Past-Tense Regular Verb Pronunciation Guide

A language thats always changing and adding new words, English is a challenging one to learn, as it is full of quirks and exceptions. The construction of regular past-tense verbs, at least, is pretty straightforward. It is generally done by adding -d or -ed to the verb, and it doesnt change form based on the subject of the verb: I asked, he agreed, you accepted—the verbs in these instances all look alike, ending in -ed. What does differ between them, though, is the  pronunciation of the ending. For some verbs, its a voiceless sound like T, as in asked; in some, its a voiced sound of D, as in agreed; and in some, its pronounced like ID, as in accepted. The lists that follow are three groupings of regular past-tense verbs, based on their pronunciation of the ending.   Note:  When you are looking at sentences to find the verbs to change to past tense, be certain you have found the verbs.  Theyre the action words. Group A:  Voiceless Last Sound of the Infinitive If the infinitive of the verb has a voiceless sound at the end of it, such as p, k, s, ch, sh, f, x, or h, you pronounce the ed ending as a T. (Note the pronunciation in parentheses. Its the sound that determines the group that a word belongs to, not always the written letter. For example, even though dance ends with a -ce, its sound is that of an s, so its in this voiceless group.) Example: Ask, asked ask(T) -ed as â€Å"T† askedbakedbrushedcookedcrackedcrasheddanced (da:ns) tdresseddroppedescapedfinishedfixedguessedhelpedhikedhopedjokedjumpedkissedknockedlaughed (là ¦f) tlockedlookedmissedmixedpackedpassedpickedpressedpronouncedpushedrelaxedshoppedslippedsmokedstoppedtalkedtypedwalkedwashedwatchedworked Group B:  Voiced Last Sound of the Infinitive If the last sound in the  verb is a voiced one, such as in l, v, n, m, r, b, v, g, w, y, z, and vowel sounds, or diphthongs, then pronounce the -ed ending as D. (Note the pronunciation in parentheses. The sound determines the group that a word belongs to, not always the written letter. For example, even though advise ends with an -se, its sound is that of the voiced z sound, keeping that word in this voiced sound group.) Example:  Allow, allowed allow(D) -ed as â€Å"D† advised (ad’vaiz) dagreedallowedansweredappearedarrivedbelievedbelongedburnedcalledcarriedchangedcleanedclosedcoveredcrieddamageddescribeddieddriedearnedencouragedenjoyedenteredexplainedexploredfilledfollowedhappenedimaginedinterviewedjailedkilledlistenedlivedlovedmeasuredmovedopenedplannedplayedperformedpulledrainedrealizedrememberedrepairedsavedsharedshavedshowedsignedslammedstayedsnowedstudiedtraveledtriedturnedusedwelcomedwhisperedworriedyawned Group C:  T or D as the Last Sound of the Infinitive If the last sound in the infinitive verb is a t or d, pronounce the -ed ending as â€Å"ID.† Example:  Need, needed need(id) -ed as â€Å"ID† acceptedaffordedarrestedattendedcollectedcontactedcounteddecideddefendeddemandeddividedendedexpandedexpectedexportedfloodedgraduatedhatedhuntedincludedinventedinvitedlandedneededpaintedplantedpresentedpretendedprintedprotectedprovidedrentedrepeatedreportedrespectedrestedscoldedshoutedskatedstartedtreatedvisitedwaitedwantedwasted The past simple form is often confused with the present perfect. Review  present perfect versus past simple to  help you test your understanding of when to use the present perfect or past simple tense.

Morality in Eating Meat - 1046 Words

When asked the question, â€Å"Is it right to eat beef?† many Americans and people across the world expect the Hindus because of religious reasons say yea. For some people eating beef is not morally right, either because they believe the animal has the right to live just as much as we (humans) do or simply because they feel they can obtain nutrients and nourishment an alternate way. For cattleman, chicken farm producers, slaughterhouses, and etc. whose livelihood depends on the producing livestock for the American people are advocates for the consumption of meat. Some classify these people as animal killers because they grow their livestock from start to finishing weight. But for the non-ranches it’s hard to understand that these people like their livestock, but it’s more of an admiration more of what they can produce to help the being of others in a utilitarianism way. When I mention the people who see their deeds as away utilitarianism, I’m saying these people see it as an ethical principle according to which an action is right if it tends to get the most out of happiness, not only that of the reason but also of each person and thing associated with it. Producers are believed to have a honorable and principled responsibility to raise and nurture their animals in a respectful humane way. People who see feasting on animals may have had a bad experience with the way the meat was prepared for them. For example, they may have had their meat prepared raw or uncooked. The thoughtShow MoreRelatedThe Meat Paradox830 Words   |  4 Pagespeople have been consuming meat from a variety of animals for centuries. However, the act of consuming animals has become a controversial debate among people today. Most people who consume meat care for the well-being of animals as well, leading to the psychological term, the â€Å"meat paradox†. 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Case Study on Mutual Fund Free Essays

Case study Mutual Fund Data Solution for a Bank Branch Network The Client Headquartered in Toronto, Canada, with 74,000 employees in offices around the world, our client offers a full range of financial products and services to approximately 17 million customers worldwide, managing $435 billion in assets. The bank also ranks among the world’s leading on-line financial services firms, with more than 4. 5 million on-line customers. We will write a custom essay sample on Case Study on Mutual Fund or any similar topic only for you Order Now The bank approached VAULT when it needed a new mutual fund data solution in its vast network of branches across the country. The Challenge The bank’s customer service representatives, who promoted utual fund products to their customers, traditionally relied on research and reports from many different sources, but were frustrated with the inconsistency of information they were getting and with the length of time it took to produce reports for their customers. Of course, the bank’s customers weren’t that happy either. As a company with web-based technical expertise that provides service to the financial-services industry, VAULT was asked to draw upon its understanding of investors’ needs, as well as its deep base of technical experience, to produce a more efficient form of customer communications for the bank. Much of the project would involve developing and implementing a plan to utilize the bank’s existing Morningstar data feeds, in a centralized web application. This application would have to adhere to the strict technical guidelines of the bank’s branch intranet environment, a variety of different printers in each branch (which had to be tested to ensure document output was consistent and properly formatted for customers), as well as an outdated, yet custom version of the Netscape browser. The Solution VAULT recommended developing a custom solution that would provide the necessary screens and functionality for the bank’s retail branches. To ensure that system and performance requirements were met, VAULT followed a strict approach to quality assurance that was incorporated into its project plan. It also recommended creating static images for graphing components and scheduling graphs for re-creation overnight; this ensured that the graphs were up to date each workday and minimized the processing time to load and print pages. In addition, VAULT recommended that an administrative site be developed to assist with the on-going operation of the bank’s mutual fund site. The administrative site provided managers ith the business intelligence tools to generate custom reports and highlight key aspects of web-site usage. The administrative site would also increase the bank’s self-sufficiency, help ensure reliability of the application, allow operators to regularly monitor scheduled data feeds and scheduled graphing production. Early in the development process, VAULT created a working prototype of the solution to te st with end users and to gain a better understanding of the screen/data requirements. This was a valuable exercise since it highlighted areas of concern around usability, page size, load times, data and graphing requirements. The Benefits The bank’s financial advisors, planners and branch representatives were delighted with the quality of the mutual fund information now available through the bank’s intranet site, as well as the fast load and print times. This meant they could service their customers more effectively. Of course, VAULT also paid careful attention to the design of customer reports, balancing the need to provide clear mutual fund information to customers, with the regulatory disclaimers necessary with each printed report. When the project was completed, the bank’s customer service representatives realized immediate results. They were better able to access most of the mutual fund information online, rather than refer to a multitude of hard-copy and online reference materials. In short, the new tool developed by VAULT not only helped streamline the sales process, but also allowed for more professional delivery of information since the bank’s customer service representatives now had a single online source of mutual fund information. And that meant satisfied customers for the bank. Technologies Used Language: Microsoft Internet Information Service (ASP), ChartFX charting software Database: SQL Server 2000 Web server: Microsoft IIS 5 Operating System: Windows 2000 Launch your business forward. For more information, please contact Anthony Boright, President of VAULT Solutions Inc. at aboright@vaultsolutions. com or call 416-361-9944. How to cite Case Study on Mutual Fund, Free Case study samples

Leadership Styles and Organizational Performance †Free Samples

Question: Discuss about the Leadership Styles and Organizational Performance. Answer: Introduction: Leadership is a vital function within an organization or business, and is commonly associated with the establishment of a clear vision, and communicating the vision with others and resolving conflicts between individuals in the organization, who are involved in the implementation and completion of the objectives and vision of the organization or business. Leadership is an attribute which allows an individual to lead or guide others (individuals, teams or the organization). Leadership can also be understood as the capacity of the management of any business or organization to set and reach difficult objectives, take quick decisions and decisive actions, and outperform competitors, as well as give inspiration to others to give their best performance and efforts (Northouse, 2018; Antonakis Day, 2017). The purpose of the assignment is to understand the importance of Leadership in organizational sustenance, performance and development. The study is aimed for managers and leaders in an organization. The information was found from secondary analysis of research data, and the leadership strategy studied in this context is Transformational Leadership. Any organization strives for survival and the sustenance of its existence through improvements in its performance. Moreover, to address the requirements of a competitive market, organizations should be able to improve their performances (Arslan Staub, 2013). Leadership is essentially vital to achieve the optimum productivity of the organizations. Also, success of an organization depends on the organizational performance, job satisfaction of the employees and the effective commitment shown by the employees. Studies suggest that leaders can help to motivate and assist the employees and staff and foster a competitive environment in the organization, and also promote benchmarks of quality in the professional growth of the staff (Miner, 2015). These can several positive effects on the organization. This concept of leadership concept was explained by James MacGregor Burns in 1978 (Burns, 1978). Such type of leadership is characterized by optimism, trust and positivity among the leaders, who can pr9vide emotional encouragement to their teams and ensure support innovations for them. Transformational leadership focuses on mutually beneficial objectives, motivation and emotional connectivity apart from the shared vision and values. This type of leadership can help an organization to achieve the current goals in a more efficient manner, by connecting performance with value rewards, and also ensuring that adequate resources are available to the employees to get the work done (McCleskey, 2014). They can outline a strategic objective, and communicate it to the staff and acting towards the development of commitment to the objective. Based on empirical studies and metal analysis, it can be assumed that transformational leadership is able to have a beneficial role on both individual perfor mances as well as organizational outcomes. Also, transformational leadership can allow an improvement in the follower performance and firm outcomes. Transformational leadership can be considered to be made of 4 parts: charisma, inspiration, intellectual stimulation and individual consideration (Bass Rigio, 2006). Leaders can utilise a situational approach in order to practice various leadership frameworks and styles, depending upon the subordinates maturity levels which determines the pattern of leadership that can be implemented (Meier, 2016). Organizational Performance: Organizational performance can be understood as the way of transforming of inputs to outputs, in order to achieve certain objectives. In this aspect, performance highlights the interaction between effective and minimal cost (economy); between effective costs and output realized (efficiency) and also between output and the outcome achieved by it (effectiveness) (Corvellec, 2017). As per Scott and Davis (2015), standardized forms of measurement of organizational performance does not exist, however, there are four main approaches which can be used to analyze the performance. The approaches are: The Goal approach (where the performance is measured based on the extent to which the business or organization can reach its goals); System Resource Approach (which relates to the interaction between the organization and its surroundings, and performance is measured by the capacity of the organization to take advantage of its environment to achieve and secure values and resources to succeed in the operations. Constituency Approach (when an organization is considered as effective by multiple stakeholders, and the performance is measured on the extent to which the organization has control over its resources). Competing Values Approach (which considers organizational objectives or goals being set in different ways through the requirements of the various sectors of the organization, and thus different criterion must exist for the measurement of the performance across each of these sector. Leadership and Organizational Performance: Leadership can allow an increase of the performance of an organization and leaders can function as key decision makers who can help to decide on the acquisition, development and deployment of the resources of an organization and also in the transformation of these resources into products or services of value and to deliver these values to the stakeholders of the organization (DInnocenzo et al., 2016). Therefore, leaders can act as significant sources of managerial advantage and provide a strong competitive advantage to the organization. Different studies have shown that a positive relation exists between performances at individual and organizational levels with effective transformational leadership. Also, behaviours related to transformational leadership are related to effectiveness of the subordinates in different types of organizational setup. The behaviour of the leaders can influence and motivate the employee, increasing their awareness and commitment to their duties and responsi bilities and develop a self interest in the improvement of the productivity of the organization (Madanchian et al., 2016). Studies by Zhu et al. (2005) found a connection between transformational leadership style and the performance of the organization among 170 companies in Singapore. The study also showed effective human resource management can influence the relation between performance and leadership skills through an increased commitment and improved motivation among the employees. Similarly, Kieu (2010) highlights the positive influence of transformational leadership on the working of an organization in IT industries. The study showed that transformational leadership as a significant analyst of employee performance, job satisfaction and commitment in the organization, and enable focus on empowerment and improving trust on the leader. Additionally, through inspirational motivation and intellectual stimulation, it can also allow further improvement in the performance of the organ ization. Based on such aspects, effective leadership should be able to address the competing expectations of stakeholders in such a way that is ethical and obvious, and necessitates leaders to adopt transformational behaviour as a central function to ensure the survival of the organization (Madanchian et al., 2016). Conclusion: For the effective development of organizations, comprehending the relation between transformational leadership and organizational performance is a significant aspect. Also, it is necessary to identify approaches and strategies that can help to improve performance of the employees as an important role played by the leaders. From the study of the literature, a positive relation was found between transformational leadership style and the performance of individuals and organization. This emphasizes that through transformational leadership, and organization can ensure continued growth and sustenance, and thus should be an important focus of the management within the organization. References: Antonakis, J., Day, D. V. (Eds.). (2017).The nature of leadership. Sage publications. Arslan, A., Staub, S. (2013). Theory X and theory Y type leadership behavior and its impact on organizational performance: Small business owners in the ?ishane Lighting and Chandelier District.Procedia-social and behavioral sciences,75, 102-111. Bass, B. M., Riggio, R. E. (2006).Transformational leadership. Psychology Press. Burns, J. M. (1978). Leadership New York.NY: Harper and Row Publishers. Corvellec, H. (2017).Stories of achievements: Narrative features of organizational performance. Taylor Francis. DInnocenzo, L., Mathieu, J. E., Kukenberger, M. R. (2016). A meta-analysis of different forms of shared leadershipteam performance relations.Journal of Management,42(7), 1964-1991. Kieu, H. (2010). Leadership styles and organizational performance. Madanchian, M., Hussein, N., Noordin, F., Taherdoost, H. (2016).Effects of Leadership on Organizational Performance.researchgate.net. Retrieved 19 April 2018, from https://www.researchgate.net/publication/305323612_Effects_of_Leadership_on_Organizational_Perf McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Meier, D. (2016). Situational Leadership Theory as a Foundation for a Blended Learning Framework.Journal of Education and Practice,7(10), 25-30. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Northouse, P. G. (2018).Leadership: Theory and practice. Sage publications. Zhu, W., Chew, I. K., Spangler, W. D. (2005). CEO transformational leadership and organizational outcomes: The mediating role of humancapital-enhancing human resource management.The leadership quarterly,16(1), 39-52.