Immigration personal letter Essay Example | Topics and Well Written Essays - 1000 words

Immigration personal letter - Essay Example I didn't have many savings, and I didn't even have a checking account in an American bank! I had to get an apartment for my first few months here. Every week I would buy groceries, and I had a hard time just keeping afloat. Actually, it was only a few weeks after I got to America that I found a decent job working as a System Admin with an electronics company that needed someone to oversee their software department. Basically I was making sure that everything operated smoothly. If there was a problem on my job, people would usually come see me about it because I was the computer expert. "Saurabh, what's the matter with this program Saurabh, why won't this window close Saurabh, how do I do this How do I do that" As you can see, this was a very demanding job. But I had to work hard in order so that I could send some money back to India until I could afford to bring the rest of my family over here while I was on my work visa. Finally, when I had saved up about ten-thousand dollars, I brought my wife Padma to the United States with our baby girl Dharti. Airfare from India costs quite a bit, so I had to save up for that, as well as the expenses we would have here in the U.S. after Padma and Dharti came over. In order to earn that ten-thousand dollars I had to work overtime at my job for weeks on end. But I did it because I loved my family and I really wanted them to be with me here in the United States. James Madison, one of the founding fathers of the United States, once was quoted. He said that "America was indebted to immigration for her settlement and prosperity."1 This is partially the truth, because, America is not only responsible for my success. I am also partially responsible for the success of America. Now... For awhile I thought I wasn't going to be able to make it in the United States. When I first came to the U.S., I had little money, was without my nuclear family, and didn't really speak English as well as I would have liked. Actually, it was only a few weeks after I got to America that I found a decent job working as a System Admin with an electronics company that needed someone to oversee their software department. Basically I was making sure that everything operated smoothly. If there was a problem on my job, people would usually come see me about it because I was the computer expert. "Saurabh, what's the matter with this program Saurabh, why won't this window close Saurabh, how do I do this How do I do that" As you can see, this was a very demanding job. But I had to work hard in order so that I could send some money back to India until I could afford to bring the rest of my family over here while I was on my work visa. Finally, when I had saved up about ten-thousand dollars, I brought my wife Padma to the United States with our baby girl Dharti. Airfare from India costs quite a bit, so I had to save up for that, as well as the expenses we would have here in the U.S. after Padma and Dharti came over. Now I have an even better job since I got my Master's degree, and work as a consultant with an

Office Management Essay Example for Free

Office Management Essay In the present, technology has already advanced so much that it has affected in significant level almost all of aspect of life of the society. Humanity’s lifestyles, works and basic responsibilities are now made easier and as efficient as possible including the field of professional dentistry. In this aspect, integration of the modern technology to the systematic processes in the office dentistry has optimized its production and improved the quality of its services in a significant level raising the standards in this field higher. Application of technology in the office dentistry has been determined to affect several tasks and processes in the said field in a positive manner. One is that it helps to promote the diagnostic communication between the practitioner and the patient through the advancements such as digital imagery and X-rays. With the aid of technology, dentist can now elaborate the situation of their patient through visual tools. Another is that technology widens the available services of each dentist practitioner by innovating several machines that are capable of the complicated tasks in the dentistry field. Also, technological application is known also to reduce the tiresome works in the dentist office such as the accounting responsibility with the aid of programs and softwares that can efficient handle the said tasks. In addition, the tasks of practice management is also optimized by technology as it promotes several aspects such as the communication between concerned parties, organization of paper works and files, and aid the plan of the financial matters of the office. Indeed, technology can significant boosts the service quality and efficiency of the dentistry office. Also, it can reduce the stress and tiresome tasks that the practitioner must handle allocating more time for the professional to invest in his or her field of expertise. However, in the course of integrating technological advancement in the office management and process, involved individual must plan two important aspects to maximize the effectivity of the said approach. First is that the financial investment must be thoroughly planned for the complete application. Second, the future budget allocation must also be considered for the upgrades and updates of the technology integrated in the dentistry office. With these factors completely addressed, the office can now integrate modern technology to its system to optimized their service quality for their patients.

The relevance of coaching and mentoring

The relevance of coaching and mentoring Coaching and mentoring both are considered to be very important activities in organisation working in the current business era, where there is high competition among different competitors in market with different types of quality products and services. All these organisations in modern management strongly believe in the development of the human resources in their as they consider humans as an asset and important resource for achievement of their organisational goals and objectives. So the make human able to carry out their job roles successfully and to make sure the achievement of the organisation objective by their hard work, skills and motivation, organisations arrange activities like coaching and mentoring to achieve their objectives through human resources in the organisation. Coaching and mentoring are popular capacity-building tools, especially in the area of leadership development. They are often mentioned in proposals and reviews as key elements of good capacity-building practice. Yet despite their current status, many of us are unclear what coaching and mentoring really involves, and where and when they work. [6] This assignment is about the understanding of the basic concepts of coaching and mentoring, the basic definitions of these two terms, what is the difference among the concepts and processes of coaching and mentoring, and what are the processes that organisation use to hire or develop a proper coach or mentor in their organisation. Objectives of Assignment This assignment is divided into two task, following are the objectives and requirements of each individual tasks. Task 1 The objectives / requirements of task one of assignment are Define the terms mentoring and coaching Demonstrate a critical and clear understanding of the differences between mentoring and coaching Critical reflection of skills required to be an effective coach and mentor Coaching and mentoring processes Leadership behaviors (particular attention must be paid to theories on motivation, learning and emotional intelligence) and styles that accommodate mentoring and coaching strategies Task 2 Following are the objectives / requirements of the task two of the assignment Critically evaluate how the current academic debate on coaching and mentoring will enable you as a Human Resources Manager to instill the importance and value of coaching and mentoring to organizations. Critically reflect on how your academic research on coaching and mentoring has contributed to the development of your subject knowledge on Human resources. Critically reflect on your achievement of any two of the module learning outcomes Definition of Mentoring Mentoring is an indefinite, relationship based activity with several specific but wide ranging goals. It does not have to be a formal process. The mentor is a facilitator who works with either an individual or a group of people over an extended time period. The agenda is open and continues to evolve over the longer term. Mentoring seeks to build wisdom the ability to apply skills, knowledge and experience to new situations and processes. [2] Mentoring relationships can deliver a number of critical benefits to nonprofit organizations and their employees. They can accelerate learning and expand the overall competency base of staff. They can help assure organizational agility, flexibility, and resourcefulness in difficult times, drawing on the guidance of seasoned professionals. They can improve the quality of work products and services through the use of feedback loops. They can strengthen networks and build collaborative ties between the organizations or work units where mentors and mentees are based. And they can help protect nonprofits from unforeseen liabilities, as mentors help mentees assess risks and manage challenges. Mentorship fosters employee loyalty and commitment, improving morale while enriching organizational culture making it more humane and accountable to community. [3] The activities of mentoring a very important when there are some persons in organization at senior positions, got good experience of working with organization, have good knowledge of organization products and services, good understanding of the organizational structures and procedures, and that person wants to voluntarily or through the set procedure of the mentoring for the organization with new and un experienced employees in very informal, and friendly way. Different organization irrespective of the structure, size and business of the organization are getting benefits from the process and procedures of mentoring. Definition of Coaching To survive and make the organization a prosper institute in the tough era of competition, it is needed from the organizations to perform at their best with high level of effectiveness and motivation towards the achievement of their organizational goals and objectives. This clearly indicate that certain skills like leadership skills, taking right decision on right time (decision making) relationships between different staff members, creation and innovation activities, time management, stress management, controlling issue of high importance, conducting and controlling meetings effectively are all those skills and activities which the organizations has to be at very best in order to capture a prominent position in the market. To carry out all the above activities in proper way the organization can grab the benefits of all these, the term coaching are use. As there is no one agreed on definition of coaching exit but different management writer have come up with their own definition, in all of them some terms remains the same like working for the betterment of skills and informations in organization through a very structured process. The term coaching includes activities related to developing the organizational capacity of whole organization (such as increasing leadership for instructional reform). It includes helping management and employees reallocate their resources and improve their use of data in the service of improving instruction and it includes activities directly related to improving instruction (such as one on one observation and feedback of employees instructional strategies and small group learning of new content and pedagogy). [1] The focus of coaching is on meeting very specific objectives within a set period of time. Coaching is mainly concerned with performance and the development of certain skills. It usually takes place on a one-to-one basis and has a very specific purpose. There is usually a planned program with a much shorter timeframe than in mentoring, so the learning goals are usually determined in advance. [2] Mentoring and coaching can be stand alone activities, but they can also be used to complement each other. Characteristics of coaching Following are the main characteristics of the coaching presented by the Chartered Institute of Personnel and Development (CIPD), and most of the coaching professionals agree with these characteristics and consider these characteristics as fundamentals for coaching activities in the organization. This is development through one to one discussion. Give people understanding on their weaknesses and strengths. The aim of coaching is to address a specific issue. It is considered as short term activity, but its impact is very long term. This is known as non directive development The purpose of coaching is the improvement of performance and enhancing skills of individuals and team members working in the organization. It addresses different issues with the internal environment of the organization, and external organization. The organizations conduct coaching activities for the achievement of both organizational and individual goals. This is time specific activity. It works on the premise that clients are self-aware, or can achieve self-awareness. It is a skilled activity Benefits of coaching and mentoring The coaching and mentoring helps organization in enhancing their human resources skills and make them able to carry out their job roles and responsibilities in way which is efficient, effective and which helps the management of the organization to achieve their business goals and organization objectives. The coaching and mentoring makes the management able to fold the employees activities and role in the way that they want, it helps individuals working in organization in the improvement of their personal and professional skills, and make the employees able to achieve their individual targets and those of organization. It provide the employees a safe space to delegate Enhance the skills which the individuals encompass Ability of learning new skills Provide an insight into yours skills as a coach and mentor and also to those of others. Get unbiased, confidential support Provide fresh prospective on the related issues to work, workplace and organization environment. Provide the opportunity to make biased things clear between the individuals in the organization. Difference between coaching and mentoring The differences between coaching and mentoring are often considered being very min, even most of the people think it coaching and mentoring as different names of same concepts, and it can be difficult to distinguish between coaching, mentoring and counseling. In practice, mentoring for example is sometimes used interchangeably with coaching. Traditionally, however, mentoring in the workplace has tended to describe a relationship in which a more experienced colleague used their greater knowledge and understanding of the work or workplace to support the development of a more junior or inexperienced member of staff. Similarly, it can be hard to draw a clear distinction between coaching and counseling, not least because many of the theoretical underpinnings of coaching are drawn from the worlds of counseling and therapy. For the purpose of managing coaching services the key distinction to be drawn is that coaching is for those who are psychologically well; a coach should be able to recognize where an individual is so distressed by personal or social issues that he or she needs to be referred to specialist counseling or other support. Coaching and mentoring processes According to Robert Dilts different organizations and individuals work on development activities in different forms, these activities are conducted by managers sometime while by some organizations uses the concept and approach of internal and external mentors and coaches. Robert Dilts define the following process for coaching and mentoring Guiding: This the process which leads individuals and groups within organization from their current state to the to a desired state in their personal and professional life, same is the case like a car journey, the person driving is on current location and decides the target location and plan a certain path to reach the target. Coaching: is the process of improving another persons awareness about the deficiencies in his / her field and area of work, sets a target for that individual to achieve and improve a certain behavioral performance. Teaching: is the simple process of helping individuals and groups by an expert person to develop the skills and learning knowledge about a particular thing, place or person. Mentoring: helping to shape an individuals beliefs and values in a positive way; often a longer term career relationship from someone who has done it before Counseling: is the process of helping an individual to improve performance by resolving situations from the past. Every event that occurs in coaching is tied to activities in someones head. (Some people may argue that coaching is more heart based. Whatever your perspective is on this, consider that emotions have correlates in the brain too.) This means that a brain-based approach should underpin and explain every good coaching model and provide the field with an underpinning science. A brain-based approach is going to be inclusive and bring the disparate field to greater cohesion. Second, a brain-based approach to coaching looks attractive when you think about the other contenders for a foundational discipline, the obvious one being psychology. From an organizational perspective, psychology suffers from a mixed history and a perception of being unscientific. While psychologists are the first people called on if someone is in crisis, most senior leaders would not consider them for improving performance because of the bias they assume psychologists have for therapeutic languages and models. A brain-based approach on the other hand is something tangible and physical. We live in a materialistic world where organizations respect things that can be measured. To bring about the wide- scale use of coaching as a learning or transformation tool, we need to speak to organizations in a language they understand. [4] The main reason it may be time to build a brain-based approach to coaching is simply how profoundly useful this approach is. It is interesting to be able to explain in scientific terms why the brain needs coaches, but it is even more useful to know how coaching helps the brain improve its functioning. This points us to ways we can better measure, manage and deliver coaching initiatives, whether one to one, training internal coaches, or in teaching coaching skills to thousands of leaders. [4] When to choose coaching and mentoring For the management of any organization it is very important to choose between the activities of coaching and mentoring, their always remain some space for the improvement in organization, but the selection of activities of coaching or mentoring largely depends on the nature of the improvement that the management wants in organization, or the weaknesses they feel and want to overcome on. The below table shows information regarding coaching and mentoring and will provide idea to the management of the organization on what to chose and when to chose. Mentoring may be best whenà ¢Ã¢â€š ¬Ã‚ ¦. Coaching may be best whenà ¢Ã¢â€š ¬Ã‚ ¦. The employee needs an expert or sponsor The employee will benefit from specific knowledge about the organizations culture, values, and norms, especially when the information is informal and difficult to obtain from traditional sources The employee is reasonably clear about their career and developmental goals The employee will be helped by receiving direction The employee is a senior or more experienced leader; or where developmental issues may require strict confidentiality There is a strong desire or need to practice, apply, or implement new skills and behaviors, and excellent complement to traditional training. The employee realizes there is a gap between where they are and where they want to be (skills, knowledge, career, achievement, etc), but isnt sure how to address it The employee will be helped by sustained, objective support Skills required for good coach and mentor Getting people to change is becoming increasingly important in our rapidly changing work environment. The dominant view of organizational leaders is that getting people to change just requires information and the right motivation: we need to know what has to be changed, and then use incentives to inspire people to behave differently. This is a reductionist perspective, which works well in any linear system: if a machine breaks down, we work out logically where the source of the problem is, and then simply replace the part. However, if the thing broken is someones communication style, finding this out and trying to replace the part is not realistic. In fact, the more information we have about a human problem, the deeper the problem may become. [5] The above discussion shows the complication of the process of coaching and mentoring, that both of these are not an easy task to do, and it often requires skills, abilities and experience in the relevant field for the person who is going to take the position as coach or mentor in the organization. The skills required by a coach or mentor also depends on the field in which he / she is going to provide the mentoring or coaching facility, following is brief description of the most popular skills required by a coach and mentor in order to fully satisfy the needs of his / her job role. Skills required for good coach As coaching is a very structures and organized activity in each and every organization, so the person who is to be called coach must be having enough skills and abilities to organize people, lead people, and plan well in order to improve the humans skills and abilities and also to overcome on their weaknesses. Following are core skills to be found in a good coach. Must be able to provide facilitate clarification of the goal Available to employees all the time to guide them from a start point to the finish Maintain a threshold to keep focus/track Provide sufficient knowledge and help to employees that they may overcome on hurdles in pursuit of the goal. Strong Interpersonal Skills Technical Competence Patience Trustworthiness A Non-judgmental Attitude Belief in Lifelong Learning Skill at Providing Instructional Support Good Listening Skills Skills required for a Mentor As mentoring is more focused on individual relations in organization, normally this relation exits between an experienced and new staff member, the experienced member of staff is normally called as mentor, so the requirements from mentor is that he / she must have enough experience to work for that organization, and have all the related data and information on the products, services, and structure of the organization. A successful mentor should have the following skills Able to corrects mistakes Acts as a personal cheering squad Guides in improving the future Provides counsel and wisdom Supports the journey from fantasy to reality Provokes thought and wider perspectives Leadership behaviors and styles The activities and processes of coaching and mentoring needs the role of leader in organization who initiate the process, set the targets for it, and then plan the procedures to achieve the targets by proper coaching and mentoring activities, and during these activities also evaluate the process and its success by setting milestones, and motivate their team members and employees towards the achievement of their career and organization business objectives. Coaching and mentoring are two personal development methods that nurture a persons own abilities in order to improve behavior and performance. The processes of coaching and mentoring are similar insofar as they are both a series of conversations (spoken or written) between two individuals. However, there are subtle but significant differences in aim, emphasis and style. Coaching tends to be viewed as more task-oriented, skills-focused, directed and time-bound, whereas mentoring is more focused on open-ended personal development. The reality is that there is considerable convergence and overlap between these approaches. To get the best out of mentoring and coaching, we need to start by exploring their origin, evolution and application to leadership development. [6] The achievement of organizational goals largely depends on the humans working for that organization organizes different activities and the results of those activities depends on how much they are dedicated towards those activities and how much the organization staff members are motivated. The word motivation is common in everyday language, but is not easy to define rigorously in a scientific context. The concept of motivation is related to, but distinct from other concepts, such as instincts, drives, and reflexes. Motivated behavior is usually goal oriented; the goal may be associated with a drive such as hunger or thirst (called primary motivation). However, motivation is also closely tied to sensory stimuli: an animal will not usually exhibit eating behavior unless food is presented. Unlike instinctive behavior, motivation depends on affect (emotional state). Finally, motivation can be learned (in which case it is called secondary motivation) and typically elicits more complex beha viors than simple reflexes. Motivation theories and coaching / mentoring There are so many motivation theories by different management writer; the focus of each and every motivational theory is on the fulfillments of the needs of individual working for that organization and through highly motivated humans the achievement of the organizational goals. In this part of the assignment I will focus only on one motivational theory (Hull theory) which is very closely related to the gaining motivation of employees through different activities of coaching and mentoring. Hulls Theory Hulls theory provides a framework within which motivated behavior can be analyzed. Hull (1943) proposed that the initiation of learned, or habitual, patterns of movement or behavior is called motivation. In addition, Hull proposed a distinction between primary motivation, the evocation of action in relation to primary needs, and secondary motivation, the evocation of action in relation to secondary reinforcing stimuli or incentives. Primary motivation is the cornerstone of Hulls drive reduction theory. According to Hull, events that threaten survival give rise to internal drive states, and behaviors that act to reduce drive are thus rewarding. For instance, lack of food causes an increase in the hunger drive, and the consumption of food is rewarding because it leads to a reduction in the hunger drive. In our daily experiences we are faced with a continuously fluctuating combination of multiple drives and incentives. Somehow we must be able to select the behavior that is most appropriate in a given situation, while suppressing other, less adequate behaviors. Thus, motivated behavior requires a form of competition. According to Hull, at any given time the behavior with the greatest potential to reduce a given drive is released. If the drive persists, that behavior is inhibited, and the second strongest response in the drive hierarchy will be released, and so on. The concept of the Hulls theory shows that organization can get the benefits of the employees skills and knowledge about the job role if that employee is highly motivated, and motivation can only be gained through proper process of coaching and mentoring activities. Assignment Task 2 The requirements from this task are to measure and critical evaluate the current academic debate, and also a critical reflection of the learning during this course and assignment. Evaluation of academic debate We have described motivation as the internal force that energizes behaviors, and that determines which particular behavior will be emitted in response to a given set of environmental stimuli and to the internal needs of an organism. Motivation is a complex topic of research that has been studied from many different approaches. During this coursework I come across the different areas of management which focuses on the development of human resources in the organizations in order to achieve the organization goals and objectives, coaching and mentoring are the two most important activities in this regard which are most widely used and practiced in different organizations. The theories of different management writers have declare the motivation as the key factor in getting human involve in the activities of the organization which will not only results in the betterment of the individual skills and learning but also make the organization goals achievements realistic one. The academic debate during this course was very enough to meet the requirements in proper way and make the students able to understand the core of the issues which influences organization business and why they need to have an individual or group of individuals as coach and mentor in the organization and they use different motivation concepts in order to motivate the organization staff to get the desired results of the process. The nature of coaching and mentoring activities also depend largely on the size and structure of the organization, the nature of their business, the products and services they produce and how much they are focused on the personal and professional skills development of the humans working for them. These activities help in micro skills development, and the micro-skills of coaching include helping the manager develop the skills and attitudes to help and individual manage situations from within their own resources (Egan, 2004). During this stage of the training, the individual is introduced to the concepts of Empathy, Respect and Genuineness. Reflection on academic learning During this module I come across different concepts of human resource development in the organization, how to motivate individuals working for organization, how the management of the organization implement different management theories in order to get the desired results of the activities like coaching and mentoring, the process of human resource development and motivation, that how an individual working for or on the behalf of the organization can be motivated to put their hundred percent in performing their job role and focusing toward their personal and professional skills development, and through the proper use of their skills and knowledge the achievement of their organizational goals and objectives, while the employees must understand the importance of the coaching and mentoring activities which the management of the organization conduct for them and actively participate in those activities for their own personal and professional skills development, and learn the knowledge and information which will make them able to perform their job role very efficient and effectively. Conclusion and Recommendations To achieve the business goals and organizational objectives organizations use the different approaches which are discussed in very detail in this assignment. In this part the conclusion is given of the overall debate some recommendations for organization management who wish to improve the standard of coaching and mentoring in their organizations. Coaching had its origins in the world of sports, with coaches helping competitors to achieve success through structured and focused instruction and tutoring. In the 1980s, executives of major companies realized the potential a coaching-style intervention could have in helping them to work more effectively. Such approaches also permeated the development world. In the 1990s the Community Development Resource Association (CDRA) in South Africa was using such an approach as part of its development practitioner formation programs. Mentoring has been practiced in different cultures for hundreds of years. But it is only recently that mentoring has been (re)discovered by the private sector, and now by the civil society sector, as a mechanism for leadership development. The origin of mentoring can be traced back to Greek mythology. When Odysseus left home to fight in the Trojan War, he placed an old, trusted family friend, Mentor, in charge of his household, thereby delegating responsibility for protecting and educating his son Telemachus. A mentor therefore conjures up images of a wise and trusted advisor or counselor. Some African scholars make the point that such roles were commonplace in Africa long before ancient Greek civilization. The extensive literature on coaching and mentoring reveals no single definition of either term, but rather a collection of definitions that help form a picture of what the processes involve. Much of the literature explores different models that can be used and adapted by coaches and mentors, depending on their personal style and their situation. According to many definitions, while coaching and mentoring share the same principles, coaching is primarily focused on performance within the current job and emphasizes development tools, while mentoring focuses on longer-term goals and developing capability. The word motivation is common in everyday language, but is not easy to define rigorously in a scientific context. The concept of motivation is related to, but distinct from other concepts, such as instincts, drives, and reflexes. Motivated behavior is usually goal oriented; the goal may be associated with a drive such as hunger or thirst (called primary motivation). Those organizations who wish to improve the standard of their human resources through structured process of coaching and mentoring, I will suggest the following in light of what I studied during this course and preparation of the assignment. Try to make the human resource management department well structured and influential on the decision making regarding human development in the organization. Hire only those individuals as coach or mentor in the organization who have past track record of working in such organization environment. Satisfy the needs of the human resources in order to make them highly motivated. Motivated employees can only focus towards their personal and professional skills development and can contribute to the goals and objective achievement of the organization. The organization needs to invest in their human resource, and this investment will lead them to become the market leader in their product and services. The management should always identify the weak areas and the need for coaching or mentoring, and the employees should fully cooperate with the management to achieve the best of results from the process.

Ruined Maid and To His Coy Mistress Essay -- Love Relationships Thomas

Ruined Maid and To His Coy Mistress Both the â€Å"Ruined Maid† and â€Å"To His Coy Mistress† provide us with disturbing images / pictures of love, sex and relationships as I am about to explain. The â€Å"Ruined Maid† was written by Thomas Hardy in 1866, during the time when women didn’t have sex before marriage and they were thrown out of their village for being â€Å"ruined†. The public at that point in history had a very strict view of sex and marriage. They thought that women in particular should never have sex before marriage and they should have everything taken off them for being â€Å"ruined†. They were looked upon as a disgrace to society. The â€Å"Ruined Maid† provides us with disturbing images and pictures of love and relationships because the poem is about a woman who has become â€Å"ruined† which means that she’s had sex before marriage. She’s turned the meaning of this into a good thing while most people thought that it was a bad thing because it meant that the woman had no self-respect and that they were looked upon as prostitutes in a sense. The poem starts with Melia and a...

How different aspects of development can affect one another? Essay

If a child’s hearing is lost or damaged a child may lack speech development. A child needs to learn to speak before they are able to read and write therefore there is a delay in language and communication development this will also have impact on their social and emotional development loosing self-esteem when older and may be reluctant to join in with their peers and joining in with discussions in class A child who is overweight could have disruption within their physical development not being able to do as well in sports and pe as others. This will have effect on their emotional development feeling self-conscious of what others think. so when they are getting changed they could feel embarrassed which could lead to teasing which will then affect their social development by not wanting to join in with games and affecting their health even more. If there is sudden death in the family and it is someone they are close to this would have an effect on their emotional development feeling sad, lonely, upset and may not know where to turn to or who to talk to as other members of their family are upset as well. With not knowing who to turn to and all the feelings running through their heads this could have an affect also on their intellectual development not being able to concentrate in class showing bad behaviour to get attention and not wanting to communicate with others to tell what they are going through lacking there social development.

Lanzones Festival

Lanzones Festival is held every third week of October and it is a four day grand celebration of the lanzones fruit. The mostimportant livelihood in Camiguin is lanzones. It is when a lot of tourists come to witness the joyous Lanzones festival. Lanzones is one of the major fruit producers in the Philippines. Lanzones is a tropical fruit that grows extravagantly on the north-central coast of Mindanao. Lanzones has a pale brown skin and sweet translucent flesh. It is said that the sweetestlanzones in the Philippines comes from Camiguin. The town of Mambajao in Camiguin celebrated its annual festival calledLanzones Festival together with its harvest in the month of October. Lanzones Festival in MambadjaoCamiguin is celebrated with a weekend street dancing competition and parties, cultural shows, parade and beauty pageant (coronation of MutyasaBuahanan) and trade fair that features local handicraft and products. Houses, street poles and even people are ornamented with lanzones during the lanzones festival. According to the legend of an unknown beautiful maiden took the fruit’s past bitter flavor to replace it to delicious and sweet taste of thelanzones, thus townsfolk dance in the streets in order to honor and celebrate. It also celebrated by the people in Camiguin as a contribution in making Mindanao as a cultural tourism destination and give thanks for a bountiful harvest for all the agricultural products. The Lanzones fruit is a major source of the Camiguin Islands' livelihood and it is for the annual harvest that they celebrate this thanksgiving day. Houses, carriages, street poles and even people are decorated with lanzones and lanzones leaves. townsfolk dance in joy abandon in commemoration of the legend that a beautiful, unknown maiden took from the its former bitter flavor to leave only its luscious, sweet taste.

Les Miserables Essay

In Victor Hugo’s novel Les Miserable’s, one character plays a part in each of the other character’s lives. Cosette, a little girl, is created to develop the rest of the â€Å"miserables† throughout the book. Fantine, Cosette’s mother, digs herself into the shameless lifestyle of prostitution and poverty, while trying to support Cosette. The Thenardiers become her home while her mother leaves in search for work. There, Cosette is used to clean and work. Through Cosette, the Thenardier’s are shown as they beat and punish Cosette, their â€Å"slave†. Jean Valjean uses Cosette in a different way.He takes her in as his â€Å"daughter† and finds companionship through her. Cosette is loved and cared for. As Cosette’s character develops she is passed along from a pitiful mother who cannot support her; to the Thenardier’s who beat and starve her; then, to Jean Valjean who takes Cosette in where she becomes his everything. F antine, desperately in love with a man, Felix Tholomyes, whose feelings vary from hers, and yet she bears his child despite his fickle appearance. The illegitimate child, Cosette, is the outcome of her dying love toward him.Cosette is used to show Fantine as a â€Å"miserable. † Fantine leaves Cosette with the Thenardier’s and goes in search for a job to support Cosette. As Cosette’s character grows, she reveals how pitiful Fantine becomes. Fantine’s devotion for Cosette, a little girl who is too young to give anything back in return, exposes us to one of the themes being forced to consider throughout the book, unrequited love. â€Å"My child in not cold anymore, I dressed her in my hair. † Fantine does everything she can to work for money to support Cosette. She sacrifices her hair so that Cosette will have clothes.Without Cosette Fantine could live her life for herself. She puts all her effort into a child that she does not see and which the chil d does not know who she is. The child, Cosette, is a symbol of all the love and everything Fantine put into a man who gave her nothing back. Cosette’s character is used merely to show Fantine as she goes through life and through each step as she puts something into someone else, how â€Å"miserable† she becomes. As the Thenardier’s continue to send Fantine bills for Cosette’s deceptive needs, Fantine continues to find ways to get that money.She goes to every extent go the money they claim to need for Cosette. Fantine sells everything she has, and when she had nothing she sells herself. She becomes a prostitute as an alternative to earn money. The Thenardier’s use Cosette to get money from Fantine as needed. Fantine, being weak and trusting, does not know of their plans and her love for Cosette lets her fall into their scheme. The Thenardier’s take in Cosette because Fantine can’t take care of her and work at the same time. As Cosette gets older she becomes useful to the Thenardier’s.Her innocent childhood is taken away from her and she is treated like a slave. Cosette is used to clean and work around the house making stockings and other necessary things. Cosette’s character and the way she is treated show the Thenardier’s authority. The way that the two daughters of the Thenardier’s won’t play with Cosette reveals the superiority the daughters claim to have over Cosette. Cosette is different; she is small and skinny, for she doesn’t get fed as well; she is dirty and her clothes have holes, for doesn’t have the privilege of getting a bath; and she is used as help and treated as a slave.This shows the boundary that was put up between Cosette and the Thenardier girls. Cosette isn’t loved or cared for-only used. Her role plays into the plot of the book; after being beat and tortured by the evil Thenardier’s, it’s time for Cosette to be saved. Jean Valjean comes just in time to take Cosette away from these awful people. Cosette play an important role in the life of Jean Valjean. After being imprisoned for nineteen years and accused of many other crimes, Jean Valjean can’t find it in him to love or trust another human. Cosette changes that for him.When Jean Valjean first goes to the Thenardier’s and notices poor Cosette working away at knitting stockings while the other children play he connects with her. Jean Valjean then buys the stockings she is knitting and gives her permission to play. Cosette is shocked for she is never allowed to play, and Jean Valjean finds joy in watching this little girl content. When Jean Valjean takes Cosette from the Thenardiers, she becomes his â€Å"daughter. † Jean Valjean grows very attached to Cosette and learns to love and care for her. Cosette is used to show that a man in prison can change.Jean Valjean changes once Cosette enters his life. His actions become revolved a round the safety and happiness of her. Jean Valjean existence is centered on Cosette. As her character is developed with him, Jean Valjean’s outgoing love for others is revealed. Having Cosette in Jean Valjean’s life, it exposes us to a changed side of him. Through, Cosette, it is showed that a man in prison can become a good man. After adopting Cosette, taking her in, loving and caring for her, Jean Valjean and Cosette’s relationship shows what a good man he has become.Cosette becomes Jean Valjean’s entity. He puts everything into her happiness. She symbolizes all he has. When she falls in love with Marius and leaves him, he has nothing. Jean Valjean’s reason for living dies and so does he. Cosette’s character moves around many times throughout the novel. She spends a portion of the book with her mother, Fantine, who could not take care of her. Cosette becomes the object of Fantine’s poverty. Their relationship also exposes us to the theme of the unfulfilled love, since Cosette cannot return Fantine’s love at such a young age.Cosette then goes to the Thenardier’s where she presents us to this evil family who beat and abuse her. When Jean Valjean takes her in, Cosette reveals a side of Jean Valjean that has not yet been exposed- his loving side. Jean Valjean loves Cosette and supports and protects her. Cosette is used in many ways throughout the novel and by many different characters. Although she never becomes a well-rounded character, she plays an important role in the development of the other characters. Cosette touches each character she comes in contact with and each in a distinct way. Les Miserables Essay In Victor Hugo’s novel Les Miserable’s, one character plays a part in each of the other character’s lives. Cosette, a little girl, is created to develop the rest of the â€Å"miserables† throughout the book. Fantine, Cosette’s mother, digs herself into the shameless lifestyle of prostitution and poverty, while trying to support Cosette. The Thenardiers become her home while her mother leaves in search for work. There, Cosette is used to clean and work. Through Cosette, the Thenardier’s are shown as they beat and punish Cosette, their â€Å"slave†. Jean Valjean uses Cosette in a different way.He takes her in as his â€Å"daughter† and finds companionship through her. Cosette is loved and cared for. As Cosette’s character develops she is passed along from a pitiful mother who cannot support her; to the Thenardier’s who beat and starve her; then, to Jean Valjean who takes Cosette in where she becomes his everything. F antine, desperately in love with a man, Felix Tholomyes, whose feelings vary from hers, and yet she bears his child despite his fickle appearance. The illegitimate child, Cosette, is the outcome of her dying love toward him.Cosette is used to show Fantine as a â€Å"miserable. † Fantine leaves Cosette with the Thenardier’s and goes in search for a job to support Cosette. As Cosette’s character grows, she reveals how pitiful Fantine becomes. Fantine’s devotion for Cosette, a little girl who is too young to give anything back in return, exposes us to one of the themes being forced to consider throughout the book, unrequited love. â€Å"My child in not cold anymore, I dressed her in my hair. † Fantine does everything she can to work for money to support Cosette. She sacrifices her hair so that Cosette will have clothes.Without Cosette Fantine could live her life for herself. She puts all her effort into a child that she does not see and which the chil d does not know who she is. The child, Cosette, is a symbol of all the love and everything Fantine put into a man who gave her nothing back. Cosette’s character is used merely to show Fantine as she goes through life and through each step as she puts something into someone else, how â€Å"miserable† she becomes. As the Thenardier’s continue to send Fantine bills for Cosette’s deceptive needs, Fantine continues to find ways to get that money.She goes to every extent go the money they claim to need for Cosette. Fantine sells everything she has, and when she had nothing she sells herself. She becomes a prostitute as an alternative to earn money. The Thenardier’s use Cosette to get money from Fantine as needed. Fantine, being weak and trusting, does not know of their plans and her love for Cosette lets her fall into their scheme. The Thenardier’s take in Cosette because Fantine can’t take care of her and work at the same time. As Cosette gets older she becomes useful to the Thenardier’s.Her innocent childhood is taken away from her and she is treated like a slave. Cosette is used to clean and work around the house making stockings and other necessary things. Cosette’s character and the way she is treated show the Thenardier’s authority. The way that the two daughters of the Thenardier’s won’t play with Cosette reveals the superiority the daughters claim to have over Cosette. Cosette is different; she is small and skinny, for she doesn’t get fed as well; she is dirty and her clothes have holes, for doesn’t have the privilege of getting a bath; and she is used as help and treated as a slave.This shows the boundary that was put up between Cosette and the Thenardier girls. Cosette isn’t loved or cared for-only used. Her role plays into the plot of the book; after being beat and tortured by the evil Thenardier’s, it’s time for Cosette to be saved. Jean Valjean comes just in time to take Cosette away from these awful people. Cosette play an important role in the life of Jean Valjean. After being imprisoned for nineteen years and accused of many other crimes, Jean Valjean can’t find it in him to love or trust another human. Cosette changes that for him.When Jean Valjean first goes to the Thenardier’s and notices poor Cosette working away at knitting stockings while the other children play he connects with her. Jean Valjean then buys the stockings she is knitting and gives her permission to play. Cosette is shocked for she is never allowed to play, and Jean Valjean finds joy in watching this little girl content. When Jean Valjean takes Cosette from the Thenardiers, she becomes his â€Å"daughter. † Jean Valjean grows very attached to Cosette and learns to love and care for her. Cosette is used to show that a man in prison can change.Jean Valjean changes once Cosette enters his life. His actions become revolved a round the safety and happiness of her. Jean Valjean existence is centered on Cosette. As her character is developed with him, Jean Valjean’s outgoing love for others is revealed. Having Cosette in Jean Valjean’s life, it exposes us to a changed side of him. Through, Cosette, it is showed that a man in prison can become a good man. After adopting Cosette, taking her in, loving and caring for her, Jean Valjean and Cosette’s relationship shows what a good man he has become.Cosette becomes Jean Valjean’s entity. He puts everything into her happiness. She symbolizes all he has. When she falls in love with Marius and leaves him, he has nothing. Jean Valjean’s reason for living dies and so does he. Cosette’s character moves around many times throughout the novel. She spends a portion of the book with her mother, Fantine, who could not take care of her. Cosette becomes the object of Fantine’s poverty. Their relationship also exposes us to the theme of the unfulfilled love, since Cosette cannot return Fantine’s love at such a young age.Cosette then goes to the Thenardier’s where she presents us to this evil family who beat and abuse her. When Jean Valjean takes her in, Cosette reveals a side of Jean Valjean that has not yet been exposed- his loving side. Jean Valjean loves Cosette and supports and protects her. Cosette is used in many ways throughout the novel and by many different characters. Although she never becomes a well-rounded character, she plays an important role in the development of the other characters. Cosette touches each character she comes in contact with and each in a distinct way.