The Employment Restrictions On International Students...

The employment restrictions on international students should be lessened because the need for self-support is rising even before the crisis happen with increasing college costs. Under crisis, F1 students get the permission to work off campus to help self-support. It is questionable that the freedom to work off-campus is only given under the crisis. These processes require more time and sometimes students’ appeals don’t get approved. The true side of this is, students and their families are at the edge at these points, and they have no enough strength to roar or ask for new alternatives. They are usually the result of a chain of happenings. Self-support, usually rises even before the sudden- crisis happen due to increasing college costs.†¦show more content†¦Therefore, government should lesson the current employment restriction policies, and establish new policies which are effective and student-friendly. The government should increase minimum work hours, shoul d allow students to work off-campus, and should give post- OPT extension without cutting the period concerning CPT or pre-OPT. Student work hours are insufficient; the government should increase the minimum working hours. The current part time hours are 20 hours/week. They need to increase the hours at least up to 25-30 hours/week. The summer and winter break hours should increase from 40 hours/week to 50-60 hours/week. These numbers are possible for students because local students usually engage in more than 30 hours/week, during the semesters, and around 60 hours/week during summer and winter breaks. Off campus employment is essential, the government should allow students to work off campus. They should be able to find employment with the limited time frame they have inside the country. They need to launch this opportunity because it is the best way to increase the living condition of international academic students. 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Strategic Human Resource Management Operations

Question: Discuss about the Strategic Human Resource Managementfor Operations. Answer: Introduction Accenture is a global management consulting and professional services company that provides consultancy services to its clients in the field of technology, strategy, operations, etc. The company is a part of the Fortune Global 500 company and has an approximate workforce of 394,000 employees as of 2016. In a recent tide of events, the company decided to put an end to its performance reviews and bring a massive change in its internal operations. The reason for dropping the performance reviews is that the system of reviews failed to fulfil its objective of promoting better staff performance. The firm plans to switch to a system in which all the employees will receive regular feedback from their superiors. Is Dropping the Performance Reviews a Good Idea for Accenture? As discussed above, Accenture is one of the worlds top companies with a lot of capabilities in the consultancy sector. The company has been developing technological solutions for its clients that have helped its clients in increasing their performance levels and becoming more competitive. The company is so efficient in its field that 82% of the employees at Accenture say that their workplace is great. Further, 89% of the employees working at Accenture feel that the management is competent at running the business while 88% of the employees feel that the management is honest and ethical in its business practice (Accenture, n.d.). Therefore, the decision taken by the management to switch to a new performance management system is definitely a calculated move and must have a reason behind it. The decision to drop the performance reviews at Accenture is a great idea for the company because: First of all, the company came to realize that the system, which the company was using to measure the performance of its employees, was not successful as it failed to fulfil its sole objective of promoting better staff performance. It has been found that sometimes, the system of measuring performance can be dysfunctional and can cause greater harm to the performance levels of a company than the benefits of an efficient performance management system (Spekla Verbeeten, 2014). Secondly, the firm itself had doubts related with the efficiency of the system and wanted to switch to a more fluid system of measuring performance that would include receiving regular feedback from the superiors. Thirdly, the company also discovered that the performance review system that it had been using in the past was resulting in a wastage of a lot of important resources. Conducting annual appraisals required a lot of time, money and the entire workforce had to put in a lot of efforts to make it happen. Thu s, this system of performance reviews was getting far beyond the reach of the management and it was becoming difficult for the management to manage such a complex system. Fourthly, the company realised itself the the system of performance reviews was dysfunctional in itself. A system that comprises of forcing rankings along some distribution curve could not be efficient because it might foster a negative feeling amongst those employees who had contributed a lot of their efforts towards the achievement of the organisational goals and objectives throughout the year (Klikauer, 2016). The company also believes that it should place its trust in the employees that it had recruited in the first place and should not undertake strategies where their efforts are reviewed again and again. Rather, the management at Accenture wants to provide freedom, authority and delegation to innovate to all the employees because the company itself has recruited the best possible fits for filling up its workp lace. On the overall, the decision of the company to drop its ongoing system of performance management is a good yet strong decision even though it might involve bringing about a major change in the entire organisation. It is very important for a global company like Accenture to discover redundancies in its operations and human resource management and remove them so that it can minimise its operational costs and can avoid wastage of important resources, which will ultimately help the company in becoming more competitive and efficient. Future Impacts of the Change on the Company Accenture has planned to take a very bold move that will make the entire organisation go through a major makeover that will definitely have some impacts on the company in the future. The company has valid reasons that are forcing it to undertake such a major step and undertaking such a step might also allow the company to bring down its operational costs and save a lot of resources that were earlier being directed towards the performance management system. Although, the results might be in favour of the company to a certain extent, the company might face a number of problems in the longer run that can cost the company more than it is intended to save through its bold move. The issues that might end up increasing the cost of the company because of the change being introduced are discussed below: First of all, a lack of performance ratings can result into decreased job engagement amongst the employees. For an organisation to perform better, it is a must that the employees of the company are engaged in their work and measuring their performance along with an appraisal system is one of the best ways to keep them engaged. The move of Accenture to drop its system of performance rating might reduce the level of employee engagement in the company and bring down the overall productivity and efficiency of the company in the longer run (Adler, et al., 2016). Secondly, another major benefit of having performance ratings and performance appraisals is that it provides an exceptional framework for the company that helps it in analysing the lacking skills in the employees. Using performance measurement systems, companies are able to diagnose the areas where its employees lack competencies and are required to be trained or developed in those areas in order to improve their efficiency. If th e company drops its performance measurement system altogether, it might not be able to assess the training and development needs of its employees in the near future and will lose the ability to continuously increase the competencies of its workforce. Thirdly, many employees are themselves in favour of performance management systems as performance ratings by the management allows them to assess their competencies and compare their performances with benchmarks fixed by themselves. In absence of a performance measurement system, the employees might not be able to identify the areas where they need to improve and might lose interest in their jobs (Chatterji, Durand, Levine, Touboul, 2016). Fourthly, another major benefit of analysing the performance of the employees is that it helps the management in succession planning. It becomes easier for the management to identify employees that have the potential to take up higher positions in the organisation in the future using a system that me asures their performances. In absence of a performance rating system, it might become difficult for the management to identify the employees having the right potential to move up in the organisational hierarchy and the company might also face difficulties in fulfilling its human resource demands internally. Lastly, a major issue that the management might face is related to the motivation level amongst the employees. One of the reasons why organisations use performance management systems is to keep the employees motivated by associating the system with some kind of rewards, such as increase in pay, promotion, etc. but in absence of a performance management system, the employees might feel demotivated and show a decline in the performance level (Gomes Romo, 2014). The above mentioned issues can definitely result in a decline in the overall productivity and efficiency of the company and the organisation might end up paying more than the costs that it intended to save by dropping its performance measurement system. Recommendations for Future Performance measurement Performance management system is a necessary evil that every company has to execute to manage its human resources appropriately. Though performance management systems are time consuming and require a lot of resources but they are also very important from the perspective of human resource management. Therefore, the company should not give up on performance ratings or management altogether as it might cause some serious issues in the near future. some recommendations that the company can use to monitor, assess and improve the performance of its employees effectively is discussed below: 360-Degree Performance Review: As evident from the case itself, the company wants to drop its performance management system and switch to a system where it can evaluate the performance of its employees on the basis of their individual role and performance. Thus, a 360-degree performance review will be one of the best options for the company. In a 360-degree performance feedback system is a process in which employees receive anonymous and confidential feedback about their performance from people who are around them. In such a system, all people i.e. managers, peers, juniors, etc. provide a performance feedback (Karkouliana, Assakera, Hallakb, 2016). In a system where an employees superiors, colleagues, subordinates and even customers provide feedback about the performance of an employee, the results obtained are better and have a higher accuracy. Some advantages of a 360-degree feedback system are discussed below: It will allow the company to have a performance feedback of an employee that is more accurate and reliable (Aggarwal, Sundar, Thakur, 2013) It provides an excellent framework for the employees that can help them in increasing self-awareness as it provides a detailed account of their strengths and weaknesses (Buckingham Goodall, 2015) Using a 360 degree feedback system will also allow the company to continue to assess the training and development needs of the employees even if it drops its system of performance ratings A 360 degree feedback system will provide multiply rated feedback about the employees that would allow the employees to uncover blind spots in their behaviour. A 360 degree feedback system is a relatively new concept that a lot of business organisations have started to implement in their workplace because of its potential to improve their system of performance measurement. This system has a greater efficiency than the traditional performance management systems and also require less resources for executing it. Thus, Accenture can also assess the potential of this system in accordance with its workplace conditions and replace its previous performance management system with a 360 degree feedback system in order to achieve better end results. Conclusion Accenture is one of the top global companies in the world and has been able to achieve this success because of its efficient management techniques and a high performing workforce. The decision of the company to put an end to its time and resource consuming performance management system that was not helping the company in achieving its primary objective of boosting employee performance is definitely a calculated move but the lack of a performance management system might have some serious implications for the company in the longer run. Therefore, the management of the company should definitely come up with a simpler and a more effective performance management system, such as 360 degree feedback, so that it can increase its overall efficiency and can become more competent. Bibliography Accenture. (n.d.). Retrieved April 17, 2017, from reviews.greatplacetowork.com: https://reviews.greatplacetowork.com/accenture Spekla, R. F., Verbeeten, F. H. (2014, June 02). The use of performance measurement systems in the public sector: Effects on performance. Management Accounting Research, 25(2), 131-146. Klikauer, T. (2016, October 19). Eight fatal flaws of performance management. Chatterji, A. K., Durand, R., Levine, D. I., Touboul, S. (2016, August). Do ratings of firms converge? Implications for managers, investors and strategy researchers. Strategic Management Journal, 37(8), 1597-1614. Adler, S., Campion, M., Colquitt, A., Grubb, A., Kevin Murphy, R. O.-K., Pulakos, E. D. (2016, June). Getting Rid of Performance Ratings: Genius or Folly? A Debate. Industrial and Organizational Psychology, 9(2), 219-252. Gomes, J., Romo, M. (2014). Advantages And Limitations Of Performance Measurement Tools: The Balanced Scorecard. Smith, M., Bititci, U. S. (2016). Interplay between performance measurement and management, employee engagement and performance . International Journal of Operations and Production Management. Karkouliana, S., Assakera, G., Hallakb, R. (2016, May 5). An empirical study of 360-degree feedback, organizational justice, and firm sustainability. Journal of Business Research, 69(5). Aggarwal, A., Sundar, G., Thakur, M. (2013, February 2013). Techniques of Performance Appraisal-A Review. International Journal of Engineering and Advanced Technology, 2(3). Buckingham, M., Goodall, A. (2015, April). Reinventing Performance Management. Harvard Business Review. Mone, E. M., London, M. (2014). Employee Engagement Through Effective Performance Management: A Practical Guide For Managers.

Job analysis of an elementary teacher Essay Example

Job analysis of an elementary teacher Essay In this paper we will examine how a Job analysis which helps describe Jobs and/or human attributes necessary to perform the tasks and Job Component Inventory OIC) method are used for an elementary teacher; by shows what tools, responsibilities, communication and demands are required for this position(Specter, 2014). This will allow an Individual to see how the reliability and validity of ICC works and how It describes the use of objects that will relate to the workers in this setting. Next, we ill see how a performance appraisal in this Job is based on professional learning and growth (Teacher Performance Appraisal System, 2014). Finally, we will look at the benefits and vulnerabilities that are associated with ICC and how it may affect this work setting. The hope is that in the end we can see how ICC can be used as a guide line for teachers. Job Summary With direction from the school principal the teacher is responsible for the education of selected students and will generate a flexible curriculum and classroom environment encouraging for learning and personal growth. The teacher needs to create a strong relationship with the student to help motivate students to develop skills, attitudes, and the know how to provide a strong foundation for future education, while taking the students valuables Into account. There will also be professional relationships developed and maintained between parents and other teachers. The physical demands for this field is considered a LIGHT physical demand characteristic of work position in accordance with the Dictionary of Occupational Title (DOT). Educating the Students Vital Functions The teacher must teach subject matter such as reading, language arts, mathematics, social studies, art science, physical education, and music while utilizing the curriculum proposed by the Board of Education. Then there must be a course plan developed that assists each students needs, and utilize the different teaching techniques to express the lesson In a way that Is productive to student learning and utilizes the allotted time available for the Instruction. We will write a custom essay sample on Job analysis of an elementary teacher specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Job analysis of an elementary teacher specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Job analysis of an elementary teacher specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The use of computers, chalk boards, overhead projectors and other visual aids will be used for student instruction. Physical demands for this position require the teacher to be able to stand and walk around the classroom the majority of the time. While also being able to bend, kneel, lean at the waist to communicate with a student at their desk. The ability to hold light weight objects for demonstrations at waist level and slightly above the head may be frequently required. The use of the black board is frequently required while also grasping chalk and an eraser while reaching below, at waist, and above the head occasionally with the frequent need to twist at the waist and neck to observe the class. On a rotating basis there Is a need for assistance with physical education which Involves lifting, using the upper body to assist students with their pull-ups and other actively. While on playground duty It Is required to be able to walk on even and uneven surfaces such as grass, gravel and maneuvering around curbs. The ability to lift up to 25 pounds around the room and halls maybe required The need for communication with parents is necessary through conferences over the phone or in person to discuss academic and personal progress and talk about there school programs. As a teacher the communications with other academic advisors will be needed for professional and personal growth. The participation in faculty meetings and committee sponsorship student activities is required on occasions. The need to address a stressful situation created by an upset or hostile student may arise but the ability to remain calm and listen non-critically but must also remain consistent with Judgments. Remain sensitive to a student who is non- compliant by try to meet the students needs by showing increased personal interest and involvement. Upholding Professional Standards Demonstrate professional ethics while conforming to district policies including attendance, evaluations and absences. The attendance must be sufficient to successfully perform the listed Job functions. Also the need to maintain professional proficiency is done through in-service activities offered by the district and self- selected growth activities. The times that are required for attendance are as followed teachers arrive at AAA. M. And may leave between 4:30-5:00 p. M. And there is also a 30 min lunch offered as long as weather permits. Working in the classroom 84-90% of the day but when needed outside activities such as recess, fire drills and any other special activity may occur. Reliability and Validity of ICC In this type of setting ICC can prove to be validated and reliable because it has helped to evaluate if a person meets requirements or needs more training in certain areas. Even though situations may vary the overall assessment is positive. This method shows what tools and physical demands will be placed on a teacher and how certain requirements can affect performance appraisals. As for the benefits and limitlessness for ICC it has its share of both due to personal interpretation and exaggerations people use to get Jobs. In closing this paper has shown what a Job analysis may look like using Job Components Inventory as a method and what some of the requirements are of an elementary teacher are. There are not only physical but mental demands required to hold this position. Planning and meeting ones own professional goals as well as those of the students helps to make for a proper teacher and good performance appraisals. The validity and reliability for ICC has been shown to be high in regards to eloping professionals pick Jobs that meet their abilities and skill set. The benefits and vulnerability aspect has not been conclusive due to human nature to exaggerate ones own abilities in a Job interview. However, it has sill shown beneficial with regards to pointing out key functions required for the position as a teacher.

Lewis Dot Structure Example - Octet Rule Exception

Lewis Dot Structure Example - Octet Rule Exception Lewis dot structures are useful to predict the geometry of a molecule. Sometimes, one of the atoms in the molecule does not follow the octet rule for arranging electron pairs around an atom. This example uses the steps outlined in How to Draw A Lewis Structure to draw a Lewis structure of a molecule where one atom is an exception to the octet rule. Review of Electron Counting The total number of electrons shown in a Lewis structure is the sum of the valence electrons of each atom. Remember: non-valence electrons are not shown. Once the number of valence electrons has been determined, here is the list of steps normally followed to place the dots around the atoms: Connect the atoms by single chemical bonds.The number of electrons to be placed is t-2n, where t is the total number of electrons and n is the number of single bonds. Place these electrons as lone pairs, starting with outer electrons (besides hydrogen) until every outer electrons has 8 electrons. Place lone pairs on most electronegative atoms first.After lone pairs are placed, central atoms may lack an octet. These atoms form a double bond. Move a lone pair to form the second bond.Question:Draw the Lewis structure of the molecule with molecular formula ICl3.Solution:Step 1: Find the total number of valence electrons.Iodine has 7 valence electronsChlorine has 7 valence electronsTotal valence electrons 1 iodine (7) 3 chlorine (3 x 7)Total valence electrons 7 21Total valence electrons 28Step 2: Find the number of electrons needed to make the atoms happyIodine needs 8 valence electronsChlorine needs 8 valence electronsTotal valence electrons to be happy 1 iodine (8) 3 chlorine (3 x 8)Total valence electrons to be happy 8 24Total valence electrons to be happy 32Step 3: Determine the number of bonds in the molecule.number of bonds (Step 2 - Step 1)/2number of bonds (32 - 28)/2number of bonds 4/2number of bonds 2This is how to identify an exception to the octet rule. There are not enough bonds for the number of atoms in molecule. ICl3 should have three bonds to bond the four atoms together. Step 4: Choose a central atom.Halogens are often the outer atoms of a molecule. In this case, all the atoms are halogens. Iodine is the least electronegative of the the two elements. Use iodine as the center atom.Step 5: Draw a skeletal structure.Since we do not have enough bonds to connect all four atoms together, connect the central atom to the other three with three single bonds.Step 6: Place electrons around outside atoms.Complete the octets around the chlorine atoms. Each chlorine should get six electrons to complete their octets.Step 7: Place remaining electrons around the central atom.Place the remaining four electrons around the iodine atom to complete the structure. The completed structure appears at the beginning of the example. Limitations of Lewis Structures Lewis structures first came into use early in the twentieth century when chemical bonding was poorly understood. Electron dot diagrams help illustrate electronic structure of molecules and chemical reactivity. Their use remains popular with chemistry educators introducing the valence-bond model of chemical bonds and they are often used in organic chemistry, where the valence-bond model is largely appropriate. However, in the fields of inorganic chemistry and organometallic chemistry, delocalized molecular orbitals are common and Lewis structures dont accurately predict behavior. While its possible to draw a Lewis structure for a molecule known empirically to contain unpaired electrons, use of such structures leads to errors in estimating bond length, magnetic properties, and aromaticity. Examples of these molecules include molecular oxygen (O2), nitric oxide (NO), and chlorine dioxide (ClO2). While Lewis structures have some value, the reader is advised valence bond theory and molecular orbital theory do a better job describing the behavior of valence shell electrons. Sources Lever, A. B. P. (1972). Lewis Structures and the Octet Rule. An automatic procedure for writing canonical forms. J. Chem. Educ. 49 (12): 819.  doi:10.1021/ed049p819Lewis, G. N. (1916). The Atom and the Molecule. J. Am. Chem. Soc. 38 (4): 762–85. doi:10.1021/ja02261a002Miessler, G.L.; Tarr, D.A. (2003). Inorganic Chemistry (2nd ed.). Pearson Prentice–Hall. ISBN 0-13-035471-6.Zumdahl, S. (2005). Chemical Principles. Houghton-Mifflin. ISBN 0-618-37206-7.

Seeing Holbein The Ambassadors Essay Example | Topics and Well Written Essays - 750 words

Seeing Holbein The Ambassadors - Essay Example It has been noted also that a fur-trimmed over-garment like the one pictured â€Å"became the typical garment of the scholar† (Emberley, 1997, p. 128). His imposing stance and cool gaze denote power and influence in the world. In contrast, the cleric on the right appears a little more withdrawn. He stands back in the shadows and wears dull robes with the white collar indicating his religious calling. The two men appear to be placed as a contrast to one another, but they are linked by the display of fine objects that both lean upon. These objects are laid out with scientific objects above and artistic instruments below. Berger’s explanations about the connotations of great wealth are helpful in understanding the tremendous change that happened in Western civilization in the sixteenth century. This was a time when the Reformation divided people into Protestants and Catholics, and the two men represent the different sides of this major debate. The rise of the Protestantism in the northern parts of Europe is credited with bringing about the earliest stages of capitalism, and this is what Berger is hinting at with his emphasis on the objects in the painting. Most of the population in Northern Europe was still occupied in agricultural work or small cottage production but this was a time when cities began to expand. ... Some of the wealthiest individuals â€Å"invested their wealth in government obligations† (van Zanden, p. 143). The ambassadors in the picture are French, (Wolf, 2004, p. 71) and they represent two different sources of wealth. Both of them provide services to the government. One of them is busy with new market related activities, and the other brings the old power and influence of the Church. A focus on material goods, rather than spiritual ideas, is a feature of this movement, and this could explain why the man on the left appears to dominate the picture at the expense of the man on the right. Although Holbein lived and worked in London, his painting style reflects the techniques of the Dutch masters of the time. The very detailed depiction of the work of craftsmen such as weavers, embroiderers, carpet makers, goldsmiths and all the rest may well also be an acknowledgement of the great contribution that the medieval guilds had made to the development of society and the creati on of wealth. The peasants provided the basic raw materials of production. The trained and certified craftsmen turned the raw materials into the highly prized consumer goods that wealthy people purchased. The emphasis on the detail of their work highlights a new appreciation of luxury, and this is what fuels an endeavor to produce ever better quality, and discover improved techniques. It is noticeable also that some of the objects, apart from being valuable, are also evidence of distant travel. This recalls the great discoveries of distant lands that had been taking place in the fifteenth and early sixteenth centuries. It is as if the two men are displaying all the richness of the globe, in the fine human objects, as well as the riches of heavenly things, indicated by the globes,

How have the wars changed womens lives in the Congo Puechguirbal Essay

How have the wars changed womens lives in the Congo Puechguirbal argues that Congolese women must be a part of the peace process. Do you think this would change things If so, how If not, why - Essay Example During the war in Congo, men left their women and families and moved to the forests to defend their communities. The women were left to care for their families which proved very difficult without the companion of their husbands. No economic activity or farming was taking place during this time of war and the stored food run out. Women were faced by hunger and they were left in pain watching their children die out of hunger. A report from the UN showed that 12% of the deaths during the war were caused by lack of food. This war left many women childless and without husbands since most of them were killed in the forest during the war and this has brought the greatest social inequality that ever existed in the world. Sexual violation was rampant during this war as the women were forced to have sex since they were armless and at the same time harmless. Women were forced to have sex to protect their children from being killed and this led to traumatization among women and an increased spread of sexually transmitted diseases. No medical care was operating during the war and hence the women were not treated after the sexual assaults. The results were unwanted children leading to an end of the happy families that existed(Gettleman, 2007,p.7). The war has created a situation that has led to women living in fear and with no trust on their military. Women have also been burdened with the responsibility of taking care of their children since the number of men reduced massively and the report by UN showed that 41.3% of all the women in Condo are single mothers(Gettleman, 2007,p.7). Despite the severe impacts, the Congo people have been positive in rebuilding their nation through peace-making processes. The united Nation in conjunction with government has played a big role in the process that has involved not only the political giants but also the people on the ground. Puechguirbal

Literature review Research Proposal Example | Topics and Well Written Essays - 750 words

Literature review - Research Proposal Example 1243). Alsaif (2011) considered the prevalence of obesity among children and adolescents and recognized the problem as an epidemic. Dehgan (2011, p. 2) confirmed these findings. This study conducted quantitative research throughout the United States and established that one in every six children aged 6 to 18 years old are obese. Reilly (2010, p. 205) conducted a comprehensive examination of recent systematic reviews and clinical guidelines regarding childhood and adolescent obesity. One of the predominant findings in this study was the recognition that many parents failed to recognize obesity in their child or adolescent. Additionally, the study recognized that many medical professionals under-diagnosed obesity in children and adolescents, and did implement a uniform means of diagnosis. There are a number of considerations that link obesity to specific factors. These specific factor considerations are notable as they further establish the means through which the eventual structured i nterview questions can be established. Additionally, they factor into the qualitative portion of the analysis. Barnes (2011) examined recent statistical trends among childhood obesity. This investigation revealed that childhood and adolescent obesity greatly contributed to the potential for adult obesity. O’Connor (2011, p. ... Liou, Liou, & Chang (2010, p. 1246) examined the causes of adolescent obesity between 2007 and 2008 among 40 middle high schools with 384 classes, implementing a three-stage systematic sampling design. Among the participants 7.2% were identified as obese and 16.1% overweight. These results were correlated with findings that demonstrated individuals with obese parents were at a high risk of obesity. There are a number of notable concerns related to potential treatment methods and avenues for progress. These elements are highly significant to the qualitative portion of the research investigation. The challenge of treating childhood obesity has heightened as studies such as Lawrence et al. (2010) indicate there is no single determinant of adolescent obesity. This study recommends then that treating adolescent obesity necessarily involve a multi-dimensional approach. Stevens (2010, p. 233) studied obesity in middle school students and confirmed the perspective that it must be treated wit h a multi-dimensional approach. Still, this study indicated that the combination of diet and physical activity directly contributed to weight modification. Swain (2009, p. 22) considered these perspectives. This studied specifically presented an exercise program, referred to as ‘Mind, Exercise, Nutrition, Do It!’ (MEND). This program would involve repeated consultations for parents and children with physicians. These consultations would then work to establish goals and overall lifestyle change. Doak (2009, p. 111) considered many of the specific intervention elements the previous studies examined with varying degrees of accord. This study argued that nearly three quarters of school-based obesity interventions are effective. Still,