Verbs + Gerund or Infinitive That Change in Meaning

Many verbs in English can be combined with verbs  in the gerund (doing) or infinitive (to do) form.   Verb Gerund Some verbs are followed by the gerund (or  ing) form of the verb: consider doing - I havent considered looking for a new job.appreciate doing - I appreciate listening to music on a daily basis. Verb Infinitive Some verbs are followed by the infinitive form of the verb: hope to do - I hope to see you next week at the party.decide to do - Ive decided to find a new job next week. Most verbs take either the gerund or the infinitive, but not both forms. In this case, its important to learn which verbs take which form. However, there are a number of verbs which can take both forms. Most of these keep the meaning the same:   She started to play the piano. She started playing the piano.I like to go to the beach at least once a year. I like going to the beach at least once a year. Some verbs which can take both forms have a change in meaning depending on whether the verb is followed by the gerund  or the infinitive. Here is an explanation of these verbs with examples to help provide context. Forget to Do Use  forget to do  to indicate that someone did not do something: She often forgets to lock the door when she leaves the house.I forgot to get the groceries at the supermarket. Forget Doing Use  forget doing  to say that someone doesnt remember something that they have done in the past: Mary forgets meeting Tim in Italy.Annette forgot locking the door before she left her home. Remember to Do Use  remember to do  when speaking about something someone should do: Make sure you remember to pick up some eggs at the supermarket.Im sure Ill remember to invite Peter to the party. Dont worry about it! Remember Doing Use  remember doing  to speak about a memory that someone has: I remember buying him a present.Jeff remembers living in Italy like it was yesterday. Regret to Do Use  regret to do  in the case that someone must do something that is unpleasant: I regret to tell you the bad newsThey regret to inform us that weve lost all our money! Regret Doing Use  regret doing  to express that someone doesnt like what they did at some time in the past: Peter regrets moving to Chicago.Allison regrets falling in love with Tim. Stop to Do Use  stop to do  in order to say that someone stops one action in order to do another action: Jason stopped to speak with his boss about the convention.My friend stopped to smoke a cigarette before he continued with the conversation. Stop Doing Use  stop doing  to show that someone has completely quit some action. This form is often used when speaking about bad habits: I stopped smoking cigarettes.You should stop complaining about money all the time. Try to Do Use try to do  to encourage someone to do something: He should try to learn a new language.I think you should try to save some money this month. Try Doing Use  try doing  when speaking about an experiment or something that is new: He tried going to a fitness club, but it didnt work out for him.Have you ever tried cooking fish in olive oil? Infinitive or Gerund Quiz Test your understanding of these differences in meaning by deciding whether the verb should be used in the infinitive or gerund form based on the clues provided: Jack remembers _____ (buy) eggs at the supermarket because he always takes a list.Jason stopped _____  (play)  the piano at six because it was time for dinner.I certainly didnt forget ___________ (ask) him the question because hes already given me his answer.Janice stopped _____ (make) a telephone call before she continued with her shopping.  Whats the worst thing you regret _____ (do) in your life?Have you ever forgotten _____ (get) a present for your wife on your anniversary?Alan stopped _____ (drink) years ago because of a serious liver problem.I regret _____ (tell) you that we are going out of business next month.I remember ______ (play) football when I was in high school. Unfortunately, I didnt play much during the games.I dont think Ill ever regret _____ (fall) in love with my wife. Weve been married for over thirty years! Answers: to buyplayingto askto makedoingto getdrinkingto tellplayingfalling

The Physics Of Science And Engineering - 1329 Words

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The idea of being an Engineer, being able to play with the laws of physics and unveiling the unknowns has always been a driving force in my student life. I have always had a strong inclination towards mathematics and science. I like solving geometric problems from the beginning of my student life. To encourage me, one of my teachers gifted me a copy of Euclid s â€Å"Elements† when I was in class five. I’ve learned a lot from that book and it bolstered my interest in mathematics and geometry exponentially. Since then, I’ve been working continuously on improving my math and science skills. I’ve participated in differentShow MoreRelatedI Am Interested Into Learning1244 Words   |  5 Pageshave struggled with Calculus 1 and with Physics 1 and while initially that was very discouraging and made me want nothing to do with either subject, I now feel that struggling through those subjects may be the best thing I can do for myself, especially if my goal is to become an engineer. 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Management Theories in British Petroleum

Question: Write an investigative summary that discusses the involvement of two theories/concepts of management that affect the functionality of your organization. Answer: Application of Herzbergs Two-Factor Theory at the British petroleum Herzbergs two-factor theory seeks to provide a solution pertaining to what people want from their jobs, whether in terms of a higher salary, security, good relations with their colleagues, or seek opportunities for advancement and growth. This forms the root of motivation amongst the workers and staff at the British Petroleum in U.S. It is not a wonder that this theory had been appraised by writers such as Butler (2007) for enabling British Petroleum (BP) to strengthen its exploration and discovery, oil and gas supply chains and have a seamless flow of downstream business. A two-factor theory according to Matsumoto, states that there are various factors found in the workstation that lead to job fulfilment, while a distinct factors that trigger job frustration. Frederick Herzberg posited that job fulfilment and job frustration tend to act individualistically and do not rely on each other (2007). The British Petroleum in the U.S. management at first thought that the easiest way of improving motivation was by decreasing things that cause dissatisfaction while increasing things that fuel satisfaction. The management soon realized that remedying the causes of dissatisfaction does not necessarily trigger satisfaction. Neither addition of satisfiers was found to eliminate dissatisfaction. The question of what motivates staff and workers at the British Petroleum to perform effectively as expected was not an easy one to answer. The managers at the BP were compelled to seek avenues of motivating their employees as a means of getting the best of out of them and thus remain competitive. The first responses during the early 2000s from this organization provide employees with incentives such as salary increment; provide good working relationships, security, and opportunities for advancement. The BP management was sad to note that there were sudden factors that were causing employees to be dissatisfied. The factors that caused employees to be dissatisfied included harsh extreme work conditions for those employees in extraction department, some of whom were in constant danger and fear of being injured (Butler, 2007). However much the management tried to motivate this category of employees, it still could not bear much fruits except to remove those factors that were causing dissatisfaction. Hope came through when the organization finally invented the new system of substituting the work that was initially being done by employees and now the machines had to do them. All the employees were now placed in safer working conditions. At the present, the British Petroleum is appreciated as an oil and gas exploration company with the best managed employees in the world, as a result of employing the two-factor theory. Application of Equity Theory at the British petroleum According to Schoonhoven (2010), Adams equity theory stipulates that there should be a fair balance between the inputs of employees (such as enthusiasm, acceptance, skill level, and hard work) and outputs of the employees (such as recognition, benefits, and salary). The capability to find this fair balance ensures that there is a productive and strong relationship with the employees, whereby the ultimate result would be motivated and contented employees (Schoonhoven, 2010). As informed by Soulsby Clark (2007), equity theory has been applied in the context of British Petroleum to indicate the relationship between BP employees motivation and their perception of equitable treatment. In the BP context, the pertinent relationship has always been between the management and an employee. Employees of BP have been observed to preserve a reasonable ratio between the inputs they put into the organization as well as the outcomes they always receive from it. Through equity theory, BP has seen th e emergence of social comparison whereby staff members (consciously or unconsciously) do an evaluation of their own input and output ratios basing on the comparisons of the management. Inputs made by employees in this context comprise of employees time, experiences, qualifications, expertise and intangible individual qualifications such as ambition and drive. Outcomes would include flexible work arrangements, benefits, and monetary compensation. The management at the BP America has realized over the years that what the employees put into their various jobs is what they desire to get as an outcome. For example, in 2013, employees working in the manufacturing plants sought for a higher pay that was almost equivalent to that of middle managers. Upon investigation, they admitted that their job responsibilities and obligations superseded that of others and what is why they insisted for a higher pay. The management at BP had no option except to negotiate with them and settle at an optimum pay. Summary This paper is a classic example of a theoretical management discussion that discusses the application of two theories in the context of the British Petroleum U.S. The paper has sought to shed light on these two theories by specifically analyzing how these two can be used. References Butler, C. (January 01, 2007). Prospect Theory and Coercive Bargaining.Journal of Conflic Resolution,51,2, 227-250. Matsumoto, D. (December 01, 2007). Culture, Context, and Behavior.Journal of Personality,75,6, 1285-1320. Schoonhoven, C. B. (January 01, 2010). Stanford's organization theory renaissance, 1970- 2000.Research in the Sociology of Organizations,28. Soulsby, A., Clark, E. (October 01, 2007). Organization theory and the post-socialist transformation: Contributions to organizational knowledge.Human Relations,60,10, 1419-1442.