Launching our Reedsy Project Protection

Launching our Reedsy Project Protection Launching our Reedsy Project Protection Establishing a safe place for authors and publishersOur goal with Reedsy since the very beginning has been to create a safe place for authors and publishers to work seamlessly with the best publishing talent. We envisioned a place where they could be certain that every single collaboration would be a success.Although our careful curation process has helped bring about this reality, we wanted to make it more official. That’s why we just released our Reedsy Project Protection  policy, contained within our Terms of Use.  Here is an excerpt:Service Provider Reedsy account should be suspended or terminated for breaching the Terms of Use.Furthermore, both clients (authors, publishers) and service providers (editors, designers, marketers, ghostwriters, etc.) are bound by the  Mandatory Terms  of their  Service Contracts on Reedsy. These relate to the client materials, IP rights, payments, warranties, cancellation periods, confidentiality and data protection. More about it i n section 5. of our Terms of Use.A unique value propositionOf course, we're not the only services company in the publishing industry to offer similar protection and guarantees on projects. A lot of places will claim they have "satisfaction" or "money-back guarantees". What is really powerful about ours, though, is that it applies to a marketplace  - a network of very different individuals. Whoever the author or publisher chooses to work with on Reedsy, we protect their project. You don’t just get safety, you get safety and choice. Why is choice important? If you’re an author, we believe that one of the most crucial steps in your career is finding the right editor. We encourage authors to contact more than one editor on our marketplace, because doing so increases your chances of finding someone with a communication style you understand, someone you really connect with.If you’re a publisher, you will have to work on different books, from different authors, and often across different genres. Because of this, you will likely need different professionals and skill-sets to meet the editorial needs across your list. Reedsy provides you with a wide range of accessible talent and â€Å"insures† your collaboration with every single one of them.Now that you know why we’re doing this, let’s explain why we can.It’s all about curationWe have had over 1,500 collaborations  on the Reedsy platform so far, and only in 1% of the cases have we  had to step in and mediate, or issue a refund as a third party.There is a very simple reason for that: we put in a lot of  work to vet every single professional who applies to our marketplace, and only accept around 2% of applicants. Moreover, once they’re â€Å"in†, we monitor their response rates and activity on the marketplace to make sure they keep up to our standards of responsiveness and professionalism.It’s actually very easy for us to tell you â€Å"you won’t be disappointed† and put our money where our mouth is, because we know our professionals. We’ve hand-picked them ourselves, we know they do a good job.Let us prove it to you. And as always, let us know in the comments if you have any questions.

Whats a Good PSAT Score for 2016 Expert Analysis

What's a Good PSAT Score for 2016 Expert Analysis SAT / ACT Prep Online Guides and Tips If you took the PSAT in October of 2016, then you got your scores back in mid-December, just before winter break. Your PSAT score report gives you a few different score types, including your total scores, section scores, and Selection Index. With all this data, how can you sort through the numbers to figure out what is a good PSAT score? This guide will go over the full scoring system of the PSAT so you know exactly what makes a good score. Let’s start with a quick glossary explaining the various types of PSAT scores on your score report. Types of PSAT Scores: A Glossary At first glance, your PSAT score reportcan look pretty confusing. You’re going to see all sorts of scoresdescribing how you did. If you don’t know what each type of score means, then you’ll be left with little understanding of how you performedon the PSAT. There will be six main pieces of data on your PSAT score report: your scaled total scores, section scores, raw scores, subscores, Selection Index, and percentiles. Here’s what all of these terms mean: Scaled total scores: your total scores on the PSAT that range between 320 and 1520. Half of the total score comes from the Math sections, and the other half comes from Evidence-based Reading and Writing (i.e., the Reading and Writing and Language sections together). Scaled section scores: two scores, one for Math and one for Evidence-based Reading and Writing, both of which fall between 160 and 760. Section (test) scores: three scores, one for Math, one for Reading, and one for Writing and Language, all of which fall between 8 and 38. Subscores: seven scores that all range between 1 and 15. Subscores tell you how you did on certain types of questions, some of which appear across two or more sections of the PSAT. You’ll get a subscore for questions that fallinto these seven categories: Command of Evidence, Words in Context, Expression of Ideas, Standard English Conventions, Heart of Algebra, Problem Solving and Data Analysis, and Passport to Advanced Math. Raw scores: three scores, one for each PSAT section, that represent the number of questions you got right. The ranges for raw scores vary by section. You can get a maximum raw score of 48 for Math, 47 for Reading, and 44 for Writing and Language. Selection Index: one score that ranges from 48 to 228. Your selection index is the sum of your three section scores between 8 and 38 multiplied by 2 ((section score + section score + section score) x2). The National Merit Scholarship Distinction uses Selection Index to award Commended Student and Semifinalist status. Percentiles: your ranking, represented as a percent, compared to other test-takers. Percentiles tell you what percentage of other students you scored the same as or better than. If you score in the 80th percentile, then you scored the same as or better than 80% of other test-takers. So, there you have it, all of the data on your not-so-straightforward PSAT score report. Out of all of these different score types, are any more important than others? If you find yourself confused about the different types of PSAT scores, scroll back up to review the definitions above! Which PSAT Scores Are Most Important? All of these PSAT score types are useful in different ways, but the most important ones for understanding how you did are your scaled total and section scores. As you saw above, you can score a max of 1520 on the PSAT or 760 in each section. While the Reading and Writing and Language sections are separate when you take the PSAT, they’re combined to bring you one scaled section score. Because these two sections unite, your total scores are made up of half math and half verbal. The other important piece of data for students competing for National Merit distinction is the Selection Index. NMSC sets a different cutoff for each state to decide who becomes Commended Student and Semifinalist. The top 1% of scorers in each state are named Semifinalists, and they couldmove on to become Finalists and win scholarship money. Finally, your non-scaled section scores, raw scores, and subscores are most useful for giving you detailed insight into how you did on the PSAT. These scores reveal how you did on each section and question type. This kind of understanding is especially helpfulwhen you go on to study for the SAT, as they show your strengths and weaknesses as a test-taker. By looking at these scores, you can figure out where you most need to improve, whether, for instance, you need to work on the Writing and Language section or more specifically, â€Å"Command of Evidence† questions. By the way, your section scores and scaled scoresaren't totally unrelated. You can easily convert your section scores between 8 and 38 to your scaled scores between 160 and 760. To get your verbal scores, add your Reading and Writing and Language section scores together and multiply by 10. To get your math scaled scores, simply multiply your section scores by 20. To get your total scores, add your two scaled section scores together. Consider this example, where the student gota 28 in Reading, a 32 in Writing and Language, and a 34 in Math. Test Section (Test) Score Scaled Section Score Total Score Reading 28 (28 + 32) * 10 = 600 600 + 680 = 1280 Writing and Language 32 Math 34 34 * 20 = 680 The different score ranges aren’t completelyrandom, but rather are related to one another. Now that you have the tools to sort through your PSAT score report, let’s go back to our original, million-dollar question: what makes a good score on the PSAT? Read on to find out. As you can see, the different PSAT scores aren't totally unrelated. They fit together like pieces in a puzzle. What Makes a Good Score on the PSAT? Before we can answer thequestion of â€Å"what’s a good score on the PSAT,† we first need to define what we mean by â€Å"good.† Good is a subjective term, and everyone will have their own personal goals for the PSAT. To help us find some answers, let’s define good in three ways. First, â€Å"good† can mean that you scored better than 50% or more of other test-takers. Based on this definition, we can use percentiles to figure out what makes an above-average PSAT score. Second, we can define â€Å"good† PSAT scores as scores thatqualifyfor National Merit. Actually, qualifying for National Merit means that you got excellent, amazing, near-perfect PSAT scores. We’ll discuss what you need to get in greater detail below. Finally, we’ll consider what colleges are looking for in terms of SAT scores. The PSAT is a very similar test to the SAT, so your score can help you figure out whether you’re on track to getting the scores you need for your colleges of choice. Starting with our first set of criteria, let’s consider PSAT percentiles. How do PSAT scores correspond to percentiles? One person's favorite activity could be another person's nightmare. What makes something good, like a PSAT score, can be subjective. How Do PSAT Scores Correspond to Percentiles? Full Chart Percentiles compare your scores to those of other test-takers. If you score in the 75th percentile, then you scored the same as or better than 75% of other students. The remaining 25% scored better than you. The highest possible percentile on the PSAT is the 99th percentile. You don’t have to get a perfect PSAT score to land in the 99th percentile. We don’t yet have percentile data for the October 2016 administration of the PSAT, but we can look at percentiles from the 2015 PSAT. They don’t change much, if at all, from year to year. Here’s the full chart that shows how PSAT scaled section scores compare, usingpercentiles. PSAT Section Score Reading and Writing Percentile Math Percentile 760 99+ 99+ 750 99+ 99+ 740 99+ 99 730 99+ 98 720 99 98 710 99 97 700 99 97 690 98 96 680 98 96 670 97 95 660 96 94 650 95 93 640 94 93 630 92 92 620 91 90 610 89 89 600 86 88 590 84 86 580 82 83 570 79 80 560 77 78 550 74 74 540 71 70 530 67 66 520 63 61 510 59 59 500 54 55 490 50 50 480 47 45 470 43 39 460 39 36 450 35 33 440 32 27 430 28 23 420 25 19 410 23 16 400 21 14 390 18 11 380 15 8 370 11 6 360 9 5 350 7 4 340 5 3 330 4 1 320 2 1 310 1 1 300 1 1 290 1- 1 280 1- 1 270 1- 1 260 1- 1 250 1- 1 240 1- 1 230 1- 1- 220 1- 1- 210 1- 1- 200 1- 1- 190 1- 1- 180 1- 1- 170 1- 1- 160 1- 1- As you can see, percentiles work slightly differently for Math and Evidence-based Reading and Writing, with Math being a little more competitive at most score levels. For instance, a verbal score of 700 ranks in the 99th percentile, whereas you’d need a 740 in math to score in the 99th percentile. This variation happens because more students get top scores in the math section than they do in the verbal section. For the most part, though, the two section scores correspond to percentiles in a similar way. Using this chart, let’s pick out what you have to score in each section to get a â€Å"good† PSAT score in a higher than average percentile. Using percentiles is a competitive, but useful way of figuring out what makes a good score on the PSAT. What Is a Good PSAT Score Based on Percentiles? If we define a good score as one that's competitive, we can use percentiles to figure outout what scores rank higher than the majority of other test-takers. To rank in the 50th percentile, you’d need a 490 in both sections. What about to rank in the 70th, 80th, 90th, or even 99th percentiles? Here are the section scores you’d need to score higher than the majority of other students. Percentile Reading and Writing Score Math Score Composite Score 70% 540 540 1080 80% 580 570 1150 90% 620 620 1240 99% 700 740 1440 Oddly enough, you’d have to score slightly higher in the verbal section than the math to make it into the 80th percentile. To make it into the 99th percentile, though, you’d have to score 40 points higher in math than in verbal. If you’re a strong test-taker aiming for National Merit, then a good PSAT to you would be one that qualifies for Commended Student or Semifinalist. Read on to learn what is a good PSAT score for National Merit distinction. What’s a Good PSAT Score for National Merit? The National Merit Scholarship Corporation distinguishes students who get top scores on the PSAT. Students who score in the top 3% to 4% are named Commended Students, and students who get top 1% scores are named Semifinalist. NMSC doesn’t rely on percentiles, though, but on itsSelection Index. Each state has its own Selection Index cutoff that students need to make to qualify for National Merit. Before showing you all of the cutoffs, let’s review how your Selection Index score is calculated so you understand where it comes from. Being named a National Merit Commended Scholar or Semifinalist is a very impressive distinction to have on your college applications. How Is Selection Index Calculated? You can easily calculate your Selection Index score once you know your section, or test, scores between 8 and 38. You simply add your section scores for Reading, Writing and Language, and Math together, and then multiply the entire sum by 2. Let’s say you got a 35 in Reading, a 32 in Writing and Language, and a 37 in Math. Here’s how you would figure out your Selection Index. Section Score Sum x 2 Selection Index Score Reading 35 (35 + 32 + 37) x 2 = 208 Writing and Language 32 Math 37 Once you add together and double your section scores, you get a Selection Index of 208. Does this score qualify for National Merit Semifinalist? That all depends on where you live. Keep reading for the full chart that shows the qualifying cutoff scores for National Merit in each state. Qualifying PSAT Scores for National Merit, State by State This chart shows the Selection Index score you need to qualify for Semifinalist in everystate. While National Merit Scholarship Corporation hasn’t released the full list of cutoffs, they do tell interested individuals what scores they need for their own state. This list, therefore, was crowdsourced from individuals across the country. If you think any cutoffs are in error, let us know in the comments! You can also verify your own state's cutoff by calling NMSC at (847) 866-5100. Here’s the full list of state cutoffs to qualify for National Merit Semifinalist. State PSAT Cutoff for NM Semifinalist Alabama 215 Alaska 213 Arizona 219 Arkansas 213 California 221 Colorado 218 Connecticut 220 Delaware 218 DC 222 Florida 217 Georgia 219 Hawaii 217 Idaho 214 Illinois 219 Indiana 217 Iowa 215 Kansas 217 Kentucky 215 Louisiana 214 Maine 214 Maryland 221 Massachusetts 222 Michigan 216 Minnesota 219 Mississippi 212 Missouri 216 Montana 210 Nebraska 215 Nevada 214 New Hampshire 216 New Jersey 222 New Mexico 213 New York 219 North Carolina 218 North Dakota 209 Ohio 217 Oklahoma 213 Oregon 219 Pennsylvania 218 Rhode Island 217 South Carolina 215 South Dakota 209 Tennessee 218 Texas 220 Utah 215 Vermont 215 Virginia 221 Washington 220 West Virginia 209 Wisconsin 215 Wyoming 209 Average score 216 On average, students need a Selection Index of 216. If you live in Washington, DC, Massachusetts, or New Jersey, then you need to meet the highest cutoff of 222. If you haven't taken the PSAT yet and are aiming for National Merit, then I'd recommend setting your target scores at least two to five points higher than your state's cutoff on this list. The cutoffs can fluctuate a bit from year to year, depending on how students do on the PSAT. Once you’ve found your state’s cutoff, how can you figure out what scores you need to qualify for National Merit? Your Selection Index cutoff for National Merit depends on whereyou live in the country. How to Calculate Your Target Scores for National Merit This section is for students that haven't taken the PSAT yet and are aiming for National Merit. You read above how to convert your PSAT section scores into the Selection Index. If you know what Selection Index you’re aiming for, all you need to do is work backwardto figure out your target section scores. Remember how you needed to add your section scores together and then multiply by two to get your Selection Index? Working backward just means dividing your Selection Index by two and then further splitting that quotient into three. Let’s say you live in New Hampshire. To qualify for National Merit, students who took the PSAT in 2015 needed a Selection Index of 216. Our first step, then, is to divide 216 by 2. 216 / 2 = 108. Now you know that your section scores in Reading, Writing and Language, and Math need to add up to 108. You could split 108 into three to reveal that you need a section score of 36 in each of the three sections. 108 / 3 = 36 However, not everyone is equally strong at math and verbal sections. You might aim a little higher in math and a little lower in Reading and Writing and Language. As long as your section scores still add up to 108, you’ll still get a Selection Index of 216 and potentially qualify for National Merit. Once you understand what total section scores you need, you can distribute your target scores among the three PSAT sections however you want. Set realistic goals for yourself based on your own math, reading, and writing skills. Of course, only a small group of students are aiming to become National Merit Semifinalist. Only 16,000 of the 1.6 million who take the PSAT will receive this distinction. A good PSAT score is also one that shows you’re on track to achieving your SAT goals and getting into college. Let’s consider our third and final piece of criteria for defining a â€Å"good† PSAT score by thinking about your own personal college goals. Qualifying for National Merit is like getting a gold medal in the PSAT. What Is a Good PSAT Score for College? The PSAT is extremely similar to the SAT, and your performance can help predict how you’ll do on the SAT. Almost everyone improves when they take these tests more than once, sothe PSAT is a useful trial run. You'll likely score higher on the SAT than you would if you'd never taken the PSAT. You can use your PSAT score report to see your current scoring level and findout where you can improve to hit your target SAT scores.To figure out your target SAT scores, you should do some college research. Find schools that you’re interested in, and look for the average SAT scores of accepted students. This piece of data will help you set your own SAT goals. Once you know what scores you need to get into your colleges of interest, you can use your PSAT score report to design a study plan. Pinpoint your strengths and weaknesses, and write down a personalized SAT study plan that targets your weak areas. You can set aside a certain amount of time for studying depending on how many points you’re seeking to improve. Here’s an estimate of how many hours you need to study to achieve variousscore improvements. 0-50 SAT composite point improvement: 10 hours 50-100 point improvement: 20 hours 100-200 point improvement: 40 hours 200-300 point improvement: 80 hours 300-500 point improvement: 150 hours+ If you’re already scoring close to your target SAT scores, then you can feel satisfied with your PSAT scores. If you fell below by a few hundred points, then you need to kick your test prep into gear and devote several hours a week to getting ready for the SAT. If you have months to prepare, then you can definitely see a big improvement in your scores and skills as a test-taker. Your PSAT score report offers a useful starting point for your SAT prep. Whether or not you think you got a good score on the PSAT, you can still achieve a good score on the SAT with enough commitment. In closing, let’s go over the key points you need to remember about what makes a good score on the 2016 PSAT. What scores do you need to be a competitive applicant to your dream school? The PSAT can help you work towards them. 2016 PSAT Scores: Key Takeaways If you took the PSAT in 2016, then you will get your scores back in mid-December. Your PSAT score report might look confusing at first glance, but now you understand what all of its scaled scores, section scores, and subscores mean. Any students aiming for National Merit will also search out their Selection Index score to get a sense if they qualified. If you haven't taken the PSAT yet, you can use the cutoffs to set goals for your scores. Everyone has their own definition for what is aâ€Å"good† PSAT score. You might think a good score is one that is higher than that of most other students. You can use percentiles to figure out what makes a good score on the PSAT. If you’re a high-achieving student who has spent time prepping for the PSAT, then good to you might mean receiving National Merit distinction. National Merit is extremely competitive and only goes to the top scorers across the country. Finally, scoring well on the PSAT relates to your plans for taking the SAT and getting into college. You might have a certain goal based on your eventual college applications. Even if you fall short of it, you can spend boost your SAT performance through studying. Taking the PSAT is a valuable experience that will help you get ready for the SAT.In the end, you decide what makes a good score for you based on your own personal goals and plans. What’s Next? If you are named National Merit Semifinalist, how do you move on to become Finalist and win scholarship money? Check out this full guide to learn how to become a National Merit Finalist. How many hours should you devote to SAT prep? This guide will help you figure out how long you need to study for the SAT. What’s the best way to prepare for the SAT? Check out our ultimate SAT prep study guide for the best resources to get ready for the test. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Is the capacity to acquire language also available for acquiring an Term Paper

Is the capacity to acquire language also available for acquiring an additional language - Term Paper Example It is more effective in children due to the concept of tabula rasa that portrays the brain as an empty slate of content which can be educated accordingly. Linguistic ability develops uniquely in every child depending on the real circumstances of the situation. It is implied by a number of argumentative theories that putting in place certain considerations such as innateness of a person to language and the extent to which it upholds. Second language acquisition theories Second language acquisition involves a number of ideas both from the theories of nativism by Noam Chomsky to conflicting notions against it. These theories, woven into one aspect of secondary language acquisition, explain need for education in acquiring a second language. It emphasizes that language cannot be achieved without further tutelage. The nativists argue that acquisition of a language is determined by inherent factors of human ability to learn language. These skills are ‘programed’ and well-struct ured in the minds of human beings before they are born. It implies that we can learn language entirely by ourselves after birth and express ourselves. However, linguistic knowledge requires communion for expression to be meaningful and for communication to be achieved. Need for such supportive factors as other people to converse with in a language beckons ideas of second language acquisition. It requires further that individuals be informed more and educated on language. These factors revolve around a built in ability that human beings gain before birth and that pre-disposes us to language acquisition. Noam Chomsky proposed that this language is achieved by a genetic provision. Every human being therefore is born with an LAD language acquisition device that provides them with knowledge of a language. It is therefore possible for children, according to Noam’s theory, to acquire their native language with ease and without any training. He argues further that second language can be adapted with no difficulty through the same LAD mechanism.The LAD disregards the language to be deciphered and provides comprehension despite the tongue being adapted whether it is English, Chinese or any other known dialect. LAD aids their comprehension and pragmatic interpretation of words they have not heard before. The human capacity to acquire linguistic knowledge as per Noam Chomsky is fervently countered by other theories of acquisition. Such theories emphasize that while an infant’s mind may possess leaning abilities; such ability is developed from the period before its birth by development of its auditoria system. This development allows the child to learn language while they are still unborn. Its brain is therefore as an empty slate in the process of formation that learns and unlearns matters. The brain is dependent on training in order to learn any language and does not depend on a natural device to gain linguistic wisdom. Such arguments persist that Noamâ€⠄¢s nativism is not necessarily wrong but it is obscured by vagueness and assumptions. Thus, the human mind indeed has learning potential but no actual content in it. Any linguistic content or skill obtained is learned in the womb as soon as hearing features begin to develop. The infant is trained by its mother’s own voice and that of the people around him in the period of gestation. Moreover, ability acquired in the womb is barely language itself but hearing skills

IPad's Security Breach Essay Example | Topics and Well Written Essays - 1000 words

IPad's Security Breach - Essay Example Subsequent to this breach of AT&T’s security, a lot of security issues have since arisen for the firm and other computer security firms. In addition, many interested parties have questioned the justification of hacking activities as well as the role of ethical statements and policies of computer security firms, which promote activities such as website hacking. This paper explores the subjects of the possibility of the justification of hacking, computer security firms’ ethics that promote hacking, and the social responsibilities of media firms such as Gawkers Media LLC. Justification of Hacking into Websites Most hackers state that they hack into websites not as criminals but as interested parties seeking to identify flaws in computer systems or reveal certain information. By hacking, they claim, it becomes possible for computer security firms to prevent or rectify any damaging security leaks. However, due to the side effects of hacking and the damages it causes to compu ter firms’ images and business, questions have a risen on the issue of justification for hacking and activities. While others insist that hacking can never be justifiable, others believe it is a justifiable practice, depending on the reasons for which it is done (Harper’s Forum, 1999). ... peoples’ data worldwide, hackers believe they compel these companies to ensure that they have tamperproof systems that keep their clients’ data confidential. Therefore, hackers are watchdog for the public on the security weaknesses of technology firms. Hacking is thus justifiable since it addresses the vulnerabilities inherent in technology products that expose clients’ confidential information (Harper’s Forum, 1999). Hacking could also be justifiable if its exposes illegal political activities by discredited groups. In addition, hacking may be justified if it reveals certain publicly important information, which the public is denied by governments, organizations, or politicians. Importantly, hackers reveal malpractices and criminal activities that may be happening without the knowledge of the public and the law enforcement agencies. That is, when a hacker discovers the criminal operations of certain individuals or organizations and such reports are sent t o law enforcers, that hacking is certainly justified since it benefits the society and does not harm the public or any private person in any way (Harper’s Forum, 1999). Various factors have been found to promote hacking activities. Among these factors are the various ethical statements by computer security firms. Corporate Ethics Statement That Promote Hacking The ethical issue regarding the freedom to access information is perhaps the number one motivator of hackers to indulge in their activities. In fact, the ethic on which hackers justify their actions is that they investigate issues, allowing every individual in the society to gain information and knowledge on the various hidden issues affecting their lives (Ermann, 1997). Once a corporate computer firm issues ethical statements that emphasize the

Nurses Benefits On Quality Improvement Teams Nursing Essay

Nurses Benefits On Quality Improvement Teams Nursing Essay As part of a randomized control trial to improve the delivery of preventive services, the authors studied the effect on clinic nurses in the roles of team leaders or facilitators of multidisciplinary, continuous quality improvement (CQI) teams. Our goal was to learn how these nurses felt about their experience with this project, specifically their satisfaction with process improvement, acquired knowledge and skills, and the impact on their nursing role. Overall, the nurses involved in this study reported significant gains in all three areas. This study suggests that CQI can be a valuable vehicle for improving and expanding the nursing role for clinic nurses. QUALITY improvement (QI), also referred to as Continuous QI (CQI), Total Quality Management (TQM), and other terms, has undergone an explosive growth in health care over the last 10 years.1,2 This growth has been accompanied by the publication of a steadily increasing number of articles. However, review of these articles would lead one to believe that nearly all of this QI activity has occurred in hospitals and large medical organizations and, until recently, most has involved administrative processes rather than clinical ones.3-6 Very few articles have addressed smaller ambulatory care settings and almost none have described the QI role of clinic nurses or the impact of these activities on nurses. Is involvement on QI teams helpful to nurses and do the changes in care processes produced by these teams improve the ability of nurses to provide better patient care? What is the potential for QI to affect the often-restricted role of nurses in ambulatory care? Our involvement in a large scientific trial of QI as a way to create more systematic delivery of preventive services in private medical clinics has provided us with an opportunity to begin answering these questions. This involvement brought us into frequent contact with all types of clinic personnel, but particularly with the nurses who often served in leadership roles on the clinics QI teams. As we provided training or consulting with these nurses, we noted that many of them seemed to enjoy the opportunity and reported anecdotes about how it had expanded their abilities. We conducted a systematic series of interviews and a survey with the clinic nurses who were involved in the trial as leaders or facilitators of the QI teams established in these clinics for preventive services. This studys goal was to learn how these nurses felt about their experience in three areas: 1. satisfaction with the process and its results for them 2. acquisition of specific knowledge and skills 3. impact on the nursing role Back to Top BACKGROUND The trial was called IMPROVE (IMproving PRevention through Organization, Vision, and Empowerment) and it was funded by the Agency for Health Care Policy and Research as a randomized controlled trial.7,8 Sponsored by two normally competing managed care plans (Blue Plus and HealthPartners), it was designed to test the hypothesis that such plans could improve the delivery of specific adult preventive services in contracted clinics by using CQI methods to develop prevention systems. Forty-four individual primary care medical clinics in the Twin Cities region of Minnesota were recruited for the trial from 33 of the 71 medical groups eligible to participate by reason of a contract with one or both plans and location within 50 miles. No financial incentives were provided to the clinics to participate other than reimbursement for the research evaluation efforts (eg, pulling charts for audits, providing patient appointment lists for sampling, etc.). The clinics ranged in size from 2 to 15 primary care clinicians (except for one residency-training clinic with 28), with an average of 8. At the time of recruitment, only an average of 19 percent of their patients were members of the two sponsoring plans. Thus, they were fairly typical of this regions clinics except perhaps in having a particularly strong interest in working on improvement of their preventive services and in learning how to use CQI. At the start of the trial in September 1994 each of the 22 clinics randomized to the intervention arm was asked to form a multidisciplinary QI team with a management sponsor and a leader and facilitator for the team. We suggested that they name a physician as leader and a nurse as facilitator but in this, as in all aspects of the trial, all decisions were up to the clinic. The IMPROVE team provided just-in-time group training to the leaders and facilitators in six sessions over seven months for a total of 26 hours. The training was focused on the specific knowledge and skills needed to use a seven-step CQI process to improve preventive services. During and after the training, IMPROVE project nurses provided periodic telephone and on-site consultation. After an 11-month training period, additional periodic opportunities were provided to network with other clinic leaders and facilitators and to obtain additional group consultations about areas of particular concern. Back to Top METHODS In June of 1996 (22 months after starting the intervention), two of the authors obtained written surveys and conducted individual interviews with each of the nurses who had served as leader or facilitator for one of the clinic teams. One nurse practitioner and two nurses who became facilitators after the completion of the training were excluded in order to provide a more homogeneous group and experience. This left 13 nurses to participate in the study, 9 of whom had served as facilitators and 4 as leaders for their teams. All agreed and signed consents, although one nurse could not find time for the interview and only completed the questionnaire. Other nurses participated as members of some teams, but we felt that the views of those with more project training and experience were especially valuable. The questionnaire was designed to assess the respondents attitudes and beliefs in each of the areas of focus for this study as well as to obtain relevant demographic information. It contained 55 close-ended questions that were developed from learning objectives for the training and a literature review of previous research on the nursing role in ambulatory care settings.9-12 Questions about skills and activities asked for a six-point Likert-scale response from none to very much choices and those asking about satisfaction and nursing roles asked for a five-point scale response from strongly agree to strongly disagree. After pretesting and revision, the questionnaire was mailed to the nurses to complete before the interview. The questionnaire is included in the Appendix. The interviews were structured to obtain qualitative data to expand on the questions in the survey. Eleven interviews were conducted in person at the clinical site and one was conducted over the telephone. Each was tape-recorded and transcribed later. Survey responses were simply summarized and reported directly for the small numbers involved. Questions that were stated negatively in order to improve response validity have been reworded for ease of comparing the answers. The interviews were analyzed for themes and for examples to illustrate questionnaire responses. Back to Top RESULTS Most of the nurses studied had already been involved in some degree of management in their clinics prior to the study. Only four were clinic nurses while two each were clinic manager, patient care manager, and nursing coordinator. The other three nurses were vice president of information services, medical services director, and health educator. Eight held positions that involved supervision of others, and an overlapping eight worked in direct patient care at least part time. As might be expected from such a group, 12 had been nurses more than 10 years and 10 had worked at their present clinics for at least 5 years. Educationally, seven nurses were registered nurses (RNs) (2 with bachelors of science in nursing, two with diplomas, and three with associate degrees) and six were licensed practical nurses (LPNs). All were female. Only four nurses reported that they had received previous formal training in CQI, although another four reported informal on-the-job training as part of a process improvement team. However, only the latter four and one additional other reported previous participation in QI. Three of these had been team leaders, one had been a facilitator, and one was a member of a team. Back to Top Satisfaction with the IMPROVE process improvement experience Table 1 suggests that, even after working on this process for 22 months, most nurses reported high levels of satisfaction associated with this experience of process improvement. That is particularly true for questions about obtaining personal value and improving patient care. Positive recognition from their clinics and greater job security are much less strongly supported. Table 1 From the interviews, several comments reinforced the written survey results concerning the opportunity to learn and grow: I was looking for the experience of a CQI project. I had done some reading on Dr. Deming on my own. I knew he was very successful and I didnt know how. This was just very fascinating to me. Learning something new was probably one of the greatest things that attracted me to this. My mind is just constantly going all the time and I really like getting involved in new things. The nurses also reported high scores in task significance. Questions included, The time spent on this process improvement has been worth it, I feel like what I am doing with my team is worthwhile, and I believe that our process improvement activities have resulted in our patients receiving better care. Comments around task significance centered largely on the perceived benefit to their clinics patients. One nurse responded to the question, What are the three most positive benefits of your involvement in process improvement? by answering: Number one is that we actually focused on those eight preventive services and that when you take a look at them they are actually going to improve somebodys life. And thats going to continue here even after were formally finished. Another repeated theme focused on participation-the opportunity provided to interact in a positive way, not only within each clinic site, but with other clinics involved in the project: Youre not in this alone, youre working with a lot of good people, and not just health professionals. We have good people like _____ who is not a health professional. She works in the business part, but I cant imagine doing this without her because they have the skills of getting the word out when youre busy with patients. So we need each other. It has been fun to be involved with other people. This has given me an awareness of not only my own clinic site, but awareness of the broader picture of health care within the Twin Cities. Back to Top Acquisition of specific knowledge and skills Overall, these nurses reported increasing a wide variety of knowledge and skills relevant to process improvement and working with people as a result of this experience. Table 2 summarizes these reported changes between self-perceived skills before and after the 22-month project. The largest improvements involved learning how to make use of data, managing change, and managing meetings. Even the eight respondents with previous training in QI reported gains, even though they had rated their previous overall QI knowledge and skills as average (3 nurses) to above average (5 nurses). Table 2 From the interviews, several themes emerged as to what the nurses perceived as skills gained from participating in process improvement. The most frequently mentioned skill was the ability to apply a model for problem solving (the seven-step model): I think really learning how to problem solve was very beneficial because we had tried to solve some situational process problems in our clinic before and it gets to a certain point where everyone complains about something and they decide to do something about it and we would set up some basic rules or policies and three or four months later no one was doing it anymore because it didnt work. There never was a lot of follow through, so I think this really gave us a good role model on how to go about problem solving in the clinic. Another frequently cited skill was the ability to effectively conduct meetings: One of the major things I learned was how to run a meeting. It is so effective and we use it so much in other meetings now. People come out of those meetings and say, This is a great way to do a meeting we get out of here on time and we get something done. Other themes cited were around skills gained in interpersonal relationships, specifically the ability to directly deal with coworkers or others on solving problems: I now am being more direct and am looking at things more from a process point of view rather than a personal point of view. Another nurse reported: Overall, now if someone is not following the standard, I approach them now by going over what the protocol is or what the process is, rather than honing in on the fact that the person may not be a good nurse. Back to Top Impact on the nursing role As illustrated in Table 3, these nurses reported that they believe QI is important for nurses and that nurses have a crucial contribution to make to QI. With a few exceptions, they believe that QI will improve the ability of nurses to control their work and many of them feel that their work on process improvement has helped them to be better nurses. However, when asked about each of nine specific areas of nursing activities (room preparation, technical activities, nursing process, telephone communications, patient advocacy, patient education, care coordination, expert practice, and quality improvement), only in QI did more than 3 of the 13 nurses report that they had experienced a significant change in the frequency with which they performed that type of activity after working on this project. Table 3 During the interviews, the nurses were asked whether they saw a role for process improvement in the nursing profession. The majority of the responses revolved around the value they perceived in being able to approach problems in a systematic way: I dont think nurses training ever gave us the skills to deliberately study something and improve it. Yet we get out and we become head nurses. It has helped the role of the nursing supervisors in dealing with their staff. It has helped them work through problems and problem solve rather than just coming to me for an answer. Many of the nurses reported that their environment was changing and that their role had changed. Because of this changing environment, they reported needing new skills and a new way of thinking: Everything is changing. We need to improve for our patients. I think the scope of nursing has changed and that the nurses need to look at the whole system, you know what goes on with the patient besides just with the hands-on things. I think it (process improvement) is a blend of how you clinically take care of somebody, but I think it kind of helps you to critically look at other things. Youre dealing with so many systems with the patient and how they move through these systems. We were never trained to deal with the system, we were only trained to deal with each patient. In the clinic setting, we need to be aware of what we are doing and why we are doing it. There is a lot of time and wasted effort. Back to Top DISCUSSION Although the sample is small, this study helps to document the generally positive feelings of ambulatory practice nurses involved in leading or facilitating their local clinic QI effort to improve the process of providing preventive services. Both their questionnaire responses and their interview comments and anecdotes suggest that they feel they benefited from their involvement with this project, despite the fact that it required a great deal of time and energy from them. Overall, they report that they were very satisfied with the experience and that it provided them with increased knowledge and skills as well as enhancements for their nursing role. In light of the reported knowledge, skill, and role enhancements, it is not surprising that these nurses would feel satisfied with their experience. Even though most of these nurses were already working at higher-level positions, nursing in ambulatory practice has traditionally been viewed as less prestigious and challenging than hospital nursing, both by nurses and by the public generally. Hackbarths study showed that ambulatory nurses reported more frequent performance of lower-level work dimensions and less frequent performance of dimensions requiring disciplinary knowledge and critical thinking, despite the growing complexity of care in ambulatory settings.12 Capell and Leggats comment that the traditional view of the nurse as one only involved in the accomplishment of tasks prescribed by others is no longer fitting in todays health care environment, does not mean that traditional role is disappearing.13(p39) Thus, anything that promises improvement in the nursing role is likely to find appeal. Counte has shown that in the hospital setting, personal participation in a TQM program was associated with higher job satisfaction.14 McLaughlin and Kaluzny feel that the new set of decision-making skills required by TQM includes not only technical skills like data management and statistical analysis, but also the ability to work well in multidisciplinary teams.15 Despite previous QI training and/or experience, all of the nurses in this project reported gains in skills, and most of these skills were gained in the areas noted above, along with change management. Another aspect of the current health care environment that lends both importance and urgency to acquiring new skills is the extreme degree of turmoil in health care, especially in the Twin Cities. As Magnan has documented for these clinics involved in the IMPROVE trial, enormous change is going on.16 Within a one-year time period during the process improvement efforts described here, 64 percent of the clinics were purchased, merged, or underwent a major shift in affiliations; 77 percent of the clinics changed at least one major internal system; and 45 percent of the clinics changed their medical director and/or their clinic manager. This turmoil may explain why so few respondents reported that the experience provided them with more job security in their current clinic (question 12 in Table 1), even though it gave them more job opportunities for the future (question 9). Clearly QI is very important to health care improvement and reform. Phoon et al.17 believe that the success of health care delivery depends on the successful integration and coexistence of QI and managed care. Moreover, they believe that nurses play a key role in this integration, although they tend to emphasize primarily nurse managers and practitioners. Spoon et al., on the other hand, use their experience with 45 CQI process improvement teams in a community hospital to highlight the potential for this experience to empower typical hospital nurses.18 They also point out the many ways nurses are essential to most of the steps in the improvement process. Corbett and Pennypacker go on to describe a process improvement effort that took place entirely within a hospital nursing department,19 although that is not particularly consistent with the interdisciplinary needs for most QI efforts. It is worth highlighting that the training in this project was very action oriented. It focused not on theory, but on the application of process improvement and team skills. For example, the trainees learned to flow chart their own clinics prevention process and to collect and analyze their own data in order to learn the root causes for the problems with that process. Role plays of meeting management skills and audits of dummy charts prepared them for applying those skills with their own clinic teams. A basic assumption governing the intervention with these trainees and their teams was that they could act their way into a new way of thinking by applying specific skills in a structured way. These new ways of thinking derive from a real understanding of work as process and include recognizing that problems are generally due to systems deficiencies rather than to individual workers. In other words, we were teaching systems thinking-what Peter Senge describes in The Fifth Discipline as the discipline for seeing wholes.20(p68) We believe that we saw this type of fundamental change in thinking in these nurses and others involved in this improvement process. Over time, the language of the group began to change and to include terms and statements that reflected systems thinking. For example, one rather taciturn physician remarked after the third training session that I never realized how many people were involved in getting the patient ready to be seen by me Aside from the knowledge and skills acquired from the training and the task, it was clear that most of these participants highly valued the opportunity to talk with others in similar environments. They liked to share frustrations as well as to learn from the efforts of peers in other situations. Most clinic personnel are surprisingly isolated, with few opportunities to attend broadening learning experiences, much less to learn first-hand how their way of doing things compares with that of others. We believe that this study and our experience with providing training and consulting for 60 clinics show that there is a great deal about the concepts and techniques of QI that appeals to nurses and other health care professionals. It appeals to both their scientific orientation and their desire to help improve things, in particular their customers-each patient. The acquisition and the application of these concepts and techniques appear to be both satisfying and broadens their views of how they can contribute to health care. Finally, it is worth noting that besides enhancing the skills and satisfaction of nurses, the QI projects in which they work are often likely to lead to role enhancements for nurses, especially those in ambulatory care settings. QI teams interested in improving prevention or other clinical areas of focus, like those we had the privilege to work with, will find that they cannot do this without expanding the role of nurses. McCarthy et al.,21 among others, have demonstrated the power of empowering clinic nurses to offer and arrange for mammography as patients are seen. The Oxford Project in England has carried this even further by creating a new profession for facilitators to help primary care practices improve their prevention activities by training practice nurses to fill an expanded role in performing health checks and facilitating practice system changes.22 Most of these external facilitators are also nurses and it is recommended that all of them have that background.23 Astrops des cription of the facilitators activities within a practice sound very similar to those of the nurses involved in this project and paper. Both this project and the literature suggest that QI concepts and techniques can be important vehicles for improvements in both patient care and in the skills, roles, and job satisfaction of nurses. This can be stimulated and assisted by managed care plans and others external to individual practice settings, but ultimately its success will depend on individual nurses, like those in this study, using their creativity and energy to make it happen. Back to Top REFERENCES 1. Berwick, D.M. Continuous Improvement as an Ideal in Health Care. New England Journal of Medicine 320, no. 1 (1989): 53-56. UvaLinker Bibliographic Links [Context Link] 2. Laffel, G., and Blumenthal, D. The Case for Using Industrial Quality Management Science in Health Care Organizations. Journal of the American Medical Association 262, no. 20 (1989): 2869-2873. [Context Link] 3. Barsness, Z.I., Shortell, S.M., and Gillies, R.R. National Survey of Hospital Quality Improvement Activities. Hospitals and Health Networks 67, no. 23 (1993): 52-55. UvaLinker [Context Link] 4. Shortell, S.M., OBrien, J.L., Carman, J.M., et al. Assessing the Impact of Continuous Quality Improvement/Total Quality Management: Concept versus Implementation. Health Services Research 30, no. 2 (1995): 377-401. [Context Link] 5. Shortell, S.M., Levin, D.Z., OBrien, J.L., and Hughes, E.F. Assessing the Evidence on CQI: Is the Glass Half Empty or Half Full? Hospital and Health Services Administration 40, no. 1 (1995): 4-24. [Context Link] 6. Carman, J.M., Shortell, S.M., Foster, R.W., Hughes, E.F., et al. Keys for Successful Implementation of Total Quality Management in Hospitals. Health Care Management Review 21, no. 1 (1996): 48-60. Ovid Full Text UvaLinker Request Permissions Bibliographic Links [Context Link] 7. Solberg, L.I., Isham G., Kottke, T.E., et al. Competing HMOs Collaborate to Improve Preventive Services. The Joint Commission Journal on Quality Improvement 21, no. 11(1995): 600-610. [Context Link] 8. Solberg, L.I., Kottke, T.E., Brekke, M.L., et al. Using CQI to Increase Preventive Services in Clinical Practice-Going Beyond Guidelines. Preventive Medicine 25, no. 3 (1996): 259-267. [Context Link] 9. Solberg, L.I., and Johnson, J.M. The Office Nurse: A Neglected but Valuable Ally. Family Practice Research Journal 2, no. 2 (1982): 132-141. UvaLinker [Context Link] 10. Flarcy, D.L. Redesigning Management Roles, The Executive Challenge. Journal of Nursing Administration 21, no. 2 (1991): 40-45. UvaLinker Request Permissions Bibliographic Links [Context Link] 11. Haas, S.A., Hackbarth, D.P., Kavanagh, J.A., and Vlasses, F. Dimensions of the Staff Nurse Role in Ambulatory Care: Part II-Comparison of Role Dimensions in Four Ambulatory Settings. Nursing Economics 13, no. 3 (1995): 152-165. [Context Link] 12. Hackbarth, D.P., Haas, S.A., Kavanagh, J.A., and Vlasses, F. Dimensions of the Staff Nurse Role in Ambulatory Care: Part I-Methodology and Analysis of Data on Current Staff Nurse Practice. Nursing Economics 13, no. 2 (1995): 89-97. [Context Link] 13. Capell, E., and Leggat, S. The Implementation of Theory-Based Nursing Practice: Laying the Groundwork for Total Quality Management Within A Nursing Department. Canadian Journal of Nursing Administration 7, no. 1 (1994): 31-41. UvaLinker Bibliographic Links [Context Link] 14. Counte, M.A., Glandon, G.L., Oleske, D.M., and Hill, J.P. Total Quality Management in a Health Care Organization: How are Employees Affected? Hospital and Health Services Administration 37, No. 4 (1992): 503-518. UvaLinker [Context Link] 15. McLaughlin, C.P., and Kaluzny, A.D. Total Quality Management in Health: Making it Work. Health Care Management Review 15, no. 3 (1990): 7-14. [Context Link] 16. Magnan, S., Solberg, L.I., Giles, K., et al. Primary Care, Process Improvement, and Turmoil. Journal of Ambulatory Care Management 20, no. 4 (1997): 32-38. Ovid Full Text UvaLinker Request Permissions Bibliographic Links [Context Link] 17. Phoon, J., Corder, K., and Barte, M. Managed Care and Total Quality Management: A Necessary Integration. Journal of Nursing Care Quality 10, no. 2 (1998): 25-32. Ovid Full Text UvaLinker Request Permissions Bibliographic Links [Context Link] 18. Spoon, B.D., Reimels, E., Johnson, C.C., and Sale, W. The CQI Paradigm: A Pathway to Nurse Empowerment in a Community Hospital. Health Care Supervisor 14, no. 2 (1995): 11-18. Ovid Full Text UvaLinker Request Permissions Bibliographic Links [Context Link] 19. Corbett, C., and Pennypacker, B. Using a Quality Improvement Team to Reduce Patient Falls. Journal of Healthcare Quality 14, no. 5 (1992): 38-54. [Context Link] 20. Senge, P.M. The Fifth Discipline: The Art and Practice of the Learning Organization, New York: Doubleday, 1990. [Context Link] 21. McCarthy, B.D., Yood, M.U., Bolton, M.B., et al. Redesigning Primary Care Processes to Improve the Offering of Mammography. The Use of Clinic Protocols by Nonphysicians. Journal of General Internal Medicine 12, no. 6 (1997): 357-363. [Context Link] 22. Fullard, E., Fowler, G., and Gray, M. Promoting Prevention in Primary Care: Controlled Trial of Low Technology, Low Cost Approach. British Medical Journal 294, no. 6579 (1987): 1080-2. UvaLinker Bibliographic Links [Context Link] 23. Astrop, P. Facilitator-The Birth of a New Profession. Health Visitor 61, no. 10 (1988): 311-312. [Context Link] The authors would like to thank the 46 clinics that participated in the IMPROVE project. These included the two demonstration clinic sites; Kasson Mayo Family Practice Clinic and HealthPartners St. Paul Clinic. Intervention Clinics Apple Valley Medical Center Aspen Medical Group, W. St. Paul Aspen Medical Group, W. Suburban Chanhassen Medical Center Chisago Medical Center Creekside Family Practice Douglas Drive Family Physicians Eagle Medical Fridley Medical Center Hastings Family Practice Hopkins Family Practice Interstate Medical Center Metropolitan Internists Mork Clinic, Anoka North St. Paul Medical Center Ramsey Clinic, Amery Ramsey Clinic, Baldwin River Valley Clinic, Farmington River Valley Clinic, Northfield Southdale Family Practice Stillwater Clinic United Family Medical Center Comparative Clinics Aspen Medical Group, Bloomington East Main Physicians

All the Presidents of India

1| Dr Rajendra Prasad (1884–1963)| | 26 January 1950| 13 May 1962| Dr. S Radhakrishnan| 1952 election page  &  1957 election page Prasad was the first President of independent India from Bihar. [7][8]  He was also an independence activist of the Indian Independence Movement. [9]Prasad was the only president to serve for two terms in office. [4]| 2| Sarvepalli Radhakrishnan (1888–1975)| | 13 May 1962| 13 May 1967| Zakir Hussain| 1962 election page Radhakrishnan was a prominent philosopher, writer, a  Knight of the Realm  and also held the position of  vice chancellor  of the  Andhra University  andBanaras Hindu University. 10]  He was also made a Knight of the  Golden Army of Angels  by  Pope Paul VI. [11]| 3| Zakir Hussain (1897–1969)| | 13 May 1967| 3 May 1969| Varahagiri Venkata Giri| 1967 election page Hussain was vice chancellor of theAligarh Muslim University  and a recipient of  Padma Vibhushan  andBharat Ratna. [12]  He di ed before his term of office was ended. | | Varahagiri Venkata Giri  * (1894–1980)| | 3 May 1969| 20 July 1969| | Giri was appointed as acting president following the death of Hussain. [13]  He resigned in a few months to take part in the presidential elections. [5]| | Muhammad Hidayatullah  * 1905–1992)| | 20 July 1969| 24 August 1969| | Hidayatullah served as the  Chief Justice of India, and was a recipient of the  Order of the British Empire. [14]  He served as acting president until the election of Giri as the President of India. | 4| Varahagiri Venkata Giri (1894–1980)| | 24 August 1969| 24 August 1974| Gopal Swarup Pathak| 1969 election page Giri is the only person to have served as both an acting president and president of India. He was a recipient of the Bharat Ratna, and has functioned as Indian Minister of Labour and High Commissioner to  Ceylon  (Sri Lanka). [15]| 5| Fakhruddin Ali Ahmed 1905–1977)| | 24 August 1974| 11 February 1977| Basappa Danappa Jatti| 1974 election page Fakhruddin Ali Ahmed served as a Minister before being elected as president. He died in 1977 before his term of office ended, and was the second Indian president to have died during a term of office. [16]| | Basappa Danappa Jatti  * (1912–2002)| | 11 February 1977| 25 July 1977| | Jatti was the vice president of India during Ahmed's term of office, and was sworn in as acting president upon Ahmed's death. He earlier functioned as the Chief Minister for the State ofMysore. [16][17]| 6| Neelam Sanjiva Reddy 1913–1996)| | 25 July 1977| 25 July 1982| Muhammad Hidayatullah| 1977 election page N. S. Reddy was the first Chief Minister of Andhra Pradesh State. Reddy was the only Member of Parliament from the Janata Party to get elected from Andhra Pradesh. [18]  He was unanimously elected Speaker of the  Lok Sabha  on 26 March 1977 and relinquished this office on 13 July 1977 to become the 6th President of India. | 7| Gia ni Zail Singh (1916–1994)| | 25 July 1982| 25 July 1987| Ramaswamy Venkataraman| 1982 election page In March 1972, Singh assumed the position of chief Minister of Punjab, and in 1980, he became Union Home Minister. 19]| 8| Ramaswamy Venkataraman (1910–2009)| | 25 July 1987| 25 July 1992| Shankar Dayal Sharma| 1987 election page In 1942, Venkataraman was jailed by the British for his involvement in theIndia's independence  movement. [20]After his release, he was elected to independent India’s Provisional Parliament as a member of the Congress Party in 1950 and eventually joined the central government, where he first served as Minister of Finance and Industry and later as Minister of Defence. [21]| 9| Shankar Dayal Sharma 1918–1999)| | 25 July 1992| 25 July 1997| Kocheril Raman Narayanan| 1992 election page Sharma was Chief Minister of  Madhya Pradesh, and the Indian Minister for Communications. He has also served as the governor of  Andhra Pradesh,  Punjaband  Maharashtra. [22]| 10| Kocheril Raman Narayanan (1920–2005)| | 25 July 1997| 25 July 2002| Krishan Kant| 1997 election page Narayanan served as India's ambassador to Thailand, Turkey, China and United States of America. He received doctorates in Science and Law and was also a chancellor in several universities. [23]  He was also the vice-chancellor of  Jawaharlal Nehru University. 24]| 11| A. P. J. Abdul Kalam (1931–)| | 25 July 2002| 25 July 2007| Bhairon Singh Shekhawat| 2002 election page Kalam, was a scientist who played a leading role in the development of India's ballistic missile and nuclear weapons programs. [25]  Kalam also received theBharat Ratna. | 12| Pratibha Patil (1934–)| | 25 July 2007| Incumbent| Mohammad Hamid Ansari| 2007 election page Patil is the first woman to become the President of India. She was also the first female Governor of Rajasthan. [26][27]| ————————â⠂¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- [edit]Timeline

Essay on Walt Whitman - 1376 Words

Walt Whitman In parting with traditional poetic formalities, Walt Whitman alleviated a burden that impeded his ability to achieve full poetic expression. To Whitman, the strict boundaries that formal meter, structure, and rhyme imposed set limits on his stylistic freedom. This is not to say that these limits prevented Whitman from conveying his themes. Rather, they presented a contradiction to which Whitman refused to conform. In Whitman’s eyes, to meet these formal guidelines one would also have to sacrifice the ability to express qualities and passion of living men. Thus, Whitman contested traditional poetic protocol because it added a layer of superficiality that concerned itself with creating perfect rhythmical, metrical,†¦show more content†¦This meant that stanzas consisted of a predetermined amount of lines or that the poem had a predetermined amount of stanzas. Augmenting this formal structure were predetermined rhyme schemes (such as ‘abab cdcd efef gg’ in Shakespearean sonnets). Based on the above, we can describe traditional poetic etiquette as adhering to the suggested formal patterns predetermined by the tradition of British poetry. Just in reaching the above conclusion, a problem arises that all poets, not just Whitman, face when trying to conform to this style. This problem is that all of these rules are cumbersome. It is difficult for a poet to convey the theme of a poem when he or she is concerned with whether or not each word fits into a designated formal pattern. Yet, some would argue that this is what makes poetry such an elegant art form. Surely, Whitman recognized the genius found in Shakespeare’s sonnets and other constitutive examples of traditional British poetry. However, whether or not Whitman recognized the genius of great traditional British poets, is inconsequential. What did matter was whether or not Whitman felt that this style was appropriate for him. The answer is no. Whitman found problems not simply with the fact that clinging to the traditional style might be burdensome (surely this would not have been an insurmountable task for Whitman), but his main issue with traditional style concerned the ornamental effect of formal regularity: InShow MoreRelatedEssay on Walt Whitman2286 Words   |  10 Pages Walt Whitman was looked upon as the forerunner of 20th Century poetry, praising democracy, and becoming a proclaimed poet of American democracy. He was known as the amp;quot;Son of Long Island,amp;quot; and he loved his country and everything about it. (Current, Williams, Freidel- page 292-293). Whitman lived during the time of the Civil War; a fact that increased his patriotism. Whitman was considered one of the most important American Poets of the 19th Century. (Encyclopedia of World Biography-Read More walt whitman Essay1383 Words   |  6 Pages nbsp;nbsp;nbsp;nbsp;nbsp;Walt Whitman nbsp;nbsp;nbsp;nbsp;nbsp; nbsp;nbsp;nbsp;nbsp;nbsp;Walt Whitman was a follower of the two Transcendentalist Ralph Waldo Emerson and Henry David Thoreau. He believed in Emerson and Thoreau’s Trascendentalist beliefs. Whitman believed that individualism stems from listening to one’s inner voice and that one’s life is guided by one’s intuition. The Transcendentalist centered on the divinity of each individual; but this divinity could be self-discoveredRead MoreWalt Whitman Essay901 Words   |  4 PagesWalt Whitman Walt Whitman was born on May 31, 1819, in West Hills, Long Island, New York. He was the second of six children. From 1825-1830, he attended public school in Brooklyn. After his years of education, Walt Whitman experimented with many different jobs. From 1836-1838, Whitman taught at several schools in Long Island. 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Whitman was never afraid to express himself no matter how inappropriate or offensive his emotions might have seemed at the time. This is why Whitmans poem still echo that same sentiment and emotion today almost as loudly as when the drums were first tapped. Life in its ever-evolving glory seems at times to be nothing more than a serious of random events that lead us from one place to another. It takes many