Using the Spanish Verb Dar

Using the Spanish Verb 'Dar' Although the Spanish verb dar is most often translated as to give, it also is one of those verbs whose meanings or translations can vary widely with the context. Those meanings, however, are usually related to the concept of giving in a broad sense of the word. A common example would be a sentence such as El sol da luz. A literal translation of The sun gives light wouldnt be wrong- but most English speakers would be more likely to say something such as The sun sheds light or, more simply, The sun shines or The sun is shining. Everyday Figurative Uses of Dar Most often, when something other then give works as a translation of dar, the meaning can be figured out by thinking of giving in a general or figurative sense. Here are some everyday examples that are mostly easy to figure out if you know the meaning of the noun serving as an object of dar: El reloj dio las tres. (The clock struck three. Literally, the clock gives three.)Dieron golpes a mi hijo. (They hit my son. Literally, they gave blows to my son.)Te damos gracias. (We thank you. Literally, we give thanks to you.)Darse a conocer. (To make oneself known.)Me dio un abrazo. (She hugged me.)Dar la mano. (To shake hands.)Dar un paseo. (To take a walk.)Darse vuelta. (To turn.)Darse prisa. (To hurry.)Darse a la vela. (To set sail.)Darse a entender. (To suggest.)Darse de comer. (To feed.)Darse fin. (To finish.) Phrases Using Dar Dar is also used in a variety of phrases whose meaning isnt always so predictable. Here are some of the most common of them, along with sample sentences. When using the phrases in this list, alguien is replaced by reference to a person, while algo is replaced by reference to a thing. dar alcance: to catch up with. (Los agentes dieron alcance al ladrà ³n. The agents caught up with the thief.)dar algo a alguien: to give something to someone. (Dieron un carro a su hijo. They gave a car to their son.)dar con algo (o a alguien): to find something (or someone) (Di con mi lpiz en la escuela. I found my pencil in the school.)a alguien dar por (o en) (infinitivo): to decide to (verb) (Me di por (o en) salir. I decided to leave.)dar a lugar: to look over a place (La ventana da a la ciudad. The window overlooks the city.)dar luz, dar a luz: to give birth (Marà ­a dio luz a Jesà ºs. Mary gave birth to Jesus.)dar de cabeza: to fall on ones head. (Dio de cabeza en el gimnasio. He fell on his head in the gymnasium.)dar de narices: to fall flat on ones face. (La chica dio de narices. The girl fell flat on her face.)dar lo mismo: to make no difference. (Comià ³ mucho, pero lo mismo dio. She ate a lot, but it didnt make a difference.)darse a algo: to give or devote oneself (to something). (Se da a su trabajo. He gives himself to his work.) dar a alguien (o algo) por (adjectivo) o (participio): to assume or consider someone to be (adjective or participle). (La dieron por feliz. Doy la lucha por concluido. She was considered to be happy. I consider the fight to be over.)darse cuenta de: to realize. (Me di cuenta que ella estaba aquà ­. I realized she was here.) Conjugation of Dar Keep in mind that dar is conjugated irregularly, especially in the preterite form: yo di, tà º diste, usted/à ©l/ella dio, nosotros/nosotras dimos, vosotros/vosotras disteis, ustedes/ellos/ellas dieron. In the present indicative tense, the one most often used, the first-person singular form is doy (I give). Other irregular forms exist in the subjunctive and imperative moods. In many of them, the stem changes from d- to dier-. Key Takeaways Dar is a common verb whose literal meaning is to give, but it can be used in a wide variety of ways where its translation depends on context.Dar is also commonly used in phrases where its meaning isnt ready apparent.Dar is conjugated irregularly.

Rubber Chicken Bone Science Experiment

Rubber Chicken Bone Science Experiment You wont be able to make a wish on a wishbone with the rubber chicken bone science experiment! In this experiment, you use vinegar to remove the calcium in chicken bones to make them rubbery. This is a simple project that illustrates what would happen to your own bones if the calcium in them is used more quickly than it is replaced. Materials for This Project VinegarChicken boneJar big enough you can cover the bone with vinegar While you can use any bone for this experiment, a leg (drumstick) is a particularly good choice because its normally a strong and brittle bone. Any bone will work, though, and you can compare bones from different parts of a chicken to see how flexible they are initially compared with how they change when calcium is removed from them. Make Rubber Chicken Bones Try to bend a chicken bone without breaking it. Get a sense of how strong the bone is.Soak chicken bones in vinegar.Check on the bones after a few hours and days to see how easy they are to bend. If you want to extract as much calcium as possible, soak the bones in vinegar for 3-5 days.When you are done soaking the bones, you can remove them from the vinegar, rinse them in water and allow them to dry. While you have vinegar handy, how about using it to  make a bouncy ball from an egg? How It Works The acetic acid in the vinegar reacts with the calcium in the chicken bones. This weakens them, causing them to become soft and rubbery  as if they had come from a rubber chicken. What Rubber Chicken Bones Mean for You The calcium in your bones is what makes them hard and strong. As you age, you may deplete the calcium faster than you replace it. If too much calcium is lost from your bones, they may become brittle and susceptible to breaking. Exercise and a diet that includes calcium-rich foods can help prevent this from happening. Bones Aren't Just Calcium While the calcium in bones in the form of hydroxyapatite makes them strong enough to support your body, they cant be made completely of the mineral or they would be brittle and prone to breakage. This is why vinegar doesnt completely dissolve bones. While the calcium is removed, the fibrous protein called collagen remains. Collagen gives bones enough flexibility to withstand everyday wear and tear. It is the most abundant protein in the human body, found not just in bones, but also in skin, muscles, blood vessels, ligaments, and tendons. Bones are close to 70% hydroxyapatite, with most of the remaining 30% consisting of collagen. The two materials together are stronger than either one alone, in much the same way reinforced concrete is stronger than either of it components. Science Ideas to Explore Carbonated soft drinks are also acidic. What happens if you soak bones in soda rather than vinegar?Teeth consist almost entirely of the calcium mineral hydroxyapatite. What do you predict will remain of a tooth if you soak it in vinegar for a long time? How about the effect of soda on teeth?

Four Seasons Hotels and Resorts Essay Example | Topics and Well Written Essays - 2000 words

Four Seasons Hotels and Resorts - Essay Example Luxury rooms and luxury food have become the major features of modern Hotels like the Four Seasons Hotels. While going through the performance report, one finds that the firm has been implementing various strategies in branding, market segmentation, and product positioning. Table of Content 1. Introduction 2. Four Seasons Hotels and Resorts chain in the marketplace 3. Centralization and Decentralization 4. Technology at Four Seasons 5. The Four Seasons Hotels and Resorts’ Internet Site 6. SWOT analysis 1. Introduction The Four Seasons Hotels and Resorts is a Canadian based business organization started by Isadore Sharp in 1960. Today, the company has 74 hotels and 13 resorts operating in 31 countries around the globe, including USA, India, Egypt, Italy, Malaysia, and Hong Cong. The company also provides services like video conferencing, wedding services and vacation packages. It has now become the world’s leading operator of luxury resorts and hotels. Their highest stan dards of service and dedication to the customers have made them the benchmark in luxury hotels. In the opinion of Talbott (2006), the success of the Four Seasons Hotels and Resorts can be attributed to choosing its employees who provides the best genuine and innovative service and its unique organizational culture. 2. Four Seasons Hotels and Resorts chain in the marketplace The Four Seasons Hotels and Resorts has kept a distinguishable place in the marketplace rooted on their motto and vision statement of â€Å"treat others the way you would have them treat you† (Sharp, 2011). This puts the firm in an advantage point above the competing chains in the market. The main business strategy of the hotel is that it only hires people who seem to par with the vision of the organization. The management conducts thorough interview for the employees before they are appointed. The staffs of the hotel are asked to get into interrogation with the top level management regularly; this process makes the employees feel that they play an important role in the organization. On the other hand, in the opinion of Capodagli(n.d) the turnover rate at the Four Seasons Hotels and Resorts is much lower than many other competing luxury hotels. The employees have the chances of getting incentives and bonuses that is above normal. In the opinion of Aufreiter, Elzinga & Gordon (2003), the Four Seasons Hotels and Resorts’ consistency in treating the customers with respect and caring them in an excellent manner distinguished them from competitors. 2. Four Seasons’ delivery of service around the world The Four Season Hotel chain is highly noted for its excellent customer service all over the world. Burke, Martin & Cooper (2011 p.9) also state that the four qualities that hold the Four Seasons above some of their competitors are service, quality, culture, and brand. While delivering service over the international market, the Four Seasons Hotels and Resorts hold the view that there are things that have to be sustained in the same manner for some properties and there are things that must be differentiated according to the culture of the area the hotel is located in. Technology is used only as a complementary tool to the human interactions. A telephone call is made as a follow-up to answer the e-mail send by a customer. Whenever the Four Seasons’ officials visit their different properties, they spend time having dinner with the top-level

Integration of Operations Management with Human Resource Activity Essay

Integration of Operations Management with Human Resource Activity - Essay Example (Nankervis, Compton & McCarthy, 1999, p.190). One of the changes is the increasingly important role of line Managers. In many organizations the people who implement the HR strategies are line managers. Line managers are often people from the lower ranks of the management hierarchy and lack formal management training. According to a study conducted by the Bath University for theChartered Institute of Personnel and Development (CIPD), these line managers carry out several HR activities like training, communication and people management, discipline and grievances and performance appraisals.(CIPD,2005) While HR managers have traditionally created job descriptions and then tried to find the right person to fit into the job, today's organizations call for integration among their components giving rise to the need for flexibility to use their staff as per the changing requirements.(Essex, Kusy, 1999) Job Analysis: In order to find the right person for the right job, HR managers need to conduct a job analysis to understand the nature of work done by the different employees holding different titles. This would involve examining the b. a. objectives of that job, b. the responsibilities involved c. relation of that job to other functions in the organization. d. the minimum academic qualification of an employee eligible for that job. (Russo.S) Once the job analysis is done, the HR person can look for a person who can take up that job. Sources for Recruitment -The selection and recruitment of 'the right person' for the various job is a laborious task. There are two basic sources HR managers usually look at - a. Internal Sources: HR managers can scout for talent within their organization in what is termed as recruitment from internal sources. b. External Sources: External recruitment on the other hand refers to recruiting personnel from sources outside the organization. Advertising, Internet recruitments, and employment agencies all play a significant role in the external recruitment process. (Bergman, 2001) Selection Process: The selection process follows many steps. These include a. Filling in application forms which must be designed to unravel the skills of the applicant and his/her eligibility for the job b. Interviews and Tests which allow the HR personnel to assess the suitability of the

Research Study on Organizational Commitment Essay Example for Free

Research Study on Organizational Commitment Essay IntroductionOrganizational commitment is an organizational member’s psychological connection or feeling of belongingness to the organization CITATION Edu15 l 1033 (Educational Portal). This commitment to an organization creates a feeling of passionate affection within a stakeholder of an organization, creating a desire for that / those individual(s) to do anything necessary for the organization to succeed. Organizational commitment is an indispensably huge role that determines whether a stakeholder will remain at the organization willingly, if given a choice. This is a determinant as to whether this individual will produce at the top of his skill index to ensure that the organization moves much closer, or in the direction of its goals. According to the three- component model (TCM), the organizational commitment is made up of three unique components. These are affective commitment, continuance commitment and normative commitment. Affective commitment encompasses the love for your career or job. This happens when one has a strong feeling of emotional attachment to their organization or company, and zealously works to promote the interests of that organization. These people have internalized the organization’s values, vision and goals, and have a sincere feeling of wanting to work for the organization for a longer period CITATION Min151 l 1033 (Mind Tools). This happens when the employee is happy at their workplace. There are factors that will normally contribute to this affection. Some of the reasons include freedom of thought and innovation, appreciably good salary, better employee terms among other things that could make employees feel that they are important and are valued by their employer. Whatever these reasons are, this affection is imperative to the organizational success. Hypothesis: Employees who are treated in a respectful manner in an ethics based organization are more likely to be happier than employees that belong to a profit oriented organization. Continuous commitment is an express fear of loss. This kind of commitment comes by when employees measures up the advantages and disadvantages of being at the organization compared to their exit CITATION Min151 l 1033 (Mind Tools). This comes as a result of a realization that staying at your current position in your company has better terms or benefits than leaving the company. For instance, if one wanted to move from one company or organization, they will not only consider monetary benefits, but a number of other parameters. These parameters include employee terms of welfare, available position of responsibility within the new organization, among other benefits one stands to lose or gain. Another reason could be completely unrelated to profession; one could be attached to their friends at the organization, that moving from the organization is a risk of breaking these bonds. The relentlessness of the continuance commitment increases with advancement of age and professional responsibi lity. Those who are so advanced in both of these factors will feel a certain kind of inertial force that hardly allows them to leave. Hypothesis: People who have successively progressed up the ladder within an organization, and / or age feel the severity of continuance commitment the most. Normative Commitment is the sense of obligation that one feels for an organization. Some people feel that it is the right thing to do, for them to belong to the organization they do belong to. This sense of belongingness occurs even when one is not happy with their position. They are often held back from pursuing even better opportunities CITATION Min151 l 1033 (Mind Tools). This feeling could arise from an array of reasons. A great example is a son working at their father’s firm, He will get a kind of virtual family pressure to weigh the burdens of the organization in order to make it successful. Even if there existed better opportunities, this son will turn them down for the sake of keeping their parents happy. Another scenario that could occur is when a wife works for an organization within a region. The job she does could only be offered by only her current company within the whole region or even country. Due to her domestic responsibilities, she cannot leave to pursue her career interests in another region of the country. This sense of obligation could drain the company of energy because normally, there is no zeal to work, but one will only perform at an average. Hypothesis: more married people will tend to work for a certain firm on a normative commitment basis than the single professionals. All the above forms of commitment are segments of organizational employee response due to certain organizational behaviors. The underlying fact is that employees have their personal needs, and will tend to place these interests first. When these interests are well provided for, the employees will automatically feel appreciated and will tend to happily offer service to the organization. As it has been stressed before, happy employees make more productive and successful companies CITATION And14 l 1033 (Oswald, Proto, Sgroi, 2014). On a practical scale, companies like Google have benefited from employee first approach. The company has invested a lot in employee support and satisfaction while allowing for imagination, creativity and innovation CITATION Kel14 l 1033 (Parkes-Harrison-Warwick, 2014). Some companies have got it right while others are yet to get it right. We carried a research into the various aspects that contribute to this phenomenon of organizational commitment. We use different techniques to measure or research into different Organizational behavior, including self-reporting scales, behavioral observation and organizational records analysis such as performance appraisal forms, time card data, absenteeism rates, productivity indices In this research, we use the self-reporting scales. Self-report study involves use of questionnaires, surveys or polls that let respondents respond to questions in a manner the respondents choose. This kind of survey is focused on extracting information from participants about their attitudes, feelings and beliefs on certain topics. It could be a form of interview, provision of answers to open and closed questions, rating scales, fixed choice questions among others. Reliability on these methods is dependent upon their consistence in providing similar results if used repeatedly in similar circumstances. Validity of the response is also a matter of concern. Especially for questionnaires, respondents may or may not give accurate or sincere answers to certain questions depending on the parameters provided. For example, Anonymous questionnaires or response forms are more likely to produce valid answers. In this survey, we carried a survey in which we asked various questions related to the hypotheses stated in within this document. We adopted the anonymous response questionnaire system to enhance validity of our research. We asked them to rate different departments, work conditions and parameters. The respondents were to respond to questions regarding the hypotheses. They were requested to rate the questions on four guided answers: Strongly agree, Agree, strongly disagree, and agree. Our respondents were 30 employees of different organizations. Results             We set ourselves to find out the validity of three hypotheses regarding the tenets of organizational commitment. These hypotheses stated as follow: Hypothesis 1: Employees who feel appreciated are happy and are more likely to be affectively committed to an organization Hypothesis 2: older employees and those who get promoted are likely to stay within an organization out of continuance commitment Hypothesis 3: most married people are normatively committed to organizations. The validity of our hypotheses had some concurrence with our respondents. However, what the survey disqualified is the sense of promotion as a determining factor to employee continuance commitment. Instead, the people who got promoted in organizations were the productive cream of the organization. This means that they felt a conviction to work for the organization. Such people were comfortably placed within the category of affective commitment. Conclusion             The survey conducted was successfully concluded and in our finding, hypothesis 1 was completely valid as most people agreed with it. Hypothesis 2 produced mixed reactions. Most agreed that older people were committed to the organization due to continuance commitment. Hypothesis 3 was completely valid as most people agreed with this hypothesis. All respondents had their reasons, as evident on their additional comments, including fear of family strain and divorce for the third hypothesis. References BIBLIOGRAPHY l 1033 Educational Portal. (n.d.). Organizational Commitment: Definition, Theory Types. Retrieved January 28, 2015, from Educational Portal: http://education-portal.com/academy/lesson/organizational-commitment-definition-theory-types.html Mind Tools. (n.d.). The Three Component Model of Commitment. Retrieved January 28, 2015, from Mind Tools: http://www.mindtools.com/pages/article/three-component-model-commitment.htm Oswald, A. J., Proto, E., Sgroi, a. D. (2014, february 10). Happiness and Productivity. Retrieved January 28, 2015, from http://www2.warwick.ac.uk/fac/soc/economics/staff/eproto/workingpapers/happinessproductivity.pdf Parkes-Harrison-Warwick, K. (2014, March 21). Google is right: We work better when we’re happy. Retrieved jaanuary 28, 2015, from futurity.org: http://www.futurity.org/work-better-happy/ Source document

The First Amendment and Conservative Rulings of the Supreme Court :: Politics Political Essays

The First Amendment and Conservative Rulings of the Supreme Court The authors of the Constitution of the United States created a magnificent list of liberties which were, at the time ascribed, to most people belonging to the United States. The main author, James Madison, transported the previous ideas of fundamental liberties from the great libertarians around the world, such as John Lilburne, John Locke, William Walwyn and John Milton. Madison and other previous libertarians of his time were transposed into seventeen different rights which were to be secured to all those in the United States. These seventeen civil liberties were compressed into ten different groupings which were designated as the "Bill of Rights." In this document lay the First Amendment which stated that the people of the United States had the "freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government..." The First Amendment was drafted by federalist Madison mainly as a political tactic to abolish anti-federalist resistance to the Constitution. After its passage in December of 1791, the First Amendment remained more idealistic than realistic. The First Amendment remained a set of ideals which were not to be carried out during its first century, then progressed to more realistic terms during its latter half of utilization. During the first century of the First Amendment, the First Amendment was paid a glance by all when it came to actually carrying out the freedoms guaranteed by this amendment. For example, in 1794, Pennsylvanian backcountry farmers protested a whiskey tax. The protesters were not violent such as those of the previous Shay's Rebellion. George Washington sent in a militia to crush the rebellion denying them of their First Amendment right to "peaceably assemble." Later, in 1836, antiÄ sl avery newspaper editor James G. Birney had been warned that his newspaper "The Philanthropist" was not desirable in the city of Cincinatti. When Birney refused to cooperate, mob action took rule and, "scattered the type into the streets, tore down t he presses and completely dismantled the office." This contradicted the First Amendment which stated that, "freedom...of the press," is a constitutional right. The Supreme Court could do nothing about these situations when in Barron v. Baltimore, t he Court ruled that, "These amendments contain no expression indicating an intention to apply them to state governments. This court cannot so apply them." Thus, the Supreme Court could not interfere when First Amendments The First Amendment and Conservative Rulings of the Supreme Court :: Politics Political Essays The First Amendment and Conservative Rulings of the Supreme Court The authors of the Constitution of the United States created a magnificent list of liberties which were, at the time ascribed, to most people belonging to the United States. The main author, James Madison, transported the previous ideas of fundamental liberties from the great libertarians around the world, such as John Lilburne, John Locke, William Walwyn and John Milton. Madison and other previous libertarians of his time were transposed into seventeen different rights which were to be secured to all those in the United States. These seventeen civil liberties were compressed into ten different groupings which were designated as the "Bill of Rights." In this document lay the First Amendment which stated that the people of the United States had the "freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government..." The First Amendment was drafted by federalist Madison mainly as a political tactic to abolish anti-federalist resistance to the Constitution. After its passage in December of 1791, the First Amendment remained more idealistic than realistic. The First Amendment remained a set of ideals which were not to be carried out during its first century, then progressed to more realistic terms during its latter half of utilization. During the first century of the First Amendment, the First Amendment was paid a glance by all when it came to actually carrying out the freedoms guaranteed by this amendment. For example, in 1794, Pennsylvanian backcountry farmers protested a whiskey tax. The protesters were not violent such as those of the previous Shay's Rebellion. George Washington sent in a militia to crush the rebellion denying them of their First Amendment right to "peaceably assemble." Later, in 1836, antiÄ sl avery newspaper editor James G. Birney had been warned that his newspaper "The Philanthropist" was not desirable in the city of Cincinatti. When Birney refused to cooperate, mob action took rule and, "scattered the type into the streets, tore down t he presses and completely dismantled the office." This contradicted the First Amendment which stated that, "freedom...of the press," is a constitutional right. The Supreme Court could do nothing about these situations when in Barron v. Baltimore, t he Court ruled that, "These amendments contain no expression indicating an intention to apply them to state governments. This court cannot so apply them." Thus, the Supreme Court could not interfere when First Amendments

Contact Zones of Education

In 1885, Bishop John Ireland turned his dream into a reality when he founded Saint Thomas Academy. The mission of the all-male, college preparatory institution read as follows: â€Å"to help young men build a solid foundation of responsible leadership within themselves, the Academy, the Catholic Church, and the community† (Ireland). His vision has turned into one of the oldest high schools in the state of Minnesota. This idea has both of Pratt’s elements heterogeneous and homogeneous folded into one simple Academy.Having the opportunity to be educated in this somewhat unconventional style, I was introduced to a community and contact zone through my many different experiences throughout my career there. One of the most obvious attempts to create a homogeneous atmosphere associated with Saint Thomas Academy (STA), is the all male aspect forced onto the students. This style of education provides individuals with the ability to be themselves without the pressure of impressi ng a female or the self-consciousness many teenage males experience throughout their education.In other words, the all-male experience created, what Pratt refers to as a â€Å"safe house† or more specifically a â€Å"social and intellectual space(s) where groups can constitute themselves as horizontal, homogeneous, sovereign communities with high degrees of trust, shared understandings, temporary protection from legacies of oppression† (511). The level of trust created here is unrivaled compared to anything else I have ever experienced. The community acted as a family rather than a student body. This idea became more evident in smaller communities such as the athletic and extra circular activities.These teams were often very successful because of this unique bond created. The idea of an all-male student body did not always favor an ‘imagined community’- the term Benedict Anderson uses to describe the existence of safe houses within the academy. He expands this idea by saying â€Å"Languages were seen as living in ‘speech communities,’ and these tended to be theorized as discrete, self-defined, coherent entities, held together by homogenous competence or grammar shared identically and equally among all members† (Pratt, 507).As one might expect, students of STA carried themselves in a very different manner at school than they did on the weekends when they were interacting with females. They would change the way they dressed, talked, and even the way they would act. Similarly, students adapted to the all male environment in a similar fashion. The first couple of weeks of school for new students at STA set the foundation of the atmosphere the all-male aspect created for them to form a fraternal bond with one another. This was usually the first experience students ever encountered in their education, resulting in more of a ‘contact zone’ initially.Any new student undergoes a certain level of anxiety and se lf-doubt, but adding a completely new element, such as a same-sex community, elevates ones anxiety. Since this is one of the only high schools in the more broad community such as the city or even state in this case, the students of STA were often open for criticism by the more ‘traditional’ co-ed schools. Students were forced to learn how to block out distraction at an early age which is a benefit of this contact zone. Pratt addresses a similar benefit of contact zones in the classroom as: â€Å"the most exciting teaching we had ever done, and also the hardest.We were struck, for example, at how anomalous the formal lecture became in a contact zone† (Pratt, 510). This experience and my experience as a student at a school that was more vulnerable to criticism parallel wachother in many ways. Indeed it was difficult dealing with more distractions in high school than most students do, yet it taught be valuable lessons that I can use today. We were typically put into a completely different category than students of surrounding schools, and for that we learned to conduct ourselves in the appropriate manner. I experience this same stereotype being a member of a fraternity here on campus.We often get judged and have a negative label put on us also. I have been able to use the skills I was taught in high school to portray myself, as well as all members of our fraternity in the most positive way possible- just as we were forced to do at STA. Finally, the comfort gained from the lack of female pressure is lost upon graduation- turning this imagined community into a very dangerous contact zone. Since STA is a college preparatory academy, it is expected that students continue their education at a further level. Pratt speaks of this idea in her lecture also.She says â€Å"along with the rage, incomprehension, and pain, there were exhilarating moments of wonder and revelation, mutual understanding, and new wisdom- the joys of the contact zone† (Pr att, 511). I would say this is exactly how I would describe my experience when I began college. I was put back into a co-ed atmosphere, and forced to adapt to the expectations of a new, unfamiliar, community. Through the early months here I underwent many different incidents where I had similar feelings of Pratt’s students in the classroom- yet another comparable benefit of the ‘contact zone’ I share with Pratt.Another portion of STA’s mission includes teaching students catholic values as well as providing him with â€Å"military style† leadership skills. In some ways this reflects an imagined community in the sense that all students are taught catholic values. This provides a uniform foundation for them to develop into a successful individual. It also brings a sense of spirituality to this community- which is another element that cultivates the growth and cohesiveness between each student. Not only do students understand similar religious beliefs, they are put through a method of leadership training which includes a major military element.It parallels military training by holding all individuals to an appearance standard and teaches students effective communication skills. This sense of belonging and higher level of expectation describes an imagined community as students face challenges together and can learn from each other. This can simultaneously create a contact zone too or as Pratt might call ‘transculturation’. For instance, the students who believe in a religion other than Catholicism feel excluded and this can create a feeling of disconnect between members.At the same time these students could use this experience to learn how to express differences and effectively convey their ideas and belief’s. Students who are more timid and do not excel in leadership can often feel like they are missing out on something a majority of their classmates experience. Both examples make for great classroom discussion and for students on either end of the spectrum to perceive a situation from a new point of view. Pratt says this is necessary for continued development too.She says this while speaking of Poma’s text: â€Å"Such a text is heterogeneous on the reception end as well as the production end: it will read very differently to people in different positions in the contact zone† (506). She is supporting the underlying benefits of individuals or communities disagreeing with one another, which is the ultimate goal of a contact zone. Finally, the social groups that exist in STA prove to create an unexpected contact zone. Since it is such a unique school, many students from different backgrounds chose to attend.Because of the variety of students STA attracts, it is impossible to avoid different social groups that exist within the homogeneous community. These social groups cause a disconnect between students and at times can have a very negative impact on the student body. These imp acts can lead to a variety of actions that do not reflect the values STA hopes to instill on its students and can impact the school in a very negative way. Pratt supports the idea of a contact zone in education, but not to the extent of creating extreme conflict between students.In a way it is necessary of the imagined community to exist. For STA this means that the entire student body be held to the same standard and expectations. When too much one two groups inside this community clash too much, it creates a contact zone that has no positive impact. She describes this in her lecture by saying: â€Å"Despite whatever conflicts or systematic social differences might be in play, it is assumed that all participants are engaged in the same game and that the game is the same for all players† (Pratt, 508).Her message here is similar to what STA intends to instill on its students, that is, when conflict occurs in the right environment- it can be positive and provide opportunity for growth. Through my experience at this unconventional school, I have encountered contact zones existing in or with an imagined community. When practiced in a specific manner, these two ideas have the ability to coexist and positively impact a situation. When a contact zone becomes unmanageable, the result is mostly negative and can hinder the growth of a group of people or an individual.