri... ...n astounding amount of 8 and a half pounds. For the first ceremonies, the statues were gold plated solid bronze (Statuette). Then through the years changed from bronze, to gold, then onto plastic during the war, then back to gold plated metal. The gold finish is not what the celebrities thrive for in the awards. The Oscar means so much more. The award signifies their achievement in their career. It must feel pretty good knowing you have been noticed for what you do, not just for your name. From the very first dinner, to the first award show, to what the oscar statue means today, the Academy Awards have become the most worldwide known award shows. Imagine what the creators would say now if they could see what their simple idea has become. They would be pretty shocked. Like Sharmeen Obaid-Chinoy said, â€Å"An academy award nomination is stuff dreams are made of.†

ADDIE

The training process includes three main steps for a new employee: 1- Induction Course This course conducted for the new employee to make him/her familiar with the Meany's basic issues like: 1- Code and ethic 2- Safety and health policy 3- Legislation 4- Employee hand book 5- Process manual (SOP) All the previous Issues should be summarized In manuals by the HER department depending on the Job description.These manuals should be handed to the new employee to read them and become more familiar with the company codes and procedure Instead of leaving the new employee to ask other employee. 2- Orientation The second step in the training process is to make the new employee more familiar with the company working environment which done at two main levels: 1- 1st Program: this program includes a Job rotation in deferent company sections for short periods, where the new employee awareness increased about the company operation. – 2nd Program: In this program the new employee observe the work in his section to learn how the work is done form his/her colleague, after that the new employee handled the new Job under observation. 3- Performance Appraisal (result) In this step the result from performance appraisal used to assess the strength and weakness of the employee and decide what type of training Is needed to Improve his/ err weakness and benefit from his/her strength.Type of training: 1- Managerial Training: 1- Time management 2- Problem Solving 3- Leadership 4- Report Writing 2- Technical: According to technical needs 3- Behavioral: 1- Conflict management 2- Dealing with customer 3- Stress management Level of Training Organizational level: training is needed here to achieve the company strategic 2- Company expansion 2- Task level: according to Job description 3- Personal level: according to single employee strength and weakness.For example if the employee is weak in time management, so he/she need time management raining. For example if the employee have leaders hip attitude we can benefit from his/her strength by giving him/her leadership training. Transfer of learning into workplace needs: 1- Management Support: 2- Work environment : the work condition and tools EDDIE EDDIE is instructional design model that can be used to build training program for the company .Now let's see how we can use EDDIE model in the training process: 1- Analysis: A good analysis of the company situation and its employee knowledge, skill and ability can provide important information about the training needs for the organization at three levels (organization, task, personal) The analysis phase of EDDIE model contain main four steps: 1- Instructional goals: here we need to decide what is the goal of our training program according to the organization needs?The goal can be at any level (organizational, task, personal) for example at the organization level the goal can be improve the employee knowledge, skills and ability to achieve ISO excellence, or it can be at the personal level improve the time management skills, or at the skills level like how to weld iron. 2- Instructional analysis: here we need to define all the steps accessory to achieve the instructional goals, if our instructional goal was to learn an employee how to weld iron the steps can be: 1. Clean and prepare the steel that need to be welded 2. Ware safety equipment 3.Turn on welding machine 4. Weld Joint slowly 5. Clean the Joint after welding 3- Learner Analysis: here we need to understand what already the learner knows instead of give him/her a training that he/she does not need. This can be accomplished by studding the available employee knowledge and skills that they have and decide what the necessary training that they need is. 4- Learning Objectives: here we need to build a learning objective of the training, it include what the employee should be able to do after taking the training. Suppose that our training was how to weld iron, the objective should be: 1 . Scribe the welding process (ability) 2. List the needed welding equipment (Knowledge) 3. Ability to weld in three different technique (skill) 4. List type of irons that can be welded (Knowledge) 2- Design 1- Design Assessments: here we create an assessment tools to assess if the learner and ability has been improved. In other world we need to check if the training aerogram has achieved its goal that has been decided in the analysis stage consider the learner knowledge, skills and ability, thus the idea is not to trick the learner but to make sure that the goal has been achieved.And this tool can be used later to check the effectiveness of the training program and decide what aspect of the training need to be improved. The assessment tool can be a paper test (multiple choice) or practical test (demonstration of using a machine). 2- Choose a Course Format: here we need to decide the medium by which the course is presented to the learner, it can e a class room, through internet, printed material or a combination. 3- Create an Instructional Strategy: here the instructor has to decide how to deliver the training, that's including the following tools and learning component: Tools learning Component 1.Lectures 2. Reading 3. Projects 4. Discussion 5. Activities 1 . Pre-limitations activity: motivate the learner by showing the value of the training(how will benefit them), show the course objective. 2. Content Presentation: direct to the objective with examples 3. Learner Participation: enable the student to reactive their new information and provide them with feedback. 4. Assessment: Quizzes 5. Follow Through Activity: review main all the training material to provide the student holistic view. – Develop 1- Create a sample: create a sample of the basic instruction martial depending to the previous two phases of EDDIE (analyze, design) to make sure that is consistent with the organization needs and objective. 2- Develop the Course Material: after the management approve that sample of the training build the whale the material with depth 3- Conduct a Run-through: run a rehearsal using all the media and material hat has been created to get a feedback and make sure everything is k. – Implementation 1- Training the Instructor: most of the time the one who develop the training program is also the one who teach the training, but in case the instructor is different personae than the training developer, the instruct should be trained on the course material 2- Prepare the Learners: here the instructor has to make sure that the learner should have the need tools and knowledge to attend the training like prerequisite, material needed, time to attend the training. – Arrange the Learning Space: room, chairs, tables, and projector. – Evaluation 1- Formative Evaluation (at each stage of EDDIE): The evaluation should be done through each phase of the EDDIE model. 1 . One-to- evaluation: This evaluation done one to one between the instruct and the l earner to check the effectives of the material to check its: 1. Clarity of the material: is the material clear and easy to Feasibility of the material: how practical is the material. 2.Small Group Evaluation: same as the above but for group(Clarity, Impact, Feasibility) 3. Filed trial evaluation: here we create real time rehearsal and check if the learners are able to utilize their raining to deal with the situation. (Clarity, Impact, Feasibility) 2- Assumptive Evaluation (at the end of the training): the purpose of this evaluation is to prove the worthiness of the training by evaluation the outcome of: 1. Reaction: getting the reaction of the learner about the training using agree-disagree. . Learning : knowledge (test), skills (performance test ), 3. Behavior : test in actual situation to check if the learner using the new knowledge and skills 4. Result: how does the training does affected the organization in profit, productivity, moral, Job satisfaction Performance management is a set of activities and evaluations that ensure the company is being effective and efficient in the process of meeting its goals and it is ongoing process that evaluates day-to-day performance.It analyzes different elements inside the company structure, such as the 1- performance of the overall company, 2- performance of a specific department, 3- performance process, product or service 4- performance of employee Managers and supervisors act as coach by setting realistic goals and encouraging the employee to achieve these goals, then measuring the result daily or weekly Performance management methods are more flexible than Performance appraisal, and its parameters more tangible concentrate on what an employee can realistically achieve in a day of work.Performance appraisal is intended to measure the performance of employees inside the company for a year. Performance appraisal can be considered as a single step in management performance-a step that focuses on the employee's past perfo rmance. Managers and supervisors act as Judge for the employee work performance by identifies weaknesses and strengths of the employee and set a plane to improve his knees ability utilizing his strength. Performance appraisal use structured and formal method in evaluating the employee, these evaluations consist of specific measures at specific area and they based on the company goals.Performance appraisal sets a high performance measurement to show employees what is expected and encourage them to meet those expectations. Performance management process is a systematic process that contains the flowing component: 1- Planning (Setting expectations) planning means setting performance expectations and goals for groups and individuals to achieve the company goals. Getting employees involved in the planning process will help them understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done.Also this step measurable, understandable , and achievable. 2- Monitoring performance Monitoring well means continually measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals. 3- Developing. Developing means improve the capacity to perform and this can be done by addressing the developmental needs of their employees by training and improve the irking process to become more effective and efficient. 4- Rating.Rating meant rating the employee against performance standard by summarize employee performance, this rating help the manger compare the performance over time or between the employee 5- Rewarding. Rewarding means rewarding good performance and this can be by day-to-day recognition (like say thank you) or it can yearly like cash and time off. It Lifelong, self-monitored process of career planning that involves choosing and setting personal goals, and formulating strategies for achieving them. Employer: The employer should build a career management pr ogram that's meet present and future needs of the company.Retirement Plans: How long I must be employed before you qualify to participate in retirement plans? Vacation and Paid Time Off How long is the yearly vacation? What is the standard time for the vacation? Disability Insurance: Does this company have disability insurance? Does the company have stock options? My benefit package that I will negotiate is: Medical insurance from the first degree, and it should include my family and my parents. Dental Insurance A bonus at the end of the year that does include at least two months' salary. 30-day yearly paid vacation.

Explore the Large Magellanic Cloud

The Large Magellanic Cloud is a satellite galaxy of the Milky Way. It lies some 168,000 light-years away from us in the direction of the southern hemisphere constellations Dorado and Mensa. There is no one discoverer listed for the LMC (as its called), or its nearby neighbor, the Small Magellanic Cloud (SMC). Thats because they are easily visible to the naked eye and have been known to skygazers throughout human history. Their scientific value to the astronomical community is immense: watching what happens in the Large and Small Magellanic Clouds offers rich clues to understanding how galaxies that are interacting change over time. These are relatively close to the Milky Way, cosmically speaking, so they offer detailed information about the origins and evolutions of stars, nebulae, and galaxies.   Key Takeaways: Large Magellanic Cloud The Large Magellanic Cloud is a satellite galaxy of the Milky Way, located some 168,000 light-years from our galaxy.Both the Small Magellanic Cloud and the Large Magellanic Cloud are visible to the naked eye from southern hemisphere locations.The LMC and SMC have interacted in the past and will collide in the future. What Is the LMC? Technically, astronomers call the LMC a Magellanic spiral type galaxy. This is because, while it looks somewhat irregular, it does have a spiral bar, and it was very likely a smaller dwarf spiral galaxy in the past. Something happened to disrupt its shape. Astronomers think it was probably a collision or some interaction with the Small Magellanic Cloud. It has the mass of about 10 billion stars and stretches across 14,000 light-years of space. A portion of the Large Magellanic Cloud showing its many clusters and gas and dust lanes set against a nebula backdrop.   NASA/ESA Hubble Space Telescope The name for both the Large and Small Magellanic Clouds comes from the explorer Ferdinand Magellan. He sighted the LMC during his voyages and wrote about it in his logs. However, they were charted long before Magellans time, most likely by astronomers in the Middle East. There are also records of its sighting in the years before Magellans voyages by various explorers, including Vespucci.   The Science of the LMC The Large Magellanic Cloud is filled with different celestial objects. Its a very busy site for star formation and has many protostellar systems. One of its largest starbirth complexes is called the Tarantula Nebula (due to its spidery shape). There are hundreds of planetary nebulae (which form when stars like the Sun die), as well as star clusters, dozens of globular clusters, and countless massive stars.   Astronomers have identified a large central bar of gas and stars stretching across the width of the Large Magellanic Cloud. It seems to be a rather misshapen bar, with warped ends, likely due to the gravitational pull of the Small Magellanic cloud as the two interacted in the past. For many years, the LMC was classified as an irregular galaxy, but recent observations have identified its bar. Until relatively recently, scientists suspected that the LMC, SMC, and Milky Way would collide sometime in the distant future. New observations show that the orbit of the LMC around the Milky Way is too fast, and it may not ever collide with our galaxy. However, they could pass close together, the combined gravitational pull of both galaxies, plus the SMC, could further warp the two satellites and change the shape of the Milky Way.   A view of the Large Magellanic Cloud and all its star formation regions (in red). The central bar stretches across the entire galaxy. NASA/ESA/STScI Exciting Events in the LMC The LMC was the site in 1987 of an event called Supernova 1987a. That was the death of a massive star, and today, astronomers are studying an expanding ring of debris moving away from the site of the explosion. In addition to SN 1987a, the cloud is also home to a number of x-ray sources which are likely x-ray binary stars, supernova remnants, pulsars, and x-ray bright disks around black holes. The LMC  is rich with hot, massive stars that will eventually blow up as supernovae and then likely collapse to create neutron stars and more black holes.  Ã‚   The expanding cloud of material spreading out from the site of Supernova 1987a as seen in visible light from Hubble Space Telescope and x-rays from the Chandra X-Ray satellite. NASA/Chandra/Hubble   The Hubble Space Telescope has been used often to study small areas of the clouds in high detail. It has returned some very high-resolution images of star clusters, as well as star-forming nebulae and other objects. In one study, the telescope was able to peer deep into the heart of a globular cluster to discern individual stars. The centers of these tightly packed clusters are often so crowded that its nearly impossible to make out individual stars. Hubble has enough power to do that and reveal details about the characteristics of individual stars inside the cluster cores.   Hubble Space Telescope looked at the globular cluster NGC 1854 in the Large Magellanic Cloud. It was able to see individual stars at the heart of the cluster. NASA/ESA/STScI   HST is not the only telescope studying the LMC. Ground-based telescopes with large mirrors, such as the Gemini Observatory and Keck observatories, can now make out details inside the galaxy.   Astronomers have also known for quite some time that there is a bridge of gas that connects both the LMC and the SMC. Until recently, however, it wasnt clear why it was there. They now think that the bridge of gas shows that the two galaxies have interacted in the past. This region is also rich in star-forming sites, which is another indicator of galaxy collisions and interactions. As these objects do their cosmic dance with each other, their mutual gravitational pull tugs gas out into long streamers, and shock waves set off spasms of star formation in the gas.   The globular clusters in the LMC are also giving astronomers deeper insights into how their starry members evolve. Like most other stars, the members of globulars are born in clouds of gas and dust. However, for a globular to form, there must be a lot of gas and dust in a relatively small amount of space. As stars are born in this tight-knit nursery, their gravity keeps them close to each other.   At the other ends of their lives (and stars in globulars are very, very old), they die in much the same way other stars do: by losing their outer atmospheres and puffing them off to space. For stars like the Sun, its a gentle puff. For very massive stars, its a catastrophic outburst. Astronomers are quite interested in how stellar evolution affects cluster stars throughout their entire lives.   Finally, astronomers are interested in both the LMC and the SMC because they are likely to collide again in about 2.5 billion years. Because theyve interacted in the past, observers now look for evidence of those past meetings. They can then model what those clouds will do when they do merge again, and how it will look to astronomers in the very distant future.   Charting the Stars of the LMC For many years, the European Southern Observatory in Chile scanned the Large Magellanic Cloud, capturing images of the stars in and around both Magellanic Clouds. Their data were compiled into the MACS, the Magellanic Catalog of Stars.   This catalog is mainly used by professional astronomers. A recent addition is the LMCEXTOBJ, an extended catalog put together in the 2000s. It includes clusters and other objects within the clouds.   Observing the LMC The best view of the LMC is from the southern hemisphere, although it can be glimpsed low on the horizon from some southerly parts of the northern hemisphere. Both the LMC and the SMC look like ordinary clouds in the sky. They are clouds, in a sense: star clouds. They can be scanned with a good telescope, and are favorite objects for astrophotographers.   Sources Administrator, NASA Content. â€Å"Large Magellanic Cloud.† NASA, NASA, 9 Apr. 2015, www.nasa.gov/multimedia/imagegallery/image_feature_2434.html.â€Å"Magellanic Clouds | COSMOS.† Centre for Astrophysics and Supercomputing, astronomy.swin.edu.au/cosmos/M/Magellanic Clouds.Multiwavelength Large Magellanic Cloud - Irregular Galaxy, coolcosmos.ipac.caltech.edu/cosmic_classroom/multiwavelength_astronomy/multiwavelength_museum/lmc.html.