Tuesday, December 15, 2020

Strict, Loose, or Shades of grey?

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With Jefferson in office, the Federalists feared the destruction of the federal Constitution, which would result in Jefferson establishing a radical social order. However, would Jefferson actually do this? Although the Jeffersonians followed their "strict" interpretation of the Constitution for a number of years, they began to stray from their once literal understanding of it. Madison, as well as Jefferson, cannot be characterized as following a strict or loose interpretation of the Constitution; instead, both Presidents changed their views according to what principles they benefited from.


The Jeffersonians were construed as following the Constitution precisely, yet they opposed the idea of a too centralized government. Jefferson believed in strong state and local government, because they were closer to the people. He felt as though one powerful central government would take away the power from the states. In document A, Jefferson wrote "It [our country] can never be harmonious and solid while so respectable a portion of its citizens support principles which go directly to a change of federal Constitution, to sink the governments, consolidate them into one, and to monarchies that. Our country is too large to have all its affairs directed by a single government." Here Jefferson makes his feelings clear regarding a too centralized form of government.


Regarding the Bank of the United Sates, both Jefferson and Madison "out federalized the Federalists." They were opposed to the idea of the Bank at first because it was against what they stood for, but they soon found out that the Bank was helpful. They then changed their minds and not only supported it, but reinstated the Bank. Later, Madison signed a bill to create a second Bank of the United Sates in the form of Hamilton's when the first one had expired.


Another area where Jefferson may have "out federalized the Federalists" involved the Louisiana Purchase. Even though, "Jefferson did not believe that the government had the power under the constitution to add new territory or to grant American citizenship to the 50,000 residents of Louisiana by executive act, as the treaty required." "Because what he called 'the good sense of our country' clearly wanted Louisiana, he decided to 'acquiesce with satisfaction' while Congress overlooked the 'metaphysical subtleties' of the problem and ratified the treaty." (Garrity pg.15) However, Jefferson clarified his actions in a letter to Samuel Kercheval.


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Within document G, Jefferson provides his explanation for being able to change the laws of the Constitution. Jefferson states, "Some men look at the constitution with sanctimonious reverence, and deem them like the arc of the covenant, too sacred to be touched." "I am certainly not an advocate for frequent and untried changes in laws and constitutions…But I know also, that laws and institutions must go hand in hand with the progress of the human mind. As that becomes more developed, more enlightened, as new discoveries are made, new truths disclosed, and manners and opinions changed with the change of circumstances, institutions must advance also and keep pace with the times." Jefferson loosely takes hold of the Constitution by saying that it must change to fit the times. He wants the Constitution to change only for what he believes will be beneficial and, due to a myriad of situations, it was practical.


Another issue where Jefferson took a loose interpretation on the Constitution involved the Barbary Pirates. Jefferson went to war without Congress declaring war, which the Constitution states must occur. The Constitution says, "The congress shall have power to declare War, grant Letters of Marque and Reprisal, and make rules concerning Captures on Land and Water." (Constitution section 8) Jefferson disregarded this and instead did what he felt needed to be done.


Madison follows Jefferson's example by varying between a strict and loose interpretation of the Constitution. In document D, Madison is criticized for a loose interpretation of the Constitution. The document contains Madison's view on the draft. There is no place within the Constitution where it says that it is okay to draft people, yet Madison feels as though it is necessary to do so. The document is interesting because Daniel Webster, a Federalist who wrote it, wants Madison's administration to take the constitution more literally. Webster states, "The [Madison] administration asserts the right to fill the ranks of the regular army by compulsion…Where is it written in the Constitution, in what article or section is it contained, that you may take children from their parents, and parents from their children, and compel them to fight the battles of any war which the folly or the wickedness of the government may engage it?" Madison however, in a different document contradicts himself by assuming a strict interpretation of the Constitution.


Here Madison wrote a message to Congress regarding roads and canals. Unlike the issue concerning the draft, Madison says, "But seeing that such a power is not expressly given by the Constitution and believing that it can not be deduced from any part of it without an inadmissible latitude of construction and a reliance on insufficient precedents; believing that the permanent success of the Constitution depends on a definite partition of power between the general [federal] and the state governments…I have no option but to withhold my signature from it." (Document H) Madison does not feel as though he needs to sign this because it goes against the Constitution, yet with the draft, he needs more men to become a stronger army. With a stronger army he will then become a military hero. So Madison decided to stray from the Constitution only when he would benefit from it.


Regarding the Hartford Convention, the federalists felt as though the Jeffersonians were too loose now. In document E, the Federalists want the Constitution to become stricter, which happens to be quite ironic. Document E states, "No new state shall be admitted into the Union by Congress, in virtue of the power granted by the constitution, without the concurrence of the two thirds of both houses. Congress shall not have the power to lay any embargo on the ships or vessels of the citizens of the United States, …for more than sixty days. Congress shall not have power, without concurrence of two thirds of both houses, to interdict the commercial intercourse between the United States and any foreign nation, or the dependencies therefore." The Federalists show their views on what they believe needs to become stricter.


Whether or not Jefferson and Madison had a strict or a loose interpretation of the Constitution is a question that cannot be answered. Both presidents were neither one nor the other. They both changed their views on the Constitution according to what they felt was important, as well as what was beneficial.


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Similarities and Differences Between High School and College

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School plays an important role in our society. Many of us spend more than fifteen years at school in order to get the qualifications that are required to work in a specific field. Two important steps that we go through life are high school and college. Even though some people would think they are almost similar, yet there are significant differences between them.


The similarities between these two schools, that they both provide education to all students, offer same basic courses that meet a requirement, and occupy students with sports and activities. Education is expressed in many different ways. High school and college share a quality that they offer students the benefit of knowledge. It is credible how being in these two schools can share the same teaching cycle. Our school system has set up a great system towards the understanding of giving us the chance to be involved in sports and activities as well as attending school.


As similar these two schools can be, they also have many significantly differences. Such as going to college is by choice, it is required to pay for tuition and books, and it is our decision which teacher we request to educate us. Being in high school required by law, but when deciding to continue your education after high school you are then choosing to go to school by choice. We also have a great difference between the financial between these two schools. Being in high school was at means of no cost. It is expected for tuition and books to be paid for. The cost of college is enormously large rather then going to high school for four years. Unlike high school, being in college is all about choice. Anything you can think of we can make our own decision. Choosing who to teach us is our advantage to who's teaching style we are comfortable in. College gives each of us the opportunity to figure out who and where we want to go after high school.


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Overall, being in high school to college we are engaging into a great learning experience. Based on the similarities and differences between two schools it all comes down to building each and one of us a successful future. Whether deciding to continue school throughout the years, it is important to learn to appreciate that our school system provides us the advantage of receiving the benefit of education.


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Skit

If you order your cheap term paper


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What is schizophrenia?


Schizophrenia is a chronic and severe brain disorder. It is a disease that makes it difficult for a person to tell the difference between real and unreal experiences, to think logically, to have appropriate emotional responses to others, and to behave appropriately in social situations. People with schizophrenia may also have difficulty with some aspects of memory.


Schizophrenia can be very draining on those who have the disease and their families. People with schizophrenia often experience difficulties functioning in society. As a result, family members may assume new and unfamiliar roles, such as assisting with finances, ensuring medications are taken regularly,and helping with basic needs.


There are many myths surrounding the disease. Schizophrenia does not mean split personality . It is not caused by bad upbringing, personal weakness or laziness. Schizophrenia is an illness with a biological cause, like cancer or heart disease. Additionally, people with schizophrenia are not significantly more prone to violence than the average population.


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There is currently no cure for schizophrenia, but with appropriate treatment the symptoms can usually be controlled and most people with schizophrenia can lead productive and fulfilling lives. The severity of schizophrenia is different in each person, and symptoms may vary over time.Some scientists believe schizophrenia is a single disorder, while others believe it is a group of different but related disorders


What is schizophrenia?


Schizophrenia is a chronic and severe brain disorder. It is a disease that makes it difficult for a person to tell the difference between real and unreal experiences, to think logically, to have appropriate emotional responses to others, and to behave appropriately in social situations. People with schizophrenia may also have difficulty with some aspects of memory.


Schizophrenia can be very draining on those who have the disease and their families. People with schizophrenia often experience difficulties functioning in society. As a result, family members may assume new and unfamiliar roles, such as assisting with finances, ensuring medications are taken regularly,and helping with basic needs.


There are many myths surrounding the disease. Schizophrenia does not mean split personality . It is not caused by bad upbringing, personal weakness or laziness. Schizophrenia is an illness with a biological cause, like cancer or heart disease. Additionally, people with schizophrenia are not significantly more prone to violence than the average population.


There is currently no cure for schizophrenia, but with appropriate treatment the symptoms can usually be controlled and most people with schizophrenia can lead productive and fulfilling lives. The severity of schizophrenia is different in each person, and symptoms may vary over time.Some scientists believe schizophrenia is a single disorder, while others believe it is a group of different but related disorders


What is schizophrenia?


Schizophrenia is a chronic and severe brain disorder. It is a disease that makes it difficult for a person to tell the difference between real and unreal experiences, to think logically, to have appropriate emotional responses to others, and to behave appropriately in social situations. People with schizophrenia may also have difficulty with some aspects of memory.


Schizophrenia can be very draining on those who have the disease and their families. People with schizophrenia often experience difficulties functioning in society. As a result, family members may assume new and unfamiliar roles, such as assisting with finances, ensuring medications are taken regularly,and helping with basic needs.


There are many myths surrounding the disease. Schizophrenia does not mean split personality . It is not caused by bad upbringing, personal weakness or laziness. Schizophrenia is an illness with a biological cause, like cancer or heart disease. Additionally, people with schizophrenia are not significantly more prone to violence than the average population.


There is currently no cure for schizophrenia, but with appropriate treatment the symptoms can usually be controlled and most people with schizophrenia can lead productive and fulfilling lives. The severity of schizophrenia is different in each person, and symptoms may vary over time.Some scientists believe schizophrenia is a single disorder, while others believe it is a group of different but related disorders


Please note that this sample paper on skit is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on skit, we are here to assist you. Your cheap custom college papers


on skit will be written from scratch, so you do not have to worry about its originality.


Order your authentic assignment from cheap essay writing service and you will be amazed at how easy it is to complete a quality custom paper within the shortest time possible!


Monday, December 14, 2020

The People Era

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THE


PEOPLE


ERA


Hisham Ibrahim Amer


Human Resource


MBA - Semester II


October 1


The People Era - Hisham I. Amer Page


InterMark is a Pan-Arab


Marketing and advertising


company, dedicated


only to serve the Pharmaceutical


Industry.


The Mission of InterMark


is to deliver unique Services


to the pharmaceutical and health


care industry that matches the everincreasing


market competition in such


important market segment.


Despite the fact that clients do appreciate


quality as the end result product or


service, to be provided the elements of producing


and maintaining such high quality products or


services is not appreciated.


Clients recognize the value of having high quality


products or services as a necessity to remain competitive


or maintain or grow market share. Clients


still do not appreciate the incremental cost accompanied


with higher quality product or services.


The challenge of improving the clients sense of the


cost of high quality product and services is not our


main challenge, since the increasing market competition


will help clients to understand and to accept the


extra cost of quality. The major challenge remains


in creating quality oriented operation with a mission


of delivering unmatched quality standards in


the market it competes in.


Our strategy to maintain and deliver quality services


is to provide a team done products or services that


are based on total integration of the company¡¦s most


important resources ¡§People¡¨.


Adding Value through Employee Management


Most CEOs are people persons. They are extroverted,


like conver- sation, and have the kind


of magnetism or p r e s - ence that


attracts others. B u t being a


human assets C E O


is more


speciOc than


just being


a people


person. It


means managing


poli


c i e s ,


p r o c e -


dures, p r o g r a m s ,


and systems


related to the


hiring, retention,


and development of


people at every level of


the organization.


Human assets CEOs do more


than just know the names of many


of their employees. They are actively


involved in career planning and mentoring,


meeting face-to-face with employees to discuss


values, decision-making, and performance.


The importance of Values


In large companies, employees come from a broad


range of backgrounds and are involved in a broad


range of activities. Yet, human assets CEOs believe


that as employees, this disparate group of people


must all adhere to the same distinct company values.


Those values are the unifying thread of what are


often complex employee-management systems.


Pepsi Co CEO ¡¥Wayne Calloway¡¦, for example,


emphasizes personal integrity. Integrity means


employees are open, honest, and willing to put themselves


on the line by telling the truth rather than


keeping hidden agendas.


Introduction


Managing Relationships


Managing people is more than managing individual


performance and values. It is also managing the relationships


among people.


United Biscuits CEO Eric Nicoli, for example, places


great emphasis on friendship among employees.


People who enjoy working with their colleagues will


be more motivated and committed to perform.


For Jan Timmer, CEO of Dutch electronics giant


Philips, the relationship between people is fundamental


to success of the Orm.


After walking around a factory for half an hour and


watching how management and workers react to


each other, Timmer says, ¡§I can walk out without


looking at the Ogures, and I can tell you if that factory


makes money or not¡¨.


How They Do It


As with strategic management CEOs, human assets


CEOs delegate day-to-day operations. This gibes


them the time to closely monitor and be involved in


the performance and careers of their employees.


The People Principle


Attempts to improve productivity in the 170s and 180s largely failed. Managers poured money into expensive


computer technology but balked at underwriting employee skills. In the 10s, companies downsized,


right-sized, and reengineered, Oring their employees by the thousands. This didn¡¦t work either.


All this strip-down restructuring and pricey technology have raised individual productivity only 1 percent


since 18, according to an Andersen Consulting sturdy. It also has dropped employee morals to record low,


filled workplaces with fear and paranoia, and depleted company coffers of billions of dollars.


Clearly a new approach is needed, one that promotes people over processes. That¡¦s the message of The People


Principle.


People are illogical creatures often driven by emotion. They are not machines. They do not produce on


command. They produce because they are motivated from within. You can learn how to tap into this selfmotivation


to increase their work output.


Based on the notion of The People Principle, the company has adopted a series of strategies and tactics for


the implementation of people oriented organization. These strategies are


1- Understanding what motivates people¡¦s behavior


- Becoming the kind of person others want to follow


- Believing in people and getting them to believe in themselves


4- Coaching others to do their best


5- Getting employees to accept responsibility for their own problems


6- Setting up a goal-achievement system that works


¡§It¡¦s very important all the time to tell


people to do it themselves. You don¡¦t


have to stimulate an athlete who is running


the thousand meters. You don¡¦t have


to tell them that they have to win. They


know that. But you can ask them, ¡¥Have


you checked your diet? Have you got


the best trainer?¡¦ That you can do.¡¨


- Paul Fentener Van Vlissingen,


CEO, SHV Holdings (Holland)


The People Era - Hisham I. Amer Page 4


1- Understanding what motivates people¡¦s


behavior


Improving productivity begins with understanding


what motivates people ¡V what makes them want to


work harder.


Most behavior is motivated by an effort to satisfy


needs. Although these needs differ from person to


person, all fall into one of seven categories.


Progression of Needs


The first level is survival. At its most basic, this


a need to stay alive, but it includes emotional and


financial survival as well.


The second level is security. This encompasses a


sense of safety and the freedom to control your own


choices.


Knowledge is the third level.


Problem solving, decision making, satisfying curiosity,


and knowing how to function in different circumstances


fall into this category.


The fourth level is self-esteem. This includes feeling


good about the person him self, loving others, and


experiencing satisfying relationships.


The fifth level is self-expression. You express yourself


in your drive to achieve, move toward purpose,


and affirm uniqueness.


Wisdom ¡V that is, understanding and being able to


relate cause and erect ¡V is the sixth level, followed by


transcendence, in which you move beyond material


values.


We move through the levels in sequence, starting


with survival. Each level must be satisfied before we


can advance to the next.


Our productivity increases as we climb up the ladder.


We become more self-reliant, creative, and motivated


as we try to satisfy more complex needs.


Lower Levels Dominate


Your job as a manager is to determine what kinds of


needs are driving your people¡¦s behavior. They may


be on different need levels in different areas of their


lives. For example, a worker going through bankruptcy


may be in survival mode financially while


seeking wisdom at work.


The catch is that lower level needs often demand


greater attention. Your financially strapped employee


may be so worried about losing his house that he is


not even trying to satisfy his needs for wisdom at


work. As a result, he may be preoccupied and inattentive


on the job.


You cannot solve your employees¡¦ problems but you


can take the time to listen to them without judging


them. People want to feel you understand and accept


them.


In fact, you may solve many of your low-productivity


problems simple by listening, understanding, and


valuing your employees.


- Becoming the kind of person others want to


follow


It is like the management by example. The company


had agreed on a formula to be adopted by all department


heads, branch mangers and CEO. This form


help to set the example for the manager¡¦s subordinates


to follow.


1- Do you know your self?


Leaders discover their talents and strengths and how


to use them to advantage at an early age. Many say


that one of their best learning experiences was being


uprooted and reassigned to a new position or a new


culture. They had to learn new beliefs and customs,


and that made them examine their own responses to


more familiar patterns.


- Are you open to feedback?


Next time someone offers you a little friendly advice,


listen. Leaders, learn form the opinions and experience


of others. The key is finding people whose


opinions you trust. Many executives say that person


is their spouse.


- Are you eager to learn and improve?


Most leaders are lifelong students who continuously


reinvent themselves, adapting to changes around


them. They ask great questions. They know that


acquiring new information keeps them from being


blindsided. Leaders hunger for knowledge.


4- Are you curious? Do you take risks?


Leaders are always pushing the envelope, looking for


adventure. They embrace errors because they offer a


valuable learning experience.


They dare to take risks and explore new options.


Leaders, like experienced skiers, know that success


depends upon leaning forward toward your goal, not


back toward the safety of the hill.


5- Do you concentrate at work?


Interpersonal skills are important but not a critical as


the ability to concentrate on the goals, the company,


and the mission. Leaders are persistent. Their ability


to stay focused makes them effective.


6- Can you balance tradition and change?


There is a lesson to be learned in the adage ¡§Don¡¦t


throw the baby out with the bath water.¡¨ Some things


don¡¦t need to change, others do. So by learning


the culture and tradition of an organization before


making sweeping changes.


7- Do you have open communication channels?


Open interaction enhances the free flow of information.


Consider setting aside some time each day or


week to make yourself available to those around you.


Establishing open forums lets others know you are


receptive to their ideas and suggestions and provides


you with fresh perspectives.


8- Do you work with systems?


You cannot solve every problem. Functioning effectively


within an organization means that sometimes


you have to rely heavily on others in the system to


make decisions and get things done.


- Do you serve as a model or mentor?


Setting a good example is not only a terrific learning


experience of others; it¡¦s part of the process of selfinvention


for leaders. Good leaders coach others,


helping them focus on what¡¦s important, teaching


mentoring, and empowering them.


- Believing in people and getting them to


believe in themselves


It is the task of empowering employees to take


actions. Even when urgency is high, a guiding coalition


is in place, and a vision has been created and


communicated, numerous obstacles can still stop


people from creating change.


At this stage of the process, you want to empower


abroad base of people to take action by removing as


many of those obstacles as possible.


The four major barriers to change are structure,


skills, systems, and supervisor.


1- Structure


The structure of an organization can stifle the initiative


of even the most motivated people. For example,


change often requires cross-functional cooperation.


But organizational walls between different, independent-


minded functions slow down communication


and cooperation.


Layers of middle managers or fragmented resources


and responsibilities are other structural barriers to


initiative and change.


Address these problems ¡V by enforcing cross-functional


cooperation or consolidating resources, for


example ¡V or eventually employees will bail out of


the change program.


- Skills


A lack of skills training can also impede change.


It¡¦s not easy to discard years of habits and attitudes.


People are often taught technical skills, but not the


social skills and attitudes needed to make the change


work.


It¡¦s not enough to say, ¡§Okay, you are empowered,


now go.¡¨ You must give employees the training they


need to use their power.


For example, if change requires teams, you must


teach team building and team working skill. If change


requires managers to empower their employees ¡V


managers who have always made decisions and


handed orders ¡V then you must train these managers


in new employee ¡V relation¡¦s skill.


Training doesn¡¦t mean that you should view your


people as helpless employees who must be shown


every detail. You won¡¦t empower them with that attitude.


With empowerment training, you are simply saying,


¡§We are going to be delegating more, so here¡¦s a


course to help you with your new responsibilities.¡¨


- Systems


Human resources systems, such as performance evaluations


or compensation, promotion, and hiring systems,


must be aligned with change.


If the core of a new vision places customers at the


center of all decisions, for example, then perform-


The People Era - Hisham I. Amer Page 6


ance evaluations and compensation have to be tied to


customer satisfaction results.


People understandably link their efforts with how they


are being evaluated and rewarded. If they are not


rewarded for acting on the vision, then vision takes a


back seat.


4- Supervisors


Supervisors and managers can be foot draggers ¡V and


from their positions of power they can drag the feet of


those around them.


The best solution direct, honest dialogue. Confront


bosses who undercut change, explaining clearly the


vision and their contributions to that vision. If they do


not want to contribute, then they must be let go.


4- Coaching others to do their best


Coaching is not a performance appraisal. The purpose


is to build people and help them discover their potential.


Treating people as unique individuals. Measure


them against them selves, not others, not the CEO.


What percentage of the work force is performing


at peak levels? If your employees are average, the


answer is probably no more than 0%. These top performers


often are eager to learn because they have


high achievement drives.


The job is to get the remaining 80% to follow suit.


One way to do this is by coaching them.


All of us need coaches. Most people work, learn, and


stretch more if they are encouraged and coached, than


if they try to go it alone.


The Coaching Process


Regularly scheduled coaching and counseling sessions


will help improve almost anyone¡¦s performance. Hold


coaching sessions in a completely private setting. Give


your employees your undivided attention; don¡¦t allow


any interruptions or distractions. Your message should


be that nothing is more important than this session.


The coaching process has five parts.


First, asking the employees about their goals or objectives.


Get them to identify not only the goals but also


how they plan to accomplish them; what, if anything,


is holding them back; and what would help them make


progress.


Listening to them without interruption. Guide and help


them discover their own answers.


These first two steps, asking and listening, will take up


three-fourths of your session time. You should spend


80% of this time listening.


Now we are ready to coach the knowledge, skills, or


actions your employees need. Talk about problems or


areas that need improvement. Suggesting an action


to help them overcome an obstacle or move toward


a goal. Keeping the responsibility on their shoulders,


not our¡¦s.


Praising specific behaviors. Point out the talents, attitudes,


and abilities they have that will help them reach


their goals. Telling them that the company believe they


can do it.


Challenging them to become their best. Ask them to


commit to specific results and time frames. Explain


that the company will follow up their progress. Thank


them for the work they have done and tell them how


important they are to your organization. You might


want to write your questions and the coaching process


¡V ask, listen, coach, praise, challenge ¡V on note cards


to keep you on track during the sessions.


5- Getting employees to accept responsibility for


their own problems


A formula to encourage employees to solve their own


problems thus giving them the responsibility to be


more result oriented.


A formula has been adopted to help the company force


to solve their common work problems


1- Defining the problem


- Pinpoint the cause of the problem


- Identify possible solutions


4- Solve the problem removing the cause or take


corrective action.


6- Setting up a goal-achievement system that


works


The company has set a goal achievement system helping


achieving and committing to the company¡¦s overall


goals.


Choosing Well-defined goals


Setting and reaching goals is more an emotional exercise


than an intellectual exercise.


You begin by defining your objectives. Choose six


that are important to you. These might include losing


weigh, getting a new office, finding a new job, saving


a certain amount of money each pay period, solving


a particular problem, and communicating a different


image to people around you. Be specific about what


you want to accomplish.


On a separate note cards, write down each goal and


the date by which you want to attain it. Phrase it as


a statement, such as, ¡§Beginning January 1, I¡¦ll save


10% of my income each month. ¡§Be realistic about the


amount of time you need to achieve your goals. Nothing


happens overnight.


Make sure your goals are consistent with each other,


with your values, and with the goals of people close to


you. If they are not, you will sabotage your best intentions.


Work to Achieve


By working to develop the strengths needed to reach


the goals. These include cultivating the right attitudes,


proper habits, and useful skill.


Evaluating the Progress


By reviewing each goal and either proceed with, revise


or recycle it.


By making employees practicing this goal achievement


system on their personal goals which is shorter


in terms than the company ones. Employees learn to


practice the system in full and se the impact in relatively


short period of time.


Conclusion


People represent the most important company asset. A


probably integrated company force will help improving


productivity, reducing production cost and improving


overall company efficiency.


The company decision to consider the employees as


the most important factor contributing to the company¡¦s


long-term success was attained by setting up a


multidimensional plan that helps creating and maintain


a high caliber company members.


The People Era - Hisham I. Amer Page 8


Introduction


InterMark is a Pan-Arab Marketing


and advertising company,


dedicated only to serve


the Pharmaceutical Industry.


The Mission of InterMark is to


deliver unique Services to the


pharmaceutical and health care


industry that matches the everincreasing


market competition


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Deciding how to make labels

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Ghetto Superstar says


yeah thats the bottle


(__|__) BUM says


ok so the kundalini labels supposed to go all the way from up to down like that???


Custom writing service can write essays on Deciding how to make labels


Ghetto Superstar says


i need to cover entire wordings from absolut till the end


Ghetto Superstar says


yeah and i need a small stciker to put in that round hole


Ghetto Superstar says


on top


(__|__) BUM says


shit i think it wont look too good,w hat can i do for the whole design


(__|__) BUM says


ok will try something


Ghetto Superstar says


u can put some words or soemthing


(__|__) BUM says


ok . i cant write round...could never do that so max will give my idea according to the other label and that ull can finalize in mbk (the round sticker


(__|__) BUM says


ok anyways its so long...why dont u make some content


(__|__) BUM says


as all i have is kundalini


(__|__) BUM says


brb


Ghetto Superstar says


k


Ghetto Superstar says


so i can make them slaves


Ghetto Superstar says


NOTHING THANKS


Ghetto Girl says


GRRRRRRRR


Ghetto Girl says


Ill give U attitude


Ghetto Superstar says


hahahaha


Ghetto Superstar says


ull give me attitude


Ghetto Superstar says


soi ull be my slave


Ghetto Superstar says


kewl


Ghetto Superstar says


agreed


Ghetto Girl says


did i make a joke?


Ghetto Girl says


I wunt be your slave!


Ghetto Girl says


youll be mine


Ghetto Superstar says


yeah yeah


Ghetto Girl says


Boy U know its true


Ghetto Superstar says


whatever


Ghetto Girl says


Ghetto Girl says


so which email was i supposed to get


Ghetto Superstar says


the superfly one


Ghetto Girl says


of course i got it


Ghetto Girl says


dineshs infamous shots


Ghetto Superstar says


yeha


Ghetto Superstar says


pass on the email


Ghetto Superstar says


pass it on


Ghetto Superstar says


i have sent to the usual


Ghetto Girl says


okie i will


Ghetto Superstar says


good girl


Ghetto Superstar says


u seen the bottle right


Ghetto Superstar says


wanna make up some content for the sticker


Ghetto Superstar says


as it is too l,ong


Ghetto Girl says


content okie


Ghetto Superstar says


look at this


Ghetto Girl says


okie


Waiting for Ghetto Girl to accept the file absolut.jpg (50 Kb, less than 1 minute with a 8.8 modem). Please wait for a response or Cancel (Alt+Q) the file transfer.


Transfer of file absolut.jpg has been accepted by Ghetto Girl. Starting transfer...


Transfer of absolut.jpg is complete.


Ghetto Girl says


yeah, i get the point


Ghetto Girl says


ill go thru it


Ghetto Superstar says


now now


Ghetto Superstar says


dhiru is making the label


Ghetto Superstar says


needs the content


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Friday, December 11, 2020

Peeps

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Disciples II


Guardians of the Light


CONTENTS


I) Minimum System Requirements


Do my essay on peeps CHEAP !


II) Troubleshooting


a) General tips


b) Game wont launch


c) Display problems/issues


d) Performance issues


e) Contact us


III) Miscellaneous


f) Manual addendum


g) Multiplayer over LAN


h) Exported leaders for the expansion campaigns


i) Special Thanks


I) Minimum System Requirements


----------------------------


Windows(R) x/000/Me/XP


Pentium II Mhz / AMD Athlon


MB RAM (Recommended 64 MB)


1.1GB Free Hard Drive Space


8MB Video Card


DirectX Compatible Sound Card


DirectX 7.0 or higher


56k Modem for Internet Play


II) Troubleshooting


-----------------


a) General Tips


With so many different combinations of PCs, operating systems and video/sound


cards, you may encounter difficulties running the game on your system. By


following the tips mentioned in this section, you will address many common


problems encountered when running games.


1) Before installing the game, make sure you have the proper amount of


available hard drive space.


) Before installing the game, make sure that any programs that may be running


in the background are removed.


If using Winx/ME


==================


a) Go to Start


b) Go to Run


c) Type msconfig, click on the startup tab.


d) Uncheck everything except for SYSTEMTRAY and SCAN REGISTRY


e) Click on Apply then Ok and reboot the system.


If using Wink, XP


===================


a) First backup the registry


b) Go to Start


c) Go to Run


d) Type regedit then hit ok.


e) Go to HKEY_LOCAL_MACHINESOFTWAREMICROSOFTWINDOWSCURRENTVERSIONRUN


f) Delete the entries on the right side. (backup the registry first)


) Run Disk Defragmenter on a regular basis.


4) Read the minimum requirements and make sure your system meets them.


5) If using Wink or Win XP, logged in as the Administrator.


b) Game wont start


) We have found that Disciples II hangs at launch on some systems when the


sound acceleration is disabled. To verify if you have sound acceleration ON,


choose RUN from, the START menu, type dxdiag in the edit box and press


OK. Choose the SOUND tab and verify that the hardware sound acceleration


level is not set to no acceleration.


) The copy protection used with Disciples II might not be compatible with some


CDROMs. There are some steps that can be taken to address this issue


A) Disable the game port/joystick in your Device Manager


B) Securom is not compatible with real mode drivers. You need to edit


AUTOEXEC.BAT and CONFIG.SYS and remove any entries relating to your


CDROM.


C) You may need to update the drivers for your sound card.


D) Update the drivers for your CDROM.


c) Display problems/issues


If you are experiencing display problems with Disciples II, such as flickering


images, black screen, strange colours, please do the following


A) Update your video card drivers. Here are some manufacturers web sites.


http//www.nvidia.com


http//www.atitech.com


http//www/dfx.com


http//www.gurud.com


http//www.matrox.com


B) Make sure your monitor can support the refresh rate selected. You can run


the Configuration Editor utility program and change the refresh rate.


C) Adjust the settings for hardware acceleration for your video card. (Reduce


it by one notch or two). (display properties/settings/advanced/performance).


D) Reinstall DirectX after any driver update (cause for DDRAW error.)


E) Make sure your screen can support the required resolution (cause for DDRAW


error.)


d) Performance issues


If Disciples II runs too slowly on your computer, there are a few things that


you might want to try to improve the games performance


) Close any unnecessary programs (as mentioned above) that may be running


in the background. Antivirus programs and security programs are notorious


for slowing down your computer and can even cause various problems with


some games.


) Open the Options screen (ESC from isometric map) and turn off some options


or click on the Low end button. Changing the following options should


increase the performance of the game.


OPTION NAME NEW SETTING


-----------------------------------------------------------


Scrolling between actions Off


Isometric animations Off


Battle speed Instant


Extra Battle amimations Off


Isometric Audio Environment Off


Low memory video card On


Sound FX volume Off


Music Volume Off


e) Contact us


For further assitance, you can reach us at the following


Phone (514) 844-4 Monday to Friday from 800AM to 600PM eastern time


Fax (514) 844-47 Attn support


E-mail support@strategyfirst.com


You can also visit our website at http//www.strategyfirst.com.


When you call, please have the following information handy for faster service


Computer type and processor speed


Amount of RAM (memory)


Operating System Used


Type of video and sound card


Amount of memory on the video card


Version of DirectX installed on your machine.


All this information can be obtained through the dxdiag utility.


(start/run/dxdiag).


III) Miscellaneous


--------------


f) Manual addendum


The following option is not mentioned in the manual


- Inverse mini map mouse behavior (on/off) inverses the way the mini map


scrolls when clicked upon


g) Multiplayer over LAN


You may play a -4 player multiplayer game of Disciples II over a LAN using


only one CD, but each person must hotswap the CD when they launch


Disciples II. To Hotswap


1) Place the Disciples II CD in the CD-ROM drive and launch the game.


) When the main menu appears, remove the CD-ROM from the drive and


pass it to the next player on the LAN.


) Each player repeats steps 1 and .


4) When starting a multiplayer game session, the Host MUST have the


Disciples II CD-ROM in their CD-ROM drive.


N.B. - YOU MUST HAVE THE FULL VERSION OF THE GAME INSTALLED FOR THE


HOTSWAPPING TO WORK.


h) Exported leaders for the expansion campaigns


In order to play the new expansion campaigns, you will need high-level


leaders (level 10 or higher) that have been exported from the original


campaigns or skirmishes. To that effect, appropriate leaders have been


placed in the BonusExported Leaders folder on disc 1. Simply copy


these files into the Exports folder located in the folder where


Disciples II - Guardians of the Light is installed.


Note that these leaders are the minimum required to play these new


campaigns. You are encouraged to play through the original campaigns


first, and export your leader at the end.


Also note that using any cheats will disable exporting of leaders.


i) Special Thanks


A special thanks goes out to the following individuals for additional


last minute beta testing


Ryan Bastien


Stephane Brault


Doug Campbell


Mark Cecere


Mark Esposito


Julien Fullum


Paul Gadbois


Simon Lamoureux


David Mallet


Jeff Millett


Nathan Pinard


Adam Phillips


Jay Podilchuk


Ryan Valade


Special thanks also go to Eva Bunodiere for her work on the Scenario


Editor Manual.


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Thursday, December 10, 2020

Childhood

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¡§Wake up, wake up my dear little girl,¡¨ said a soft voice. How could it be so soft? Am I still dreaming? Just than the voice said again, ¡§Wai wai, be a good girl. Wake up or you will be late.¡¨ Slowly I open my eyes.


Once I really think of things happen like that, mother calling me Wai wai and wake me up in a soft voice. It was a good time, when I was just five. Mother was so kind to me, just like an angle. It was the right for me too stay in bed for a longer time. But now she was not an angle, only a woman that yells and cried her daughter to wake up. Stay in bed for longer no way!


When I was five, mother would kindly wake me up, then lead me the way to the washroom. Helping me to make the toothpaste, watching me to brush my teeth. After dressing up the tidy, clean school uniform, we would have breakfast together round the table. Chatting what would be up that day, like will teddy be lonely when I was at school, I didn¡¦t want to leaave him etc. Then mother would promise helping me to take care of him. After that we would walked to school, hand by hand.


Walking to school is the most presurious time having with mother. Now she will just straightly order in a loud voice, ¡§Go rightaway to the bus-stop! Or you will be late¡¨ No more soft voice, walking and chatting ¡Konly shouts and orders.


Custom Essays on Childhood


Now you know why I will choose to stay at five years old all my life. I can enjoy all the caring and love from mother, having all my rights. Besides I think five years old is my happiest time through my life up till now.


In five I was studing the kinergarden, learning words and playing in the coverplaygroud. Most of all are having teas and little snap. I can still remember the teatime song ¡§ Tea-time tea-time fun, fun, fun, come and have it everyone.¡¨I enjoy having teatime most; I think those snacks are the delicious ones in the world. Each day I only need to learn a few words than I can play with other childrens. There is not even any workload to say. Compare to now when you are at home lots of homework are waiting for you, the work loads are so heavy that sometimes even you work till late to night you can¡¦t finish it. You can never think of having any snaps. So five years old is just a good time.


During this time you can express your feelings out freely, just cry out, as you want. Not like now if you want to cry you might think of many things, like will people laugh at you etc. All the things is pure and simply.


You may agrue that five years old is not the best time because you can¡¦t go out shopping with your friends, instead just stay at home playing toys. But I tresasure this part of my life most! Since I can enjoy the care, love, freedom (at home) from my parents and the simple life style.


Cherry lau.


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