Writing Prompts Free Essays

Do you concur or differ with the accompanying proclamation? Guardians are the best educators. Utilize explicit reasons and guides to help your answer. Kids invest a great deal of energy sitting in front of the TV. We will compose a custom paper test on Composing Prompts or on the other hand any comparative point just for you Request Now Have you pondered the projects and commercials you watch. Would you be able to differentiate between what occurs on TV and what is genuine? Compose a section that shows that you do know the distinction. Redoing the Questions You can adjust the inquiries by changing the crowd. I’ve for the most part centered the writer’s consideration around composing a letter to the editorial manager of a nearby network paper or the school paper. You can change the task by requesting that understudies compose a letter to the head, to an instructor, to the educational committee, to the representative, to a state congressperson (or comparative lawmaker), to the city board, to their schoolmates, to the PTA president (or different officials, etc. Undergrads may keep in touch with understudies going to the secondary school that they moved on from. 1. [School Uniforms] There has been an issue in neighborhood schools with order and savagery. Your educational committee has chosen to establish a school uniform approach so as to eliminate these issues, in light of the positive models that they have seen at different schools. What is your situation on this issue? Compose a letter to the manager of your neighborhood paper expressing your situation on this issue and supporting it with persuading reasons. 2. [Locker Searches/Personal Searches] The head at your school has founded arbitrary storage and knapsack/bookbag looks to check for firearms, blades, and different weapons. Anybody got with these weapons will be promptly suspended. The chief contends that the irregular quests won't just protection from against unlawful weapons at school however will likewise will assist understudies with feeling more secure. What is your situation on this issue? Compose a letter to the editorial manager of your neighborhood paper expressing your position and supporting it with persuading reasons. 3. [Too Much Homework] Some of the guardians at your school have begun a crusade to restrain the schoolwork that instructors can appoint to understudies. Educators at your school have contended that the schoolwork is fundamental. What is your position? Compose a letter to the supervisor of your nearby paper expressing your position and supporting it with persuading reasons. 4. [Censorship] Your nearby open library has gone under analysis for permitting supporters younger than 18 to look at books that are unsuitable. The books are either unequivocal, portray realistic viciousness, or utilize sketchy language. Most as of late, a secondar y school senior looked at James Joyce’s Ulysses. The student’s guardians didn't favor of the understudy perusing the book and grumbled to the town chamber. Accordingly, the committee is thinking about expelling every faulty book from the library. What is your situation on this issue? Compose a letter to the proofreader of your neighborhood paper expressing your position and supporting it with persuading reasons. 5. [Litter] A litter issue has created on your school’s grounds. Understudies are tossing waste on the ground, leaving void soft drink jars and jugs outside on seats, and dropping napkins and other garbage on the cafeteria floor as opposed to conveying them to the junk can. Your chief has requested that understudies take more consideration, yet the litter issue perseveres. The chief has responded by dropping all after-school exercises until the issue is dealt with. What is your situation on this issue? Compose a letter to the manager of your neighborhood paper expressing your position and supporting it with persuading reasons. 6. [New Highway Exit] The state has made an arrangement to add a subsequent parkway exit to assist customers with getting to a bustling shopping center. The main issue is that the new leave will move the frontage road 500 yards more like a close by primary school. Instructors and guardians at the school whine that drawing the street nearer will build commotion at the school and give superfluous interruptions. The state organizers have included protection wall to help cut down on the issues, however the dissenters are unsatisfied. What is your situation on this issue? Compose a letter to the proofreader of your nearby paper expressing your position and supporting it with persuading reasons. 7. [Computers in the Classroom] As a feature of another innovation activity, your neighborhood school locale is expanding the quantity of PCs in each school. The area plan accommodates two PCs in each homeroom. Instructors at your school are campaigning rather to put all the PCs together, making two PC based study halls so all understudies in a class can work at the PCs together, instead of just each or two understudies in turn. The region is stressed over the extra expense of making and keeping up these uncommon homerooms and is worried about how access to the study halls can be given decently and effectively. What is your situation on this issue? Compose a letter to the proofreader of your nearby paper expressing your perspective and supporting it with persuading reasons. 8. Bilingual Education] As a component of a proposed instructive activity in your state, neighborhood school areas are answerable for giving required courses in both English language and Spanish language so as to build the achievement of their projects. Since your state has an enormous populace of Spanish speakers, the state instruction division accepts that training these understudies in their first language will assist them with learning better and all the more rapidly. In light of the restricted financial plan, in any case, the neighborhood educational committee is worried that they will most likely be unable to give the extra educators or preparing required for this program. They dread that they will lose state subsidizing and accreditation despite the fact that 90% of the district’s understudies breeze through their accomplishment assessments on the principal attempt. What is your situation on this issue? Compose a letter to the editorial manager of your neighborhood paper expressing your perspective and supporting it with persuading reasons. 9. [Grade Scale Change] One of the science instructors at your school has chosen to transform from a ten-point grade scale (100 to 90 is an A, 89 to 80 is a B, and so on ) to a seven-point grade scale (100 to 93 is an A, 92 to 85 is a B, and so forth. ). The educator is attempting to urge understudies to invest more energy into their classes by raising the necessities. What is your situation on this issue? Compose a letter to the manager of your nearby paper expressing your position and supporting it with persuading reasons. 10. [Online Schools] The state division of training has given subsidizing to an exploratory online school. All the classes will occur on the Internet, utilizing email, online visit, and the internet. The understudies taking classes at this new online school will never meet each other up close and personal. They will just interface online with one another and with their instructors. The state is trusting this program will give more pleasant instructive access to understudies in peripheral, country territories. Rivals of the program contend that in view of their absence of cooperation with different understudies in a customary study hall, the understudies who go to this online school won't build up the social abilities that ought to be a segment of their instruction. What is your situation on this issue? Compose a letter to the editorial manager of your nearby paper expressing your situation on this issue and supporting it with persuading reasons. Step by step instructions to refer to Writing Prompts, Papers

MiG-17 Fresco Soviet Fighter

MiG-17 Fresco Soviet Fighter With the presentation of the fruitful MiG-15 of every 1949, the Soviet Union squeezed forward with plans for a follow-on airplane. Planners at Mikoyan-Gurevich started changing the previous airplanes structure to build execution and dealing with. Among the progressions that were made was the presentation of a compound cleared wing which was set at a 45â ° edge close to the fuselage and 42â ° more remote detachable. What's more, the wing was more slender than the MiG-15 and the tail structure adjusted to improve security at high speeds. For power, the MiG-17 depended on the more seasoned airplanes Klimov VK-1 motor. First taking to the sky on January 14, 1950, with Ivan Ivashchenko at the controls, the model was lost two months after the fact in an accident. Named the SI, testing proceeded with extra models for the following 18 months. A second interceptor variation, the SP-2, was likewise evolved and included the Izumrud-1 (RP-1) radar. Full-scale creation of the MiG-17 started in August 1951 and the sort got the NATO detailing name Fresco. Similarly as with its antecedent, the MiG-17 was outfitted with two 23 mm gun and one 37 mm gun mounted under the nose. MiG-17F Specifications General Length:â 37 ft. 3 in.Wingspan: 31 ft. 7 in.Height: 12 ft. 6 in.Wing Area:â 243.2 sq. ft.Empty Weight:â 8,646 lbs.Crew: 1 Execution Force Plant:â 1ãâ€"Klimov VK-1F afterburning turbojetRange: 745 milesMax Speed:â 670 mphCeiling: 54,500 ft. Weapon 1 x 37 mm Nudelman N-37 cannon2 x 23 mm Nudelman-Rikhter NR-23 cannonsup t0 1,100 lbs. of outside stores on two hardpoints Creation Variants While the MiG-17 contender and MiG-17P interceptor spoke to the principal variations of the airplane, they were supplanted in 1953 with the appearance of the MiG-17F and MiG-17PF. These were outfitted with the Klimov VK-1F motor which highlighted a max engine propulsion and essentially improved the MiG-17s execution. Therefore, this turned into the most created kind of the airplane. After three years, few airplane were changed over to MiG-17PM and used the Kaliningrad K-5 aerial rocket. While most MiG-17 variations had outer hardpoints for around 1,100 lbs. in bombs, they were commonly utilized for drop tanks. As creation advanced in the USSR, they gave a permit to their Warsaw Pacy partner Poland for building the airplane in 1955. Worked by WSK-Mielec, the Polish variation of the MiG-17 was assigned Lim-5. Proceeding with creation into the 1960s, the Poles created assault and observation variations of the sort. In 1957, the Chinese started permit creation of the MiG-17 under the name Shenyang J-5. Further building up the airplane, they likewise assembled radar-prepared interceptors (J-5A) and a two-seat coach (JJ-5). Creation of this last variation proceeded until 1986. On the whole, more than 10,000 MiG-17s of different kinds were assembled. Operational History In spite of the fact that showing up later than expected for administration in the Korean War, the MiG-17s battle debut came in the Far East when Communist Chinese airplane drew in Nationalist Chinese F-86 Sabers over the Straits of Taiwan in 1958. The sort additionally observed broad help against American airplane during the Vietnam War. First captivating a gathering of US F-8 Crusaders on April 3, 1965, the MiG-17 demonstrated shockingly powerful against further developed American strike airplane. A deft contender, the MiG-17 brought down 71 American airplane during the contention and drove the American flying administrations to establish improved pooch battling preparing. Serving in more than twenty aviation based armed forces around the world, it was utilized by the Warsaw Pact countries for a significant part of the 1950s and mid 1960s until being supplanted by the MiG-19 and MiG-21. Furthermore, it saw battle with the Egyptian and Syrian Air Forces during Arab-Israeli clashes including the 1956 Suez Crisis, the Six-Day War, the Yom Kippur War, and the 1982 attack of Lebanon. Despite the fact that to a great extent resigned, the MiG-21 is still being used with some aviation based armed forces including China (JJ-5), North Korea, and Tanzania.

The Best Ways To Offer Effective Feedback - Focus

The Best Ways To Offer Effective Feedback - Focus As a freelancer, I get lots of benefits that dont come with most full-time jobs. I get to choose the work I do and the clients I take on, I make my own hours, and I work from homeâ€"in my pajamas, if I want to. But there are upsides and downsides to everything. Freelancing means youre your own boss, and its up to you to keep yourself on task. You also have to think about saving for retirement and paying for insurance, which might be covered if you were an employee. It might sound strange, but not getting feedback is one of the downsides of freelancing, if you ask me. I thrive on feedback. I love hearing about what I did well (who doesnt) and I like knowing what to work on (note my change of language thereâ€"I dont actually like to hear  about what I can improve on, but I do like to know what needs work; if only I could have one without the other). Anyone whos had to manage people knows how uncomfortable it can be to give feedback to your team members. Even providing positive feedback can be awkward if youre not sure how to do it well. So we end up with a mumbled good job now and then, and managers frustrated over criticisms they can’t share, because giving feedback well is rarely taught to managers. Ive been in this situation before, and I know Ive done a horrible job. I can remember uncomfortable conversations where I had to criticise someones performance, and I only wish Id known how to handle it well. But better late than never, right? Lets look at what the experts say about handling a feedback conversation effectively. (Spoiler: we’re about to learn that the “shit sandwich” is a terrible approach, among other practical advice.) Be Prepared For managers, offering feedback is part of the job. You do your star a disservice if you fail to help her figure out how she can continue to grow,” says  Jean-François Manzoni, author and Professor of Leadership and Organizational Development at IMD International. Though top performers tend to be overlooked when it comes to feedback, its something you should be providing for everyone on your team. Kim Castelda, senior vice president at software company Bullhorn, says  shes rarely met someone who didnt want to be successful, and giving feedback is an essential part of that. To start your feedback session on the right foot, Castelda suggests taking your role seriously and being prepared before your meeting starts. Leaders should walk in centered, prepared, and organized, she says. You should also prepare examples and data in advance, she says, to back up the points you want to make. Be Specific with Correctional Feedback, General with Directional Feedback When you actually deliver feedback, conflicting advice abounds on how to go about it. In particular, how specific you should be. But there does seem to be a general consensus depending on the situation. When youre providing feedback for creative work, to help an employee understand the direction you want them to take their project in, take a tip from the experts. Pixar director Pete Docter says  the best way to provide feedback in this case is to keep it general. Dont tell them exactly what to do, when, and how, he says, but take advantage of your employees creative skills and let them do what they were hired for. If you can use a language that allows them to put in their own specifics, then it becomes much more truthful. â€" Pete Docter Docter provides an example from working with animators. Rather than telling them how to animate a particular scene, and at what point the character should do something, he says, it makes more sense to use imagination and memory to evoke the feeling  he wants to come across in this part of the film. Reminding the animator of how it felt to squabble with siblings when they were young is enough to get them thinking about how to make that mischievous feeling come through in the film, without telling them exactly what to do. But you may be in an entirely other situation. One where you need to offer corrective feedback to help someone adjust their behavior or the way they approach their work. In this case, most experts agree specificity is important, but with a caveat:  feedback should be squarely aimed at the work or behavior itself, not the person. Always describe behaviors, not traits, says Amy Gallo, author of the HBR Guide to Managing Conflict at Work. The more general the coaching advice, say authors Roger Fisher and Alan Sharp  in their book Getting It Done: How to Lead When Youre Not in Charge, the more it is taken as a personal indictment. Again, Pixar has this process down pat. When criticising early versions of a film, the Pixar team knows theyre dealing with work that reflects strongly on the artists behind it. To avoid egos and hurt feelings getting in the way of improving the movie, criticism is always clearly aimed at the film itself, rather than its makers. Team management made simple. Get started with MeisterTask Its free! Get started with MeisterTask Start with the Negatives When youre delivering negative news, theres one more thing to remember: if youve ever heard of the shit sandwich approach, nows the time to discard it. The idea of sandwiching bad news between two bits of positive news sounds great in theory, but doesnt work in practice. Evolution has primed us to respond to and remember negative events more strongly, since theyre more often related to life-or-death danger than positive events. A close run-in with a tiger, for instance, would have stuck in our ancestors minds more strongly than a nice meal. They needed to learn from the encounter with the tiger and avoid it happening again, so their brains remembered it vividly. Fortunately, we rarely face life-or-death dangers these days. Unfortunately, we still react more strongly to negative events. Which is why criticism stings so harshly, and we have a hard time letting go of negative experiences. This is why the shit sandwich doesnt work: sandwiching the bad news isnt enough to overcome our natural tendencies to focus on it. The good news is, theres another approach that might work. According to Roy F. Baumeister, professor of social psychology at Florida State University, many  good events can overcome the psychological effects of one bad event in our mind. Because it takes many positives to outweigh negatives, Clifford Nass, professor of communication at Stanford University, and author of The Man Who Lied to His Laptop  suggests  starting with the bad news first, then following it up with lots of positives. This helps to overwhelm the employees brain with good vibes, so they cant dwell on the bad feedback. Be Empathetic Speaking of egos, we all know how much it hurts to get bad feedback on something youve done. Whether its your work, a suggestion you offered in a meeting, or a joke that doesnt land, no one likes the feeling that we could have done better. When youre offering feedback to an employee, remember this. Marcia Reynolds, author of The Discomfort Zone: How Leaders Turn Difficult Conversations into Breakthroughs  says  we need to be empathetic when discussing feedback. Even if you disagree with their perspective, she says, honor the human in front of you. To ensure the process is respectful and useful to everyone involved, feedback discussions need to be a two-way conversation, not a lecture. Liane Davey, author of You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done, says  to avoid making the mistake of attributing intent, and instead to just focus on the impact of the behavior. Its all too easy to assume we know why  someone made a particular decision, but without asking and truly listening, we cant know for sure. Rather than making harmful assumptions, be open to hearing your employees point of view. Davey suggests asking open-ended questions to learn how your employee took the feedback, whether theyve understood you clearly, and what they plan to do differently next time. Amy Gallo agrees that checking for understanding should be part of your process. She also suggests you and your team member agree on clear next steps and a fair way to measure progress. One final thought: Castelda, who leads a training program on delivering difficult messages, suggests managers keep in mind the positive reasons for providing feedback. If youre finding a conversation difficult or nerve-wracking, remember that your aim in providing feedback is to help your team members succeed and grow. Research shows  53% of managers avoid difficult conversations due to lack of training in how to handle those moments effectively. A 2014 study  also found 43% of managers felt that offering corrective feedback was a stressful and difficult experience. If you fit into either of those groups, I hope this research will prove helpful in approaching future feedback sessions. And if nothing else, remember that youre dealing with another human being, and do your best to be empathetic to their point of view. Communicate. Collaborate. Create. Try MeisterTask Its free! Try MeisterTask The Best Ways To Offer Effective Feedback - Focus As a freelancer, I get lots of benefits that dont come with most full-time jobs. I get to choose the work I do and the clients I take on, I make my own hours, and I work from homeâ€"in my pajamas, if I want to. But there are upsides and downsides to everything. Freelancing means youre your own boss, and its up to you to keep yourself on task. You also have to think about saving for retirement and paying for insurance, which might be covered if you were an employee. It might sound strange, but not getting feedback is one of the downsides of freelancing, if you ask me. I thrive on feedback. I love hearing about what I did well (who doesnt) and I like knowing what to work on (note my change of language thereâ€"I dont actually like to hear  about what I can improve on, but I do like to know what needs work; if only I could have one without the other). Anyone whos had to manage people knows how uncomfortable it can be to give feedback to your team members. Even providing positive feedback can be awkward if youre not sure how to do it well. So we end up with a mumbled good job now and then, and managers frustrated over criticisms they can’t share, because giving feedback well is rarely taught to managers. Ive been in this situation before, and I know Ive done a horrible job. I can remember uncomfortable conversations where I had to criticise someones performance, and I only wish Id known how to handle it well. But better late than never, right? Lets look at what the experts say about handling a feedback conversation effectively. (Spoiler: we’re about to learn that the “shit sandwich” is a terrible approach, among other practical advice.) Be Prepared For managers, offering feedback is part of the job. You do your star a disservice if you fail to help her figure out how she can continue to grow,” says  Jean-François Manzoni, author and Professor of Leadership and Organizational Development at IMD International. Though top performers tend to be overlooked when it comes to feedback, its something you should be providing for everyone on your team. Kim Castelda, senior vice president at software company Bullhorn, says  shes rarely met someone who didnt want to be successful, and giving feedback is an essential part of that. To start your feedback session on the right foot, Castelda suggests taking your role seriously and being prepared before your meeting starts. Leaders should walk in centered, prepared, and organized, she says. You should also prepare examples and data in advance, she says, to back up the points you want to make. Be Specific with Correctional Feedback, General with Directional Feedback When you actually deliver feedback, conflicting advice abounds on how to go about it. In particular, how specific you should be. But there does seem to be a general consensus depending on the situation. When youre providing feedback for creative work, to help an employee understand the direction you want them to take their project in, take a tip from the experts. Pixar director Pete Docter says  the best way to provide feedback in this case is to keep it general. Dont tell them exactly what to do, when, and how, he says, but take advantage of your employees creative skills and let them do what they were hired for. If you can use a language that allows them to put in their own specifics, then it becomes much more truthful. â€" Pete Docter Docter provides an example from working with animators. Rather than telling them how to animate a particular scene, and at what point the character should do something, he says, it makes more sense to use imagination and memory to evoke the feeling  he wants to come across in this part of the film. Reminding the animator of how it felt to squabble with siblings when they were young is enough to get them thinking about how to make that mischievous feeling come through in the film, without telling them exactly what to do. But you may be in an entirely other situation. One where you need to offer corrective feedback to help someone adjust their behavior or the way they approach their work. In this case, most experts agree specificity is important, but with a caveat:  feedback should be squarely aimed at the work or behavior itself, not the person. Always describe behaviors, not traits, says Amy Gallo, author of the HBR Guide to Managing Conflict at Work. The more general the coaching advice, say authors Roger Fisher and Alan Sharp  in their book Getting It Done: How to Lead When Youre Not in Charge, the more it is taken as a personal indictment. Again, Pixar has this process down pat. When criticising early versions of a film, the Pixar team knows theyre dealing with work that reflects strongly on the artists behind it. To avoid egos and hurt feelings getting in the way of improving the movie, criticism is always clearly aimed at the film itself, rather than its makers. Team management made simple. Get started with MeisterTask Its free! Get started with MeisterTask Start with the Negatives When youre delivering negative news, theres one more thing to remember: if youve ever heard of the shit sandwich approach, nows the time to discard it. The idea of sandwiching bad news between two bits of positive news sounds great in theory, but doesnt work in practice. Evolution has primed us to respond to and remember negative events more strongly, since theyre more often related to life-or-death danger than positive events. A close run-in with a tiger, for instance, would have stuck in our ancestors minds more strongly than a nice meal. They needed to learn from the encounter with the tiger and avoid it happening again, so their brains remembered it vividly. Fortunately, we rarely face life-or-death dangers these days. Unfortunately, we still react more strongly to negative events. Which is why criticism stings so harshly, and we have a hard time letting go of negative experiences. This is why the shit sandwich doesnt work: sandwiching the bad news isnt enough to overcome our natural tendencies to focus on it. The good news is, theres another approach that might work. According to Roy F. Baumeister, professor of social psychology at Florida State University, many  good events can overcome the psychological effects of one bad event in our mind. Because it takes many positives to outweigh negatives, Clifford Nass, professor of communication at Stanford University, and author of The Man Who Lied to His Laptop  suggests  starting with the bad news first, then following it up with lots of positives. This helps to overwhelm the employees brain with good vibes, so they cant dwell on the bad feedback. Be Empathetic Speaking of egos, we all know how much it hurts to get bad feedback on something youve done. Whether its your work, a suggestion you offered in a meeting, or a joke that doesnt land, no one likes the feeling that we could have done better. When youre offering feedback to an employee, remember this. Marcia Reynolds, author of The Discomfort Zone: How Leaders Turn Difficult Conversations into Breakthroughs  says  we need to be empathetic when discussing feedback. Even if you disagree with their perspective, she says, honor the human in front of you. To ensure the process is respectful and useful to everyone involved, feedback discussions need to be a two-way conversation, not a lecture. Liane Davey, author of You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done, says  to avoid making the mistake of attributing intent, and instead to just focus on the impact of the behavior. Its all too easy to assume we know why  someone made a particular decision, but without asking and truly listening, we cant know for sure. Rather than making harmful assumptions, be open to hearing your employees point of view. Davey suggests asking open-ended questions to learn how your employee took the feedback, whether theyve understood you clearly, and what they plan to do differently next time. Amy Gallo agrees that checking for understanding should be part of your process. She also suggests you and your team member agree on clear next steps and a fair way to measure progress. One final thought: Castelda, who leads a training program on delivering difficult messages, suggests managers keep in mind the positive reasons for providing feedback. If youre finding a conversation difficult or nerve-wracking, remember that your aim in providing feedback is to help your team members succeed and grow. Research shows  53% of managers avoid difficult conversations due to lack of training in how to handle those moments effectively. A 2014 study  also found 43% of managers felt that offering corrective feedback was a stressful and difficult experience. If you fit into either of those groups, I hope this research will prove helpful in approaching future feedback sessions. And if nothing else, remember that youre dealing with another human being, and do your best to be empathetic to their point of view. Communicate. Collaborate. Create. Try MeisterTask Its free! Try MeisterTask