Choosing the Best Tactical Flashlight - 1359 Words

h1Choosing the Best Tactical Flashlight/h1 One of the most important steps in self-defense and gun safety is knowing your targets location and what is beyond and in front of it. Not practicing this vital step can result in severe injury or even the accidental death of an innocent person. However, it can be extremely difficult to practice this in a dark area. That is why tactical flashlights have become so popular with gun owners. Theyre not only useful for illuminating the area that youre trying to protect, but they can also be so bright that they can temporarily blind or stun the threat. If you want the best tactical flashlight for your gun, focus on these important aspects while shopping. h2Selecting Type/h2 There are typically two types of tactical flashlights available for nearly any gun. These types are hunting and military tactical flashlights. Their purposes are quite clear as the hunting flashlight is more for hunting while the military one is more for combat purposes, but you dont have to focus on those specific aspects to make your choice. You should weigh the specific features of each flashlight instead. h3Hunting/h3 Tactical flashlights meant for hunting are very straightforward. Theyre meant to illuminate large areas and possibly blind or stun certain prey for an easier shot. These flashlights dont have any other real options besides a changing light color and brightness control, but theyre very useful for hunting purposes. If youreShow MoreRelatedFinding the Best Flashlight Essay1424 Words   |  6 Pagesh1Choosing the Best Flashlight/h1 If youve ever bought or considered buying a flashlight, its likely that you havent thought much about what kind of flashlight to buy. Considering that flashlights are a very common purchase for nearly every household, this kind of mindset is not surprising. However, you should put plenty of thought into your decision to buy the best flashlight for your needs. Flashlights are almost always bought for emergency or outdoor use, so finding the best flashlightRead MoreEthical Decision Making For Military Leaders1714 Words   |  7 Pagesthe value of democracy and support the concept as a pillar of the American value system. However, what happens when a majority of people, in an attempt to provide the most happiness for the most people, determines that a terrorist organization is the best form of leadership for a society, and they then put representatives from that organization into political offices by a majority vote? This is exactly what happened in Lebanon when citizens voted members of Hezbollah to the Lebanese cabinet in 2008Read MoreDuracell Marketing Plan3163 Words   |  13 Pageshave a long-term vision to adapt to the changing electronic device market B. The Customer Environment #61656; Who are the firms current and potential customers? • Dominant users are owners of toys, audio products, cameras, remote controls, and flashlights, which together account for 83.7 percent of the total U.S. market • Virtually all potential consumers can be reached as electronic devices and batteries are now being marketed over the Internet • Customer service can help to determine consumer decisionRead MoreSecurity Forces51988 Words   |  208 Pages discipline, internal organization, or unit training. TACTICAL CONTROL (TACON) Tactical Control is command authority over assigned or attached forces or commands, or military capability or forces made available for tasking, that is limited to the detailed direction and control of movements or maneuvers within the operational area necessary to accomplish missions or tasks assigned. Tactical control is inherent in operational control. Tactical control may be delegated to, and exercised at any levelRead MoreBrand Building Blocks96400 Words   |  386 Pagesfeel pressure to perform - to turn it around quickly and visibly. c. A short-term focus is created by the performance measures available. Measurements of intangible assets such as brand equity, information technology, or people are elusive at best. The long-term value of activities that will enhance or erode brand equity, for example, is difficult to convincingly demonstrate, in part because the marketplace is noisy and in part because experiments covering multiple years are very expensiveRead MoreEssay on Fall of Asclepius95354 Words   |  382 PagesSome passed and some failed. The worst traits of humanity were exposed during the outbreak. But at the same time, the best traits shone so brightly that the darkness of humanity dissipated. It was the survivors that fought to get our lives back who had these traits. Many credit me with bringing together so many people, with different ideals, to fight back or bringing out the best in people because I inspired them. That was not true. It was thanks to true humanity. The humanity I always knew existedRead MoreManaging Information Technology (7th Edition)239873 Words   |  960 Pagespurchased software packages, as well as IT project management. Part IV—The Information Management System provides knowledge about effectively planning IS resources for the business, leading IS units responsible for provisioning these resources, and best practices for addressing information security, as well as larger social, legal, and ethical issues related to information technologies. THE TEACHING CASES To demonstrate real-world IS management challenges, this textbook also includes a set ofRead MoreAr 670-1116218 Words   |  465 PagesCarrier, club ring. (5) Case, ammunition magazine, black leather. (6) Case, first aid, black leather. (7) Case, handcuffs, black leather. (8) Club, policeman’s, with leather thong. (9) Duty jacket. (10) Gloves, white cotton. (11) Flashlight. (12) Flashlight, carrier ring. (13) Handcuffs, ratchet type, double lock. (14) Hat, service, with cover, female; cap, service, white, MP, male. (15) Helmet liner, MP. (16) Holster, black leather. (17) Lanyard, pistol, olive-drab (OD) nylon cord. Read MoreAr 670-1117328 Words   |  470 Pagessubdued. (4) Carrier, club ring. (5) Case, ammunition magazine, black leather. (6) Case, first aid, black leather. (7) Case, handcuffs, black leather. (8) Club, policeman’s, with leather thong. (9) Duty jacket. (10) Gloves, white cotton. (11) Flashlight. (12) Flashlight, carrier ring. (13) Handcuffs, ratchet type, double lock. (14) Hat, service, with cover, female; cap, service, white, MP, male. (15) Helmet liner, MP. (16) Holster, black leather. (17) Lanyard, pistol, olive-drab (OD) nylon cord. (18) Lanyard

Film Review Super Is A 2010 American Superhero Black...

Super is a 2010 American superhero black comedy-drama film written and directed by James Gunn, starring Rainn Wilson, Ellen Page, Liv Tyler, Kevin Bacon and Nathan Fillion. The film premiered at the 2010 Toronto International Film Festival and was released in theaters in the United States on April 1, 2011 and on video on demand on April 13, 2011.[6] The film was released unrated[7] in U.S. theaters, and later received an R rating for its DVD/Blu-ray release. Contents [hide] 1 Plot 2 Cast 3 Production 4 Reception 4.1 Critical response 4.2 Box office 4.3 Awards 5 Similarity to Kick-Ass 6 References 7 External links Plot[edit] Short-order cook Frank Darbo recalls his only two good memories from a disappointing life: marrying his wife, Sarah, and an incident in which he directed a police officer to catch a purse snatcher. Frank immortalizes these two events in a pair of crayon drawings that he hangs on his wall for inspiration. Sarah, a recovering addict, leaves Frank for Jacques, a charismatic strip club owner who gets her hooked on drugs. Frank sinks into depression, where he has a vision in which he is touched by the finger of God and meets the Holy Avenger, a superhero from a public-access television show, who tells Frank that God has chosen him for a very special purpose. Frank believes that God has chosen him to become a superhero and goes to a local comic book store for inspiration. His claim that he is designing a new superhero is met with enthusiastic appreciation

Psychologist Job free essay sample

A job analysis is used to assess and describe jobs and the characteristics that would be most suited for that job; these are usually conducted by an industrial/organizational psychologist. To gather this information either a job-oriented, a person-oriented approach, or a combination of both is utilized. The job-oriented approach is used to describe the tasks that are necessary to complete a particular job. In contrast, the person-oriented approach gathers information about the characteristics someone would need to possess to effectively do the job in question; this includes gathering information about the knowledge, abilities, skills, and other personal characteristics (e. g. being organized) an individual would need to be most effective in the job being analyzed. This paper will analyze the job of a school psychologist using the task inventory job analysis method. The information gathered from a job analysis can be used for numerous purposes, but for the purpose of this paper only selection and vocational counseling will be discussed. It will then go on to discuss objective and subjective measures used to appraise an individual’s performance in being a school psychologist. It will finally discuss the pros and cons of these appraisal methods. Gathering Information for a Job Analysis Information for a job analysis can be gathered in numerous ways by various people. Information can be gathered by a job analysts, a supervisor, the person who holds the position be analyzed, or by trained observers (Spector, 2008). The various methods used to collect this information from one of the four people previously mentioned include preforming the job, observing the employees at work, interviewing the supervisor or the person that holds the job, or administering a questionnaire; these methods can also be combined so that the limitations of one method can be countered by the strengths of another (Spector, 2008). Performing the job can give a job analyst insight to the tasks that are required to do a job, but can be time consuming and expensive; therefore, it is rarely used. Job analysts or trained observers can observe employees at work to gather information about the job by completing forms that lists various activities. The observer must record how often the employee completes each activity. This, however, can also be time consuming and expensive (Spector, 2008). Interviewing supervisors and the people who hold the job are the most popular way to collect information for a job analysis, which gives the person doing the job analysis a list of the tasks involved in the job being analyzed. The most effective way to collect the information for a job analysis is to administer a questionnaire. This is the most effective way because â€Å"it can contain hundreds of questions about the job and can be administered easily to thousands of employees† (Spector, 2008, p. 63). Task Inventory Method As previously discussed, the methods used to conduct a job analysis use one or more of the sources and ways of collecting the information needed for the job analysis. The task inventory job analysis method uses a questionnaire that lists specific tasks that may be completed for the job being analyzed and at least one rating scale for each task listed on the questionnaire (Spector, 2008). This questionnaire is given to the person that holds the job; usually to numerous people who hold the same job. This is done because some people that have the same job title spend different amounts of time on certain tasks and a task inventory can help provide an average of the importance or time spent completing various tasks (Spector, 2008). Results of a Job Analysis for a School Psychologist School psychologists deal with â€Å"principles of clinical psychology and educational psychology† that are â€Å"used for analyzing children’s behavioral and learning problems and carrying out an appropriate treatment† (Psychoid, 2010, para. ). This is done by putting together and interpreting student’s test scores and gathering information from parents and teachers. School psychologists are also responsible for selecting, giving, scoring, and interpreting psychological tests to students and preparing reports of the results for teachers, parents, and administrators of the school (O*Net, 2010). They offer counseling to families of children that show conflict in learning and adjusting; also consult on learning styles and behavior modification techniques. School psychologists are also responsible for reporting information to authorities when they come across cases of child endangerment, neglect, or abuse (O*Net, 2010). They are responsible for maintaining student records as it pertains to special education reports, confidential records, services provided, and behavioral information; use these records, observation, and conversations with parents and teachers to assess a child’s needs. School psychologists also collect and analyze data to ensure that academic programs, other services provided are effective. Furthermore, they try to promote understanding of child development with the relationship it has on learning and behavior (O*Net, 2010). In order to carry out these tasks, school psychologists must knowledgeable in psychology, therapy and counseling, English, education and training, sociology, mathematics, and computers and electronics. They must have skills in listening, reading, communication, writing, critical thinking, observing, complex problem solving, judgment and decision making, and social perceptiveness (O*Net, 2010). They must have the ability to orally (and read and write) comprehend and express information and ideas, speak clearly, reason deductively and inductively, be sensitive to problems, understand others speech, and see details up close (O*Net, 2010). Purposes of Conducting a Job Analysis for School Psychologists There are numerous reasons to conduct a job analysis. These include among others, career development, legal issues, performance appraisal, employee selection and training, vocational counseling, and research (Spector, 2008). However, this paper will only cover employee selection and vocational counseling as it pertains to school psychologists. As discussed in the previous section, someone applying for a school psychologist job should have knowledge in certain areas, as well as certain skills, abilities, and other attributes such as being perceptive. According to O*Net, many employers require a school psychologist to have either a master’s degree or Ph. D. in at least one of the areas mentioned in the previous section and at least five years’ experience (2010). Conducting a job analysis for a school psychologist can also help improve the work that they may do for children with learning disabilities in vocational counseling. School psychologists can help adolescents gain access to a college education by providing â€Å"high school evaluations that include transition planning goals† (Joyce amp; Rossen, 2006, para. 1). Furthermore, school psychologists can help these individuals prepare for college by teaching them self-advocacy skills and self-reliance. Performance Appraisal Methods Numerous methods may be used to assess an individual’s job performance. The two most common ways are though objective and subjective measures. According to Spector (2008), â€Å"objective measures are counts of various behaviors or of the results of job behaviors† and â€Å"subjective measures are ratings by people who should be knowledgeable about the person’s job performance† (p. 86). Objective measures have five components that measure job performance, which include absences, accidents, incidents at work, lateness, and productivity. These can be found in organization records, but may be collected at any time to appraise an employee (Spector, 2008). The subjective measures are more commonly used than objective measures to appraise employees. However, these are more prone to personal bias and human judgment mistakes. The accuracy of subjective measures can be increased with the use of rating forms, of which the graphic rating form is the most widely used. This type of rating form assesses numerous aspects of performance and focuses on traits such as quality and quantity of one’s performance (Spector, 2008). On the other hand, behavior-focused rating forms focus on past behaviors or expected behaviors. Pros and Cons of Appraisal Methods The use of objective and subjective measures both have advantages and limitations when used. Advantages of objective measures include results that are easily interpreted; makes it easy to compare different individuals who hold the same position; easily tied to goals of the organization and are easily found in records (Spector, 2008). There are also several limitations to using objective measures as an appraisal method. These include not being compatible with all types of jobs; information taken from the organization’s records may not be accurate or unreported incidents; only considers quantity instead of quantity and quality (Spector, 2008). Subjective measures also have advantages and disadvantages. Advantages of subjective measures include a more accurate picture of performance, which includes both quality and quantity. However, these can be unreliable as there can be leniency biases and the rater may not be able to accurately distinguish the different aspects of performance (Spector, 2008). Conclusion The successful relationship between an organization and an employee are reliant on job analysis and performance appraisals. The job analysis enables the organization to select individuals that will be most suited for the job and beneficial to the organization. Performance appraisals allow for the organization to judge the worth of any employee. In order to obtain and keep a valuable and effective organization both job analysis and performance appraisals are crucial.

Paul Bunyan Essays - Paul Bunyan, American Folklore,

Paul Bunyan Paul was a great tall man who loved to eat pancakes. In fact he was so tall that when his was little his parents had to leave him in the forest because they were getting complaints from the neighbors. But Paul wasn't alone when he got older and was walking along the mountains and saw to big horns sticking out of the blue snow. He pulled them up and found a big baby ox who was blue like the snow they were having. Once Paul looked into his eyes they became the best of friends. He decided to call to call the ox Babe. Paul and Babe were basically inseparable. Once they got into a wrestling match. Paul threw Babe one and Paul whipped Babe back. When they were all done the created a mountain range we know today called the Grand Tetons. Also one day Paul and Babe had to walk a long way threw Minnesota in the snow. There foot prints were so big that when the snow melted it formed a thousand lakes. But Paul an Babe's biggest adventure was when him and Paul had to clear out the Dakotas so that people could live on the land. Well they were doing this Babe had pulled roads and rivers straight so that they could carry the logs where they could go. Babe was a very strong ox as you have just read and he was getting stronger and taller by the minutes. The men said that if you look at Babe for 5 minutes you could actually see him grow. The men also said that if u measured between his eyes it would turn out to be some where between 42 axe handles. It took Paul, babe, a million or so men to clear the Dakotas but with the help with Sally's pancakes they finished in about a year. After that last tree was cut Paul was so happy that he went up to the mountins and carved president Roosevelt and three other past president's faces in them. Later on Paul was asked to see who could cut the most trees down in a certain amount of time. It was him and Babe against a man with something called a chainsaw. Paul cut his heart out to try to win. But when they measurements came in the man with the chain saw had won. Paul was so sad that him and Babe just walked right in to the woods where they still are today, but they aren't chopping trees.Oh no, they have noticed there are becoming less and less trees in the world today so they are trying to plant more trees.