Simple Random Sampling vs. Systematic Random Sampling

Simple Random Sampling vs. Systematic Random Sampling When we form a statistical sample we always need to be careful in what we are doing. There are many different kinds of sampling techniques that can be used.  Some of these are more appropriate than others. Often what we think would be one kind of sample turns out to be another type. This can be seen when comparing two types of random samples. A simple random sample and a systematic random sample are two different types of sampling techniques. However, the difference between these types of samples is subtle and easy to overlook.  We will compare systematic random samples with simple random samples. Systematic Random vs. Simple Random To begin with, we will look at the definitions of the two types of samples that we are interested in.  Both of these types of samples are random and suppose that everyone in the population is equally likely to be a member of the sample. But, as we will see, not all random samples are the same. The difference between these types of samples has to do with the other part of the definition of a simple random sample. To be a simple random sample of size n, every group of size n must be equally likely of being formed. A systematic random sample relies on some sort of ordering to choose sample members. While the first individual may be chosen by a random method, subsequent members are chosen by means of a predetermined process. The system that we use is not considered to be random, and so some samples that would be formed as a simple random sample cannot be formed as a systematic random sample. An Example Using a Movie Theater To see why this is not the case, we will look at an example. We will pretend that there is a movie theater with 1000 seats, all of which are filled. There are 500 rows with 20 seats in each row. The population here is the entire group of 1000 people at the movie. We will compare a simple random sample of ten moviegoers with a systematic random sample of the same size. A simple random sample can be formed by using a table of random digits. After numbering the seats 000, 001, 002, through 999, we randomly choose a portion of a table of random digits. The first ten distinct three digit blocks that we read in the table are the seats of the people who will form our sample.For a systematic random sample, we can begin by choosing a seat in the theater at random (perhaps this is done by generating a single random number from 000 to 999). Following this random selection, we choose this seat’s occupant as the first member of our sample. The remaining members of the sample are from the seats that are in the nine rows directly behind the first seat (if we run out of rows since our initial seat was in the back of the theater, we start over in the front of the theater and choose seats that line up with our initial seat). For both types of samples, everyone in the theater is equally likely to be chosen. Although we obtain a set of 10 randomly chosen people in both cases, the sampling methods are different. For a simple random sample, it is possible to have a sample that contains two people who are sitting next to each other. However, by the way that we have constructed our systematic random sample, it is impossible not only to have seat neighbors in the same sample but even to have a sample containing two people from the same row. What’s the Difference? The difference between simple random samples and systematic random samples may seem to be slight, but we need to be careful. In order to correctly use many results in statistics, we need to suppose that the processes used to obtain our data were random and independent. When we use a systematic sample, even if randomness is utilized, we no longer have independence.

3 Important Things All New Truck Drivers Need to Know

3 Important Things All New Truck Drivers Need to Know The trucking life sounds like it could be a country song: open road, deadlines to meet, lone soul getting it done. But the reality is that it’s a career like any other, and shares a lot of the same hard truths and anxiety points that affect people just starting out in any industry. Here are three things you should expect from your first year on the road. 1. It’s going to be tough out there.You’re literally putting in the miles. Maybe you’re homesick, or being in a truck cab for 20 hours a day isn’t quite what you thought it would be like. Many newbie truckers opt out during that first year, having decided that it wasn’t the right job for them. However, it’s important to know that if you can stick it out, life will get easier. Expect to make hard decisions about whether this is really the right choice for you.2. Your trucking company is just like any other workplace.Even though you’re not sitting in a cubicle for eight hours a da y, you will face some of the same workplace expectations and constraints as regular office workers. Set performance expectations with your bosses, and be open with them about your progress. Remember, someone is trusting you with their cargo- it can take time to build that trust and be able to have the kind of relationship where they know you’ll get it done.3.   You will need to be flexible.Things will not always go 100% as planned. There are so many variables out on the road (weather, traffic, the unpredictability of other drivers) that chances are at some point you’ll need to do some creative problem solving to get where you need to go. Whether that’s working with suppliers to correct a mistake (did Car Parts Inc. really order the 5 tons of cotton candy the warehouse just put on your truck?) or figuring out how to make a tight deadline when you’re two states away and the snow’s about to start, don’t stress. There’s always a solutio n, and even though you may need to come up with it on the fly, expect the unexpected and you’ll be able to make it through.Once you get through this adjustment period and you’re a veteran driver, it might be time to write that hit song about your experiences traveling the country in a big rig. But in the meantime, keep your eyes on the road and get ready for an interesting ride!Read More at greatcdltraining.com

Ethical Challenges Involved in Engineering Essay

Ethical Challenges Involved in Engineering - Essay Example †¢Ã‚  Ã‚  Ã‚   Large systems operated by super-intelligent software packages designed and manipulated by the smartest people can lead to disasters if the smart people fail to be ethical. †¢Ã‚  Ã‚  Ã‚   Because of the rapid rate of advancement of technology, engineering graduates are literally absolute in their level of technological knowledge almost immediately upon graduation from college. †¢Ã‚  Ã‚  Ã‚   Historically, professional engineering licenses were lifetime approval to practice engineering provided that renewal fees were paid in a timely manner as required by the various licensing and regulatory boards and agencies. †¢Ã‚  Ã‚  Ã‚   The first specialization to occur was to separate civil engineering from military engineering. †¢Ã‚  Ã‚  Ã‚   The purpose of formally recognizing or accrediting certification programs is to provide the engineering profession and the general public with assurance that certification programs do not meet a set of rigorous standards.

Writer's choice Article Example | Topics and Well Written Essays - 250 words - 2

Writer's choice - Article Example Simplicity is maintained in the disciplinary plans at different stages of the corrective course.Every decision that the top management council, behaviour committee, as well as panels come to, are made public unless the act is considered to be not in the interest of the public. More details are put out in the publication plan of the disciplinary plans of financing reporting council. Safeguarding the public interest by protecting the public, maintaining public confidence in the accountancy and actuarial professions and declaring and upholding proper standards of conduct by accountants and actuaries; The FRC can start a disciplinary investigation in one of two ways: (i) the professional bodies can refer cases to the FRC; and (ii) the FRC may decide of its own accord to investigate a matter.   The Conduct Committee will consider each case identified or referred to it and decide whether or not the criteria for an investigation are met. Investigations are conducted by Executive Counsel and the professional discipline team within the Conduct Division.   The decision about whether to bring disciplinary proceedings rests with Executive Counsel.   If disciplinary proceedings are to be commenced, Executive Counsel will file a complaint with the Conduct Committee.   The Conduct Committee will instruct the Convener to appoint a Disciplinary Tribunal. Transparency is provided for in the disciplinary Schemes at various stages of the disciplinary process.   All decisions made by the Conduct Committee, Executive Counsel and Tribunals are publicised unless the Conduct Committee considers publication would not be in the public interest.   Further detail is set out in the FRC’s Publication Policy for the Disciplinary

Market Equilibration Process Paper Essay Example for Free

Market Equilibration Process Paper Essay The market equilibration process occurs when the market can reach and maintain a balance between the supply and demand. It also includes what manufacturers take in consideration of what can help lead their firms so they can maximize profits with units sold and match what consumers are willing to spend on an item. This will lead to market equilibration. With family, finances must have equilibration to maintain a good life. Prior to making major purchases or planning vacations, there are several options to consider. What should be done is assess the family finances. Each family need to account for all income during each pay period, then figure what they are going to pay as monthly expenses like rent, electricity, water, credit cards, cell phones, cables and putting money into the family savings. This information will help to determine the families’ income so they can plan their next major purchase or family vacation. If planning a vacation there needs to be consideration for the total cost and what is available to spend, and second is the real income effect, has there been a change in a families’ purchasing power. The law of demand according to McConnel (2009) states, â€Å" Other things equal, as price falls, the quantity demanded rises, and as price rises, the quantity demanded falls.† When there is a change in determinants of demand in the family for examples; income of the family, the cost of an item, and the expectations of the family. Each of these determinants will have an effect on the demand. The demand will either shift to the right with an increase or to the left indicating a decrease. The law of supply according to McConell, (2009) states, â€Å" As prices rises, the quantinty supplied rises; as price falls, the quantity supplied falls.† So with higher prices production is increased and profits are increased. Changes in family income will affect the supply determinants. This will cause a shift to the left to decrease the supply. These determinants  includes resource prices, job market, employment, taxes, and prices of other goods. Efficient markets theory states that all working financial markets react at the very moment to any new information for families, this means the price in vacation is placed at that very moment, and any family has a chance to act on it or not. At times, the resources are lacking and the consumer demand outweighs the available supply or the supply is greater than the demand. This is when the equilibrium shifts and causes either a shortage or a surplus. With shortages in this case there is an excess in the demand or low supply of income. This will result in a price increase and those prices will prevail. Then when there is a surplus of an income this will cause the family to have more expendable income. To obtain market equilibrium there has to be a balance between both supply and demand. References Economics Online. (n.d). Market Equiblrium. Retrieved from http://www.economicsonline.uk/competitive_markets/Market_equlibrium.html McConell, C. R., Brue, S. L., Flynn, S. M. (2009). Economics, Principles, Problems, and Policies (18th ed.). New York, NY: The McGraw-Hill. NASDAQ. (n.d). Efficient marets theory (EMT). Retrieved from http://www.nasdaq.com/investing/glossary/e/efficient-market-theory

Graduation Speech: Mom and Dad, Your Babies Have Grown Up! :: Graduation Speech, Commencement Address

The year 2012 is as unique as our class that’s graduating within it. As the Class of 2012, we should be prepared to answer questions about the things that make us unique. Our children will revisit this historic year through their text books, their TV reruns and our own high school keepsakes which we have held on to over the years. With all this attention will come questions from our children, questions like: "Hey dad, what’s an email?" Or, "What's Facebook?" As our yearbooks are taken from our shelves and our photo albums are cracked open once again, our kids will certainly be curious to ask: — Hey dad, was your hair blond all through high school? As our kids rummage through our old boxes of high school stuff there will be questions like: — Weren’t you supposed to return this library book? It looks like you haven’t even cracked the cover." Or, — Where did these 10 parking tickets come from? I thought there was a parking lot at County High." The year 2012 has been anticipated since 1997, when our mothers and fathers looked at us as newborns and said, "Hey, our baby is going to graduate in the year 2012." Well, Mom and Dad, your babies have grown up! This is a special date and an exciting time of our lives, and as we move into this next stage let us never forget the experiences that we have had. I encourage everyone to appreciate not only the uniqueness of our generation but the uniqueness of others. As we go our separate ways, embrace diversity, meet new people, and listen to different perspectives.

The Hunters: Moonsong Chapter Twelve

â€Å"Good practice,† Christopher said, stopping next to Matt as he headed out of the locker room. â€Å"You've got some great moves, man.† â€Å"Thanks,† Matt said, glancing up from putting on his shoes. â€Å"You were looking pretty good out there yourself.† He could tel Christopher was going to be a solid team-mate, the kind of guy who did his job and focused on the big picture, working to help the rest of the team. He was a great roommate, too, generous and laid-back. He didn't even snore. â€Å"Want to skip the dining hal and order a pizza?† Christopher asked. â€Å"This is my night to beat you at Guitar Hero – I can feel it.† Matt laughed. In the couple of weeks they'd been living together, he and Christopher had been working their way through al the Wii games Christopher had brought with him to school. â€Å"Al right, I'l see you back at the room.† Christopher slapped him on the back, grinning widely. After Christopher left, Matt took his time getting his things together, letting the other guys get out of the locker room ahead of him. He felt like walking back to the dorm alone tonight. They were a nice bunch of guys, but he was sore and tired. Between footbal practices and Vitale Society pledge activities, he'd never worked his body quite so hard. It felt good. He felt good. Even the stupidest of the Vitale activities – and some of them were pretty stupid: they'd had to work in teams to build houses out of newspaper the other night – were kind of fun, because he was getting to know some amazing people. Ethan had been right. As a group, the pledges were smart, determined, talented, everything you'd expect. And he was one of them. His classes were interesting, too. Back in high school he'd gotten okay grades but had mostly just done what he had to do to pass. The Civil War, geometry, chemistry, To Kill a Mockingbird: al his schoolwork had sort of blended into the background of his real life of friends and sports. Some of what he was doing at Dalcrest was like that, too, but in most of his classes, he was starting to see connections between things. He was getting the idea that history, language, science, and literature were al parts of the same thing – the way people thought and the stories they told – and it was real y pretty interesting. It was possible, Matt thought, with a self-mocking grin, that he was â€Å"blossoming† in col ege, just like his high school guidance counselor had predicted. It wasn't ful y dark yet, but it was getting late. Matt sped up, thinking about pizza. There weren't a lot of people roaming the campus. Matt guessed they were either in the cafeteria or holed up in their rooms, afraid. He wasn't worried, though. He figured there were a lot more vulnerable targets than a footbal player. A breeze started up, waving the branches of the trees on the quad and wafting the smel of grass to Matt. It stil felt like summer. In the bushes, a few early-evening fireflies blinked on and off. He rol ed his shoulders, enjoying the stretch after a long practice. Up ahead, someone screamed. A guy, Matt thought. The cry cut off suddenly. Before he could even think, Matt was running toward the sound. His heart was pounding, and he tried to force his tired legs to move faster. That was a sound of pure panic, Matt thought. He strained his ears but didn't hear anything except his own ragged breaths. As he came around the business building, a dark figure that had been bent over something in the grass took off, its long skinny legs flying. It was moving fast, and its face was completely concealed by a hoodie. Matt couldn't even see if it was a guy or a girl. He angled his own stride to race after the figure in black but came to a sudden halt by the shape in the grass. Not just a shape. For a moment, Matt's mind refused to process what he was seeing. The red and gold of a footbal jersey. Wet, thick liquid spreading across it. A familiar face. Then everything snapped into focus. He dropped to his knees. â€Å"Christopher, oh no, Christopher.† There was blood everywhere. Matt frantical y felt at Christopher's chest, trying to figure out where he could put pressure to try to stop the bleeding. Everywhere, everywhere, it's coming from everywhere. Christopher's whole body was shaking, and Matt pressed his hands against the soaking footbal jersey to try to hold him stil . Fresh blood ran in thick crimson streams against the brighter red of the jersey's material. â€Å"Christopher, man, hold on, it's going to be okay. You'l be okay,† Matt said, and pul ed out his phone to dial 911. His own hands were covered with blood now, and the phone was a slimy mess as he held it to his ear. â€Å"Please,† he said, his voice shaking, â€Å"I'm at Dalcrest Col ege, near the business building. My roommate, someone attacked my roommate. He's bleeding a lot. He's not conscious.† The 911 operator started to ask him some questions and Matt tried to focus. Suddenly Christopher opened his eyes, taking a deep gulp of air. â€Å"Christopher,† Matt said, dropping his phone. â€Å"Chris, they're sending an ambulance, hold on.† The shaking got worse, Christopher's arms and legs vibrating in a rapid rhythm. His eyes settled on Matt's face, and his mouth opened. â€Å"Chris,† Matt said, trying to hold him down, trying to be gentle, â€Å"who did this? Who attacked you?† Christopher gasped again, a hoarse gulping sound. Then the shaking stopped, and he was very stil . His eyelids slid down over his eyes. â€Å"Chris, please hold on,† Matt begged. â€Å"They're coming. They'l help you.† He grabbed at Christopher, shook him a little, but Christopher wasn't moving, wasn't breathing. Sirens sounded in the distance, but Matt knew the ambulance was already too late.

Asian Paints Hr Strategy

ASIAN PAINTS LIMITED CODE OF CONDUCT FOR EMPLOYEES Page 1 of 11 Asian Paints – Confidential 14 January 2011 1. INTRODUCTION Asian Paints Limited (the Company) is committed to good corporate governance and has consistently maintained its organisational culture as a remarkable confluence of high standards of Professionalism, Growth, and Building Shareholder Equity with principles of Fairness, Ethics and Corporate Governance in spirit. 2. APPLICABILITY OF THIS CODE Ethical business conduct is critical to our business.As an organisation, we have taken it upon us to lay down this Code of Conduct for all our employees to uphold our commitment to ethical conduct. All the employees of the Company and the employees of its subsidiaries are therefore, expected to read and understand this Code, uphold these standards in day-to-day activities, and comply with: all applicable laws; rules and regulations; and all applicable policies and procedures adopted by the Company that govern the condu ct of its employees and to ensure that the various stakeholders of the Company are aware, understand and comply with these standards.Nothing in this Code or in any related communications (verbal or written) thereto shall constitute or be construed to constitute a contract of employment for a definite term or a guarantee of confirmed employment. All the employees of the Company shall affirm compliance with the code on an annual basis. 3. HONEST AND ETHICAL CONDUCT The Company expects all the employees to act in accordance with the highest standards of personal and professional integrity, honesty and ethical conduct, whenever the Company’s business is being conducted or at any place where such employees are representing the Company.The Company considers honest conduct to be conduct that is free from fraud or deception. The Company considers ethical conduct to be conduct conforming to the accepted professional standards of conduct. Ethical conduct includes ethical handling of ac tual or apparent conflicts of interest between personal and professional relationships. Page 2 of 11 Asian Paints – Confidential 14 January 2011 4. RELATIONSHIP WITH THE COMPANY Conflict of Interest The employees of the Company shall not generally engage in any business, relationship or activity which might detrimentally conflict with the interest of the Company or any of its subsidiaries.The main areas of actual or potential conflicts of interest would include the following: †¢ Financial interest of employees or his relatives, including the holding of an investment in the subscribed share capital of any company or a share in any firm which is an actual or potential competitor, supplier, customer, distributor, joint venture or other alliance partner of the Company. (The ownership of up to 1 per cent of the subscribed share capital of a publicly held company shall not ordinarily constitute a financial interest for this purpose. ) †¢ A employee of the Company conducti ng business on behalf of his or her ompany, or being in a position to influence a decision with regard to his or her company's business with a supplier or customer of which his or her relative is a principal, officer or representative, resulting in a benefit to him/her or his/her relative. Notwithstanding that such or other instances of conflict of interest exist due to any historical reasons, adequate and full disclosure by the interested employees should be made to the Vice President – Human Resources before any business amounting to an actual or potential conflict of interest is conducted.It is also incumbent upon every employee to make a full disclosure of any interest which the employees or his/her immediate family relatives, (which would include parents, spouse and dependent children) may have in a company or firm which is a supplier, customer, distributor or has other business dealings with the Company before any business is conducted with such a supplier, customer, di stributor or business associate.Every such disclosure as mentioned above shall be done in writing and shall be submitted to the Vice President – Human Resources, who in consultation with the Company Secretary/ Compliance Officer and the Managing Director & CEO, will communicate to the concerned employee to take necessary action, as advised, to resolve/ avoid the conflict, if any. Any employee’s duty to the Company demands that he or she generally avoids conflicts of interest. If a conflict of interest exists, the Company demands that he/she discloses actual and apparent conflicts of interest in the aforesaid manner.It is a conflict of interest to serve as a director of any Company that competes with the Company. The Company’s policy requires that an employee obtain prior approval from the Board of Directors and the Company’s Audit Committee before accepting such a directorship. Prevention of Fraud Policy: This policy applies to any irregularity, or suspec ted irregularity, involving employees as well as vendors, contractors, customers and/ or any other entities having a business relationship with the Company. The term fraud comprises the use of Page 3 of 11Asian Paints – Confidential 14 January 2011 deception with the intention of gaining an advantage, avoiding an obligation or causing loss or has the potential to cause loss to the company by one or more individuals viz. management, employees or third parties. Fraud may include such acts as deception, bribery, forgery, extortion, corruption, theft, conspiracy, embezzlement, misappropriation, false representation, leakage of confidential and sensitive information pertaining to the company, concealment of material facts and collusion.Any act of fraud or corruption in or against the Company or any abetment to such fraud/ corruption will not be tolerated. All employees are required to report frauds and suspicions of fraud. Knowing or wilful failure to report any such matter shall be construed as connivance and may invite disciplinary action. All employees are also required to take the responsibility of detecting and preventing fraud in their areas of work and co-operate fully in the internal checks and investigation of frauds. The Prevention of Fraud policy is available on Egloo at My HR Applications – HR Helpdesk.Receiving and Giving Gifts and Favours: All employees (including their immediate family member) shall not accept or give a gift or favour of any nature from any supplier, vendor, dealer, contractor, customer, competitor or any business associate. This prohibition does not apply to routine two way exchange of normal business courtesies, which might reasonably be expected to be exchanged in the ordinary course of business. These courtesies include business lunch/dinner and exchange of company diaries and calendars, pens with company logo and the like that are not lavish in any way.If a gift is inadvertently received it should be promptly retur ned with a polite note explaining that it is contrary to the Company policy. Any favour which is inadvertently received or extended is to be brought to the notice of the Vice President – Human Resources immediately. In case of any favour being received or extended in the context of an emergency (e. g. medical emergency), the event of such a favour being received or extended is to be brought to the notice of the reporting manager by the employee. A circular on policy regarding gifts has already been issued to all employees by Human Resources Department.The policy is available on Egloo at My HR Applications – HR Helpdesk. All employees shall conform to the gift policy of the Company. Corporate Opportunities: The employees may not exploit for their own personal gain opportunities that are discovered through the use of corporate property, information or position, unless the opportunity is disclosed fully in writing in the manner as prescribed under this policy. Recruitment of Relatives: Employees are prohibited from influencing the hiring/ recruitment of their relatives in any position with or without remuneration in the organisation.In the event of any relative seeking an opportunity to be employed with the organisation, the concerned employee shall inform the Vice President – Human Resources. The recruitment shall be done as per the rules laid down therein by the Company in conformance with the standards set for recruitment of employees in the Company. Page 4 of 11 Asian Paints – Confidential 14 January 2011 Local Rules and Regulations: Employees are expected to follow all the rules and regulations laid down at their respective workplaces with regard to discipline, workplace timings, dress code, etc.These rules and regulations are made available to the employees at their respective locations. Other Situations: It would be impractical to attempt to list all possible situations. If a proposed transaction or situation raises any question s or doubts they must be resolved after consultation with the Vice President – Human Resources. 5. HEALTH, SAFETY AND ENVIRONMENT The Company shall strive to provide a safe and healthy working environment and comply, in the conduct of its business affairs, with all regulations regarding the preservation of the environment of the territory it operates in.The Company shall be committed to prevent the wasteful use of natural resources and minimize any hazardous impact of the development, production, use and disposal of any of its products and services on the ecological environment. Company policy prohibits sexual harassment, harassment based on race, religion, national origin, ethnic origin, color, gender, age, citizenship, veteran status marital status or a disability unrelated to the requirements of the position or any other basis protected by the central, state or local law or ordinance or regulation.If you believe that you have been harassed, submit a complaint to your own o r any other company manager. In addition, if you believe you have been sexually harassed, you may submit a complaint to the Vice President – Human Resources. The policy on Prevention of Sexual Harassment is available on Egloo at My HR Applications – HR Helpdesk. 6. RESPECT FOR HUMAN RIGHTS The Company reiterates its belief in and adherence to the principles of human rights as enshrined in the Universal Declaration of Human Rights of the United Nations and to act in accordance with the principles laid down in it.It will also respect and abide by the requirements, in this behalf, of the countries in which it operates. The Universal Declaration of Human Rights of the United Nations is available at the url: http://www. un. org/en/documents/udhr/ 7. ACCOUNTING AND PAYMENT PRACTICES All transactions should be fully and accurately recorded in the Company's books and records in compliance with all applicable laws. All required information shall be accessible to the company's a uditors and other authorized persons and government agencies.False or misleading entries, unrecorded funds or assets, or payments without appropriate supporting documentation and approval are strictly prohibited and violate Company policy and the law. There shall be no willful omissions of any company transactions from the books and records. Any willful material misrepresentation of and/or misinformation of the financial accounts and reports shall Page 5 of 11 Asian Paints – Confidential 14 January 2011 be regarded as a violation of the Code apart from inviting appropriate civil or criminal action under the relevant laws.Additionally, all documentation supporting a transaction should fully and accurately describe the nature of the transaction and be processed in a timely fashion. Employees are required to ensure that they claims of reimbursement of expenses are based on actual spends and are supported by valid documents as required. Any misrepresentation of facts, false claim s or submission of invalid documents shall invite appropriate disciplinary action. 8. MAINTAINING AND MANAGING RECORDSThe purpose of this section is to set forth and convey the Company's business and legal requirements in managing records, including all recorded information regardless of medium or characteristics. These records include paper documents, CDs, computer hard disks, email, floppy disks, microfiche, microfilm or all other media. The Company is required by local, state, foreign and other applicable laws, rules and regulations to retain certain records and to follow specific guidelines in managing its records. Company records:The results of operations and the financial position of the Company must be recorded in accordance with the requirements of law and generally accepted accounting principles. It is Company policy, as well as a requirement of law, to maintain books, records and accounts that in reasonable detail accurately and fairly reflect the business transactions and disposition of assets of the Company. The integrity of the Company’s accounting and financial records is based on the accuracy and completeness of the basic information supporting entries to the Company’s books of accounts.The employees involved in creating, processing and recording such information are held responsible for its integrity. Every accounting or financial entry should reflect exactly what is described by the supporting information. There must be no concealment of information from (or by) management, or from the Company’s internal or independent auditors. No payment on behalf of the Company shall be approved or made with the intention or understanding that any part of such payment is to be used for any purpose other than that described by the documents supporting the payment.No false or misleading entries may be made in any books or records of the Company for any reason, and no fund, asset or account of the Company may be established, acquired or ma intained for any purpose unless such fund, asset or account is properly reflected in the books and records of the Company. No corporate funds or assets should be used for any unlawful or improper purpose. Revenue and expenses should be properly recognized on a timely basis. Assets and liabilities should be properly recorded and appropriately valued.Page 6 of 11 Asian Paints – Confidential 14 January 2011 9. PROTECTING COMPANY’S ASSETS AND CONFIDENTIAL INFORMATION Protecting company assets: The assets of the company should not be misused but employed for the purpose of conducting the business for which they are duly authorised. These include tangible assets such as equipment and machinery, systems, facilities, materials, resources as well as intangible assets such as patents, trademarks, proprietary information, relationships with customers and suppliers, etc.Confidential Information: The Company's confidential information is a valuable asset. The Company's confidential information includes product architectures; formulations, trade secrets, manufacturing plans, names of vendors, raw materials used, prices of raw materials, source codes; product plans and road maps; names and lists of customers, dealers, and employees; and financial information and any other information This information is the property of the Company and may be protected by patent, trademark, copyright and trade secret laws.All employees are prohibited from disclosing such information. In case need arises, all confidential information must be used for Company’s business purposes only. Every employee must safeguard it. This responsibility includes not disclosing the Company confidential information over the Internet or otherwise. The employees are also responsible for properly labeling any and all documentation shared with or correspondence sent to outside counsel as â€Å"Attorney-Client Privileged†.This obligation extends to confidential information of third parties , which the Company has rightfully received under NonDisclosure Agreements. Obligations of the employees with respect to Company Confidential Information are: †¢ Not to disclose this information to persons within the Company or outside of the Company without prior approval of the Compliance Officer or Vice – President – Human Resources. Not to use this information for the employee’s own benefit or the benefit of persons outside of Company. †¢Not to disclose this information to other Company’s employees except on a â€Å"need to know† or â€Å"need to use† basis and then only with a strong statement that the information is confidential. †¢ Company confidential information is not always of a technical nature. Such information can also include business research, new product plans, strategic objectives, any unpublished financial or pricing information, employee, customer and vendor lists and information regarding customer requirem ents, preferences, business habits and plans.This list, while not complete, suggests the wide variety of information that needs to be safeguarded. †¢ If any employee, his or her obligation to protect Company confidential information continues. Page 7 of 11 Asian Paints – Confidential 14 January 2011 All employees shall not use or proliferate information which is not available to the investing public and which therefore constitutes insider information for making or giving advice on investment decisions on the securities of the Company on which such insider information has been obtained.Such insider information might include the following: †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ acquisition and divestiture of businesses or business units; financial information such as profits, earnings and dividends; announcement of new product introductions or developments; asset revaluations; investment decisions/plans; restructuring plans; major supply and delive ry agreements’ raising finances The ‘Code of Conduct for Prevention of Insider Trading' is applicable to Designated Employees as per the SEBI (Prevention of Insider Trading) Regulations.Its objective is to ensure protection of unpublished price-sensitive information and to ensure that the insiders and those covered by the Code of Conduct for Prevention of Insider Trading, who are or are deemed to be in possession of such information, abstain from transacting in the securities of the Company before the same has been communicated in public. The Code of Conduct for Prevention of Insider Trading is available in Egloo at My HR Applications – HR Helpdesk. All employees are expected to read and understand the policy.The Designated Employees are required to read, understand and comply with the said policy and are also required to make necessary disclosures and declarations as specified in the policy. 10. DISCLOSURE TO THE STOCK EXCHANGES AND PUBLIC It is the Company†™s policy to provide full, fair, accurate, timely and understandable disclosure in reports and documents that are to be filed with or submitted to the stock exchanges where the Company’s shares are listed, statutory authorities and in our other public communications.Accordingly, employees must ensure the compliance with such disclosure controls and procedures. All employees must also respect the confidentiality of information acquired in the course of one's work except when authorized or otherwise legally obligated to disclose. 11. RESPONDING TO INQUIRIES FROM THE PRESS AND OTHERS The requests for financial or business information about Company from the media, press, financial community, the Securities and Exchange Board of India or other regulators or the public must be referred to the Company Secretary/ Compliance Officer. Page 8 of 11Asian Paints – Confidential 14 January 2011 12. COMPLIANCE WITH GOVERNMENT LAWS, RULES AND REGULATIONS All employees must comply wit h all applicable governmental laws, rules and regulations. The employees must acquire appropriate knowledge of the legal requirements relating to their duties sufficient to enable them to recognize potential dangers, and to know when to seek advice from the Legal Department. If the ethical and professional standards set out in the applicable laws and regulations are below that of the code, then the standards of the code shall prevail. 13.SHAREHOLDERS The Company shall be committed to enhance shareholder value and comply with all regulations and laws that govern shareholders' rights. The Board of Directors of the Company will duly and fairly inform its shareholders about all relevant aspects of the company's business, and disclose such information in accordance with the respective regulations. 14. FOSTERING COMPETITION The Company will fully support the development and operation of competitive open markets and will promote the liberalization of trade and investment in each country an d market in which it operates.The Company or its employee will not engage in restrictive trade practices, abuse of market dominance or similar unfair trade activities in order to secure commercial gain or advantage. The Company will support the development of laws that promote, encourage or result in fair competition. The Company expects all the employees to conduct themselves in accordance with the company’s commitment to foster competition. 15. WHISTLE BLOWER POLICYThe objective of this policy is to provide employees and Business Associates a framework and to establish a formal mechanism or process whereby concerns can be raised in line with the Company’s commitment to highest standards of ethical, moral and legal business conduct and its commitment to open communication. The Company shall provide protection to the employees from unethical work practices and irregularities as well as prevent discrimination or retaliation against employees and business associates who report irregularities and also the methods to encourage employees and Business Associates to report evidence of fraudulent activities.The employees can make Protected Disclosures to the Ethics Committee as per the procedure defined in the policy, on becoming aware of any wrongful conduct or activity within 30 days after becoming aware of the same. The identity of the Whistle Blower shall be kept strictly confidential. The Whistle Blower policy is available on Egloo at My HR Applications – HR Helpdesk. Page 9 of 11 Asian Paints – Confidential 14 January 2011 16. VIOLATIONS OF THE CODE It is a part of the employee’s job, and his/her ethical responsibility to help enforce this Code.The employees should be alert to possible violations and report this to the Compliance Officer or the Vice President – Human Resources. The employees should cooperate in any internal or external investigations of possible violations. Actual violations of law, this code, or other C ompany policies or procedures, should be promptly reported to the Compliance Officer or the Vice President – Human Resources. The Company will take appropriate action against those whose actions are found to violate the Code or any other policy of the Company. 17.WAIVERS AND AMENDMENTS TO THE CODE The Company is committed to continuously reviewing and updating our policies and procedures. Therefore, this Code is subject to modification. Any amendment or waiver of any provision of this Code must be approved in writing by the Company’s board of directors and promptly disclosed on the Company’s website and in applicable regulatory filings pursuant to applicable laws and regulations, together with details about the nature of the amendment or waiver. Ernest Louis Vice President – Human Resources Page 10 of 11Asian Paints – Confidential 14 January 2011 ACKNOWLEDGMENT FOR THE EMPOYEES I have received and read the Company's Code of Conduct and Ethics for e mployees. I understand and agree to comply with the standards and policies contained in the above mentioned Code of Conduct and understand that there may be additional policies or laws specific to my job. Name of the Employee Employee Code Designation Location Signature Date This form shall be made available online subsequently for you to acknowledge. Page 11 of 11 Asian Paints – Confidential 14 January 2011

An Overview of the Common Core Assessments

An Overview of the Common Core Assessments The adoption of the Common Core State Standards (CCSS) is arguably the biggest educational shift in the history of the United States. Having a set of national standards that most states have chosen to adopt is unprecedented. However, the bigger shift in traditional educational philosophy will come in the form of the Common Core assessment. While the national adoption of the standards themselves is immense, the potential impact of having a shared national assessment system is even bigger. Most states would argue that the standards they already had in place align pretty well to the Common Core State Standards. However, the rigor and presentation of the new assessments will even challenge your top tier students. Many school administrators and teachers will need to totally revamp their approach in order for their students to succeed on these assessments. What has been the norm when it comes to test prep will no longer be enough. In an age where a premium has been placed on high stakes testing, those stakes will have never been higher than they will be with the Common Core assessments. Impact of a Shared Assessment System There are several potential ramifications of having a shared assessment system. Many of these ramifications will be positive for education and many will no doubt be negative. First of all the pressure placed on students, teachers, and school administrators will be greater than ever. For the first time in educational history states will be able to accurately compare their students’ achievement to students in neighboring states. This factor alone will cause the pressures of high stakes testing to go through the roof. Politicians will be forced to pay more attention and increase funding in education. They will not want to be a low performing state. The unfortunate reality is that many excellent teachers will lose their jobs and others will choose to enter another field simply because the pressure of getting students to perform well on these assessments will be too large. The microscope for which teachers and school administrators will be under will be massive. The truth is that even the best teachers can have students perform poorly on an assessment. There are so many external factors that attribute to student performance that many would argue that basing the worth of a teacher on a single assessment is simply not valid. However, with the Common Core assessments, this will most likely be overlooked. Most teachers will have to increase rigor in the classroom by challenging their students to think critically. This will be a challenge for both students and teachers. In an age where parents are less involved, and students have information readily given to them at the click of a mouse, developing critical thinking skills will be even more of a challenge. This has been arguably one of the most neglected areas of education, and it will no longer be an option to omit it. Students must excel in critical thinking if they are to perform well on these assessments. Teachers will have to restructure how they teach to develop these skills. This will be such as massive shift in teaching and learning philosophies that it may take a generation of students to cycle through before we see a large group truly start to develop these skills. In the end, this shift in educational philosophy will better prepare our students to succeed. More students will be ready to transition to college or will be work ready when they graduate high school. In addition, the skills associated with the Common Core State Standards will prepare students to compete on the global level. Another benefit of a shared assessment system will be that costs to individual states will be reduced dramatically. With each state having its own set of standards, they have had to pay to have tests developed specifically to meet those standards. This is an expensive endeavor and testing has become a multimillion dollar industry. Now with a common set of assessments, states will be able to share in the cost of test development, production, scoring, etc. This could potentially free up more money allowing it to be spent in other areas of education. Who is developing these assessments? There are currently two consortia responsible for developing these new assessment systems. These two consortia have been awarded funding through a competition to design new assessment systems. All states who have adopted the Common Core State Standards have selected a consortium in which they are a partner with other states. These assessments are currently in the development stage. The two consortia responsible for developing these assessments are: SMARTER Balanced Assessment Consortium (SBAC) – Alabama, California, Colorado, Connecticut, Delaware, Hawaii, Idaho, Iowa, Kansas, Kentucky, Maine, Michigan, Missouri, Montana, Nevada, New Hampshire, North Carolina, North Dakota, Ohio, Oregon, Pennsylvania, South Carolina, South Dakota, Utah, Vermont, Washington, West Virginia, Wisconsin, and Wyoming.Partnership for Assessment of Readiness of College and Careers (PARCC) – Alabama, Arizona, Arkansas, Colorado, District of Columbia, Florida, Georgia, Illinois, Indiana, Kentucky, Louisiana, Maryland, Massachusetts, Mississippi, New Jersey, New Mexico, New York, North Dakota, Ohio, Oklahoma, Pennsylvania, Rhode Island, South Carolina, and Tennessee. Within each consortia, there are states that have been selected to be a governing state and others who are a participating/advisory state. Those that are governing states have a representative that gives direct input and feedback into the development of the assessment that will accurately measure student progress toward college and career readiness. What will these assessments look like? The assessments are currently being developed by the SBAC and PARCC consortia, but a general description of what these assessments will look like has been released. There are a few released assessment and performance items available. You can find some sample performance tasks for English Language Art (ELA) in Appendix B of the Common Core State Standards. The assessments will be through course assessments. This means that students will take a benchmark assessment at the beginning of the year, with the option of ongoing progress monitoring throughout the year, and then a final summative assessment towards the end of the school year. This type of assessment system will allow teachers to see where their students are at all times during the school year. It will allow a teacher to more readily cater to a particular students strengths and weaknesses to prepare them better for the summative assessment. The assessments will be computer-based. This will allow for quicker, more accurate results and feedback on the computer scored portion of the assessments. There will be portions of the assessments that will be human scored. One of the biggest challenges for school districts will be preparing for the computer-based assessments. Many districts across the United States do not have enough technology to test their entire district via computer at this time. During the transition period, this will be a priority that districts must prepare for. All students grades K-12 will participate in some level of testing. Grades K-2 tests will be designed to set the foundation for students and also give information to teachers that will help them better prepare those students for the rigorous testing that begins in the 3rd grade. Grades 3-12 testing will be much more tied directly to the Common Core State Standards and will consist of a variety of item types. Students will see a variety of item types including innovative constructed response, extended performance tasks, and selected response (all of which will be computer based). These are much more difficult than simple multiple choice questions as students will be assessed on multiple standards within one question. Students will often be expected to defend their work through a constructed essay response. This means that they simply won’t be able to come up with an answer, but will additionally need to defend the answer and explain the process through written response. With these Common Core assessments, students must also be able to write coherently in the narrative, argumentative, and informative/explanatory forms. An emphasis on balance between traditional literature and informational text is expected within the framework of the Common Core State Standards. Students will be given a passage of text and will have to construct a response based on questions over that passage in a specific form of writing that the question asks for. The transition to these types of assessments will be difficult. Many students will struggle initially. This will not be due to a lack of effort on teachers but will be based more on the overwhelming task at hand. This transition will take time. Understanding what the Common Core Standards are all about and what to expect from the assessments are the first steps in a long process of being successful.

Five Ways Aspiring Screenwriters Can Get an Agents Attention

Five Ways Aspiring Screenwriters Can Get an Agents Attention I’m constantly meeting aspiring screenwriters from around the world, whether on social media, in academic settings, or via professional networking events like Pitchfest, and one question I often hear is, â€Å"How can I get an agent (or manager) if I have no produced credits?† Yes, cause for vexation, especially in Hollywood where chicken-and-egg conundrums abound. Yes, agents and managers are integral to success in the literary screen trade because they provide access to opportunities not otherwise available to fledgling writers. And yes, they put up walls to prevent the inevitable deluge of middling material from every wannabe just because he learned Final Draft. Fortunately, though, they left a few small fissures in their walls where truly talented and resourceful writers might squeeze through, even if those writers have no credits. Perform Well in Competition Screenplay competitions are a viable path to reaching agents and managers – and this includes platforms like The Black List (https://blcklst.com/) – but you have to be selective in which ones you submit to and you have to do well in them. Only a small handful of competitions are going to provide access to literary reps with any real cache. (See more details about these competitions in my previous article, â€Å"The Pros and Cons of Screenplay Competitions†: https://fundsforwriters.com/the-pros-and-cons-of-screenplay-competitions/). Typically, semi-finalists in well-respected contests will get phone calls from reps interested in seeing their material while finalists and winners will get in-person meetings. Get a Client Reference Writers should also speak with friends and colleagues who have representation in an attempt to gain entry that way. And that friend doesn’t need to be a writer. She can be a director, actor, editor, cinematographer, whatever – so long as the agency she’s with also has a roster of writers. Your friend should be able to tell you about the agency’s culture and whether she’s had good experience there, so you can determine whether they’re a fit. Offer to treat your friend to a nice dinner or some concert tickets if she can get you a face-to-face. Attach a Name Tinseltown loves â€Å"names.† A project with a recognizable actor, director or producer attached will draw the attention of reps eager to sign the writer before the project sells. The agency that reps your attached figure is the most logical choice since they have a vested interest in seeing the project materialize. Resourceful writers who have no agent connections but know others working in the industry should brainstorm ways to reach desirable names. Once a name is attached, generate heat Leverage Other Successes Many writers get a literary agent after achieving some modicum of success in another area of the business like directing, acting, or editing. For instance, use your past achievements as a bargaining chip with a prospective agent who wishes to represent you as an editor Network, Network, Network At the end of the day, Hollywood is still a networking town. The whole reason the old adage â€Å"it’s not what you know, it’s who you know† got to be an old adage is because there’s so much truth to it. Attend parties, seminars and pitch sessions where agents and managers might be present. Strike up a conversation and generate a rapport. Notice I didn’t say pitch your script, at least not off the bat. Just get them to like you first, because it’s really you they’re representing, not your script. Once you hit it off, they may just request your script. You can see Mark presenting on this topic at:  https://www.youtube.com/watch?v=JNADYEDlCEclist=PLez8jOvskc-N-qAIePOxtIjT_VzwuI5_Et=3sindex

Statistics homework Speech or Presentation Example | Topics and Well Written Essays - 1000 words

Statistics homework - Speech or Presentation Example ations, two standard deviations around arithmetic mean approximately cover 95% observations, 3 standard deviations around arithmetic mean approximately cover 99.7 % observations. A point estimate is based on a single estimated value of a parameter. Using the sample estimate, we can find the estimator by following any method of estimation. If we are encountering the situation of a biased data, a single Point-Estimate can falsify the analysis, so it is better to mention range as the actual population parameter value because if an estimate is given in terms of a range; it can absorb a little bias of the collected data. On the other hand, the range of interval can be increased by increasing the confidence level. It is better to comment on how much runs any player can make in a particular over in terms of a range rather than claiming a definite value. OR, whenever newly hired employees are being asked about the expected salary, majority prefers to state the expectation as a range instead of a single solid figure. For a given confidence interval a a population mean can be found by , therefore the margin of error is , which simply indicates that bigger the sample size smaller will be the confidence interval. Increased sample size always results in smaller limit using the same confidence level (1-ÃŽ ±). If the average amount of soft-drink in n=30 bottles is 248ml with the standard deviation = 2ml, then the possible 95% confidence interval for the average amount for all such bottles could be; 247.28 and 248.72. On the other hand, if we want to measure the confidence interval for 100 such bottles using the same formula, it will be 247.608 and 248.392. Confidence interval seems shrunk with increased sample

Market Segment Assignment Example | Topics and Well Written Essays - 1000 words

Market Segment - Assignment Example I recognize that I have an enormous responsibility to ensure that my team achieves concrete results in this new endear. Thus, I am committed to ensuring utilization of the leadership qualities of every team member for the betterment of the company. The individual personalities are significant in understanding the leadership approaches suitable for a strong team. I am pleased to present to you the personalities of the individual members of the team that will assists embracing leadership approaches in various organizational cultural differences as our operations expands to new territories. The assessment shows that I possess personality traits such as visionary, argumentative, low tolerance for incompetence, and compassionate. I tend to argue things out and does not embrace any kind of mediocrity. Additionally, I exhibit powerful and passionate vision on what Iwant to achieve, and shares it with the other team members. Moreover, I address people with utmost respect. The assessment results for team member reveal that he is observant, unpretentious, and pragmatic. Notably, the member pays close attention to details and is quick to act. Similarly, he is principled and accepts challenges. Patricia Murray is practical to approach, and initiates goals for the betterment of the team. The team is a goal setter and strives to accomplish the task despite any inherent challenges. The assessment personality traits for Sheila Jones are sociable, fun loving, generous, and spontaneous. The member interacts with everybody without any kind of discrimination along any lines, and is approachable. Similarly, Jones exhibits a lot of generosity and is quick to act. My teammates have distinct leadership approaches that offer the team with diverse skills to endeavor to achieve the goals of the company. I believe that as we utilize different skills to implement the expansion plan, we will foster a top-to-bottom commitment to