Justification of the Chemistry lesson plan and concept map Essay

Justification of the Chemistry lesson plan and concept map - Essay Example But after going thru the comments I realised that the heading is indeed quite broad and indicative of encompassing a wide range of topics. Though quite relevant one, but for a 60-90 minute class we need to have a more focused topic. Therefore, I changed the topic to, ‘Describe the use of pH scale in comparing the concentrations of acids and alkalis’. In addition, the prepared lesson plan appeared quite comprehensive; therefore I changed the duration of the lesson plan also to 90 minutes from 60 minutes. I do realise the fact that it might become a tiring experience for students to be attentive for a full one and half hours, but the fact that there are some interesting and interactive experiments within the lesson, will help in sustaining the interest of students all this while. In this case also, initially my effort was to demarcate the outcomes in an objective manner. So I included a total of 5 points under the head ‘objectives’ and seven points under the head ‘Key concepts/ ideas’. But the feedback made me realise that, with more points the lesson might give a lengthier look, which may result in putting off the students in the initial stages itself. Therefore in the revised lesson plan I included only three objectives viz. It certainly helps to be objective in order to grab the attention of students and make them feel comfortable. Ridley (2004) came out with the assertion that in order to overcome the differences in expectations existing between them, the teacher and students must have a minimum level of sensitivity and understanding towards each other. This is stated to be of particular importance in the beginning of an academic programme or while teaching a new concept. Therefore, too many points might give them a feeling of an overdose for the day. But it must be taken into consideration while we try to explain the ideas to the students we will

Academic goal Essay Example for Free

Academic goal Essay Review this week’s resources (for example SMART criteria, and the Career Plan Building Activities). Respond to the following in 50 to 100 words each: 1. Describe one academic goal that you have created using the SMART criteria. How do SMART criteria contribute to your academic goals?. The long academic goal I have created using the SMART technique is to pass college. The SMART Criteria break down the goal to make it more understandable and specific to my needs. A more recent goal I want to achieve is getting through my us/101 and my fp/101 classes without any problems. 2. Describe one professional/career goal you have created using the SMART criteria and Career Plan Building Activities results. How did the results of the Career Interest Profiler and Career Plan Building Activity on Competencies contribute to your professional goal development? Using the SMART criteria it helped me develop a goal of getting more information on the job I want to do once I am out of college and have my degree. My goal was to talk to someone who does what I do and get more information on the job I want to do. I sat down with my step dad who does a Tech Support job and talked with him for about 2-3 hours about his job. 3. Describe the stress and time-management strategies you have learned this week that will help you achieve your goals. This week I’ve read about many time-management strategies and the one that stuck out the most was having a planner on you at all times. After reading about this I went ahead and set up a schedule in my phone to follow and boy howdy it has been very convenient, it has helped me tremendously complete all my work on time. 4. Describe how you will balance academic expectations and your personal and professional responsibilities. I will most likely be able to balance all of my academic expectations in college between my person responsibilities very well because I currently am 18 and living with my parents. I don’t really have much to do other than college and hang out with friends. Currently I’m just doing all my college work Monday-Friday then on the weekends just going out and hanging out with friends. 5. How can understanding the importance of SMART criteria and your career interests and competencies help you move towards your career and academic goals? Understanding the SMART criteria and my career interests can help me move towards my goals because I can set up goals that are simplified and more understandable. Understanding my goals specifically will help me achieve them easier. Once I have my goals set up I can work towards completing them in a timely manner.

Importance Of Effective Recruitment Business Essay

Importance Of Effective Recruitment Business Essay Recruitment is the process of attempting to locate and encourage potential applicants to apply for existing or anticipated job openings (Compton et al.2009, p.15). According to Kleyhans et al (2007, p.81) recruitment is the process of looking for and getting new employees. It involves attracting individuals on a regular basis, in enough numbers and with the right qualifications and encouraging them to apply for specific jobs in the organisation. Recruitment is described as the process of bringing a person or persons into the organisation. It starts with the decision to recruit and continues through to the induction and settlement of the new employees (Grimshaw 2009, p.7). Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. 2.2 Importance of effective recruitment Effective recruitment attracts individuals to the organisation and increases the chances of retaining them. It can also improve productivity, reduce labor cots, and help the organization stay competitive (Jackson et al. 2012 p.188). 2.3 Recruitment Process A successful and effective programme to recruit the personnel requires a well defined recruitment policy, proper organisational structure, and procedures for locating sources of human resources, suitable methods and techniques for utilising human resources and even constant assessment and consequent improvements. Normally each organisation has its own recruitment policy. It may change year to year in the light of changing environments and situations. The recruitment of a new team member is a major investment for hotels. Developing and adopting a recruitment process that yields solid returns is critical to the success of every organisation, as wrong hiring is very costly. The most effective recruitment process shares three goals: Accuracy is the ability of your recruitment process to ascertain the interviewees job performance because you do not want to end up with an accountant who does not know accounting, a Trainer who does not know how to speak or a Secretary who does not know how to type. Fairness is the assurance that your recruitment process gives every suitable candidate a fair and equal chance of being selected. A fair selection process is based on valid requirements that are applied throughout the recruitment process and uses the same job-related selection process applicable for all candidates. Commitment is the extent to which the people involved in the recruitment process perceive its worth. Interviewers and interviewees are committed if the recruitment process does not drag, it is beneficial to everybody, the self-esteem of the interviewee is maintained and the image of the organisation is untouched. 2.3.1 Strategic Planning Strategic planning is the first step of the recruitment process which management uses to determine overall goals and objectives for the organisation. This planning will ultimately have an effect on HR planning (Kleynhans et al, 2007, p.68). Decenzo and Robbins (2005, p.21) have stated that human resource managers must engage during the strategic planning process to ensure that appropriate staff are available to meet the requirements set. The aim of this planning effort is to determine what HRM requirements exist for current and future supplies and demands for employees. They also emphasize on an organisation using innovative initiatives as strategic measures to show employees that their contributions to the organisation are valued and in doing so, influence their motivation, job satisfaction leading to increased job performance. 2.3.2 Human Resource Planning Secondly, human resource planning determines whether there will be an excess of workers, a shortage or just enough employees to achieve these organisations goals. 2.3.3 Alternatives to recruitment According to Kleynhans et al (2007, p.68) Organisations search for alternatives to recruitment because of the cost of recruiting. Three such alternatives of recruitment are overtime, employee leasing and temporary employment. Overtime Firms seek to make existing employees work overtime instead of recruiting new hands. Overtime can provide employees with additional income. However overtime results in fatigue, increased accidents and more absenteeism. These developments and the need to pay double the wages add to the cost. Employee Leasing Also known as staff outsourcing, employee leasing involves paying a fee to a leasing company or a consulting firm that handles payroll, employee benefits and routine HR functions for the client company. Leasing is particularly useful to small and medium sized firms which might not be able to maintain regular HR staff. Temporary Employment Today, just-in-time employees can be found staffing all types of jobs in organizations, including professional, technical and executive positions. The benefits of using temporary employees include relatively low labour costs, easy access to experienced labour and flexibility in responding to future changes in the demand for workers. A drawback for hiring temporary help is that these people do not know the culture or work flow of the hotel. This unfamiliarity detracts from their commitment to organisational goals (Kleynhans et al. 2007, p.73). 2.3.4 Recruitment Policies and Procedures Policies and procedures are guidelines which an organisation sets up to make sure that everyone in the organisation deals with recruitment in the same manner. These policies should take into consideration the internal and external factors that affect the recruitment process. 2.3.5 Internal Recruitment Internal recruitment is one of the most popular incentive systems and has an old tradition in the hotel industry, and is also mentioned by Merchant and Van der Stede (2007) as one of the non-monetary rewards. 2.3.5.1 Advantages of internal recruitment The advantages with internal recruitment are that hotels gain a lot of advantages by using their existing employees, given that the latter know their job, understand the organisation and are competent. Molander (1996) states the main advantage of internal recruitment is its ability to create a culture of loyalty and job security among the employees, which could be hard to achieve otherwise. Another advantage is time-consuming and also a way of cutting training costs that an outside employee would need to become familiar with the company. By applying internal recruitment, the employees will have incentives to stay within the organisation in order to climb the carrier ladder. This would add to their incentives for effectiveness and an improvement in productivity. 2.3.5.2Disadvantages of internal recruitment The main disadvantage of internal recruitment is, logically, the limited supply of candidates to choose from. Ahrnborg (1997) states that internal recruitment could be a trouble for sluggish companies, due to lack of new influences, and the fact that they maintain their sluggishness and limit their prospects for development. Another drawback is that the person, who fills the post, is leaving its position and therefore a new vacancy will be created. According to the Lockyer and Scholaris (2004) another feature of recruiting internally is that staff may feel that they should be recruited owing of their experience although they are not qualified enough. 2.3.6 External Recruitment If the list of possible internal candidates is assessed and no one is found to be suitable, the company should then advertise externally. This is also advisable if the company decides that fresh blood is required from outside. In reality, employees should be fully aware of corporate recruitment policy as it relates to sourcing of employees (Compton et al. 2009, p. 50). 2.3.6.1 Advantages of external recruitment The biggest advantage of external recruitment is that the company has no limited supply of candidates and can choose employees worldwide. 2.3.6.2 Disadvantages of external recruitment According to Duggan and Croy (2004), a problem with external recruitment is that it can be hard to put words on what specific skills the company needs, and in this way cause problems because the consultants misunderstand and hire a person who does not fit for the task. Another disadvantage with external recruitment is that it could diminish the efforts of existing employees, due to lack of the possibility of promotion. 2.4 Job Analysis Job analysis is the process by which job descriptions and person specifications are produced. Armstrong (1999, p.190) defines job analysis as the process of collecting, analysing and setting out information about the contents of jobs in order to provide the basis for a job description and data for recruitment, training, job evaluation and performance management. Marchington and Wilkinson (2005) propose that undertaking a job analysis may not be necessary for every time a vacancy arises, especially in organizations that have high levels of labour turnover. Though, they do recognise that job analysis does allow for an examination of whether existing job descriptions and person specifications are appropriate for future needs. 2.4.1 The purpose of Job Analysis The purpose of job analysis is to provide the information necessary for writing job descriptions. Job analysis information can even be used in the job evaluation process, which is the process for assigning value to a job for the purpose of setting compensation. The types of information gathered during job analysis will be specific to each organisation. Nevertheless typical kinds of information which are grouped are: Summary of duties Details of most common duties Supervisory responsibilities Educational requirements Special qualification Experience Equipment/tools used Frequency of supervision Information about jobs can be gathered using qualitative or narrative techniques such as interviews, questionnaires, observations and activity logs. 2.4.2 Process of Job Analysis 2.5 Recruitment Methods In deciding what methods to be used to attract applicants, Armstrong (1996) refers to the three criteria of cost, speed and the likelihood of providing good candidates. Several empirical studies have identified recruitment methods as being either formal or informal. Examples of formal recruitment methods are newspaper advertisements, job centres and other employment agencies whereas word of mouth methods such as referrals by existing employees are examples of informal recruitment methods (Carroll et al. 1999, Taylor. 1994). Any hotel would want to attract the best suited candidate and therefore has to decide on the best way to attract them. Here are the most frequently channels used by organisations: Internal advertisement Advertising is the most obvious methods of attracting recruits, but it may not always be necessary, as other sources of recruits, are available. Internal advertisement on the companys Intranet system is being widely used, especially within large organisation, to promote from within. Newspapers Drafting an appealing recruitment advertisement always give good return. Trade/business and specialised magazines Putting a recruitment advertisement in specialised magazines is far more focused and is more likely to target the right audience. Recruitment agencies Recruitment agencies have a large databank of candidates and provide hotels with a selection of screened profiles. Some recruitment agencies can also conceive an attractive recruitment advertisement and have it inserted in selected media for their clients. The Internet Some candidates place their CVs on the Internet and are agreeable to be deployed overseas under contract. The hotels databank Candidates often send their CVs to hotels for no specific vacancies. It is advisable to keep them for later use. The hotels Web Site Organisation has a web site often have a link to vacancies that are presently available. This is more and more widely used and attracts interesting candidates. Acquaintances/words of mouth You might have heard from an acquaintance or through words of mouth that such suitable candidate is presently looking for a career change. Do not hesitate to contact the person, whether formally or informally. 2.6 Definition of Selection Byars and Rue (1997, p.172) defined selection as the process of choosing from among available applicants, the individuals who are most likely to successfully perform a job. It is the process of gathering all necessary information about applicants and using that information to decide which applicants to employ. Selection is the process of collecting and evaluating information about an individual so as to extend an offer of employment. Such employment could be either a first position for a new employee or a different position for a current employee (Gatewood et al. 2010, p.3). Selection is one of the most important functions of HRM as wrong selection of employees hampers organizational performance enormously. Selection process differs from organisations to organisations. Decenzo and Robbins (1999, p.169) states an ideal selection process comprises some steps such as filing up application forms, initial screening, preliminary interview, employment tests, written tests, written examination, comprehensive interview, background examination/ reference check, medical examinations, and job offer. 2.12 Selection Process The selection process is developed to find out the final choice, including an interview and how it will be carried out, the methods which will be used to evaluate the candidates, tests that may be used and reference and credential checks. Some hotels may give importance to various tests, while others may emphasize interviews and reference checks. Emphasis may be given to both tests and interviews and the HR unit of the hotel has different selection committees for applicants to fill both the lower level and higher level positions. Step 1.Preliminary Interview The selection process begins with the preliminary interview. This takes place after the company has used the different recruitment sources and methods to recruit candidates. The preliminary interview is a short interview whereby applicants are asked straightforward questions about their qualifications, experience and salary. It can be conducted face to face, but when there is large number of applicants for one job opening, the interview usually takes place over the phone to save time. Step 2.Reviewing the application blank or resume The second step in the selection process is filling out the application blank or giving in your resume. The application blank is normally a standardised form given out by the company in which the applicant must complete with the required information. It is usually filled when the candidate goes for an interview. A resume, also known as a curriculum vitae or CV, is put together by the candidate before the interview and sent to the organisation either by hand, fax or e-mail. According to Luszcz and Kleiner (2000, p.20) the resume should first be reviewed for its overall appearance. Secondly, it should be assessed for the applicants education, training and experience. A good resume should give an organised format which will facilitate in finding the information the reviewer considers important. Thirdly the accomplishments of the applicant must be reviewed cautiously. The reviewer should look for remarkable accomplishments which have precise and verifiable measurements. Finally the application should be reviewed for education, experience and the ability of the applicant to answer questions clearly (Luszcz and Kleiner (2000, p.20). Step 3.Selection Tests The decision to test is dependent on the philosophy of the organisation. Extreme care should be taken with regard to the legal implications which may occur if the testing can be interpreted as unnecessary, discriminatory, or not directly related to the skills or physical constraints of the job. Testing should always be done fairly and consistently. However, it could be costly. The main types of selection test are intelligence, personality, ability, aptitude and attainment tests. Intelligence Tests Cushway (2012, p.22) defines intelligence tests as being the oldest form of psychometric test, having been designed in 1905. Nowadays these tests are rarely used for selection purposes. The main disadvantage is that this type of test is attempting to measure something which is very difficult and about which there is much disagreement. It is possible that intelligence tests only measure an ability to do intelligence tests. They have limited application in selection context. Aptitude and attainment tests Aptitude tests are job-specific tests that are designed to forecast the potential a person has to carry out tasks within a job. They can cover such areas as clerical aptitude, mechanical aptitude, numerical aptitude, and dexterity. Aptitude tests should be well validated. The standard procedure is to determine the aptitudes required through job and skills analysis and thus a standard test is obtained from a test agency. Otherwise a special test is developed by or for the organisation. Hence, the test is given to staff already working on the job and results compared with a criterion, usually managers or team leaders ratings. The test is given to candidates if the relationship between test and criterion is sufficiently high. In order to validate the test further, a follow-up study of the job performance of applicants selected by the test is normally performed. The method may be long but without it no real confidence may be attached to the results of any aptitude tests. Attainment tests Attainment tests assess abilities or skills that have already been gained by training or experience. An example is a typing test. It is easy to find out how many words a minute a typist can type and compare that with the standard required for the job (Armstrong 2006, p.466). Personality tests Personality tests attempt to evaluate the candidates personality so as to make predictions about their likely behavior in a role. These tests can provide interesting additional information about candidates which is free from biased reactions that frequently occur in face-to-face interviews. These tests should be utilized carefully. Personality tests can be in different forms, testing, for example, individual traits or characteristics, interests, or values. Others may concentrate on specific workplace behavior. There are debates arousing on the validity of personality tests and variable results were given in some studies, nevertheless they are usually found to be more valid than the standard interview, especially when mixed with other techniques (Cushway 2012, p.22). Psychological tests Characteristics of a good test 5 types of validity Predictive validity Concurrent validity Content validity Face validity Measuring validity A criterion-related approach is used to assess validity. It means selecting criteria against which the validity of the test can be measured. These criteria must reflect true performance at work as accurately as possible. 2.4Types of Interviews One to one interviews This type of interview is maybe the most commonly used method whereby the interviewer questions each candidate about his or her background and experience. The CV or application form creates the basis of the discussion that can flow freely in the direction the parties wish to go. It allows topics and issues to be explored in depth and the interviewer to probe any particular areas of interest or concern (Dale 1995, p.167). However, the potential drawbacks of this interview are that it can be difficult for an interviewer to probe in depth and remember fully what was said. Note-taking, observing and questioning at the same time is not easy. It is also difficult for one interviewer to ensure consistency of treatment between candidates. In addition the process is open to all biases which have been mentioned. Panel Interviews Panel interviews are widely, and tended to be a trusted method of selecting candidates. Panel interviewsà ¢Ã¢â€š ¬Ã‚ ¦ Structured Interviews The structured approach means that every question has an aim and is designed to bring out information required to assist the selection decision. The questions should aim to explore the requirements which are contained in the specification, explore the issues in the individuals application, and amplify any points that remain unclear. (Dale 1995, p.169) It is important that every candidate is asked questions about the same fields in exactly the same way. This ensures that required information is gathered and candidates are treated consistently and fairly. Competency-based interviews Situational interviews Informal interviews Step 5.Reference and Credential Checks Questions should be prepared in advance and used consistently for every reference and candidate, since comparability is important. The list would include questions such as dates of employment, positions held, and attendance. Then the interviewer can lead the reference if there is a desire to gain additional information, by asking the same question using different wording. Verification of education and college attendance is even important. Luszcz and Kleiner (2000, p.24) have stated that once the reference and credential checks are made, it is essential to compare them as reference checks are made in the final stages of selection and they can aid to confirm conclusions which have already been drawn. Step6.Selection Decision Stone (1998) identifies two ways to approach the selection decision; the compensatory and the successive hurdles approach. The compensatory approach is when all of the selection information is considered together, favourable or unfavourable, to gain an overall impression. This is a time-consuming and expensive approach. The successive hurdles approach is better if there are minimum criteria that the applicants should meet. By making selection decisions throughout the process the final decision is less complicated. According to Stone (1998), this approach is very economical if there are many applicants as the best candidate can be identified early. The final step of the selection process is when a decision has to be made between the final few applicants. The purpose of the selection process is to provide information and to enable and justify this decision. Notification Every candidate should be notified of the decision, regardless of the final outcome after the decision has been made. For those who were not selected, a simple rejection letter can be sent or a telephone call can be made, thanking the applicant for their time and tactfully stating that they were not selected. Making the offer After making the decision, the offer should be made as soon as possible, either by telephone or in person depending on the conditions and the philosophy of the organisation. Exceptional candidates do not last long in the job market (Luszcz and Kleiner 2000, p.25). Step 7.Physical Examination Step 8.Appoint the applicant

Effects Of Video Gaming :: essays research papers

My heart hammered in my chest as I raced out of the doorway just ahead of another explosion. Fragments from the blast sent pinpricks of searing pain shooting through my nervous system and gave me a new spurt of energy. Screaming like a madman, I sped across the courtyard and then scrambled over a low wall, falling into what I hoped was some sort of temporary refuge. The constant string of explosions abated, so I attempted to collect myself and take stock of my situation. My injuries weren't all that serious, so I hastily popped a pain pill into my parched mouth and washed it with a refreshing swig of water from my flask. Noting an angle in the wall to my left, I scurried around a small shrub towards the safety of two solid walls at my back and the protective screen of the bush. And I found my salvation there, nestled in the shadows of a recess at the bottom of the wall. Like a jackal to carrion I pounced and scooped my prize up, then crouched in my obscure hiding spot. I tensely scanned through the leaves of the bush in front of me, alert for any hint of movement. My search was almost instantly rewarded, as my pursuer, howling like a banshee, burst through a pair of large wooden gates about twenty yards in front of me. I popped up out of my hiding spot, centered the crosshairs of my newly acquired rocket launcher, and squeezed off a shot just as he turned in my direction. I was close enough to see the look of bloodlust on his face turn to mortal fear in his microsecond recognition of this sudden turn of the tables. The rocket caught him square in the chest, exploded with a satisfying boom, and scattered shards of flesh and gore in all directions. I was safe at last... Right now you might be thinking that I am a covert agent for the CIA, or a bodyguard for a central American drug lord, but with either of those assumptions you would be far off of the correct track. I'm merely a member of the already large and still rapidly growing number of people who regularly play computer video games. Our group is often criticized because of the violent nature and graphic content of many of the games which are currently popular, however I feel that these criticisms are largely unwarranted.

Effect of video games on children Essay

Technology had evolved very fast from generation to generation. Young and adults are both into what we call video games and techie gadgets. Nowadays, we can normally see computers, gaming consoles and etc. at home and in schools. Video games are entertaining and effective motivation for children. They engage them to skillful play depending on the game design. There have even been studies with adults showing that experience with video games is related to better surgical skills. Research also suggests that people can learn iconic, spatial, and visual attention skills from video games. Although this fad benefits to all but on the other hand, it also give negative effects especially to those children who are getting addicted to it. Studies show that children’s video game habits are contributing to the risk factors for health, behavior and poor academic performance. It was also reported that girls and boys play for an average of about 5-13 hrs/ week. Some children spend more hours that what is reported. There were negative effects of video games on children’s physical health, including obesity, video-induced seizures. and postural, muscular and skeletal disorders, such as nerve compression, and carpal tunnel syndrome that were documented by the research. However, these effects are not likely to occur for most children. Parents should be most concerned about two things: the amount of time that children play, and the content of the games that they play. The amount of time that the children play lessens the amount of time and focus allotted for his academics. The content of the games that he/she plays leads to increased physiological arousal, increased aggressive thoughts, increased aggressive feelings, increased aggressive behaviors, and decreased pro-social helping. Children must not spend more than one to two hours per day in front of all electronic screens, including TV, DVDs, videos, video games, and computers (The American Academy of Pediatrics, 2004). Regarding content, educational games are likely to have positive effects and violent games are likely to have negative effects. We must limit them from violent games and introduce to them educational games, consoles and etc. The conclusion that Gentile (2004) drew from the accumulated research is that the question of whether video games are â€Å"good† or â€Å"bad† for children is oversimplified. Playing a violent game for hours every day could decrease school performance, increase aggressive behaviors, and improve visual attention skills. Instead, parents should recognize that video games can have powerful effects on children, and should therefore set limits on the amount and content of games their children play. In this way, we can realize the potential benefits while minimizing the potential harms. Source: http://findarticles. com/p/articles/mi_m0816/is_6_21/ai_n9772319/ Article by: Dr. Douglas Gentile is a developmental psychologist, and is assistant professor of psychology at Iowa State University and the director of research for the National Institute on Media and the Family where he conducts research with children and adults. COPYRIGHT 2004 Pediatrics for Parents, Inc. COPYRIGHT 2005 Gale Group.

Central Valley Forest Fires Essay

The cities of California’s Great Central Valley Sacramento, Stockton, Modesto, Fresno and Bakersfield, which are together called the heart of Ca1ifornia, have repeatedly entered American popular culture and folklore. The cities have their own fire departments and in times of need firefighters and equipment might be taken on supplementary purpose. There have been quite a few incidents of forest fire in these cities and there always is a debate on how crisis management could improve and minimize the impact of these incidents on the environment and human health. This paper explores threats posed by the forest fires in California and its surrounded lower central valley between Bakersfield and Modesto. The paper first describes the nature and impact of forest fires and then follows to damaged forest fires and what it does to the environment. Finally a global and national environmental picture is presented relating to the subject. A forest fire is a powerful force of nature. It can kill people, animals, and trees. It can destroy homes and buildings. But it also is part of a forest’s natural life cycle. Forest fires clean out forest lands by burning dead leaves, plants, and trees (Simon 34-40). The dead and dried timber is undoubtedly one of the reasons why wildfires in the United States have been so devastating in recent years. According to the National Climatic Data Center, dryer than average conditions over most of the country have contributed to burns in excess of 9.5 million acres in 2006 and over 8.5 million in 2005 (Wagtendonk 3-17). These figures broke the old record of 7.4 million acres in 2000, and almost doubled that of the 4.5 million acres burned in 1960. The extended drought, forest die-offs from insect Infestation and human encroachment have all contributed to the increase in wildfires. But the primary cause of forest fires can be attributed to climate change. It has been the shift in ocean currents and weather patterns that has brought about the extended drought conditions. Added to this are the warmer conditions and heat waves triggered by the increase in global temperature. This has led to a drying of the foliage and a prolific increase in insect infestation. As we have seen, these parasitic tree killing insects such as the Bark Beetle and Pine Beetle have moved to higher altitudes and more northerly climates due to warmer temperatures (ReVelle & ReVelle 321-366). All these conditions have placed great stress on the forests of North America, making them ripe for forests fires. Battling wildfires is a challenging task because wild-land firefighters have to contain the rambling fires while they withstand intense heat, poor vision and dangers of the wilds. Thousands of full-time firefighters and volunteers, planes, helicopters and fleet of engines are employed by firefighting agencies along with different technologies such as shovels and infrared imaging, to control wildfires. There are specially trained firefighters such as smokejumpers, who are employed by firefighting agencies to extinguish fires by parachuting in unreachable areas during the early stages of fire. â€Å"Helitack† crews are also hired by firefighting agencies to attack fires when landing is not an option. Thus the Helitack crew lowers firefighting equipment in such areas and then firefighters are able to reach the surface. Sometimes, water or retardant which can be up to 3,000 gallons is dropped by airplanes and infrared aircraft at a time, in a long string for creating a line. The pilot is allowed to see where he can land with the help of a pink dye. Sometimes, shovels and other tools are also used by firefighters to build firelines which refer to a 3-5 feet path created by firefighters by clearing away leaves and branches. Wildfires can spread to several acres of land. How bad a fire can be is determined by topography, weather and fuel supply. When a fire breaks out, it can stretch across acres of land and its own weather patterns can be created. The fire first spreads into the crown of the tree and when it gets more oxygen from below like a chimney, it is nourished and gets worse. Dry fuel away from the fire can also be ignited by the floating embers, thus it is essential to control the fire as soon as it breaks out (McNamara). Fiscal stress came to California from three distinct sources: natural events, other events beyond the state’s control, and events that were induced by California citizens, and out of those three sources fires have been among the most costly. Three types of natural catastrophes have contributed to the fiscal stress. The drought of 1987-1992 (and which apparently has recurred in 1994) has cost California farmers about $3—$4 billion; the Loma Prieta quake of 1989 resulted in about $10 billion in direct and indirect losses, with net losses after federal aid being about $6 to $7 billion; and property losses from the 11 Oakland fire and the 1993 Southern California fires were about $4.7 billion.’ There are three exogenous events that are consistently mentioned in any discussion of the stresses on the state’s economy: the recession that began in 1990; the cut in defense expenditures, including the closing of many military bases; and the immigration of undocumente d aliens. In October of 2007 wildfires broke out in Southern California (Carle 71-79). From Malibu to the Mexican border, over 16 separate fires raged while being whipped by the Santa Anna winds. Thousands of acres were scorched, over 2000 homes destroyed and nearly one million people were evacuated. This was the largest evacuation in American history, exceeding even that caused by Hurricane Katrina. Over ninety aircraft and 6,000 firefighters were involved in suppressing the fires. The total cost of lighting the fires, including the damage inflicted, is estimated to exceed 1 billion dollars. Due to the forest fires budget cuts in 2012, lost fire fighters have added more to the difficulties faced by the firefighting department. For instance, when a wildfire broke out in June, 2011 north of Highway 180 in Fresno County, firefighters had difficulty controlling the fire. The fire broke out through thick grass and burned down oak trees in the area. It was a regular event for firefighters, who attacked the fire from two sides. Nearly 300-foot hose extensions were carried by them as they tried to circle the fire before it spread further. However, due to the firefighter budget cuts, there were only three fighters per engine instead of four firefighters who normally worked during the wildfire season. Since there were only three firefighters per engine, it took long to get water around the fire. Due to the above mentioned cuts firefighters are concerned about their first-strike capabilities to attack severe wildfire because they think that their work has been affected due to staffing cuts. According to a Cal Fire Capt, it became difficult to control the fire with a three-man crew due to the fatigue factor. Fire, which the captain hoped to keep to less than 10 acres, had stretched across 133 acres because of the shortage of the crew which cost $300,000 to extinguish. In 2011, the budget cut saved $34 million because 750 seasonal firefighters in California were laid off. It implies that there will be three firefighters per engine instead of four for handling thousands of feet of hose lines and for sharing the hard work to control wildfires. This has severely affected the extinguishing capabilities of firefighters because they require more time and energy to control the blazing fire (Hecht). The staggering one billion dollars attributed to the 2007 California wildfires is just the beginning. When all the fires and climate change related disasters are added to this figure. The amount assumes unimaginable proportions. The National Climatic Data Center records seventeen separate weather related events occurring in the United States from 1998 to 2002, which cost over 1 billion dollars each. These events include droughts, floods, fire seasons, tropical storms, hailstorms, tornadoes, heat waves, ice storms, and hurricanes (Carle 44-60). The consequences of forest fires are the atmospheric emissions of various environmentally significant gases and solid particulates that contribute to local, regional and global phenomena in the biosphere. Pollutants emitted include atmospheric particulate matter (I1) and gaseous compounds. Such as carbon dioxide (C02), carbon monoxide (CO), methane (CH4), nonmethane hydrocarbons (NMHC), nitrogen oxides, (NO) and nitrous oxide (N20). Smoke pollution due to forest fire events can represent an important public health issue to the community, particularly for personnel involved in firefighting operations. In addition, high levels of trospospheric ozone can occur at great distances from emission sources (Simon 85-90). The environmental effects of these emissions are related to the transport and deposition processes involved (Johnson & Miyanishi 25-39). The protection of homes and communities from the threat of forest fire depends on the proper treatment of wildland-urban interface, the area directly adjacent to homes and communities. However, current efforts to protect communities from the threat of forest fire are protecting homes and communities from forest fires. Projects that reduced forest fuels are often implemented far away from communities, in areas where treatment will do the least good. Considering the current risks and the limited resources available for the implementation of fuels reduction projects, individual projects and strategic plans need to utilize the best available science to develop the most effective and efficient methods for protecting the homes and communities (Johnson & Miyanishi 25-39). At the same time, focused fuels reduction in the wildland-urban interface is necessary to avoid damaging adjacent forest ecosystems and wildlife habitat with poorly planned and ineffective logging projects. Wildfires can be prevented by not parking the vehicles on dry grass, never taking out burning sticks out of a fire, never using lanterns, stoves and heaters in a tent, by storing flammable liquid containers in a safe area and knowing the area’s outdoor burning laws because to burn trash is a punishable crime. It is essential to contact a Ranger as soon as possible when the first sign of a wildfire is seen. The area should be left immediately by recognized roads or trails but if the escape route is blocked, it is important to go to the nearest stream or lake (McNamara). Wildfires which consume Southern California are extremely dangerous because they have affected a large number of houses; they started abruptly and stretched across acres of land rapidly. According to scientists, the severity of wildfires is associated with the changing climate and it is believed that wildfires will become more common because of global warming (â€Å"California Wildfires and Global Warming†). The USA seems to have reached a tipping point: the majority of citizens now accept the reality of global warming. National discussions have steadily shifted from whether climate change exists to what America should do about it. To be sure government and industry are dragging their feet, hard. They argue that global warming is a natural (not human-caused) cycle; that it won’t be that bad; that there’s nothing we can do about it; or that, most especially making drastic changes to quickly combat global warming is too costly to the nation’s economichealth to consider. According to a 2011 study, greenhouse gas is boosted by wildfires thus, global warming is accelerated. The study found that the release of nitrous oxide from soil is boosted because of wildfires, change in the climate and nitrogen deposits which accelerates global warming (â€Å"Wildfires boost greenhouse gas to accelerate global warming, study finds†) Concern for air pollution has led to a society-wide discussion about greenhouse gases touching every aspect of modern life: from building design and light bulbs to auto emissions and planting trees. While states wrestle with the federal government over how much and how quickly to raise auto fuel economy standards (currently averaging 21 mpg), car-loving consumers are starting to vote with their pocketbooks (Johnson & Miyanishi 98-109). In addition to this, Water issues are particularly acute in the West: the region’s underground aquifer is being drained at a phenomenal rate, and increasing water salinity is playing havoc with farming. Also, the West has witnessed a surge in new oil and gas drilling, in part because of government- approved industry exemptions in 2005 to the Clean Water Act. An unlikely coalition of ranchers, hunters and conservationists is lighting this all-too- common sacrifice of health for cheap energy (IJWF 116-26). Wildfires are very dangerous because they destroy land and harm the environment. Fire ravages dry vegetation, burning everything in its way. Under prolonged dry conditions with even moderate winds fire can spread across a wide area very quickly, stretching the emergency services and testing their ability to contain and manage the spread and to minimize risk and damage to people and property. Natural fires have traditionally caused extensive damage to grassland, woodland and forest. Wild fires can stir a primeval fear and fascination in most of us. Many have long been concerned about the loss of valuable timber to fire and about the effects of fire on soils, watersheds, water quality, and wildlife (Simon 96-121). Fierce battles over the environment have been a fixture of the American political landscape for over a century, and for business, this last argument has been a winner, whether the issue is pollution, dwindling resources or endangered species. This effectiveness rests, in part, on the dependable reluctance of us citizens to make sacrifices in their consumptive lifestyles. Typically, Americans support regulations and alter their habits only when environmental problems become undeniable, quantifiable and urgent. With global warming, that moment seems to have arrived. The U.S. citizens and the government are well aware of the environmental concerns and have from time to time addressed these issues. The environment protection agency (EPA) has been the forefront player in this regard and has formulated strategies and policies to control forest fire hazards. California is home to a great variety of wildlife habit and environmental protection can help save many of the endangered species in the lower central valley. Works Cited â€Å"California Wildfires and Global Warming.† Global Warming – California Wildfires Influenced by Global Warming – The Daily Green. October 23, 2007. Web. May 13, 2012. Carle, David. Introduction to Fire in California: Berkeley, University of California Press, 2008. Print. Hecht, Peter. â€Å"Budget cuts mean fewer firefighters to fight California wildfires.† Budget cuts mean fewer firefighter to fight California wildfires — Society’s Child — Sott_net. Aug 1, 2011. Web. April 29, 2012. Johnson A. Edward, and Kiyoko Miyanishi. Forest fires: Behavior and Ecological Effects. San Diego: Academic Press, 2001. Print. Keeley, Jon E. â€Å"Fire intensity, fire severity and burn severity: a brief review and suggested usage.† International Journal of Wildland Fire (2009): 116–126. Web. 25 Apr. 2012. McNamara, Melissa. â€Å"Wildfire Safety Tips.† Wildfire Safety Tips – CBS News. February 11, 2009. Web. April 29, 2012. ReVelle, Penelope, and Charles ReVelle. The Global Environment: Securing a Sustainable Future. Massachusetts: Jones and Bartlett, 1992. Print. Seymour, Simon. Wildfires. New York: Harper Collins, 2008. Print. Sugihara G. Neil, Fire in California’s Ecosystems, Berkeley: University of California Press, 2006. Print. Wagtendonk Van, and Jan Wagtendonk. â€Å"The History and Evolution of Wildland Fire Use.† Journal of Fire Ecology 3.2 (2007): 3–17. Web. 12 Apr. 2012. â€Å"Wildfires boost greenhouse gas to accelerate global warming, study finds.† Wildfires boost greenhouse gas to accelerate global warming, study finds. June 8, 2011. Web. May 13, 2012.