Living Arrangement Contract

My philosophy of marriage yours and your signifi keistert others philosophy of marriage. This is my Philosophy on marriage. When I think of marriage I think of a special bond between twain people. I believe marriage is a choice among the ones that eat up a mutual relationship and they privation to show other people how much they care intimately each other. The two get ahead a mutual decision to ca-ca a ceremony of some sort and have a regimen recognize on that point union and that they share almost every facet of their lives together. Marriage to me means that they pass on endure good multiplication and bad times together while showing mutual appraise towards each other.My wifes Philosophy on marriage. Marriage, to me, is kind of lake taking a leap of faith. When you blasphemy to love and be with the same person for the suspension of your behavior, youre putting the hopes and dreams and thoughts and jots of two completely contrastive lives and people into one. Finding a way to sire it head for the hills isnt ceaselessly the easiest thing, but thats where the teamwork r solelyy starts. It about believing and knowing the other person will always be there for you to hear you for, support you when you need it, and to pick you up when you think youve fallen for good.Marriage is a partnership, a friendship, and a bond that takes a lot of work but always reaps the best benefits and can reward you for the rest of your life if you care for it properly. My philosophy of love and my significant others philosophy of love. This is my Philosophy on love. Love is non just one dimensional. I think of love as being like a 7 spirit level of coffee tree cake. The top layer represents the most extreme case of love because it has the most drinking chocolate of all the layers. In this case that would mean love put up a aspect for my wife. Love to me is a feeling that is strong that it can supersede anything.Love changes your feelings toward a person whether it is for the right reasons or not. I have bring someone so special to me that has made my feelings and emotions change for the better. Love also brings in the sensual side of me that I do not share with others. For one that would be gross and another(prenominal) bond with her is set apart from her and the others. (The cake in between the frosting) My philosophy of love towards my now wife of seven years is still there, and still burning strong inside me. I have seen how love has made me do things for her that I would not even slow down to think about anybody else for.The next layer of the chocolate cake is still very tasty but doesnt include the same taste and goes as far as the first layer with my wife. I can also extend that love to my children and my family, (another layer and my friends (another layer and so on) that are very close to me. The love for my children are just as strong for my wife, but in a totally different way. I would do anything for my children as extensive as it will not make them into a bad person. For instance, I will not drench a bank for my child if they needed money, but I might inflict pain on someone who has hurt my two young daughters, all in the name of love for my children.My wifes Philosophy on love. Love is something that can come in so many forms. It is shown in so many different ways and means different things to different people. When you love someone you dont mind doing things you normally wouldnt do if it makes the other person happy. Thinking of them and showing them affection should be second nature. You want to make them laughs it warms your heart to see them smile. Love is something that is felt within but you occur different little way to bring it out and share it. Love for your spouse, your children, your parents, your friends, and together family members are all felt differently.Its up to you to show them what love for them is. How are you breathing out to cope with or negociate the following topics Religi on, vehicle responsibilities, spouse independence, personal independence, academic or occupational issues, intimacy, communication, money, social activities, rearing of children, and kinsperson responsibilities etc? Religion is just another thing that is always there, but not necessarily in the onward front of what we think about on a daily basis. I for one am a spiritual person. I believe in a higher power, but I dont believe in organized religion.I understand why it is there and that most people in the ball need it in their lives. I dont have a problem with it and I am always willing to pick up to any body about it as long as they arent trying to push it on me, and being over bearing. My wife on the other hand is Jewish and doesnt practice like most do except around the bigger holidays, such(prenominal) as, Chanukah, pass over, etc And we are both cool with that. In fact I kind of know more about here religion then she does. Coping with vehicle responsibilities is easy. I hav e my vehicles and she has hers.We each turn over for and maintain our own vehicles so there are no problems what so ever. We both share the campaign responsibilities and it works out great. Coping with spouse independence can be tricky at times especially now that I am back in school. Sometimes she wants to go out and have girls night out, and I fully understand. But I have to ask her to narrow down herself so that I am not the only one to watch the kids all by I why doing school work all the time. I sometimes wish that I had more take over time. My personal independence has changed a lot. I have to think about not just myself. the likes of when I was younger.I have many responsibilities now Wife, Children, Work, and School. I have always been good at interpreted care of myself when it is needed most. Coping with academic or occupati9onal issues has been a top priority on my list. I make sure that I take care of my work activities and do the right thing for my play along and fo r myself in order to keep a job. It is extremely important now that the recession is still going on. That also ties into my academics. I try to do as well as I possibly can because I have found that if you want to do well in life you must make sure you get your education and do as well as possible.Just getting by was my centenarian way of life, and I have found that did not lead me to what I wanted in life. niggardness has never been a problem for me. I have found someone that I care about and love. I am still very much fitted to be intimate with my wife. Communication has always been a trial and error thing with me. Over the years I have learned to listen to my wife and do what she says. By doing so I am saving a lot of grief. (Just kidding) I do try to listen to all points in any argument and then try to make the best decision possible.That was a problem earlier in life where I might have let my ego take over and make a wrong choice because I wouldnt know how to communicate. Co ping with money, like must people can be trying. I work at handling my finances and try not to over glide by from time to time. Social activities, in my life has, diminished mainly because I am so involved in with my immediate family, school, and work. There is not enough time in the day. Once I finish with school I should be able to be involved in social activities. Rearing of children has been difficult at times, but again it is another part of life and I think that I am doing well.I do wish I could spend more time with them then I do, but I think they understand that I am doing it for them. Finally, coping with household responsibilities like I have been saying this how time. I have to manage my work load, (meaning school, work, family, etc) find the time to share the household responsibilities. Right now I have projects everywhere. I am building a tree house, remodeling a basement, building a fence. And so on and so on. When I have free time I try to work on something. I have cash in ones chips quite good at juggling.

Strategic Benefits of Effective Diversity Management

Abstract alteration worry acknowledges the reality that heap are antithetical with respect to factors such as gender, marital status, age, disability, wellspring-disposed status, sexual orientation, personality, ethnicity, religion, and culture. If a alliance values variety show in its workforce, it stinker manage its employees in a way that creates harmony in all work practices and higher prototypes of collaboration and teamwork. Effective management of employment alteration results in an advanced(a) culture where creativity has no boundaries and ideas continue to flourish. Thus, it is of paramount importance for companies to integrate mixed bag in their fooling operations. cosmos miscellanea entails understanding, acknowledging, accepting, celebrating, and valuing differences among people based on their class, ethnicity, age, physical and mental ability, gender, race, language, religion, and sexual orientation (Hubbard 2004, p.27). In the contemporary world, effectu al management of kind is essential beca spend the work-environment is characterised by a wide range of employees from dissimilar pagan, social, and religious mounts. Moreover, the success of any organisation is highly dependent on how well the employees integrate and collaborative with each other at the workplace. In order to ensure teamwork and collaboration among employees, it is imperative to cast impelling management of vicissitude in the workforce (Combe 2013, p.273-277). In most cases, multifariousness management involves removing barriers and allowing job appli sackts and employees to perk up equal access to employment opportunities and promotion hiring a workforce that reflects the communities within which the organisation ope rank empowering all workers to clutch their full potential, and encouraging personal growth, as well as professional development among all employees (Paludi 2012, p.123). This opus aims at exploring the strategic benefits of effective varia tion management, how diversity is handled at UKRD Group, and it provides some recommendations on how to enhance diversity at UKRD.Literature ReviewBenefits of effective diversity managementDiversity confers various benefits to companies, and as a result, many scholars suggest that it should be a feature of every aspect of an organisation including employee development, succession planning, reviews, performance management, and rewards. To start with, employees from divers(a) social and cultural backgrounds bring unique skills, perceptions, and experiences to the table while running(a) in teams. Pooling the diverse skills and knowledge from divergent cultural and social backgrounds increases employees productivity, and responsiveness to alter conditions (Buhler 2010, p.91). Furthermore, in a diverse workforce, each employee possesses distinct strengths and weaknesses, pull from their diverse backgrounds and their individuality. If a political party ensures effective diversity ma nagement is in place, it is possible to leverage the diverse strengths among employees, and compliment the weakness of each employee to make the productivity of the workforce more than the sum of its parts (Griffin 2012, p.241).By bridging together employees from various backgrounds, businesses can market their products effectively to clients from different ethnic and racial backgrounds. This is because by ensuring the workforce reflects the region within which the business operates, it is usually easy to know the expectations, demands, tastes, and preferences of their consumers. As a result, the company exit be able to produce goods/services, which conform to their clients expectations and demands (Thiederman 2008, p.3). Moreover, effective diversity management strengthens the companys relationship with a given category of customers by making communication efficient. This is achieved by conjugation customers with customer-service representatives from their social or cultural backg round, making them feel comfortable and satisfied. For example, a company operating in the southwest of the U.S. can employ bi-lingual customer representatives in order to serve Spanish-speaking clients in their infixed language (Guffey & Loewy 2010, p.99).Companies that fail to foster diversity in their workforce experience higher turnover rates than those that treasure diversity in the workplace. This is because they portray a hostile work environment, and consequently, make most of their employees to quit. inability to retain most of the qualified personnel leads to high turnover-related costs, which a company can avoid by embracing diversity. Losing an employee is highly detrimental to the companys success because it results to lowered productivity overworked remaining cater loss of knowledge and skills and loss of companys time while conducting interviews (Griffin 2012).In addition, when employees are working in assemblys, diversity enables them to generate more and better ideas. Since the group members come from a host of varying cultures, they very much propose creative and unique solutions and recommendations, unlike when they come from same backgrounds (Paludi 2012, p.93). In other words, group diversity eliminates groupthink, which is often witnessed in companies that do not foster diversity in their workforce. Groupthink makes participants in a team to think that their ideas and actions are valid, and those objecting them are either sabotaging their efforts or are uninformed. However, multicultural teams are not affected by such problems since the participants have different perspectives (Aswathappa 2013, p.769). By having a positive approach toward diversity at workplace, a company signals an ethical stand. Consequently, it can build and maintain a positive incorporate image. A positive corporate image enables a company to have stronger relationships with existing clients, as well as broaden the consumer base by attracting more customers. A s trong consumer base is a straight incentive to a noteworthy competitive edge, and it enables companies to face various challenges in the market such as the recession (Mor-Barak 2011).Diversity is also a key aspect in the creation of effective orbiculate relationships. Employing international talent helps in enhancing the companys reputation through outwardly encouraging cultural diversification to a broader consumer-base. If a company hires employees from different countries, it stands a greater chance of expanding and seizing globose opportunities by establishing a network of languages and cultures (Guffey & Loewy 2010). Additionally, by creating an environment of inclusion and by making commitment to valuing diversity, managers can boost employee morale and motivation. This is because acknowledging and accepting a person regardless of their social or cultural background makes them feel honoured, and as if they a part of the family company. As a result, they will devote all thei r efforts toward identification of the organisations goals (Abiodun 2010, p.82-87).Managing diversity at UKRD GroupUKRD Group is a multi-media company, based in the U.K. The company owns and operates a portfolio of websites, a software-licensing firm, and 16 local commercial communicate stations. The company has been ranked number one for leash years in a row on the U.Ks top 100 best employers (Toten 2013). Diversity management is central to the companys human resource strategic goals, which include the development of an inclusive and integrated workforce. UKRD Group acknowledges the benefits of a diverse workforce, and it invests much in ensuring that the work-environment is free from discrimination. Moreover, the company endeavours to promote the principles of diversity in all its operations with employees, job applicants, suppliers, clients, recruitment agencies, contractors, and the public (UKRD Group Ltd, n.d.).According to the companys CEO, William Rogers, one of the key go als of the company is to build a supportive culture, based on various aboriginal standards of behaviour including honesty, lividity, openness, professionalism, and fun. For instance, employees have the liberty to express their disagreement with anything the group purposes to accomplish. However, they are expected to observe fairness and professionalism when presenting their views. Having such a splendid value-based culture portrays a good image of how the company is investing in diversity management. Furthermore, the company does not have a structured human resource department. All the HR functions are outsourced. It has adopted such as strategy in order to encourage the management to have a greater responsibility for their employees. By having a structured HR department, the companys management believes that the relationship between managers and employees would weaken, since matters such as discipline may be shifted from one department to another, and as a result, they may not be handled effectively. This is a viable strategy toward strengthening of the manager-employee relationship, which is key to the effective management of diversity (Toten 2013).All employees as well as anyone who acts on behalf of the company is required to split to the companys set principles of equality and diversity. Any sort of unlawful discrimination in the workplace is not condoned, and the company has put in place requirement measures to prevent its occurrence. Specifically, UKRD Group purposes to ensure that no job applicant or employee is subjected to unlawful discrimination based on gender, race, sexual orientation, disability, age, part-time status, or religion. This commitment is taken into account at all aspects of employment such as training, recruitment, promotion and career-development opportunities, iniquity handling and the application of disciplinary procedures, and terms/conditions of employment. Because of the evolving nature of the job market and the legislatio n changes, the company often reviews its policies regarding diversity, and implements relevant changes (UKRD Group Ltd, n.d.).RecommendationsIn order for the UKRD Group to be at the forefront in ensuring diversity prevails in all its operations, it is necessary for its management to take into consideration the following suggestions. To start with, it should ensure it has a wide recruiting base. This can be achieved by adopting tools such as online job boards, where anyone with an access to the internet can view the job opportunities being advertised by the company. The company should also have a standard evaluation form. By having a standard evaluation form, instances of discrimination will be eliminated, and it allows the hiring team to use the same criteria for all candidates (Thiederman 2008). Moreover, managers of UKRD should explain the benefits of diversity to the employees, and familiarize the new hires with the companys culture. For instance, they can shed light on the role s the new hires are expected to execute, and explain to them the values treasured in the company (Hubbard 2004, p.85).ConclusionThe above discussion has explored the strategic benefits of diversity management, and examined how diversity is handled at UKRD Company Ltd. Since the market is becoming increasingly global, it is necessary for businesses to understand, acknowledge, and embrace diversity in their day-to-day operations, and in their workforce. Effective management of diversity is the key to leverage the benefits, and reducing the drawbacks associated with diversity in the workplace. Companies reap huge benefits through effective management of diversity. For instance, pooling the diverse skills and experiences from different cultural and social backgrounds increases employees productivity and responsiveness to varying conditions. In addition, when employees are working in groups, diversity enables them to generate more and better ideas unlike when they come from the same soc ial or cultural background. ground on this discussion, it is worthwhile arguing that companies should ensure diversity is well managed in order to thrive successfully.BibliographyDiversity & Equal Opportunities Statement. UKRD Group Ltd -. (n.d.). Available from . 14 August 2014.Abiodun, R. A. (2010). Leadership behavior impact on employees loyalty, intricacy and organizational performance. S.l., Authorhouse.Aswathappa, K. (2013). Human resource management text and cases. New Delhi, McGraw Hill Education.Buhler, P. (2010). Human Resources perplexity All the Information You Need to Manage Your Staff and Meet Your Business Objectives. Cincinnati, F+W Media.Combe, C. (2013). Introduction to management. Oxford Oxford University Press.Griffin, R. W. (2012). Fundamentals of management. Mason, OH, South-Western Cengage Learning.Guffey, M. E., & Loewy, D. (2010). Business communication process and product. Mason, OH, South-Western/Cengage Learning.Hubbard, E. E. (2004). The managers pock et guide to diversity management. Amherst, MA, HRD Press.Mor-Barak, M. E. (2011). Managing diversity toward a globally inclusive workplace. Los Angeles, SAGE.Paludi, M. A. (2012). Managing diversity in todays workplace strategies for employees and employers. Santa Barbara, Calif, ABC-CLIO.Thiederman, S. B. (2008). Making diversity work 7 steps for defeating bias in the workplace. New York, Kaplan Pub.Toten, Mike. Employee engagement case study UK radio group. Workplace Info -. Available from . 16 May 2013.

An Investigation into the Current Success Factors for Small and Medium Essay

An Investigation into the accredited Success Factors for Small and Medium Enterprises (SMEs) in Thailand - Essay ExampleThe type of businesses involved in this resume is small and medium business enterprises (SMEs), which are characterized by being relatively smaller than larger enterprises (LEs) in terms of the number of employees or amount of fixed assets. The geographical region in focus is the sylvan of Thailand in South East Asia. A range of different types of SMEs will be included from mixed sectors so that the findings are representative of Thai SMEs in general. Thus, it includes the fruit, wholesale and retail sectors. We shall adopt the classification of SMEs as defined by the Thai Institute for Small and Medium Enterprises Development (ISMED, 2010) as follows Enterprises in the production/service sectors no more(prenominal) than 200 employees or no more than Baht 200 one million million in fixed assets. Enterprises in the wholesale trading sectors no more than 50 empl oyees or no more than Baht 100 million in fixed assets. Enterprises in the retail sectors no more than 30 employees or no more than Baht 60 million in fixed assets. Similarly, the field of study will non be confined to SMEs in a particular area of Thailand because that would not inescapably be representative of Thai SMEs. ... These are primarily related to the areas of administration, management, finance, technology, human resources, and marketing (Garengo, and Bernardi, 2007). For example, the problem of gaining approaching to sources of funding is very common. Often, SMEs are unaware of potential sources of finance, lack the management skills to satisfy lenders, and are un competent to meet lenders rigorous assessment criteria and screening process (Atrill, 2006). Even then, SMEs are often not able to receive sufficient chafe to credit, as do LEs. The nature of this particular problem however is not unique to Thai SMEs as it is a similar situation with SMEs elsewhere, even i n developed countries much(prenominal) as Europe (European Commission, 2006). Other problems include lack of employee-training (Thassanabanjong et al., 2009), especially in family-owned SMEs (De Lema and Durendez, 2007) an informal approach if not negligible regard to human resource management (HRM), and consequently low productivity (Huang, 2003). SMEs seeking to provoke are often unable to cope with globalization and e-commerce challenges (Tiessen et al., 2001) and in addition have difficulty gaining access to international markets (Worthington & Britton, 2009) and in developing successful growth models to expand regionally or globally (Li & Tan, 2004). globular SMEs looking to expand into Thailand often have difficulty in establishing ties with local networks (McNamara, 2005). Managers of SMEs typically have generous responsibility for the organization, so management issues tend to be more acute in SMEs than in LEs where on that point are typically several tiers of managemen t. In addition, as Kotey (2005) noted, management practices in SMEs tend to be informal, ambiguous and seldom focus on strategic

Chinese Brushwork in Calligraphy and Painting Essay

Chinese Brushwork in Calligraphy and Painting - Essay ExampleThe judge Chinese Brushwork in Calligraphy and Painting explores the history and development of Chinese Brushwork in Calligraphy and Painting. The supplant point chirography, in an approving way, illustrates the Chinese use of line of image. Brushwork can be described as an immanent characteristic of Chinese painting. Brushwork and ink provide the basis for Chinese pictures even with employment of color. Chinese artistic production Cognoscenti recognize the character of a line the moment they cite a painting. Chinese writing and painting developed simultaneously sharing the same techniques and tools. Some types of brushes able to create rhythmically diminishing and splashiness lines developed between 4500 and 2000 BC embellished linear patterns on pottery jars. Block-like symbols characterize Chinese writing. These bock-like symbols stand for ideas. These symbols argon referred to as the characters which evolved from pictograms. The ancient painters and calligraphers regularized the symbols where they designed each one the symbols to conform to an imaginary square, whether composed of one or 64 strokes. The ancient Chinese calligraphers and painters drew the strokes in regard to a character in a certain order. Calligraphy developed swiftly yielding numerous classes of script. Regular and clerical scripts consist of short, unaffectionate strokes easily written with a brush. As the delight of writing took charge, calligraphers devised more techniques, as well as the cursive and running scripts where the calligraphers joined. characters lines and dots they wrote independently in formal styles (Fazzioli, 1986, p. 35). The earliest form of Chinese writings was the oracle bones referred to as chia-ku-we. These writings were mainly used for sacred functions e.g. connecting with the gods. Chia-ku-we was an oracle-bone with inscriptions on tortoise shells and carnal bones (Kwo, 1990, p. 61-63). Chuan- shu, a seal script, characterized the Second evolution of Chinese calligraphy. This form of writing emanated from oracle-bone script. The script was compatible other plans that calligraphers used preceding(prenominal)ly (Kwo, 1990, p. 60). Another change was made to design an aspect that came up with clerical script, known as li shu. Calligraphers and painters wrote the design on silk and paper (Fazzioli, 1986, p. 67). This allowed additional fluid strokes. This is unlike previous cast of iron. The breakthrough of coming up with clerical script, which used brushes and ink marked the starting of calligraphy as a mode of expressing through art. The discovery of clerical script did not mark the end of calligraphy development, but it opened up chances for more cleansements. Some of the later designed that improved the calligraphy writings include cursive script, standard script, and running a script (Kwo, 1990, p. 66). Cursive script started as a shorthand technique used in writing pe rsonal letters and notes inclusive of the source and close friends. Invention of this script took place in the early second century B.C.E. Since cursive script allowed for more personalization, it became a channel for individual expression that sometimes transcended the contents of the texts. Creation of Kai-shu happened in efforts to improve the clerical script. It started from the Han Dynasty. Calligraphy gurus of Tang reign altered the previous script from the six reigns and created a heroic yet elegant standard-type script (Nakata, 1982, p. 25) that balanced composition of character with brush movement. A simplified reading and a freehand method of standard script were referred to as the running script

Business start up Application form assesments Essay

Business start up Application form assesments - taste ExampleBusiness Idea and the USP The key idea is to touch sensation for gifted amateur and professional actors (however, the druthers will be given to amateurs and beginners). In fact, the industry is full of one-role actors and actresses, who are engaged in TV shows, advertisements and photo sessions. Therefore, the USP is based on the fact, that actors and photo models have to communicate with the audience through acting, and the key demand for cooperation will be the ability to establish a dialogue with the spectator, creating the atmosphere of the close communication. Market interrogation and Test Trading In accordance with the brief web research, most dramatic artists, cooperating with talent agencies, persuasion themselves as the universal actors for the on camera and voice over works mainly (45% and 32% correspondingly). The last out 23% are divided among commercial prints (13%), live corporate performances, including low gauge stand-ups (8%), and performance attention for private events (2%). Therefore, the business interest towards high quality acting is declining, while the demand for the high quality dramatic events is constant (in accordance with the live surveys). ... These are in need of talented actors, models, dancers, and design experts. 2. Spectators. eyepatch the mode is not dealing with the spectators directly, this audience assesses the quality of the actors work. In the light of such a division, the demographic categorization of the audience is not crucial, since the commercial and photo products are created for diverse categories. Skills, Experience and Qualifications Talent agency business is communications. The list of qualities and skills needed for running this business is as follows 1. Organizational skills (including leadership and management) 2. Communicative and telling skills for communicating with the actors, and the category-one target customers 3. Perfect face, n ame, and phone number memory 4. Ability to stay aware of the current business events 5. Professional intuition and artistic flair, needed for finding the right actors and models among the former(a)s. 3 Months Action forge Month one Rent and equip the office Employ office manager, and one deputy gene to train Start promo campaign Set up contacts with administrations of the art and drama faculties, administrations of the amateur and professional theaters, and other talent agencies if possible. These contacts will be required for finding the necessary characters and dramatic types (with further creation of the database) signing contracts with at least five studios Month two Continue filling in the database Establish contacts with producers and agencies subscribe another 5+ contracts Month three Employ two more deputies and delegate them the task to look for actors and models in amateur theaters and among students Extend the promo campaign for increasing the search and cooperation geography Sign 8+ contracts Benefits

Popularity of Collegiate Women in Rugby in America Research Paper

Popularity of Collegiate Women in Rugby in America - Research Paper ExampleStereotypically, women ar expected to cheer involve or at the most work individual sport such as swimming or running track. Most people feel that women-designated sports argon figure skating, tennis, and gymnastics. In the early years, sports for women were considered to be unskilled rather that competitive considering that hey were informal and with pop out any rules.A research done Griffin has showed the existence of enkindle role stereotypes. According to the research conducted on four children (two boys and two girls of different ages), in that location were variation in physical, sociological and psychological characteristics between the sexes. The research showed that the traits that are usually associated with male behavior are in demand(p) by both males and females. Griffins insisted in his research that just as there are behavioral traits associated with males and females, there are also activi ties classified as meant for females or male. One activity that is commonly associated with men is sports. Although females accede in athletics, their efforts are often rewarded with only a few positive results (Griffins, 513). In the article trip out in Education, A Fair Chance for Girls, Dr. Clark stated that women should reduce muscular and brain labor when they are on menstruation (Clarke, 100).Many women became interested in sports to remain physically fit and healthy. Other females play sports to define their value and satisfy their ego. There are also those who use sports as a message of liberation. Women receive psychological satisfaction from staying physically fit, being a part of a team, and competing. It is not strike that the intense the sport, the more satisfaction women receive. These women began to resist the notion of the weakness of the female body (Field). Women in sports are often misrepresented as being masculine, and may struggle with gender identities in a cting out both feminine and masculine roles. Scholars have determined

Homework # 2 Essay Example | Topics and Well Written Essays - 750 words

Homework 2 - Essay ExampleThere are several shipway in which to impeach a witness at trial. Here, because the proceedings are criminal in nature, we would be dealing with the federal rules of evidence and also the federal rules of criminal procedure. Impeachment tools such as opinion, reputation and circumstantial Instances (Fed. Ru. Evid. 608), is based upon opinion or reputation testimony.This type of evidence is only admissible after the use of the witness is attacked by evidence of any form. Here for example, since Ralph noted on his application that he neer had an accident, his driving record could be introduced as evidence to impeach his testimony, the testimony being Ralphs application (which is considered to be a federal document because it is submitted to the port authority which is a government entity) and demonstrate that it was false, thus proving that Ralph has a propensity to lie. Furthermore, any witnesses on Ralphs behalf would be properly principaled in order to impeach Ralphs character for ingenuousness as well. (Fed. Ru. Evid. 608).It is true that Ed Norton would testify that Ralph is a great guy and a terrific friend, but he has no business or employment relationship with Ralph. It should be noted that Ed as a character witness will be questioned about detail instances of conduct on get of the Ralph as the principal witness to test his go throughledge on Ralphs character. Thus Ed may be questioned on whether Ralph ever told him about his high trail suspension. It must be noted that any defense team attorney worth their salt would immediately object to the question if at the age of Ralphs arrest, the high school suspension was over decennary years old. This rule applies if more than ten years has elapsed since the by and by date between the following (1) the date of the belief and (2) release of the witness from the confinement imposed for that conviction . Here, it is true that Ralph was not convicted at the time his suspens ion for a crime related to it. One major power first think that the suspension would not find its way into trial however there are exceptions to this rule of evidence. Specific instances of misconduct that did not result in a conviction can be admitted for impeachment purposes if the scope of its admission is to demonstrate the witnesses character for truthfulness, in the discretion of the court the probative value of the question outweighs any prejudice to the defendant the evidence is offered in good faith the act has a ship bearing on the veracity of the witness with regards to the issues being litigated. It cannot be understated that extrinsic evidence of specific instances of prior bad acts is not permitted when their only relevance is to impeach the witnesses credibility. Thus, it appears that Ralphs high school suspension would be admitted at trial. It should be noted again that the trial court enjoys immense discretion so the ten year limitation may be construed by the cou rt to apply to non convicted prior bad acts. For example, if Ralph is 25 at the time of trial, the suspension may be admitted, but if he is 35 at the time of trial, it most likely will not. Finally, we do not usually see this type of evidence offered unless the parties know each other. Fed. Ru. Evid 613, applies to the prior inconsistent statements of a witness. Here, Ralph is prepared to testify that he never said That could still as easily have been your head. In examining a witness