Capitol Lake

The history Of the lake goes all the way back to 1951 , when a dam was built, as well as a concrete passage on 5th Avenue. The initial design was too construct a man-made lake though a dam with underwater mudflats. The dam was finally constructed to help renew a part of Bud Inlet shores that was in deterioration. Many years later in the year of 1997, a team of representatives was formed to study the problems of the lake. In 2009, an endorsement was made for the future of preserving the lake. One issue among Capitol Lake is the sediment that comes and reconciles to he bottom of the lake.Over 35,000 cubic yards a year of sediment travel into the lake a year! This means now that the lake is 21 % smaller than it was when it was created. This small amount of water is turning the lake into a swamp. Since the capacity of water in the Capitol Lake is much smaller than it was before, the temperature in the lake is getting much higher. The shallow waters cause the lake to heat up much quicker. These high temperatures support aquatic weeds to grow in abundance, and put anxiety on the fish and other marine life.Another problem among Capitol Lake is the water quality. Phosphorus and bacteria are both found in the water, posing a negative effect to the lake. The high levels of phosphorus promote the growth of algae. Oxygen is also used up for marine life in the lake, by algae that putrefy. As well as fecal chloroform bacteria are found among the lake, that wash into the lake and can be very harmful to health. Lastly, the lake has invasive species. Eurasian million weeds crowd the shoreline for native plants, reducing populations of native fish and other species.The New Zealand Mutandis is also another invasive species which is taking over the habitat and native snails which depend on food. As you can see Capitol Lake is very polluted and unhealthy. But there are solutions. The Descartes Estuary Restoration Team (DEER) and the Capitol Lake Improvement & Protective Association (CLIP) have both proposed suitable ideas to save the future of Capitol Lake. The first possibility by DEER would be to remove the dam, letting Capitol Lake and the Descartes River to meet and create an estuary, like it was back in the sass.The benefits of an estuary are that it would return everything to a natural presence. An estuary would give the lake and opportunity to flush and purify. It would also result in the temperature of the water to drop, greatly reducing algae population. Removal of the dam would also result in a possibility of the invasive species not surviving as well as young salmon would be able to access the estuary. Water quality would improve, as bacteria would decrease. Lastly, it would show an increase in native wildlife and different recreation.Establishing the estuary would result in over 114 million dollars, and without sediment rearrangements. Further cost details and endowments are still being inquired. The idea by CLIP would be to keep the lake as a lak e, but to dredge and clean it as needed; this would tidy the lake without having to remove the dam. The benefits of keeping the lake, would be hold the lake as one of the â€Å"Jewels of Thornton County as well as a major part of the State Capitol Campus. The lake very much protects the downtown area of Olympia by controlling floods.Opening the dam would result in smelly mudflats, as well as change the Marina and Boating Recreation. Keeping the lake as it is also would prevent an increase of sediment flow into the Bud Inlet. Culpa also believes that keeping the lake would prevent Nitrogen and Phosphorus from accessing the river. The also lake supports the local economy and local events such as Lake Fair, and is a key location for tourism in the Olympia area. Financially, this plan would cost about million dollars over a fifty year period. This includes mainly dredging, renewal of habitat, and dredging.This project would be paid from partnerships and state funding such as the City o f Olympia, Marine and Yacht Club, and Port of Olympia. So as you can see both proposals, have their pros and cons. Based on these two main ideas have researched about, I believe that the Capitol Lake Improvement & Protection Association (CLIP) is the best plan for the future of Capitol Lake. The lake is truly a major icon to Olympia and if an estuary were to open, the beauty and tourist attraction the lake delivers would greatly reduce.For example, if the dam were to be taken away, what would happen o Likelier and other large city events? Traditional events and activities by the lake might not even happen anymore if it becomes an estuary. But most importantly based off scientific evidence, removing the dam, would result in smelly tidal mudflats. Nobody wants a stench that will wander the air every time they go outside. As World War II veteran who grew up in Olympia (who has experienced these mudflats), Dick Seward, explains â€Å"The Mudflats and any water in the area had a stench that I'll never forget.All this pollution is what nearly killed off the Oysters†. So as you can see the smell really isn't pleasing. Creating an estuary would also greatly increase the flow of sediment, and Nitrogen into Bud Inlet, which shouldn't be there. CLIP'S proposal is half the price as well, and will save a lot of money. So who wants an unbearable terrible stench that will fill up the atmosphere? Why should the harmful chemicals be brought up to Bud Inlet and the Descartes River? Why should we risk the future of our economy and one of our main tourist attractions?

Internal and External Equity Comparisons Essay

Organizations that has the drive to flourish in a market that is very competitive must have a compensation plan that is well designed and inspires its employees, has benefit programs, guarantees equity, and handles compensation costs. These plans should mirror the culture of its employees. Organizations have numerous of options when designing a compensation plan comes into play, and must consider how the options they have chosen will be suitable for their strategy for engaging and keeping their employees. This paper will identify a total compensation plan for an organization, identify the internal and external equity advantages and disadvantages, and provide and explanation on how each plan supports the total compensation objective and the relationship to its financial situation. Total Compensation Plan Focused in Internal and External Equity Some organizations decisions are based off of the market. They begin by looking at salary surveys to observe what the other competitors are pay ing their employees (known as external equity). Soon as they have access to the market data that is needed, the organization have their option to either establish their salaries and wages equal, below or above the market depending on the financial situation of that organization. For instance, an organization may decide to raise the pay for certain employees pertaining to certain positions in order interest and then keep very valuable employees. Let’s say General Motors (GM) has just opened up a new plant in a city where Ford is well known. They are short on senior creative program designer positions who’s salary ranges from 99,000-125,000 a year. What GM would do is access the salary surveys that are on the market to see how much Ford is actually paying them. From there GM would make the decision to either set the wage for that positon the same, lower, or higher than what Ford is offering. If that position is needed and they want the best employee then the wages would be set higher, maybe starting off at 105,000 a ye ar with the opportunity to advance to making 130,000 max. This would not only gain the attention of the best program designer but also may retrieve the best from Ford. Conversely GM should also deliberate on internal equity, which is whether their compensation plan imitates how much they value certain positions in relation to other positions throughout the organization. In order to guarantee both internal and external equity, GM would have to institute an operative compensation  management program that conducts job analysis (to systematically evaluate and describe each job within the organization), job evaluations (regulating what jobs have a better value to GM), and job pricing (form rate ranges, the minimum, midpoint, and maximum dollar values for each job). Bottom line is that some organizations compensation plans are meant to meet compliance requirements. While GM would be to attract skilled employees, motivate them, and retain them so that the goals of the organization could be achieved. Advantages and Disadvantages of Internal and External Equity Internal equity deals with the perceived worth of a job relative to other jobs in the organization (â€Å"Cite Hr†, 2014). Generally, they consider skill, effort, responsibility and working conditions in this comparison in order to determine the value of their jobs relative to other jobs (â€Å"Cite Hr†, 2014). This structure is made to show employees that they are being treated fairly based on their place or job within the organization. External equity deals with the issues of market rates for jobs (â€Å"Cite Hr†, 2014). This is where an organization looks within the market to see what’s the going pay rate for certain jobs, then they would determine how they are going to pay within their organization so they could seek and retain qualified employees. This system will require a base pay program the pays competitively. There are a few advantages and disadvantages of internal and external equity. The advantages of external equity is that it allows organizations to keep up with the competition within the marketplace (on salary and wages), it allows organizations to raise an employee pay (if they ask for one basically negotiating), the last benefit is that it forces organizations to always be on top of the market. The advantages of internal equity are that it gives the employees the perception of fairness, it decreases the opportunity for discrimination to arise, and it provides consistent standards because when one is paying an employee fairly an organization limits their ability to claim unfair treatment therefor have a lack of motivation and bad performance. The disadvantages of external is that it could lead to overestimated wages, and employee dissatisfaction. This disadvantages of internal equity is that an organization could risk the loss of employees to higher paying competition, and could lose the employees motivation once they realize they are being paid in the internal equity system. Explanation on how each Plan Supports the Organization’s Compensation Objective GM’s much  improved financial structure and our $23.2 billion in EBIT-adjusted since the beginning of 2010 are allowing us to reinvest in the business at a consistently high level, despite the fact that most European economies are in distress and U.S. sales remained below pre-recession levels in 2012.US automaker General Motors gave one of its highest profit-sharing payouts ever (â€Å"Gm†, 2014). Forty-five thousand employees received $189 million in a profit-sharing bonus, which equaled about $4,200 per person (â€Å"Gm†, 2014).. The external plan works great for this because it allows for employees to make even more money when the production of the company rises. The internal plan also works great because it shows that everyone is being paid fairly but at the same time have that option of buying into stock to make more money. In conclusion having a compensation plan can be beneficial for both an employee and organization. Once an organization choose which direction they are wanting to take whether it’s an internal or external approach is on them. An internal approach is more of a peaceful one for the employees, it shows that they are being paid fairly. While the external approach reaches of for the best employees by having the opportunity to pay them more. Either way an organization will have to pick the type of plan that fits them within the market. References Cite HR. (2014). Retrieved from http://www.citehr.com/601-compensation-plans-overview-base-pay.html GM. (2014). Retrieved from http://www.gm.com/content/dam/gmcom/COMPANY/Investors/Stockholder_Information/PDFs/2012_GM_Annual_Report.pdf

The Reliability and Validity of Measurements

Measurement error is easily identified using measures of reliability. In the abstract sense, reliability is described as a matter of whether a particular technique, used repeatedly towards a similar subject, would supply the same result for every measurement event. The measure of reliability is the measure of the random errors in a measurement. Consequently, the more reliable the measurement is, the less would be the random error in it (Rubin and Babbie, 2004, p. 182). Rubin and Babbie (2004) mentioned that reliability does not guarantee accuracy.For example, if two measurement apparatus are not synchronized or standardized to each other, they might still reflect the same measurement, but the other apparatus might have been adjusted to some extent in order to confirm with the result of the measurement of the other apparatus (). Validity on the other hand is defined as the extent to which an empirical measure satisfactorily represents the real meaning of the variable being measured. T here is actually no basis to determine the adequacy of the measure. Comparison and agreement to pre-existing terms or concepts is done to accept the validity or not (Rubin and Babbie, 2004, p.186).Reliability is not a qualification to conclude that the measurement done is valid. We may say that the measured values, especially in quantitative research, are precise, but not accurate. There are also cases that the resulting measurements are accurate to some level, but are imprecise. In the worst case would be that the measurements are imprecise and inaccurate. Because of this, a certain tension exists, whether to choose reliability over validity, or the other way around (Rubin and Babbie, 2004, p. 198).Of course, the target would be to collect both valid and reliable data, and this can be obtained by being strict to the implementation of the procedures for measurement: being thoughtful and less sloppy. The difference between the two is that reliability requires fewer variables, and the refore less validity, vice versa. This kind of relationship is still in conflict (Martin, 2005). We could say therefore, that a measurement is valid even if it is not a reliable measurement, since the way to prove the reliability is the repeatability and reproducibility of the results.Also, the requirement to strengthen the validity is to consider many relevant variables and to get near to the exact value, while on reliability, there is no requirement for such (Martin, 2005). References Martin, Rogel L. (2005). Reliability vs. Validity. Retrieved August 29, 2008, from http://www. businessweek. com/innovate/content/sep2005/id20050929_872877. htm Rubin, Allen and Earl R. Babbie. (2004). Research Methods for Social Work. Retrieved August 29, 2008, from http://books. google. com. ph/books? id=eAdbEn-yZbcC

Assignment Example | Topics and Well Written Essays - 500 words - 52

Assignment Example Personally being in that category, I seek a wide variety of commodities being sold in the market. This ensures that my various needs are satisfied. On the same note, a wide range of commodities enable my relevance to the dynamic fashion, technology and modernity. Experiencers endeavors to remain relevant and up-to-date even with the current dynamics of living styles (Michael 347). On several occasions, I have spent high percentages of my income on entertainment, fashion and socializing. We always consider looking fabulous a priority, and personally I put emphasis on looking good. Entertainment also takes a center stage in our lives. I use entertainment as a way of relaxing. Being young and energetic, we find ourselves inclined to regular sporting, exercises and social activities. A company that sets its goals in providing relevant and fashionable products is bond to succeed in the market. Therefore, VLA provides an accurate prediction of my psychological. Strivers are defined as the over-achievers brought up in the middle or working class. They are well known for their hardworking nature. Michael (263) argues that, strivers are motivated by the achieved they get as the result of their work input. As the strivers, we welcome the opinions and ideas of others. We also concerned about the approval and opinions of others. Financial status defines our success. We are consumers of low resources. Normally, we never have enough to meet all our desires. We have fewer social, economic and psychological resources within our reach. Personally, I have a penchant for stylish products that are mostly associated with people with massive wealth. Many are the times I buy purchases products out of emulation of the people I admire in the society. I consider shopping as a regular social activity. We are active consumers in the market set up. We view doing shopping as an opportunity to demonstrate our purchasing ability to our peers. The strivers are mainly reluctant in taking

The Requirement and Concept of Professionalism Essay

The Requirement and Concept of Professionalism - Essay Example However, according to Vener (1780), professionalism can loosely be defined as the skills and competence required or held by a person regarded as professional. It is thus a status of practice capability (Vener 1780). In order to comprehensively understand the concept, there is only one effective way to use, and that is to understand the attributes that constitute professionalism. The desirable attributes include altruism, honesty, compassion, accountability, social responsibility, the ability to read and communicate effectively as well as dress and act appropriately-just to mention, but a few (Vickie 131). It is the integration of such attributes and many other desirable attributes that create the aura of professionalism that practitioners and institutions should possess so as to guarantee improved healthcare outcomes. This paper reviews my research study period, and how the events of the period and involved people displayed professionalism in practice. Working on the morning shift greatly differed in the facility from what I had observed on night shifts. The night shifts were busier and everyone was either in a hurry to prepare the patient room for the next coming patient or preparing already admitted expectant mothers for delivery. I arrived at the facility at 7.00 a.m. and waited for Mrs. Susan, who is the obstetric patient safety nurse, and she arrived at around 8.00 a.m. Upon her arrival, we went through the observation tool that I had created for the study with additional help from Carey. This was in line with the professional need to align the study tool the study goals and objectives so as to achieve informative outcomes that would inform better practice. After a three-hour review, we all decided to have the tool completed prior to 11th December. The earlier completion was meant to help me have more time working with the unit.