Who Has the Most Accurate Weather Forecast

When it comes to checking your weather forecast, which weather service provider do you trust the most? If youre not sure, or interested in finding one that might work out for you, take a look at these weather services that repeatedly come out on top for accuracy. For most people,  choosing AccuWeather, The Weather Channel, or Weather Underground might be a good idea especially if youre a snob about air temperatures. All three of these weather apps were the best at getting the nations one-day to five-day high temperatures right—that is, they consistently forecast them within three degrees of accuracy. Why Not All Sizes Fit All Keep in mind, these apps are among the best for most, but not all.  These weather apps  may not be the  most accurate for you, personally. Each of these apps ranks as the most reliable for most locations across the United States. The accuracy of your forecast depends largely on where you live. One reason why a weather service providers forecasts may (or may not) be reliable for your city has to do with how that organization arrives at their forecasts. Weather providers each have a unique recipe. They all largely base their forecasts on the computer models provided by National Oceanic and Atmospheric Administration, but after that, there is no standard formula. Some services base their weather predictions solely on these computer models. Others use a mix of computers with a dash of human meteorologist skill and gut instinct sprinkled in. At times, computers do a better job at forecasting, and at other times you need a human to improve upon that data. It is the human element that factors in why predictive accuracy varies from location to location and from week to week. A second reason is that your location may be too localized. Most forecasts are generated for major metropolitan areas across the U.S., so if you live along the city outskirts or in a rural area, it is possible that your hyper-local weather may not be getting captured. As more companies allow users to share real-time via their mobile devices, called weather crowd-sourcing, this data gap may become  less of a hindrance. Which Service  Is Most Accurate for You? If youre curious to know which major weather providers give the most accurate forecasts where you live, try  ForecastAdvisor. The website lets you plug in your zip code and will show you how closely forecasts from The Weather Channel, WeatherBug, AccuWeather, Weather Underground, NWS, and others matched the actual weather observed for your area over the last month and year.   Feel Like Your Forecast Is Always Wrong? Did you try Forecast Advisor and were you surprised to see which services rank as best for your city mostly because none of them ever seem to get it right? Dont be so quick to blame your weather provider. There are a couple of reasons why the weather outside your window may rarely seem to match up with the current or forecast conditions showing on your app. And, it is not always related to accuracy. It has to do with where the weather station is and how often the app (or your device) updates. Youre may be too far away from the closest weather station. Most observations that weather forecasts and apps use come from airports across the U.S., so if you are 10 miles from the closest airport, then  your forecast may say theres light rain (and there may be at the airport) but it could be dry at your location. In some cases, the weather observations may not have updated. Usually, most weather observations are taken hourly. So if its raining at 10 a.m., but not at 10:50 a.m., then your current observation may be incorrect. You should also check your refresh time, too. Hate Weather Apps Entirely? If you have been let down by weather apps one too many times and have given up, all hope is not lost. If you want the most up-to-date picture of whats happening weatherwise, a good thing to do is check your local  weather radar. Your local weather radar should  update automatically every few minutes.

Comprehensive Legislation Of Social Media Privacy

Comprehensive Legislation to Protect Social Media Privacy Reading and Writing Workshop II, Section 007 Qiu Jin (Rachel) August 11, 2014 Comprehensive Legislation to Protect Social Media Privacy Abstract The article makes a research on both the present situation of social media users’ privacy, and the work of the FTC and other federal departments to protect social media privacy. However, without a comprehensive legislation in the federal level, the fragmentation of such trial cannot arise enough and active attention to privacy issues in the industry and in public. So the article suggests comprehensive legislation and gives recommendation on primary elements the legislation should take into consideration. Key Words Social Media, Privacy, Legislation, The FTC Introduction Social media is a digital communication process that connects people in the creation and exchange of dialogue, content and communities. Nowadays, social media have been playing more and more important roles in public communication. However, some issues have aroused accompanying the popularity of social media, for example, information overload and easy access to obscenity, but the most important issue about social media is the sacrifice of personal privacy. Everything you do on social media is public by default, and you have to change the personal settings to make it private. What is more serious, once information gets revealed to public, it will soon spread to the wholeShow MoreRelatedSurveillance and Privacy Issues1000 Words   |  4 Pagesopens fascinating possibilities-and alarming ones.† The Economist, Nov. 16, 2013 Discuss this statement in the light of the medias recent preoccupation with surveillance and privacy issues. Include government surveillance and social media. 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Examine workplace mindfulness and relation - Myassignmenthelp.Com

Question: Discuss about the Examine workplace mindfulness and relation. Answer: The aim of this research essay is to gain a thorough understanding of Organization behavior (OB) in the workplaces. However, this essay will mainly argue on the fact that for enhancing the productive performance of the employees whether care needs to be taken with the job design, working environment, goal setting, motivation and rewards. Thus, keeping in mind the topic this essay will start will the theories of OB, which are suitable for organizational setting followed by identifying the organizational issues related to culture, ethics and social concerns along with their managerial interventions and finally comparing and contrasting on the present developments in OB. OB is an important concept to study because it teaches why employees behave like the way they do in an organization. Thus, it guides to understand the complicated nature of employees behavior by identifying their causes and effects of those behaviors. OB further helps in encouraging employees, improvising relations as well as guiding in effective exertion of human resources in the organization (Kinicki and Kreitner 2012). Douglas McGregor was the original proposer of the fact that an employees motivation gets an impact from the attitude of the manager. Thus, he came up with two motivational methods known as Theory X and Theory Y management, which seems to have opposing each other (Kopelman, Prottas and Falk 2012). The theory of X management states that for any individual work is inborn distasteful and so they tries to avoid it as much as possible. Therefore, most of the employees are not ambitious and needs to be directed, as they have no desire to take responsibility. However, as per this theory the main source of employees motivation is monetary then security. On a total contrary comes the theory Y of management, which states that work can become easier if the working conditions are comfortable. Employees are bound to self-directed if they are committed to the organizational objectives. Therefore, through this theory there are chances that an employee can align his or her personal goals with that of the organization by utilizing their own needs for fulfillment as their motivator. Another theory of organizational behavior is Hierarchy of needs theory by Abraham Maslow. This theory is also among those effective theories, which can be applied in the organizational setting (Deci and Ryan 2014). According to Maslow, every employee in the workplace has to cross through a series of needs in association with their employment in which they mainly move from the fulfillment of their very basic needs to survive until the final need of self-actualization. Under this theory, the employees are said to have utilized their time in enhancing their job roles and advance their careers. Victor Vrooms expectancy theory is also applicable for organizational settings for enhancing the productive performance because not like other theories but it focuses mainly on the results. As per this theory, Vroom has proposed that whether the employee will enhance his or her productivity will depend on three variables, which are expectancy, instrumentality and valence (HemaMalini and Washington 2014). Therefore, the interaction in between these three variables in an employees unconscious mind will create a motivating force that will in turn determine how much effort the employees will exert on their jobs. Lastly, Frederick Herzbergs Two-factor theory is there which is also very much applicable for organizational settings. This theory states that an employees motivation will come from his or her job design whereas their job satisfaction will come from the work environment like illumination, companionship and so on (Ozguner and Ozguner 2014). The cultural concerns can have an impact on the employees productive performance, which can raise problematic situations in the organizations. Employees needs to feel that they are an essential part of their organizational culture otherwise their performance will be hampered and they will fail to deliver productive results to achieve the organizational goals. For instance if organizational culture is like the employees can only raise their voice when it is necessary or if one department is more outspoken as well as socially active, then in such cases there can be conflict in the organization among the departments (Hogan and Coote 2014). Thus, here in one organization, each department will develop their own culture, which will affect the performance of the employees, as they will not feel that each one of them belongs to one particular culture and all are equal for the organization. Therefore, managerial intervention is an important part, which can solve these cultural issues in the o rganization. Managers should structure their recruitment process at the very beginning and thus, should hire those officers who have almost similar beliefs and values, which comprises the organizational culture (McFarlin and Sweeney 2014). Managers should act in a fair and uniform manner to all their employees to deal with workplace diversity successfully. Moreover, managers should also encourage interaction between the employees of various cultures backgrounds. The next crucial issue is related to the ethical concerns in a workplace. Good ethical culture can direct an employee towards productive performance as well as to built love and belonging among employees. Code of ethics is always a good indicator of employees commitment, which in turn will increase their productive performance. An employee who has good work ethics will always deliver good work through his or her physical, emotional and mental effort to their job. Thus, they will also look forward to deliver the best work to the organization (Simha and Cullen 2012). Therefore, managers should intervene and take charge of this as well as encourage employees work ethics so that they can deliver productive performance. Managers should act as the role model because if they r into unethical activities then other employees will also follow him because maximum employees have a tendency to mimic their higher authority. Managers should appreciate as well as recognize good ethics of the employe es, which can act as strong motivators for the employees to continue their good work. Lastly, another organizational issue comes from their social concerns, which also is directly affecting the performance of the employees. Lack of ethnicity, racism as well as gender biasness is among those crucial issues, which can have a major impact on the employees performance. Managers should be alert enough to avoid all these by equally treating and maintaining peace in the organization (Heilman 2012). According to Wood et al. (2012), job design has been said to be having a strong impact on work satisfaction, engagement and performance. Authors like Truxillo et al. (2012), have further supported this viewpoint and through his research have concluded that productive performance is related with two dimensions and they are design of the job and high involvement management. Job design highly motivates employees and enhances their performance through increasing the efficiency of work and job specialization. On a contrary to this Bakker, Tims and Derks (2012), have stated that why only job design, there is a major role of working conditions as well which help the employees to proactively balance their work and environment so that they can stay focused and their productive performance increases. Working condition is among the essential determinant for employees to deliver quality performance. If the working condition is, such where employees are able to concentrate totally that will autom atically decrease their rate of error, absenteeism and increase the rate of output, their level of motivation and their length of services. Another factor that has been highlighted in the literature is the setting of goals, which is also associated with productive performance. Leblebici (2012) has stated that having a set goal by the employees help them to enhance their performance because they can set their focus and priorities their work based on their goals and to attain that they will at any cost give their best quality work. Employees will become highly productive in order to reach their goal, which will make them perform well in the organization. Arguing with this statement Wong and Laschinger (2013), has said that primary factor for extracting productive performance is through empowerment of the employees. He has further stated that motivation, goals, rewards, job design or work settings are all secondary when it comes to employees actual performance. As per the findings of the research, it is said that empowering employees will make them more responsible regarding their work. Therefore, they will be more frank and less hesitant to share their suggestions or feedback related to their work or the organization. Being empowered the employees will be co nfident enough to find innovative ways for their tasks which will make their performance more productive and fruitful because they will have that liberty to innovatively handle their errors. Dane and Brummel (2014), has also stated another factor, which also has a major role to play to enhance employee performance, and it is the work engagement. He has stated that work engagement is positively related to that of work performance and active learning with the highly conscious employees.Thus, to conclude this research essay it can be said that as per the aim of this essay a detail understanding has been obtained regarding Observational behavior in the workplaces. The theories of OB, which are much suitable for organizational settings, are found to be the X and Y theory followed by hierarchy of needs theory, expectancy theory and the two-factor theory because these are highly relatable for productive performance of the employees. Moreover, the organizational issues are mainly observed t o be related to cultural, ethical and social concerns in the workplaces. Lastly, there have been contradictory states as well from the researchers who have stated that job empowerment and engagement also increases productive performance of employees in the workplace. References Bakker, A.B., Tims, M. and Derks, D., 2012. Proactive personality and job performance: The role of job crafting and work engagement.Human relations,65(10), pp.1359-1378. Dane, E. and Brummel, B.J., 2014. Examining workplace mindfulness and its relations to job performance and turnover intention.Human Relations,67(1), pp.105-128. Deci, E.L. and Ryan, R.M., 2014. The importance of universal psychological needs for understanding motivation in the workplace.The Oxford handbook of work engagement, motivation, and self-determination theory, pp.13-32. Heilman, M.E., 2012. Gender stereotypes and workplace bias.Research in organizational Behavior,32, pp.113-135. HemaMalini, P.H. and Washington, A., 2014. Employees' motivation and valued rewards as a key to effective QWL-from the perspective of expectancy theory.TSM Business Review,2(2), p.45. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Kinicki, A. and Kreitner, R., 2012.Organizational behavior: Key concepts, skills best practices. McGraw-Hill Irwin. Kopelman, R.E., Prottas, D.J. and Falk, D.W., 2012. Further development of a measure of Theory X and Y managerial assumptions.Journal of Managerial Issues, pp.450-470. Leblebici, D., 2012. Impact of workplace quality on employees productivity: case study of a bank in Turkey.Journal of Business Economics and Finance,1(1), pp.38-49. McFarlin, D. and Sweeney, P.D., 2014.International management: strategic opportunities cultural challenges. Routledge. Ozguner, Z. and Ozguner, M., 2014. A managerial point of view on the relationship between of Maslow's hierarchy of needs and Herzberg's dual factor theory.International Journal of Business and Social Science,5(7). Simha, A. and Cullen, J.B., 2012. Ethical climates and their effects on organizational outcomes: Implications from the past and prophecies for the future.The Academy of Management Perspectives,26(4), pp.20-34. Truxillo, D.M., Cadiz, D.M., Rineer, J.R., Zaniboni, S. and Fraccaroli, F., 2012. A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance.Organizational Psychology Review,2(4), pp.340-360. Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.Journal of advanced nursing,69(4), pp.947-959. Wood, S., Van Veldhoven, M., Croon, M. and de Menezes, L.M., 2012. Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being.Human relations,65(4), pp.419-445.

The Taming of the Shrew In Petruchios Trash Essay Example

The Taming of the Shrew: In Petruchios Trash Essay In The Taming of the Shrew, Petruchio is one of the main characters and aides in the flow of the plot. He is what some would call the male version of a gold digger; someone looking to marry solely for financial gain instead of focusing on what most look for-chemistry (or attraction), morals, overall character, and, most importantly, love. From this piece of information alone, Petruchios character and beliefs are revealed quite clearly as we are able to infer that he is only looking for one thing. His desire for money is his first priority, whether it comes along with an angel, or, in this case, a shrew.After learning of Petruchios mannerism, it should be of no surprise to learn of the lengths he would go to get what he wants. It is easy, in this case, to discover the items that would be found be found in Petruchios trash. Starting deep down in Petruchios trash can, one can find an old newspaper ad, specifically a personal ad, for one none other than Petruchio. This personal ad includes the title Wanted: Rich Woman Ready to Marry.Based on the title, there is no doubt that there werent many responses to Petruchios advertisement. We will write a custom essay sample on The Taming of the Shrew: In Petruchios Trash specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Taming of the Shrew: In Petruchios Trash specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Taming of the Shrew: In Petruchios Trash specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This proves the theory that poor Petruchio would go to great lengths to find wealth-although it is a great shame that he should have to go so far as to resort to using a newspaper ad. However, this advertisement was found in a newspaper was found in a newspaper from Verona. This could mean that after Petruchios unsuccessful attempt to find wealth through a newspaper, he was off to Padua where, incidentally, he met Katherina.Petruchio must have bought this next item after he met Katherina since it is a self-help book aptly entitled My Future Wife Wears the Pants in our Relationship: A Guide for Men Trying to Secure the Pants Before Marriage. There is absolutely no way that Petruchio would have bought this book while in Verona, as his mind-set was to find a rich woman of any sort. After learning of Katherinas character-rude, ill-tempered, loud, shrewd, violent, impatient, and many more-is it any wonder as to why Petruchio would purchase an item as this? It seems that not only is Petruchio in great need of money, but also control and authority. If the title of this book is any indication of Petruchios will-power, there is no doubt left to claim the he is a quitter.The self-help book thrown in Petruchios garbage may have been thrown there following numerous pieces of broken dishes, uneaten and burnt meat, and various pieces of cloth, as well as materials used for disguises. It is written in Act IIII, Scene I III what Petruchio does in order to eventually tame Kate. His methods vary from starving Kate to giving her no piece of mind. These items end up in Petruchios garbage because after taming Kate, he had no use for them anymore. Unfortunately, many things were sacrificed and wasted in order to complete Petruchios scheme.Finally, one of the last items that one can find in Petruchios garbage can is an old, crumpled piece paper. This is not just any old paper, but a very important list. This list is one which outlined Petruchios plans for with the dowry he would receive after marrying a wealthy woman. After Petruchio marries Katherina, we can see subtle changes in Petruchios character. The subtle changes that we see in Petruchios character help us realize that not only is Petruchio unconcerned about getting rich, he is falling in love with Katherina.By throwing away this list, Petruchio can wholeheartedly proclaim that he isnt in it for the money. The items found when one snoops through Petruchios garbage should be no surprise at all. Granted, the items found in Petruchios garbage would not be found in most male newlyweds garbage, but the compilation of these items is what makes PetruchioPetruchio.