Answers to Questions About Subject-Verb Agreement #2

Answers to Questions About Subject-Verb Agreement #2 Answers to Questions About Subject-Verb Agreement #2 Answers to Questions About Subject-Verb Agreement #2 By Mark Nichol Here are some questions from DailyWritingTips.com readers about subject-verb agreement and my responses. 1. In your post concerning subject-verb agreement, why would you use a singular verb for ten liters of water? â€Å"Of water† is a prepositional phrase, and the subject is liters. We have always been taught to ignore the prepositional phrase that modifies the subject when determining agreement. The sentence I used in this post exemplifies an exception to the rule: When the first noun in a â€Å"[noun] of [noun]† phrase is a percentage, distance, fraction, or amount, the verb agrees with the second noun. 2. I have a question about noun-verb agreement in conjunction with and. For example, should a sentence read, â€Å"There was no moon and no clouds† or â€Å"There were no clouds and no moon†? Either construction is acceptable; the verb form should agree with the form of the nearest noun. However, â€Å"There were no clouds and no moon† is better because the plural form of the verb agrees with both clouds and the combination of â€Å"clouds and . . . moon,† so it feels more natural. 3. When I write sums, I normally use plus and equals, but if I use and instead of plus, should I use is, or are, before the sum? In mathematical equations, when we put two or more numbers through an operation, they are considered a single set. As you note, we use a singular verb we say or write, for example, â€Å"One plus two equals three,† not â€Å"One plus two equal three† so â€Å"One plus two is three† is correct. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:How Many Tenses in English?26 Feel-Good WordsEbook, eBook, ebook or e-book?

Conjugate Acid Definition in Chemistry

Conjugate Acid Definition in Chemistry Conjugate Acid Definition Conjugate acids and bases are Bronsted-Lowry acid and base pairs, determined by which species gains or loses a proton. When a base dissolves in water, the species that gains a hydrogen (proton) is the bases conjugate acid. Acid Base → Conjugate Base Conjugate Acid In other words, a conjugate acid is the acid member, HX, of a pair of compounds that differ from each other by gain or loss of a proton. A conjugate acid can release or donate a proton. A conjugate base is the name given to the species that remains after the acid has donated its proton. The conjugate base can accept a proton. Conjugate Acid Example When the base ammonia reacts with water, the ammonium cation is the conjugate acid that forms: NH3(g)  Ã‚  H2O(l)  Ã¢â€ â€™Ã‚  NH4(aq)  Ã‚  OH−(aq) Source Zumdahl, Stephen S., Zumdahl, Susan A. (2007). Chemistry. Houghton Mifflin. ISBN 0618713700.

The Financial Crises and The Collapse of the Lehman Brothers - ABD Essay

The Financial Crises and The Collapse of the Lehman Brothers - ABD - Essay Example The role of governments and that of economic theories had an equal amount of role to play in the control and monitoring function and the predictive ability and risk measurement respectively. The study of such indicators helps to understand and appreciate the importance of non financial factors as a cause of the recent financial crisis that shook the entire world (Kotz, 2009). The aftermath of the great financial crisis helps us to reflect upon the shocks experienced by the policy landscape and government policies and greed of bankers and the plight of the taxpayers. This has brought to focus, the need for enhancement of the role of the government in regulating and controlling the systems of the market from the inadequacies and the excesses. Also linked with these issues is the problem with moral hazards. The role of moral hazard has been identified to be central to the causes of the recent crisis and the learning from the controversy that can be drawn (Engelen et al., 2008). A moral hazard can be clearly defined as the responsibility of one party towards the interest of the other but where the interests of the former attain priority. For example, a person sells a financial product to the other but chooses only those funds for sale which provide him with the highest bonuses but might not hold any interest of the buyer. The risks associated with it are mutually borne by the seller and the buyer. The subprime was a typical example for the moral hazard theory where gains and social losses were privatized (Godechot, 2008). Financial risk management failures were caused primarily due to the ignorance of the systematic interaction between the different risk elements of the process. There were modeling errors that were based on the assumption of normal markets and ignored abnormal market situations. Such practice made the financial risk management system more prone to crisis rather than being less exposed. Credit default swaps and collateralized debt

California natives Essay Example | Topics and Well Written Essays - 750 words

California natives - Essay Example the degradation of the environment (massive clearing of forests, siltation of river systems, loss of wildlife game and draining of marshlands) that adversely affected the natives. The native population of California just a few centuries ago was so diverse that about 500 independent different tribal groups were identified by anthropologists (ibid. 3) in the area. However, the tragedy was that much of this local culture was lost forever with very few items and artifacts left to record their way of life due to the forced assimilation adopted by settlers. As a result, although the native population had risen after 1900, that population had lost much of its ethnic purity with most of natives half-breed (mixed marriages and broken traditions). Linguistic diversity was also lost with many unable to speak their native tongues. This essay tries to look back at those times and examine the effects of two groups of settlers – the Spaniards and the Russians. Each group had a different purpose of going to the area and therefore had a different impact on the lives of the natives. This paper also looks at a specific aspect of native life during that bygone era and gives brief contrast with the Western way of life and the valuable lessons that could have been learned by everyone. The recorded history of California (as viewed from Western eyes) begun with Spanish religious missions together with settlers and soldiers. The missions and the presidios usually were built near other in case of attacks from the coast or from the native Indians and later on grew into pueblos (small towns). The presidios were actually small forts where soldiers were posted so they can aid the mission in case they were under threat. These structures survived to this day and are among the most visited tourist sites. These relics and monuments of Spanish colonization form a chain of 21 missions built along El Camino Rey (The Royal Highway) and considered as the refuge of religion and serenity while

Observing the Positive Side of the Medical Profession Essay -- Medical

People who decide to become medical doctors need to make several sacrifices. The training to become a doctor is long and difficult. Furthermore, it does not end with school because doctors are required to learn about new problems and advances in the field of medical science for the rest of their lives. However, there is a positive side in becoming a doctor. It is not just about learning complicated procedures and going through rigorous training. Being a doctor means that a person is required to nurture the positive fundamental characteristics of the human mind. Doctors have to be truthful, both to their patients and their patients' relatives. They need to be above discrimination. If a doctor practices medicine with a correct attitude and respect towards the oaths taken, that person has an opportunity to develop all positive qualities of a human being and improve people's living standards without sacrificing their own. Becoming an expert in the field of medicine is a long process that will turn away most people, particularly because doctors gain their abilities exclusively by practicing on other people. â€Å"The moral burden of practicing on people is always with us, but for the most part unspoken† (Gawade, 2003). Besides the moral burden that is created by practicing on others, when their lives might depend on the doctor's skills, doctors need to constantly keep up with the advances in the field. In addition, they need to adapt to different patients constantly. Even if there are no advances in the medical field, the doctor must always remain flexible and accept that something unexpected might happen at any given moment. Atul Gawade (2003) states that the incredible pace of advances in medicine do not always keep up with the advances... ...cause no other field is so closely connected to human well-being and life. However, according to Carola Eisenberg (1986), â€Å"What we do as doctors, most of the time, is deeply gratifying, whatever the mix of patient care, research, and teaching in our individual careers. I cannot imagine a more satisfying calling. Let us make sure out students hear that message from us†. In the final part of the UCLA medical oath, the doctor states, â€Å"In being true to this oath, I will preserve the finest traditions of medicine and science, and enjoy and conduct my life, my profession, and my art to the fullest† (Robinson & Parker, 1995). Doctors do not give up their lives to help others. Doctors swear that they will live their life and art to the fullest. And there is no greater satisfaction in life other than when a person lives both his professional and personal life to the fullest.

Disciplinarily Process Essay

Introduction: The purpose of this report is to provide the background and reasons why the decisions by Fair Work Australia were made in Sam’s favour. It identifies areas the company needs to address and implement in order to prevent this type of situation from occurring again. Work History as Sam’s Team Manager As Sam’s Team Manager I was aware that my predecessors response when dealing with her lacked in encouragement and was poorly handled. Sam is a diligent worker however, due to the company changing programming language to one Sam was unfamiliar with she has been unable to meet specific deadlines. Time was spent with Sam trying to understand her issues and Resources relocated in order to allow Sam extra time until she was confident and competent using the new programming language. The offer of additional training was made , but no specific timelines for a performance review to discuss progress on meeting the required standard of performance were given. During the final meeting with Sam about her inability to meet her latest deadline, Sam physically struck myself and left the office. A Medical certificate was sent to the office the following day, advising Sam was unfit for work due to stress. The receipt of this medical certificate was confirmed over the phone by Sam, to the HR department and conformation made that it had been documented and filed accordingly. It was then the next day that the incident was reported by myself to my supervisor. A meeting was held with myself, my supervisor and the HR Department, the result was that Sam would be terminated on the basis of serious misconduct.. A letter was sent by registered mail to Sam’s personal address. It was two days later that the unfair dismissal claim was filed by Sam with Fair work Australia. Fair Work Australia Hearing: The outcome of the Fair Work Australia hearing between the company and Sam went in Sam’s favor, this was due to insufficient evidence and documentation provided by the company regarding Sam’s dismissal, on the basis of serious misconduct. See attached Risk Analysis (Appendix 1) for Mitigation/Contingencies on Area’s of risk for this case. The hearing was awarded in Sam’s favour because of the following grounds: * There was no formal disciplinary process. * There was no impartial investigation carried out on the act of misconduct. * There was insufficient documentation of claims of employee meetings and reviews. * The medical certificate given to the company by Sam in its original form was not produced by the company for the hearing. * Sam was able to produce a certified copy of the medical certificate as well as email correspondence between herself and the Human Resources department confirming the companies receipt of the medical certificate. * No records or documents of any meetings or coaching sessions were kept by our company. * No evidence of signed, agreed upon and documented performance management reviews or plans were presented by the company * No formal disciplinary process followed, allowing for an investigation in the lead up to Sam’s dismissal. * There was no evidence proving the misconduct claim had taken place or witnesses to call upon to verify the incident. * During meetings where Sam was warned of poor performance, there were no members of senior management present or human resource department specialists. * There were no documented written warnings in Sam’s file, any agreements made between myself and Sam were verbal. Thus no evidence to support the claim of misconduct by Sam. Proposed Company Strategy for defense against unfair dismissal claims: For the company in future to successfully defend itself against unfair dismissal claims should there be a case of serious misconduct of an employee it needs to ensure it brings its performance management procedure and staff professional development in line with Australian legislation, Fair Work Australia Act 2009 – Small business fair dismissal (See appendix 2 for website links) By ensuring the company has a clear concise format for performance management and professional development that is documented and filed and reviewed accordingly should employee misconduct occur there is clear evidence of the employees history with the company, management and Human Resources department and the events leading up to the case of misconduct. The company needs to conduct Monthly performance reviews on all staff ensuring that agenda’s are used and meetings following the reviews are documented and filed according and if poor performance is a topic on the agenda senior management and a human resources specialist is attendance. Decisions made in performance management reviews are to be documented and conducted using the recommended template (see appendix 3) Should the employee still not meet expectations as agreed upon in Performance reviews the following steps need to be followed and all actions taken need to comply with legislation (Fair work Australia Act 2009 – Small business fair dismissal) as set by Fair Work Australia. Proposed Company Strategy for Employee misconduct: The company needs to review its policy on what is deemed as employee misconduct and the consequences of employee misconduct, the review of this policy needs to be done by senior management and the Human Resources Department making sure the policy and consequences are clear, concise and in line with legislation as set by Fair Work Australia. The below procedure should be followed: Conclusion: By completing a review of company policies and procedures regarding Performance Reviews and Employee misconduct (and the consequences), implementing correct documentation (templates) and storage the company and staff will have a clear understanding of individual staff performance, and legal documentation. Recommendation: By implementing a structured Review process for all staff, and reviewing the companies policy on misconduct. Staff performance is recorded, plans/goals set and agreed upon by staff and management and reviewed by the Human Resources Department. In the case of Sam’s dismissal the recommendation would have been to follow the following steps: At the time of the assault it should have been reported to senior management straight away and Human Resources Department notified immediately. An incident/accident report made and an investigation initiated. The authorities should have been notified and a disciplinary hearing conducted with the conclusion/decision of Sam’s termination being verbally notified with a formal letter of termination given to Sam. This should have been done the same day and a soon as possible following the incident.

Modern Japanese Interiors of Architect Shigeru Ban