Preventing Computer Vision Syndrome :: Health Vision Computer Essays

Preventing Computer Vision Syndrome Many people in today’s world experience a number of discomforts in relation to spending too much time in front of a computer. These discomforts are especially common for students at Iowa State University because computer technology is used for most of the classes taught here. Many students are unaware of the damage that they are doing to themselves by staring at computer screens for extended periods of time. This paper will describe some of the effects that these students may experience which include: dry, burning eyes; blurred vision; delayed focusing; altered color perception; headaches; tired eyes; eyestrain; sore eyes; red eyes; contact lens discomfort; glare sensitivity; excessive tearing; neck, shoulder and back pain (intersights). Collectively, these symptoms have been termed Computer Vision Syndrome (CVS) by the American Optometry Association (eye2eye). The purpose of this paper is to make students aware of some of the effects of long hours spent in front of a computer, and what they can do to prevent these effects. This paper will cover the causes of common effects of Computer Vision Syndrome in detail so that students are aware of the causes as well as the effects of extended amounts of computer usage. When the students know that their computer is the source of the discomforts described below, they will be able to easily prevent these discomforts. Ultimately, this paper will help students become much more efficient in their computer work when they know what causes the effects of Computer Vision Syndrome are and how they can prevent them. What Are the Causes of Computer Vision Syndrome (CVS)? When a person is looking at a computer screen, that person is processing information at a very rapid rate. The human eye is designed to see clearly at distances of three to twenty feet away without any accommodations, and at this range our eyes traditionally experience no discomfort. When the average person is looking at a computer screen, that screen is usually around twenty inches away from the eyes. The eyes must continually expand and contract to continually refocus to compensate for this small distance. The eye is just not designed to be able to handle staying contracted for any amount of time, and the result is tired, dry, and very sore eyes (eye2eye). The images and text on a computer screen are composed of pixels. Pixels are tiny dots that are bright in the center and fuzzy on the edges and are usually accompanied by backgrounds that do not lend a strong contrast to the written text.

Hr Planning Assignment

Introduction to Planning Function. Human resource planning is the process whereby organizations determine the staffing support they will need to meet business needs and customer demands. There are a variety of considerations that impact this planning, including impending retirements and transitions, the availability of employees with certain skills sets and changes in the environment that may require training for existing employees. Human resource planning is important and ongoing because of both internal and external environmental changes.Internally, businesses are impacted by turnover and retirements. Externally, they are impacted by changes in technology, changes in the economy, and changes in the industry and consumer demand that may require skills that do not currently exist within the company. All of these impacts have an effect on the type and numbers of employees that are needed for the business to remain successful. MM Distributing Agencies. Company Profile MM Distributing A gencies is engaged in product distributing business for five years in a considerably successful manner.The business was started by Mr. Manjula Madurapperuma. Since the companies’ commencement Mr. Manjula Madurapperuma and Mr. Ajith Jayathunga has contributed in a major aspect to the company to be reached the zenith. Their Vision To have distributing agencies in each district. Their Mission We will be the most successful distributing company in the country. MM Distributing Agencies has three distributing agencies, distributing Unilever and Asian Paints products in several geographical areas.And they have about 65 employees under their distributing agencies running out their working capacity. Each and every agency is consistent with a Branch manager, Sales Manager, Stock Keeper and an IT manager. These managers have authority to plan, and recruit and select candidates to their branches or to the particular section. Primarily what happens in these distributing agencies is storin g and distributing the products of Unilever and Asian Paints Companies to shops in those particular areas. Storage and DistributionEach distributing agency has inventories; Unilever and Asian Paints products are directly sent to these inventories and these inventories are controlled and handled under the supervision of Stock keepers and supervisors. And the information about the products stored in these inventories is entered to the main database by computer operators under the supervision of IT managers and Stock keepers. These agencies use Vans and Lorries to distribute products. On all these vehicles there is an outstanding staff whereas a driver, cash collector and 1 or 3 assistants are supposed to work together.And all the day to day activities, information about distributed products are entered to the main database by computer operators under the supervision of IT managers and Stock keepers. And finally the Top Management retrieves required information from the certain databas e. Competitors Competitors of these agencies are other agencies that distribute products of companies like Hemas, CIC, Multilack, Nipolack, and COSWAY etc. Locations of MM Distributing Agencies. Organizational Structure Mr. Manjula Madurapperuma. Mr. Manjula Madurapperuma. Mr. Ajith Jayathunga Mr. Ajith JayathungaAnuradhapura Branch Manager Anuradhapura Branch Manager Avissawella Branch Manager Avissawella Branch Manager Nuwara Eliya Branch Manager Nuwara Eliya Branch Manager Each and every branch is consistent with a Branch manager, Sales Manager, Stock Keeper and an IT manager. Sales Managers, Stock Keepers and IT managers work under the supervision of their particular branch manager. All these managers have authority to plan, and recruit and select candidates to their branches or to the particular section. Only the management positions are filled under the supervision of Mr.Manjula Madurapperuma and Mr. Ajith Jayathunga Current HR Planning Process at MM Distributing Agencies. Eve n though MM Distributing Agencies is engaged in business in a considerably successful manner, the organization does not have a proper planning process. And also it does not have a HR department. HR managers’ duties are done by the each branch manager. Currently the Sales Managers, Stock Keepers and IT managers at each branch have the authority to plan, and recruit and select candidates to their branches or to the particular section under the supervision of their particular branch manager.When there is a position to be filled these managers ask their current employees for help or they go for recruitment at gate option. According to Avissawella branch manager this organization does not have a HR database and a successful planning process, when they have a vacant position they temporarily hire employees for the particular vacant position until they find a suitable person to hire permanently. And the managers admit that it is a costly process. And also they admit that temporarily hired employees cannot be trusted.Both Avissawella and Nuwara Eliya branch managers have faced problems with temporarily hired workers stealing products from the organization and with their bad behavior. These problems are results of not having HR department, a HR database and a proper planning process in the organization. According to Mr. Manjula Madurapperuma, they have tried to establish two distributing agencies at Kurunegala and Kegalle, but both times they have failed to keep those agencies running. It is clear all those failures were occurred because the organization did not have a proper planning process.These weaknesses can affect the organizations’ success. Current Problems of The HR Planning Process at MM Distributing Agencies. * This organization does not have a HR Department. * Organization does not maintain a HR database. * Does not have a proper planning process. * Managers quickly plan solutions for problems like employee turnover, retirements and market losi ng and they fail at implementing those plans. * Branch managers have to work as HR managers too. * Some managerial solutions like temporarily hiring workers cost a huge amount of money and resources to the organization.Recommendations for improvement * Owners of this organization should hire a HR Manager and required other employees and have a HR Department in this organization. * HR Department should maintain a HR database about available employees to inform them and to hire them when there are vacant positions to be filled. * Owners of MM Distributing agencies should meet their managers time to time and make plans for the future of the organization and should implement them carefully. Otherwise the remaining three branches of MM Distributing agencies will eventually fail.

Pros and Cons on Flexible Grouping in Grades 7-12

Every student learns differently.  Some students are visual  learners who  prefer using pictures or  images;  some students are  physical  or  kinesthetic who prefer using their bodies and sense of touch. Different learning styles mean that teachers must try to address the variety of learning styles of their students to target instruction. One way to achieve this is through flexible-grouping. Flexible grouping  (flex grouping) is the purposeful  and  strategic  grouping/regrouping  of students within the classroom  and in combination with other classes in various ways based on the subject area and/or type of task. Flexible grouping is used in middle and high school, grades 7-12, to help differentiate instruction for students in any content area.   Flex-grouping  allows teachers the opportunity to organize collaborative and cooperative activities in the classroom. In creating flexible groups teachers may use  test results, student in-class performance, and an individualized evaluation of a students set of skills to determine the group into which a student should be placed.  Regular review of placement in flex-grouping is recommended. In flex-grouping, teachers can also group students by levels of ability. There are ability levels organized in three (below proficiency, approaching proficiency) or four (remedial, approaching proficiency, proficiency, goal).  Organizing students by ability levels is a form of proficiency-based learning which is more common in the elementary grades. A type of assessment that is growing at the secondary level is standards-based grading which ties performance to proficiency levels. If there is a need to group students by ability, teachers can organize students into  heterogeneous grouping  mixing students with different skills  or  into  homogenous groups  with students in separate groups based on high, medium, or low academic achievement.  Homogeneous grouping  is used for improving specific student skills or measuring student understanding more often.  The student grouped with students demonstrating similar needs is one way a teacher can target identified needs students have in common. By targeting the help each student needs, a teacher can create flex groups for the most remedial students  while also offering flex groups for higher achieving students.   As a caution, however, educators should recognize that when homogeneous grouping is used consistently in the classroom, the practice is similar to  tracking  students. The sustained separation of students by  academic ability into groups for all subjects  or specific classes  within a school is called tracking.  This practice of tracking is discouraged as  research shows that tracking  negatively impacts academic growth. The key word in the  definition of tracking is the word sustained which contrasts with the purpose of flex grouping. Since the groups are organized around a particular task, flex grouping is not sustained. Should there be a need to organize groups for socialization, teachers can  create groups through a drawing or lottery. Groups can be created through pairs spontaneously. Once again, each students learning style  is an important consideration as well. Asking students to participate in organizing the flex groups (How would you like to learn this material?) may increase student engagement and motivation. Pros in Using Flexible Grouping Flexible grouping is one strategy  that allows the teacher opportunities to address each learners  specific needs, while regular grouping and regrouping encourage student relationships with teacher and classmates. These collaborative experiences in the classroom help to prepare students for the authentic experiences of working with others in college and their chosen career.   Research shows  that flex grouping  minimizes the stigma of being different and for many students helps to  reduce their anxiety. Flex grouping provides an  opportunity for all students  to develop leadership skills and take responsibility for their learning.   Students in flex groups need  to communicate with other students, a practice which develops speaking and listening skills. These skills are part of the Common Core State Standards in Speaking and Listening  CCSS.ELA-LITERACY.CCRA.SL.1 [Students] repare for and participate effectively in a range of conversations and collaborations with diverse partners, building on others ideas and expressing their own clearly and persuasively. While developing speaking and listening skills are important for all students, they are particularly important for students labeled as  English Language Learners  (ELL, EL, ESL or EFL). Conversations between students may not always be academic, but for these ELs, speaking to and listening to their classmates is an academic exercise regardless of topic. Cons in Using Flexible Grouping Flexible grouping takes time to implement successfully. Even in grades  7-12, students need to be trained in the procedures and expectations for group work. Setting standards for cooperation and practicing routines can be time-consuming. Developing stamina for working in groups takes time. Collaboration in groups may be uneven. Everyone has had an experience in school or at work of working with a slacker who may have contributed little effort. In these cases, flex grouping may penalize students who may work harder than other students who may not help. Mixed ability groups may not provide the support needed for all members of the group. Moreover, single ability groups limit peer to peer interaction.  The concern with separate ability groups is that placing students into lower groups often results in lower expectations. These kinds of homogenous groups organized only by ability can result in  tracking.   The National Education Association  (NEA) research on tracking shows that when schools track their students, those students  generally stay at one level. Staying at one level means that the achievement gap grows exponentially over the years, and academic delay for the student gets worse over time. Tracked students may never have the opportunity to escape to higher groups or levels of achievement.   Finally, in grades 7-12,  social influence can complicate grouping students. Some students may be negatively affected by peer pressure. Student social and emotional needs require that teachers need to be aware of their students social interactions before organizing a group. Conclusion Flexible grouping means that teachers can group and regroup students to address student academic skills. The collaborative experience of flexible grouping can also better prepare students for working with others after they leave school. While there is no formula for creating perfect groups in class, placing students in these collaborative experiences is a critical component of college and career readiness.