Red Lake High School Shooting Essay Example for Free

Red Lake High School Shooting Essay Jeffrey James Jeff Weise was an Ojibwe Native American adolescent, and a student at Red Lake Senior High School in Red Lake, Minnesota. He killed nine people and wounded five others in a shooting spree on March 21, 2005, when he was just 16 years old. Weise first murdered his grandfather and grandfathers girlfriend at his trailer home in Red Lake. He then shot and killed an unarmed security guard, a teacher and five students at Red Lake Senior High School. The shooting ended when Weise committed suicide. Research shows that Jeff was a strange young man, interested in Gothic things black clothing and Nazism, but a look a little further into his past led to a few interesting revelations. Jeff’s parents were never married, because his mother was only 17 when she gave birth. She was forced to give Jeff to his father when he was three months old. Then when he was two his mother took him back. She was reportedly an abusive alcoholic with a tendency to both physically and emotionally abuse her first born son. In 1997 Jeff’s father committed suicide after a two day standoff with police. Then in 1999 his mother suffered brain damage after a car accident in which she had been drinking and driving. Jeff was then placed in the care of his grandmother at the Red Lake Reservation. Jeff did not have the right start in life. His parents should have been older and more ready for a child when he was born. They also should have been married. Jeff also should have had a more stable home life as an infant. It is doubtful that he had a firm attachment with his mother or father considering that he was passed between them at 3 months old and 2 years old. He also should not have been physically or emotionally abused. His mother failed him in that aspect and the fact that she was an alcoholic makes it even worse. It is also doubtful that Jeff dealt with his father’s suicide in a healthy way. He did not have the support that he should have had from his mother. By the time he got to his grandmother’s care he had already led a very difficult life. This ties in to every chapter that we have discussed so far. It refers to attachment, abuse, adolescence and everything. It all goes back to the first thing we talked about that said when parents fail to give their child a good start in life everybody suffers, as is the case with the families of Jeff’s victims.

Universalist Approach To Strategic Human Resource Management Business Essay

Universalist Approach To Strategic Human Resource Management Business Essay Your role and background is that of a Human Resource Management generalist consultant who has been called in to provide observations and suggestions to the current situation. You are an HRM generalist who has been asked to sit in on the meeting with John of PF. The CEO will ask for your opinions about how the organisation can move forward and overcome the current issues that it is experiencing. This is based on two critical forms of fit. Firstly, external fit and secondly internal fit. The external fit has to do with the HR strategy that fits with the demands of business Strategy. It is also referred to as vertical integration, the internal fit which is also referred to as horizontal integration suggests that all HR policies and activities fit together so that they make a coherent whole, are mutually reinforcing and are applied consistently. The strength of this model is that it provides a simple framework to show how selection, appraisal, development and reward can be mutually geared to produce the required of employee performance. Resource based approach This approach in concerned with the relationships between internal resources of which Human resources are one, strategy and the firm performance. It focuses on the Promotion of sustained competitive advantage through the development of human capital rather than merely aligning human resources to current strategic goals. The universalistic perspective posits the best of HR practices, implying that business strategies and HRM policies are mutually independent in determining business performance. The contingency perspective emphasizes the fit between business strategy and HRM policies and strategies, implying that business strategies are followed by HRM policies in determining business performance. The configurationally perspective posits a simultaneous internal and external fit between a firms external environment, business strategy and HR strategy, implying that business strategies and HRM policies interact, according to organisational context in determining business performance. Recruitment and selection Using the three recruitment methods of advertising in the national press, advertising in the technical press, and the internet, evaluate the advantages and disadvantages of each. National press When considering a press adverting campaign there are two main venues to think about; newspapers and magazines. Each has its advantages and disadvantages. The magazine ads look better but the quality and the workmanship that goes into producing a magazine ad make it expensive. The readership of a magazine, on the other hand, is much easier to target, and is comes with the type of magazine you choose; a car magazine, sports or fashion magazine. On the flip side, magazine ads are viewed more times than newspaper ads and can double the exposure of the readership. the newspaper ad is much quicker and cheaper. Newspapers vary in circulation and with that they vary drastically in price. From the national press advertising campaign in newspapers, advertising in newspapers still holds a charm. Newspapers give credibility to the ads unlike radio advertising that is heard while doing something else, newspaper reading is done when a person has leisure time and his attention is not diverted. Local press advertising has benefits when dealing with a local supplier. Internet Advertising is the branch of marketing that deals with communicating to customers about products, brands, services and companies. The Internet, as a global communications medium, provides advertisers with unique and often cost-effective ways of reaching advertising audiences. As with all media, however, advertising on the Internet has unique advantages and disadvantages. Advertising on the Internet is almost a necessity for modern businesses, especially those that do business outside of their local community. Consumers use the Internet for more than simply entertainment or information, as they do with radio, television, magazines and newspapers. Consumers use the Internet to assist them in nearly every aspect of life, creating countless opportunities to place relevant, targeted ad messages. The Internets vast reach can allow advertisers to reach significantly more people than traditional advertising media at a fraction of the cost. Internet advertising is ideal for businesses with a national or international target market and large-scale distribution capabilities. As a rule, the more people your business serves, the most cost-efficient internet advertising can be. Internet advertising can also be more targeted than some traditional media, ensuring that your messages are seen by the most relevant audiences. One disadvantage of advertising on the Inter net is that your marketing materials are automatically available for anyone in the world to copy, regardless of the legal ramifications. Logos, images and trademarks can be copied and used for commercial purposes, or even to slander or mock your company. This is not the case with television and magazine advertising, wherein images must be replicated rather than simply copied electronically. Another disadvantage is the fact that the Internet-advertising gold rush has begun to introduce ad clutter to the Web. Web users are so inundated with banner ads and spam email that they have begun to ignore internet advertising just as much as ads on traditional media. Technical press There are many trades, technical and professional magazines read by customers, suppliers and businesses in your sector. If your business sells to other businesses, advertisements in these publications can be a powerful way of gaining sales, product enquiries, higher profile, trade partnerships and even potential investors. Editorials are generally perceived by readers to be independent and impartial and are therefore seen as more trustworthy than advertisements. Editorial support or endorsement helps lend your business credibility with the reader. A proactive PR strategy can increase your chances of gaining favorable editorial content. The technical press can also be used for recruitment and to source suppliers. Trade magazines provide a variety of ways to advertise: Classified advertising particularly for recruitment and gaining suppliers. Display and semi-display display advertisements are bigger and more sophisticated, often appear on editorial pages or in special supplements, and can use pictures and other design devices. Advertisement features theyre laid out like editorial pages but feature you and your business or product. You pay for them, and you may also be given advertisement space. Your suppliers might advertise as well and offset the cost. Loose inserts that you supply yourself to the magazine publisher for them to insert into the magazine. Advantages and Disadvantages of performance related pay Performance related pay is the idea of Fredrick Taylor who comprised his theory of scientific management. It is a bonus salary increase awarded in line with an employees achievement over a range of criteria. These criteria depend on each job. Awards are decided based on appraisal results. They must link achievements to pay. Advantages Rewards employees with highest productivity It is argued this system motivates staff It enables firms to recruit highly qualified staff who like the idea of being to earn a bonus Encourages employees whose performance is not u to scratch to leave company on a voluntary basis Easy to identify companies aims and objectives Disadvantages Only those who perform well get paid High flyers find it attractive possible to give employees no pay rise at all Inflation means pay will be cut and this coupled with; the indignity of being judged and found wanting, would make it that employees see a job elsewhere. Employees can be de-motivated if the goals set are too hard to achieve. Disgruntled employees Performance related pay cannot be determined unless there is a measuring system in place to assess output. It also provides a limiting factor to the use and extension of incentive pay in instances where work is difficult to measure. Where output cannot be measured, the sensible solution seems not to pay any bonus. However, because some jobs are difficult to measure, doesnt mean that good performance shouldnt be rewarded.. Learning and Training The essential purpose of training is to develop that knowledge and those skills and aptitudes which contribute to the welfare of the company and its employees. Further, all training programmes aim at making the employees more effective and productive in their present job and increasing their potential for higher level jobs. For effective transfer of training to occur, two conditions must be met; The trainee must be able to take the material learnt in the training process and apply it to the job context in which they work. The use of the learnt material must be maintained overtime on the job. Benefits of Good Training Programme It increases performance on the job, if applied. It help employee to raise current skill levels and correct any deficiency that have in doing their job efficiently. It enables present employees to acquire more and greater skill, thus increasing their versatility for transfers and their qualifications for promotions. If employees are properly trained, accidents, soiled work, and damage to machines and equipment are reduced. Training helps employees to adjust to new methods and processes that are introduced from time to time. Good training reduces dissatisfaction and absenteeism because it helps both new and experienced employees to use to the full, their individual capacities. It improves the quality of output which will benefit the company in the long run. Training improves the promotional prospect. Evaluation The HR Manager has o critically assess the training after the training exercise to determine if there is any change in their knowledge, skills, attitudes and ability. It is important to understand which skills; attitude and ability existed before therefore it is recommended that a measure of performance be undertaken before the training program begins. Transfer/behaviour This address the question, to what extent did the participant job behaviour change as a result of the training? Are the participants using their newly acquired skills and knowledge in their work environment? Is their change in behaviour and new knowledge sustained, are they using them effectively overtime. Is the trainee able to transfer the new skills to another person? Result Results answer the question, how is the training impacting on the organization overall. Is There a reduction in cost, increase in sales, are there more persons being attracted to company, improvement in production levels, less customer complaints or reduction in incidents? Performance appraisal This system is designed to measure the actual job performance of an employee. It provides feedback about the success about previous trainees and discloses the need for additional training. It helps to determine rewards or sanctions eg, of reward are pay increases based on his/her performance, promotion, commendation, demotion, warning or termination. It also gives the employee a clear understanding where he stands in relation to the organisation performance expectation. Performance Management System Performance appraisal is a method of evaluating a workers performance to ascertain how well he/she is meeting up with performance standards and targets and communicating it to the worker in order to set up a plan of improvement. Performance is the degree of accomplishment of the tasks that make up an employees job. An individuals performance is a combination of: Effort-physical and mental energy put in a work Ability-personal characteristics used doing a job Role perception-an understanding of direction and requirements of a job Performance evaluation on individual and group is usually based on: Standards set at the planning stage Performance targets set for individual or groups Accountability-the rate at which an employee understands and takes responsibility for his actions Competencies-the skills, experience, knowledge that a worker exhibits in a job Uses of performance appraisal Performance appraisal information can be used for: Promotions Firings/layoffs Merit pay increases Individual and organisational training and development Suggesting changes in behaviour, attitudes, skills or knowledge Selection procedures, and Human resource planning Performance Appraisal Methods Performance appraisal methods include: Goal setting, or management by objectives (MBO) Work standards approach Essay appraisal Critical incident appraisal Graphic rating scale Checklist Behaviorally anchored rating scale (BARS) Ranking methods 1. Goal setting or management by objectives. Management by objective consists of the following steps: Establishing a clear objectives for the work to be done by an employee Developing an action plan indicating how these objectives are to be achieved Allowing the employee to implement the action plan Measuring objective achievement Taking corrective action when needed Establishing new objectives for the future 2. Work standards approach. This method of appraisal involves setting a standard or an expected level of output and then comparing each employees level to the standard. Performance standards include: Quantity Quality Time Cost Dependability Accuracy Attendance, etc. 3. Essay appraisal In this method the appraiser prepares a written statement (narrative) describing a workers strengths and weaknesses, and past performance. A typical essay appraisal question might be Describe this employees performance, including quality and quantity of work, job knowledge, and ability to get along with other employees. 4. Critical incident appraisal In this method the appraiser keeps a written record of incidents that illustrate both satisfactory and unsatisfactory behaviors of the employee. The appraiser then uses these incidents as a basis for evaluating the employees performance. 5. Graphic rating scale This method requires the appraiser to indicate on a scale where the employee rates on factors such as quantity of work, dependability, job knowledge, and cooperativeness. Graphical ratings include both numerical ranges and written descriptions. Ex. On quantity of work (1) the worker does not meet minimum requirement (2) Does just enough to get byà ¢Ã¢â€š ¬Ã‚ ¦(5) has a superior work production record. 6. Checklist In this method the appraiser answers with a yes or no to a series of questions about the behaviour of the employee being rated. The checklist can have varying weight assigned to each question. 7. Behaviorally anchored rating scale (BARS) This method of appraisal determines an employees level of performance based on whether or not certain specifically job behaviors are present. BARS consist of scale value and anchors. Scale values define specific categories of performance such as: Excellent, good, average, poor, etc. Anchors are statements which indicate the level of performance on the scale opposite that particular anchor. 8. Ranking methods In this method of appraisal, the performance of an employee is ranked relative to the performance of others. Ranking methods include: Alternation ranking Paired comparison ranking, and Forced distribution Alternation ranking-the appraiser lists the names of employees to be rated on the left side of a sheet of paper. The rater chooses the most valuable employee on the list, crosses that name off the left-hand list, and puts at the top of the column on the right-hand side of the paper. The rater repeats the process for all names on the left hand side of the paper. Paired comparison ranking: suppose a rater is to evaluate six employees. The names of these individuals are listed on the left side of a sheet of paper. The rater then compares the first employee with the second employee on a chosen performance criterion, such as quantity of work; he then makes a mark on the first employees name if he produced more. He then compares the first employee with the third, fourth, fifth, and sixth employees on the same performance criterion. Forced distribution-In this method, the appraiser places a certain percentage of employees at various performance levels. It assumes performance in a group of employees is distributed according to a normal curve. Thus, the rater could place 60% of employees as meeting expectation; 20% as exceeding expectation, and 20% as not meeting expectations. Model of Attendance Your company wont suffer much from the occasional employee day off or sick day, but patterns of absences can create havoc in your work place. With several employees out of the office, production slows, or other employees may have to pick up the slack causing the quality of their work to suffer. While you cant prevent every absence, you can take steps to decrease the number of overall absences. Create an Attendance Policy Some employees may show up late or take several days off because they do not understand the companys stance on absences. You need a clear-cut attendance policy so every employee knows what you expect of him. Include reasons for acceptable absences, what you consider unacceptable and any disciplinary action or reduction in pay the employee may face after abusing holiday or sick days. Make sure every employee receives a copy of this policy. Have your supervisors monitor their employees and enforce the policy. Improve Morale If your office staff suffers from general low morale, employees will start to dread coming to work. This can increase absences throughout the staff. Spend time each week on boosting morale. Make sure every employee has regularly scheduled breaks throughout the day. Offer group lunches, prizes for completing projects or other incentives. Creating a positive environment that incorporates hard work with down time helps boost morale. Reduce Stress An employee can feel stressed in the workplace, especially if she has a large workload. High levels of stress can lead to avoidance, or even cause an illness. Both of which can lead to frequent absences. Make sure every employee has an even workload and can complete tasks given to them. Create teams to complete projects, rather than assigning one employee to the entire task. Reducing workloads and placing the right people with the right jobs will reduce stress levels in the office. Steers and Rhodes developed a model on absenteeism which according to Harrison and Martocchio, 1998 was deemed to be very influential and frequently cited in literatures about absenteeism within organizations. The model states that the capability of employees or workers to attend work is primarily dictated by how motivated as well as their ability to attend and perform their duties. These variables, ability and motivation have been thought to interact in a manner that an individual supposed ability to be present at work usually moderates his/her enthusiasm to attend work-what has been known as attendance relationship(Steers and Susan, 1978).The two further argued that personal characteristics or attributes which include sex(gender), tenure, family size, education, in addition to that, job satisfaction, organizational commitment, the ability to attend which encompass sickness, family responsibilities, accidents as well as transport problems, pressure to attend that include attendance reward system/incentives/bonuses, work group norms all either in isolation or in combination influence absenteeism of employees. It is worth to note that these were addition to their initial model developed in 1978 which only identified job satisfaction as the only specific significant factor affecting attendance motivation. From the diagram, attendance motivation is influenced by organizational practices, culture of absenteeism, attitude, values and goals of employees. Employees who are fully satisfied with their jobs do have strong loyalty to the organization and proud of it hence will desire to actively engage in activities to better the organization, and this is done by being present at work. REFERNCES Retrieved August 12, 2011, from World Wide Web http://smallbusiness.chron.com/things-improve-employee-work-attendance-19070.html Retrieved August 3, 2011, from World Wide Web (function() { var scribd = document.createElement("script"); scribd.type = "text/javascript"; scribd.async = true; scribd.src = "https://www.scribd.com/javascripts/embed_code/inject.js"; var s = document.getElementsByTagName("script")[0]; s.parentNode.insertBefore(scribd, s); })() Retrieved August 3, 2011, from, from World Wide Web http://www.businessballs.com/trainingprogramevaluation.htm Retrieved August 12, 2011, from, from World Wide Web http://managementhelp.org/training/basics/reasons-for-training.htm Daft, R. and Marcic, D. (2007). Management, The New Workplace. Ohio. USA: Thomson Kotler, P., Armstrong, G. (1996). Principles of Marketing. New Jersey: Prentice hall.

Dr. Seuss The Butter Battle Book and the Cold War Essay -- Dr. Seuss

Dr. Seuss' The Butter Battle Book and the Cold War Dr. Seuss is an important figure in the lives of children everywhere. His stories are children’s classics that are fun to read and also tackle some real life issues. Dr. Seuss’s political views are very apparent in his some of his books like The Butter Battle Book, which discusses the issues of the Cold War. In The Butter Battle Book, two groups, the Zooks and the Yooks, are at odds with the way they butter their bread. One group, the Zooks, have their bread butter side down. The Yooks have their bread butter side up. In this book they are at a point where the â€Å"crisis† has reached its peak. Each group has come up with weapon after weapon to keep the other group out. Both groups then have a Bitsy Big-Boy Bomberoo and they are at a standoff. The story ends as the two are ready to drop the Bomberoo. Dr. Seuss ends the book at a stalemate. We never find out how the Zooks and Yooks end the whole disagreement. In reality, Dr. Seuss takes a look at the stalemate that was occurring between the United States and the former Soviet U...

Favorite Norse Myths :: essays research papers

Favorite Norse Myths Published by: Scholastic Inc.   Ã‚  Ã‚  Ã‚  Ã‚  2.) The Types of stories found in this book are based on Norse Mythology. They contain information on the creation of the Earth, (Midgard), and some of the trials that the gods and goddesses had gone through.   Ã‚  Ã‚  Ã‚  Ã‚  3.) One of the myths that I enjoyed was the first one on creation, entitled: Creation: The Nine Words. This story tells us how in the beginning there was nothing other than fire, ice, and mist. The land with all the ice was called Niflheim, and the land of fire was Muspell. As time went on, Muspell melted Niflheim, and from that came two giant creatures. One of them was named Ymir, and he was an evil frost-giant, and the other was a cow named Audumla. Ymir drank Audumla milk to get stronger, and one night, while sleeping, a troll with six heads grew from his feet, and a male and female frost-giant came from his armpit. Audumla also brought something to life, as he licked the salt blocks for food, he recovered another giant. This giant was a good giant, and his name was Buri. His sons and grandsons became gods, because they were very honorable. The greatest of Buri’s grandsons was Odin. Odin was the greatest of all the gods, and he was the god of war and death. Odin and his wife Frigg, goddess of knowledge, and also knew what happened in the worlds, had many children. Odin was a lso the one who led his brothers to overthrow Ymir, and they eventually killed him. After killing him, different parts of his body became different parts of nature. His flesh became the world, his blood became the seas, his bones became the mountains, and his hair and teeth became the trees and stones. Now his blood, that made the seas, drowned all but two of the frost-giants, and they repopulated the frost-giants, witches, warlocks, enchanters, and ogres, and taught them to hate Odin. They lived in Jotunheim. The worms in the Earth, Ymirs flesh, were turned onto dwarves, and the dark elves. The dwarves lived in Nidavellir, and the dark elves lived in Svartalfheim. There were also some nice creatures, and they were the elves, who lived in Alfheim. Odin took Ymirs skull and made it the sky, and places four dwarves in each corner of the sky. Nordri, Sudri, Austri, and Vestri; North, South, East, and West.

Faulkner Essay -- essays research papers

Stunning Comparison in Faulkner's A Rose for Emily and Barn Burning In the words of Oscar Wilde, "The well-bred contradict other people. The wise contradict themselves." Conflict between the "well-bred" people and their "wise" counterparts satiates William Faulkner's short stories "A Rose for Emily" and "Barn Burning." The inability of Emily Grierson in "A Rose for Emily" and Abner Snopes' father in "Barn Burning" to accept and cope with their changing environments leads to an even greater quarrel with their neighbors; in each of Faulkner's stories, this inability escalates into a horrific murder. "A Rose for Emily" and "Barn Burning" are filled with gross contradictions that make conflict unavoidable. In "A Rose for Emily," different characters hold two opposing views of time itself. The first interpretation of time is that of a "world as present, a mechanical progression" (West 75). The narrator, the new Board of Aldermen, Homer Barron, and the newest generation represent this interpretation. These individuals, holding a new, less restricted point of view, prefer to keep everything set down in books, a practice strongly disapproved of by those who interpret their time as a "world of tradition, divided from us by the most recent decade of years" (West 75). Emily Grierson and her Negro servant, Colonel Sartoris, and the old Board of Aldermen represent this...

Competitive Strategies That Accenture Use Essay

Based on the sources gained, Accenture is practicing a competitive strategy which is differentiation strategy. Differentiation strategy is to offer products or services that are unique and superior value compared to the competitors but to target wide market. Accenture is a company that provides global consulting management services, technology services and outsourcing services to 257000 clients in more than 120 countries. Accenture is expertise in consulting management strategies to all types of Business Company. They always try to improve their performance to advance their clients. They operating and formulate new strategies to meet client’s business goals. Accenture helps their clients around the world enter new markets, increasing revenue in existing markets, improve their operational performance and deliver their products and services more effectively and efficiently by providing their services. Besides that, Accenture tries to enhance in outsourcing business recently because Accenture says that it is a wider market for the business going forward. This will make Accenture not only focus on one part of business, but going to service wider market of clients. Because of Accenture provides many types of services, we can indicate that Accenture aims to provide services to a wide market. Why we say that Accenture is providing unique and superior services to their clients? It is because Accenture works with their clients to understand the inside working procedure of the company, analyse their company, assess the business operating performance, define the business case, design the operating model strategy and explain to the clients to help them to achieve the goals. It has shown that Accenture designs the management strategies to the company based on different companies and finds the best way to help them improve their performance. For example, Accenture introduce an approach, called Value-Driven Business Process Management (BPM). It is a process that helps companies to realise their mistake immediately, correct the process of work and measure the result easily. It is an Accenture’s unique combination of skills, approaches, assets and tools to result the value quickly, gives a measurable result and tries to bring out a longer life BPM solution than other companies’ while they only provide assistance with specific elements of BPM. That is why Accenture can easily differentiate with other competitors, trusted by clients all around the world and have a good public praise.

Prompt Essay

SS 100 WRITING & COMMUNICATION Spring 2013 Assignment 1 Persuasive Essay – Section 1 Select one of these prompts & write a persuasive essay in which you develop your point of view on the given issue. Support your position with reasoning, facts & examples taken from your readings, experiences, or observations. Your persuasive essay should not be a purely research based essay; rather you should aim to convince your audience to your way of thinking through your own logic and reasoning. Your ability to formulate claims & use logos, ethos & pathos to support your views without any logical fallacies will be assessed.You are required to address the opposition & counter it in order to write an un-biased piece. Please ensure that your essay is properly organized, with a thesis statement in the introduction and well-structured paragraphs that are unified & coherent. In case you cite research, you must integrate all quotations smoothly, acknowledge the sources and provide a works cited p age according to the MLA Citation Style. Prompt 1 Think carefully about the issue presented in the quotation & either support or refute the main idea.Affirmative Action programs/ quota systems are meant to redress injustice but instead they cause further injustice. Prompt 2 Think carefully about the issue presented in the quotation & either support or refute the main idea. The private lives of politicians should be off limits. The focus should remain entirely on their performance in the public arena. Prompt 3 Take a position on the following claim of policy: Many countries require mandatory military service from their male citizens, for periods ranging from a few months to a few years.Pakistan should also enforce such a policy. Prompt 4 Take a position of the following claim of value: Sport stars can make millions of dollars through endorsements and prize money while individuals working in certain service professions like nursing, teaching etc remain relatively poorly paid. This is an unacceptable distribution of economic rewards. Prompt 5 Think carefully about the issue presented in the following quotation & either support or refute the main idea. Social networking sites cause more harm than good to society. Prompt 6Think carefully about the issue presented in the following quotation and either support or refute the main idea. The international fashion industry’s effects on society are overwhelmingly negative. Word Limit: 1300-1500 words Essay Submission: Hard copy to be submitted in-class Soft copy to be uploaded (log on to LMS, go to the Assignments option – select Persuasive Essay – upload your essay) Hard & soft copy submission = 19th March 2013 (Tuesday) Soft copy submission will remain open till 11:00pm Plagiarism will result in a Failing Grade & /or more serious penalties.