Coverage Assignment Example | Topics and Well Written Essays - 250 words

Coverage - Assignment Example Little did Laing was sent to look for her. Bud a young teen sneezes and did not have a hand kerchief. Louis asks him to go and wash her face. Terrorists bumped in the dinner taking people in the dinner hostage. Sydney detects things are not right once she detects guys with machine guns. They hide with Laing where she appears to be Laing’s savior in a number of occasions. Louis decided to go and look for his daughter where he encounters with thugs and enters into a fight. He ended up being surviving gun wounds thanks to Sydney who called for Taffy to call the policemen (Thorp, 2012). COMMENTS: The script is not only quite scary but it possesses a number of essential teachings. Human consciousness is always live and right. Sydney was suspecting something bad was cooking since the beginning of the script. It is also evident that everyone no matter an adult or a child has the potential of saving people. Were it not Sydney who made efforts of contacting the police most probably the condition would become

Deaf community Essay Example | Topics and Well Written Essays - 750 words

Deaf community - Essay Example They usually feel that they are primarily a linguistic minority and are not in any need of healing for their situations than are other minority groups such as Hispanics and Haitians. The Deaf community has got social values and norms specific to their society, which are passed down from one generation to another and recruits its members in an exclusive style. Generally, human culture within Deaf community is passed down from one family to another. Since 90% of all deaf children have got two hearing parents, it’s only a minority of Deaf community members that obtain their distinctive social skills and cultural identity at their homes. Most children who are deaf learn about deaf culture, mostly from other children, in schools for the Deaf, dormitory leaders and teachers. The Deaf community is very cohesive and nonetheless their cultural link is also very strong and usually a high percentage of the members, around 90% do marry within the group. Made up of individuals using the American Sign Language, as their basic way of communication, members of the Deaf community have over their history of 150 years expanded a wealthy folklore and social life. Through the ir very own individual efforts to cater for their own wants, Deaf individuals have been able to organize national wide and international networks of religious, social, athletic scholarly, literary and dramatic organizations catering for local, national and international memberships. For instance, every other four years, the World Games for Deaf, that is (the Deaf Olympics) do coalesce athletes who are deaf from several countries for competition of international awards. There are other Deaf Organizations through which the Deaf community has impacted the society; Gallaudet University-is the world’s leader in career development and liberal education for the deaf and other students hard of hearing. The university is

Impact of Motivational Tools on Performance

Impact of Motivational Tools on Performance INTRODUCTION Motivation plays a critical role in achieving goals and business objectives and is equally important for companies that work in a team-based environment or in a workplace comprised of workers who work independently. Making sure each employees workplace goals and values are aligned with the organizations mission and vision is important for creating and maintaining a high level of motivation. Many business managers today are not aware of the effects that motivation can (and does) have on their business. The size of your business is irrelevant: whether the size of staff is fifty or just one, everyone needs some form of motivation. The key is to awaken this motivation from within each employee by various methods such as incentives, loyalty, support, discipline, security, and recognition, among others, which in turn will goad each employee to do his or her best. In todays economy more so in knowledge based industry IT, ITES, BPO the biggest task is to motivate and retain the employees .Managers today realize the fact that high staff turnover can prove costly and reward employees with monetary or tangible as well as non-monetary or intangible compensation to limit employee turnover, improve employee morale and job satisfaction and enhance employee performance. Frederick Herzberg is regarded as one of the original pioneers of management and employee motivational theory. His book The Motivation to Work written in 1959, and expanded upon by later books, postulated that there are two very different sets of factors that drive behaviour in the workplace.   Many other theories since then have also gained currency like the McGregors Theory X and Y, Maslows Motivation Theory of Hierarchy of Needs, Three-Need Theory/ Acquired Need Theory etc. Motivational strategies can help improve employee performance, reduce the chances of low employee morale, encourage teamwork and instill a positive attitude during challenging times. Managers can successfully motivate their employees through empathy, leading by example, Management by Objectives (MBO), fairness to all, rewards, awards and recognition for long-service and good work, opportunity for employees training and development, periodical promotion and increase in take-home pay, welfare package like employees children scholarship, free medical services for employees and their families, recognition of birthdays of employees, the creation of a sense of belonging among all employees, regular feedback from employees, effective communication in the project environment and assurance of employees future within and without the organisation, providing a conducive and attractive working environment for the employees, and instituting conflict resolution management. Nothing motivates better than working in a cohesive team and being seen as part of a success story. Workers are motivated when they are getting results, otherwise, they feel depressed and weak. Other motivating factors are secondary. Managers should be aware that their job is to plan, organise, control, supervise and direct motivated employees to achieve objectives. COMPANY PROFILE Hindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goods  company, touching the lives of two out of three Indians with over 20 distinct categories in  Home Personal Care Products and Foods Beverages. They endow the company with  a scale of combined volumes of about 4 million tones and sales of Rs.10, 000 cores. HUL is also one of the countrys largest exporters; the Government of India has  recognized it as a Golden Super Star Trading House. The mission that inspires HULs 36,000 employees, including over 1,350  managers, is to add vitality to life. HUL meets every day needs for nutrition, hygiene,  and personal care with brands that help people feel good, look good and get more out of  life. It is a mission HUL share with its parent company, Unilever, which holds 51.55% of  the equity. The rest of the shareholding is distributed among 380,000 individual  shareholders and financial institutions. HULs brands Food brands Home care brands Personal care brands Water Nutrition Health, hygiene beauty The operations involve over 2,000 suppliers and associates. HULs distribution network, comprising about 7,000 redistribution stockiest, directly covers the entire urban population, and about 250 million rural consumers. HUL has traditionally been a company, which incorporates latest technology in all  its operations. The Hindustan Unilever Research Center (HULRC) was set up in 1958, and  now has facilities in Mumbai and Bangalore. HULRC and the Global Technology Centers  in India have over 200 highly qualified scientists and technologists, many with postdoctoral  experience acquired in the US and Europe. Structure of the organization HUL has about 15,000 employees, including over 1400 managers. DERIVATION OF MODULESAIM The aim of this assignment is to study the motivational techniques modules used in the HUL and comprehend evaluate its ramification on employees output. PREVIEW For the ease of understanding and better assimilation the report is divided into the following subheads: Part I Organization overview. Part II Evolution of Concept. Part III Special motivational Modules. Part IV Recommendations. PART I ORGANIZATION OVERVIEW. COMPANY PROFILE Hindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goods company, touching the lives of two out of three Indians with over 20 distinct categories in Home Personal Care products and Foods Beverages. They endow the company with a scale of combined volumes of about 4 million tones and sales of Rs.10, 000 cores. HUL is also one of the countrys largest exporters; the Government of India has recognized it as a Golden Super Star Trading House. The mission that inspires HULs 36,000 employees, including over 1,350 managers, is to add vitality to life. HUL meets every day needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life. It is a mission HUL share with its parent company, Unilever, which holds 51.55% of the equity. The rest of the shareholding is distributed among 380,000 individual shareholders and financial institutions. HULs brands Food brands Home care brands Personal care brands Water Nutrition Health, hygiene beauty The operations involve over 2,000 suppliers and associates. HULs distribution network, comprising about 7,000 redistribution stockiest, directly covers the entire urban population, and about 250 million rural consumers. HUL has traditionally been a company, which incorporates latest technology in all its operations. The Hindustan Unilever Research Center (HULRC) was set up in 1958, and now has facilities in Mumbai and Bangalore. HULRC and the Global Technology Centers in India have over 200 highly qualified scientists and technologists, many with postdoctoral experience acquired in the US and Europe. Structure of the organization HUL  has about 15,000 employees, including over 1400 managers. PART II EVOLUTION OF CONCEPT DERIVATION OF MODULESFrederick Herzbergs two-factor theory, a.k.a. intrinsic/extrinsic motivation, concludes that certain factors in the workplace result in job satisfaction, but if absent, they dont lead to dissatisfaction but no satisfaction. http://www.valuebasedmanagement.net/images/picture_herzberg_factor_theory.gif Motivators; (e.g. challenging work, recognition, responsibility) which give positive satisfaction. Hygiene factors; (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation. These modules apparently derive their inspiration from Herzbergs two factor theory and bear a close affinity to its factors. HUL feels that instead of fixing the working conditions that employees are complaining about, to strives ahead finding new ways of recognizing their efforts. A simple technique is to hold regular meetings where each employee is asked to say what went well for them since the last meeting, what they did that they are especially pleased about. This simple practice gives employees an opportunity to tell their colleagues what they did and get some public recognition for a job well done.The continuing relevance of Herzberg is the fact that there must be some direct connection between performance and reward, whether extrinsic as in recognition or intrinsic as in naturally enjoyable work, to motivate employees to work harder and to improve their job satisfaction. EMPLOYEE MOTIVATION MODULES Objectives: To recognize the achievements of the employees To motivate the employees to perform better To increase the sales revenue and the profit margins of the company Competitive Reward; Reward for Performance HULs reward philosophy is to provide market competitive salary and benefits with a strong linkage between performance and pay as it is a technique to motivate its employee to enhance their performance. Fixed Salary that is competitive with our peer companies Variable Salary that is linked to company and individual performance Equity compensation (at eligible levels) that is linked to long term (3 year) company  performance and your potential. Benefits and Perquisites aimed at providing you choices. Retirement benefits that are market competitive. PART III SPECIAL MOTIVATIONAL MODULES SPECIAL MOTIVATIONAL MODULES Modules Outline: 1) STAR OF THE MONTH (SOM) This is a performance based award Rating of the employees is done on the grade basis These grades are given on the basis of achievements of targets, best five should be selected. 2) CUSTOMER DELIGHT: This is a performance based award This award should be given to the employees with least number of  complaints, with most speedy delivery, with most accurate data, with  most orderly data 3) ACHIEVEMENT TALK BOOK (A-T BOOK): All achievements of the employees can be talked in this monthly book This is a very good way of public recognition This book will be circulated at the beginning of every month. 4) STAR OF THE QUARTER (SAQ): This is a performance based award Rating system is required These grades are given on the basis of achievements of targets, best five should be selected 5) THINKING OUT OF THE BOX AWARD -(TOTB) This is the way of idea/suggestion management   An issue can be put up and employees can be asked to give their  suggestions or ideas on the concerned issue   Web based applications like emails can be used to collect and evaluate the  suggestions/ideas. Idea/suggestion board can be put up in the cafeteria and learning center, as  these places are easily accessible to all employees. Best ideas would be collected on the monthly basis but rewarded on the  quarterly basis Feedback can be given to the employee through web or through phone,  voice mails etc. 6) ON THE SPOT: This is an on the spot award This award can be given to the employees for their on the spot attitude  towards some particular situation This is a mere recognition for good and humble gestures towards peer and  presence of mind throughout Their managers give this award to the employee as they can keep a  constant observation on their employees. SOM: SOM is performance-based award, which is measured completely on the basis of  an employee s performance within the working place. The employee is awarded on the  basis of the rating given to him and this rating of the employees is done on the grade  basis, which already exist within the organization. These grades are given to the  employees on the basis of their achievements of targets set by their managers or  supervisors. This is a monthly award where employees are rated for a month and then the  deserving candidate is awarded. The best five are selected. PURPOSE: STAR OF THE MONTH award, which is given as per the ratings of an employee. This is a quarterly based award. First of all work plan to the employee of each department is allotted and set target are given. The work plan of an employee consists of PARAMETERS and the MILESTONES to be achieved. These MILESTONES have some POINTS allotted. REWARDS: The department head takes the final decision and gives away the award to the employees on the ceremony-honoring employee ceremony. 2) CUSTOMER DELIGHT: Customer delight is again a performance-based award, which is given to the employees for performing well. As we know that an employee not only has external customers but also internal customers i.e. the employee of the other departments An employee has to deal with various other employees within the branch, they can be from the same department as well as other department. Thus the employee With the least number of complaints With most speedy delivery of data With most accurate data With most orderly data The employees get to fill a customer delight form on basis of which the most suitable candidate is selected for this award. Maximum of 5 employees can be selected for the award. The customer delight form is as follows: I AM DELIGHTED!!! MY NAME MY DESIGNATION MY DEPARTMENT I VOTE FOR HIS/HER NAME: HIS/HER DESIGNATION: HIS/HER DEPARTMENT: I VOTE BECAUSE: I HAVE NO COMPLAINTS AGAINST THIS EMPLOYEE THIS EMPLOYEE PROVIDES A SPEEDY DELIVERY THIS EMPLOYEE PRODUCES ACCURATE DATA THIS EMPLOYEE PRODUCES MOST ORDERLY DATA THIS EMPOYEE SHOWS A DECENT CONDUCT OTHER REASONS____________________________________________________________ WHAT WOULD HAVE HAPPENED IF HE/SHE DID NOT DO WHAT HE/SHE DID?_____________________________________________________ _____________________________________________________________________ THINGS I WOULD DO TO EXPRESS MY THANX:___________________________________ _______________________________________________________________________ SIGNATURE PURPOSE: Customer delight is an award to promote and recognize employees for  outstanding customer service. REWARDS: Department heads makes the final decision. A ceremony-honoring employee is  conducted where the 3 employees are awarded for their outstanding customer service. The head of the branch would give away the award on the ceremony day. 3) A-T BOOK: A-T Book is a monthly issue of a book, which is circulated in all departments of the office. This book talks about the achievements of the employee and gives them the peer recognition in this form. As every employee loves to be recognized at his working place and amongst the people he works with, this is a very effective form and way of recognizing ones performances. This book consists of: Detailed information about the employees who have achieved some milestone  during the month. The detail of the day and month of the achieved milestone. Birthday wishes are sent to the employees through this book. Various articles or precious experiences of employees. PURPOSE: A-T book is an ACHIEVEMENT TALK BOOK, which provides an  employee, with the public recognition amongst the peers in the organization. This book is  a great means of boosting the confidence and recognizing the performances and deeds of  an employee in public. This recognition makes him/her feel recognized and motivated  and definitely proves to be a boon in improving performance. REWARDS: No one gives away this award as this recognition comes in a book form and talks about people s achievements. Public recognition to all the achievers. 4) SAQ: SAQ award is again a performance-based award, which is measured completely  on the basis of an employee s performance within the working place. The employee is  awarded on the basis of the rating given to him and this rating of the employees is done  on the grade basis, which already exist within the organization. These grades are given to the employees on the basis of their achievements of targets set by their managers or supervisors. This is a quarterly award where employees are rated for a quarter and then the deserving candidate is awarded. The best five are selected. PURPOSE: STAR OF THE QUARTER award, is given as per the ratings of an employee. This is a quarterly based award. Targets for the quarter are given which is the parameter to judge PARAMETERS and the MILESTONES to be achieved. These MILESTONES have some POINTS allotted. REWARDS: The department head takes the final decision and the branch head gives away the  award to the employees on the ceremony-honoring employee ceremony. 5) TOTB: Every individual in this world has a viewpoint and has an idea or a suggestion waiting to pop out of his/her brain. So if these suggestions or ideas of the employees in  the organization are used in a fruitful and an effective manner can work wonders for an  organization. Thus it is really important to have an idea/suggestion management in an  organization. This scheme of TOTB is a quarterly award. According to this scheme an issue can be put up in the cafeteria and learning center as the employees have a frequent and easy access to these places, and hence the employees can present these ideas and suggestions. Now since collecting and evaluating the ideas is a major work, it can be done through web base applications like: emails, intranet etc. PURPOSE: The TOTB award is THINKING OUT OF THE BOX AWARD. This award is  given to the employee/employees for their capability of giving some much needed  extraordinary suggestion or idea to the branch management, the suggestion which is helps  the management come out of crisis or helps the management to save the maximum and  gets implemented is the best suitable for this award. This award is to foster employee suggestions to improve and cut downs in financial terms which ultimately help in productivity. REWARDS: Department head makes the final decision, and the branch head gives away the  award. 6) ON THE SPOT AWARD: Some deeds of employees on a daily basis are so humble that they need to be  recognized. It is sometimes not possible to recognize every individual on a daily basis,  thus at such time recognizing an individual on the spot is an important and a sensible  thing to do. According to this scheme employees can be awarded: To the employees for their on the spot attitude towards some particular  situation For good and humble gestures towards peer and presence of mind  Throughout PURPOSE: ON THE SPOT award is neither a monthly nor a quarterly award, as the name  suggests it is an on the spot, instant, spontaneous award. It is not even a performance based  award. As per this award the first level managers would recognize the employee. The purpose of this award is to recognize the employees who go extra mile or who  perform above and beyond the call of duty , and many such exceptional courtesies. REWARD: The first level manager or supervisor can recognize the eligible employee, as  he/she can very well observe the employees and their deeds at the working place. PART IV RECOMMENDATIONS RECOMMENDATIONS: Monetary as well as the non-monetary awards both are equally important but the main aim is to reward or recognize employees time to time. The recognitions like congratulatory cards, wall of fame, public applause, public recognition is of great importance. Performance should be considered as the criterion for rewarding   There should be rewards or recognitions such that the employee can get to  celebrated the reward with his family members as well. The managers should make sure that he has one-to-one interactions with their employees and colleagues  Rewards should always be achievable and not out of reach by employees. CONCLUSION Closely related to employee satisfaction and morale, employee motivation may be considered both an action and a status. The action occurs when management takes steps to foster a work environment where employees are self-driven to perform their job tasks at a level that meets or exceeds managements standards. In todays turbulent, often chaotic, environment, commercial success depends on employees using their full talents. Yet in spite of the myriad of available theories and practices, managers often view motivation as something of a mystery. Thus the pertinence of identification of the motivators in the varied spheres of Social, Mental and Physical dimension take precedence. A positive motivation philosophy and practice improves productivity, quality, and service Motivation helps people: Achieve goals; Gain a positive perspective; Create the power to change; Build self-esteem and capability, Manage their own development and help others with theirs.

Arranged Marriage In Midnights Children Essay example -- essays papers

Arranged Marriage In Midnights Children â€Å"Arranged Marriages in Midnight’s Children† An element of Midnight’s Children, by Salman Rushdie that I particularly enjoyed was the recurring theme of loving someone in pieces. There are two instances where this is prevalent, one being the interaction between Aadam Aziz and Naseem Ghani. It is stated that: â€Å"In short: my grandfather had fallen in love, and had come to think of the perforated sheet as something sacred and magical, because through it he had seen the things which had filled up the whole inside him†¦Ã¢â‚¬  Through the perforated sheet, Aadam Aziz never saw his bride until he asked for her hand in marriage. Instead, he fell in love with â€Å"the softness of her ticklish skin, or the perfect tiny wrists, or the beauty of her ankles.† Aadam Aziz, who had concentrating on loving the pieces of Naseem, was ill prepared for her presence in its entirety. Naseem and Aadam’s marriage â€Å"rapidly dissolved into a place of frequent and devastating warfare under whose depredations the young girl behind the sheet and the gauche young Doctor turned rapidly into different stranger beings†¦Ã¢â‚¬  The question, or rather statement made here by Rushdie, is whether or not it is possible to love someone in pieces, without knowing their whole being. When examining the relationship between Naseem and Aadam Aziz, it seems as though Rushdie is stating that one cannot love someone through a perforated sheet, without knowing their soul. Aadam...

Funtime Inc

Statement of Facts Funtime, Inc manufactures videogames machines. Funtime, Inc encountered decline in profits as a result of the modernized technology. To offset the decline in profits the management team focused on manufacturing economics and increased production by developing an incentive program for production managers whose contribution allowed for an increase in the amount of units produced and a decrease in its cost. The production management team improved manufacturing by increasing the number of completed units beyond normal production levels.To put together the videogame machines the assembly group required parts from the printed circuit boards (PCH) and the reading heads (RH). To achieve increased production, the parts were not carefully produced which resulted in the rejection of the parts that were not tested and modified to meet manufacturing standards. The preventive maintenance that would have been used was postponed and only emergency repair was being carried out to k eep production going.As a result of the pressure on the production group to focus on their machine there was machine downtime in the PCH and RH groups along with the demand for the parts led to more parts being rejected. Analysis Based on Funtime’s newly implemented incentive program, which rewards managers for increased output and cost savings, expectations were to see an increase in output and cost savings. Numbers on the contribution report show how the incentive program is working thus far. It can be seen in the table below that the goal of increasing output is being achieved as output is 200 units over budget.Despite the increased output, the goal of decreasing cost is failing thus far. There is an unfavorable contribution margin variance to budget of $58,660. The components that are driving that unfavorable contribution margin variance are in the analysis below. Direct Materials The first component of the unfavorable contribution margin is direct materials. The contribu tion report shows that direct materials has an unfavorable variance of $40,400. Funtime uses three different material types to build the video game units. A closer look at how efficient the housing units, printed circuit boards, and the reading heads are being used can be ound in the tables below. The first table shows the actual cost that Funtime is paying for the three types of direct material versus what the standard rate says they should be paying. The housing units shows no variance between the actual cost and the standard cost but both the printed circuit boards and the reading heads are both showing an unfavorable variance totaling $13,900. To obtain their goal of increasing production levels the PCB and RH groups have begun rejecting parts that in the past would have been tested and modified to meet standards and then be used in production.Rejecting the parts and bringing in new ones is proving to increase production levels but at the same time costing Funtime $13,900 more i n direct materials than they should be paying for the month of May. The direct material usage analysis gives a picture of how many materials are being used to produce the 2,200 units of output. Using the usage table below Funtime used a total of 2,200 housing units, 4,700 printed circuit boards, and 9,200 reading heads. In the direct material usage table it is seen how those actual units compared to how many units really should have been used.Just like in the direct material cost table housing units had no variance but printed circuit boards and reading heads have an unfavorable variance. It’s shown that 300 more printed circuit boards and 400 more reading heads were used than should have been. This is in line with previous analysis that due to the rushed production more PCBs and RHs are being purchased because of the high rejection rate. Direct Labor The next component that is helping to cause the unfavorable contribution margin is the direct labor cost.Just like in direct m aterial there are three different types of direct labor at Funtime and those include: assembly, printed circuit boards, and reading heads. Similar tables were used to look at the efficiency of direct labor as were used to look at direct materials. The table below shows the actual hours worked for each group versus the standard hours that should have been worked. It’s seen that for the assembly group there was no variance but the PCB and RH groups both had negative variances. Because of the pressure to increase production, preventative maintenance on the machines was postponed causing machines to break down.This in turn caused abnormal machine downtime resulting in employee idle time that required the use of overtime. This explains the unfavorable variance in direct labor hours amongst the PCB and RH groups. With the requirement to work overtime hours Funtime will have to pay higher overtime rates. The table below shows us the actual rates paid versus the standard rates that s hould have been paid. As expected PCB and RH groups have an unfavorable rate variance while Assembly has a favorable variance. This caused Funtime to pay $4,860 in direct labor cost over the standard cost.Sales The last component of the unfavorable contribution margin is the variance in sales and sales price. Looking back at the contribution report it is seen that despite output and sales having favorable variance revenue actually has an unfavorable variance. This can be tied directly to sales price per unit. The table below shows clearly that Funtime is selling their product at a discount and is losing money. Funtime is selling each unit for $20 dollars less than what was budgeted for. In May they lost $44,000 for selling each unit at $20 below budget.Looking strictly at units sold in the table below it can be seen that Funtime has a favorable sales volume variance. Although they had a favorable variance, it was not enough of a favorable variance to help offset the revenue they are losing by selling each unit at a discount. This analysis clearly shows there are three main components causing the unfavorable contribution margin in the month of May. A closer look at the direct material and direct labor tables shows that the PCB and RH groups are foregoing efficiency to increase production.Because of the shift in resources from testing and modifying parts to increasing production it has resulted in just rejecting the parts altogether which is driving up direct labor cost. As well the shift in resources away from maintenance on the machines to increasing production has caused the machines to breakdown often. This has caused much employee downtime resulting in overtime hours being worked which is the main driver in the unfavorable direct labor costs. And lastly the analysis showed that Funtime is selling each unit at a discount to what the budgeted price should have been.

A Multimedia Thesis Project Essay

During the 16th-17th century, when the Philippines was still under the control of Spain, the Jesuit Historian, Father Pedro Chirino, wrote in 1604 about the baptism of two deaf Filipino in Dulac, Leyte by Father Francisco De Otaco. Father Ramon De Prado, the vice-provincial priest taught these two deaf Filipinos and they were the first deaf Filipino who learned to use the Filipino Sign Language. The older Deaf, Raymundo shared his knowledge to five to ten deaf men during a mission. 300 years later, the first influence of American Sign Language came here in the Philippines thru Delight Rice, the hearing American teacher who established the School for the Deaf in 1907 in Manila (PDRC and PFD. 2004.) The school still exists today as the Philippines School for the Deaf (PSD) (HV 2474 F55 2005 Pt.1 from DLS-CSB). â€Å"Filipino Sign Language is certainly natural and a unique visual language of the Deaf Filipinos. The grammar, structure and syntax or arrangements of the Filipino Sign Language (FSL) are equal or the same as in the spoken language. FSL has its Filipino Deaf culture and identity. However, Filipino Sign Language is not a written system.† (Philippine Deaf Resource Center, Inc., Macky Calbay and Raphael Domingo) Sign languages communicate ideas through hands like spoken languages. However, sign languages do not need sounds and voice. It needs hands, face and other parts of the body to communicate in visual ways. The visual signs, helps the deaf to understand the message it conveys through the eyes. Signs must be clear in order to be understood in the eyes of the deaf, which the brain process, interprets and meanings comprehended. The basic parts of signs are hand shapes, location, movement, palm orientation and non-manual signals. Many people think of sign languages as a language of the hands but the research in linguistics revealed that sign language includes not only one or both hands, but also the different parts of the trunk, arms, neck, head and face. Hand shape, movement and number of hands used may be grouped together. A sign language follows many groups of rules. The parts of signs and their meanings, whole, signs, and the grammar of sentences are separate rules. Several words are put together to form a sentence, and the exchange of these sentence forms a dialogue. Examples of dialogue are conversations, stories, humor and poetry. When a sign is produced by itself, it may look different from when it is actually used in a conference. The important part of the sign language is the connection between two or more conversing people. Social factors are important in studying signs during the conference. It is because the sign language is not only for relaying messages but also for social interaction. The sign used for a word is influenced by one’s emotions. For example, the word â€Å"sorry† is signed in just one way, but when added with emotions, it could have different meanings. The signs are shown to the complexity of their grammatical function. In spoken languages, words act certainly according to their grammatical class.  In sign languages, signs may function differently depending on the sentence structure, and context of the conference. So, it is common for a single sign to shift functions as a noun, verb, or adjective in different sentences, conversations or contexts. Since sign languages are not written systems, the use of words came from a written language and the grammatical function of the sign must carefully avoid being perplexed. For example, a word for a sign that can be a noun in English, but the sign itself can function as a noun or adjective. In Grammar classes, there are the same kinds of grammatical groups are getting into sign language. In ASL, there are different classes of verbs that have been described. The verbs may include different kinds of information such as: where the action takes place, or who does the action (subject) and who receives the action (object). It can be same to some sign couples in FSL. Examples of these noun-verb/adjective couples in FSL are LOW-BATTERY, BATTERY-FULL. Sign languages are different from spoken languages or written. A sign may be used as a noun, adjective or verb that depends on the sentence. Sometimes, a single sign can already be similar a share of a sentence or even a whole sentence. For example, the single sign â€Å"observe† may already mean, â€Å"I observe her carefully.† There are classifiers in the traditional signs appearing in FSL. These can be easy classifier hand shapes to understand classifier predicates. The classifiers observed in FSL also have classifier hand shapes and movement roots like those described in ASL and BSL. An example is the sign LRT/MRT. The classifier hand shape is the whole object type — the hand shape looks like the rail transit car. The movement of the classifier is a process movement root. The LRT/MRT moves forward. The straightforward movement of the hand represents the forward action of the LRT/MRT. In Nouns, the signs included in a group have always been noted in a dialogue as nouns. The traditional signs included food, events, places, persons and various objects. It included also common and proper nouns. For example,  MANGO, ELECTRIC FAN, JOLLIBEE, HAPPY etc†¦ In Nouns/Verbs, the signs may switch in grammatical class that depends on the dialogue structure. The signs however, show to only have a single form unconcerned of their grammatical function. Most of them cannot be able to show always the movement repetitions strongly characteristic of noun-verbs pairs in American Sign Language. For example, AGREE, AGREEMENT, CONCLUSION/CONCLUDE etc†¦ In Nouns/Adjectives, the signs are noted to have nominal or adjectival functions. For example, BETTER, FAST, HOT, HAPPINESS, EXHAUSTED etc†¦ In Verbs/Adjectives, the signs are noted to be used as adjectival predicates. For example, CORRUPT/TO BE CORRUPT, PASSIVE/TO BE PASSIVE, SUFFER/BE IN SUFFERING etc†¦ In Lexicalized Finger spelled signs, the signs are aged which are more commonly noted among Deaf signers in their forties to sixties. Examples of Lexicalized Finger spelled signs are #AIRCORN, #TV etc†¦ In Lexicalized Initialized signs, the signs are from variant grammatical classes and used two or three decades. For example, ANYBODY, 13 PESO, GRADE VII etc†¦ In Structurally complex signs, the signs placed together since features of their structure are not as straightforward as the other signs shown so far. Signs included compound signs and agreement verbs. For example, HOW MUCH, DON’T KNOW, HARDHEAD etc†¦ In Semantically complex signs, the signs groups included idioms, belonging to variants of ASL, possessive pronouns, negations, various phrases, and classifier predicates (signer’s perspective). For example, DESTROY FOOD, PLEASE, RUDE etc†¦ (IDIOM) FSL signs showed to be adverbs. The non-manual signal noted in FSL signs that  moves of the tongue. The tongue of non-manual signs is same but their meaning is mixed-up, not clear or hard to understand. For example TEXT-GARBLED describes a text message that is hard to understand. In FSL, the pointing pronouns are noted in commonly using among Deaf Filipino signers which usually include the index finger. The signs use an open hand. They show ownership or possessions. The question is always used by FSL sign. The eye gaze is forward the person who asked the question. The first location of the hand is near the object being talked about. The last location of the hand, and its palm, faces the person being asked. One example of pronouns is the TOUCH-MINE. In space as time, the place where the signer stands represents the time now. The space in front of the signer shows the future and the space behind the signer shows the past. Signs related to time such as LATELY, NEXT DAY, LAST WEEK AGO, NOW are produced at different points of this timeline. One example of time is the TOMORROW-TOMORROW, LAST-TWO-YEARS etc†¦ In idioms, there are several signs that are called Deaf idioms in the book Love Signs. But, the need is more researching if the signs are all true idioms. It uses expressions unique to Deaf Filipino signers. For example, the sign ISTAMBAY of the literal meaning is a person who stands around for a long time. The figurative meaning can be a verb or adjective, describing a jobless person. A sentence is a group of words that completes ideas and can be followed by a period, question mark or exclamation point. There are two most important of English grammar; knowledge of writing and allows students to study the grammar of other languages completely. There are the most important elements of the sentence, the verb, subject, direct object, indirect object, complement, multiple-word modifiers, modifiers, clauses and phrases. Sometimes, many sentences have only a verb and a subject. It also includes the parts of speech; noun and articles, verbs and verbals, pronouns, adjectives, adverbs and prepositions and conjunctions. A subject is the name of a person, animal, place, thing and event that the sentence about. For example, â€Å"The house is a big†. The house is the subject of the verb big, answering the question who or what big? Another example, â€Å"The tiger eats the animal†. The tiger is the subject of the verb eats, answering the question who or what eats the animal; he tiger eats the animal. A verb is a word that describes an action. For example, â€Å"The goat eats grass†. The verb eats describes the action performed by the subject goat. Another example, â€Å"Deaf people walk on the street†. The verb walk describes the action performed by the subject Deaf people. A direct object is the noun that receives the action. For example, â€Å"Everyone ruins your precious things†. What is the action? ruins. What receives the action? precious things, it is the direct object of the verb ruins. Another example, â€Å"Your friend got your ballpen†. What receives the action? ballpen. Ballpen is the direct object of the verb got. An indirect object is the noun or pronoun that receives the direct object. For example, â€Å"The professor helps his student’s education†. The direct object of helps is education. His student is the indirect object. Another example, â€Å"I give the laptop to you†. The direct object of give is laptop. You is the indirect object. Complement is the word or words that complete the meaning of verbs that express feeling, appearing, being, or seeming. Such verbs are classified as copulative or linking verbs. For example, â€Å"I am feeling sick†. The verb feeling does not describe action, but does describe a state of being. Feeling links the subject I with sick is the complement of feeling. Another example, â€Å"His family seems worried of you†. The copulative verb seems links his family and worried, the complement of seems. Modifiers may be a single word or groups of words, make the identity that describes a verb, subject, direct object, indirect object, complements or  other modifier. For example, â€Å"My brother eats quickly his dinner†. The verb eats is made more precise is modified by quickly his dinner. Another example, â€Å"They lost my new laptop†. The direct object laptop is modified by my new. Multiple-word modifiers are included of phrases or clauses. A phrase is a logical grouping of words that does not contain a subject verb, while a clause is a logical grouping of words that does contain a subject and verb. For example, â€Å"My sister who was the only who love me goes to my graduation†. In this sentence, the clause who was the only who love me modifies my sister; the phrases to my graduation modifies goes. The first multiple word modifiers have both subject who and verb love. For this reason, the modifier is a clause. To my graduation has neither subject nor verb, so it is a phrase. A clause is a group of related words that includes a subject and a verb. It may also include an object or complement, an indirect object and modifiers. If it makes a complete idea and can stand alone as a sentence, it is called an independent clause. On the other hand, if it cannot stand alone as a sentence, it is called a subordinate or dependent clause. For example, â€Å"My family and I eat our lunch together and then we go to the mall†. This sentence consists of two independent clauses. Each clause has its own subject and verb: My family and I eat, we go. Either clause can stand as a complete sentence. Each makes a statement that does not depend on the other. The conjunction here is and, which is classified as a coordinating conjunction. Other coordinating conjunctions are but, for, so, or, nor and yet. A phrase is a group of two or more words that does not include a subject and a verb. It has many forms and functions. It is useful to learn and recognize phrases and to identify their functions as modifiers, subjects, complements and objects. For example, â€Å"His hobby was playing basketball†. The phrase playing basketball functions as the complement of was, a copulative verb. Playing is also a gerund. Another example, â€Å"My classmates want to finish their project early†. The phrase to finish their project  early is the object of want. Notice that to finish is an infinitive, which is one of the three types of verbals. In Grammar classes, there are classifiers in a spoken language as nouns, verbs, adjectives or adverbs. It includes pronouns and prepositions that have a more limited meaning. They can display relationships between nouns, verbs, adjectives and adverbs. In spoken languages, a word cannot be able to change its meaning. For example, if a word is a noun, it is always used as a noun. It does not develop into a verb, adjective, or adverb. In a spoken language, an idiom is a group of words with a unique meaning. It has two meanings, its literal and figurative meanings. The literal meaning is the independent meaning of the words, put together as a group, while the figurative meaning is the new meaning of the whole group of words. The new figurative meaning may not be related at all to the literal meaning of the words. Problem The Deaf students of the School of Deaf Education in Applied and Studies, De La Salle-College of Saint Benilde has a problem on English grammar because they do not know how to use the structure of the English language. They also believe that the sign language’s structure is the same or similar to the written English. As a result, it is hard for them to communicate with the hearing people through writing. Solution Through the creation of websites that utilizes flash player to describe the structures of FSL and Written English which can be arranged in such a way that the visual animation highlights the difference between the FSL and the written English structures. This way, it will be more meaningful and can be easily understood, remembered and applied by the deaf and as well as the  hearing students in communicating with each other. Furthermore, the students can understand the differences in using FSL structure and English written rules. Description of the Project Objectives †¢ To encourage the deaf students to understand the structural difference between the Filipino Sign Language (FSL) and the written English. †¢ To help Deaf students know how to translate FSL to written English by conceptualization, and Hearing students to translate written English to FSL by conceptualization. †¢ To promote and encourage the hearing people to understand the structures of sign language (FSL) and use it to communicate with the deaf. †¢ To assist the Deaf people how to communicate with the hearing people through written English. †¢ To create the flash website visually that can help hearing and deaf people to understand easily the structures of FSL and Written English. Target Audience †¢ Deaf and hearing people †¢ College students Medium Websites that uses flash player. Adobe Photoshop is a graphic editing program that makes easily website which  it can support website. ( (I CAN’T UNDERSTAND THIS KUYA!!!!) Video or Adobe Premiere is a technology of recording that supports website to make deaf and hearing people easily understandable. Pre-Production Process Project Step 1: Brainstorming to choose good topics related to Deaf issues Step 2: Choose three best topics pertaining to Deaf issues Step 3: Submit to my instructor the topics pertaining to Deaf issues Step 4: Consultation with my instructor to explain to me how to write the document Step 4: Share the topics to my classmates to help me select the best topic Step 5: Consultation with my Coordinator for editing my topic Step 6: Ask my English and FSL coordinators their opinion and to suggest what is the best topic to be written Step 7: Approval of the chosen topic by my CG coordinator Step 8: Research on the books related to my selected topic Step 9: Consult with my English and FSL coordinator Step 10: Writing paper (context) Step 11: Review and edit the paper Step 12: Draft sample design that is related to my topic Step 13: Print the paper Step 14: Final presentation Conclusion Therefore, this paper can be the seed to help both the deaf and hearing people understand the difference in structures of FSL and written English in an easy manner. For Deaf people, this paper will help them how to translate FSL to written English. Likewise, it will help the hearing people on translating written English to FSL. Furthermore, it will also help the hearing and deaf people to communicate with each other easily. The creation of websites utilizing flash player as visual aids highlighting the difference between the FSL and the written English structures will assist both the deaf and hearing people in communicating among themselves and with each other. It will also enhance the communication skills of the individuals; provide greater opportunities in understanding the world of the silent people, knowledge, cooperation and collaboration for the greater and common good of the society. References Tiongson, Peripi A., Hermosisima, Jun, Domingo, Raphael and Bustos, Marie Therese A. (ED.) (2004). AN INTRODUCTION TO FILIPINO SIGN LANGUAGE: Part l. Understanding Structure | Easy – to – read version |. [pp. 1-160] Filipino: Philippine Deaf Resource Center, Inc. TRADITIONAL SIGNS. (2004), AN INTRODUCTION TO FILIPINO SIGN LANGUAGE: Part ll: Traditional and Emerging Signs [pp.1-154] Philippines: Philippine Deaf Resource Center, Inc. Estiller-Corpuz, Marites Racquel [ED.]. Filipino Sign Language; A complication of signs from regions of the Philippines, Filipino: Philippine Federation of the Deaf. Ehrlich, Eugene (2000, 1991, 1976). SCHAUM’S OUTLINES: English Grammar, American: McGraw-Hill companies, Inc. Annex Initial design (Website) Gantt Chart Daily TR