J curve Essay Example | Topics and Well Written Essays - 750 words

J curve - Essay Example When the short duration is considered, the J-curve theory comes into play (Schaefer, 1995). In the short-term, the export and import demand becomes rigid. Thus, the current account worsens before it improves. Nevertheless, after some time, the demand becomes less and less rigid. Hence, the price can be manipulated. The effect of this is an enhancement in the current account The current account is the variation in the net foreign position of a country. The current account can also be termed as the summation of the returns of all foreign financial assets of a country and trade balance (Pitchford, 2002). A country’s foreign assets comprises of the capital gains, the interest payments, and the dividends. By using its money, a country is able to buy from foreign countries whenever it deems appropriate. Addition of the liabilities and the foreign assets defines the financial position of a country. Is it in debt or is it in surplus. A current account keeps record of receipts received from and the payments that have been made to the foreign countries it buys from (Pitchford, 2002). A capital account is a major constituent of the balance of payments of a country. It avails the net capital income and expenditure of a country. The capital account records the financial transactions of a country by way of titles to assets. It lists the foreign transactions to those of the market (Pitchford, 2002). A capital account is made up of purchase and disposal of non-produced, assets that are non-financial, and capital transfers (OECD, 2001). The financial account is the ultimate account in the full order of accounts that lists the financial transactions between the units of the institutions within a country (IMF, 1996). The financial account list is composed of the transactions that include liabilities and financial assets occurring between foreigners and the country’s institutional units. Its primary constituents include

Liberal Party's Split of 1886 Essay Example | Topics and Well Written Essays - 1750 words

Liberal Party's Split of 1886 - Essay Example The 'classes', by which he meant 'the dukes ... the squires ... the Established clergy ... the officers of the army, or ... a number of other bodies of very respectable people', were against the 'masses', the remainder of the population. His point was that in all matters: where the leading and determining consideration that ought to lead to a conclusion are truth, justice, and humanity, there, gentlemen, all the world over, I will back the masses against the classes. (Matthew 1999, 348-9) But Gladstone faced an uphill task for all kinds of reasons were causing many of the previously Liberal voters to abstain or even to turn out and vote against them. Memories of Gordon and anti-Catholic prejudice erupted throughout the country, while his fiery rhetoric, as in Liverpool, might have scared off as many electors as it encouraged. The main problem for Gladstone and his friends was that there were two Liberal parties to vote for in 1886. The MPs who had opposed Gladstone in the Commons made no secret of their opposition to him in public, and these 'Liberal Unionists' actually formed an electoral pact with the Conservatives; by the time the elections were over there were seventy-eight of them in the House of Commons. The Conservative Party itself did very well, securing 314 seats, while the Gladstonian Liberals trailed well behind them, being reduced to just 181 MPs. Not even Parnell's Irish Nationalists, with eighty-five seats, could make a difference to the overall balance of power in this Parliament. 'The defeat', Gladstone ruefully recorded in his diary 'is a smash'. (Matthew 1990, 585) On 30 July he tendered his resignation to the Queen. The underlying cause of this disastrous split in the Liberal Party has been long debated. (Searle 1992, 1-5) Gladstone himself believed, and historians have long maintained, that it represented a ' revolt of the Whigs'. (Magnus 1954, 245) In general terms it is fair to say that most of the aristocratic 'Whig' elements in the party deserted Gladstone at this point over the Irish question, while the majority of the middle-class Radicals stayed loyal to him in spite of it. But it has more recently been stressed that many better-off 'Whig' members of the Liberal Party had been showing signs of disillusionment with it since the time of Gladstone's first ministry. It is also true that some 'moderate' Liberals, including some of those who might be considered 'better off', remained loyal to Gladstone even at this time, while, on the other hand, one of the leaders of the revolt was Joseph Chamberlain, the personification of middle-class radicalism. In any case, it does not seem to matter very much: enough voters had deserted Gladstone to give the Conservatives an overall majority in the Commons and put Lord Salisbury back into office, even without the Liberal Unionists' support. It was the Conservatives who were to dominate British politics until the twentieth century. (Pugh 2002, 7-8) When Gladstone resigned as prime minister in 1886 he had no intention of

Strategic Human Resources Management Practices In Business

Strategic Human Resources Management Practices In Business Strategic human resource management is to ensure that human resource management is fully integrated into strategic planning that human resource policies cohere both across hierarchies and that HRM policies are accepted and used by line managers as a part of their every day work Integrating human resource management strategies and systems to achieve the overall mission, strategies, and success of the firm while meeting the needs of employees and other stakeholders. Source: Herman Schwind, Hari Das and Terry Wagar, Human Resource Management: A Strategic Approach. Strategic HRM has four meanings: The use of planning. A coherent approach to the design and management of personnel systems based on an employment policy and manpower strategy and often underpinned by a philosophy. Matching HRM activities and policies to some explicit business strategy. Seeing the people of the organization as a strategic resource for the achievement of competitive advantage. HUMAN RESOURCE PLANNING: According to Terry L. Leap and Michael D.crino Human resource planning is a process of determining and assuming that organization will have an adequate number of qualified persons, available at the proper times, performing jobs which meet the needs of enterprise and which provide satisfaction for the individual involved. Overall we can say HRP is a process of anticipating and making provision for the flow of people into, within, and out of an organization. STRATEGIC HUMAN RESOURCE PLANNING: Strategic HR planning is an important component of strategic HR management. It links HR management directly to the strategic plan of your organization. Based on the strategic plan, an organization can develop a strategic HR plan that will allow making HR management decisions now to support the future direction of the organization. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. An HR strategy planning provides overall direction for the way in which HR activities will be developed and managed to gain competitive advantage in an organizational performance. The HR planning enables the organization to implement policies that enhance the skills and competencies of the people Strategic human resource planning consists of a number of objectives, but all the objectives must be closely aligned to overall business goals in order to be effective. Even a large human resources department is not a revenue-generating section of the organization. Therefore, human resources executives must demonstrate the employers return on investment through strategic activities. Strategic activities are forward-thinking processes that support business growth through recognition of the value of human capital . Strategic HR Planning Today In these times of great economic changes, the importance of human resource planning is more apparent than ever. A short-sighted lay-off, intended to temporarily reduce overhead, can result in much heavier long-term costs. Organizations have to spend more money and time for recruiting training new employees if they couldnt retain the old experience, skilled employees in right time. In the recent scenario of globalization and faster communication, a smart human resources plan encourages the organization to keep a longer view of things and retain talent so that, once this economic upheaval has calmed down, itll have a committed team intact. The overall purpose of strategic HR planning is to: Ensure adequate human resources to meet the strategic goals and operational plans of your organization the right people with the right skills at the right time Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector Remain flexible so that your organization can manage change if the future is different than anticipated STRATEGIC HUMAN RESOURCE PLANNING PROCESS: The strategic HR planning process has the following steps, Mission , Vision Value Strategic Analysis Strategic Formulation Strategic Implementation Strategic Evaluation Assessment A. Mission, Vision Value Mission The basic purpose of the organization as well as its scope of operations. Strategic Vision A statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent. Core Values The strong and enduring beliefs and principles that the company uses as a foundation for its decisions. B. Strategic Analysis It deals with scanning Internal and external environment as well as competencies (i.e. knowledge, skills abilities) of the organization and forecasting human resource demand accordingly. The following will define these terms broadly. External environments The major external forces influencing the organization as follows , Economic factors: general and regional conditions Competitive trends: new processes, services, and innovations Technological changes: robotics and office automation Political and legislative issues: laws and administrative rulings Social concerns: child care and educational priorities Demographic trends: age, composition, and literacy Internal environment The Internal environment consists of the followings, Core Competencies : Integral knowledge, competitive advantages through people Organisational culture: The culture and quality of work life in an organization. The human capital architecture of the firm: core knowledge workers, traditional job-based employees, contract based employees, partners etc. Human Resource Forecasting This is a critical element of planning especially in strategic human resource planning which deal with mostly long term HR strategy of the organization. We can say this can be of as following, Demand for Human capital Demand forecasting of employees has both qualitative and quantitative approach. The qualitatively we can use management forecasting or Delphi techniques where as quantitative we can use trend analysis to study the demand. Supply of Human Capital Forecasting the Supply of human capital can be done through obtaining the Staffing Charts which shows graphical representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future employment requirements, with the information from the personnel files of employees and their replacement succession planning details and their individual development plans. Gap Analysis This is a tool that helps an organization to compare its actual performance with its potential performance. I strategic human resource planning it means the study of the gasp between the demand and supply of competencies of human capital with reference to the business objectives and strategies. This can be of Performance Gap Analysis ,Training Development Gap Analysis ,Skills Gap Analysis Or Competence Gap Analysis. C. Strategic Formulation In this stage HR professionals need to develop a logical practical course of action to use the strengths of the organization to capitalize on opportunities, counteract threats, and remove internal weaknesses. These action plans has to be formulated in all levels of a business organization i.e. corporate strategy, business strategy and functional strategy. Corporate strategies deal with the policies and procedures involved in mergers or acquisition, business alliances, joint venture or any future intent for growth and diversification. Business level strategy deals with value creation for the organization as well as keeping an eye on low cost productivity and overall efficiency to make it competitive and profitable. Functional strategy plays a vital role. The HR professional has to align the business objectives and the HR initiatives, policies and practices both internally and externally. Some of the examples are Training Development Strategy, recruitment strategy, IR strategies, Retention strategy etc. D. Strategic Implementation This stage is the time to take actions on all the strategies and plans made. First , we have to balance the demand and supply of human capital by forecasting business activities or trends and also by maintaining a record of all the applicants of past, present and future. Secondly, as per above plan out the attrition /retention strategies, downsizing or lay off techniques have to be made. Then need to work on the training development of employees with other reward, incentive or welfare practices. E. Strategic Evaluation Assessment Now we need to assess the HR function, the work force with comparing the organizations processes and practices with those of other companies. Here the HR professional has to take the help of few metrics or mapping or scorecard techniques for the evaluation. In addition, the HR strategy can add value is by ensuring that, in all its other plans, the organization takes account of and plans for changes in the wider environment, which are likely to have a major impact on the organization HR PROFESSIONALS AND THE MODERN BUSINESS ORGANISATIONS In the modern context, Strategic human resource planning is a planning about the nature of the present future work demand labor supply for both short term long term that serves to achieve the strategy objective of the firm. The role of human resource management is changing is changing very fast, to help companies achieve their goals. HRM has gone through many phases from hiring firing to relationship building, from there to legislation role, now its role is shifting from protector screener to strategic partner as a change agent. Today, to create value and deliver better results, HR professionals have begin not by focusing on the work activities or work of HR but by defining the deliverables of that work. So as the planning is not to set goals but also to make sure to achieve them. According to Richard Chang, author of The Passion Plan at Work, HRM focuses mainly on HR Research and Information Systems, Union/Labor Relations, Employee Assistance, and Employee Compensation/Benefits where as Human Resource Development, according to Chang, includes Career Development (helping individuals align their career planning), Organizational Development (helping groups initiate and manage change), and Training and Development (designing / developing, and delivering training to ensure people are equipped to do their jobs). But SHRP as a part of SHRM involves both area and creates an overlap between them in todays HR functions. Mostly all of the HR leaders and professionals in large international organizations are participating in SHRP by giving strong contribution in decision making and strategic teams. But in small and medium size companies there is a lack of contribution of HR professionals due to their non-involvement in organizational or functional strategic planning and the stereotypical negative views of HR functions. Most of the Top management teams till now consider HR functions as a compliance function or more of a consultative service and HR professionals are involve d in implementing a strategy only after the strategy is decided. To gain its position in the strategic decision team, HR have to Know and understand the business strategies, processes its objectives Understand how the various organizational components interact and the process of business and what the long-term implications of HR decisions are. The impact of HR decisions must be thoroughly researched and analyzed before changes are implemented. Understand the five major non-HR components of any business: finance, marketing, sales, operations and accounting. Align HR strategy to organizations Mission Statement and objectives. Strategies can range from functional strategy and capability strategy to results strategy. HR professional face lot difficulties while applying the SHRP in reality. As various functional stages they face different challenges. So they have to overcome them as follows , Selection Staffing: If HR knows in the firsthand the clear direction and requirement of the company, it will easy to place right people at right place in right time which will save both time and money of the organization. But in many organizations only few leaders have that access. The HR officers are not aware of this. So to cope of with the pace of today globalization and expansion of business all level of professionals has to be well versed with these requirements. Training Development: Training and development are most important in view of the strategic growth process of a company. So the knowledge , skill and competence of employees has to be accessed strictly by HR professionals without any interference of the higher authority or being biased by any sort of favoritism. In reality this is not 100% successful yet because of lack of HR interest and also lack of tools to evaluate these. If HR people can be equipped with all the new tools techniques to perform these tasks they would be able to speak instantly to any issues, and possibly provide input that could help a company achieve its goals faster. Organizational Development Change Management: In long term strategy always change has a critical role in different processes of the workplace. Each department is known to these changes of their related departments. if these will be timely intimated to the HR departments , they will be able to take care of the organizational development issues with unique solution and make sure of t he positive impact of the change on overall process. this is only possible when there will be proper chart or data available with proper maintenance for which HR department has to take necessary required steps. CONCLUSION The ultimate goal of strategic planning is the identification of opportunities along with some risks by aligning objectives and activities of an organization with proper allocation of available resource to produce the desired profit for it. In these processes HR has should play an important role at every step for successful achievement of the various strategies plantings process which will also increase the value of HR professionals and HR functions globally. So we can conclude on that HR is not only for employee welfare or personnel management or any compliance issues but also deserve a strong position in t he strategy making process with the top management. If organizations take HR professionals and their suggestion during strategy planning process , it will gain more than as expected by adopting a suitable SHRP to the organizations strategies and goals. Especially , at this stage of rapid globalization where demand of specific skilled persons in and from different locations aremore required to help the organizations to gain a huge amount of profit in less time and optimum utilization of resources, SHRP and the participation of HR managers to create strategies along with the top management is most necessary step to do for further progress in business.

Why a Resistant strand of Group A Streptococcus is Causing Problems in

Why a Resistant strand of Group A Streptococcus is Causing Problems in Children and Becoming Resistant to Antibiotics Abstract: Streptococcus is a bacteria that has been evolving through the recent centuries. A new form of these bacteria from group A streptococcus is becoming resistant and creating a whole new kind of this disease. The new form of this disease is twenty seven percent resistant to the antibiotic and is causing pneumonia meningitis in children. The new cures being created to fight against these bacteria are great except for that the new vaccine has no effect on children. Researches have finally found a vaccine that is effective on children because of a protein that is attached to the vaccine. Within a period of three years a study was done that followed eight hospitals in the United States. Within these eight hospitals researchers followed cases of children who received the resistant strand of S pyogenes. From the S pyogenes the children received the disease pneumonia meningitis. As they followed these children the researchers monitored the antibiotics given to them. For millions of years bacteria have been ruling the earth and are becoming more dominant with each day. Bacteria are some of the strongest species to have inhabited the earth; they survived and lived long after the dinosaurs. Even after all species including humans are gone, these species will be present. In the late 19th century streptococcus was discovered, but with no cure for it. Scientist has developed vaccines and antibiotics, but within the past centuries a new strand of streptococcus has emerged. This new strand is S. pyogenes. S. pyogenes have become resistant to these treatments that have been discovered, the problem that occurs is the... ...ibiotics and so if people start to misuse these antibiotics this strand will continue to become more resistant. If this strain of streptococcus continues to become resistant there will be nothing left that can stop this bacteria. Within a few centuries these bacteria will become uncontrollable and a deadly bacteria. Streptococcus Group A 5 References Cedars- Sinai Medical Center (1999, January). Sightings Bacteria Becoming Increasingly Resistant to Antibiotics. July 18, 2005: www.sciencedaily.com Sharma Sat MD. (2004, November).Streptococcus Group A Infections. July 16, 2005. American Academy of Otolaryngology(AAO). Sore Throats. July 25, 2005. www.entnet.org/healthinfo/throat/sore_throat.cfm Carauana Louis B., Ph.D. (2003, July). Group A Streptococcus-Streptococcus pyogenes Flesh Eating Streptococcus. July 28, 2005. Members.tripod.com/LouCaru/index- 7.html.

Flat Cargo Berhad Essay

Air Cargo Industry is a highly competitive with low profit margin industry operated by 85 operators within Malaysia and the Asia Pacific region. Flat Cargo Berhad (FCB) was one of them with several subsidiaries related to this industry. FCB was recognized as one of the biggest air freight companies in Malaysia. With the flourishing of e-business and secured agreements with well-established companies (i.e UPS, Nationwide Expressway, Citylink, Nippon Express etc), the boom of Flat Cargo Berhad was obvious. Even it was expected, FCB would have likely remained as the nation’s leading air cargo carrier if the scandal has not appeared. Things have started to get out of shape for FCB when the external auditor Kencana & Associates came across several suspicious findings that may suggest fraud. So we as consultant/advisor have noted down the problem and came up with the possible solutions in order to handle such suspicious circumstances. Problem 1 The auditors were unable to verify the aircrafts claimed to have been purchased by FCB in 2005. The audit team found a non-functional rundown aircraft barely worth RM231 million in the hangar.  FCB claimed to have purchase aircrafts in 2005, but there were no documentation found to support the claims of FCB that the purchasing ever took place which implied that fraud might have took place. As shown on the fleet information above, (Appendix B) there were two Boeing 727 and five Mcdonnell Douglas MD-11F (which later was no longer used for freight purposes) purchased by FCB in 2005 that were in â€Å"Active† status, but when inspected by the audit team, found Mior, Asif, Stephanie, Rohanna  only a rundown non-functional aircraft in the hangar which suggested inconsistency in the claim made by FCB. Solution 1 The audit department could take some measures to verify the claim made by FCB regarding the purchase of the aircrafts by: 1) Referring to the aircraft manufacturers regarding receipts, purchasing documents, invoices , contracts 2) Checking any related internal documents about the aircraft activities like schedules and activities of aircrafts i.e. engineering department for maintenance of aircraft. 3) Verify with the staffs of the company i.e. pilots, engineers regarding the aircrafts claimed to be purchased 4) Checking on leasing companies if there were any business activities from FCB (which would suggest obvious fraud since FCB claimed to have purchase the aircrafts) 5) Verify the registration and licensing of the aircraft at the Department of Civil Aviation Malaysia (DCAM) And if this aircraft was actually purchased as claimed, the management should encourage these solutions to avoid future confusions 1) Update bookkeeping regularly (transactions on purchases, sales, receipts and payments by an individual or organisation) Problem 2 Several debtors’ confirmation letters were returned because the addressees had changed their mailing addresses Due to this issue it will have a major impact on accounts receivable thus to cash flow. However this will lead to further problem as follows 1) No exact debtor figure available for reference 2) Possibility of bad debt 3) Weak debt servicing ability by company Mior, Asif, Stephanie, Rohanna Solution 2 Some measures could be taken by auditor to solve this issue by 1) Investigate the identity of the debtor or organization from reliable sources (Suruhanjaya Syarikat Malaysia (SSM) for organisations, Jabatan Perdaftaran Negara (JPN) for individuals) 2) Find supporting documents of debt to rule out chances of fraud The management team could take these measures to avoid this problem by 1) Create an efficient system for debt servicing 2) Create a system of verifying the  claim of debtors to make sure fraud does not take place 3) Create a database for debtors and keep an updated portfolio on them for future use and reference 4) Create a department in the organization that deals solely with debt servicing (provided that they have a lot of debtors) Problem 3 A large sum of sales transactions was found with no supporting documents. Most of these transactions involved small clients.  This problem will mostly affect the revenue. In addition, it could lead to: 1) poor book-keeping process 2) manipulation on the revenue figure (RM 550 million) 3) manipulation of the shareholders interest in terms of dividend declared 4) balancing the closing process for the year of 2005 manually 5) complication on debt collection therefore the possibility of bad debt in future Solution 3 As far as we are concerned, the auditor can request the engineering department to provide the document on clients who are using their courier services and counter-check it with the Custom Department to verify the figure. We assume every activity must be reported to the  Mior, Asif, Stephanie, Rohanna.  DCAM. Therefore, from the backward process, the auditor would be able to verify the turnover figure. Problem 4 A loan received from a Hong Kong based company was found to be incorrectly recorded in the debtors’ account This issue will have the major influence on liabilities. It has violated the matching principle. The following problems can be determined due to these mistakes. 1) The impact on liabilities of the FCB will be decreased whereas assets increase due to the error on double entry process 2) The financial cost (interest expense) will decrease resulting increase of  profit before tax Solution 4 Counter-check and verify the Loan agreement between the FCB and Hong Kong based company. After verifying, the auditors will correct the double entry according to accounting standard by MASB. Problem 5 Several abnormal transactions involving the purchase of aircrafts by FCB and offsetting the debtors’ accounts were found in FCB’s books Following abnormal transaction is strictly against the process of accounting system. It violates many principle of accounting system i.e. principle of non-compensation, principles of sincerity and principles of consistency*. Abnormal transactions could lead to multiplier faults in the financial statement like 1) Overstated/Understated assets Usage of cash or credit was not determined properly Cutting down the overall debtor amount 2) Fail to determine bad debt 3) Fail to determine the true figure of debtors Solution 5 Actions that could be taken by auditors 1) Reconciliation of book keeping related to purchases of abnormal transactions 2) Cross proof each and every documents related to purchases and debtor 3) If possible ensure debtors confirmation letter Actions that could be taken by management 1) Not to mix up purchases with debtors 2) Debtors can be offset upon receiving money or against bad debt Conclusion In conclusion, these issues above could be avoided provided that delegation and segregation of duties were made to ensure accountability in bookkeeping and minimisation to fraud. The company could also hire an internal auditor to regularly inspect the financial condition and activities of the company. Accountability and counter-checking between one another is also crucial to minimize mistakes and deceit. It is such a shame that a company with such great Mior, Asif, Stephanie, Rohanna  potential (to be the leading cargo company in Malaysia) should suffer a fate such as this due to trivial avoidable mistakes and fraud. It is best that PLCs to work towards transparency within the company so that mistakes/problems could be detected and solved before it gets out of hand. References Ready Ratios. Generally Accepted Accounting Principles (GAAP), Available:http://www.readyratios.com/reference/accounting/generally_accepted_accounting_ principles_gaap.html. Last accessed 4th Feb 2014

The Last Lecture

The Last Lecture In everyone’s life, there are people. Some of these people walk in our lives for a second, only to run right out. While others walk in and leave a mark on our hearts. Sometimes this mark only lasts for a little while and then slowly fades away, but other times, this mark lasts for a lifetime. There is one man in my life who has made a distinct mark on my heart — a mark that was created the first time he picked me up and held me in his arms. This mark has lasted ever since then. This man is my dad. My dad is an amazing man.He has taught me an awful lot in my fourteen years. He was the man who taught me how to ride my bike. He would hold on to my handlebars and run by my side as I pedaled. Though I feared that I would get hurt, I trusted my dad and knew that he would never let me fall. When he thought that I was ready, he would let go and watch me ride, making sure I would not tumble over. Although, when I did, he was by my side in a second, picking me up and dusting the dirt off my arms and legs. He would then stand my bike back up and we would try it again and again.With his help, I learned how to never give up. This lesson is not only important while riding a bike, but it is also critical when it comes to life experiences. If you mess up, you have to keep trying. You should not become frustrated and quit. My dad also taught me about money. â€Å"If you don’t need it, don’t buy it† is his motto. Though most of my friends love to shop, because of my dad’s words, I have never found it that eexciting . This applies to other material goods besides clothes. It is important to realize that simply wanting something is not enough.You should not merely collect items that you do not need. There are people in this world who have nothing. Therefore, when being given the oopportunity to shop, you should not buy everything that meets the eye. When I was younger, my dad and I enjoyed playing games together. One of the games he taught me how to play was chess. In chess there is a strategy. I learned this by watching my dad play. Some times, while we would play, I would get bored and start moving my pieces to whatever spot was open. I soon realized that you should not move the pieces randomly or you will lose.With the help of my dad, I learned how to think things through and plan things out. I learned that in order to succeed, one should think situations through, but have fun. One of my dad’s hobbies is planning vacations. Every year he plans a family trip for the summer. A few years ago, we traveled to Europe. While visiting France, we came across many unique foods. I am not fond of trying new things, but my dad taught me that the worst that can happen is I will not like it. Some of the foods that I tried were not the best, and I probably will never try them again.However, there were some foods, like crepes, that were absolutely delicious and I am glad that he was there to talk me into try ing something new. Another vacation he planned was to Hawaii. While in Hawaii, we all went snorkeling. At first I was scared that I would not be able to breathe, but my dad told me that was why we used a snorkel. I learned how to rely on something else to breathe. In life, this is like depending on others. It is important to learn how to do things on your own, but it is okay to need a helping hand every once in a while. My dad has always been there for me.He is always there to lend a hand. My dad is such an inspiration to me. Tthroughout my life he has been there for me, supporting me and cheering me on. Whether it is in sports or school, he is always there for me, encouraging me to do my best. My dad and I are inseparable. I am so grateful to be able to have a dad like him to lean on when I need help. I can always count on him to make me laugh when I am feeling down, to pick me up when I am hurt, and to help me find the answer when I have a question. There will always be a place fo r him in my heart. He has made a mark that will last a lifetime.

Sample Recommendation Letter for Fellowship Applicant

Sample Recommendation Letter for Fellowship Applicant A good recommendation letter can help you stand out among other fellowship applicants. You will most likely need at least two letters of recommendation as part of the application process. The best recommendations will come from people who know you well and can offer specific information about you as a student, person, or employee. The sample recommendation letter shown below has been reprinted (with permission) from EssayEdge.com, which did not write or edit this sample recommendation letter. However, it is a good example of how a business recommendation should be formatted for a fellowship application. Sample Recommendation Letter for a Fellowship To Whom It May Concern: I am proud to recommend a beloved student, Kaya Stone, for your fellowship program. I was asked to write as one who has functioned in the capacity of an employer of Kaya, but I would first like to say a few words about him as a student. Kaya is a highly intelligent, perceptive young man. He came to our institution committed to capitalizing on the opportunity of his third year of study in Israel, and he left with the satisfaction of having accomplished that goal. Kaya grew in learning, in character, in his depth of understanding. He seeks truth in each area of his life, whether in learning, discussing philosophy, or relating to his fellow students and his teachers. Because of his positive disposition, his reflective way of operating, and all of the character traits that make him so special, Kaya’ s questions never go unanswered, and his searches always bring him to exciting discoveries. As a student, Kaya is outstanding. As an educator, I have watched him grow, seen his talents and abilities not only in the classroom but outside its walls when interacting with all types of people as well. During his time at our institution, Kaya, who as I’m sure you know is an excellent writer and publicist, also has done a good deal of work for the yeshiva. This has included the text for many public relations brochures and packets, letters to parents, potential donors, and alumni, and essentially any correspondence which I have requested that he compose. The feedback is always overwhelmingly positive, and he has done so much in that way for our yeshiva. Even today, while he studies elsewhere, he continues to do a great deal of this work for our institution, in addition to the recruiting and other services he performs for the yeshiva. Always, in his work, Kaya is consistent, dedicated and passionate, enthusiastic, cheerful, and a pleasure to work with. He has incredible creative energies and a refreshing idealism tempered only enough to accomplish what needs to be done. I highly recommend him for any position of work, leadership, education, or any other capacity in which he can spread his excitement and share his talents with others. At our institution, we are expecting big things from Kaya in the way of educational and communal leadership in the years to come. And knowing Kaya, he will not disappoint, and probably will exceed our expectations. Thank you once again for the opportunity to recommend such a special and impressive young man. Sincerely Yours, Steven RudensteinDean, Yeshiva Lorentzen Chainani