First They Killed My Father free essay sample

First They Killed My Father First They Killed My Father demonstrates that when people live in constant fear they begin to live only for themselves. Discuss, the constant fear, which is portrayed by the Ung family, is one which would push any person who experienced this to only fend for themselves, as it is the only way to survive. Human adaptability is clearly shown in the text through Pas sense to become friendly with the chief and the base people, which is a source of procuring enough food for his family. The parents of teenagers understand that if the young women are not sent away the soldiers will have their way with them, no matter what, and if the young men are not sent away they will be forcefully conscripted into the Angkar army. Therefore the parents are unselfishly helping their offspring to survive, while placing their own lives at risk. We will write a custom essay sample on First They Killed My Father or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The biggest rule that the Angkar enforce is that anything that you own, is the communitys also. To survive, this rule needs to be broken, as there is not enough food Ma and Pa weighed up the options and decided that they could see a future in their children and therefore sacrificed themselves to give their own flesh and blood a chance in the big, wide world. As the source of sustenance, dwindled Ma became more anxious and reckless in her quest for extra pabulum. Humans are compelled to pursue survival, it is the ultimate, and we need all the help of others to obtain this goal. She was too negligent to notice she had walked directly into a trap. Everyone realizes this and knows to hide any extra food they may have. That is how starvation will blind you and control your thoughts and impulses. This is not unlike parents nowadays sacrificing many privileges just to provide their progeny with a superb, prominent education. Pa understood the way that power hungry leaders worked, he knew that money, jewels and greed would pull strings and allow him extra food. Ma and Pa comprehend this as they force Khouy to marry early and against his will. The novel First They Killed My Father provides evidence, which implies that the feelings of an individual are the deciding factor when concluding on your survival. The Angkar attempted this controlled environment. Who of us has actually had to do this in a tightly regimented, unknown environment? The world, as we know it, may be ordered but is a controlled environment. Khouy cannot see that if he doesnt marry, then the Angkar will conscript him to fight the Vietnamese. Ma knew this as well so she sent her son to marry a girl from another village and although they moved to another concentration camp she knew her son would be safe. I pick this quote from the book because I think its powerful but sad, Their black pajama clothes are soaked with blood, urine, feces, and small white matter. The soldiers stand behind the new group of prisoners, casually smoking a cigarette with one hand, while the other holds onto a big hammer with clumps of hair sticking on its head. Pg-106 this showed that although the soldiers did this they didn’t think twice at all to how the people would feel and didn’t care what happened to them anyways. First They Killed My Father free essay sample First They Killed my Father In Phnom Penh a little girl named Loung and her family had to leave everything behind because of the Khmer Rouge soldiers. Loung Ung wrote a book of her life in Cambodia and three themes for the book are confusion, pain, and hope. This book is called First They Killed My Father and the song I chose that goes with the book is called Gone too soon by Daughtry. For the song I choose three parts from the book. The parts include when Loung had memories of when she was little and was forced to leave her home, when Keav dies and Loung misses her, and finally when Loung loses her mother. Loung and her family were enjoying their time until the soldiers came and made them leave everything behind and leaving behind happiness, and their rich lives. Loung and her siblings were playing and their mother and father were packing and everyone’s smiles turned into frowns. We will write a custom essay sample on First They Killed My Father or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"Not a day goes by / I’m always asking why† (Daughtry). This is the lyric that I felt matched with this part of the story. â€Å"What’s going on? Where is everyone going? Where have you been? (Ung 19). My first element is confusion. Loung is asking her Ma and Pa all these questions and no one will explain anything, so everyone is confused. Everyone is leaving and walking on foot to places where they don’t know. The area of interaction is approaches to learning because his is where she learns where things will change for now on. However, this is not all the tragedies and emotions that happen. â€Å"Today could have been the next day of the rest of your life†(Daughtry). â€Å"She is not going to live; she is not going to make it† (Ung 97). Everybody dies, but people in Cambodia would die of sickness, starvation, or die a killed death. This part is where Keav is dying from something she ate. Loung Ung and her family are feeling pain. This is the first family member who dies and it is a tragic. She would have never died at such a young if he Khmer Rouge didn’t force all teens to work for soldiers. The area of interaction is health and social. It is health and social because Keav’s health is really bad from starvation and something she ate. This lyric matches with this part of the story by how it explains how Keav could of lived for a very long time. So far Loung has had memories about how her life first began to get worse, and when her first family died. â€Å"Everybody was laughing / instead I just sit here and cry† (Daughtry). â€Å"Ma where are you! Ma you can’t do this to me! ( Ung 160) Depression is hard and it can go for a long time especially if you are in Loung’s family. Ma was taken away and Loung was crying and going over everything she went through. The area of interaction is health and social because Loung is dealing with her feelings for her family. She is longing for everything to be the way it was. This lyric matches this part because she is crying for her life and being hurt while everyone is being normal. This is where the theme is depression. She is always going to be scared for life because of the deaths of Geak, Ma, Pa, and Keav. There is pain, depression, and confusion for the elements in this story. A tragic life for Loung Ung and the struggles she has went through. She may never feel the same way. There are so many songs, and quotes from the book that touch your heart.

Memory2 essays

Memory2 essays Memory is defined as the faculty by which sense impressions and information are retained in the mind and subsequently recalled. A persons capacity to remember and the total store of mentally retained impressions and knowledge also formulate memory (Webster, 1992). We all possess inside our heads a system for declassifying, storing and retrieving information that exceeds the best computer capacity, flexibility, and speed. Yet the same system is so limited and unreliable that it cannot consistently remember a nine-digit phone number long enough to dial it (Baddeley, 1993). The examination of human behavior reveals that current activities are inescapably linked by memories. General competent (Baddeley, 1993) behavior requires that certain past events have effect on the influences in the present. For example, touching a hot stove would cause a burn and therefore memory would convey a message to not repeat again. All of this is affected by the development of short-term memory (STM) and lo ng-term memory (LTM). Memories can be positive, like memories of girlfriends and special events, or they can be negative, such as suppressed memories. Sexual abuse of children and adolescents is known to cause severe psychological and emotional damage. Adults who were sexually abused in childhood are at a higher risk for developing a variety of psychiatric disorders, anxiety disorders, personality disorders, and mood disorders. To understand the essential issues about traumatic memory, the human minds response to a traumatic event must first be understood. The memory is made up of many different sections with each having different consequences on one another. Can people remember what they were wearing three days ago? Most likely not, because the memory only holds onto what is actively remembered. What a person was wearing is not important so it is thrown out and forgotten. This type of unimportant information pa...

Financial Statement Analysis & Security Valuation Essay

Financial Statement Analysis & Security Valuation - Essay Example The Morrison plc relies on the viable, competitive benefits and the corporate picture or image regards for improvement the strategic requirements. The financial analysis will make use of Reformulation, ratio, valuation using AOP and FCF model (including sensitivity and WACC calculation) to help in creating a meaningful summary of information based on financial statement of the company. The exhibited big difference between cost of goods sold (CGS) to sales and selling, general and administrative expense to sales indicates that Morrison Plc classify their costs based on the major expense category differently. The unexpected dividend changes normally results to the signaling effects and wealth-transfer. The transfer of the wealth between the debt holders and the equity holders in the market depends on the unexpected changes in the market; hence, the wealth transfers in the market (Fabozzi & Grant 2000, 87). The signaling effect is the change in the stock prices in the market with the unexpected change in the dividend. The unexpected increase in dividend will normally signal the decrease in the price of the stock in the market. The dividend is a significant determinant of the operation in the market because it determines the future earnings of the managers in the market. The higher dividend implies that the managers are reducing the agency problems between them and th eir shareholders; hence, they will be able to involve the shareholders in the increase of stock price (MacMinn, 2005, p. 20). The dividend policy determines the payment of which the business will pay to its shareholders. It determines whether the business will be paying the fraction of the profit to the shareholders, or they will be keeping the whole profit in the business (Baker & Kolb 2009). The dividend policy determines the image the firm will be able to uphold in the market especially to the investors. The market

Bayview case study Example | Topics and Well Written Essays - 2000 words

Bayview - Case Study Example Two main approaches are adopted by the students; copying from the internet as well as from their friends. Figures show that close to 57.0% of business students admitted to engaging in cheating activities against 47.0% of non business students. Currently the dean of the Collage of Business at Bayview University is concerned with such issues. This report is based on a research commissioned by the dean to help him and the university to make rational decisions concerning cheating. The report will analyze the collected data, discuss the findings and make recommendations for the dean regarding business student cheating on exams. Analysis and discussion a) All students Internet copying Exam copying Collaborated Cheated Number % Number % Number % Number % Yes 16 17.778 18 20.000 29 32.222 37 41.111 No 74 82.222 72 80.000 61 67.778 53 58.889 Total 90 100.000 90 100.000 90 100.000 90 100.000 From the above table, it can be seen that out of 90 students, 16 students admitted to have copied from internet. This translates to 17.78 %. The remaining 74 students who stand for 82.22% said they did not copy from internet. With regard to exam copying from other students, 18 students (20%) admitted to have engaged in the practice while 72 students, 80% did not. 32.22% of the students admitted to have collaborated with others in projects that were supposed to be done individually while 41.11% admitted to have engaged in at leastsome form of cheating in exams. b) Male students Internet copying Exam copying Collaborated Cheated Number % Number % Number % Number % Yes 7 14.583 9 18.7500 18 37.500 21 43.750 No 41 85.417 39 81.250 30 62.500 27 56.250 Total 48 100.000 48 100.000 48 100.000 48 100.000 From the table, 14.583% of the male students agreed to have copied from the internet and 18.75% admitted to have copied in exams. In addition, 37.5% of male students agreed to have collaborated with others in assignments that were supposed to be handled individually and 43.75% said they at le ast engaged in exam cheating. c) Female students Internet copying Exam copying Collaborated Cheated Number % Number % Number % Number % Yes 9 21.428 9 21.428 11 26.190 16 38.095 No 33 78.571 33 78.571 31 73.810 26 61.905 Total 42 100.000 42 100.000 42 100.000 42 100.000 From the table, 21.43% of female students that participated in the study indicated that they have at least copied from the internet. At the same time, 21.43% of the students also admitted to have copied in exams. 26.19% said they collaborated in the assignments which were supposed to be done individually and 38.10% of the students admitted to have cheated at one point. From the results, it can be seen that male students had a big percentage involved in at least some form of cheating at 43.75% as compared to only 38.095% of girls who engaged in at least some kind of exam cheating. Collaboration between students in the projects intended for individual efforts appear to be the students’ most preferred form of che ating leading with 32.222% of all students doing it. From the areas analysed, internet copying is the least popular form of copying with only 17.778% of all students doing it. The results also reveal that more girls engaged in internet copying at 21.428% as compared to male students where 14.583% were found to engage in internet copying. 1. 95% confidence intervals for proportions a) 95% confidence in

CRITIQUE the ASSUMPTIONS of MAINSTREAM THEORY Essay

CRITIQUE the ASSUMPTIONS of MAINSTREAM THEORY - Essay Example The market also experiences power centers, such as in monopolies, oligopolies, and government regulations, for price determination. Mobility of factors of production and high levels of awareness also identify imperfect market, contrary to the theory’s assumption. Sellers are for example free to move into and out of a market based on presumed profitability levels. The assumption that consumers are consistent in their preferences is also not valid. Existence of sales promotion strategies such as advertisement continues because of their success in influencing consumers’ preferences towards marketed products. Consumers’ preference also depends on environmental factors such as peer influence, weather conditions, and religious and political ideologies and is therefore a variable in individual consumers subject to environmental changes. The theory’s assumption of homogeneity of factors of production is an inaccurate assumption because the factors of production can be classified based on their distinct characteristics. Land, for example, has distinct features from labor and capital to dispute the homogeneity assumption. Each of the factors of production further lacks homogeneity within it and has sub classes with distinct

Job Analysis In Human Resources Management Commerce Essay

Job Analysis In Human Resources Management Commerce Essay Human resources management has to plan their activity to reach maximum level of organizational objective. Human resources personnel must have knowledge regarding skills required to perform various organizational jobs. Job analysis is done to get information regarding the requirement of skill, knowledge, experience, ability and other work related requirement. A job analysis is a systematic exploration of the activities within a job. Basically it is a technical process, which is used to define the duties, responsibilities, and accountabilities of a particular job. This analysis involves describing detail description about the task one has to perform during work, exploring the relationship with job to technology and determining knowledge, qualifications or the standards of employment, accountability of the person. There is an accuracy in recording activity is involved. The record consist information regarding following matter: Element: A job element is considered as the smallest element in which job is being divided. Job element shows every part of the process during a job is done. Task: A task is particular work activity which is carried out for different purpose. Duty: Duty involves number of tasks. For example counseling of a candidate is a duty, where several tasks take place for counseling process. A supervisor of a manufacturing unit duty is to keep track of employees work and to make sure that they will do their job perfectly, but for that duty manager has to do many tasks like checking daily record, comparing them, inform employees if they are not performing and give them better solution if there is any problem. Position: The term position is referred to one or more duties performed by one person of the organization. In any organization there are as many positions as there are employees in the organization. And vacancies may design more positions than employees in the organization. Job: A job is a kind of position within the organization. There many position in the organization, while for every position there is one job. Job family: Job family is a group of two or more jobs that either required similar worker characteristic or contain parallel work tasks as determined by job analysis. For example in an insurance company, service clerks and policy correspondents represent two jobs that are placed in a common job family because they have so many similar work characteristics. Occupation: Occupation is a kind of group of similar jobs found within the organization. Clerk, accountant, engineer are some examples of different occupation. Career: Career includes sequences of positions, jobs or occupations, which a person has over his/her working life. Terms that are defined above are mainly considered while doing job analysis. Job analysis methods There are some methods which a manager use to determine job elements, knowledge, skills and abilities are required to perform certain job. These various methods are as follows: Observation method: In this method, job analyst use to watch employees directly or review their films on the job. This method gives primary information of the job. It provides firsthand information. In several cases, workers would not be able to perform or function most efficiently while they are being directly watched at their work. Therefore job analyst may find some distortion in this method. In some jobs it is possible to watch an employee on their job but in certain jobs it is not possible to watch e.g. in most of managerial jobs it is hard to watch entire activity. Individual interview methods: In this method, the person who is responsible for the jobs are selected and extensively interviewed by the job analyst. In results, these interviews are combined for a single job. This method gives high an effective way for assessing what a job entails or what a job requires. But this method is very time consuming. It takes so much to interview individuals and gather information which is needed for the job. Group interview method: This method is also similar as individual interview method the only difference is the number of incumbent are two or more than two. It is also an effective method to collect information regarding a particular job. In this method accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness. Structured questionnaire method: In this kind of method, job analyst send a structured questionnaire to the worker, in which they check or rate items they perform on their job from a long list of possible task items. Questions which are send seems to be a kind of checklist information that is presented in front of the workers and have to response from the questions that are mentions in the questionnaire. This method gives job analyst a technique which is found as an excellent source of gathering information about jobs. It has been also discover that exception to a job may be overlooked and feedback is often lacking. Technical conference method: In this method, supervisors with extensive knowledge are gathered. This method utilizes supervisors with high knowledge. This method is used to get specific characteristics of a job are obtain from the experts. Person who are consider as experts are being invite in this method. It is a good way of gathering data. It is found that this technique often overlooks the incumbent workers perception and their thinking regarding what they are doing in their job. Dairy or log method: In this method, job incumbents are being asked to record their daily activities. It provides a lot of information but it is rarely applicable to job activities. This method is one of the forcing ways to get information. It requires lots of work to be done from the incumbent and thats why it needs more time. If the job analyst want to capture information in the entire range of work activities, this method have to continue from a long period of time. All these six methods are not meant to be viewed as mutually exclusive. Many organizations have different kind of positions; it may vary from skilled to non skilled employees positions. The analysis may use different methods of data collection for different positions. Here job analyst may make a combination of all method or some of the selective method. Some times worker find it difficult to complete an open ended written questionnaire and this may not gives the information which analyst requires. As an alternative interviews and observation might be more appropriate data collection technique. Job analysis in Human Resources Management activities Recruitment and selection: Job analysis is one of the good source to identify, the knowledge, skills, abilities and other characteristics required for the positions in the organization. It helps to identifies minimum education, certification, and licensing requirements for a particular position. Being a essential part of job, to identify tasks and responsibility is also done by job analyst. These skills are helpful for the human resources management while they have to recruit or hire a person for a position in the organization. For selection, some pre employment tests are also taken by human resources management department and to identify these tests job analysis is one of the important way. Developing compensation systems: Compensation is typically related to the requirement of the job, such as education, skills and experience needed to perform the job, employees working conditions. Here job analysis provides a standard way to distinguish process to determine pay and other benefits to the workers across the organization. It provides compensation to the employees on the basis of common understanding of the values of job and requirement of the job to perform it. Human resources planning, career development and training: With the help of job analysis, employer can identify the need to training and development for every individual position in the organization. Organization has their standards and different technical and non technical ways for the routine jobs. Some time they need to provides additional skill and knowledge to their workers to perform task in better way and that can be done by training the employees. Performance evaluation: Performance standards come from actual work which worker does in their jobs. Job analysis gives information about tasks and responsibility which an employee has to perform during their jobs. Areas of accountability can be identified and evaluation standards can be developed with the help of job analysis. Risk management: Job analysis can identify risk at workplace. There are many hazardous jobs in organization and employees have to draw their attention while performing those jobs. Job analysis provides information about those hazardous jobs from the information gathered by the incumbent workers or by the expert workers. Organization can use this information to give training to their workers during orientation period or training period. Job analysis can reduce the risk or danger at work if the information is properly used by the human resources management department and given to the department head where ever is needed. Job design: Job analysis provides an entire range of information to perform a job. It gives a view for designing a job. Jobs are designed with the set of work activities to carry out the mission of the organization. There are some internal and external changes which forces organization to restructure and rearrange activities in work. Job analysis provides certain information of the changes in workplace, which an organization has to, identifies and has to accommodate that change. Factors affecting Job Analysis program To design a job analysis program, job analyst has to consider the factor influencing it. The analyst has to work with the representatives of the organization to determine the most effective methods and procedures for collecting information. It is important for the job analyst to understand who organization operates. Job analyst has to find out best time to obtain information from the incumbent and supervisors. Jobs are not done with the same intensity of the work. Following are some of the factors influencing job analysis program. Location and number of incumbent: One of the factors which job analyst has to consider while doing job analysis is location of incumbent and number of incumbents. Many organizations have several different units and that units are located in different areas. If a job analyst wants to meet incumbents to get information about their work and that unit where incumbents works is for away from main branch of organization, than it is difficult for job analyst to do it on time job analyst have to plan if earlier. It is also time consuming. Some time it takes too many times to reach incumbent just to get few information on the job. Many times there are many incumbents have to be interviewed. They all are not easily available on the same time so to meet them job analysis have to spend lots of time to collect data for the relevant sources. Location and number of incumbents are one of the most influencing factors which a job analyst has to consider for job analysis process. Location of the organi zation is closer from the place where analyst is, then it is most convenient to reach incumbents and finish analysis in planned time, but it is far away, than it will became time consuming and cost effective. Some thing with the number of incumbents, if there is large number of incumbents to be interviewed than analyst has to figure out how to reach them at a time and when they all are not available on time than it will became difficult but if all of them are available in same time then it became easier for the job analyst to interview them and collection data and information. Work condition/ environment: This is another factor which job analyst has to consider while doing job analysis. In many situation job analyst have to approach those incumbents who are working in very hazardous condition, Incumbents are operating some heavy machinery, that take long time to shutdown and take long time to start, work condition is on influencing factor which job analyst has to consider while doing job analysts. There are many organization where employees have to wear mask to protect themselves against hazardous chemical coming out from the production. In such situation analyst has to wait till the process is order and incumbent is free to talk has to wait till the process is over and incumbent is free to talk with analyst. Here analyst may has to spent time more than what it was planned. If incumbent is working in very noisy condition and cant answer the questions of analyst, then again it is wastage of time for analyst. Analyst has to consider that in what kind of work ing condition incumbent is working, so that analyst can plan his/ her meeting with incumbent and save the time of job analysis process. Knowledge, technology, and personal factors: There is one more factor which is influencing job analysis program and if is knowledge of incumbent, technology which is being used at working area and technology which organization wants to implement, and personal attitude, behavior belief regarding the job which incumbent is doing, sometimes incumbent has a sound knowledge about what analyst is looking for, but when incumbent does not have much knowledge about the job and analyst has to interview him/his at this time analyst will not get relevant answers or data which can be useful for job analysis. If affect job analysis process. technology is one and when analyst has to approach incumbent who is working with old technology. Purposes of Job analysis Job descriptions: Job description is a form of written statement which describes jobholders activities and the manner in which it should be done. It is accurately portrait with the job content, environment and conditions for the employment. In general there is a common format of job description which includes the job title, duties which one has to perform during the period of employment, some distinguishing characteristic of the job, and the powers and responsibilities of the job holder. Job description proves to be an important resource for recruitment, selection and appraisal. During recruitment, job description describes job to the potential candidate. When an organization hires a person, job description helps to make employee understand what organization expect him/her to do. It can helps to compare performance of the employee with the expected standards during appraisal. Job specifications: Job specification indicates minimum acceptable qualification that a potential candidate must have to perform a job. Information which is acquired from job analysis, job specification identifies the skills, knowledge and abilities required to do a job. It plays an important role during selection process. It help selector to determine skills, knowledge and abilities of the potential candidate and can be able to take decision that whether candidate is qualified to perform job or not. Candidate who is having personal characteristic in job specification will perform better than the candidate who is lacking these characteristics. Job evaluations: Job analysis is also providing data for the comparison between current performance in job and expected job. Job evaluation is an important part of compensation administration. It distinguishes and gives information to make comparison between two or more same kind of jobs. Job analysis provides basic information about the job. Then job evaluation compares the performance of the employees in the same kind of job. If someone would not be able to reach the level of expectation which had been design to do a job, will be paid less than who would be able to reach the expectation of the organization. Recruitment Recruitment is one of the important tasks which human resources management department has to perform very carefully. They have to understand the need of the vacant position. They have to know what should be the qualification of the candidate for the required position. They have to also look after that what is the age range of the3 candidate because in several cases some position needs to be more that twenty five years, thirty five years and so on. There are certain reasons of age barrier, for example many company have some different kind of sales positions required. For those positions, company want to have young and enthusiastic candidate, so they prefer that if the position is for sales associate, where the person have to travel a lot, they should be not more than an age of thirty years. Another reason of the human resources management to distinguish age is hierarchy. Many organizations prefers old person for the top level management position. Factors influencing recruiting efforts There are some factors which are influencing recruiting efforts done by human resources management. Every organization has to engage in recruiting activity. Some do it at a time some doesnt. Size of the organization: One or all size of the organization is one of the factors which influence the recruiting efforts made by human resources management. An organization with one hundred thousand employees will find itself recruiting potential applicants much more often than will an organization with one hundred employees. Here is a distinct between an organization with large number of employees and an organization with some number of employees. Big organization with large number of employee will find a huge pool of applicant while they need to fulfill a vacant position. Where on other side a organization with small number of employees will need to outsource or to advertise for the vacant position. Small organization finds it difficult to attract applicant rather than big organization. Overall size of the organization is one of the factor which is affecting the recruitment efforts made by human resources management department for any organization. Employment condition: One of the other major factor which influence the extent of recruitment is the employment conditions on the community where the organization is located. For example if the organization is located in a remote area where people are not highly educated and they are good with their business will not get suitable applicant from the location rather than the organization which is located in the area where people are educated and are suitably qualified for the positions of the organization. If the unemployment rate is low and people are getting highly paid for their job, it is hard for a new organization to find the applicant with their requirement. The effectiveness of past recruiting efforts will show itself in the organizations historical ability to locate and keep people who perform well. Salary: Salary is also one the factor which is influencing recruitment. There are some companies which are offering a handsome amount of salary to their employees. While there are some of the other companies which are not offering a good amount of salary to their company. So the company who are offering good salary to their employees will be able to attract more applicant than the company which is not offering good salary. People will prefer to apply for the position in those company where they are highly paid rather than the positions in the company where they are least paid. Human resources management department of the company who are offering less amount of salary have to make more effort to attract the applicant instead of human resources management department of the company who are paying a high amount of salary to their employees. Benefits packages: Benefits packages is one of the attractive factor which influence recruitment effort made by any human resources management department for any organization. Benefits packages include insurance, paid leave, meals while working in an organization, clothing, tuition reimbursement, fuel reimbursement and other more. Applicants will definitely wish to get job in an organization where they are getting benefits packages other than their salary. So human resources department of those organization which are offer benefits packages will find for applicant other than the human resources department of the organization who are not offering any benefits packages. Supply and demand: Anywhere in the organization if there is a demand of the applicant is high and supply of the applicant is very low than the organization will not meet the requirement of the position. Supply and demand is one of the factors which is influencing the recruitment of any organization. If there is huge supply of the application for a position vacant in any organization than the organization will have an opportunity to fulfill the vacant position with their desire standard. And if the supply of the application for any vacant position is low than the human resources management department of the organization has to get ready to negotiate the demand of the applicant and have to look forward toward good salary and other benefits packages. Labor Market: Labor market is one of the constant factor which is influencing the recruitment efforts of any organization made by human resources management department. If the labor market, where an organization is establish, is not as much as they need than organization has to look forward to bring labor from other place and has to give some extra benefits and has to provide house and other thing which are required. If there is a good flow of labor in the market where the organization is situated, the human resources management will not to put any extra effort for the recruitment of the position in the organization. Image or goodwill: There are many organizations whose image is very good in the market and there are some whose image is worst in the market. Image of the organization is one of the prominent factors which is influencing recruitment process. an organization with good image means organization is taking good care of their employees and has good growth in the market. An applicant will prefer to apply to those organizations that has good image in the market rather than the organizations that has bad image in the market. Because people want a secure carrier and expect a good response in the form of their salary and benefits and working environment. Here human resources management department has to put more effort if the organizations image is bad in the market. But if the image of the organization is good than human resources management department has to put less effort will recruitment. Political, social and legal environment: The environment of the organization is also an influencing factor for the recruiting. An organization has sound political, social and legal environment. If an organization has good political environment than they will be able to attract huge number of candidate. Organization should have good social image. They have to pursue social ethical policy. An organization should have least legal cases against them. Human resources management department of an organization which have nice political, social and legal environment will be able to attract good and desire candidate. Unemployment rate: Unemployment rate plays a big role in influencing recruiting efforts. Human resources management of any organization has to consider unemployment rate as a factor of which influence recruitment in the organization. Human resources management has to look after the unemployment rate of the area where the organization is located, if the unemployment rate is high in the location, human resource management will easily find the suitable candidate with the lower salary. There human resources management has much option for the recruitment. They will get many applications with high qualification and they dont have to negotiate the salary with candidate which they are offering. They dont have to give extra benefits to the employees. But the unemployment rate is low where organization is located, than it will occur as a big trouble for the human resources management of the organization. In such situation human resources management will not find option in the form of applicant and has to pay more than what deserve. Human resources management has to compromise with qualification and knowledge and experiences of the candidate. They have to offer them benefits package. Unemployment rate is one of the crucial factors which are influencing recruiting efforts. Competitors: competitors are always looking forward to grow up and to have quality employees from whom they can maximize their profit margin and growth rate of the company. Competitor is one the factor influencing recruiting efforts made by human resources management department of any organization how to see the offers which are given by the competitors for the positions which they are looking for. Human resources management has to constantly update their knowledge regarding the offer and benefit to the applicant. So that they can offer more or can be able to negotiate with the candidate regarding the salary and benefits packages for the opening position. In many organization candidate with the knowledge and experience of their competitors are prefer many organization use to hire or fulfill the positions from their competitor, by that they can be able to go through the strategy and plans of their competitor organization and they can try to overcome their drawback. Recruitment Policy: Recruitment policy of any organization is on influencing factor of any recruiting efforts. Organization have different recruitment policy, there are some organization which are preferring applicant from the location where they are and there are some organization who are preferring applicant from the outside area if they dont find suitable applicant from the are where they are located. Some recruitment policies are affected by government norms. Affirmative action is one of such government norms. Some organization has certain reserved category some organization believes that they should have experienced person in their organization so that they dont have to invest on training on the new candidate. Thats why they prefer experienced candidate some organization believes in making their own employees competent. They are concerned for the basic qualification of the candidate. Human resources planning: Human resources planning is also one of the factor which is influencing recruiting efforts. In several organizations they have planned for the future and current human resource. Requirement while keeping in mind that thing organizations human resources management take action for recruitment . they have a planning tha within certain period of time, they are going to recruit certain number of employees in their organization and will be able to recruit some candidate. But if any uncertainty occurs and they have to recruit more person immediately, them it will rise as a problem for human resources management department. Cost of recruitment: cost of recruitment is always concern by human resources management department; cost of recruitment is one of major factor which influence recruiting effort. Many times in some organization, a small amount of budget is given to the human resources department for the recruitment of any position. Some times that budget is not sufficient of any position. Some times that budget is not sufficient for the human resources management department if they have to provide a qualified candidate for the position vacant. In such condition human resources management department have to put extra effort to search a qualified candidate and some times they wont be able to meet the requirement of the position. Where as in other situation if the budget is more enough to attract a suitable candidate, than human resources management department would be able to give a well qualified and experienced candidate to the organization. Growth and expansion: Growth and expansion is one of the factors which is influencing recruiting efforts. Human resources management department has to take care of the growth and expansion need of an organization. They have to consider and plan their recruitment efforts according to the growth and expansion of the organization. Recruiting sources There are certain recruiting sources which are identified as a potential part of recruitment. Any recruitment made is with an objective. So choosing the right sources of recruitment is must for the human resources management. There are following types of recruiting sources which human resources management use to do when they have to take place any recruitment. Internal search: Mostly some large organization use to develop their own employees for the positions beyond the lower level. There are certain advantages for promoting someone within the organization from lower position to higher position. These advantages are : It seems to be good public relation within the organization between human resources management and employees or workers of the organization. It raises morale among the employees of the organization. It encourages good individuals who are performing well in their work and who are ambitious. It proves good selection because the information regarding individuals performance is easily available. It is cost effective than searching someone from outside of the organization. Person who are chosen have been well aware of the organization policy and they know organization more than a new employee. While it is carefully planned, if somebody is promoted within the organization work as a training device for developing middle and top-level managers. There is some disadvantage for promoting internal people. It seems to be dysfunctional to the organization to utilize inferior internal sources only because they are there, when excellent candidates are available on the outside. Sometimes it is necessary to bring new blood to broaden the present ideas, knowledge, and enthusiasm and to question conservative views. Advertisements: When an organization has to communicate with the public, advertisement is one the most popular ways to reach them. Some organization use to put a sign outside the plant and some use to go through the newspaper and online (their website and other job postal). Advertisement is depend on the level of the position of organization vacant. There is some legislation to ensure equal opportunity enforcement has resulted in a significant increase in the advertisement of all vacancies. There are some factors influences the response rate to advertisements. There are three important variable and that are as following: Identification of the organization, Labor market conditions, and The degree to which specific requirements are included in the advertisement. Employee referrals or recommendations: One of the best sources for individuals who will perform effectively on the job is a recommendation from a current employee. Employee referrals reflect on the recommender, and when someones reputation is at stake, one can expect the recommendation to be based on considered judgment. Employee referrals may also have acquired more accurate information about their potential jobs. Sometime it happens that the person who recommend gives the applicant more realistic information about the job. Such types of information reduce unrealistic expectations and increases job survival. And as a result employee referrals lead to pre-selection process and prepare candidate more likely to accept the offer if one is made and have more chance of survival. Employment agencies: There are three types of employment agencies and that are as follows: Public agencies: Public agencies are supported by the government to help the job s

Critical Analysis of an Incident in a Clinical Setting :: Reflection Upon Nursing Skills

The purpose of this essay is to reflect and critically study an incident from a clinical setting whilst using a model of reflection. This will allow me to analyse and make sense of the incident and draw conclusions relating to personal learning outcomes. The significance of critical analysis and critical incidents will briefly be discussed followed by the process of reflection using the chosen model. The incident will then be described and analysed and the people involved introduced. (The names of the people involved have been changed to protect their privacy) and then I will examine issues raised in light of the recent literature relating to the incident. My essay will include a discussion of communication, interpersonal skills used in the incident, and finally evidence based practice. I will conclude with explaining what I have learned from the experience and how it will change my future actions. In accordance with the 2002 Nursing and Midwifery Council, the clients' details and placement setting has not been disclosed in order to maintain confidentiality. Critical incidents are snapshots of something that happens to a patient, their family or nurse. It may be something positive, or it could be a situation where someone has suffered in some way (Rich & Parker 2001). Reflection and analysis of critical incidents is widely regarded as a valuable learning tool for nurses. The practice requires us to explore our actions and feelings and examine evidence-based literature, thus bridging the gap between theory and practice (Bailey 1995). It also affords us the opportunity of changing our way of thinking or practicing, for when we reflect on an incident we can learn valuable lessons from what did and did not work. In this way we develop self-awareness and skills in critical thinking and problem solving (Rich & Parker 2001). Critical incidents ??? "To be self aware is to be conscious of one's character, including beliefs, values, qualities, strengths and limitation. It is about knowing oneself" (Burnard 1992). I am going to use Gibbs (1988) Reflective Cycle. This because Gibbs is clear and precise allowing for description, analysis and evaluation of the experience helping the reflective practitioner to make sense of experiences and examine their practice. Taking action is the key; Gibbs prompts to formulate an action plan. This enables the reflective practitioner to look at their practice and see what they would change in the future, how they would develop/improve their practice. Gibbs (1988) consists of six stages to complete one cycle which is able to improve my nursing practice continuously and learning from the experience for better practice in the future.

Designing a Rewards System Essay

When designing a rewards system within an organization there are several factors. First, look at the organization and focus on what matters most for that particular organization. Then focus in on the employees and what needs they have in particular. After breaking down the focus, you can move forward into creating a rewards system that not only fits but also everyone benefits from. † Reward management is concerned with the strategies, policies and processes required to ensure that the value of people and the contribution they make to achieving organizational, departmental and team goals is recognized and rewarded. It is about the design, implementation and maintenance of reward systems (interrelated reward processes, practices and procedures) that aim to satisfy the needs of both the organization and its stakeholders and to operate fairly, equitably and consistently. † (Armstrong, 2010) Look at the organization. What does the organization promote or goals it is working toward? Next, make sure the needs of the organization are being met. â€Å"Currently, many organisations are implementing or planning to implement, reward and/or recognition programmes believing that these will help bring about the desired cultural change. In some organisations, large amounts of money are being invested in these types of activities and some managers are required specifically to set aside a certain amount from their budgets for this purpose. † (Milne, 2007) If they are not met focus on creating a rewards system to include meeting the goals that at the moment are not being satisfied. Now to look at the employees and what they need. What will motivate them to perform better work? What is the age range within the organization so we can focus on what will better serve that population? After looking into the age check their work progress and see where there needs to be more and focus on setting up goals to get that area where it needs to be. â€Å"Recognizing employees for a job well done isn’t superfluous or magnanimous. It’s necessary. † (Zemke, 1988) â€Å"There was a study done with four groups that answered a questionnaire with twenty-five factors as to what would motivate them to work hard on their job. From the four groups only nine of the twenty-five factors were selected. The nine factors that were selected by these four groups are: 1. Respect for me as a person . Good Pay 3. Chance to turn out quality work 4. Chance for promotion 5. Opportunity to do interesting work 6. Feeling my job is important 7. Being told by my boss when I do a good job 8. Opportunity for self-development and improvement 9. Large amount of freedom on the job† (Kettner, 2002) All nine of these focus on how to build up the confidence of the employee and all owing them to know how well they are doing. Treating the employee like a person and not a machine is very important because it gives the employee a feeling of self and knowing it’s ok to be who you are as a person. This makes them comfortable to be there on the job. Providing good [ay is also very important because it shows the employee that you care and are rewarding them for their hard work while on the job. It also will make the employee want to stay with the organization because they do not need to go elsewhere. Giving the employee a chance to do the best quality work for the organization will give them a sense of pride in their job. If the employee knows that, there is a chance for them to be promoted through the organization they will work hard to be considered for promotion. Being able to do interesting work will keep the employee coming back because they are able to do different things which makes the job more interesting because they are not consistently performing the exact same job daily which will also make them feel that their job is important. Everyone loves being told good job! So as a boss, make sure you are informing your employees how well they are doing. Offer to the employee ways they can grow as people whether it is education or exercise. Giving them the opportunity for more development or just some improvement, they will be appreciative. Giving the employees freedom makes them more independent and lets them know that the organization trusts them to perform their job the way it is supposed to be done without someone standing over them constantly. After gathering this information, we can move forward with creating our own rewards system. First, we would create a chart showing the work and the progress being made. Then with that chart, incentives can be created for the employees to get to top of the list by making the most progress. In addition, incentives will be created for those that make the lowest amount of mistakes while performing their job function. This gives the employees some freedom to work hard on getting their performance up. Incentives will be in place for attendance also. Competitive pay will be based off performance and attendance. The better your performance is the better bonus and pay raise you will get. Your attendance will also affect your bonuses and pay raises. Keep your attendance up and consistent and you will be able to gain better pay bonuses. With bettering attendance and performance there will be opportunities for growth within the organization. The starting pay will be marginally based on experience and education. It will be fair and equitable to every employee. After setting up the chart with performance and attendance based incentives we can focus on creating a fair and free workplace for the employees. Set up the management center so they are accessible to the employees for guidance. The management system will also be in place for overviewing the employees from a distance without taking away from the employees ability to work as an individual. The management system will also be able to delegate tasks out to the employees that are performing at a faster or more effective rate. This will also allow the employees to be treated as individuals and not as a singular group. Next we would set up a system for growth and development that would include furthering your education and health needs. We work to offer help and assistance to other now we need to help and assist our employees. For education we will offer education breaks where you will be reimbursed for half of the amount spent on your college courses and supplies. This will allow the employee to re-enter school without fear of inability to pay. The stipulation will be that we will only reimburse as long as the course taken he employee completes and passes the course. The employee will be required to submit the final grade for the class and the receipt for the payment of the course and the supplies needed for the course. Next there will be a gym facility placed within the workplace that is available for the employees use before and after work and also during lunch or breaks. With offering the employee open use of a gym without having to pay will give them the help of not spending a lot of money on a gym membership that they may not be able to use regularly. It will also give them flexibility to use the gym whenever they want to without fear of it closing before they can get there to workout. With this rewards system in place every aspect of the employee and organizational needs are being met. The organization is running efficiently and effectively with each employee working hard to reach the incentive goals. The employees are working in an environment where they are comfortable and know they have every option available to them with movement and growth within the organization.

Style over Great Gatsby Essays

Style over Great Gatsby Essays Style over Great Gatsby Essay Style over Great Gatsby Essay The author of the masterpiece â€Å"The Great Gatsby†, was indeed F. Scott Fitzgerald. The Great Gatsby is written sophisticatedly, using intelligent and even poetic phrases. Foreshadowing and symbols are utilized subtly and figurative language is used skillfully throughout the entire novel. He creates a character who becomes great. He begins life as just an ordinary, lower-class, citizen. But Gatsby has a dream of becoming wealthy. After meeting Daisy, he has a reason to strive to become prominent. Throughout his life, Gatsby gains the title of truly being great. This novel is important because its novel about what happened to the American dream in the 1920s, a period when the old values that gave substance to the dream had been corrupted by the vulgar pursuit of wealth. The characters are Midwesterners who have come East in pursuit of this new dream of money, fame, success, glamour, and excitement. Tom and Daisy must have a huge house, a stable of polo ponies, and friends in Europe. Gatsby must have his enormous mansion before he can feel confident enough to try to win Daisy. There is definite imagery that you see throughout this book, images of time, extravagant parties, the quest for wealth, Some images might more properly be called symbols for the way they point beyond themselves to historic or mythic truths: the green light at the end of Daisys dock, for instance, or Dr. Eckleburgs eyes, or Dan Codys yacht. Through the symbolic use of images, Fitzgerald transforms what is on the surface a realistic social novel of the 1920s in to a myth about America. Fitzgerald uses figurative language throughout this essay, he uses the language to emphasize the predominant themes of his work. One passage in particular stands out as one that touches each of Fitzgerald’s main ideas. It takes place in chapter three after the carefree glamour and happiness of Gatsby’s party has evanesced, when the partygoers are brought back to â€Å"sober reality†. Fitzgerald’s passage serves as an antithesis to the first part of the chapter as well as an embodiment of the themes of the book as a whole. Finally, after discussing these prime keys to the style of the essay, we might call Fitzgeralds style reflective. Even more so you can definitely tell that he was using intelligent and even poetic phrases. Foreshadowing and symbols are utilized subtly and figurative language is used skillfully throughout the entire novel. There are several important passages at which Nick stops and reflects on the meaning of the action, almost interpreting the events. The style in such passages is dense, intellectual, almost deliberately difficult as Nick tries to wrestle with the meanings behind the events he has witnessed.

Compare essays

Compare essays Martin Luther King Jr.s I Have A Dream speech and Patrick Henrys Give Me Liberty or Give Me Death speech are two great America speeches. These speeches both are alike and different as well as the authors of the speeches. One speech discusses equality while the other speech discusses war. Also, the authors are different. One is African-American and the other is Caucasian. Martin Luther King Jr. was born Michael Luther King on January 15, 1929 in Atlanta, GA. His name was changed to Martin when he was six years old. Born one of three children, his father was a pastor of Ebenezer Baptist Church and his mother was a schoolteacher. Martin Luther King, Jr. entered Morehouse College to study religion at the age of 15 in the year 1944. He was a junior in college when he was ordained a minister and made the assistant pastor of Ebenezer Baptist Church. In 1948, Martin Luther King, Jr. entered Crozier Theological Seminary in Chester, Pennsylvania, where he began to seriously study the life and work of Ghandi. While he was working toward his doctorate degree in Systematic Theology at Boston University, Martin Luther King, Jr. met and married Coretta Scott. In 1954, he became the pastor of the Dexter Avenue Baptist Church in Montgomery, Alabama. King was also a great civil rights activist. He organized the Montgomery Improvement Association (MIA) and adv ised African-Americans to boycott buses and picket businesses who were in favor of segregation. In 1957, Dr. King helped organize the Southern Christian Leadership Conference (SCLC) to end segregation using non-violent protests. He led many demonstrations against discrimination including rallies, sit-ins, the Freedom Rides and voter registration drives. One of his most famous acts was when he gave his famous speech I Have A Dream on August 28, 1963 on the steps of the Lincoln Memorial. The Declaration of Independence influenced Mar...

Innovation and Leadership Essay Example | Topics and Well Written Essays - 4000 words

Innovation and Leadership - Essay Example They are faced with the issue of understanding the dynamics of innovation and exactly the drivers of the whole aspect. The question is not whether to innovate or not. Rather, they ask how they can successfully innovate. The most general definition of innovation is introduction of something new into any one given field (Zaccaro 2001, p.1-5). However, this is only a general definition of the aspect. Many people, depending on the field of operation understand innovation differently. The difference comes in when one is considering the change that will be introduced and the expected results. In the production field, innovation means introduction of a new product in the market. In the same line, it could also mean technological innovation to venture into a new the market. To another field, faster means of operation would dominate the definition of innovation. Despite varied means of defining innovation, there are three key terms that are never wanting in these definitions (Birnbaum 2004, p .345-370). These include the word new, movement from one state to another, and finally the translation of the idea in the organization. Innovation is about shifting from the old and ushering in something new. The success of the whole process is when the idea is translated into a good or service. Stacey (1992, p. 67-74) argue that all that an organization needs is leadership to achieve innovation (Stacey 1992, p.67-74). Theories have been developed to justify this fact. However, in this paper, I critically evaluate whether this is necessarily true. The paper goes ahead to evaluate the truth behind this theory, while at the same time going beyond its confines. Innovation in The Past Innovation can be traced from the days of state owned organizations (Arthur 1988, p.15-22; Senior & Fleming 2006, p.1-12). The state, in many countries managed the organizations, which brought about much inefficiency. The main aim for this era was to minimize the costs of production. Mass production of goo ds coupled with manipulation of demand and supply by the state owned organizations was a specialty in those days (Howells 2005, p.1-7). Their aim was not easy to achieve because of overproduction. Much as the business environment was stable, the consumer’s preference was highly ignored (Tarde 1903, p.5-7). The economists supporting this kind of an approach failed to see the gap created between the corporate and the consumer. Then change happened, and innovation was ushered into the manufacturing (Howells 2005, p.1-7. Industrialization and invention that came with it set the pace for the innovative corporate we experience today. The new means of production focused on several aspects, which were more efficient (Iordanis 2003, p.3-11; Joseph 1950, p. 17-56)). For one, the products were fewer but more specialize to fit the consumer’s preference. Secondly, the aspect of incorporating knowledge in the production would defeat the competition that constantly becoming stiff. Th irdly, the technological innovation would reduce the costs while at the same time allowing the chance for flexibility (Senior & Fleming 2006, p.1-12; Howells 2005, p.1-7). Further, there was the incorporation of services after offering the goods to the consumer. The feminism was also considered in the manufacturing. The whole aspect of invention and innovation was a major breakthrough for the consumer (Birnbaum 2004, p.345-370). The products defined the needs of the consumer and were able to tap into the market that was once ignored. The success of many organizations from then on became dependent on the ability to innovate. There are still many government owned

The monopoly of the United States postal service Research Paper

The monopoly of the United States postal service - Research Paper Example In the course of this assignment I will provide a brief history of the Postal Service, determine what kind of monopoly it is, and examine whether it has engaged in abusive conduct. The Postal Service is a government-granted monopoly established by Congress under the Constitution (Adie, 25). Politicians believed it was important for every citizen to be able to send and receive mail at the same price. The Postal Service has exclusive rights to deliver to mailboxes. It was originally established in the 18th century in Philadelphia by Benjamin Franklin. Since then it has grown in size and powers. It is one of the largest non-military employers in the United States (Postal Facts). However, times have changed for the Postal Service. It runs a large deficit and is increasing financial trouble. This is in part because it must provide equal access to postal service for all Americans, even those in Hawaii and Alaska and rural areas. It has several niche competitors such as Fed-ex that are much more economically successful. These competitors are only permitted to deliver urgent letters and not to mailboxes marked U.S. Mail. The impact the Postal Service has on the marketplace is substantial. It is responsible for a majority of all the mail. Indeed, it chooses who to permit to compete with it. It sees itself as a natural monopoly, but its competitors do not.