The Longest Words in the German Language

The classic longest German word is Donaudampfschiffahrtsgesellschaftskapità ¤n, clocking in with 42 letters. In English, it becomes four words: Danube steamship company captain. However, its not the only super long word in the German language and, technically, its not even the longest. German Spelling Most languages, including English, string smaller words together to form longer ones, but the Germans take this practice to new extremes. As Mark Twain said, Some German words are so long that they have a perspective. But is there really such a thing as the longest German word...  das là ¤ngste deutsche Wort? Some of the suggested longest words are artificial creations. They are never used in daily spoken or written German, which is why well look at some words that far surpass our 42-letter title winner mentioned above.   For all practical purposes, this longest-word contest is really just a game. Its more fun than practical and German just happens to offer us some really long words. Even a German or English Scrabble board only has room for 15 letters, so you wont find much use for these. Yet, if youd like to play the longest-word game, here are a few selected items to consider. The 6 Longest German Words (Lange  Deutsche  Wà ¶rter) These words are listed in alphabetical order, with their gender and letter count. Betà ¤ubungsmittelverschreibungsverordnung(die, 41 letters) Its a mesmerizing word that is rather difficult to read. This lengthy one refers to a regulation requiring a prescription for an anesthetic. Bezirksschornsteinfegermeister(der, 30 letters) This word may be short in comparison to those below, but it is a real word that you might be able to use someday, but even thats not likely. Roughly, it means a head district chimney sweep. Donaudampfschiffahrtselektrizità ¤tenhauptbetriebswerkbauunterbeamtengesellschaft(one word, no hyphen)  (die, 79 letters, 80 with the new German spelling that adds one more f in ...dampfschifffahrts...) Even the definition is a mouthful: association of subordinate officials of the head office management of the Danube steamboat electrical services (the name of a pre-war club in Vienna). This word is not really useful; its more of a desperate attempt to lengthen the word below. Donaudampfschifffahrtsgesellschaftskapità ¤n(der, 42 letters) As mentioned, in classic German this is considered the longest word. Its meaning of Danube steamship company captain makes it unusable for the majority of us, though. Rechtsschutzversicherungsgesellschaften(die, plur., 39 letters) This is one you might actually be able to pronounce if you take it one syllable at a time. It means, legal protection insurance companies.  According to Guinness, this was the longest German dictionary word in everyday usage. However, the word below is a longer legitimate and official longest word—in semi-everyday usage, anyway. Rindfleischetikettierungsà ¼berwachungsaufgabenà ¼bertragungsgesetz(das, 63 letters) This hyper word references a beef labeling regulation and delegation of supervision law.  This was a 1999 German Word of the Year, and it also won a special award as the longest German word for that year. It refers to a law for regulating the labeling of beef—all in one word, which is why it is so long. German also likes abbreviations, and this word has one: ReÃÅ"AÃÅ"G. German Numbers (Zahlen) There is another reason why there really isnt a single longest German word. German numbers, long or short, are written as one word. For example, to say or write the number 7,254 (which is not really a very long number), the German is siebentausendzweihundertvierundfà ¼nfzig. That is a single word of 38 letters, so you could imagine what larger and more complex numbers may look like. For this reason, its not difficult at all to make a number-based word that far exceeds any of the other words weve discussed. Longest English Words For comparison sake, what are the longest words in English? Contrary to popular belief, the record holder is not supercalifragilisticexpialidocious (an invented word made famous in the movie Mary Poppins). Just as in German, there is disagreement about which word is actually the longest. Theres little argument, however, that English cant keep pace with German in this department. The English languages two contenders are: Antidisestablishmentarianism  (28 letters):  This is a legitimate dictionary word from the 19th century meaning opposition to the separation of church and state. Pneumonoultramicroscopicsilicovolcanokoniosis  (45 letters):  The literal meaning of this term is lung disease caused by breathing in silica dust. Linguists claim this is an artificial word and that it does not deserve true longest word billing. Likewise, there are many technical and medical terms in English that qualify as long words. However, they are usually excluded from consideration for the longest word game.

EARLY SCHOOL HOURS DO NOT EQUAL SLEEP DEPRIVATION AND...

As the starting time for school increases once leaving elementary school, students face the biological struggle of physiological changes due to puberty. According to â€Å"Adolescent Sleep Needs and School Performance†(1998), puberty demands more sleep, at least a total of 8 hours of sleep compared to an adult; they normally require 6 hours. Along with a greater requirement of sleep, the circadian rhythms of the adolescent change as well. The circadian cycle plays a biological part as to when people fall asleep and when people wake up naturally, for example, naturally the human body goes to bed when it’s night and wakes when the sun is out. Due to a greater need of sleep, and perplexing circadian cycles, adolescents become more anxious, have†¦show more content†¦According to â€Å"Adolescent sleep needs and school performance† (1998), sleep deprivation may have serious physical, mental, and social consequences for adolescents and negatively impact their academic performance. The effects of sleep deprivation is what causes academic lag, it often results in â€Å"increased irritability, anxiety and depression, decreased socialization, reduced concentration and decreased ability to handle complex tasks, memory deficits, impaired performance and alertness, and delayed responses (Phillips, S., N.D.)† are diminished, grades are likely to reflect the impairment of those skills. According to Carpenter (2001), â€Å"20% of all high school students fall asleep in school. Additional research has shown that over 50% of students report being most alert after 3:00 p.m. (American Psychological Association, para. 14).† The results of this study shows that students who are sleep deprived are in school at the time that their brain is still trying to sleep, it supports also that teenagers are not fully awakeShow MoreRelated_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 PagesIntroduction to Statistics and Data Analysis This page intentionally left blank Introduction to Statistics and Data Analysis Third Edition Roxy Peck California Polytechnic State University, San Luis Obispo Chris Olsen George Washington High School, Cedar Rapids, IA Jay Devore California Polytechnic State University, San Luis Obispo Australia †¢ Brazil †¢ Canada †¢ Mexico †¢ Singapore †¢ Spain †¢ United Kingdom †¢ United States Introduction to Statistics and Data Analysis, Third EditionRead MoreOffice Administration Thesis11471 Words   |  46 PagesEducation, Major in Mathematics, has been examined and is recommended for acceptance and approval for oral examination. MRS. FE D. BELEN Adviser PANEL OF EXAMINERS Approved by the Committee on Oral Examination with a rating of ______. MRS. FE D. BELEN Chairman NELIA T. SALVADOR, Ed.D. PROF. MARILYN P. SANTOS Subject Specialist Read MoreOrganisational Theory230255 Words   |  922 PagesOrganization theory is central to managing, organizing and reflecting on both formal and informal structures, and in this respect you will find this book timely, interesting and valuable. Peter Holdt Christensen, Associate Professor, Copenhagen Business School, Denmark McAuley et al.’s book is thought-provoking, witty and highly relevant for understanding contemporary organizational dilemmas. The book engages in an imaginative way with a wealth of organizational concepts and theories as well as providesRead MoreMarketing Mistakes and Successes175322 Words   |  702 Pagestheir analytical skills and also their persuasive skills—not selling products but selling their ideas—and defend them against critical scrutiny. This is great practice for the arena of business to come. NEW TO THIS EDITION In contrast to the early editions, which examined only notable mistakes, and based on your favorable comments about recent editions, I have again included some well-known successes. While mistakes provide valuable learning insights, we can also learn from successes and

Adolescent Depression and Suicide - 2415 Words

SUMMARY: Only in the past two decades, have depression and suicide been taken seriously. Depression is an illness that involves the body, mood and thoughts. Depression affects the way a person eats and sleeps, feels about themselves, and the way they think of the things around them. It comes as no surprise to discover that adolescent depression is strongly linked to teen suicide. Adolescent suicide is now responsible for more deaths in youths aged 15 to 19 than cardiovascular disease or cancer (Blackman, 1995). Teen suicide has more than tripled since the 1960s (Santrock, 2003). Despite this alarming increased suicide rate, depression in this age group is largely under-diagnosed and can lead to serious difficulties in school,†¦show more content†¦Most enter daycare at an early age and continue into preschool. When public school starts, they are in the early-morning program, after-school program or just latch key kids. Children left to their own devices at an early ag e develop sensations of loneliness. Many go home to an empty house with no one to talk to about their day at school. Once the parents arrive home, it may be time for soccer practice, baseball practice, or gymnastics class. In my own circumstances, my mother worked two jobs and was never home often times making me feel as if she was not interested in me. She would often miss cheerleading competitions that I held important and her absence would be devastating. Many times parents are too tired to spend time with their children, also leaving the child feeling neglected. At one end of the spectrum, teens are pushed by parents to excel in sports and academics. At the other end, there are teens never given direction or aspirations by their parents. Those pressured to excel maybe come overwhelmed by what is expected of them and can fall into using drugs and alcohol as a form of escape and may feel the only way out is that of suicide. Those teens without direction and lack of interes t on the part of their parents also increase likeliness of drugs and alcohol activity as a means of escape. (Lasko 1996) They may contemplate and even attempt suicide as a way of either drawingShow MoreRelatedThe Link Between Adolescent Depression And Suicide823 Words   |  4 Pages Is There a Link Between Adolescent Depression and Suicide? According to data provided by the Center for Disease Control (CDC) suicide was the tenth leading cause of death for all ages in 2013. There were 41,149 successful suicides in the United States. 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Common Source Bias Spurious Relationships â€Myassignmenthelp.Com

Question: Discuss About The Common Source Bias Spurious Relationships? Answer: Introduction Merit pay is recognized as one of the most frequently used ways for paying to the organisational employees in respect with their individual performance level. The key objective of a merit pay plan is to have an interconnection to the employees performances in such a way that it is consistent with the organisational goal and mission. There are two specific conditions that are mandatory for merit pay plan i.e. some sort of variations in the performances of the employees which measurable in nature and must also be measured. Secondly, the organisational managers must offer with adequate tools for determining the appropriate recognition and rewards (Gerhart and Fang, 2014). The paper will highlight the various perceptual problems and biases associated with the merit pay plan and the ways in which the performance evaluation and success of the merit pay plan can be improved. Merit Pay Plan: Perceptual problems and biases and ways to improve performance evaluation The merit pay is a specific approach to compensation that is used for the purpose of rewarding the higher performing employees with incentive pay and additional pay. There are both several advantages as well as disadvantages associated with implementing merit pay plan in the organisations. The best use of these merit pay plans is for improving the retention rate of the employees as well as to motivate them to work harder and retain in the organisation for a longer period of time (Nyberg, Pieper and Trevor, 2016). There are number of perceptual problems as well as bias related issued which are associated with the merit pay plans that results in negative implications for the organisations of taking use of these merit pay plans. There are several perceptual problems such as stereotype, halo effect, selective perception and contrast effects. In the merit pay plan, there is a key role of these perceptual problems such as in the stereotype factor, the managers used to analyse and evaluate the performance of the employees by having a perception of the group in which that individual belongs. Thus, there are extreme chances that the merit pays of the employees can diverse and they might be offered an incorrect pay as they are not analysed in an adequate manner (Den Ouden, Kok and De Lange, 2012). The employees who are might be hard working and have performed well are not offered incentives because of the perception the managers have developed for them because of their group belongingness and thus it results in de-motivation of the employees (Meier and OToole, 2012). The second perceptual problem is the halo effect as per which the managers develop an impression or perception of an individual just on the grounds of a unique or single characteristic. The most negative aspect of this perceptual factor which gives rise to number of issues is that the managers tend to avoid all other factor and good characteristics of the employees and evaluate their performance only on the basis of that single aspect. This can be explained as when the managers evaluate the performance of an individual from the way the person communicate and if he is not found to be confident then there develops a perception that the performance of the employee is not good. Thus, such halo effect is one of the major perceptual errors which take place while rewarding the employees (Johnson, et al., 2013). Other perceptual errors include selective perception and contrast effects. On the basis of selective perception, the organisational managers used to evaluate the performance of the i ndividuals on the basis of their own interest, attitude, experience and background rather than evaluating the performance on organisational standards. Thus, it develops a strong negative impact on the employees as they tend to loose faith in the organisation as well as in the reward and merit pays (Hilbert, 2012). The next is contrast effect where the managers evaluate performances of the employees in comparison with the performances that have been recently analysed as lower performers or higher performers. This is also a problem as it is not adequate to compare an individual performance on those characteristics as it can give a diverse result and may also reward a less competent person with higher incentives and pays (Deco, et al., 2013). There are certain biases also which have a direct influence on the merit pay plan of the organisation. At the time of decision making by the managers regarding the rewards and incentives to be offered to the employees such biasness occurred and influence the decisions of the managers. The biases are called as cognitive biasness that are of majorly six types i.e. memory based biases, statistical based biases, confidence based biases, adjustment, presentation and situation abased biases. On the basis of these biases there are various which the employees also tend to influence the managers for getting higher incentives and rewards (Rolls, Grabenhorst and Deco, 2010). The presence of biasness in the decisions of the managers impact the employees in the most de-motivating way which increases the workplace place disturbance and influence the employees to leave the organisation due to inequitable behaviour and distribution of incentives and merit pays. Thus, because of presence of all these perceptual errors and biases there is ineffective and less competent merit pay plan in the organisations (Hensher, 2010). To improve the performance evaluations as well as the success of the various merit pay plans in the organizations, there are certain ways and recommendations which the organisations are required to effectively follow and implement. The first and the foremost step is to develop a more clear goal and vision statement of the merit pay plan which should be motivating for the employees to have improved outcome and enhanced efficiency could be seen in their work (Shields, et al., 2015). The second step is that the managers must adequately measure the competencies and the results. The results can be measured through analysing the profit and sales seek by the organisation by the efforts of the employee and the competencies can be evaluating factor such as communication, initiative and teamwork (Prowse and Prowse, 2010). The next way to improve the performance evaluation is to enhance the level of transparency as the decisions and the grounds of decisions regarding pay and incentives must be clear in front of all the employees. The merit pay plan is also required to be simple rather than complicated so that the employees can easily understand their individuals results and performances. It is also recommended atht there must be involvement of the teams which developing a framework or metrics for analysing the performances of the individuals (Bowman, 2010). It is also essential that there must be a self-appraisal program where the employees themselves can judge and evaluate their performances as well as the associate positive and negative points so that they can agree on the pays offered to them. All these ways will improve the performance evaluation of the employees as well as also increase the success of the merit pay plans in the organisations (Boachie-Mensah and Dogbe, 2011). Conclusion The paper concludes that there is a vital role of merit pay plans in increasing the motivation and retention of the employees as they offer incentives and additional pays to the employees in respect with their higher performances which boost their morale to work harder and with utmost efficiency. But there are several perceptual errors and biases which negatively impacts these merit pay plans and develops a negative thought process for the employees which force them to leave the organisation. Thus, there is an essential that the merit pays must be completely free from these perceptual errors and biases so atht there can be an equitable workplace environment where all the employees are treated and rewarded in an adequate manner. Thus, to improve the performance evaluation as well as to attain success of the merit pay plan is it is necessary that the organisational managers must follow and implement the ways and recommendations offered in the paper. 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(2012). Toward a synthesis of cognitive biases: how noisy information processing can bias human decision making.Psychological bulletin,138(2), 211. Johnson, D. D., Blumstein, D. T., Fowler, J. H., Haselton, M. G. (2013). The evolution of error: Error management, cognitive constraints, and adaptive decision-making biases.Trends in ecology evolution,28(8), 474-481. Meier, K. J., OToole, L. J. (2012). Subjective organizational performance and measurement error: Common source bias and spurious relationships.Journal of Public Administration Research and Theory,23(2), 429-456. Nyberg, A. J., Pieper, J. R., Trevor, C. O. (2016). Pay-for-performances effect on future employee performance: Integrating psychological and economic principles toward a contingency perspective.Journal of Management,42(7), 1753-1783. Prowse, P., Prowse, J. (2010). The dilemma of performance appraisal. InBusiness Performance Measurement and Management(pp. 195-206). Springer Berlin Heidelberg. Rolls, E. T., Grabenhorst, F., Deco, G. (2010). Decision-making, errors, and confidence in the brain.Journal of neurophysiology,104(5), 2359-2374. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.