Generating Random Numbers in Java

Generating a series of random numbers is one of those common tasks that crop up from time to time. In Java, it can be achieved simply by using the java.util.Random class. The first step, as with the use of any API class, is to put the import statement before the start of your program class: Next, create a Random object: The Random object provides you with a simple random number generator. The methods of the object give the ability to pick random numbers. For example, the nextInt() and nextLong() methods will return a number that is within the range of values (negative and positive) of the int and long data types respectively: The numbers returned will be randomly chosen int and long values: Picking Random Numbers From a Certain Range Normally the random numbers to be generated need to be from a certain range (e.g., between 1 to 40 inclusively). For this purpose, the nextInt() method can also accept an int parameter. It denotes the upper limit for the range of numbers. However, the upper limit number is not included as one of the numbers that can be picked. That might sound confusing but the nextInt() method works from zero upwards. For example: will only pick a random number from 0 to 39 inclusively. To pick from a range that starts with 1, simply add 1 to the result of the nextInt() method. For example, to pick a number between 1 to 40 inclusively add one to the result: If the range starts from a higher number than one you will need to: minus the starting number from the upper limit number and then add one.add the starting number to the result of the nextInt() method. For example, to pick a number from 5 to 35 inclusively, the upper limit number will be 35-5131 and 5 needs to be added to the result: Just How Random Is the Random Class? I should point out that the Random class generates random numbers in a deterministic way. The algorithm that produces the randomness is based on a number called a seed. If the seed number is known then its possible to figure out the numbers that are going to be produced from the algorithm. To prove this Ill use the numbers from the date that Neil Armstrong first stepped on the Moon as my seed number (20th July 1969) :​ No matter who runs this code the sequence of random numbers produced will be: By default the seed number that is used by: is the current time in milliseconds since January 1, 1970. Normally this will produce sufficiently random numbers for most purposes. However, note that two random number generators created within the same millisecond will generate the same random numbers. Also be careful when using the Random class for any application that must have a secure random number generator (e.g., a gambling program). It might be possible to guess the seed number based on the time the application is running. Generally, for applications where the random numbers are absolutely critical, its best to find an alternative to the Random object. For most applications where there just needs to be a certain random element (e.g., dice for a board game) then it works fine.

Plagiarism Must Stop - 658 Words

Plagiarism is the practice of taking someone elses work or ideas and using them as one’s own. It seems simple and not hard to comprehend, but some students do not realize when they plagiarize. Students do not know that copying from Wikipedia, which may contain no author, is plagiarizing if the work is not cited. With the use of technology and easy access to answers or completed essays, original work sounds too complicated for students who would rather spend their time doing more enjoyable things such as going to basketball or football games and parties. However, this behavior must stop and more needs to be done to educate students about copying. Solutions to stop plagiarism include educating students at a young age, learning and understanding the consequences, and focus on originality rather than plagiarism and the negativity. If a student in college does not understand plagiarism, it is not fair for them to get expelled for unknowingly cheating. Several instances have occurred where students did not cite sources because they were not aware it was necessary: At Rhode Island College, a freshman copied and pasted from a Web site’s frequently asked questions page about homelessness — and did not think he needed to credit a source in his assignment because the page did not include author information (Gabriel 1). Yes, this is the student’s fault for not citing the source, but he cannot be fully blamed because at a younger age he was not properly taught about plagiarism. ThisShow MoreRelatedWe Must Work to Stop Plagiarism Essay878 Words   |  4 PagesIntroduction Plagiarism has become a widespread problem in our society. Plagiarism is categorized as the using of ideas, words, concepts, or beliefs of others, without giving them credit for originating them. It seems as if everyone is looking for the quick and easy way of completing tasks by borrowing from their predecessors. 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BeforeRead More Plagiarism Essay1189 Words   |  5 PagesPlagiarism For many, many years schools have been trying to stop students from plagiarizing materials. Detecting this plagiarism used to be easy because students only had access to books in the library, magazines, and encyclopedias. However, as the popularity of the Internet increased, so did the number of essays and papers being plagiarized. Students can easily go onto the internet and in no time at all find and essay on their topic of choice. For a certain fee they can buy the essay andRead More The Problem of Plagiarism Essay1729 Words   |  7 Pagesresearching topics and sharing ideas, these same students are faced with the temptation to simply copy and paste information as they find it. Instances of plagiarism are on the rise, yet teachers are in a position where they cannot discontinue this type of assessment. Therefore, teachers face the question: How can we stop the rise of plagiarism among students? Input Since teachers have given assessments of any kind, students have attempted to find ways to cheat. Whether they were looking at anotherRead MoreThe Importance Of Plagiarism1425 Words   |  6 PagesThe number of plagiarism cases in Ireland is hard to quantify but O’Brien (2017) estimates that there have been 1,000 cases of plagiarism since 2010. O’Brien also states that the this number is only an estimate, as four universities did not provide any figures for this survey. The Concise Oxford Dictionary (1972, p.926) defines plagiarism as taking and using â€Å"another person’s (thoughts, writings, inventions†¦) as one’s own.† When people plagiarise itRead MorePreparing for Academic Success at Graduate Level Essay1437 Words   |  6 Pagesexpress their feelings, ideas, and thoughts, thus educating people about the world around us. Describe Plagiarism and Steps to Avoid It Defining Plagiarism in simple terms, it is the â€Å"wrongful appropriation, or stealing the publications of another author’s thoughts, words, or ideas, and representing them as their own original work.   Avoiding the unintentional plagiarism a person must give credit where credit is due. To do this a person needs to cite everything, this means citing where youRead More Classification Essay - Three Types of Cheaters1451 Words   |  6 PagesPlagiarism - Three Types of Cheaters Fools make researches and wise men exploit them. Merriam-Websters dictionary defines the word plagiarize as to pass off as ones own the ideas or words of another. Every student knows that plagiarism is dishonest and wrong. Why do so many students do it? Students themselves may not believe that they are plagiarizing. Many students plagiarize because of the diverse types of plagiarism which are often unknown to students. The three major types of plagiarismRead More Cheating and Plagiarism - The Plague of Plagiarism Essay1024 Words   |  5 PagesThe Plague of Plagiarism      Ã‚  Ã‚   Simply defined, the word plagiarism means the unauthorized use of the language and thoughts of another author and the representation of them as ones own (Plagiarism).   While many students understand and comprehend the first clause of this definition, many encounter problems with the second part - the thoughts part.   Many students in todays educational system are frequently unable to develop their own thoughts, opinions, and ideas relating to the subject

Function Of Educational Managers In A School Institution Education Essay Free Essays

Education is the foundation of civilised society and every society seems to be engaged in assorted educational activities. Its purpose is to supply and advance instruction to the multitudes so that well disciplined and mentally sound persons can be prepared who finally contribute in the development and prosperity of progressive society. Education system is devised to instill the doctrine, societal norms and accomplishments for economic activities. We will write a custom essay sample on Function Of Educational Managers In A School Institution Education Essay or any similar topic only for you Order Now We besides are quickly switching into a new epoch in the history of worlds on this planet, which is called the technological epoch. And instruction is the primary beginning of all technological progresss, inventions and human amenitiess and that we need development, which is merely possible through quality instruction. An organisation is a aggregation of people working together in a Division of labor to accomplish a common intent. This definition fits a broad assortment of fraternal groups, nines, voluntary organisations and spiritual organic structures, every bit good as entities such as schools, infirmaries and authorities bureaus. The penetrations and applications of OB use to all of these groups. Here, we will be most interested in work organizations- those organisations to which people belong as employees ( Wood, et al 1998 ) . Organizational behavior is a subject that seeks to depict understand and predict human behavior in the environment of formal organisation. A typical part and feature of organisational behavior as subject is the expressed acknowledgment that ( 1 ) organisations create internal contextual scene or environments, that have great influence on the behavior of people in them and ( 2 ) to some extent the internal environment of an organisation is influenced by the big context in which the organisation itself exists ( for illustration, the societal, political, economic and technological systems that support the organisation ) . Furthermore, the internal environment or context of the organisation ( which is so influential in arousing and determining human behavior ) is non simply physical and touchable but besides includes the societal and psychological features of the life human system ( Owens, R.G. 1998 ) . Organization behavior is the field that seeks cognition about the behaviors in organisational scene by consistently analyzing single, group and organisational procedures. Thus cognition is used both as an terminal in itself by scientists interested in basic human behaviour and by practicians interested in heightening organisational effectivity and single good being ( Jerald and Robert, 2000 ) . Organizations do non win or neglect people do. Organizations are closely associated with people who are populating and altering ; hence human behaviors must be considered and understood within the kineticss of the formal organisation ( Ahuja, 1990 ) . Hence the filed of organisational behavior aid directors both trade with learn from their workplace experiences. Directors who understand OB are better prepared to cognize what to look for in work state of affairss, to understand what they find, and to take or assist others to take the needed action. This is a procedure for which doctors are carefully trained. When giving a physical test, a physician consistently asks inquiries and is speedy to observe where one status ( such as a perennial facial sore may be diagnostic of a job that requires farther medical attending ( intervention for a little tegument malignant neoplastic disease ) . Alternatively of sores and concerns, directors, action indexs typically deal with the public presentation achievements of people at work, their attitudes and behaviors, and events that occur in the work unit, in the organisation a hole, and event in the external environment. Good direction is able both to acknowledge the significance of these indexs ( for illustration, an addition in turnover among employees ) and to take constructive action to better things as a consequence of this penetration ( such as updating benefits and incentive wage strategies ) . Good directors add value to an organisation. However, good directors must be able to place, manage and modify the behavior of other member of the organisation is this added value from managerial activities is to be realized ( Baron, 1986 ) . Basically, nevertheless, any director should seek two cardinal consequences for a work unit or work squad. The first is task public presentation, the quality and measure of the work produced or the service provided by the work unit as a whole. The 2nd is human resources care, the attractive force and continuance of a capable work force over clip. This ulterior impression, while to frequently ignored, is highly of import. It is non plenty for a work unit to accomplish this high public presentation on any given twenty-four hours: a work integrity must be able to accomplish this high public presentation every twenty-four hours, both now and in the hereafter ( Christensen, 1994 ) . Indeed, the two consequences can be seen as the standard of an effectual director that is, a director whose work unit squad achieves high degrees of undertaking achievement and maintains itself as a capable work force over clip. This construct of the ‘effective Manager ‘ is an of import model for understanding the penetrations of OB and for developing your personal managerial accomplishments. Organizations are altering now, and they will go on to alter in order to last and thrive in a complex environment. We see organisations downsizing, organizing confederations, making new constructions, traveling planetary, prosecuting in joint ventures and using every more sophisticated engineerings and they attempt to cover with competitory force per unit areas. We see organisation prosecuting productiveness additions, authorising workers, pressing for invention, and seeking to accommodate themselves to outdo tantrum altering times ( Dolan, 1994 ) . There is no uncertainty about it ; the waies are clear ; the hereafter is at that place. But in order to win, directors must be willing to step frontward and do the personal and organisational alterations necessary to procure it. Indeed, some advisers and writers are oppugning the very term director. They believe that the altering nature of organisations in the new work topographic point may do the term coordinator, or possibly train or facilitator, a more disposed description of the function. However, irrespective of the term used, the message is clear. The successful twenty-first century director will hold to do the behavioural and attitudinal accommodation necessary to win in really dynamic clip ( Flippo, 1998 ) . STATEMENT OF THE PROBLEM It is an constituted theory that proper organisational behavior ensures the full use of available educational installations and resources for the development of the organisation. Hence the survey was focused on the organisational behaviour of educational directors in NWFP. Importance OF THE STUDY Organizational behavior is the yardstick which measures the clime of organisation. If the clime is suited for optimal use of worker ‘s possible, energy and capableness the organisation grows and ensures high quality merchandise. The educational directors are the anchor of educative procedure. They are the policy shapers, contrivers, implementers, decision makers and alteration agent in instruction. Any positive and fruitful alteration in society is hard without instruction. OBJECTIVES OF THE STUDY The present survey was conducted to educational directors observed facets of organisational behavior in educational institutes of Punjab holding following aims: To find the function and map of acceptable behaviour of educational directors. To look into the manner of determination devising of instruction troughs. ASSUMPTIONS OF THE STUDY The followers were the basic premises of the survey: It was assumed that the Education directors were good cognizant of the construct of organisational behaviour and its deductions. It was assured that the instructors were cognizant of the construct of organisational behaviour, its constituents and determinants.. DELIMITATIONS OF THE STUDY The Following boundary lines were observed during the survey ; Merely public educational establishments were included in the survey. The survey comprised of secondary degree of instruction that is from category IX to XII. The caputs of the establishments and instruction officers up to territory degree were considered as educational directors. PROCEDURE OF THE STUDY This was the descriptive/survey type of survey. Following process was adopted for its completion: – Population All the directors working in the different educational organisations of NWFP were included in the population of the survey. All the instructors working in secondary instruction were besides taken in survey. Sample Random trying technique was used for the choice of sample. Twenty caputs of secondary schools ten caputs of higher secondary and five instructors from each establishment were included in the survey. Eight Executive District Officers and eight District Education Officers were besides taken in the sample. The sample was taken from eight territory of NWFP viz. ; Kohat, Peshawar, Bannu, , D.I..Khan, Mardan, Swabi, Abbotabad, and Manshera. Research Instruments Two questionnaires were developed ; one for 256 directors and the other for 1200 instructors. The questionnaires were developed on Likert ‘s 5-point graduated table. The questionnaires covered all the of import elements of organisational behaviour of Educational Directors. Data Collection Datas were collected by the research worker personally. First questionnaires were mailed to the sampled mark of respondents. The research worker personally visited the establishments for aggregation of informations. Keeping in position the clip factor, services of some representatives were besides utilized who were made orientated in make fulling the questionnaires. Datas Analysis The Data collected through questionnaires were tabulated, analyzed and interpreted by utilizing suited statistical tool of Chi-square. Findingss were drawn and recommendations were made for the betterment of organisational behaviour of educational directors in Punjab. Statement of points Responses SA A UD District attorney SDA Entire c2 Educational directors are cognizant of the construct of organisational behavior or clime Responses 37 112 0 89 18 256 176.75* Percentage 14 44 0 35 7 100 Educational directors are satisfied with the quality of instructors. Responses 16 51 0 182 7 256 447.7* Percentage 6 20 0 71 3 100 Educational directors involve the instructors in determination devising Responses 8 85 0 127 36 256 226.68* Percentage 3 33 0 50 14 100 Educational directors are trained is determination doing techniques Responses 21 79 0 119 37 256 114.07* Percentage 8 31 0 47 14 100 Educational directors are trained is communicating Responses 39 152 0 47 18 256 274.41* Percentage 15 60 0 18 7 100 They are just in covering with others Responses 51 132 0 57 16 256 203.56* Percentage 20 52 0 22 6 100 They believe in virtue and transparence Responses 61 148 0 46 1 256 285.81* Percentage 24 58 0 18 0 100 Educational directors recommend inducements for good instructors Responses 42 129 0 56 29 256 181.13* Percentage 17 50 0 22 11 100 Educational directors are competent in direction accomplishments Responses 17 51 0 157 31 256 300.62* Percentage 7 20 0 61 12 100 Educational directors emphasis on the usage of latest instructional engineering Responses 12 47 0 156 41 256 289.6* Percentage 5 18 0 61 16 100 * Significant df= 4 table value of c2 at 0.05 = 9.488 The above tabular array 1 shows that value at 4 grade of freedom the c2 value at 0.05 = 9.488 which is greater than the table value the qis square ( c2 ) value. The tabular array indicate that the deliberate value of c2 ( 176.75* , 447.4* , 226.28* , 114.07* , 274.41* , 203.56* , 285.81* , 181.13* , 300.62* and 289.6* ) is greater than the table value of c2 ( 9.4888 ) , hence there is important difference in the responses of the respondents. Some responses are positively accepted the class of â€Å" agree † so it is concluded that the respondents feel that educational directors are cognizant of the construct of organisational behavior or clime, they are trained is communicating, they are just in covering with others and they recommend inducements for good instructors. on the other side there a some responses which are in favor of negatively accepted They are satisfied with the quality of instructors † is negatively accepted. It is concluded that quality of instructors ne ed betterment, they involve the instructors in determination devising therefore the state of affairs needs betterment and educational director are trained is determination doing techniques is negatively accepted. It means educational directors need developing which should be arranged decently. Decision The undermentioned decisions were drawn out after analysis of responses. Concept of organisational behaviour was clear to 58 % of the directors and bulk of the instructors were non clear about this construct. Hence they were non take parting volitionally and voluntarily to better it. Educational Directors. Not satisfied with the quality of the instructors. Through in their sentiments they involved instructors in group engagement. They were besides of the sentiment that they involved instructors in decision-making. But the instructors were non trained in decision-making techniques. The instructors responded that the directors did non utilize democratic manner of leading. Educational Directors opined that they were trained in societal and commuting accomplishments. They distributed burden work oddly and they encouraged inquiries for elucidation. They stressed the character edifice of instructors and pupils. The bulk of the educational directors responded that they could non guarantee sufficient resources for each undertaking and service. The bulk of the instructors stated that organisational clime was non suited for better public presentation. They did non experience comfy. The workplace and rule of right adult male for right occupation was non maintained. The bulk of Educational Directors opined that they did non pattern the behavior personally that they would others to follow. They farther stated that they were non fair in utilizing financess. The bulk of the instructors stated that their wages were non sufficient to populate comfortably. The E.M did non take involvement in work outing personal job of the instructors. The bulk of the instructors besides said that deficit of financess was felt severely and system of answerability was weak and financess were misused. The bulk of the Educational Managers stated that they did non emphasize on the usage of latest instructional engineering in the categories due to its deficit. The bulk of the instructors besides verified that they did non utilize instructional engineering in the categories they besides did non utilize different motive techniques in the schoolrooms. Recommendation The undermentioned recommendations were made in the visible radiation of the findings and aims of the survey. It was reported by both classs of the respondents that deficit of financess was felt severely. Pakistan was supplying fundss to the melody of 2.1 % of GDP to instruction which was really little for bettering the system and organisational demands. It is strongly recommended that at least the budget for instruction should be doubled. Both classs of respondents, the educational directors and instructors stated that system of answerability is weak. It is an constituted rule that merely proper answerability mechanisms can heighten betterment of public presentation hence it was recommended that proper efficient and effectual answerability system should be introduced from top to bottom in the territory disposal of instruction. For this purpose particular preparation should be arranged for educational troughs and instructors at approachable centres. Majority of both the classs of respondents replied that they were non trained in motive, societal, communicating and decision-making accomplishments. It was recommended that periodic preparation should be assigned for educational directors and instructor for their preparation in motive leading, communicating interpersonal dealingss, instructor pupils ‘ dealingss, and determination devising techniques. This type of preparation should be arranged with the aid of experts of relevant Fieldss. The new information and instructional engineering should be utilised decently. The instructors should be trained in faculty members for professional development and every instructor should be given the equal opportunity to take part in in-service preparation under certain cyclic order. The bulk of the respondents reported that there was an acute deficit of educational installations like books, cyberspace, computing machine, equipment, athleticss stuff and conveyance etc. The research worker felt that such state of affairs was due to shortage of financess and to some extent due to the carelessness of the caputs. It was recommended that chemical and equipment for research labs, books, computing machines and internet installation for libraries, athleticss stuffs for games, and furniture should be provided to all the secondary and higher secondary schools on precedence footing. The aid of community and local authorities can be solicited. The bulk of the respondents replied that there was a political intervention in educational organisations which led to upset the organisational behaviour. It was recommended that confidence should be got from the political parties by the authorities, non to disrupt the educational environment. Furthermore, working of political groups through pupil brotherhoods should be banned in the establishments. AUTHORS INFORMATION Mr.Muhammad Naeem Butt is working as Lecturer in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan.. He did his M.Phil in Education from Sarhad University of Science and Technology, Peshawar – Pakistan nb840 @ yahoo.com Dr. Muhammad Iqbal is soon working as Professor of Education in Department of Education, Sarhad University of Science and Technology, Peshawar – Pakistan Dr. Muhammad Naseer-Ud-Din is working as an Assistant Professor in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan. He did his Phd in Education from University Institute of Education and Research, UAAR, Pakistan. Electronic mail: naseer_khanpk2000 @ yahoo.com Dr. Ishtiaq Hussain is working as an Assistant Professor in Institute of Education and Research, Kohat University of Science and Technology, Kohat, Pakistan. Miss. Safia Noor is soon working as chief Govt. Girls High School, Charsada, Pakistan. She did her M.Phil in instruction. How to cite Function Of Educational Managers In A School Institution Education Essay, Essay examples