Funny Quotations About Boys

Boys grow into men, but at some level, boys remain boys. They never shed their fetishes—be it games, gizmos, or girls. Read these funny quotes about boys and you will find a striking parallel with the boys and men you know. Bart SimpsonInside every hardened criminal beats the heart of a ten-year-old boy. Joseph HellerWhen I grow up I want to be a little boy. James Matthew BarrieWhat is genius? It is the power to be a boy again at will. Napoleon BonaparteNo one knows how it is that with one glance a boy can break through into a girls heart. PlatoOf all the animals, the boy is the most unmanageable. James ThurberBoys are beyond the range of anybodys sure understanding, at least when they are between the ages of 18 months and 90 years. Mark TwainThere comes a time in every rightly constructed boys life that he has a raging desire to go somewhere and dig for hidden treasure. Bertrand RussellBoys and young men acquire readily the moral sentiments of their social milieu, whatever these sentiments may be. Eric BerneThe moment a little boy is concerned with which is a jay and which is a sparrow, he can no longer see the birds or hear them sing. Mark TwainGeorge Washington, as a boy, was ignorant of the commonest accomplishments of youth. He could not even lie. Robert FrostA mother takes twenty years to make a man of her boy, and another woman makes a fool of him in twenty minutes. Ralph Waldo EmersonGive a boy address and accomplishments and you give him the mastery of palaces and fortunes where he goes. Charles DickensA boys story is the best that is ever told. Mickey RooneyI was a thirteen-year-old boy for thirty years. Elvis PresleyWhen I was a boy, I always saw myself as a hero in comic books and in movies. I grew up believing this dream.

The Importance Of Planning And A Foster Family Essay

T7 extended assignment For my assignment I will be focusing on a child leaving care and going into a foster home aged 6-7 years old and how this transition will affect that child and what we can do to help the transition easier to go through. This is a very big transition for a child to go through and this could affect them in different areas of their development for example they may need to move to a new area and new school and they may also have to make a new group of friends. I will be focusing in two key issues which are the importance of planning and I will also be focusing on the important of working with multi agencies. D1/D2/A1 Planning is very important for the child and the foster family. The practitioners will need to plan for this transition by carrying out meet up sessions with the child and the foster family this will help the child as they will be able to more comfortable around them when the transition happens, but however with older children you may not know that child will react to different situations. During these meeting many different things could happen for example the potential foster family can come into the child’s school setting and bring things from their home to show the child what their home is like. The foster family could also invite the child to days out and other family activities as this will help to get the child involved and comfortable around all the family. A child may have been out of the family environment for aShow MoreRelatedThe Importance Of Planning And Development Of A Child And The Foster Family Essay1992 Words   |  8 Pagesa child going into a foster home a ged 6-7 years old and how this transition will affect that child and what we can do to help the transition easier to go through. This is a very big transition for a child to go through and this could affect them in different areas of their development for example they may need to move to a new area and new school and they may also have to make a new group of friends.†¯Ã¢â‚¬ ¯Ã¢â‚¬ ¯ I will be focusing in two key issues which are the importance of planning and I will also be focusingRead MoreRole Of The Foster Parent On The Continuum Of Carer And Parent Essay1511 Words   |  7 PagesRole of the Foster Parent One of the most significant studies found in the literature was a qualitative study conducted by Schofiell, Beek, Ward, and Biggart on the role of the foster parent (2013). 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He published Poor Richard’s Almanac and the Pennsylvania Gazette Free Essays

Benjamin Franklin will always be one of America’s greatest influential leaders. He’s known for his tremendous contributions in the world of politics, science, philosophy, among others. His discoveries and theories in electricy made him a significant figure in physics. We will write a custom essay sample on He published Poor Richard’s Almanac and the Pennsylvania Gazette or any similar topic only for you Order Now During the American revolution, Franklin was able to secure the French alliance making independence a reality. Franklin was born in Boston, Massachusetts on January 17, 1706. According to Houston (2004), Franklin took his knowledge in printing from his older brother and became a newspaper editor, printer and merchant in Philadelphia. He published Poor Richard’s Almanac and the Pennsylvania Gazette during his stint in England (Houston, 2004). When in the united States, he is behind the establishment of the first public lending library and fire department. Benjamin went to Boston Latin School but was not able to graduate instead, he continued his education through tremendous reading. When he was 17 years old, Franklin went to Philadelphia, Pennsylvania to seek a new start in a new city. There he worked in several printer shops. After several months, Franklin was persuaded by Pennsylvania Governor Sir William Keith to go to London, purposely to achieve the necessary equipment for establishing another newspaper in Philadelphia. He returned to Philadelphia in 1726 with the help of a merchant named Thomas Denham, who gave Franklin a position as clerk, shopkeeper, and bookkeeper in Denham’s merchant business. The Author, Inventor, Philosopher, National Hero, etc. A person’s character was so important to Franklin. To cultivate his own character, he developed thirteen virtues at the age of 20 which became his guiding principles all throughout his life. These virtues, as mentioned in Houston’s book (2004) as well as other references on the life and works of Franklin, are lested below with their corresponding meanings: 1. Temperance which he meant as to eat not to dullness, drink not to elevation. 2. Silence is the next virtue which goes to mean that speak not but what may benefit others or yourself, avoid trifling conversation. 3. The virtue of Order directly means, let all your things have their places; let each part of your business have its time. 4. Resolution. Resolve to perform what you ought; perform without fail what you resolve. 5. Frugality. Make no expense but to do good to others or yourself. What he wanted everyone to understand was to waste nothing. 6. Industry. Lose no time; be always employed in something useful; cut off all unnecessary actions. 7. Sincerity. Use no hurtful deceit; think innocently and justly, and, if you speak, speak accordingly. 8. Justice. Wrong none by doing injuries, or omitting the benefits that are your duty. † 9. Moderation. Avoid extremes; forbear resenting injuries so much as you think they deserve. 10. Cleanliness. Tolerate no uncleanliness in body, cloaths, or habitation. 11. Tranquility. Be not disturbed at trifles, or at accidents common or unavoidable. 12. Chastity. Rarely use venery but for health or offspring, never to dullness, weakness, or the injury of your own or another’s peace or reputation. 13. And the last virtue is Humility wherein he emphasized that we should imitate jesus and Socrates who according to him were the greatest examples of people who practiced humility. These virtues are indeed powerful and may be adopted by anyone. They were purposely created by franklin to make a person’s character stronger. Among other things, Franklin was so fascinated in science and technology. Famous from his line of inventions attached to his name are the lightning rod, the Franklin stove, catheter, swimfins, glass harmonica and bifocals. His contributions in electricity earned him recognitions such as the one from the Royal Society’s Copley Medal in 1753 and in 1756 he became one of the few eighteenth century Americans to be elected as a Fellow of the Society. The cgs unit of electric charge has been named after him: one franklin (Fr) is equal to one statcoulomb. Steven M. Gillon and Cathy D. Matson (2003) illustrated that franklin also played a major role with the establishment of the University of Pennsylvania and Franklin and Marshall College. In fact, in 1769 he was elected the first president of the American Philosophical Society Held at Philadelphia for Promoting Useful Knowledge. Perhaps, the most lasting legacy of Benjamin Franklin is the appearance of his image in the American $100 bill. These days, $100 bills are often referred to as â€Å"Benjamins† or â€Å"Franklins† as mentioned by authors Gillon and Matson (2003). The city of Philadelphia is a living tribute to Franklin with about 5,000 likenesses of Benjamin Franklin in the city’s various areas. When he returned to the United States in 1762 after his stay in London, Franklin became actively involved in the Paxton Boys’ affair, writing a sarcastic attack on their massacre of Christian American Indians and eventually asking them to break up. A lot of the Paxton Boys’ supporters were Scotch-Irish Presbyterians and German Reformed or Lutherans from the rural west of Pennsylvania, leading to allegations that Franklin was biased in favor of the urban Quaker elite of the East (Gillon and Matson 2003). These attacks led to Franklin losing a seat in the 1764 Assembly elections. This occasion became an opportunity for him to return to London earning the reputation of being a pro-American radical. Houston (2004) noted that Franklin was dispatched to England as an agent for the colony in 1764 to petition the King to take over the government from the hands of the proprietors. This visit would also become instrumental in becoming the colonial agent for Georgia, New Jersey and Massachusetts. While he was living in London in 1768, he improved a phonetic alphabet in A Scheme for a new Alphabet and a Reformed Mode of Spelling. This new format discarded six letters which he believed were redundant and substituted six new letters for sounds he felt lacked letters of their own; however, his new alphabet never caught on and he eventually lost interest. When Franklin arrived in Philadelphia on May 5, the American Revolution has been going on with battles at Lexington and Concord. With this development, he was chosen by the Pennsylvania Assembly as their official delegate to the Second Continental Congress (Gillon and Matson 2003). Then In 1776 he became a member of the Committee of Five that drafted the Declaration of Independence and was part of the group responsible in making several small changes to Thomas Jefferson’s draft. In 1787 he served as a delegate to the Constitutional Convention in Philadelphia where he played an dignified role, but seldom participated in debate. Franklin, according to Houston (2004) is the only Founding Father who is a signatory of all four of the major documents of the founding of the United States which include the Declaration of Independence, the Treaty of Paris, the Treaty of Alliance with France, and the United States Constitution. Benjamin Franklin died at the age of 84 in April 17, 1790. His funeral was historically graced by about 20,000 people (Gillon and Matson 2003). He was laid to his final resting place at the Christ Church Burial Ground in Philadelphia, Pennsylvania. This is actually the same church which is also the home of Benjamin Rush. One of the houses he lived in Craven Street was previously marked with a blue plaque, and has since been opened to the public as the Benjamin Franklin House which has attracted tourists from across the globe. In 1728, according to Gillon and Matson (2003) when he was just a young man, Franklin wrote the following words to be his own epitaph: â€Å"The Body of B. Franklin Printer; Like the Cover of an old Book, Its Contents torn out, And stript of its Lettering and Gilding, Lies here, Food for Worms. But the Work shall not be wholly lost: For it will, as he believ’d, appear once more, In a new more perfect Edition, Corrected and Amended By the Author. He was born on January 17, 1706. Died 17. † But in his will, Franklin’s actual grave simply reads â€Å"Benjamin and Deborah Franklin. † Works Cited: Alan Houston, ed. Franklin: The Autobiography and other Writings on Politics, Economics, and Virtue. Cambridge U. Press, 2004. 371 pp. Steven M. Gillon and Cathy D. Matson. The American Experiment: A History of the United States, Volume II: Since 1865 (Boston: Houghton Mif How to cite He published Poor Richard’s Almanac and the Pennsylvania Gazette, Papers

Change and Culture Case Study 1 free essay sample

Change and Culture Case Study I Paul Sullivan HCS/514 August 15, 2011 Kendra Slatton Change and Culture Case Study I The job of a middle manager is not easy, especially during times of extreme change. It requires balancing and maintaining varying personnel within the organization including upper management and a subordinate workforce. An option for many who successfully have not influenced the direction of an organization is to leave the company. However, according to Covey (2004), â€Å"A more common but insidious alternative is to remain and become a mindless conveyor of decisions from the top† (p. 47). The middle manager who manages to compete with the pressures from upper management with some degree of success faces alternate challenges from within the organization. According to Armour (2007), â€Å"Middle management jobs have become more demanding. Technology means middle managers have to do more multi-tasking and are expected to be accessible to their staffs, a Herculean challenge in the age of globalization. Employees may be spread across the globe, and a manager may have to get up at 3 A. M. to take a call from an employee in another country† (para. 4). The demanding and steady rate of change throughout the structure of an organization fosters the complications that already exist for the middle manager. The middle manager in a health care organization that has merged with a previous competitor faces many challenges. Up until now, the employees of that organization saw the competition as an enemy that provided poor quality of care. On top of that, the new corporation has in place several inpatient and outpatient services that the organization does not. Knowing that the existing employees of the organization view this new company as an enemy plays an important role in how the middle manager will regulate the change. Recognizing that the employees of both organizations will be resistant to this change, and understanding that a large amount of fear and anxiety will determine how the workforce responds, procedures must be adapted to unite the workforce. The workforce needs to be informed about the specific changes in a manner that will make sense to each of them. In an environment that is already resistant and hostile with change of this magnitude, details of this change must surface no matter how unappealing. Employee reaction needs to reach upper management in an accurate and timely manner. Daily meetings between middle managers and employees and bi-weekly meetings between middle managers and upper management is a means to ensure proper and timely communication. The implementation of procedures to ensure timely and accurate response from the workforce is important. Feedback from the workers needs to be properly and accurately presented to upper management. According to Davenport and Barrow (2009), â€Å"Intense change, especially when it occurs in quick succession, as being experienced by many organizations, can be particularly excruciating for rank-and-file employees. The employees’ frustration is exacerbated when they are not given an opportunity to participate in decisions that affect them. As stakeholders and people that execute the mission of the organization, they feel disenfranchised and devalued† (p. 115). The observation of Davenport and Barrow gives credible reason it is important to ensure an organizations’ workforce is properly informed and given consideration regarding a change of this magnitude. When the proverbial dust settles after the merger, they will still be an integral part of the organization. To further the importance of proper and effective communication between management and the workforce, Davenport and Barrow (2009) stated, â€Å"Communication is the key to organizational success and nowhere is the truism more apparent than in the influence of internal communication during a transformational process as dramatic as a merger or acquisition. During complex and, often, painful process of bringing the two sets of employees together, a continuous flow of negotiation is essential for keeping in touch with how people feel; communicating information clearly across both bidder and target; and beginning the process of creating a new culture for the merged company† (p. 117). Two previous competing organizations are in the process of merging. The process ensuring employees are well informed about the merger is not complete. The merging workforce needs to be brought together and communicate as one organization. This serves as the next task for middle management, to unite these employees so they may form together as one workforce in one organization and dedicate themselves to the mission of the organization. To ensure that the combined staff will work together to provide quality care without remaining competitive among each other, it would best serve the interests of the organization to form a working coalition of employees to guide them in this process. Gathering members of each prior company into a coalition for the purpose of unification is in the best interest of the organization as it is a means to alleviate their competitive nature. It is also in the best interest of the employees as it is a means for them to come together and share their experiences. These members should be employees from each company who have exposed themselves as top performers and respected members of their team. An opportunity to clarify similar goals and recognize potential flaws is provided to the coalition representing both prior organizations. This process will bring the employees of both organizations closer together and support an effective working relationship. The opportunity to educate and respond to the total workforce is availed after the coalition has met and discussed their issues regarding the merger. One of the more productive and effective means of communicating and educating the workforce is through the development of a newsletter. Each time the coalition meets to discuss issues regarding the merger and issues of change that this merger entails, releasing the information in the form of a newsletter ensures this information is accessible to the total workforce. Kandler (2011), furthers the point by stating, â€Å"Although you can’t totally eliminate the uncomfortable feelings of employees have during these times of corporate chaos, there is a tool you can use to help employees cope with the rapid changes: your employee newsletter. By featuring articles that address issues of, â€Å"Is my job safe? If I’m retained, how will my pay and benefits change? † Your employee newsletter can play a crucial role in helping to answer questions and eliminate employee uncertainty† (p. 24). When two organizations merge into one larger company, the shape and systems of the previous company will change. The individuals who work together need to change considerably to achieve new goals and objectives. One company may not share the norms and traditions of the other (Kandler, 2011). Developing a new organizational mission describing the new systems and shape of the organization is conducive to the changed environment. Collectively stating the goals, objectives, and prescribed strategies based on the merger will provide a smooth transition. One of the major changes to this organization is the several inpatient and outpatient services that the organization did not provide previously. Developing effective strategies for how and where these new services are going to operate is a task that needs to be done in a collective manner. Shared information among middle managers regarding prior strengths and weaknesses regarding these services and suggestions for improvement by both management teams will ensure a high standard of patient care and satisfaction. By design, this is a horizontal merger in which two competing companies have merged. According to Mergers and Acquisitions (2009), â€Å"Horizontal mergers are those mergers where the companies manufacturing similar kinds of commodities or running similar types of businesses merge with each other. The principle objective behind this type of merger is to achieve economies of scale in the production procedure through carrying off duplication of installing services and functions, widening the line of products, decrease in working capital, getting rid of competition, minimizing the advertising expenses, enhancing the market capability and to get more dominance on the market† (para. 3). The new organizational structure will reflect an effective independence from the previous structure. It will combine a conventional top-down hierarchial structure that will blend the two existing cultures, maintaining the best features of both. The new system will provide a process for employees to initiate changes regarding the future vision addressing current problems. It is essential to provide a process for each individual program and department, whether it is the inpatient or outpatient medical services, the adolescent gang prevention program, the substance abuse counseling services, or the food and clothing distribution center, to monitor progress in the direction of achieving success in terms of quality, finances, and quality patient care and satisfaction. Educating employees for new roles within the organization is a primary focus, it gives the workers insight into the notion that before individuals can develop new roles within a new organizational structure, one needs to develop the tools and knowledge to do so. Motivating and encouraging employees to discover and seek out new direction, employees will function both individually and as a team. Specific orientation programs will develop the education process. To ensure the educational programs blend effectively within the organization, programs to impart information and knowledge to assume new roles will be implemented. It will require time and patience for the transition to reach completion. Time and a genuine effort by management and the workers to recognize and implement new strategies in place of old practices successful in the past is key for achieved success. Working among new colleagues in an unfamiliar location requires a period of adjustment. References Armour, S. (2007). Who wants to be a middle manager? USA Today, (), 2. Covey, S. R. (2004). The 8th Addiction: From Effectiveness to Greatness. New York, New York: Free Press Davenport, J. , Barrow, S. (2009). Employee Communication During Mergers and Acquisitions. New York, New York: Gower. Kandler, D. (2011). Helping employees cope with corporate downsizing, merger or Acquisition. Project Management Journal, (), 24-25 Mergers and Acquisitions. (2009). QFinance, (), 1. 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