Kappe House and Stahl House Research Paper Example | Topics and Well Written Essays - 2000 words

Kappe House and Stahl House - Research Paper Example There is a lot of similarities between these houses, ranging from the environment in which they are built to the materials and designs used to construct them. The application of sophisticated designs, which places the two as floating on space, coupled with their suitable integration with the natural environment, makes these Kappe and Stahl houses the icons they are today. However, there are still a lot of differences that can be indentified between these houses. For example, while the Kappe house is mostly constructed from glass and wood, the Stahl house has glass and steel as its major construction materials. Kappe house was constructed between 1965 and 1967, by architect Raymond Kappe on a hillside with many trees, as his own residence (Raymond, 17). Considering that the land on which the house is constructed is a steep hill, then, designing a structure that would well be accommodated by such land topography was a challenging task. The house was constructed using glass and wood, bu t there had to be established firm support for the house, due to the steepness of its location. This being the case, Kappe build six concrete towers to support the house and ensure it would withstand all forces while remaining more stable (Kevin, 4). The size of the house is 370 square meters, raised on decks to avoid the effects of underground springs, such as busting of such springs and carrying away the floor or bringing the whole house down altogether. The unique thing about this construction is the use of natural materials. The house is mainly constructed out of wood, which is cut in form of beams, to enhance its strength and ensure that the wood can support the weight of the house, which is constructed floating on the space. Steel is yet another material used in the construction of this house, since as a natural metal, it is very strong, and thus can withstand the tension caused by the weight of the floating house. Additionally, the choice for steel as the metal to use in the house construction was informed by its ability to withstand rusting. The house has a sophisticated geometric form, which consists of vertical and horizontal structures, constructed in tires and then joined to other outer structures and an extended roof, all of which floats on space, supported by the concrete and steel structures (McCoy, 7). This geographic form effectively combines the traditional architectural designs with aspects of modernism, giving the structure an aesthetic touch that remains an attraction to present day (Dylan, A2). Due to its attractiveness, the house has attracted many advertisements, using the house as the backdrop. The most significant of this house is its design, which blends well the human construction with the natural environment, thus effectively fit well as an icon of integrated natural environment and built environment. There are two key challenges that were presented by the nature of the environment in which the house is constructed. The land on whi ch the house is constructed is sloppy. As a result, a strong support system was required to support the house on such a land topography, which necessitated Kappe to design and use six concrete towe

How Environmental Documentaries Have Developed from the Ethnographic Research Paper

How Environmental Documentaries Have Developed from the Ethnographic - Research Paper Example Hence, the documentary filmmaker's role has changed as well. He is not simply a storyteller with a camera any longer, but he can become an environmental activist himself. Director Louie Psihoyos is directly involved in the action in The Cove where filmmakers alongside environmental activists plant hidden cameras to reveal the dolphin slaughter committed by the fishermen. Not only does he direct his filmmaking crew, he also leads the group of activists and plays a crucial part in devising the plan how to expose crimes of animal cruelty. The general consensus amongst environmental filmmakers today seems to be that a film alone can't change anything, but the reactions and actions it provokes in an audience can bring upon real change. Captain Paul Watson, co-founder of Greenpeace, remarks in The Cove: â€Å"You're either an activist or a non-activist. I decided to be an activist.† The filmmakers' clear intent to motivate the audiences into direct action is summed up by one of the film's marketing punch-lines: ‘The Secret Is Out. Spread the Word’. Unlike feature films that make headlines for a few weeks while they are successful at the box office, documentaries like The Cove have an organic 'after-life' where audiences and fans are kept up to date online by the filmmakers about how the story is developing long after the initial release of the film. Most importantly, the world wide web and social networking media can play an active role in defining the outcome of the story by giving audiences a platform to take direct action. The Cove's website lists many options how one can directly support several organizations who are protecting dolphins in Japan by either donating money or by signing online petitions, joining... The general consensus amongst environmental filmmakers today seems to be that a film alone can't change anything, but the reactions and actions it provokes in an audience can bring upon real change. Captain Paul Watson, co-founder of Greenpeace, remarks in The Cove: â€Å"You're either an activist or a non-activist. I decided to be an activist.† The filmmakers' clear intent to motivate the audiences into direct action is summed up by one of the film's marketing punch-lines: ‘The Secret Is Out. Spread the Word’. Unlike feature films that make headlines for a few weeks while they are successful at the box office, documentaries like The Cove have an organic 'after-life' where audiences and fans are kept up to date online by the filmmakers about how the story is developing long after the initial release of the film. Most importantly, the world wide web and social networking media can play an active role in defining the outcome of the story by giving audiences a platfo rm to take direct action. The Cove's website lists many options how one can directly support several organizations who are protecting dolphins in Japan by either donating money or by signing online petitions, joining facebook groups or by pledging never to buy a ticket for a dolphin show. To sum up, environmental films of today are holistic experiences that give the audiences the opportunity to become interactive and play a crucial part in the overall cause.

Tanglewood Case Essay Example for Free

Tanglewood Case Essay Each branch of Tanglewood uses distinct methods for recruiting. With the employee turnover very high is the retail industry, Tanglewood is no exception. For that purpose, they need to constantly hire new employees. To fill these positions Tanglewood uses a variety of recruiting methods, though each region need not necessarily follow all. While the methods used for recruiting are Media, Referrals, Kiosks, State Job Services and Staffing Agencies, individual branches determine which staffing method suits best for them to use for hiring store associates. Tanglewood needs a uniform recruiting strategy and a recruiting guide that will not only help them hire a candidate with the Person/Organization match but also attract a culturally diverse workforce. This will lower the chances of employee turnover and also make them compliant with the EEO and other laws. Having a standardized recruiting process across the chain will also create staffing operational efficiencies and help maintain the culture of the organization. In order to have a successful recruiting plan, the first thing that needs to be addressed is having a Job description for each position that is there in the organization. This can be done by Job Analysis which will determine what KSAOs are needed for a certain position. After job Analysis and Job description, a detail selection plan has to be made which will rank the KSAOs and how they can be assessed. For any recruiting plan to be successful, Tanglewood has to determine which method to use. Though each division uses a variation of methods to search for their job candidates, there has to be some consistency across the whole organization. WESTERN WASHINGTON It is the largest and most profitable region of all the Tanglewood stores, mainly because it is centered around Seattle which is a big urban city. In keeping with the company’s culture and values, this region strongly believes in employee participation and autonomy. This region’s primary method of recruiting is employee referral. In the Seattle area, job Services is also heavily used for recruiting. Lastly, to fill positions that have not been met with the initial methods, the Kiosk method is used. Western Washington heavily relies on employee referral recruiting method. Data shows that it gets the largest number of applicants that is 3362, of which 1564(47%) are  qualified and 1048(31%) are hired. This method has one of the highest rate of retention of 712(68%) next only to Job service which is 75% of the hired workforce. The setup cost for employee referrals is the same as Media and Job service which is $250,000. However, it has the highest variable cost amongst all the methods of $2,356,240, thus putting the total cost to $2,606,240 which is even higher than the Kiosk method. The cost per hire is $2,486.87 and the cost per 1 year survival is $3,660.45. This reveals that even though the employee referral method costs almost $1,100 more than Job service, in terms of qualification rate, hiring rate and employee retention it yields better. Job service data shows that it yields 4236 applicants, of which 1398(33%) are qualified and only 378(9%) are hired. This method has the highest rate of retention after 1 year of 284(75%). But if we look at the number it is only 284 employees versus 712 in referral. The setup cost for Job service is the same as Media and employee referrals, but it has the lowest variable cost amongst all the methods of $462,720, thus putting the total cost to $712,720 which is the lowest of all the methods. The cost per hire is $1,885.50 and the cost per 1 year survival is $2,509.58. This reveals that this is the cheapest method used for recruiting however the retention rate for this method is also the lowest. The kiosk method in the recruiting data shows that it yields 3114 job applicants, of which 1278(41%) are qualified and only 652(21%) are hired. This method has a retention rate after 1 year of 358(55%). This method is the most expensive with the setup cost of $40,000 and the variable cost of $1,413,574, thus putting the total cost to $2,413,574 which is the highest of all the methods. The cost per hire is $3,701.80 and the cost per 1 year survival is $6,741.83. This reveals that this is the second most expensive method used for recruiting per hire. The Media method in the recruiting data shows that is it the most expensive method in terms of applicants attracted and hired. It yields only 1430 job applicants, of which 536(37%) are qualified and only 204(14%) are hired. This method has a retention rate after 1 year of 92(45%). The setup cost is $10,000 and the variable cost of $469,280, thus putting the total cost to $719,280 which is slightly higher than Job service. However, the cost per hire is $3,525.88 and the cost per 1 year survival is the highest at $7,818.26. This reveals that this is the most expensive method used for recruiting per hire. Seeing the methods used and their results in  attracting and retaining employees, western Washington should continue using Employee referral method as their primary method, along with job service and Kiosk. EASTERN WASHINGTON Eastern Washington is very similar to western Washington in its management styles. It is where the company originated. It has 25 stores like Western Washington but the area apart from Spokane is largely rural. Though this region has pioneered all the organizational policies, since it the birthplace of the organization, it has created some variations due to its geographical differences. It largely uses traditional media methods of Advertising for recruiting more than any other method. Data shows that Media yields the most applicants 4592, of which 1608(35%) are qualified and 676(15%) are hired. This method has a rate of retention after 1 year of 352(52%). The total cost is $1,799,200 and the cost per hire is $2,661.54 and the cost per 1 year survival is $5,111.36. Employee referral data shows that it gets 4046 applicants, of which 1720(43%) are qualified and 1016(25%) are hired. This method has the highest rate of retention after 1 year of 762(75%). The total cost for employee referrals is the highest at $2,565,760. However, the cost per hire is $2,525.35 and the cost per 1 year survival is $3,367.14 which is the lowest amongst all the methods used. The kiosk methods in the recruiting data shows that it yields the lowest number of job applicants that is 2776, of which 1110(40%) are qualified and only 444(16%) are hired. This is mainly due to the fact that the area has a rural population who probably feel more comfortable applying for the job through an advertisement than physically going to the store and applying at the Kiosk. This method has a retention rate after 1 year of 284(64%) which is the second highest only after Media. The cost per hire is $4,466.07 and the cost per 1 year survival is $6,982.17. This reveals that this is the most expensive method used for recruiting per hire. This reveals that the region should make necessary changes to yield better results for recruiting more effectively. They should focus more on emp loyee referral which has yielded the highest rate of retention, and the lowest cost per hire as well as cost per 1 year survival. NORTHERN OREGON Northern Oregon has a very different philosophy for running its operations which is more professional in nature. It has a hierarchical decision making structure which is opposite to the company’s culture. It largely uses traditional media methods of Media, Kiosk and Staffing Agencies for recruiting. The kiosk method yields the most applicants that is 3896, of which 1656(43%) are qualified and only 696(18%) are hired. This method has a retention rate after 1 year of 446(64%) which is the second highest only after Agency. The total cost is $2,246,696 which is the highest. The cost per hire is $3,228.01 and the cost per 1 year survival is $5,037.43. Data shows that Media yields 2686 applicants, of which 1102(41%) are qualified and 364(14%) are hired. This method has a rate of retention after 1 year of 164(45%). The total cost is $1,022,720 and the cost per hire is $2,809.67 and the cost per 1 year survival is $6,236.10 which is the highest amongst all the methods used in Northern Oregon. The Staffing Agency method in the recruiting data shows that it yields the lowest number of job applicants that is 1290, of which 614(48%) are qualified and only 490(38%) are hired. This method has the highest retention rate after 1 year of 402(82%). The setup cost is the highest at $900,000, whereas the total cost is $1,451,400. The cost per hire is $2,962.04 and the cost per 1 year survival is $3,610.45 which is the lowest. This region should focus more on getting qualified applicants from staffing agencies as it yields the lowest cost per hire as well as cost per 1 year survival. SOUTHERN OREGON Southern Oregon is known for its innovativeness as a lot of recruiting methods were first tried in this region. It is the smallest division with only 16 stores, tough they are looking to expand into northern California. The primary methods used for recruiting in this region are Staffing agencies, referrals and Kiosk. Data shows that employee referral gets 1384 applicants, of which 610(44%) are qualified and 396(29%) are hired. This method has the second highest rate of retention after 1 year of 290(73%). The total cost for employee referrals is $1,054,880. However, the cost per hire is $2,663.84 and the cost per 1 year survival is $3,637.52 which is the lowest amongst all the methods used. The kiosk methods in the recruiting data shows that it yields the highest number of job applicants that is 2280,  of which 866(38%) are qualified and only 346(15%) are hired. This method has a retention rate after 1 year of 216(62%) which is the second highest only after Agency. The total cost is $1,409,600 which is the highest of all the three methods used. The cost per hire is $4,073.99 and the cost per 1 year survival is $6,525.93. This reveals that this is the most expensive method used for recruiting per hire. The Staffing Agency method in the recruiting data shows that it yields 1132 applicants, of which 522(46%) are qualified and 392(35%) are hired. This method has the highest retention rate after 1 year of 336(86%). The setup cost is the highest at $800,000, whereas the total cost is $1,245,120. The cost per hire is $3,716.33 and the cost per 1 year survival is $3,705.71. Therefore, this division should focus on referrals and agencies for getting the best recruits. CASE 6 – INTERVIEW Hiring the right person starts with the interviewing process. Conducting a successful interview requires a skilled interviewer to adequately prepare for the meeting and to recognize and respond to the dynamics of the situation. Although being a skilled interviewer is part of the equation, applying the correct interview technique can be just as important. There are several types of interview techniques used by managers: traditional interview, behavior interview and situational interview techniques. Tanglewood is looking to revise its selection methods for the department manager position. Presently, there is no structure to the selection process for this position. The current method of hiring department managers is similar to the one used for store associates. Tanglewood is looking to have a more efficient policy for screening. They would like to create a good sequence of staffing procedures by creating a selection plan for the department manager position as well as building a structured interviewing format which would include both situational and behavioral questions. A selection plan establishes an understanding of the job so you can hire the most qualified applicant. The plan lays out the major responsibilities of the job, identifies what KSAOs are needed to perform the job, and identifies the most effective selection procedures to use. INADEQUATE KSAO MEASURES There are a couple of inadequacies as far as the KSAO measurement is concerned. Those are the knowledge of legal Precepts and skill in analysis of financial and operational data. Both these KSAOs are not sufficiently measured during the selection process. It is essential for the department manager to be knowledgeable about the legal aspects concerning the retail business. The department managers in addition to having knowledge of legal aspects of the business need to have some kind of financial skills as well. A candidate’s knowledge in these fields can be tested through the interview process. 4. Knowledge of customer base served by the store| Yes| X| 5. Skills in managing personnel resource| Yes| X X| 6. Communication and speaking skills| Yes| X X| BIO=Biodata, MAE=Marshfield Applicant For, RK=Retail Knowledge, CON=Conscientiousness, EXT=Extroversion The current selection plan for the store manager bears some resemblance to the hiring process of store associates, but at a higher level. Tanglewood is seeking to change their hiring process for this position so as to hire the most appropriate applicant. Furthermore, the Spokane store where they are trying to fill this position has a symbolic value to the organization. It is not only the largest store in the chain but also nearly all managers are send to this store as part of their initial training. Therefore, it is important to create a hiring model that will help fill the position of store manager for this store but also help standardize the hiring process so that other stores can follow too. When we look at two of KSAOs, t hat is â€Å"Knowledge of Organizational policies and practices† and â€Å"Knowledge of Retail management policies and practices†, we can consider two  options. One is that the applicant should be knowledgeable about basic Organizational and Retail management policies and practices. Second is that if he is an external hire, he cannot be expected to know the Tanglewood’s Organizational and retail policies and practices. Only an internal hire would know that. As a result, we have marked the KSAO â€Å"Knowledge of Organizational policies and practices† and â€Å"Knowledge of Retail management policies and practices† as both â€Å"Yes† and â€Å"No†. â€Å"Yes† to be aware of basic Organizational and Retail management policies and practices, and â€Å"No† to the need to know Tanglewood’s Organizational and retail policies and practices. Tanglewood uses various methods to measure the KSAOs needed for the position of store manager. This position needs Behavioral KSAOs which measure soft skills which are the attitudes and approaches the applicants take to their work, such as a ability to collaborate on team projects or the ability to communicate orally with a broad range of individuals. Hence it is very important that the store manager possesses skills like sound decision making and communication skills. Other KSAOs necessary for the selection should be weighed depending on their importance to the job and as to whether they can be further enhanced by training on the job. Following a standardized selection process can help recruit the best candidate to achieve Tanglewood’s goals and maintain its corporate culture.

My College Plans :: essays research papers

My College Plans   Ã‚  Ã‚  Ã‚  Ã‚  At first I never had wanted to go to college because I didn't like school, but now as I get older I realize that I will need a college education to make it in life. So when the question came up what college would I like to go to? I knew right away that I wanted to go to the University of Kentucky. It is the only college that I would ever considering going to, I love this college with a deep passion. They have my favorite basketball team and the also represent Kentucky (The state in which I was born.).   Ã‚  Ã‚  Ã‚  Ã‚  From its modest beginnings in 1865, when it was known as a State College, the University of Kentucky has grown into one of the nation's most outstanding institutions of higher learning. As a comprehensive land-grant university, UK offers an educational experience that cannot be matched anywhere in the Commonwealth. The Lexington campus consist of 764 acres and 24,200 students. It also employs 1,796 full-time faculty members. UK ranks among the top 100 research institutions in the nation.   Ã‚  Ã‚  Ã‚  Ã‚  When I was asked the question what I wanted to be when I grow up I really didn't know, until my Sophomore year of high school. It wasn't till then when I decided that I wanted to be a journalist. I guess I just hadn't had my call until then. This was the year that probably changed my whole life. It was the year that I took my first year of newspaper class. I really chose the class not knowing what I was about to encounter. But, after I got to know everyone and how the class worked I knew that I found my calling. I really enjoyed the class that year because I really liked the teacher and the student editor. They made learning how the newspaper class worked and how to work together as a team fun. I am now in my second year of the Pacer Post and looking forward to another year ahead of me.   Ã‚  Ã‚  Ã‚  Ã‚   Hopefully when I graduate I will have 3 years of high school newspaper class plus, I would like to have some on the job training. I already have a lot of experience with all kinds of computer programs such as: Microsoft Works, Microsoft Word, Adobe Pagemaker 6.0, Corel 6.0, Netscape, Microsoft Internet Explorer, and Windows 95. I think that the combination of all these things plus a college degree will make for a good career in journalism.   Ã‚  Ã‚  Ã‚  Ã‚  When I attend the University of Kentucky I will not have to work through

Foreshadowing and Dramatic Irony in Death and the Maiden Essay

Foreshadowing is the warning or the indication that something else is going to happen later on in the story. In Death and the Maiden, Ariel Dorfman uses this literary device to the maximum, exploring all the different ways he can make the reader predict or foresee what’s going to happen next. However, Dorfman also takes on the audience’s ideas and implements dramatic irony, giving the plot a twist of events and making the audience question themselves and their own theories as to why the character acts that way or why the author set things as they are. Dorfman takes the idea of dramatic irony when referring to the characters and their roles in the play. The greatest contrast in the play is between Paulina and Gerardo. Paulina Salas, a forty year old woman, waits for her husband late at night when she sees a car come towards her house. At first, Paulina is presented as the typical housewife, scared, insecure, loyal and loving towards her husband, who might even feel inferior, since she feels safer and secure when she has the gun. There is, however, an understatement, between the roles Paulina and her husband, Gerardo Escobar, play. First he calls her ‘Poor little love’ (Act 1, Scene 1, p. 4) and continues to see her as his little, dependant, fragile, used woman, that can only do what women at the time were supposed to do; housework. Yet, during their conversations she only gives him sharp, short responses, most of the time seeming even a bit harsh: GERARDO: I’m really not in the mood for arguing, but we had agreed that†¦ PAULINA: You were supposed to do it. I take care of the house, and you take care of- GERARDO: You don’t want help but afterward you†¦ PAULINA: -the car at least. GERARDO: †¦afterward you complain. PAULINA: I never complain. GERARDO: This is an absurd discussion. What’re we fighting about? I’ve already forgotten what we†¦ PAULINA: We’re not fighting, darling. You accused me of not fixing your spare†¦ (Death and the Maiden, Act 1, Scene 1) This conversation shapes the idea of gender roles in the play, and how later on she becomes ‘in-charge’ and Gerardo becomes the ‘wife’, she wants to be in control, wants to have authority, but in a more passive-aggressive manner. In addition, one can also argue about Paulina’s love-hate  relationship with Gerardo, as she is clearly very emotionally attached to him, yet seems as though she treats him with a sort of disrespect or harsh manner. Paulina’s strange relationship also brings the audience to question this woman’s sense of judgment, and maybe even her past. Ironically, later she refers to him as ‘my little man’, contrasting with how he called her, and making sure that Gerardo knows that he is her husband, and she’s in charge. Furthermore, Dorfman shows the dramatic irony in the gender roles once Paulina finds out about Doctor Miranda and gets the gun. At the beginning of the play, the gun was a sign of safety and security, and by the climax, she uses the gun to manipulate Roberto and Gerardo to do what she wants, and what she thinks is ‘fair’. GERARDO: Paulina, I’m asking you to please give me that gun. PAULINA: No. GERARDO: While you point it at me, there is no possible dialogue. PAULINA: On the contrary, as soon as I stop pointing it at you, all dialogue will automatically terminate. If it put it down, you’ll use your strength to win the argument. (Death and the Maiden, Act 1, scene 4, pgs- 24-25) Paulina knows that without the gun, she is hopeless. Her own husband won’t listen to her, and they think she’s completely crazy. All she wants is justice and to make things even between her presumable rapist, Dr. Miranda, and her. However, the ‘strength’ she’s is referring to is open to the audience’s interpretation. It might have something to do with his metaphorical strength, his job as a lawyer, is to bring out justice and put things back the way they were; the way things have always been done. A more farfetched idea is that it could be a reference to his physical strength, since men are generally stronger than women, which relates to the fact that Paulina was raped and tortured, making reference to sort of, in a way, daring him to physically win over her. In conclusion, Ariel Dorfman uses foreshadowing to help the audience shape their own ideas and theories regarding the play, yet uses dramatic irony to, in a way, twist the plot to sort of give it an interesting turn of events, like the gender roles in Death and the Maiden? and give the audience something they hadn’t thought of, hence, the irony.

Global Issue Human Trafficking Free Essay Example, 2000 words

Finally, an increase in corruption in developing countries has enabled trafficking in women to go unpunished despite being illegal. These trends have combined to make women â€Å"cheap and disposable†, particularly in developing countries with minimal implementation of both national and international human rights laws (Mohajerin, 2006). Improvement in Fighting Trafficking in Women International agreements seeking to prevent trafficking in women have existed for the last more than 50 years. Because of the particular effects of trafficking in women, these agreements have sought to provide comprehensive assistance to transit and destination countries in combating the practice (Potts, 2003). They have also been aimed at providing assistance and protection to victims when they are returned to their original countries, including vocational training, legal and psychological counseling, medical care, and safe accommodation. For instance, the UN Declaration of Basic Principles of Justice for Victims of Crime and Abuse of Power seeks to ensure that victims, including trafficked women, can access prompt redress from the justice system (Potts, 2003). The Declaration also requires that governments in their original countries must ensure the victims are given access to social services, while also being informed of available social and health services. We will write a cust om essay sample on Global Issue: Human Trafficking or any topic specifically for you Only $17.96 $11.86/pageorder now However, these measures are mainly aimed at protecting the victims of trafficking in women. Because of the complexities of trafficking in women, the need for a multi-faceted approach has arisen in tackling the practice (Wirsing, 2012). While the anti-trafficking interventions at national level have mostly been focused on prosecution and legal reform, strategies that aim to be successful should move beyond the realm of prosecuting traffickers after the act. NGOs and governmental bodies have taken the lead in addressing trafficking, both in the short and long term, including awareness-raising and educational initiatives, lobbying efforts, and technical cooperation and training programs for the judiciary and law enforcement. Educational initiatives as a form of raising awareness among the general public, as well as vulnerable girls and women, have gained increased relevance (Anonymous, 2003). For example, the US National Advisory Council on Violence against Women came up with a toolkit aimed at providing concrete guidelines for community and policy leaders and NGOs seeking t o end victimization of women, including through trafficking (MacClain, 2006).

How to Analyze a Historical Document

It can be easy when examining a historical document that relates to an ancestor to look for the one right answer to our question — to rush to judgment based on the assertions presented in the document or text, or the conclusions we make from it. It is easy to look at the document through eyes clouded by personal bias and perceptions engendered by the time, place and circumstances in which we live. What we need to consider, however, is the bias present in the document itself. The reasons for which the record was created. The perceptions of the documents creator. When weighing the information contained in an individual document we must consider the extent to which the information reflects reality. Part of this analysis is weighing and correlating evidence obtained from multiple sources. Another important part is evaluating the provenance, purpose, motivation,  and constraints of the documents which contain that information within a particular historical context. Questions to consider for every record we touch: 1. What Type of Document Is It? Is it a census record, will, land deed, memoir, personal letter, etc.? How might the record type affect the content and believability of the document? 2. What Are the Physical Characteristics of the Document? Is it handwritten? Typed? A pre-printed form? Is it an original document or a court-recorded copy? Is there an official seal? Handwritten notations? Is the document in the original language in which it was produced? Is there anything unique about the document that stands out? Are the characteristics of the document consistent with its time and place? 3. Who Was the Author or Creator of the Document? Consider the author, creator and/or informant of the document and its contents. Was the document created first-hand by the author? If the documents creator was a court clerk, parish priest, family doctor, newspaper columnist, or other third party, who was the informant? What was the authors motive or purpose for creating the document? What was the author or informants knowledge of and proximity to the event(s) being recorded? Was he educated? Was the record created or signed under oath or attested to in court? Did the author/informant have reasons to be truthful or untruthful? Was the recorder a neutral party, or did the author have opinions or interests that might have influenced what was recorded? What perception might this author have brought to the document and description of events? No source is entirely immune to the influence of its creators predilections, and knowledge of the author/creator helps in determining the documents reliability. 4. For What Purpose Was the Record Created? Many sources were created to serve a purpose or for a particular audience. If a governmental record, what law or laws required the documents creation? If a more personal document such as a letter, memoir, will, or family history, for what audience was it written and why? Was the document meant to be public or private? Was the document open to public challenge? Documents created for legal or business reasons, particularly those open to public scrutiny such as those presented in court, are more likely to be accurate. 5. When Was the Record Created? When was this document produced? Is it contemporary to the events it describes? If it is a letter is it dated? If a bible page, do the events predate the bibles publication? If a photograph, does the name, date or other information written on the back appear contemporaneous to the photo? If undated, clues such as phrasing, form of address, and handwriting can help to identify the general era. First-hand accounts created at the time of the event are generally more reliable than those created months or years after the event occurred. 6. How Has the Document or Record Series Been Maintained? Where did you obtain/view the record? Has the document been carefully maintained and preserved by a government agency or archival repository? If a family item, how has it been passed down to the present day? If a manuscript collection or other item residing in a library or historical society, who was the donor? Is it an original or derivative copy? Could the document have been tampered with? 7. Were There Other Individuals Involved? If the document is a recorded copy, was the recorder an impartial party? An elected official? A salaried court clerk? A parish priest? What qualified the individuals who witnessed the document? Who posted the bond for a marriage? Who served as godparents for a baptism? Our understanding of the parties involved in an event, and the laws and customs which may have governed their participation, aids in our interpretation of the evidence contained within a document. In-depth analysis and interpretation of a historical document is an important step in the genealogical research process, allowing us to distinguish between fact, opinion, and assumption, and explore reliability and potential bias when weighing the evidence it contains. Knowledge of the historical context, customs,  and laws influencing the document can even add to the evidence we glean. The next time you hold a genealogical record, ask yourself if you have really explored everything the document has to say.