Endeca Technologies Essay

Official Summary Endeca Technologies is a product organization that built up by Steve Papa on September fourth 2001. For the situation, the organization is right now searching for a Series C round financing to diminish the normal pre-cash valuation on numerous occasions on account of the NASDAQ had fallen. At long last, the organization got an unpleasant pre-cash valuation of $25M. Right now, there are two diverse term sheets that every one of them contains a few upsides and downsides placing before Papa to allow him to pick. In general, Papa ought to pick the principal term sheet on the grounds that the advantages in that term sheet are more than the subsequent term sheet, and simultaneously it has less cons. Does Endeca resemble a wise speculation right now? By and large, Endeca resembles a dangerous decision for financial specialists to contribute. Since Endeca is an innovation programming organization, this industry is exceptionally serious and concentrated; regularly there are new firms develop in this industry with new advancements and thoughts. Toward the start, Endeca planed to make a Series C round subsidizing in around November and Decemeber in 2000. In any case, as a result of the NASDAQ was falling, the CEO Papa understood that raising subsidizing around then was vey hard. In this way, Papa expanded the assets from Series B to an additional a half year. Dads activity gave numerous different firms to get the opportunities to make up for lost time and develop their advances and the board methodologies. Hence after this a half year delay, Endeca needs to invest more exertion to restore its market status. What are the inspirations for BVP and Venrock? Ampersand? Bessemer Venture Partners and Venrock put resources into the second round on Endeca. Since Papa had associations with Venrock, where he had served a late spring temporary position while at HBS. Father and Venrock manufactured the great relationship around then, in this manner Venrock is happy to put resources into Endeca, which is his inspiration to put resources into the firm. Ampersand is another conceivably organization that will put resources into Endeca in Series C. This is an extremely enhanced organization thus far they didnt put resources into any innovation organization like Endeca yet. To start with, on the grounds that Ampersand never put resources into any firm in this industry yet, as an enhanced contributing firm, they are happy to take the risk to give new thing to contribute a shot Endeca. Furthermore, Ampersand has a long-standing association with Endecas top supervisory group, which is likewise Ampersands inspiration to put resources into Endeca. How has the CEO taken care of the C round? Okay do anything extraordinary? The CEO Papa hasnt dealt with the Series C round well because of a wide range of reasons. To start with, as referenced previously, on the grounds that around then the NASDAQ was falling, so as to maintain a strategic distance from the terrible venture circumstance and wished the market will improve once more, Papa extended the Series B speculation for an additional a half year. Nonetheless, this ended up being an awful choice. The truth of the matter is that the market didnt improve later and the organization was having hard to get the term sheet from financial specialists. Besides, despite the fact that luckily Papa got two term sheets at long last, what he fouled up was that he made a verbal promise to the insider-drove and a potential customer DGSCP says that one offer is superior to the next one. On the off chance that at long last Papa pick the other offer, he may be dangerous on breaking his words before DGSCP and losing business with them. On the off chance that I were answerable for dealing with the C round, I would do things another way. Above all else, I would not postpone the Series C round speculation. I think speculation reserves are critical on doing a business; it is in every case better to get ready for enough financing instead of need it however can't get the cash. Also, I would not bring the insider-drove and the potential customer DGSCP into the arrangement to give any verbal responsibility before I settled on my choice. Give a point by point conversation of the advantages and disadvantages of the two term sheets. Which is increasingly positive for Endeca? Assess the two term sheets both monetarily (regarding esteem) and non-monetarily (different terms.) Which gives them a higher likelihood of endurance and achievement? First Term Sheet Aces Cons Numerous financial specialists who contributed previously, simpler for the change Scarcely weakens Venrock Unique Price equivalents to Liquidation Preference Made verbal duty previously Potential customer DGSCP included Lower cost per share, $0.985/share Less Capital Low valuation Second Term Sheet Masters Cons More significant expense per share, $1.25/share Progressively capital Acquire new financial specialists, new chance Lose Anger Series B financial specialists and DGSCP in the C round Progressively convoluted in light of new financial specialists Ampersand doesnt have a lot of involvement with contributing this industry Accumulated profits and recovery rights As the central agent for Endecas investors, which arrangement ought to prescribe to the Board? Why? As the main agent for Endecas investors, I figure Papa ought to pick the primary term sheet. As per the investigation over, the first term sheet has more advantages throughout the subsequent term sheet and less cons contrasted with the subsequent term sheet. The main thing I worry about the principal term sheet is the capital is not exactly the subsequent term sheet. In any case, in all actuality the capital that the subsequent term sheet gave is still a long way from what Papa at first needed for Series C. Above all, since Papa made the verbal responsibility with the potential DGSCP customer that he would pick the primary term sheet, consider the future collaboration and business that Papa would most likely do with DGSCP, I think it is an insightful decision to pick the first now.

Italian comedy Free Essays

Commiedia dell arte is a notable as an Italian satire, this sort of show was exceptionally famous during the sixteenth century. This demonstration was normally performed in the city or in court scenes. Yet, the better demonstrations and the more well known on-screen characters/on-screen character played before the rulers and sovereigns. We will compose a custom article test on Italian satire or on the other hand any comparative theme just for you Request Now In any case, as most acts were performed on impermanent stages in favor of pressure the overwhelming depended on props and various ensembles. The conspicuous goal was to make individuals snicker, as they had no TV or PlayStation’s in those days they required something to engage them. The crowd had the option to get from each character’ dress the sort of individual he was speaking to. The utilization a ton of cover, props and constantly over overstate thing to make it entertaining. Commedia dell arte presented entertainers unexpectedly in theater history, and that has a truly large effect on today’s theater. The most known advanced mediators of the commedia custom are the san Francisco emulate troupe. Epic venue come broadly well known around world was one. By the names of Max Reinhardt, Erwin Piscator, and most especiall) Bertolt Brecht. This style of thearte fired up in Berlin during the disastrous German â€Å"Weimar Republic† of the 1920s and mid 1930s. After the ascent of Hitler Brecht and other epic theater practioners had to escape mistreatment and capture by the Gestapo, the style spread to the United States and Great Britain. Brecht needed his crowd to stay mindful of what was truly occurring, he was extremely clear on how he needed the crowd to act. The focal point of epic dramatization was to making the show sensible, causing individuals to feel like they can identify with the exhibition, so they can comprehend what's going on. He Brecht couldn't want anything more than to portray each character since he accepted that in the event that he did so the crowd would relate better to the character and would have a superior comprehension. Epic performance center has had a gigantic impact in the western auditorium as in Britain how they got clear In the dramatist of john Arden. Meldrama has a long history returning to the eighteenth and nineteenth century. Drama is a demonstration the shows fiendish over stop by great. Directly through the play or television program the character wont change the entire time, it will either be malevolent or it will be acceptable. Acting is a Greek word melo meaning music and dramatization alludes to a deed. The most punctual employments of drama was late 1700s and mid 1800s, however it was in the late19s century where exaggerated components was taken to an unheard of level. Rene Charles, Guilbert de Pixerecourt carried on with an exaggerated life and piped it in to his plays. Acting EPIC DRAMA COMMIDEDIA DELL ARTE Step by step instructions to refer to Italian satire, Essay models

Sustainable Growth 4 Questions for Fast-Growing Companies - Focus

Sustainable Growth 4 Questions for Fast-Growing Companies - Focus When a start-up grows at scale, your leadership strategy will need to grow with it. At MeisterLabs, when we could no longer fit around the same meeting room table, we knew it was time to take stock. Over the past few years, our company has grown from a small start-up to a team of 35. Throughout this process, growing sustainably, rather than rapidly, has been paramount. We’ve needed a leadership strategy that not only hires top talent  but provides our team with the onboarding processes and feedback they need to thrive. To receive a helping hand in this, we rolled up our sleeves and signed up for an external leadership workshop. The training was challenging, but enlightening, and identified a few key areas for improvement, along with strategies on how to get there. These approaches will no doubt apply to other growing tech teams too. In this article, we’ll share the key lessons, in the hope that you’ll be well placed to weather your growth, too: Dealing with Growing Pains As tech companies scale at pace, there’s a risk that teams will begin to lose direction. Without structure, it’s difficult to continue working together in a strategic way, as bigger picture aims get lost among individual tasks. Without clear team leads, questions over who should onboard new staff members and provide regular feedback can also arise. As a result, in fall 2017, we decided to create a formal company structure. Until this point, MeisterLabs had been almost entirely non-hierarchical. This worked great for fast-paced working and collaboration. However, as we hired lots of new team members over a short period, it became problematic. As new hires joined the team, they would often have no clear line manager. This meant no specific person to onboard them, no one to showcase their work to, and no one to provide regular feedback. To address this, we began by developing a clear company structure, providing each employee with a clear understanding of who they can look to for support and feedback. Next, we needed to ensure that our new leadership team had the skills and confidence to manage their teams. To this end, we reached out to 5P Consulting and brought our team leads and founders together for a 3-day leadership workshop in Vienna. Within the training, we established our own strengths and weaknesses as a leadership team. Then, we looked at how we could improve, particularly in the areas of delegation and providing feedback. Here’s what we covered and the questions we asked ourselves, in order to make that progress: 4 Essential Questions For Leaders: 1. What drives you as a leader? To know how to improve as a leader, you first need to establish what you could be doing better. To do this, try asking yourself: How would your team describe you as a leader? How does this vary from how you would like to be described? Which leadership situations do you feel you’re really good at? Where would you still like to improve? It might have been a while since you thought about the broader impression of your leadership style. However, aligning where you’re at currently with where you’d like to be is a great first step in identifying how to improve. An element of this is understanding our personal drivers as leaders. These can often be deduced from how we would like to be seen. However, undertaking a questionnaire on our leadership drivers, we found that many of us have drivers that we’re not yet aware of. For example, a number of our leaders found a conclusive drive to please others. Although this can be essential for a happy team, it’s important to remember that you can’t please everyone, all of the time. As long as decisions are made for the greater sake of the team, in line with company strategy, not pleasing everyone is okay. Another we found was the need to be perfect, which was holding some leaders back from delegating. We’ll come back to this, but in order to move forward, it’s important to first identify these leadership shortcomings. Productive Team ManagementMade Simple With MeisterTask Its free! With MeisterTask 2. What drives you as a company? Next, focus some thought on drivers within the company as a whole. During our training, we shared on a flipchart what we most appreciate about working at MeisterLabs, as well as where the pain points lie. We asked ourselves: What are the top three things that make us successful right now? What are the top three things that hold us back and if done better, could make us more successful? It became obvious that for many of us, we enjoy elements such as: working with people with a similar mindset an open-door policy for asking for help the active involvement of our knowledgeable founders and the encouragement of team input within our company strategies. All of these factors enable us to trust one another and work well together. However, we established areas for improvement too. As a leadership team, we all agreed that we could be doing a better job of delegating tasks and providing regular, constructive feedback. Both are essential for growing teams, so I’ll share the strategies we’ve put in place to address them. 3. Where could you delegate better? As leaders, many of us have been there: You’re facing a never-ending to-do list, but feel hesitant to ask your team members to take on a task. Even as a company working on our own task management solution  MeisterTask    we’ve faced this problem too. So why is it that we so often face this conundrum? It might be that we feel we could do the task better ourselves. That we think it would require too much time to train a report to do it instead. That it could put too much pressure on a colleague. Or perhaps that we’re simply scared of losing control, in case we become redundant by handing over our work. All of these concerns are valid in their own right. However, companies hire specialist staff for a reason. As long as you  feel confident in your team members, we should never feel afraid to entrust them with important tasks. For some of us, resistance to delegation can link back to our inner drivers. For example, if one of your drivers is to complete tasks quickly, this might make you resistant to training a team member to do it. If your driver is to please others, you might be concerned by the pressure you’d be putting on them by delegating. Reflecting on the drivers established in step one will help you in deconstructing any personal resistance to delegating. Once you’re feeling more comfortable to delegate, the key steps we covered in our guide to effective delegation are as follows: Explain why you’re delegating Provide the right instructions Provide the necessary resources and training Delegate responsibility and authority, too Say thank you! Learning to delegate effectively will develop you as a leader and can help motivate your team too. After all, it’s your responsibility to focus on their professional development and this includes challenging them, providing opportunities to grow. As mentioned, at MeisterLabs, we use our own task management tool, MeisterTask, to help delegate. With transparent project boards, we can create and assign tasks to our team, then track these to completion. If team members have any questions, they can voice them simply via the comment section. However, an in-person conversation between the team member and team lead can never go amiss either! 4. Are you providing enough feedback? To help your team members develop further, it’s crucial you provide regular, constructive feedback. This shouldn’t be an annual affair, where all tasks completed over the past year are presented all at once. Instead, you should normalize immediate feedback and create a constant dialogue flow, including praise and points for improvement. The mindset of the leader will play a significant role here. In her book, Radical Candor, leadership expert Kim Scott shared that ideally, every team leader will care personally for their team member. In parallel, they should develop a relationship in which they’re able to challenge each other directly, without resulting in any  upset. Many articles have been written about how to give feedback in the best possible way. Some claim that criticism should always be sandwiched in praise. However, as we’ve shared previously in our best ways to offer effective feedback, this is just undercover bashing and often ineffective. Instead, the most effective way to offer feedback on topics surrounding criticism, recognition and expectations is via the following steps: First, provide a description of the situation Second, provide an objective description of the behavior Next, provide an objective description of the consequences Then, provide a subjective assessment of the situation, outcomes and onward actions Finally, provide a description of future expectations. In order to communicate your feedback in a considered, thoughtful way, it’s important to first structure your thoughts. Below is an example of how you can prepare for feedback sessions with the help of a mind map. In our case, we used  MindMeister. Your browser is not able to display frames. Please visit 5 Steps for Effective Feedback on MindMeister. MeisterTip: To use the template feedback mind map, simply sign into MindMeister (or sign up free) and maximize the map via the map actions icon. Once maximized, click again on the map actions icon and choose to clone the map. From there, edit or embellish the topics to make the map suitable for your personal feedback session. Of course, if your feedback is critical, you might need to escalate this to further levels. The first couple of stages will involve explaining, convincing, requesting changes and then holding follow-ups to monitor those changes. However, persistent issues should be dealt with by alerting the employee to the consequences, before, eventually, putting those consequences into practice. Ultimately, your feedback should be a continuum from friendly chat, to direct conversation, to tangible consequences. Ideally, with a focus on regular feedback,  you can avoid the latter escalations altogether. Once you’ve been through these processes as a leader, the next step is to disseminate this knowledge internally. By demonstrating the value of the new management processes to your team, you can get them on board with the changes. This way, they’ll be ready and eager for the 1:1 feedback sessions and to receive some new, challenging tasks. In our case, our Tech Lead for MindMeister, Laura Bârladeanu, led an internal workshop, leading to positive feedback on the new processes so far. After all, feedback is a two-way street, and we, as leaders, must be open to receiving it too ?? If you like the sound of how we do things at MeisterLabs, there’s still space in our bustling offices in Vienna and Seattle! Head to our  jobs page  to check out the positions we’re hiring for. Plus, if you don’t see an opening that fits, get in touch via  [emailprotected]  to let us know where you see yourself on our team! Productive Team ManagementMade Simple With MeisterTask Its free! With MeisterTask Sustainable Growth 4 Questions for Fast-Growing Companies - Focus When a start-up grows at scale, your leadership strategy will need to grow with it. At MeisterLabs, when we could no longer fit around the same meeting room table, we knew it was time to take stock. Over the past few years, our company has grown from a small start-up to a team of 35. Throughout this process, growing sustainably, rather than rapidly, has been paramount. We’ve needed a leadership strategy that not only hires top talent  but provides our team with the onboarding processes and feedback they need to thrive. To receive a helping hand in this, we rolled up our sleeves and signed up for an external leadership workshop. The training was challenging, but enlightening, and identified a few key areas for improvement, along with strategies on how to get there. These approaches will no doubt apply to other growing tech teams too. In this article, we’ll share the key lessons, in the hope that you’ll be well placed to weather your growth, too: Dealing with Growing Pains As tech companies scale at pace, there’s a risk that teams will begin to lose direction. Without structure, it’s difficult to continue working together in a strategic way, as bigger picture aims get lost among individual tasks. Without clear team leads, questions over who should onboard new staff members and provide regular feedback can also arise. As a result, in fall 2017, we decided to create a formal company structure. Until this point, MeisterLabs had been almost entirely non-hierarchical. This worked great for fast-paced working and collaboration. However, as we hired lots of new team members over a short period, it became problematic. As new hires joined the team, they would often have no clear line manager. This meant no specific person to onboard them, no one to showcase their work to, and no one to provide regular feedback. To address this, we began by developing a clear company structure, providing each employee with a clear understanding of who they can look to for support and feedback. Next, we needed to ensure that our new leadership team had the skills and confidence to manage their teams. To this end, we reached out to 5P Consulting and brought our team leads and founders together for a 3-day leadership workshop in Vienna. Within the training, we established our own strengths and weaknesses as a leadership team. Then, we looked at how we could improve, particularly in the areas of delegation and providing feedback. Here’s what we covered and the questions we asked ourselves, in order to make that progress: 4 Essential Questions For Leaders: 1. What drives you as a leader? To know how to improve as a leader, you first need to establish what you could be doing better. To do this, try asking yourself: How would your team describe you as a leader? How does this vary from how you would like to be described? Which leadership situations do you feel you’re really good at? Where would you still like to improve? It might have been a while since you thought about the broader impression of your leadership style. However, aligning where you’re at currently with where you’d like to be is a great first step in identifying how to improve. An element of this is understanding our personal drivers as leaders. These can often be deduced from how we would like to be seen. However, undertaking a questionnaire on our leadership drivers, we found that many of us have drivers that we’re not yet aware of. For example, a number of our leaders found a conclusive drive to please others. Although this can be essential for a happy team, it’s important to remember that you can’t please everyone, all of the time. As long as decisions are made for the greater sake of the team, in line with company strategy, not pleasing everyone is okay. Another we found was the need to be perfect, which was holding some leaders back from delegating. We’ll come back to this, but in order to move forward, it’s important to first identify these leadership shortcomings. Productive Team ManagementMade Simple With MeisterTask Its free! With MeisterTask 2. What drives you as a company? Next, focus some thought on drivers within the company as a whole. During our training, we shared on a flipchart what we most appreciate about working at MeisterLabs, as well as where the pain points lie. We asked ourselves: What are the top three things that make us successful right now? What are the top three things that hold us back and if done better, could make us more successful? It became obvious that for many of us, we enjoy elements such as: working with people with a similar mindset an open-door policy for asking for help the active involvement of our knowledgeable founders and the encouragement of team input within our company strategies. All of these factors enable us to trust one another and work well together. However, we established areas for improvement too. As a leadership team, we all agreed that we could be doing a better job of delegating tasks and providing regular, constructive feedback. Both are essential for growing teams, so I’ll share the strategies we’ve put in place to address them. 3. Where could you delegate better? As leaders, many of us have been there: You’re facing a never-ending to-do list, but feel hesitant to ask your team members to take on a task. Even as a company working on our own task management solution  MeisterTask    we’ve faced this problem too. So why is it that we so often face this conundrum? It might be that we feel we could do the task better ourselves. That we think it would require too much time to train a report to do it instead. That it could put too much pressure on a colleague. Or perhaps that we’re simply scared of losing control, in case we become redundant by handing over our work. All of these concerns are valid in their own right. However, companies hire specialist staff for a reason. As long as you  feel confident in your team members, we should never feel afraid to entrust them with important tasks. For some of us, resistance to delegation can link back to our inner drivers. For example, if one of your drivers is to complete tasks quickly, this might make you resistant to training a team member to do it. If your driver is to please others, you might be concerned by the pressure you’d be putting on them by delegating. Reflecting on the drivers established in step one will help you in deconstructing any personal resistance to delegating. Once you’re feeling more comfortable to delegate, the key steps we covered in our guide to effective delegation are as follows: Explain why you’re delegating Provide the right instructions Provide the necessary resources and training Delegate responsibility and authority, too Say thank you! Learning to delegate effectively will develop you as a leader and can help motivate your team too. After all, it’s your responsibility to focus on their professional development and this includes challenging them, providing opportunities to grow. As mentioned, at MeisterLabs, we use our own task management tool, MeisterTask, to help delegate. With transparent project boards, we can create and assign tasks to our team, then track these to completion. If team members have any questions, they can voice them simply via the comment section. However, an in-person conversation between the team member and team lead can never go amiss either! 4. Are you providing enough feedback? To help your team members develop further, it’s crucial you provide regular, constructive feedback. This shouldn’t be an annual affair, where all tasks completed over the past year are presented all at once. Instead, you should normalize immediate feedback and create a constant dialogue flow, including praise and points for improvement. The mindset of the leader will play a significant role here. In her book, Radical Candor, leadership expert Kim Scott shared that ideally, every team leader will care personally for their team member. In parallel, they should develop a relationship in which they’re able to challenge each other directly, without resulting in any  upset. Many articles have been written about how to give feedback in the best possible way. Some claim that criticism should always be sandwiched in praise. However, as we’ve shared previously in our best ways to offer effective feedback, this is just undercover bashing and often ineffective. Instead, the most effective way to offer feedback on topics surrounding criticism, recognition and expectations is via the following steps: First, provide a description of the situation Second, provide an objective description of the behavior Next, provide an objective description of the consequences Then, provide a subjective assessment of the situation, outcomes and onward actions Finally, provide a description of future expectations. In order to communicate your feedback in a considered, thoughtful way, it’s important to first structure your thoughts. Below is an example of how you can prepare for feedback sessions with the help of a mind map. In our case, we used  MindMeister. Your browser is not able to display frames. Please visit 5 Steps for Effective Feedback on MindMeister. MeisterTip: To use the template feedback mind map, simply sign into MindMeister (or sign up free) and maximize the map via the map actions icon. Once maximized, click again on the map actions icon and choose to clone the map. From there, edit or embellish the topics to make the map suitable for your personal feedback session. Of course, if your feedback is critical, you might need to escalate this to further levels. The first couple of stages will involve explaining, convincing, requesting changes and then holding follow-ups to monitor those changes. However, persistent issues should be dealt with by alerting the employee to the consequences, before, eventually, putting those consequences into practice. Ultimately, your feedback should be a continuum from friendly chat, to direct conversation, to tangible consequences. Ideally, with a focus on regular feedback,  you can avoid the latter escalations altogether. Once you’ve been through these processes as a leader, the next step is to disseminate this knowledge internally. By demonstrating the value of the new management processes to your team, you can get them on board with the changes. This way, they’ll be ready and eager for the 1:1 feedback sessions and to receive some new, challenging tasks. In our case, our Tech Lead for MindMeister, Laura Bârladeanu, led an internal workshop, leading to positive feedback on the new processes so far. After all, feedback is a two-way street, and we, as leaders, must be open to receiving it too ?? If you like the sound of how we do things at MeisterLabs, there’s still space in our bustling offices in Vienna and Seattle! Head to our  jobs page  to check out the positions we’re hiring for. Plus, if you don’t see an opening that fits, get in touch via  [emailprotected]  to let us know where you see yourself on our team! Productive Team ManagementMade Simple With MeisterTask Its free! With MeisterTask

Comments for Ruby Code (Usage, Single, and Multi-Line)

Comments in your Ruby code are notes and annotations meant to be read by other programmers. The comments themselves are ignored by the Ruby interpreter, so the text inside the comments isnt subject to any restrictions. Its usually good form to put comments before classes and methods as well any piece of code that may be complex or unclear. Using Comments Effectively Comments should be used to give background information or annotate difficult code. Notes that simply say what the next line of straightforward code does are not only obvious but also add clutter to the file. Its important to take care not to use too many comments and to be sure the comments made in the file are meaningful and helpful to other programmers. The Shebang Youll notice that all Ruby programs start with a comment that begins with #!. This is called a shebang and is used on Linux, Unix and OS X systems. When you execute a Ruby script, the shell (such as bash on Linux or OS X) will look for a shebang at the first line of the file. The shell will then use the shebang to find the Ruby interpreter and run the script. The preferred Ruby shebang is #!/usr/bin/env ruby, though you may also see #!/usr/bin/ruby or #!/usr/local/bin/ruby. Single-Line Comments The Ruby single-line comment begins with the # character and ends at the end of the line. Any characters from the # character to the end of the line are completely ignored by the Ruby interpreter. The # character doesnt necessarily have to occur at the beginning of  the line; it can occur anywhere. The following example illustrates a few uses of comments. #!/usr/bin/env ruby # This line is ignored by the Ruby interpreter # This method prints the sum of its arguments def sum(a,b)   Ã‚  puts ab end sum(10,20) # Print the sum of 10 and 20 Multi-Line Comments Though often forgotten by many Ruby programmers, Ruby does have multi-line comments. A multi-line comment begins with the begin token and ends with the end token. These tokens should start at the beginning of the line and be the only thing on the line. Anything between these two tokens is ignored by the Ruby interpreter. #!/usr/bin/env ruby begin Between begin and end, any number of lines may be written. All of these lines are ignored by the Ruby interpreter. end puts Hello world! In this example, the code would execute as Hello world!

Mental Disabilities And The Death Penalty - 1259 Words

Mental Disabilities and the Death Penalty Image a life where you have difficulty defending yourself and nobody can clearly understand you. Now visualize trying to convince others that you are innocent of a crime. Since the early 80s, more than sixty mentally ill criminals have been executed the US (Mental Illness on Death Row). This paper will discuss the relationship between the law and the challenges faced by mentally criminals from tries to appeals and execution. It provides examples of some of the more famous cases of the execution of the mentally ill and describes current legislative. But we would try answer the whether the mentally disabled criminals should be charged with a death penalty. Throughout this paper, we will use Borromeo s definition of someone with mental issues. He stated mental retardation is a lifelong condition of impaired or incomplete mental development... ( Borromeo 178). Some examples of these illnesses include but are not limited to major depression, bipolar disorder, post traumatic stress disorde r and borderline personality disorder . Since 1976, all capital trials in the US are divided into two phases. The first phase is when they question is whether the defendant is innocent or not. If the defendant is found guilty then he or she is eligible for the death penalty. In the second phase of the trial the jury will decide whether to recommend a life sentence or a death sentence for the defendant. These phases include interrogation, mitigation,Show MoreRelatedA Study On Death Row Inmates Essay1722 Words   |  7 Pagespsychiatrist at New York University, Dr. Lewis, has conducted a study on death-row inmates, how their brains work and what affect the damage had on their conviction. By doing so Dr. Lewis paved the way for other researchers, such as Kent Kiehl and Jonathan H. Pincus to study the brains of violent criminals looking for a answer as to whether or not these criminals should be incarcerated. Over time research has been conducted focusing on mental illnesses and brain damage as the cause of violent acts inste adRead MoreThe Court For Hear Death Penalty Cases897 Words   |  4 Pagesarticle, â€Å"Supreme Court to Hear Death Penalty Cases,† in The New York Times; Adam Liptak talks about two different death penalty cases to be heard in October 2016. Case number 15-8049, Buck v. Stephens, is to be heard over whether or not race should one of the factors associated with future dangerousness. Buck, an African American male, was convicted for killing his former girlfriend and her friend, in front of her children. Buck is being sentenced for the death penalty because Texas law allows thatRead MoreThe Death Penalty Laws Date1505 Words   |  7 Pagesestablished death penalty laws date as far back as the Eighteenth Century B.C. in the Code of King Hammurabi of Babylon, which codified the death penalty for 25 different crimes (History of the Death Penalty 1). Executions back then relied on more torturous methods without regard to the executed. As the use of the Death Penalty was issued out, its popularity spread throughout the neighboring countries and has become more refined for modern use. In June of 2004, â€Å"New York’s death penalty law was declaredRead MoreThe Death Penalty Is Not A Moral Form Of Society906 Words   |  4 Pagesmurderers by doing the exact thing that they were convicted for? Today, in the United States, the death penalty is an inalienable part of society and its legal system that many are in favor of, but one that many are also strongly against. The death penalty is hypocritical, is not a deterrent, is much more costly than life in prison and is sometimes a wrongful conviction. The death penalty is not a moral form of the justice this nation is built around. Everyone makes mistakes, although someRead MoreThe Effects Of Capital Punishment On Society1516 Words   |  7 Pagesthat were punishable by death in its infancy in America ranged from stealing fruit to murder. Capital punishment met its turning point from a simple punishment of all crimes to only extremely violent crimes in the mid nineteenth century (â€Å"Part I: History of†, 2014). Capital punishment has had a turbulent history, filled with multiple question as to what crimes should be punishable by death. Many articles have been written on how certain crimes can be deemed punishable by death. It is questionable whetherRead MoreThe Death Penalty Was The Babylonian King Hammurabi1539 Words   |  7 PagesName: Victoria Ming Topic: The Death Penalty I. Intro/Background A. History: 1. An early supporter of the death penalty was the Babylonian King Hammurabi. In his set of laws, he set the legal punishment â€Å"an eye for an eye†. This popular phrase was used to punish criminals with death for 25 crimes, although murder was not one of them. 2. By the 10th Century BC, hanging, drowning, boiling, and burning, were added as ways for punishing simple crimes, or even for actions that today would not be consideredRead MoreThe Death Penalty Is An Act Of Justice1217 Words   |  5 PagesSince the Supreme Court ruled in favor of the death penalty in 1976, there have been 1,434 executions in the United States (Death Penalty Information Center). Today, a debate quickly erupts when discussing the death penalty as a form of punishment in America’s Criminal Justice system. Some perceive the Death Penalty as an act of justice, while others believe it is unconstitutional. 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American Civil Liberties Union (ACLU) stated that the death penalty is not an effective deterrent because it is not applied consistently, as there is only a small fraction of first-degree murders who received death sentence, and even then they do not represent the worst cases of murders. Most of theRead MoreCapital Punishment Is Not A Better Than Life Imprisonment1400 Words    |  6 Pagesguidelines for what is punishable by death, but mostly murder or other capital offenses are what is punished. Capital punishment is not a better answer than life imprisonment. Capital punishment is wrong because there is a possibility of killing an innocent or mentally ill person, there is no evidence that it is deters crime, the cost is extremely expensive, and there is inconsistency in choosing a punishment for crime. Many people have been sentenced to death for a crime they did not commit. Innocent

India Water Pollution Free Essays

What  is  India  Doing  to  Control  Water  Pollution   Caused  by  Sewage  Waste? Studies  found  that  sewage  waste  is  the  main  cause  of  water  pollution  in  India. The  problem  is caused  by  the  poor  treatment  of  dumping  sewage  and  the  failure  to  maintain  sewage  treatment  plants. The  Central  Pollution  Control  Board,  a  company  that  monitors  environmental  issues  in  India,  has created  the  National  Water  Quality  Monitoring  Network,  which  monitors  the  quality  of  waters  all  year. We will write a custom essay sample on India Water Pollution or any similar topic only for you Order Now The  network  monitors  waters  all  over  India. Samples  of  water  are  taken  frequently  and  checked  for bacteria  and  other  harmful  substances  within  the  water. Other  ways  of  sewage  treatment  include  air flotation,  dual  media  filter,  activated  carbon  filter,  sand  filtration  and  sludge  drying  beds. These  methods all  take  place  in  sewage  treatment  plants. Water  treatment  plants  are  very  expensive  and  are  needed  to be  maintained  constantly. Removal  of  sludge  is  said  to  be  the  most  untreated  area  of  water  treatment. This  is  because  of  the  poor  design  and  poor  maintenance  of  the  sludge  treatments. India  has  set  policies to  control  sewage  pollution  in  water. he  Ministry  of  Environment  and  Forests  has  created  financial  and technical  support  systems  to   promote  the  proper  treatment  of  water. The  problem  with  India’s  water treatment  is  that  the  government  is  not  putting  enough  effort  into  making  the  water  Ã‚  usable  for  its  citizens. The  government  should  promote  the  health  hazards  and  future  issues  of  water  pollution  so  the  citizens can  learn  to  treat  their  water  better. Informing  citizens  is  also  a  way  of  treatment  because  people  will  be aware  of  the  issues  water  pollution  will  cause  for  them  and  therefore  they  will  take  action. How to cite India Water Pollution, Papers

The Study of Cow Shit Essay Example For Students

The Study of Cow Shit Essay The hot topic of conversation among tree climbers at the 1997 ISA Conference in Salt Lake City was the new French Prusik knot. It was somewhat controversial since the International Tree Climbing Championship committee was faced with the decision of whether to allow its use in competition. It had been previously disallowed in 1995. In actuality, the knot has been around in arboriculture for awhile. In 1993 I had the good fortune to be one of the Americans to attend the first European Congress on Tree Care in Lahnstein, Germany. To this day those of us that were there remember the Congress as a forum that helped us all to realize the importance of the ISA and the International Tree Climbing Championship series. Francois Dussenne from Belgium introduced the Machard Tresse, an unusual climbing hitch, to all those present at the first European Tree Climbing Competition. He had used the climbing hitch in 1992 to help him win his second French Championship. Everyone who had a chance to try the Machard tresse agreed that it was more complex than the other climbing hitches. There was an equal sense of intrigue and caution among us. We will write a custom essay on The Study of Cow Shit specifically for you for only $16.38 $13.9/page Order now The Machard tresse is, in my opinion, an advanced knot that requires experience and practice to integrate into a climbing system. I have seen several different ways of tying the knot, utilizing a variety of rope lengths of cord that is being used today. In this article we are endeavoring to compare and contrast several experienced climbers views on this knot. Each reader must assess the advantages and disadvantages before drawing their own opinions. Ken Palmer is the only three time International Tree Climbing Champion. He has been climbing trees for over 22 years. He is president of ArborMaster Training, Inc., where he and partner, Rip Tompkins, are well known for their training programs. Just when you thought it was safe to sit in your Blakes hitch a new hitch emerges. The hitch I would like to introduce in Climbers; Corner debut is the very same hitch 1997 World Tree Climbing Champion, Mark Chrisholm used in Salt Lake City, Utah this past summer. Second place Kay-Olaf Busemann and I were the only other two who used this new hitch in competition. This hitch has been used by mountaineers and rescue teams in France and Europe for many years. In fact Machard is the name of a French rock climber. I first saw Francois Dussenne of Belgium demonstrate this hitch to North American tree climbers in Halifax in 1994. Since then it has developed a small cult following. The hitch is radically different looking than anything we are used to and so at a glance you tend to want to shrug it off. Then why does the current world champion prefer this hitch? This hitch outperforms any other hitch I have used in all the right ways. That is not to say that it is perfect it has its limitations as any other hitch does. never binds or remains stuck when load relieved facilitates rapid and easy descents very nicely accommodates the fair lead system, even fair lead itself very economical in that cost per split tail is about $30.00 extremely strong due to the fact it is a closed knot system reduce to no grab when tied with same diameter line or hard lay line must be comprised of proper material and proper length very rapid descents initiated with very little effort cannot be tied easily using a locking snap, best using a carabiner These are all things I have experienced and verified with others who have been using this hitch for the past several years. Most people once they try it, feel the advantages far out weigh the disadvantages. .u9f92c473ba777997d59b28067385d4cf , .u9f92c473ba777997d59b28067385d4cf .postImageUrl , .u9f92c473ba777997d59b28067385d4cf .centered-text-area { min-height: 80px; position: relative; } .u9f92c473ba777997d59b28067385d4cf , .u9f92c473ba777997d59b28067385d4cf:hover , .u9f92c473ba777997d59b28067385d4cf:visited , .u9f92c473ba777997d59b28067385d4cf:active { border:0!important; } .u9f92c473ba777997d59b28067385d4cf .clearfix:after { content: ""; display: table; clear: both; } .u9f92c473ba777997d59b28067385d4cf { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u9f92c473ba777997d59b28067385d4cf:active , .u9f92c473ba777997d59b28067385d4cf:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9f92c473ba777997d59b28067385d4cf .centered-text-area { width: 100%; position: relative ; } .u9f92c473ba777997d59b28067385d4cf .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9f92c473ba777997d59b28067385d4cf .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9f92c473ba777997d59b28067385d4cf .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u9f92c473ba777997d59b28067385d4cf:hover .ctaButton { background-color: #34495E!important; } .u9f92c473ba777997d59b28067385d4cf .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9f92c473ba777997d59b28067385d4cf .u9f92c473ba777997d59b28067385d4cf-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9f92c473ba777997d59b28067385d4cf:after { content: ""; display: block; clear: both; } READ: Matt’s huck finn analysis EssayPractice and test this hitch at a low height to be sure you are completely familiar with it prior to moving higher in the canopy. Never start or try any new technique for a first time during a high-risk live environment. Always stick with what you know for sure first. Never incorporate something new on the job until you and everyone working with you are completely comfortable with it in practice and theory. Finally, plan your practices and jobs. Accidents