In-Class Portion of Final Exam Free Essays

IT630 – Computer Simulation Modeling In-Class Portion of Final Exam (50 points) Dr. Seidman June 10, 2010 DIRECTIONS – READ THIS FIRST INTRODUCTION Exam is from 6:00 pm to 9:15 pm. Answer both questions. We will write a custom essay sample on In-Class Portion of Final Exam or any similar topic only for you Order Now Total of 50 points. This is an open book, open notes, and open computers exam. This is an individual exam. No collaboration of any kind is permitted. No network connections until you post your answer files to Blackboard when you are done with the exam. You are on the honor system. You have your instructor’s implicit trust. But, you must still hear the consequences of any cheating: immediate failure of the course and a report to the School of Business Dean for possible expulsion from the university. DELIVERY OF ANSWER FILES Put all of your answer files into one folder named: yourNameIT630InClassFinalExam located on your computer desktop. Zip this file. Zip file name should be: yourNameIT630InClassFinalExam. Post to Bb Deliver Here in folder named: WEEK 11: IN-CLASS PORTION OF FINAL EXAM. Check with instructor to see that zip file is posted correctly. After this, you may leave the exam room. QUESTIONS: If you have any questions during the exam – ask your instructor. DIRECTIONS – READ THIS FIRST INTRODUCTION Exam is from 6:00 pm to 9:15 pm. Answer both questions. Total of 50 points. This is an open book, open notes, and open computers exam. This is an individual exam. No collaboration of any kind is permitted. No network connections until you post your answer files to Blackboard when you are done with the exam. You are on the honor system. You have your instructor’s implicit trust. But, you must still hear the consequences of any cheating: immediate failure of the course and a report to the School of Business Dean for possible expulsion from the university. DELIVERY OF ANSWER FILES Put all of your answer files into one folder named: yourNameIT630InClassFinalExam located on your computer desktop. Zip this file. Zip file name should be: yourNameIT630InClassFinalExam. Post to Bb Deliver Here in folder named: WEEK 11: IN-CLASS PORTION OF FINAL EXAM. Check with instructor to see that zip file is posted correctly. After this, you may leave the exam room. QUESTIONS: If you have any questions during the exam – ask your instructor. Question #1 Airport Terminal Arena model (25 points total) PART I: BASE MODEL (10 points) Management wants to study Terminal #1 at a hub airport with an eventual eye toward improvement. The first step is to model it as it is (i. e. , BASE model) during the eight hours of the busiest part of a typical weekday. You will create an Arena model of the check-in and the security operations, only. Once passengers get through security they are on their way to their departure gate and leave the system. Passengers arrive one at a time through the front entrance from curbside ground transportation with interarrival times distributed Expo(0. 5) minutes. [All time units are in minutes. ] Of these arriving passengers, 33% go left to an old-fashioned manual check-in counter. And, 57% of the arriving passengers go right to a new automated check-in counter. These two types of passengers take no time to move from the front entrance to their check-in locations. The remaining 10% of arriving passengers do not need to check in at all and go directly from the front entrance to security. It takes these passengers Unif(3, 5) to move from the front entrance to security. There are two agents at the manual check-in station, fed by a single first-come-first-server queue. Manual check-in service times are Triangular(1, 2, 5). After manual check-in, it takes passengers Unif(2. 5, 6. 5) to walk to the security area. The automated check-in consists of two kiosks and is fed by a single first-come-first-server queue. Automated check-in times are Triangular(0. 5, 1, 1. 5). After checking in, these automated check-in passengers take Unif(1, 3) to walk to the security area. Notice that all types of passengers eventually go to the security area where there are 6 check-in pods fed by a single first-come-first-serve queue. Security check-in times are Triangular(1, 2, 6). This time covers the many security activities in a pod like: x-ray, metal detector, bag search, etc. Once through security, passengers head to their gates and leave the model. Simulate this system for 8 hours and 1 replication. The performance metric of interest is the average total time in the system of passengers (for all types combined). Place this average somewhere on the model in a text-box. Arena file name: YournameIT630Q1BASE. doe. Place file into folder: yourNameIT630InClassFinalExam. Warning: It is your responsibility to make sure that your files are present in your yourNameIT630InClassFinalExam folder and that they open properly. Question #1 (continued) PART II: ALTERNATIVE MODEL (5 points) In PART I, the airline noticed that a lot of people who opt for the manual check-in really don’t need the extra services there and could have used the automated check-in. Instead of the original 33% manual check-in and 57% automated check-in, suppose that the airline is able to encourage only 15% of the arriving passengers to go to the manual check-in and 70% to go to the automated check-in. The other 15% of the arriving passengers go right to security. Nothing else in the Part I model changes. * Revise your Part I Arena model to reflect these changes and name it YournameIT630Q1ALT. doe. Simulate this system for 8 hours and 1 replication. The performance metric of interest is the average total time in the system of passengers (for all types combined). Place this average somewhere on the model in a text-box. PART III: ARENA OUTPUT ANALYZER (10 points) You will need to run the both models for 100 replications. Using the Arena Output Analyzer, compare the average total time in the system of the BASE model against the ALT model to determine whether or not the changes you made actually made a statistically significant difference. Hint: Use the Statistics module. [You may want to turn off the animation to speed things up. Run/Run Control/Batch Run (no animation). ] Place a screen shot of the Output Analyzer comparison results on the YournameIT630Q1ALT. oe model. In a text-box on the same model, say whether the changes made make a statistically significant difference. * Save the Output Analyzer file as: OutAnalyzCompareQ1BASEALTdrg. ————————————————- ALL PARTS OF Q1 Arena file names: yournameIT630Q1BASE. doe yournameIT630Q1ALT . doe yournameOutAnalyzCompareBASEALT. dgr Place these three files into folder named: yourNameIT630InClassFinalExam. Warning: It is your responsibility to make sure that your files are present in your yourNameIT630InClassFinalExam folder and that they open properly. Question #2. Restaurant Arena model (25 points) ————————————————- ————————————————- One customer at a time enters a restaurant according to an Exp(3) minutes distribution. [All time is in minutes. ] This is the lunchtime crowd that eats here between 11:30 am and 2:30 pm. ————————————————- ————————————————- Each customer waits Exp(5) for a table. At the table, the customer places an order which is sent from the customer to the kitchen. The kitchen takes Uniform(5. 5, 9. 5) to prepare the food and then it takes Exp(1. 5) for the lunch food to be sent from the kitchen to the customer’s table. Of course, the food must match up with the particular customer who sent the order. Hint: Use a Separate module (and other associated modules) to accomplish this. ————————————————- ————————————————- When the order arrives to the customer who sent it, it takes the customer Uniform(12, 17) minutes to eat the meal. Then, the customer leaves the table and queues up at the single cashier where it takes the customer Expo(2. 5) to pay for the meal. The customer then leaves the restaurant. ————————————————- * ————————————————- The performance metrics of interest are the 95% Confidence Interval of the average length of time a customer spends in the system and the 95% Confidence Interval of the average number of customers leaving the system after they eat lunch. ————————————————- ————————————————- Run the model for 3 hours and make 20 replications. Report the performance metrics in a text-box on the model. Also, if necessary, note any assumptions you made on a text-box on the model. ————————————————- Arena file name: yournameIT630Q2. doe. Place file into folder: yourNameIT630InClassFinalExam. Warning: It is your responsibility to make sure that your file is present in your yourNameIT630InClassFinalExam folder and that it opens properly. ————————————————- ————————————————- ———————————————— ——————à ¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- ————————————————- ————————————————- ——————————————————————————————————————— ————————————————- ————————————————- END OF IN-CLASS PORTION OF FINAL EXAM —————†”——————————- You may leave when done. ————————————————- How to cite In-Class Portion of Final Exam, Papers

Attending Green Camp, Bali Essay Example For Students

Attending Green Camp, Bali Essay During the school holidays, I participated in a camp called Green Camp Bali. The camp was organized by Kinderworld Educare Centre. Green Camp Bali, is located in a famous international school, Green school, in Ubud, Bali. There was a total of 20 pupils aged 9-18 who participated in the camp and two teachers accompanying the trip. The date of the camp was from the 29th of May to the 3rd of June. On the 29th of May, the participants and the teachers gathered in Kinderworld Educare Centre and headed off to LCCT International Airport by bus and boarded a plane to Balis International Airport in Denpasar. The flight took about 4 hours. When we reached Denpasar, we had our lunch in a cafe and headed to Ubud by bus. Two hours later, we arrived at a small village in Ubud, carried out bags and walked in a narrow path to enter the school. As we walked along the narrow path, we saw many different types of plants and trees. There were birds and colourful butterflies flying all around as well. When we reached the school, I was amazed at how wonderful and extraordinary it was. We had some local snacks and some drinks as well. Next, we went to a small room, put down our bags and we listened to a simple Green Camp orientation by some camp instructors. We also introduced ourselves. Later on, we had a tour of the Green School. The school was very big. The whole school in including the walls, floors, tables, chairs and stairs was built primarily from bamboos, a local, natural, renewable resource. There was no air conditioner there too. We also saw the classrooms and library which were also made from bamboos. The field was very big as well. And what surprised me the most was the schools composting toilet. It is a dry toilet with no water to flush it and they use saw dust to cover up the smell. Later, we were brought to our yurts to unpack our stuff, take a bath, and get some rest. The following days had been a blast. We played many different games, we enjoyed a Wayang kulit show which is a Balinese shadow puppetry. We made some organic chocolate, a Balinese Kite, we also played a Balinese Treasure Hunt. We also enjoyed ourselves by playing Mepantigan which is a Balinese Mud pit Martial arts. It was very funny and interesting. We went on a 3 hour hike on the paddy fields near the school as well. Although it was tiring, it was a good treat to see the beauty of nature. Words cant describe how good it felt to be standing in the middle of a huge paddy field, enjoying the breezy wind and the breathtaking scenery. We also visited a Night Safari, we saw different types of snakes, bugs and reptiles. My favourite part of the camp activities had to be the adventures in the Ayung River which was located between the main building and the cafeteria. We also swang the Tarzan Rope and jumped into the river. The meals in Green Camp was mouthwatering. We had a Balinese Satay, Organic Spaghetti and Balinese Style Chicken and lots of other varieties of food. My favourite dish was definitely the organic pizza. We created our own pizza, we roughed the dough and made it into crazy shapes and put the ingredients that we liked and put it in the oven to bake. My pizza was square and half the pizza had tomato, cheese and mushroom while the other half had strawberries and chocolate chips!

The Tiger Shark Essays - Carcharhinidae, Elasmobranchii, Fish

The Tiger Shark Joe Barger Science III December 10, 1999 The Tiger shark's name derives from the distinctive dark bands that run from the top of it's back down along it's sides. The stripes are very evident in younger sharks because the stripes start to fade away as it ages, then turning a gray or brownish color. However, all of the Tiger sharks have an off-white ventral surface. The Tiger sharks' scientific name, Galeocerdo cuvier, consists of its Genus, Galeocerdo, and Species, cuvier, names. The Tiger shark belongs to the Kingdom Animalia, Phylum Chordata, Subphylum Vertebrata, Class Chondrichthyes, and Family Carcharhinidae. Tiger sharks can grow in size up to 20 feet (6m) and in weight 800 pounds. Some Tiger sharks have exceeded these measurements but the average is about 12ft. and 600lbs. Tiger sharks can be found worldwide in tropical waters and most temperate seas. They are most commonly found along the coast of South Africa, the Philippines, Australia, the Indian and Pacific Oceans, and in the Caribbean's. The Tiger shark is quite flexible in tolerating different habitats. They inhabit both the surfaces of shorelines and deep, open waters (up to 500 miles away from shore and 150m deep). A few have been found in rivers and small lagoons. The Tiger shark is second to the Great White in being most feared by humans. They are very strong and fast. They use their powerful caudal fins to swim over 20mph. And they have an excellent sense of smell and keen eyesight. Their teeth are saw-edged, razor-sharp, and curved. Their teeth are located in rows and rotate into place as needed. They replace the broken or worn down teeth in both the lower and upper jaws. Most Tiger sharks swim in deep waters during the day and come to shore to feed during the night. The Tiger shark has earned the nickname the garbage can shark. They will take a bite out of anything and then sees if it likes it. Many shocking objects have been found in the stomachs of Tiger sharks including license plates, a baby goat, a suit of armor, a case of wine, and even a mans body from the chest to the knees. Once, a Tiger shark helped solve a murder for the police. A man was found dead in a river missing his right arm. The police thought he was murdered and dumped into the river. Weeks went by and the case wasn't solved yet until a fishermen discovered an arm in the stomach of a Tiger shark he caught in the same river. The arm matched the dead body and the case was solved. However, Tiger sharks mostly feed on fish, turtles, birds, and other sharks. They are solitary animals except during mating. They are ovoviviparous and their young are born after a gestation period of nine months. They are born live in litters of 10-82 pups. The newborn sharks are 20-30 inches long and completely independent. Tiger sharks migrate seasonally up to 1550 miles. A Tiger shark's life span is unknown but it is thought to be about 30 years. Works Cited Fish: The Tiger Shark. http://worldkids.net/critters/fish/shark1.html Tiger Shark Research Program. http://www2.Hawaii.edu/~carlm /tigershark. html. Wimsby, Warren J. The World Book Encyclopedia. 1986 ed.

Ethical Issues Gender Inequality in the Workplace essay

Ethical Issues Gender Inequality in the Workplace essay Ethical Issues: Gender Inequality in the Workplace essayGender inequality in the workplace has always been an issue of concern. According to researchers, â€Å"gender inequality in the workplace is often attributed to the preponderance of men in positions of power†(Penner Toro-Tulla, 2010, p. 83). Some people believe that men should earn more than women, while other people suggest that it is necessary to promote gender equality in the workplace because this issue is ethically significant. For example, recent research shows that the levels of gender wage inequality are different in different workplaces, depending on the gender of the owner (Penner Toro-Tulla, 2010).   In other words male and female owners have different attitudes toward the issue of gender inequality in the workplace (Penner Toro-Tulla, 2010). The issue that will be discussed in this paper is ethically significant because it refers to gender ethics. When men and women are treated differently, it is unethic al, especially when they perform the same tasks, which require the application of the same skills, knowledge and experience.   Although equal treatment of employees is one of the major requirements of the U.S. Constitution and many statutes, the area of gender equality is still vague. According to researchers, â€Å"organizational culture is characterized by its particular narrative structure of gender citizenship and by the voices and silences that confront each other over gender inequalities†(Gherardi, 2006, p. 180).   Thesis statement: Gender inequality in the workplace is an ethically significant issue which requires adequate solutions because it leads to unethical discrimination of women. As a rule, women’s discrimination influences their motivation, leads to poor interpersonal relations and inadequate corporate culture.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To start with, gender inequality in the workplace is ethically significant because it influences women’s motivation to perform their tasks in a proper way. Many studies point out to the fact that â€Å"gender inequality is embedded in the workplace† (Smith, 2014, p. 53). For example, women’s experiences regarding gender inequality in the working environment are based on lower job security, lower wages compared to men, lack of respect, lack of benefits or inadequate benefits, and â€Å"vulnerability to sexual harassment and abuse† (Smith, 2014, p. 53). As a result, women have poor motivation to perform their duties. They have no interest to develop new ideas and use their creativity in decision making process. In other words, women have negative attitudes toward unethical gender discrimination in the workplace.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moreover, gender inequality is an important ethical issue because it affects interpersonal relations to a great extent.   If women are treated inequality, they often have poor interpersonal relation s with other employees (both men and women). Many men consider that women should not be in the leadership position. This assumption is wrong because many women demonstrate their best skills, knowledge and experience, which can be used in leadership roles (Aaltio Mills, 2003).   Undoubtedly, if women realize that their abilities are ignored, they do not want to develop effective interpersonal relations in the workplace. This fact means unethical discrimination of women leads to certain work-related problems that can affect not only their performance, but also the overall productivity of the company.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Additionally, the issue of gender inequality in the workplace is ethically significant because it influences the overall success of the company in the competitive market. Unethical companies have poor corporate culture, which leads to improper business relations at all levels. According to researchers, women who are continually discriminate i n the workplace demonstrate no interest in promoting corporate culture. Actually, any male-dominated corporate culture is ineffective in today’s business environment because international business encourages gender equality, without differential rules for men and women (Smith, 2014; Aaltio Mills, 2003). According to researchers, â€Å"we do not need to face gender empowerment ourselves to be able to understand gender inequality issues, but we need intelligence to describe and essentialize cultural processes that outline gendered organizational reality† (Aaltio Mills, 2003, p. 15). Corporate culture should reflect the organization’s policy regarding women’s rights.Conclusion Thus, it is necessary to conclude that the issue of gender inequality in the workplace is ethically significant because it refers to gender ethics. There are three major reasons that show that the issue of gender equality in the workplace is ethically significant. First, gender inequ ality in the workplace is an ethically significant issue because it has a strong impact on women’s motivation. If women are not motivated to perform their tasks, they act unethically. Second, gender inequality is an important ethical issue because it affects interpersonal relations in the workplace to a great extent.   Third, the issue of gender inequality in the workplace is an ethically significant issue because it affects the effectiveness of the company’s corporate culture. A corporate culture is based on the established ethical principles, which prohibit any forms of discrimination of women in the workplace, including lower wages compared to men’s wages, sexual harassment, stereotyping and prejudices.Do you like this essay? You can say "Thank you" to the writer donating him any amount you want. Donate here. (8 votes, average: 3.38 out of 5) Loading...Comments Ethical Issues: Gender Inequality in the Workplace essayGender inequality in the workplace has always been an issue of concern. According to researchers, â€Å"gender inequality in the workplace is often attributed to the preponderance of men in positions of power†(Penner Toro-Tulla, 2010, p. 83). Some people believe that men should earn more than women, while other people suggest that it is necessary to promote gender equality in the workplace because this issue is ethically significant. For example, recent research shows that the levels of gender wage inequality are different in different workplaces, depending on the gender of the owner (Penner Toro-Tulla, 2010).   In other words male and female owners have different attitudes toward the issue of gender inequality in the workplace (Penner Toro-Tulla, 2010). The issue that will be discussed in this paper is ethically significant because it refers to gender ethics. When men and women are treated differently, it is unethic al, especially when they perform the same tasks, which require the application of the same skills, knowledge and experience.   Although equal treatment of employees is one of the major requirements of the U.S. Constitution and many statutes, the area of gender equality is still vague. According to researchers, â€Å"organizational culture is characterized by its particular narrative structure of gender citizenship and by the voices and silences that confront each other over gender inequalities†(Gherardi, 2006, p. 180).   Thesis statement: Gender inequality in the workplace is an ethically significant issue which requires adequate solutions because it leads to unethical discrimination of women. As a rule, women’s discrimination influences their motivation, leads to poor interpersonal relations and inadequate corporate culture.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To start with, gender inequality in the workplace is ethically significant because it influences women’s motivation to perform their tasks in a proper way. Many studies point out to the fact that â€Å"gender inequality is embedded in the workplace† (Smith, 2014, p. 53). For example, women’s experiences regarding gender inequality in the working environment are based on lower job security, lower wages compared to men, lack of respect, lack of benefits or inadequate benefits, and â€Å"vulnerability to sexual harassment and abuse† (Smith, 2014, p. 53). As a result, women have poor motivation to perform their duties. They have no interest to develop new ideas and use their creativity in decision making process. In other words, women have negative attitudes toward unethical gender discrimination in the workplace.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moreover, gender inequality is an important ethical issue because it affects interpersonal relations to a great extent.   If women are treated inequality, they often have poor interpersonal relation s with other employees (both men and women). Many men consider that women should not be in the leadership position. This assumption is wrong because many women demonstrate their best skills, knowledge and experience, which can be used in leadership roles (Aaltio Mills, 2003).   Undoubtedly, if women realize that their abilities are ignored, they do not want to develop effective interpersonal relations in the workplace. This fact means unethical discrimination of women leads to certain work-related problems that can affect not only their performance, but also the overall productivity of the company.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Additionally, the issue of gender inequality in the workplace is ethically significant because it influences the overall success of the company in the competitive market. Unethical companies have poor corporate culture, which leads to improper business relations at all levels. According to researchers, women who are continually discriminate i n the workplace demonstrate no interest in promoting corporate culture. Actually, any male-dominated corporate culture is ineffective in today’s business environment because international business encourages gender equality, without differential rules for men and women (Smith, 2014; Aaltio Mills, 2003). According to researchers, â€Å"we do not need to face gender empowerment ourselves to be able to understand gender inequality issues, but we need intelligence to describe and essentialize cultural processes that outline gendered organizational reality† (Aaltio Mills, 2003, p. 15). Corporate culture should reflect the organization’s policy regarding women’s rights.Conclusion Thus, it is necessary to conclude that the issue of gender inequality in the workplace is ethically significant because it refers to gender ethics. There are three major reasons that show that the issue of gender equality in the workplace is ethically significant. First, gender inequ ality in the workplace is an ethically significant issue because it has a strong impact on women’s motivation. If women are not motivated to perform their tasks, they act unethically. Second, gender inequality is an important ethical issue because it affects interpersonal relations in the workplace to a great extent.   Third, the issue of gender inequality in the workplace is an ethically significant issue because it affects the effectiveness of the company’s corporate culture. A corporate culture is based on the established ethical principles, which prohibit any forms of discrimination of women in the workplace, including lower wages compared to men’s wages, sexual harassment, stereotyping and prejudices.

8 consejos para elegir buen abogado de migración en USA

8 consejos para elegir buen abogado de migracià ³n en USA En muchas ocasiones, usted podr llenar directamente la planilla de inmigracià ³n que precise. Depender de su nivel de inglà ©s, de su comprensià ³n de tà ©rminos legales y de la sencillez o complejidad de su caso. La ley incluso permite a los migrantes representarse a sà ­ mismo en corte migratoria. Sin embargo esta opcià ³n no siempre es recomendable. Lo cierto es que contratar a un buen abogado migratorio es clave en muchos casos para evitar problemas y demoras innecesarios, siendo su intervencià ³n especialmente de importancia en los casos que se resuelven en corte migratoria. Las estadà ­sticas demuestran que hay una gran divergencia entre casos ganados con abogados y los pocos ganados sin el asesoramiento de un abogado. Hay que tener presente que en los asuntos de inmigracià ³n, el gobierno de Estados Unidos no proporciona un abogado en ningà ºn caso, incluso cuando hay que presentarse en corte y no se puede pagar a uno porque no se tiene dinero. En estos casos, se comparece sin ayuda legal o se intenta hacer un esfuerzo y buscar a un abogado, incluso a uno que actà ºe pro bono, es decir, sin cobrar en casos concretos. Para el caso de nià ±os detenidos en la frontera, se recomienda informarse sobre quà ©Ã‚  organizaciones que brindan gratuitamente ayuda legal para estos menores. Cundo elegir abogado es muy recomendable Pero habr situaciones en lo que lo ms recomendable es contar con la ayuda de un profesional que le ayude a presentar a tiempo todos los papeles necesarios y a representarlo, si fuera necesario,ante las autoridades migratorias o la corte. Adems, tenga en cuenta que las leyes migratorias cambian con frecuencia, y lo que funcionà ³ para un familiar o conocido hace unos aà ±os puede que ya no sea aplicable a su caso, aunque sean muy parecidos. Y asuntos privados como un divorcio o un casamiento o problemas que parecen poco importantes como una detencià ³n por conducir bajo la influencia del alcohol o drogas (DIU) pueden tener importantes efectos migratorios. Para casos como estos lo mejor es contar con un buen abogado. Y, por supuesto, para:   casos de deportacià ³n, para decidir cà ³mo lucharla o si solicitar una salida voluntaria o un aplazamiento de la deportacià ³n (tambià ©n conocido como suspensià ³n o stay)  presentarse a corte,  cà ³mo cambiar de estado una citacià ³n para presentarse en cortepeticià ³n de perdà ³n y evitar  errores en el waiver por presencia ilegalasilocondena o acusacià ³n de haber cometido una felonà ­aabuso de condiciones de visas de trabajo Hno respeto al salario mà ­nimo, incluidos los trabajadores indocumentadosproteccià ³n por violencia domà ©stica (VAWA)por ser và ­ctima de violencia,trfico humanodivorcio cuando la green card se ha obtenido por matrimonio,etc. Incluso casos que pueden parecer simples como solicitar la residencia permanente por matrimonio o los papeles para hermanos pueden ser -como se puede ver en esos enlaces- procesos largos que precisan de muchos papeles. Adems, recordar que en Estados Unidos sà ³lo abogados con licencia y representantes acreditados pueden brindar asesorà ­a legal. Los notarios no pueden hacerlo.   Sin embargo, la experiencia de miles de inmigrantes muestra que pocas decisiones como contar con un mal abogado pueden causar tantos disgustos, pà ©rdida de dinero, demoras en los trmites e incluso problemas serios con el Servicio de Naturalizacià ³n e Inmigracià ³n (USCIS, por sus siglas en inglà ©s). 8 consejos para contratar a un buen abogado migratorio En primer lugar, pregunte: pida recomendaciones sobre abogados entre sus familiares, amigos y compaà ±eros de trabajo. Todo el mundo que ha utilizado los servicios de un abogado migratorio tiene una opinià ³n buena o mala. Elimine a los que reciben crà ­ticas razonables y haga un listado con los recomendados. Consulte tambià ©n con un par de organizaciones defensoras de los derechos de los inmigrantes ya que pueden ofrecerle tips valiosas. En segundo lugar, exija: es mejor que el abogado que se ocupe de su asunto se dedique a temas migratorios y no sea un especialista en todo. Pero asegà ºrese de que no se trata de un mega especialista en un tema migratorio que nada tiene que ver con su caso. Por ejemplo, poco le podr ayudar si su campo de especializacià ³n es el asilo polà ­tico si lo que usted que necesita es conseguir una green card para un familiar. En tercer lugar, verifique: consulte con la asociacià ³n de abogados de su estado -Bar Association- para asegurarse que el abogado que desea contratar tiene todas las licencias pertinentes y no ha sido sancionado por comportamientos poco profesionales. Puede buscar informacià ³n adicional en asociaciones como la AILA, la asociacià ³n de abogados de inmigracià ³n con ms de 11,000 afiliados. Hay que resaltar que los denominados consultores de inmigracià ³n y notarios no actà ºan legalmente en todos los estados y que el USCIS no los considera personas con capacidad para representarle a usted ante la Administracià ³n o en Corte, ni tampoco para brindar asesorà ­a legal migratoria. Sin embargo sà ­ estn autorizados para llenar formularios, pero nada ms. En cuarto lugar, compare: muchos abogados le ofrecern la oportunidad de tener gratis una primera cita. Aproveche para entrevistarse con unos cuantos. El abogado le debe dar confianza. Usted debe sentirse cà ³modo para explicarle bien su caso y hacerle todas las preguntas que considere necesarias.Debe quedar bien claro cul es su tarifa, cà ³mo trabaja, cul es su experiencia en y cà ³mo y se van a comunicar durante el caso. En quinto lugar, elija al mejor para su caso: no se deje llevar por el impulso de escoger a un abogado de su paà ­s de origen o a uno que hable espaà ±ol por esas razones. Elija simplemente al que usted cree que es el mejor para llevar su caso. Si usted no se siente cà ³modo hablando en inglà ©s y el abogado que le gusta no habla espaà ±ol pida la ayuda de un intà ©rprete. Hoy en dà ­a es muy comà ºn que las oficinas de abogados de inmigracià ³n tengan al menos una persona para comunicarse con efectividad con los hispanohablantes. En sexto lugar, no elija un abogado solamente porque es el que trabaja ms barato. A veces lo barato sale caro, pero tampoco elija al que pide los honorarios ms altos sà ³lo por esa razà ³n. Compare precios y los servicios, experiencia y atencià ³n que se ofrecen a cambio y escoja lo que le parezca ms razonable. Y tenga claro si le va a cobrar una tarifa plana o le va a cobrar por hora y, en este à ºltimo caso, cà ³mo se contabilizan las gestiones. Estas son las  cuotas promedio que pueden cobrar los abogados,  dependiendo del tipo de trmite. En sà ©ptimo lugar, recuerde siempre que usted es el jefe (patrà ³n): una vez que ya tenga abogado, confà ­e en su eleccià ³n. Pero si honestamente cree que se ha equivocado con su eleccià ³n y que no le pone suficiente atencià ³n a su caso o que se olvida de notificaciones importantes o que no responde a las llamadas en un plazo razonable, considere la posibilidad de despedirlo y contratar a otro profesional. En octavo lugar: es su caso, no el de su abogado: usted debe tener un mà ­nimo entendimiento de cà ³mo estn las cosas, de quà © papeles son necesarios, quà © plazos hay que cumplir y cules son las consecuencias si algo se hace mal. Hay que ser especialmente cuidadoso con los plazos, ya que si no se respetan las consecuencias recaern sobre usted. Por ello, es recomendable que lleve al dà ­a un calendario y un pequeà ±o diario sobre el estado de sus diligencias ante las autoridades migratorias. Guarde copia de todas las cartas, gestiones, facturas y rà ©cords de pago. Recuerde que es usted la persona que sufrir o disfrutar las consecuencias de las decisiones del USCIS, no su abogado. Cà ³mo obtener asesorà ­a migratoria sin contratar a un abogado A veces por mucho que se quiera no se tiene el dinero para contratar a un abogado. Pero hay trmites que lo mejor siempre es contar con asesorà ­a legal. Intente encontrar a un abogado pro bono (que no cobra por un caso) para que se haga cargo del suyo. Otra opcià ³n es consultar con una organizacià ³n de apoyo a inmigrantes que puede prestar servicios legales migratorios a bajo costo o pueda referirlo a un abogado de tarifas moderadas y de confianza. Asimismo, los  mexicanos pueden solicitar ayuda para elegir abogado marcando gratuitamente al telà ©fono de la CIAM, donde pueden referir a abogados reputados expertos en el tema que le interesa a cada migrante.   Si usted cree que ha sido và ­ctima de un fraude migratorio, puede reportarlo anà ³nimamente marcando al telà ©fono de ICE  1-866-347-2423.   Finalmente, à ©ste es un listado de telà ©fonos a los que se puede marcar para informarse sobre trmites relacionados con migracià ³n, como arrestos, detenciones, trmites con USCIS, etc. Este es un artà ­culo informativo. No es asesorà ­a legal.

Reflection on Research Interview Schedule Paper Example | Topics and Well Written Essays - 750 words

Reflection on Interview Schedule - Research Paper Example In this step, one gives an opinion of what should have been done to obtain better results. Finally, an action plan is stated. Specifically, an action plan includes recommendations for changing the situation if it occurs This report is a reflective essay examining the process of developing and conducting an interview. An interview is a data collection mechanism often used in conducting qualitative research. The primary aim of conducting an interview is to comprehend an interviewees perception or experience (Gillard et al., 2012, p. 26-1137).The interview was carried out to collect data from students in the health promotion top-up degree. The three types of interviews are a structured interview, unstructured, and a semi-structured interview. The study used a semi-structured interview in conducting the research. Specifically, a semi-structured interview involves both planned and unplanned questions. For this reason, it is preferred to other methods as it is open and enables the researcher to gather maximum information possible during the interview. Furthermore, it does not limit a person to what they can say. Therefore, it promotes interaction and creates a room for clarification. The interviewee can ask questions that are not included in the manual or plan (Markel, 2013). The semi-structured interview includes different forms of questions covering the same topic. Notably, the questions can be framed in varying formats but still cover the research topic. I felt comfortable dealing with a semi-structured interview because it gives one the freedom to modify questions to suit different contexts (Galletta and Cross, 2013). The Gibbs reflection model was utilized to reflect on the interview. The following questions helped in gathering information about the progress The research topic seemed very particular. The target population was limited to students pursuing the health promotion top-up degree. Proper preparation and implementation were essential

Applied Sports Coaching Science and Performance Essay

Applied Sports Coaching Science and Performance - Essay Example Sensor (2012) states research has shown that the expert coach performed well. One book, We Have Met the Enemy, And It Is Us, states that the coach plays an important role in training the table tennis learners. Research shows that there is a strong relationship between the coaching performance and the related academic references. Research states that the expert coach correctly meets the learners’ halfway to enhance cooperation, separating the training of the beginner learners from experts, and offering sport scholarship incentives to hasten learner’s mastery of the lessons. The Research shows that the novice coach never implemented the learning theories. The expert coach educator can be described as â€Å"a physical educator who is a highly trained, broad-based, experienced professional practitioner who can bring anatomical, physiological, mechanical, psychological, and maturational aspects of human movement together, and combine an extensive activity base with sound ph ilosophical and pedagogical principles†. Summarizing the above discussion, I saw the expert coach implement the three relevant learning theories to sports training, unlike the novice coach. I observed the expert coach built cooperation between the learners and the coach in the sports training, unlike the novice coach who just let the players play for two hours. Evidently, I observed the expert table tennis coach successfully implemented the relevant learning theories to win more sports tournaments. However, the novice coach unfavorably refused to implement the three learning theories.