Kennedy and the shadow on FDR essays

Kennedy and the shadow on FDR essays Since the beginning of the glorious post-World War II days to the dawn of the revolutionary 1960's, the United States had been led by an uninspiring, "ordinary" farmer who had led the country into yet another war. Additionally, despite the continuing economic boom, the obsequious societal tension produced by the enduring Cold War, the escalating civil rights movement, and the alienation of the "Other America" helped to cultivate a nation in great need of hope and inspiration as it entered the tumultuous era of the 1960's. It was such a scenario which John F. Kennedy faced upon his presidential inauguration; one which Kennedy's presence would, over the course of his three years in office, help to simplify. However, though his positive effects upon the country are undeniable, these effects resulted more from Kennedy's inspirational demeanor, rather than his lacking in both leadership skills and "presidential" character and as with every president since 1945 a shadow of FDR loomed over the office. There are those who believe that Kennedy shared many of the same characteristics Franklin D. Roosevelt displayed during his career. This is a fairly presumptuous thing to do, given the height to which history has rightly elevated Roosevelt - the conqueror of depression and war, who's mere image carried the ability to move citizens to tears in inspiration. However, Kennedy undeniably carried on some of Roosevelt's legacy as an inspiration; where Roosevelt inspired with blind optimism and courage, Kennedy inspired with seemingly youthful vigor. He was, after all, the youngest president to date, and his similarly youthful and intellectual cabinet, classic good looks, and beautiful family restored spirit in a dejected public, convinced that a young man of great ability and progressive ideals sat in the Oval Office set the country at ease. A testament to just how high in opinion the public held him was its enthusiastic approval when, after Kenne...

Homologous and Analogous Structures Whats the Difference

Homologous and Analogous Structures What's the Difference SAT / ACT Prep Online Guides and Tips Have you ever thought about how different kinds of animals have body parts that work in similar ways? Like bats and bees? Both creatures have wings - even though their bodies are structured very differently. The key to understanding these differences lies in knowing what homologous and analogous structures are. In this article, we'll talk about each type of structure and discuss the similarities and differences between them. What Are Homologous Structures? Homologous structures are similar structures in related organisms. The most important thing to remember about homologous structures is that they share common ancestry. In other words, only organisms that are somehow related to each other can have homologous structures. For example, a chimpanzee’s arm and a human’s arm are homologous structures. Both sets of arms have a similar structure and use and chimpanzees and humans share a common ancestor. What Are Analogous Structures? Analogous structures are similar structures in unrelated organisms. These structures are similar because they do the same job, not because they share common ancestry. For example, dolphins and sharks both have fins, even though they aren’t related. Both species developed fins because of how (and where) they live. What’s the Difference Between Homologous and Analogous Structures? Homologous and analogous structures have several key differences. Let’s take a look at them: Homologous Structures Analogous Structures Shared ancestry Similar internal structure May look different externally No shared ancestry Similar function May look similar externally Homologous Structures Example A great example of homologous structures are the wings of a bat and the arms of a human. Bats and humans are both mammals, so they share a common ancestry. Both a bat’s wing and a human’s arm share a similar internal bone structure, even though they look very different externally. The wing and the arm also perform different functions - wings help bats fly, while arms help humans interact with their world in a very different way. Analogous Structures Example A great example of analogous structures are a bat’s wing and a bee’s wing. Bats and bees do not share common ancestry, so the structures cannot be homologous. Both bat wings and bee wings serve a common purpose - helping bats and bees fly! The structures look similar on the outside, too. However, their internal structures are very different - bat wings have a bony structure with muscles, while bee wings are membranous extensions. Homologous and Analogous Structures - Key Takeaways Many animals have body parts that look similar, even though they don’t share common functionality. Other animals have body parts that look totally different, but have a shared background. Here’s the difference between homologous and analogous structures: Homologous structures are structures that may look or function differently from related organisms. Analogous structures are structures that look and function similarly from unrelated organisms. What’s Next? Currently taking Biology and need help with other bio topics? Learn about photosynthesis, enzymes, cell theory, and what and how the cell membrane and endoplasmic reticulum work. Are youconsideringtaking the SAT subject testsin a subject like biology? Make sure you get the inside information onthe testbefore you make your decision. If you’re a freshman, sophomore, or junior, you might consider adding AP classes to your schedule. Here’s a complete list of AP courses and tests to help you choose classes that are perfect for you. Want to know the fastest and easiest ways to convert between Fahrenheit and Celsius? We've got you covered!Check out our guide to the best ways to convert Celsius to Fahrenheit (or vice versa).

Are Actors and Professional Athletes Paid Too Much Essay

Are Actors and Professional Athletes Paid Too Much - Essay Example However, when these payments are compared to other classes of labor in the American labor market, it becomes evident that celebrities are paid far more than other classes of labor. This phenomenon has resulted in an active debate that seems unbridgeable – are actors and professional athletes paid too much? One extreme end of the debate believes that actors and professional athletes are paid too much compared to the services they offer while the other extreme end holds that such compensation is fair because it is based on market principles. This text will deconstruct the debate from either end in order to find a more manageable stance on the issue. 2. Background The compensation provided to actors, professional athletes and other celebrities exceeds average payment figures for the top CEOs in corporate America. Not only this, these celebrities continue to receive large sums of money after their retirement from professional careers using means such as branding, advertising and p romotion of goods and services. It could therefore be surmised that these celebrities continue to be paid exuberantly throughout the course of their lives. In contrasts to these celebrities, the average American professional worker is paid far less by a large order of magnitude. Increasing economic pressure in the wake of the global economic crunch has forced many professional workers to consider their income levels as low. Critics argue that professionals who are more critical to the functioning of society such as law enforcement professionals, doctors, nurses, lawyers, teachers etc. should be paid more for their services. 3. Body One of the primary causes for high payments doled out to celebrities is disparity between demand and supply of professionally excellent celebrities. Hundreds of thousands of actors and professional athletes dot the United States but only a few are able to achieve demigod status based on their performance. The structure of the sports and entertainment mark ets also favors the more competent celebrities (Rosen and Sanderson). A common observation in the entertainment and sports industry is that celebrities are able to develop a personal following that allows them to bring in crowds of spectators to movie theaters and sports stadiums (Hausman and Leonard). Based on this â€Å"cult† following of celebrities their value addition to business processes becomes critical. This reason mandates for different teams to buy the most glamorous athletes and for movie producers to cast the most glamorous of actors. When overall business evaluation is carried out, it becomes obvious that the share of these celebrities in improving business revenues is undeniable (Fort and Quirk) and so it is common for them to be paid highly. The more affluent celebrities can be thought of as business partners – the investor provides the requisite fiscal liquidity while the celebrities provide the requisite market in the form of fans and followers. Hence , celebrities are a critical part of the equation that determines returns in the entertainment and sports industries so they are compensated highly in order to hold their interests in place. In contrast, others argue that paying celebrities highly is not rational and tends to distort the society and labor market structures badly. The glorification of celebrities as well as their glamorous ways tends to attract a lot of attention which is their selling point. This selling point means that many young

Internet Marketing Report Essay Example | Topics and Well Written Essays - 1000 words

Internet Marketing Report - Essay Example They only achieved to reach 100.000 paying customers which represented revenue of $15 million in 2002. It is nothing compared to the millions of users who roam the web daily in search of new music content. Nevertheless, rapidly the music industry understood that the Internet is not actually the enemy, but a new, alternative, means of music distribution and that this new vehicle will grow over time. Thus the need for each member of the industry to implement on the Internet and to make its artists available as the forecasts predict that the Internet will represent 20 percent of the music business by 2007. One of the major competitive advantages of the internet over the traditional music CD sales is the number of titles available. For example in a Virgin Megastore you can find around 100.000 titles. On the internet, even a small provider such as CDnow offers over 200.000 CDs. In consequence, several record labels have decided to offer their entire song catalog online. Finally, the music industry also understood that the price would be an issue especially because you can get all the songs for free. This is the main reason why Sony and Universal Music for example, decided to lower their prices to 99 cents the single download. Even though, the market analysts remain skeptical regarding the users' shift from free to single fee music. However, the Recording Industry Association of America (RIAA) claims that with more awareness of the legal threats of downloading music without paying any right to either the artists or the labels and to the poor quality of pirated music files, the customers will ultimately chose the single fee option, especially since portable devices such as the Ipod are designed to be fully compatible to the online distribution and guarantee a high sound quality. An evaluation of different positioning of existing players (competitors) within the marketplace Today there are 4 major websites - each one of them connected to one or several of the "Big Five" of the music industry (five record labels which are the global giants in the music industry: Universal Music Group, Sony Music Entertainment, EMI Group, Warner Brothers Music, BMG Entertainment) - which are leading the market of downloadable music on the Internet: iTunes Music Store, MusicMatch, Napster and Rhapsoy. Each one of these websites is associated to a larger company: iTunes with Apple, MusicMatch with Yahoo, Rhapsody with Real and Napster with the RIAA and offers to the customer an application that can be used on the pc to download and read the music files and this application can also be adapted to the portable device in order to directly download the music file "to go". This meaning that the competitive forces - Bargaining power of suppliers, Bargaining power of buyers, Barriers to entry, Threat of substitute, Rivalry among existing competitors - that were driving the traditional music industry have changed: bargaining power of suppliers decreased as it is now possible for the artists to go online with their own music without having to pass through the old channels of distributions, bargaining power of buyers has largely increased as it is possible for them to get music for free and thus the record companies have to align in order to offer good

Exemplification Essay: Cruising Should be Banned -- Exemplification Ess

Most of us have enjoyed "cruising" sometime in our lives. For many, it was one of our favorite pastimes. If you lived in the "American Graffiti" era, it was the in thing of to do. I remember when cruising was a popular activity on Main Street in Mesa for many years, until it was banned a few years ago. Now the controversy is over whether to ban cruising on Central Avenue in Phoenix. City officials are trying to reroute the weekend riders to Washington and Jefferson streets. Although cruising may be enjoyable to quite a few teenagers, there is no positive purpose for it. The negative effects of cruising outweigh the reasons for it by far. Cruising should be banned altogether because cruisers have proven to be very loud, dangerous, and a contributor to our pollution problem. I have sympathy for those who live near Central Avenue. The weekends are very noisy in this vicinity. For example, some of the stereos blasting away could accommodate a rock concert. The base volume coming out of these speakers is felt in your heart as you drive along Central...

Employee Grievances Essay

In industrial context the word grievance is used in industrial context to designate claims by workers of a Trade Union concerning their individual or collective rights under an applicable collective agreement, individual contract of employment, law, regulations, work rules, custom or usage. Such claims involve questions relating to the interpretation or application of the rules. The term â€Å"Grievance† is used in countries to designate this type of claim, while in some other countries reference is made to disputes over â€Å"right† or â€Å"legal† disputes. The grounds for a grievance may be any measure or situation which concerns the relations between the employers and worker or which affects the conditions of employment of one or several workers in the undertaking when that measure or situation appears contrary to provisions of an applicable collective agreement or of an individual contract of employment, to work rules, to laws or regulations or to the custom or usage of the occupational branch of economy activity or country†. Causes for Grievance Grievances generally arise from the day to day working relations in an undertaking, usually a worker or trade union protest against or act or omission of management that is considered to violate worker rights. Grievances typically arise on such matters like discipline and dismissal, the payment of wages & other fringe benefits, working time, over time and time off entitlement, promotions, demotions and transfer, rights deriving from seniority, rights of supervisors and the Union officers, job classification problems, the relationship of works rules to the collective agreement and fulfillment of obligations relating to safety and health as laid down in the agreement. Such grievances, if not dealt with a procedure that secures the respect of parties, can result in embitterment of the working relationship and a climate of industrial strife. Procedure for Settlement: It has been widely recognized that there should be an appropriate procedure through which the grievances of workers may be submitted and settled. This recognition is based both on consideration of fairness and justice, which requires that workers’ claims regarding their rights should receive fair and impartial determination, and on the desire to remove from the area of power conflict a type of dispute that can properly be settled through authoritative determination of the respective rights and obligations of parties. Essence of Model Grievance Procedure: The three cardinal principles of grievance settlement, under the procedure, are; 1. Settlement at the lowest level, 2. Settlement as expeditiously as possible; and 3. Settlement to the satisfaction of the aggrieved Like justice, grievance must not only be settled but also seem to be settled in the eyes of the aggrieved. The Model Grievance Procedure has a three tier system for the settlement at the levels of the 1. immediate supervisor; 2. departmental or factory head; 3. and a bipartite grievance committee representing the management and the union, with a provision for the arbitration appeal to the organization head, and a specified time limit for the resolution process. Views of the National Commission on Labour NCL has recommended that a formal grievance procedure should be introduced in units employing 100 or more workers and they are: 1. There should be a statutory backing for the formulation of an effective grievance procedure which should be simple, flexible, less cumbersome and more or less n the lines of Model Grievance Procedure, 2. It should be time bound and have a limited number of steps namely, approach to the immediate supervisory staff; appeal to the departmental head/manager; and appeal to the bipartite grievance committee representing management and the recognized Union. 3. A grievance procedure should be such that it gives a sense of satisfaction to the individual worker, ensures reasonable exercise of authority to the manager and a sense of participation to Unions, 4. The constitution of the grievance committee should have a provision that in case a unanimous decision is not possible, the unsettled grievance may be referred to arbitration. At the earlier stages the worker should be free to be represented by a co worker and later by an officer of the union, if one exists, 5. It should be introduced in all units employing 100 or more workers. INDISCIPLINE/MISCONDUCT Discipline is the employee self control which prompts him to willingly co- operates with the organizational standards, rules, objectives, etc. Misconduct is the transgression of some established and definite rules where no discrimination is left to the employee. It is violation of rules. Any breach of these rules and discipline may amount to misconduct. It is an act or conduct which is prejudicial to the interest of the employer or is likely to impair the reputation of the employer or create unrest and can be performed even outside the premises of the establishment and beyond duty hours. It is for the management to determine in its Standing Orders as to what shall constitutes acts of misconduct and to define the quantum of punishment for them. Causes of misconduct: †¢ †¢ Unfair labour practices and victimization on the part of employers, like wage diffentials, declaration of payment or non payment of bonus, wrongful works assignments, defective grievance procedure etc., †¢ †¢ Bad service conditions, defective communications by superiors and ineffective leadership lead to indiscipline, †¢ †¢ Poverty, frustration, indebtedness, generally overshadow the minds of the workers, these agitate their minds and often result in indiscipline, †¢ †¢ Generally speaking absenteeism, insubordination, dishonesty and disloyalty, violation of plant rules, gambling, incompetence, damage to machine and property, strikes, etc., all lead to industrial indiscipline. Remedial Measure for Acts of Indiscipline: †¢ †¢ Labour is most important factor of production. Therefore an Organization can prosper only if labour is properly motivated towards the attainment of specific goals. A more humane approach is necessary to motivate them. †¢ †¢ Each worker, as an individual, needs a fair or reasonable wage to maintain himself and his family in good health and spirits. So the wage should be adequate so that the worker may meet the economic needs of his family, †¢ †¢ He Trade Union leadership should be developed from within the rank and file of workers, who would understand their problems and put it up to the management in the right perspective. Disciplinary Action: Indiscipline is the result of many interrelated reasons- economic, psychological, social etc. It needs to be properly handled. The disciplinary action must conform to certain principles e.g. †¢ †¢ The principal of natural justice must guide all enquiries and actions. No biased person to conduct inquiry, †¢ The principal of impartiality or consistency must be followed, †¢ †¢ The disciplinary authority should offer full opportunity to the worker to defend himself . Procedure for Punishment: †¢ Framing and Issuing of Charge sheet †¢ †¢ Receiving the defendants’ Explanation †¢ †¢ Issuing the notice of Inquiry †¢ †¢ Holding the Enquiry †¢ †¢ Findings of the Inquiry Officer †¢ †¢ Decision of the Disciplinary Authority †¢ †¢ Communication of the Order of Punishment Termination of Employment: †¢ †¢ Voluntary abandonment of Service by the Employee †¢ †¢ Resignation by the employee †¢ †¢ Discharge by notice thereof given by the employer †¢ †¢ Discharge or dismissal by the employer as a punishment for misconduct, †¢ †¢ Retirement on reaching the age of superannuation Type of Punishment Under Standing Orders: 1. Censure or Warning 2. Fines 3. Suspension 4. Dismissal Best of Luck†¦.. Sample of labour grievance handling policy in a manufacturing unit: As a matter of Labour Policy name of the company, hereby lays down the following procedure for addressing employees’ grievances 1 An employee who has any grievances viz., (a) A complaint against their supervisor or co-worker (b) Problems related to methods or systems in the production floor (c) Inconveniences caused due to work environment (d) Disturbances caused by personal problems in the factory premises etc. 2 Apart from the above the management may take other problems which it may consider relevant 3 The aggrieved worker shall inform their problems in writing to any one of the following – Factory Manager Technical Manager Admin Officer Welfare Officer 4 The gist of grievances of the employee shall be recorded in Employee’s Grievance Register mentioning the date and reference number if any 5 The registered complaints will be addressed within 48 hours 6 Employee may also drop their letter of grievance in the suggestion/complaint boxes kept in the production floor. 7 If the problem stated in the letter is found crucial the Factory Manager shall call concerned department head explanation and may order for enquiry. 8 The enquiry shall be done and redressal shall be made as per the company’s standing orders in force. 9 The action taken by the management will be recorded 10 The management shall refer the problems registered and action taken to solve it periodically and thus monitor the situation and ensure that the problems are not repeated. This policy on procedure for redressal is introduced to ensure good working environment in the factory, maintained at all time. NOTICE BY MINISTRY OF LABOUR FOR HANDLING GRIEVANCES & DISPUTES AMONG EMPLOYEES!! MINISTRY OF LABOUR AND EMPLOYMENT NOTIFICATION New Delhi , the 15th September, 2010 S.O. 2278(E).- In exercise of the powers conferred by sub-section (2) of Section 1 of the Industrial Disputes (Amendment) Act, 2010 (24 of 2010), the Central Government hereby appoints the 15 th Day of September, 2010, as the date on which the said Act shall come into force. [F.No.S-11012/1/2007-IR(PL)] RAVI MATHUR, Addl. Secy. THE INDUSTRIAL DIPSUTES (AMENDMENT) ACT, 2010 No.24 OF 2010 [18 th August, 2010] An Act further to amend the Industrial Disputes Act, 1947. Be it enacted by Parliament in the Sixtieth Year of the Republic of India as follows:- 1. (1) This Act may be called the Industrial Disputes (Amendment) Act, 2010. (2) It shall come into force on such date as the Central Government may, by notification in the Official Gazette, appoint. 2. In the Industrial Disputes Act, 1947 (hereinafter referred to as the principal Act), in section 2, -. (i) in clause (a),- (a) in sub-clause (i), for the words â€Å"major port, the Central Government, and†, the words â€Å"major port, any company in which not less than fifty-one per cent of the paid-up share capital is held by the Central Government , or any corporation, not being a corporation referred to in this clause, established by or under any law made by Parliament, or the Central public sector undertaking , subsidiary companies set up by the principal undertaking and autonomous bodies owned or controlled by the Central Government, the Central Government and† shall be substituted: (b) for sub-clause (ii), the following sub-clause shall be substituted, namely:- â€Å"(ii) in relation to any other industrial dispute , including the State public sector undertaking, subsidiary companies set up by the principal undertaking and autonomous bodies owned or controlled by the State Government, the State Government.†; Provided that in case of a dispute between a contractor and the contract labour employed through the contractor in any industrial establishment where such dispute first arose, the appropriate Government shall be the Central Government or the State Government, as the case may be, which has control over such industrial establishment.†; (ii) in clause (5), in sub-clause (iv), for the words â€Å"one thousand six hundred rupees†, the words â€Å"ten thousand rupees† shall be substituted. 3. Section 2A of the principal Act shall be numbered as sub-section (1) thereof and after sub-section (l) as so numbered, the following sub-sections shall be inserted, namely:- â€Å"(2) Notwithstanding anything contained in section 10, any such workman as is specified in sub-section (1) may, make an application direct to the Labour Court or Tribunal for adjudication of the dispute referred to therein after the expiry of three months from the date he has made the application to the Conciliation Officer of the appropriate Government for conciliation of the dispute, and in receipt of such application the Labour Court or Tribunal shall have powers and jurisdiction to adjudicate upon the dispute, as if it were a dispute referred to it by the appropriate Government in accordance with the provisions of this Act and all the provisions of this Act shall apply in relation to such adjudication as they apply in relation to an industrial dispute referred to it by the appropriate Government. (3) The application referred to in sub-section (2) shall be made to the Labour Court or Tribunal before the expiry of three years from the date of discharge, dismissal, retrenchment or otherwise termination of service as specified in sub-section (1).† 4. In section 7 of the principal Act, in sub-section (3), after clause (e), the following clauses shall be inserted, namely:- â€Å"(f) he is or has been a Deputy Chief Labour Commissioner (Central) or Joint Commissioner of the State Labour Department , having a degree in law and at least seven years’ experience in the labour department after having acquired degree in law including three years of experience as Conciliation Officer: Provided that no such Deputy Chief Labour Commissioner or Joint Labour Commissioner shall be appointed unless he resigns from the service of the Central Government or State Government, as the case may be, before being appointed as the presiding officer; or (g) he is an officer of Indian Legal Se rvice in Grade III with three years’ experience in the grade.† 5. In section 7A of the principal Act, in sub-section (3), after clause (aa), the following clauses shall be inserted, namely:- â€Å"(b) he is or has been a Deputy Chief Labour Commissioner (Central) or Joint Commissioner of the State Labour Department, having a degree in law and at least seven years’ experience in the labour department after having acquired degree in law including three years of experience as Conciliation Officer: Provided that no such Deputy Chief Labour Commissioner or Joint Labour Commissioner shall be appointed unless he resigns from the service of the Central Government or State Government, as the case may he, before being appointed as the presiding officer; or (c) he is an officer of Indian Legal Service in Grade III with three years’ experience in the grade.† 6. After section 9B of the principal Act, for chapter IIB, the following Chapter shall be substituted, namely:- â€Å"CHAPTER IIB GRIEVANCE REDRESSAL MACHINERY 9C. (l) Every industrial establishment employing twenty or more workmen shall have one or more Grievance Redressal Committee for the resolution of disputes arising out of individual grievances. (2) The Grievance Redressal Committee shall consist of equal number of members from the employer and the workmen. (3) The chairperson of the Grievance Redressal Committee shall be selected from the employer and from among the workmen alternatively on rotation basis every year. (4) The total number of members of the Grievance Redressal Committee shall not exceed more than six: Provided that there shall be, as far as practicable, one woman member if the Grievance Redressal Committee has two members and in case the number of members are more than two, the number of women members may be increased proportionately. (5) Notwithstanding anything contained in this section, the setting up of Grievance Redressal Committee shall not affect the right of the workman to raise industrial dispute on the same m atter under the provisions of this Act. (6) The Grievance Redressal Committee may complete its proceedings within forty-five days on receipt of a written application by or on behalf of the aggrieved party. (7) The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within one month from the date of receipt of such appeal, dispose off the same and send a copy of his decision to the workman concerned. Nothing contained in this section shall apply to the workmen for whom there is an established Grievance Redressal Mechanism in the establishment concerned.† 7. In section 11 of the principal Act, after sub-section , the following sub-sections shall be inserted, namely:- â€Å"(9) Every award made, order issued or settlement arrived at by or before Labour Court or Tribunal or National Tribunal shall be executed in accordance with the procedure laid down for execution of orders and decree of a Civil Court under order 21 of the Code of Civil Procedure , 1908. (10) The Labour Court or Tribunal or National Tribunal, as the case may be, shall transmit any award, order or settlement to a Civil Court having jurisdiction and such Civil Court shall execute the award, order or settlement as if it were a decree passed by it.† 8. In section 38 of the principal Act, in sub-section (2),- (i) clause (ab) shall be omitted; (ii) for clause (c), the following clause shall be substituted, namely:- â€Å"(c) the salaries and allowances and the terms and conditions for appointment of the presiding officers of the Labour Court, Tribunal and the National Tribunal including the allowances admissible to members of Courts, Boards and to assessors and witnesses;†.

Testing Your Perl Installation

In order to test our fresh installation of Perl, well need a simple Perl program. The first thing most new programmers learn is how to make the script say Hello World. Lets look at a simple Perl script that does just that. #!/usr/bin/perl print Hello World.\n; The first line is there to tell the computer where the Perl interpreter is located. Perl is an interpreted language, which means that rather than compiling our programs, we use the Perl interpreter to run them. This first line is usually #!/usr/bin/perl or #!/usr/local/bin/perl, but depends on how Perl was installed on your system. The second line tells the Perl interpreter to print the words Hello World. followed by a newline (a carriage return). If our Perl installation is working correctly, then when we run the program, we should see the following output: Hello World. Testing your Perl installation is different depending on the type of system you are using, but well take a look at the two most common situations: Testing Perl on Windows  (ActivePerl)Testing Perl on *nix Systems The first thing youll want to do is make sure youve followed the  ActivePerl Installation tutorial  and installed ActivePerl and the Perl Package Manager on your machine. Next, create a folder on your C: drive to store your scripts in -- for the sake of the tutorial, well call this folder  perlscripts. Copy the Hello World program into C:\perlscripts\ and make sure the filename is  hello.pl. Getting a Windows Command Prompt Now we need to get to a Windows command prompt. Do this by clicking on the  Start  menu and selecting the item  Run.... This will pop up the run screen that contains the  Open:  line. From here, just type  cmd  into the  Open:  field and press the  Enter  key. This will open (yet another) window which is our Windows command prompt. You should see something like this: Microsoft Windows XP [Version 5.1.2600] (C) Copyright 1985-2001 Microsoft Corp. C:\Documents and Settings\perlguide\Desktop We need to change to the directory (cd) that contains our Perl scripts by typing in the following command: cd c:\perlscripts That should make our prompt reflect the change in the path like so: C:\perlscripts Now that were in the same directory as the script, we can run it simply by typing its name at the command prompt: hello.pl If Perl is installed and running correctly, it should output the phrase Hello World., and then return you to the Windows command prompt. An alternate method of testing your Perl installation is by running the interpreter itself with the  -v  flag: perl -v If the Perl interpreter is working correctly, this should output quite a bit of information, including the current version of Perl you are running. Testing Your Installation If you are using a school or work Unix / Linux server, chances are Perl is already installed and running -- when in doubt, just ask your system administrator or technical staff. There are a few ways we can test our installation, but first, you will need to complete two preliminary steps.​ First, you must copy your Hello World program to your home directory. This is usually accomplished via FTP.   Once your script has been copied to your server, you will need to get to a  shell prompt  on the machine, usually via SSH. When you have reached the command prompt, you can change into your  home  directory by typing the following command: cd ~ Once there, testing your Perl installation is very similar to testing on a windows system with one extra step. In order to  execute  the program, you must first tell the operating system that the file is OK to execute. This is done by setting the permissions on the script so that anyone can execute it. You can do this by using the  chmod  command: chmod 755 hello.pl Once youve set the permissions, you can then execute the script by simply typing its name. hello.pl If that doesnt work, you might not have your home directory in your current path. As long as you are in the same directory as the script, you can tell the operating system to run the program (in the current directory) like so: ./hello.pl If Perl is installed and running correctly, it should output the phrase Hello World., and then return you to the Windows command prompt. An alternate method of testing your Perl installation is by running the interpreter itself with the  -v  flag: perl -v If the Perl interpreter is working correctly, this should output quite a bit of information, including the current version of Perl you are running.