The Viking raids consequences essays

The Viking raids consequences essays The Vikings were often described as dire portents and the Viking raids as immense whirlwinds ... flashes of lighting...and fiery dragons...flying in the air. The Viking raids had begun. The earliest raids were carried out by Norwegians. Their immediate consequences were beyond dispute: material loss, humiliation for men and women (rape figures as well as murder). Regarding the linguistic consequences, the Scandinavian influx left its mark on English place-names. Common Scandinavian place-names elements are by village, homestead as in Grimsby Grims village; thorp secondary settlement, outlying farmstead, as in Grimsthorpe; toft building site, plot of land, as in Langtoft; and thwaite woodland clearing, meadow, as in Micklethwaite large clearing. However, Scandinavian influence on English went a good deal farther than place-names. When the Vikings had begun to settle in England, a number of words were borrowed relating to law and administration, for the Danes had a highly developed legal sense; they include thrall, and the word law itself. But the most remarkable feature of the Scandinavian loan-words is that they are such ordinary words, words belonging to the central core of the vocabulary (the names of close family relations, for example). Thus the word sister is Scandinavian. So are the names of parts of the body, yet the words leg and neck are Scandinavian. Other common nouns include bag, cake, dirt, fellow, fog, knife, skill, skin, sky and window. Everyday adjectives include flat, loose, low, odd, ugly and wrong, and among everyday verbs are call, drag, get, give, raise, smile, take and want. Moreover, some grammatical words are from Scandinavian, namely the conjunctions though, till, and until, and the pronouns they, them, and their. The Scandinavian pronouns no dou ...

Acounting job analysis

Acounting job analysis Free Online Research Papers In creating a job analysis comprising a list of job requirements and working conditions of each discrete job by giving each discrete job a generic title, creating a brief description of job activities for each discrete job, creating a list of essential functions that an employee must be able to do to perform each discrete job properly, creating a list of strength requirements of each discrete job, creating a list of physical requirements of each discrete job, and creating a list of frequencies of certain motions and movements necessary to perform each discrete job. A job analysis is conducted to pin-point the critical duties, tasks, and employees must possess to successfully perform the job. A job analysis can consist of questionnaires or just simple questions to aid in determining your ability to do the job. This is entry-level accounting work in independently auditing the financial records of companies or assisting a higher level accountant in this activity. The employee independently conducts examinations of accounts, including the preparation of the complete audit reports. Work in independent examinations is assigned by a higher level accountant and is subject only to general review. As a member of the team, the employee may be assigned any phase of a complex audit and work is reviewed by the accountant in charge. Work assigned requires familiarity with examination procedures and provisions of the system sufficient to conduct an examination of normal difficulty without supervision. Work requires the analysis of facts and figures to determine the propriety of charges or credits allocated to the various accounts of a company under examination, as well as drafting preliminary or tentative fiscal reports of findings. Assessments of the extent to which a companys accounts and accounting system conform to legal requirements are tentative and subject to review by a higher level accountant. Work is evaluated on the basis of performance on actual audits, by testimony given on rate hearings, and through review of audit reports for completeness. The ideal candidate for this position is to have a bachelor’s degree in accounting or related field. The ability to obtain professional recognition through certification or licensure, a master’s degree and proficiency in accounting is needed. However, if a candidate believes he/she is qualified for the job although he/she does not have the minimum qualifications set forth below, he/she may request special consideration through substitution of related education and experience, demonstrating the ability to perform the essential functions of the position. For each candidate and individual interview will be conducted. The individual interview is an opportunity for you to share your understanding of the job(2), the ideas and values you bring to the position, your motivations for applying, your talents and weaknesses, and other aspects of your candidacy. The interview will be conducted by a team composed of the senior accountant and a human resources employee. The interview is intended to be a time of dialogue between you and the interview team and is an opportunity for you to ask questions about the job and the department. The interview technique is used to gather qualitative information and the opinions of those persons affected by a particular program or project, its context, implementation, results and impact. Several forms of interview can be distinguished, each of which fulfils a different purpose: the informal conversation interview; the semi-structured, guide-based interview; and the structured interview (the most rigid approach ). The following is based on a semi-structured interview, the technique that is used most frequently in the evaluation of the job requirements. Creating a job analysis is a vital function in considering employees to fit the best employee for the job. Job requirements aid in weeding through applicants who are more qualified for the job. After fitting the requirements it is important to evaluate the employee to see if they are capable of fulfilling the functions of the job. That is the main purpose of the KSAOs. KSAOs(1) are the knowledge, skills, abilities and other characteristics which all encompass the job requirements and qualifications. There are two categories technical and behavioral. Technical measure acquired knowledge and other technical skills such as the ability to create and manage databases. Behavioral measure attitudes and approaches taken on the employees work such as the ability to collaborate. The ratings for the KSAOs(1) are how important these skills are to perform the job to the best ability. Appendix Job matrix 1 Title Summary Duties What to expect. Experience Skills KSAOs importance rating(1-8) Accountant Apply principles of accounting to record financial information and prepare statements and reports. Assemble, compile and classify data, prepare balance sheets and document business transactions. Work may be related to AP/AR, payroll or general accounting. Research Papers on Acounting job analysisMoral and Ethical Issues in Hiring New EmployeesBionic Assembly System: A New Concept of SelfOpen Architechture a white paperIncorporating Risk and Uncertainty Factor in CapitalThe Project Managment Office SystemRiordan Manufacturing Production PlanResearch Process Part OneAnalysis of Ebay Expanding into AsiaStandardized TestingInfluences of Socio-Economic Status of Married Males

Austin Community College Enrollment Term Paper Example | Topics and Well Written Essays - 2500 words

Austin Community College Enrollment - Term Paper Example With unemployment still at record high levels (Baker and Hassett), many job hunters go back to study postsecondary education in order to gain advantage over other applicants. Moreover, because greater educational attainment is related with higher salaries and lower unemployment rates, the Department of Labor believes that promoting degree attainment will be beneficial for the country’s economy (DeAngelo et al. 3). However, it is important to note that there is an ongoing debate whether college education is truly a wise investment for those who are seeking to earn more. For example, a 2011 New York Times article says that the sour economy has affected everyone, many students in postsecondary schooling have decided to postpone their education, while there are even more whose careers have gone astray (Rampell). The story is pretty common. These days one would hear of a chemistry major tending a bar, or perhaps someone with a major in History manning the cashier at Wal-Mart. Even college graduates, those who were supposedly most protected from the economic recession (thanks to the massive student aids offered by the government) have a very bleak outlook. Studies have shown that 17% of college graduates work in restaurants and bars while median salary has decreased between 2009 and 2010. As the country’s economic outlook is far from improving, and the cost of education is increasing, this is an issue worth exploring. The aim of this project is to determine what factors affect the college enrollment in the United States. This study utilizes a time-series analysis with observations from 1969 to 2009 included. Data on education was taken from the National Center for Education Statistics while employment data was taken from the Bureau of Labor Statistics. Data for income was derived from the calculations of the Bureau of Economic Analysis. The model (less constant and coefficients) for this analysis is: COLLEGE ENROLL = GRAD + AVG_ INCOME+%UNEMP The result or dependent variable, COL_ENROLL includes the total number of first-time freshmen who enrolled from the fall of 1969 to fall of 2009. It is calculated using the number of bachelor degrees conferred by higher education institutions, and expected post-graduation experiences (with unemployment and disposable income as proxy variables). GRAD, the first independent variable, represents the total number of bachelor’s degrees conferred by degree granting institutions. This data is compiled by the National Center for Education Statistics and it is vital because it shows how many students were retained by the school. Lesser number of bachelor’s degree holder can be used as an indicator of an institution’s quality of education (DeAngelo et al.). Moreover, low retention rates can mean that tuition fees are too high for students, and financial assistance is unavailable. The importance of utilizing GRAD is that low completion rates mean that there are more unskilled worker s in the labor force, which in turn can cause loss of efficiency and increased cost for training for hiring firms. AVG_INCOME is the disposable personal income received by all types of employees in the United States. It is seasonally adjusted at annual rates and indexed at 2005 dollars. This data has been utilizes because income has been a significant incentive for workers to become part or to remain part of the workforce. Moreover, the