Interpretation of Robert Brownings My Last Duchess :: essays research papers

I read a critical article on Robert Browning’s â€Å"My Last Duchess†. I confess it was harder to find something in the NCLC’s than I would’ve thought. There was a considerable accumulation of critiques on Browning’s work, but very little on â€Å"My Last Duchess†.   Ã‚  Ã‚  Ã‚  Ã‚  The article I found concentrated mostly on the Duke in the poem, and our reactions to him, stating that â€Å"[t]he utter outrageousness of the Duke’s behavior makes condemnation the least interesting response†¦Ã¢â‚¬  The title of the article was â€Å"Sympathy versus Judgment†. Some of its points are that the Duke controls the entire poem, that it being a monologue was significant, and that he is almost easy to sympathize with and like. The article discusses Ferarra’s nature and his self-involvement which allows the goodness of the Duchess to â€Å"shine through the Duke’s utterance.†   Ã‚  Ã‚  Ã‚  Ã‚  It goes on to speak about sympathy in general and how Browning â€Å"delighted in making a case for the apparently immoral position†, how he found dramatic monologues the best form to do so, and how he went about it.  Ã‚  Ã‚  Ã‚  Ã‚  It keeps going for a couple more pages on things which I will not go into because they have little relevance to any interpretation of â€Å"My Last Duchess†. The article as it pertained to my poem was fine; I wish I could have found one which went into more depth as opposed to just discussing immoral characters and our empathy for them. I didn’t particularly care for the lawyerly torrent of words that were used, either. I am not ignorant and appreciate the need for words of longer than two syllables when discussing literature (or anything more serious than an episode of â€Å"Friends†, in fact), but I found it more difficult than usual to get through this article. I found it unconscionably wordy and it felt at times as though he was just stringing fancy words together because they looked all important lined up. However, that’s just my opinion.   Ã‚  Ã‚  Ã‚  Ã‚  I was gratified to see that this critic agreed with my interpretation of the Duchess’s demise, viz., the Duke had her murdered. The theory advanced by my brilliant and magnificent Professor had been that the Duke gave her so many orders and restrictions that she pined away. I had been looking at his famous line â€Å"And I choose/never to stoop.† He married her for her beauty but would never lower himself to tell her when she angered him.

Ancol Ltd. Study Essay

Ancol Ltd. hired Paul Simard as the manager of their Jonquiere, Quebec plant. Simard observed that relations were strained between management and employees and, through information from a seminar he had attended, ordered the removal of time clocks. This action brought an onset of negative consequences that ultimately led to a further diminishing of relations between the employees and management, accounting issues due to lack of accountability, and problems between the union and Ancol Ltd; All of these issues decreased productivity in the factory. The problem stems from issues of competency and communication. Essentially, there should have been an open solution from the beginning. Simard did not have the insight to understand the situation he was placed in. The new manager should have tried to understand why relations between employees and management were strained in the first place. He then could move to understand the needs of the management and workers to develop a solution that would benefit the whole factory. Rather than instantly implementing the removal of time clocks that he had learnt from the seminar, Simard should have carefully analyzed the situation and what consequences this policy could have on the factory. Simard could have researched and inquired about such methods and perhaps learnt the consequences from the instance at the B.C. factory. Problem Statement: The central issue at the Jonquiere Ancol Ltd. plant was that Paul Simard, and his management team, lacked the insight and communication to discern a more holistic and open solution to the problem of strained relations between the management and employees. This led to an uneducated and rash decision to order the removal of time clocks from the factory that led to negative consequences. Employees began leaving early, showing for work late, and taking extended lunch breaks that created distrust and frustration among management and other employees. The management was ordered to observe the employees and reprimand those who abused their privileges and was not competent enough to handle the task, which led to a great burden for the  supervisors, and this made it extremely difficult to foster trust between the management and employees. Consequently, the payroll department could not deduct pay for the amount of times employees were late due to a lack of accountability and therefore a lette r of reprimand was placed in each employee’s file, which created even more work for the supervisors. Finally, due to the letters of reprimand, grievances were filed with the employees’ unions that fostered greater distrust and essentially productivity, energy, and integrity significantly declined in the factory. Alternatives: The main issue revolved around the lack of communication and competency of the management at the beginning. Simard, and his staff, lacked the insight to effectively find a solution that would provide a holistic approach in solving the already apparent strained relations between the supervisors and employees. At the onset of his work term, Simard should have sought to understand why there was a rift between the employees and management. If Ancol Ltd. were still in good terms with the previous manager, Simard could have communicated with him to obtain a better understanding. In understanding the underlying issue, Simard would be able to effectively tackle the problem without uncertainty and then, Simard should have effectively communicated with his management team and his employees to find a solution that would benefit both parties and foster productivity, integrity, and trust back into the factory. The constraint to finding a holistic approach is that it takes time and the right solut ion may not come into fruition. Furthermore, while a solution is being made, it can be assumed that the relations are worsening. Furthermore, Simard should have seen that some of the issue arose from the fact that the supervisors lacked the interpersonal skills to communicate with the employees, which became apparent when the time clocks were removed. This was an obvious issue that Simard should have seen; having a management team that did not think the decision to remove the time clocks was rash or unwise should have been a signal. Therefore, perhaps Simard could have trained the existing management, or replaced them with more competent staff to create a more insightful staff and a healthier work environment for the employees. The constraint to this alternative is that training or hiring new management is time consuming and costly, and trust would have to be fostered between the new hires. This policy would have positive consequences and would create more trust between the employees and workers. It is obvious that the removal of the time clocks led to more harm than good. Simard should have carefully analyzed the situation prior to making the decision that led to such folly. If he had done this, many of the issues would not have occurred and the factory could have taken a step forward. Furthermore, he should have carefully analyzed the method that he learned from the seminar and how it would affect the employees and the factory’s productivity. Not all ideas that come from seminars pertain to every situat ion and any system change should be analyzed to predict the outcome in every functional area, such as the payroll department. If he had communicated with his senior management team and employees about the time clocks and its possible consequences, perhaps he would have found a better approach. Furthermore, if Simard had discussed the time clocks with other managers prior to implementing his policy, he would have learnt the consequences through the instance at the B.C. factory. Clearly, the issue and solution heavily depends on communication around the factory. It is difficult to see any negative consequences of this alternative, as the removal of time clocks was a disastrous solution. A constraint to this alternative is that it can be assumed that Simard does not have a management team that can communicate well, and hiring and training is costly and time consuming. With regards to the issues that occurred after the removal of the time clocks, there were many alternatives that Simard could have implemented that would have decreased the damage done. Simard could have been more strict on how many times an employee could be late, leave early, or take an extended lunch break. Furthermore, Simard could have rewarded those who stay longer and later to incentivize those who consid er abusing their privileges. These solutions have obvious pitfalls as the former only creates an adversarial environment and the latter relies on bribery rather than integrity and trust. Conclusion To conclude, since the issues stem from a lack of insight and communication, the solutions should also pertain to areas of insight and communication. Essentially, Ancol Ltd. could have hired a more competent manager for their Jonquiere plant. A competent manager would have created a more holistic and beneficial solution. Simard had not identified the root of the strained relations between the senior management and the employees. If he had communicated with the employees and management and previous manager in order to understand the issue at hand a much better solution could have been implemented. Also, a competent manager would have found that their management is lacking in crucial interpersonal skills that may have contributed to the issue. Simard should have conversed with the employees to learn about the existing management and terminate the supervisors who are not fit to lead. Although less costly, training the existing staff may not be the best option due to the fact that that the strained relations may be in part due to personality traits. Simard should have attempted to understand the implications of removing the time clock s in the factory. There were many alternatives that Simard could have attempted such as talking with his senior management team and employees, or communication with other managers at plants in order to understand the consequences of removing the time clocks. He would have found that it would have profound consequences in many functional areas of the factory and would derive a different solution. In regards to the order for the removal of time clocks, aside from reintroducing the time clocks earlier, it would be difficult for Simard to find solutions to the problem but rather Paul would be attempting â€Å"Band-Aid† solutions to the problems. Simard could have hired new supervisors or implemented a incentive based system but ultimately, this would have been avoided through more careful analysis and planning and therefore these should be rejected. Implementation At the beginning of Simard’s term, he should have immediately sought to identify the underlying issue regarding the strained relations between the employees and the senior management. First and foremost, if possible, Simard should have communicated with the previous manager. Next, Simard should have conducted depth discussions with his senior management and employees, together and separate. This will create an open and truthful dialogue between both parties and essentially, Simard would build a crucial  relationship with all staff. This process will take approximately a month or two. Throughout this time, Simard should have conducted research into the consequences of the removal of all time clocks and would refrain from doing so. In the process of discovering these issues, Simard would have noticed that his supervisor’s lack crucial skills that are necessary for their positions and terminate/hire new management staff accordingly. Simard would then ensure that the new management has the appropriate skills to effectively communicate with the employees and him to create a more accountable working environment. This process would take another month. With his revamped management staff, Simard would then address the underlying problems found through involvement with both the supervisors and employees. In this process, a new relationship would be built between both parties and workplace productivity and happiness would increase. This process would be ongoing until the solution was found and implemented.

General Motors Essay

I first want to start out with the bailout in 2009 where the government gave General Motors money ($40 million) to help get them out the situation with their creditors and took over most of the company. According to reports all of the outstanding stock has been sold and now the company is out of the government’s hands. The total amount given to them was not paid in full and they do not feel like they need to repay anymore because they said that there was a risk with taking the stock and that the government would just get back what the stock sold for. I know that this is true in the stock market, as I have stocks myself and know the risks that I am taking. I still have a problem with giving them money when one of the other larger automobile companies (Ford Motor Company) took it upon themselves to restructure and is paying off their own debts little by little and is still moving along today. Along with the sale of all of the stock came a lift on the freeze of upper management w ages and incentives. This is just not right. I would like to live on what some of them make, and I am sure that I could live very comfortably. Let them come and live on my income and see what they can do. I really have a problem with going overseas for production and I always will. It is probably my age and all of the trials and tribulations that I have lived through as well as what I have seen others live through. Many people were told that their jobs would be secure and since then General Motors has cut back on jobs here in the United States. I wonder just how many people outside of this country have been given jobs that could have been here at home. I know that many companies take production overseas because they say that the costs for labor are a lot  lower. Well, that may be true but has anyone seen the living conditions of those people overseas. Are we really paying them what they should be getting? Let’s take into consideration all of the recalls that General Motors has made in the last few years. Way too many in my book. Why is there faulty material being used to manufacture a product that could easily take the lives of many people. These products were made mostly overseas, I believe, and could lower wages be part of the problem of not noticing the faulty parts in the first place? By taking away incentives for prospective buyers, I believe, really hurt their business, but then I say, â€Å"Why give an incentive and not just reduce the price of the car in the first place?† I know that consumers look f or incentives but I think that they would look just as hard if the price of the cars were lower too. Let us look at the strategy that General Motors is wanting to take. The strategy that I believe that they are using is a combination of three strategies. They are as follows: Defensive Strategy in that General Motors decided to cut back the number of makes of automobiles; Cost-Leadership Strategy in that expenses needed to manufacture the cars are kept at a lower cost and maintained at that lower cost; and Differentiation Strategy in that they need to make a superior product for a vast number of people at a low cost. According to the plan General Motors is going to start making their automobiles using the same parts in the same laid out plants and using the same kind of tools throughout. They are also cutting back on the number of models from 86 to 49. When it came to the cost-leadership strategy, I put the loss of incentives to customers in this category. I still do not understand why there are incentives when they could just reduce the price of the automobile or truck. I think that people would look more if the price were lower. The differentiation strategy they have cut back on the workforce but are still making the superior produc t for a vast audience. I realize that they need to watch their competitors closely, especially those overseas but they also need to take care of the people right here in the United States. General Motors has a vision to reduce costs and increase revenue through global sales growth to a net profit of 10%. I think that they are asking for a lot out of the economy, as it is today As the plan states, Ford is farther ahead of General Motors and they made more of a profit per vehicle sold than General Motors. This was all done because of  going globally. The culture needs to change too and get away from focusing on selling the most cars and take care of the customers that they currently have and possibly will have in the future. Yes, sales are important, but they will come if their customer focus is there first. I think that the 10% increase in profits is a little out the park when you are just restructuring and trying to maintain your status. You will need to take smaller increases in profit for a few years and then the profits will increase as the years go by. When looking at SMART goals I find that General Motors set their goal of making more than $10 billion per year. This is a very challenging goal for a company that is just coming back from restructuring. This goal is very specific but I do not believe that it is attainable with the economy that we have today. I know that they look at achieving this goal globally but they really need to concentrate right here in the United States. To be results-oriented they needed to decrease the number of types of cars they produce, reduce the number in their global workforce, (which they did), reduce the number of union workers here in the United States (which they did) and close down plants that were not up to par (which they did). Was this the right decision to make? Who knows for sure? The only thing that I can see is that they put a lot of people out of work. In looking at the Planning/Control Cycle, I see that General Motors followed it by making the plan, carrying out the plan, they looked at the results of the plan and they controlled the direction of the plan by making any corrections as they went along with the plan. Planning is very important in everything that you do. You must always follow through too and watch as the plan is being carried out and always have control of what is going on and make sure that you make any corrections as the plan goes on. If need be, go back to the beginning and start all over again if the plan goes off track too far or if you have to make too many corrections. According to Mr. Akerson when asked about being back on top and the world’s largest auto maker his response was: â€Å"General Motors needs to focus on profits and margins and not necessarily try to post nu mbers on the board.† Maybe they need to go back and re-think their plan again and make sure they are staying on track as they proceed. In conclusion, I just want to add that I read two reports that just came out on CNN today. â€Å"One concerned a former manager for General Motors, Bill McAleer, who was in charge of the Global delivery system from 1988 to 1998 which was  used to access the quality of cars before they were sent to various dealers. He said that the culture of General Motors was the main problem of the company where if there was a problem and you said anything that you could be fired and then on the other hand if you did not say anything, you still could be fired.† What kind of culture is that? It is kind of twisted, if I must say. He said that he had sent a letter to the upper management about all of the defects that he had found and that they just ignored it. He also said that he never received a response in any way about the letter. He mentioned that in 1997 the focus for the company really changed and internally and that there were to be NO problems admitted to. How ridiculous is that. There is never a time during the day that a company does not have some kind of problem. He went on to say; â€Å"That’s what happened with the ignition switch, people knew that there was a problem but problems were not acceptable. They just ignored it.† Mr. McAleer was laid off in 2004 and filed suit agains t the company under the Whistleblower Law but he lost his suit. And what happened yesterday, June 27, 2014? General Motors recalled another 430,000 2013 and 2014 vehicles for various defects from windshield wiper assemblies on Caprice Police Cars, to transmission software, to rear shock absorbers, and to air bag problems. What is with this company? The article stated that since January, General Motors has recalled more than 20 million vehicles worldwide. If they knew about the ignition switch more than a decade ago and did nothing until this year, why are they still in business? Where are most of these defective parts coming from? I would imagine that you can see why I cannot be happy about this company. I have lived many years and have worked in various occupations and have seen the defective merchandise come from out of the country and would just sit there and shake my head. Working in retail for over 20 years, I just would not put merchandise on the floor for customers to purchase if I found it to be defective. Did I get into trouble for it? Absolutely not! We cared about our customers, why doesn’t General Motors. Seems like all they are interested in is the almighty dollar. Ref: CNN.com Article by Patrick Sheridan, June 28, 2014 @ 12:24 pm ET Article by Patrick Sheridan, June 27, 2014 @ 6:564 pm ET

6 Tips for Focusing When Writing

6 Tips for Focusing When Writing 6 Tips for Focusing When Writing 6 Tips for Focusing When Writing By Guest Author Isn’t it ironic that I’m having a hard time focusing on this list of tips to help people focus? As I struggle to keep deadlines, I realize that my work environment is filled with distractions – whether it’s other people’s conversations filling my head or the flashing of my instant-messaging window telling me a co-worker has a question. If I’m going to make this deadline, then I need to buckle down. Here are six tips that I’ve learned help me focus on my writing. 1. Wear headphones. In a cubicle environment, conversations carry. It’s easy to lose your train of thought when your co-workers are yapping about last night’s â€Å"Bachelorette† episode. So slap on the headphones and hit Play on the â€Å"Inception† soundtrack or some classical – something you can get lost in. Try noise-canceling headphones to eliminate even more outside interference. 2. Turn off e-mail and IM. Normally, the first thing I do when I start working is open up my e-mail and my Instant Messaging client. It’s not long before friends and co-workers are hitting me up for conversation or questions. Since these forms of communication are so instant, people expect an immediate reply. Before long, an hour might go by. When you really need to crank out a project, turn on only Microsoft Word or whatever word-processing software you use – consider checking your e-mail as a reward for when you’re finished. 3. Close the door. Whether you work at home or in an office, shutting a door can be helpful – literally and figuratively. Keeping out distractions around you can also keep them out of your head. I’ve known work-from-home people who set up an area just for work – they don’t allow themselves to wander around or let their pets hang out. Sad, perhaps, but it’s easy to lose focus and concentrate instead on chores that need to be done or that puppy in your lap. A closed door means â€Å"do not disturb† – assuming people take the hint. 4. Work at your desk. Continuing along the lines of sticking to a formal work environment, I’ve found that working at my desk keeps me focused. I stare straight ahead at my screen and the wall behind it, attempting to maintain decent posture in my ergonomic chair. But if I take my laptop and retreat to the couch, all hope for meeting a deadline is lost. Now I’m comfy – I just might take a nap! The couch is in front of the TV – maybe I’ll just see what Oprah is up to! Oh, and if I take said laptop to a cafà ©? Way too much people-watching opportunity! Sitting at a desk establishes that I am working, and the sooner I finish, the sooner I can take my laptop to the couch and simultaneously surf and watch TMZ. 5. Work in chunks of time. One of the most helpful blog posts I’ve read recently is on WebWorkerDaily about working in â€Å"chunks.† Dawn Foster recommends breaking down your day into blocks of time dedicated to each task. That way you can keep track of where your time is going as you tackle each item on your to-do list. If you’re a person who works best under pressure, having deadlines sprinkled throughout your day should keep you focused. 6. Keep your cell phone out of sight. I think voicemail is one of the greatest modern inventions. I usually let phone calls go to voicemail so that I can listen to and process each person’s message before dealing with it. But a lot of people still jump on their phones the moment it rings, taking them away from their work. Even visual or vibrating notifications of incoming calls and text messages can be distracting. So keep your phone in another room or in your messenger bag and check it every once in a while. About the Author: Jennifer Moline writes about small business, graphic design, printing and freelancing for the PsPrint blog, as well as for other graphic design websites. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Freelance Writing category, check our popular posts, or choose a related post below:Math or Maths?List of Greek Words in the English LanguageList of 50 Compliments and Nice Things to Say!

Whats a Good SAT Score for an Honors Student

What's a Good SAT Score for an Honors Student SAT / ACT Prep Online Guides and Tips e It can be hard to tell the difference between a goodSAT score and a bad one, especially for high-achieving students. To help you see how you stack up against your peers,we've done a thorough statistical analysis to determine what counts as a good SAT score for an honors student. In this guide, I'll give you a sense of what a high score looks like for a top student and help you understand what that means for you. But before we get into the data,let's define our terms. What Is an Honors Student? Honors students are high achievers. Whether we think of them as student enrolled in honors classes, students on the honor roll, or students earning a certain class rank, the basic premise remains the same: they strive towards loftier academic standards than most of their colleagues do. Since this is certainly true when it comes to grades in school, it ought, by rights, to extend to standardized testing. What qualifies, then, as a "good" SAT score for any given student is determined largely by the performance of that student's scholastic peers. What Is a Good SAT Score? When you think about it, there's really no universal cut-off between a "great" score and a "not-so-great" score- not one that every single student will agree on.What trulymakes a score a good one is its ability to get you where you want to gothat is, its ability to make you attractive to the schools you'd like to attend. Honors students are generally gearing towards more competitive schools. Thus, they're going to need more exceptional scores to earn their way in! I'm not sure what the statistics in this picture mean, but they sure do look official! Good SATScores for Honors Students We at PrepScholar ran some statistical analyses to answer the delicate question of what a good score really looks like for an honors student. We used what's called a Monte-Carlo method, which is a lot more accurate than just lining up percentiles and comparing those. You see, just because you're in the top tenth of students at your school, that doesn't necessarily put you in the top tenth of standardized test takers. Why not, you may ask? Well, high schools select honors students based on different criteria than the SAT. Based on our analysis, we've compiled high, average, and low scores for both honors and high honors students. Honors Students We're defining these as the top third of high school students. It's possible that some of these students are not recognized as honors students at their schools, and it's possible that some students recognized as honors students at their schools are not among this third. Let's look at the range of scores for this group: A low score(25th percentile) is 1117 An average score (median) is 1207 Ahigh score (75th percentile) is 1285 Now, statistically, for the best of the best... High Honors Students We're defining these as the top tenth of high school students. These students are the ones most likely to be in high honors programs, though the same disclaimer applies here as it did before. Let's look at the range of scores for this group: A low score(25th percentile) is 1885(or 1257on the New SAT) An average score (median) is 2000(or 1333on the New SAT) Ahigh score (75th percentile) is 2102(or 1401on the New SAT) Take-Aways Sadly, there's truly no rest for the weary. The competition is a lot stiffer among more elite groups of students. It takes a much higher SAT score to stand out among high honors students than it does to stand out from among the common crowd. Having a good class rank combined with a stellar SAT score, though, is totally worth the effort. What's Next? Put in the work preparing for the test. Let us clue you in as to why it's so crucial. Aiming high along the way? A perfect score is tough to get, but it's possible. Are you still unclear on what a good SAT score is- or do you want a more general picture? We've got you covered. Want to improve your SAT score by 160points?We've written a guide about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Joural 4 Essay Example | Topics and Well Written Essays - 750 words

Joural 4 - Essay Example This film is a black feature film consisting of a vast cast. The main character is of Zeke (Daniel L. Haynes) and Chick, (Nina McKinney). The most important feature of this film lies on the fact that it consists of the first American African cast showing few element of prejudice against blacks that they are uneducated, and unethical individuals, but the narration of the film supersedes these negative features because the cinematography and music was widely appreciated by all. As it was first African American film, it posed as a risky release and thus, it was not made to release in all the states though the main motive behind Vidor’s creation was to instill awareness among youth and reduce the stereotyped mindsets regarding blacks. This film was included in National Film Preservation Board in 2008. â€Å"Hellelujah† was musical which Vidor directed. The film had significant features of black entertainment that represented the low classes of Blacks of that era. In terms of visual aspects, it was portrayed remarkably as Vidor experimented in the film; it was screened in Tennessee and Arkansas, where there was no interruption from new formed sound engineers at that time. There were other amazing attributes in the film; for instance, camera fluidity that showed through the sequences in the film, they was a first shot, and then the sound was added in the sequence. Moreover, though in that era, it was difficult to retain shots but Vidor was able to depict soft images of fields, the sequence of church meeting and the scene of the swamps were all portrayed beautifully. These scenes of cotton processing where there were paddle wheel sequences have a profound impact on the audience. It also has some kind of documentary feel to the film even though it has a narrative story line. The Actress, Nina Mae Mckinnney’s role is carried out with perfection even though she was very young, about 16 years old at that time when the

Will climate change destroy New York City How can it be managed ( Essay

Will climate change destroy New York City How can it be managed ( weather science) - Essay Example As noted by Russs, Sandy resulted in damages amounting to about $20 billion with 43 people confirmed dead and many more injured by the storm. The transport facilities in the city, including highways, subways, railways and airports, were shut down. The city was thrown into darkness as critical infrastructure, including wastewater treatment plants, hospitals and infrastructure, were incapacitated. Communication systems were also cut following the effects of the storm. Reports on Hurricane Sandy pointed out the increase in the intensity and frequency of hurricanes observed in the North Atlantic from the 1980s. The devastation caused by Sandy had been worsened by changing climatic factors. Partly to blame according to the New York City Panel on Climate Change, NPCC (4) was the rise in the sea level in the region around New York City which increased the magnitude and extent of coastal flooding during Hurricane Sandy. Therefore, New York City remains exposed to destructive effects of clima te change. Borrowing from the Special Initiative for Rebuilding and Resiliency, SIRR, report authored after the exposure of the vulnerability of New York City by Sandy, there exist genuine threats to the city. Among the notable threats, heat waves, intense precipitation and coastal flooding have been noted to be the most extreme (NPCC 12). Heading towards 2050s, heat waves could increase in frequency, duration and intensity. New York has for a long time been experiencing an average of 18 days per year with temperatures of 32oC or 90oF and above. The SIRR report observes that by 2010, New York could experience between 26 and 31 such days. This could rise to up to 57 days a year by the year 2050. With this change would be an additional average of 110 to 260 deaths per year related to heat waves. The number of days when rainfall exceeds 2 inches or 5 centimeters could increase from the current average of 2 days per year to five by 2020. Coastal flooding has been projected to