A Study Of Shakespeare Essay Research Paper free essay sample

A Study Of Shakespeare Essay, Research Paper We can research the nature of power and authorization through many characters in Shakespeare? s, Antony and Cleopatra. First we look to the Triumvirate as a whole. Although they do non look as a whole many times in the drama, they create a feeling of authorization and power merely by the address used to depict them. The three bear the universe on their shoulders and seem to keep all of the power and prestigiousness of male monarchs and emperors. The construct of power becomes alittle less defined when Pompey enters the image. The Triumvirate is threatened by Pompey? s power on the sea. He has more power than they make as one adult male. This is because he has more ships and a stronger fleet. Time prostrations this truth when the three work forces go to see Pompey, in all of their glorious authorization, and organize a armistice. Pompey relents easy because he knows he can non crush this brotherhood of three work forces, the world powers of the universe. ( Act III. ) The most of import illustration of power and authorization comes when the Triumvirate is broken up into three persons working independently. Mark Antony and Octavious Caesar are the two strong legs of the Triumvirate, while Lepidus is the weak adult male who follows the lead of the most powerful and important of the two. Ocatvius Caesar is the most important adult male in this drama. I believe this to be because he is the most intelligent of the three, believing of conquering instead than love. Caesar is neer likened to a God, but instead, is a maestro of address and marks his words and actions carefully so as to suppress the universe, entirely. Mark Antony, on the other side, shows us love and physical power. He is likened to a God by everyone who crosses his way. By Cleopatra particularly, ? demi-Atlas? ( I.v.23. ) ; ? Red planets? ( I.v.18. ) . Antony is revered in this grace, physical presence and dexterous ability on the conflict field. As a whole, the two signifier a terrific confederation, but separate 1 has to lift. Antony has immense authorization battles. He wants to be portion of the Triumvirate, but his love is so strong it pulls him to Egypt. The brotherhood with Cleopatra does non give him adequate power, he loses to Caesar, and besides lessens his authorization because of her. He is so guided by his infatuation with this adult female that his work forces begin to desert to Caesar? s side. This is besides because Caesar is more competent and knows how to govern the universe, he does non allow his love for any adult female come between him and his pursuit for power. The power and authorization battle is one-to-one between Caesar and Antony through most of the book. We ever see Caesar on top, because he has the conniving head to govern. He has Antony marry his sister, so so he has complete control over him. By doing him portion of his household, Caesar can take personal action against Antony if he does anything to harm his sister. Caesar besides does non do the error of take downing himself to the ranks of his retainers. Antony is invariably imbibing with his as peers, or thanking them for their aid . It is a really baronial place, but one forgets who is in charge half of the clip. Caesar neer makes that error, we ever know who is in power when Caesar speaks. I think the best illustration of this is while the Triumvirate is on Pompey? s ship, Lepidus has passed out and Antony and Caesar have a few words, ? Gnaeus pompeius magnus: This is non an Alexandrian banquet. Anthony: It ripens toward it. Strike the vass, Ho! Here? s to Caesar! Caesar: I could good hold back? T It is monstrous labour when I was my encephalon And it grows Fowler. Anthony: Be a kid O? th? clip. Caesar: Airs it, I? ll make reply ; But I had instead fast from all, four yearss, Than imbibe so much in one. ? ( II.vii.98-104 ) This shows how otherwise Antony and Caesar think. Caesar ever needs control of his encephalon and does non wish to bury clip. He ever likes to be in control, one measure above everyone else. He demands this regard, and everyone knows it, including Antony. Antony enjoys the playing more than the serious nature of concern. His brotherhood with Cleopatra is more for love than for power. The terminal clinches the whole drama. Antony and Cleopatra are both dead and Caesar wages them respect by burying them together and doing everyone go to their funeral. In the terminal, the authorization and power did non affair. Although the two are dead, all that truly mattered was their love, and Caesar respected this really much. This is another ground why Caesar is so powerful and important. He does nil incorrect. He is non slimy in his chase of power. He regulations really openly and everyone knew what his wants were. It is evident in the last transition that holding this power and authorization bids him to hold regard as good. Antony and Cleopatra die powerless, by self-destruction, but live everlastingly infamously, Caesar immortalizes them by paying his regard, as merely a true swayer could make. ? Take up her bed, And bear her adult female from the memorial. She shall be buried by her Antony. No grave upon the Earth shall dunk in it A brace so celebrated. High events as these Strike those that make them ; and their narrative is No less in commiseration, than his glorification which Brought them to be lamented. Our ground forces shall In grave show attend this funeral, And so to Rome. ? ( V.ii.355-364 ) Near Reading This address in King Lear ( II.iv.263-282 ) . King Lear nowadayss this to his two immorality girls, Regan and Goneril. This appears when Lear comes to face his girls as to why they are taking his attenders off, along with his power. This is Lear? s last call to his girls who seek to sabotage his kingship. He has given them the land, but can non allow travel. They are demoing him small regard, forcing him off the throne, instead than being respectful and just to their male parent. The existent job is that they are taking away his power, but the focal point is why they are taking away his attenders and declining to allow him remain with either of them. Thud, Lear begins his address with no place, and two girl that are being really evil to him. From lines ( 263-269 ) , Lear attempts to acquire his girls to understand that its is non that he needs his work forces, the whole batch of them, merely as they do non necessitate the apparels they wear, but it makes them experience whole. He is aghast that he must explicate this to the two misss, and he can non believe they are being so evil. This linguistic communication, in the beginning, Lear uses a comparing that he thinks the two will understand. They do non necessitate their apparels, but their apparels are at that place for beauty. They do non prolong life, they help to break it, merely as his work forces do for him. It is a really field, easy thing for them to understand, the point is that they wear? T truly care. From lines ( 270-282 ) , the point of the address changes* Lear tries to compare to his girls in a sort manner, but he can keep his lingua no longer. He believes his girls are seeking to mortify him in his old age and heartache. He knows that they are evil at this point and that he has made a sedate mistake in giving them the land. He will non shout at this realisation, but denounces his girls alternatively, and proclaims revenge worse than all of the Earth. He besides calls them? unnatural beldam! ? ( 277 ) . This is a big subject in the book. When he calls them unnatural it likens them to bastard kids. This is easier for him to believe that they are of another male parent, other than him, because they are being so cruel to him when all they have is from him. This is a big subject in the drama because there is a power battle between Edmund, Glouscester? s unnatural kid, and Edgar, his natural kid. In this drama both Lear and Gloucesters? unnatural kids hold all of the power, while they denounce the natural kids, being Cordelia and Edgar. This address illuminates everything in the drama. The male parents weep because their kids deceive them. Lear swears to avenge, but he is non the 1 who is able to acquire his retaliation. In the terminal he dies as does his natural girl, Cordelia ; Regan and Goneril kill each other. No good comes out of this drama. A down as Lear is in this address is how tragic the drama ends up. The adult females cut down Lear to a animal and signifier this point on, he continues to travel loony. This besides indicates the function reversal that the misss had been waiting for. They cut down him to a adult female, weeping, and he is reduced in power as good. He becomes the kid to his kids. This somersault in the drama begins here. Lear now knows his topographic point as he is dramatis personae out into the storm to shout while his girls and their hubbies take over his land.

How to Avoid Burying the Lede of Your News Story

How to Avoid Burying the Lede of Your News Story Every semester I give students a news writing exercise from my book about a doctor who is giving a speech about fad diets and physical fitness to a group of local businesspeople. Midway through his speech, the good doctor collapses of a heart attack. He dies en route to the hospital. The news of the story may seem obvious, but a few of my students will invariably write a lede that goes something like this: Dr. Wiley Perkins gave a speech to a group of businesspeople yesterday about the problems with fad diets. Whats the problem? The writer has left the most important and newsworthy aspect of the story - the fact that the doctor died of a heart attack - out of the lede. Typically the student who does this will put the heart attack somewhere near the end of the story. Thats called burying the lede, and its something that beginning journalists have done for eons. Its something that drives editors absolutely nuts. So how can you avoid burying the lede of your next news story? Here are some tips: Think about whats most important and newsworthy: When you cover an event, think about what part of it, whether its a press conference, lecture, legislative hearing or city council meeting, is likely to be the most newsworthy. What happened that will affect the greatest number of your readers? Chances are thats what should be in the lede.Think about what you find most interesting: If youre hard-pressed to figure out whats most newsworthy, think about what YOU found most interesting. Experienced reporters know that all people are basically the same, meaning we generally find the same things interesting. (Example: Who doesnt slow down to gawk at a car wreck on the highway?) If you find something interesting, chances are your readers will as well, meaning it should be in your lede.Forget chronology: Too many beginning reporters write about events in the order in which they occurred. So if theyre covering a school board meeting, theyll start their story with the fact that the board began by reciting the pledge of allegiance. But no one cares about that; people reading your story want to know what the board did. So dont worry about the order of events; put the most newsworthy parts of the meeting at the top of your story, even if they occurred midway through or at the end. Focus on actions: If youre covering a meeting, such as a city council or school board hearing, youre going to hear lots of talks. Thats what elected officials do. But think about what actions were taken during the meeting. What concrete resolutions or measures were passed that will affect your readers? Remember the old saying: Actions speak louder than words. And in a news story, actions generally should go in the lede.Remember the inverted pyramid: The inverted pyramid, the format for news stories, represents the idea that the heaviest, or most important, news in a story goes at the very top, while the most lightweight, or least important news, goes at the bottom. Apply that to the event youre covering and itll probably help you find your lede.Look for the unexpected: Remember that news by its very nature is usually the unexpected occurrence, the deviation from the norm. (Example: Its not news if a plane lands safely at the airport, but its definitely news if it crashes on the tarma c.) So apply that to the event youre covering. Did anything happen that those present didnt expect or plan on? What came as a surprise or even a shock? Chances are, if something out of the ordinary happened, it should be in your lede. Like when a doctor has a heart attack in the middle of a speech.

No topic Essay Example | Topics and Well Written Essays - 500 words - 19

No topic - Essay Example The agents put more emphasis on their commission and lay aside the homeowner’s need and target. In pursuit of just their commissions, the real estate agents opt to settle for lower prices so as they can make many sales and earn a huge commission (Sandler, Corey & Keefe 23). This is usually a disadvantage to the homeowner who is convinced, by the agent, that his house is worth that amount while, in a real sense, the house is worth more. Measures that will be beneficial to both the homeowner and agent have to be put down to end this behavior and get maximum dedication from agents. Increasing the agent’s commission is certainly one way that will bring the best out of him. He will work hard to ensure that the house is sold at the right price so as to get a higher pay. Incentives have proved to work, and if used properly, they can lead to high productivity and dedication Sandler, Corey & Keefe 78). Myths that certain baseball players perform better in clutch games than any other ordinary games have been found untrue. Players should be recognized not just for their performances in crucial games but for the effort that they put in through their careers. Big corporate managers are overpaid and overcompensated for the little that they do. While the shareholders continue to suffer losses due to the poor work done by these managers, they continue to receive significant amounts as compensation at the expense of the shareholders. A system, which only allows performing managers to be paid according to the work they do and the amounts of profit that they are able to wheel in, should be put in place. Nobody should take advantage of another or harvest where they did not plant. Each working individual should receive no more or no less of what they really deserve. Compensation, recognition and all sorts of acclamation should be based on the long term performances of that particular person.

Personal Philosophy of Student sucess Essay Example | Topics and Well Written Essays - 750 words

Personal Philosophy of Student sucess - Essay Example order to ensure that I earn more than a sheet of paper with a degree printed on it upon college graduation, I have set up some important guidelines so that my education, career, and life are set on the right track and a solid foundation. If a student sets off to college expecting professors to set his or her life’s course − whether we are talking values, career direction, or other goals − that student is playing a game of Russian roulette. Fortunately, I have been counseled at an early age to be accountable for my actions, and this is consistent with scholarly guidance being offered to college students today, which emphasizes that accepting personal responsibility for one’s actions is critical to achieving college success, (Downing 1). From this core value stem the ability to self-motivate, master self-management of one’s time and obligations, and establish interdependence – where one learns to give and receive essential information from others. Also, the power of choice to make wise decisions must be utilized (Downing 3), as one must use his or her cognitive skills to collect, organize, rehearse, and then evaluate information (Downing 16) before acting out. One barometer that I personally employ to gauge my personal choices is the Bible, which teaches me to â€Å"Trust in the Lord with all your heart and lean not on your own understanding; in all your ways acknowledge him, and he will make your path straight. Do not be wise in your own eyes; fear the Lord and shun evil,† (The NIV Study Bible, Prov. 3.5-7). I can always fall back on wise teachings such as this in order to stay grounded on a moral track and rely on the timeless discernment that has shaped this nation for centuries − and the world for millennia. When striving to set more specific and short-term goals, I find it beneficial to focus on positive ways to adapt well to academic demands and campus life. Impeccable attendance in class is always a top priority of mine − there is a direct

John Kerry on Syria Assignment Example | Topics and Well Written Essays - 250 words

John Kerry on Syria - Assignment Example So what do we know that can’t talk about publically? We know that the Assad regime has the largest chemical program in the entire Middle East. We know that the regime has used those weapons multiple times this year† Before the statement marked in bold, Kerry says that some of the information the government possess cannot be exposed to the general public, yet he goes ahead and presents the same information to the general public. This makes the first statement generally invalid. â€Å"..instead for four days, they shelled the neighborhood in order to destroy the evidence, bombarding block after block at a rate four times higher than they had over the previous ten days†Ã¢â‚¬ ¦in all of these things that I have listed, in all of these things that we know, all of them, the American Intelligence Community has high confidence, this is common sense, this is evidence, these are facts†¦.† John Kerry confirms that the US government intelligence did not manage to gather evidence regarding Assad’s attack on neighboring opposing communities owing to the fact that Assad’s military destroyed all the evidence. However, he goes ahead and argues that the information the US government possess are common sense, therefore

Past, Present and future Factors affecting Human Resource Planning

Past, Present and future Factors affecting Human Resource Planning Human resource planning has traditionally been used by organizations to ensure that the right person is in the right job at the right time. Under past conditions of relative environmental certainty and stability, human resource planning focused on the short term and was dictated largely by line management concerns. Increasing environmental instability, demographic shifts, changes in technology, and heightened international competition are changing the need for and the nature of human resource planning in leading organizations. Planning is increasingly the product of the interaction between line management and planners. In addition, organizations are realizing that in order to adequately address human resource concerns, they must develop long-term as well as short term solutions. As human resource planners involve themselves in more programs to serve the needs of the business, and even influence the direction of the business, they face new and increased responsibilities and challenges . In the beginning, HRM definition was as a Process through which a companys management was able to determine how the company would be able to achieve a desired manpower level. The means to achieve this were planning, and efforts by the management to employ the right kind of people at the right positions and at a proper time, and in a way that it would benefit in the long run both the company and the employees. Presently HR management it is a part of a much wider context of the business strategic organizational plan. It is, in addition to the present planning, also forecasting all future human resources needs of the company and how to achieve best results. It starts by first determining the objectives and then try to develop programmes like appraising of the present staff, compensations, training etc. in order to make sure that people with the required qualifications and skills would be available to the company whenever they are needed. It also develops and implement various programmes aiming to improve the performance while, at the same time, the employees are kept satisfied and involved in companys productivity, product quality and or innovation. Concluding, human resources management and planning is necessary to collect data which can be useful when it comes to evaluate how effective the ongoing programmes are, thus enabling the planners to detect and decide on necessary program revision s or forecast amendments. As one of plannings objectives is to improve a companys effectiveness, it should be integrated into the companys short and longer term business targets and operational planning. Most of the leading organizations in industry are implementing this, unlike what happened in the past when business requirements and HR planning normally were restricted only to personnel requirements. This conservative approach was in line with short-term personnel orientation. In our times, because of revolutionary changes in socioeconomic environment and business concept and the uncertainties these changes are causing, companies integrated their business planning with HR planning and management, thus creating a longer-term perspective. HR planning process became an integral part of the strategic business planning. HR planning and management became a part of the whole companys development and expansion planning process. Companies, at least most of them, do nothing without involving HR management in their planning either it concerns policy or finalization procedures of any kind. It can be explained as an integrated connection between HR planning and companys business. A connection bringing together the line managers and HR planners in order to determine HR future requirements and business plans for development, analyse the workforce profile along with future business strategies, review and deal with appearing HR issues, and create programmes to face and resolve such issues thus supporting future business planning. In this way, when HR managers and planners make companys business planners to comprehend and appreciate that HR planning and management represents a major advantage against their competitors, meaning an inc rease in profits provided there is a careful management. In this thesis Ill try and explain a few of the activities where industrial and other organisations HR planners and managers are involved with, when trying to make an organisation more competitive by correct and effective HR planning and management. Factors Influencing the Interest in Human Recourses Management and Planning There is no doubt that the contemporary increased attention of the industry to HR planning and management is influenced by many factors, among others the most important are considered the new technologies, globalization, environmental concerns, changing economic conditions, and the potential of workforce changes. These factors result to a complex and uncertain business environment. Efficient operations can be influenced by uncertain conditions and force organizations to try and find ways to reduce its impact; formal and efficient planning is a tool, both industry and organizations use as a protection against business environmental uncertainties. Considering the changes in workforce characteristics, one only of the environmental factors, though important, it is evident that there is a need for correct and timely planning and HR management. Between 1976 and 1980, the labour force in the industrialised world grew by an average of 2.8%, but between 1991 and 1995, the rate of growth dropped to 1.1 %. Also as per ILO (International Labour Organisation), and other recognized international statistical bodies, the year 1980 in USA more than 3 million people entered the countrys workforce, but only 2 million each year between 1981 and 1995. During the years 1995 and 2010 a total of 25 million workers entered the workforce. Of them the 22% were immigrants. All these demographic projections have significant implications for human resource management, thus increasing the importance of human resources planning. The changing demographics mean that there will be fewer workers are entry-level, so the competition among employers will increase. Moreover, the changing demographics signal changes in abilities, skills, interests and values of the workforce of tomorrow. For example, the lack of many types of skilled workers are imminent, including tool-and-die makers, builders, shipbuilders, engineers, machinists, and engineers. Even if organizations are willing to train new employees, the work can be difficult. An examination of how the values of workers who will soon constitute the majority of the workforce differ from those that will begin to leave propose additional changes in the near future. There are already signs of growing resistance from employees to relocate. Greater emphasis on self-assessment and mitigation faith and loyalty to employers makes it more difficult for agencies to undertake to move employees around anywhere and anytime. A decline in organizational trust occur at a time when workers feel insecure about their jobs. A recent study comparing the work values of people aged over 40 years with those of 40 other proposed changes for which they must prepare. For example, workers from the younger generation does not trust authority we do as members of the older generation, which are products of the First World War era II. The younger generation believes that the work should be fun, while the older generation sees work as a duty and a vehicle for financial support. Younger workers believe people should advance as quickly allows competence, whereas older workers believe that experience is a necessary path to promotion. Finally, the study found that the younger generation, fairness is to enable people to be different, but the older generation means treating people equally. Changes in the workforce is only one aspect of the environment stimulate the need for human resource planning. Demographic change is somewhat predictable, but when considered in conjunction with changing technology and many other external changes described elsewhere in this work, will pose significant challenges for human resource planning and help to change the regime in last two decades. A model for the description of Human Resources The remainder of this paper will try to explain the activities performed by designers of human resources at leading organizations. Throughout the discussion, I will describe four phases of human resource planning: (A) gathering and analyzing data to predict the expected demand of human resources as a business plan for the future and predict future human resource supply; (B) Establish objectives of human resources; (C) Design and implement programs that will enable the organization to achieve the objectives of human resources; And (D) Monitoring and evaluation of programs. Â  Activities related to the four phases of human resources planning are described for three different time horizons: short term (one year), intermediate term (two to three years) and long (over three years). These correspond to typical time horizons for business planning. Using the same conventions heads use to distinguish between activities with different time horizons is a step towards human resource planners can take to facilitate the integration efforts with business needs. . Although the four phases of human resource planning is conceptually the same regardless of time horizon, no practical difference to improve the functionality of four phases, as the time horizon expands. Therefore, activities related to the planning horizon for each explained separately and in sequence, starting with short-term planning. We start with the smallest term planning horizon because they are historically the HRM activities of many analysts have been made to achieve short-term goals. As organizations and HRM analysts began to recognize the potential benefits of engaging in more planning condition, however, in view of long-term issues has become more common. Therefore, as explained later in this thesis, many analysts HRM is now engaged in activities designed to prepare organizations for decades to come. In our discussion away from the stages of human activity Resource Planning, according to three time horizons, we do not mean to suggest that organizations which separates the planning of their activities in this way. The reality is that organizations should integrate their activities in the four phases of design, and the three time horizons, as shown in Figure 1. Since the feed-forward and feed-back arrows connecting the four phases of the design show, planning activities within a time frame associated with each other in a dynamic system. Initial phases (eg, forecasts of demand and supply) to serve as inputs to subsequent phases (eg, setting goals). Equally important, organizations can learn from the results obtained during the evaluation phase and then apply what is learned to make adjustments in goals and programs. In addition to the arrows connecting the four phases of design in each time frame, Figure 1 includes arrows to highlight (A) How long-term goals that can influence the design of shorter term (dotted line arrows), (B) how short-term results of the evaluation can affect the predictions for the future of human resources and programs designed to meet future requirements, and (c) the results achieved through the implementation of human resource programs may affect the business plans. Arrows connecting the design activities for different time horizons is important to note because it stressed that the planning for a time horizon usually has consequences for the other. For example, long-term planning almost always leads to the development of programs to be implemented within a short time and intermediate term. Moreover, the evaluation results obtained for short-term projects often lead to a re-evaluation of longer term projects which in turn can induce changes in programs designed to meet longer term. The idea is to have full integration of all types of human resource planning activities and the integration between human resources and business planning. Short-Term Human Resource Planning Many HRM analysts work on activities related to designing and implementing programs (e.g., recruitment, selection systems, and training programs) to meet short-term organizational needs. Such activities generally involve an element of planning in that they are future-oriented to some extent. Even projects for which objectives are expected to be achieved in as little time as a few months have, ideally, been designed with an understanding of how the short-term objectives are linked to the achievement of longer term objectives. For example, an aeronautics company engaged in a recruitment campaign to hire 100 engineers should have a clear understanding of how this hiring goal will help the company achieve long-term goals such as becoming a most innovative company in that industry. This hypothetical company also might have a college recruiting drive designed to find 75 college graduates to enter a training program in recognition of the fact that a growing company needs to prepare for the middle managers it will need 5 to 7 years hence, as well as the top level managers it will need in 10 to 15 years. As this hypothetical example highlights, in order for a clear linkage to exist between human resource planning and strategic business planning, it is essential that an organizations top executives have a fully articulated vision for the future, which has been communicated and accepted by managers throughout the organization. Forecasting Demand and Supply In a short-term time horizon, demand and supply of human resources can be predicted with some certainty. Human resource objectives follow logically from consideration of any discrepancies between demand and supply. Demand refers to the number and characteristics (e.g., skills, abilities, pay levels, or experience) of people needed for particular jobs at a given point in time and at a particular place. Supply refers to both the number and characteristics of people available for those particular jobs. Salient questions are What jobs need to be filled (or vacated) during the next 12 months? and How and where will we get people to fill (or vacate) those jobs? What jobs need to be filled and vacated? Answering the demand question involves predicting who will leave jobs and create vacancies, which jobs will be eliminated, and which new jobs will be created. One method for predicting both vacancies and job growth is to project historical trends into the future. This is particularly relevant for organizations affected by regular, cyclical fluctuations in demand for their products or services. Behavioural theories of the causes of turnover combined with employee surveys designed to assess attitudinal predictors of turnover (e.g., job satisfaction) also help HRM analysts and human resource planners predict how many currently filled positions are likely to become vacant. Such information can produce useful predictions when the organizational unit of interest is large, although making predictions about precisely which positions are likely to become vacant is less precise. Predictions about how many and what types of jobs will be eliminated or cre ated in the short term generally follow directly from business plans submitted by line managers. How and where will we get people to fill and vacate jobs? The first step in answering this question-the supply question-involves determining the desired characteristics of employees who fill (or vacate) the jobs of interest. Then the availability of those characteristics in the organizations current work force and in the external labour market must be assessed. The particular characteristics of current and potential employees that are inventoried and tracked by human resource planners are influenced by the nature of the organization and the environment in which it operates. For example, for human resource planners in growing organizations, simply finding people with the needed skills and abilities is likely to be a top priority. For planners in mature and declining organizations, the costs (e.g., salary level) associated with employees become more salient, especially if work-force reductions are needed. Thus it is important for the human resource planner to know the business needs and characteristics of the organization. This knowledge is gained by human resource planners meeting with line managers to discuss their business plans as well as their human resource needs. The process of discussion increases the accuracy of supply and demand forecasts and facilitates the establishment of human resource objectives.. Establishing Objectives With a short-time horizon, objectives are often easy to state in quantifiable terms. Examples of short-term human resource objectives include increasing the number of people who are attracted to the organization and apply for jobs (increase the applicant pool); attracting a different mix of applicants (with different skills, in different locations, etc.); improving the qualifications of new hires; increasing the length of time that desirable employees stay with the organization; decreasing the length of time that undesirable employees stay with the organization; and helping current and newly hired employees quickly develop the skills needed by the organization. Such objectives can generally be achieved in a straightforward way by applying state-of-the-art human resource management techniques and working with line managers to ensure agreement with and understanding of the program objectives. Design and Implementation of Short-Term Programs The technical skills of HRM analysts are often applied to short-term program design and implementation. For example, recruiting programs are used to influence the size and quality of the applicant pool. Selection programs are developed for making hiring decisions. Performance appraisal systems identify performance deficiencies to be corrected and competencies to be rewarded. Training programs emphasize developing skills for use in the near future. Compensation systems are designed to attract new employees, to motivate people to perform well, and to retain employees. Even when these activities are designed to achieve short-term objectives and are expected to have relatively immediate pay-offs, they can serve to help an organization achieve its longer term goals. A vice-president and general manager of a known Corporation (name withheld by request), described how short-term human resource planning efforts helped his organization achieve its strategic goals; The Company realized it had an opportunity to significantly increase its business, but to do so would require them to increase their hourly work force by a net of about 125 employees in one year, at a time when the local unemployment rate was only 2.5%. Past experiences had taught Barden that foreign immigrants often became excellent employees. Although there were many immigrants from a variety of different countries who were interested in employment, a major hurdle to their immediate success was their lack of fluency in English. The said V. President and General Manager described the problem and the solution, like this: To begin to be functioning, qualified Companys employees, newcomers must not only master the basic English vocabulary, but they must be able to look up standard operating procedures, read Material Safety Data sheets, and they must also master basic shop mathematics, measurement processes and blueprint reading . We asked Personnel to investigate how we might teach these people enough English to pay their way. The upshot was this: We employed an English language teacher. A special intensive course was developed in cooperation with our training unit. All students are on our payroll and meet with the English instructor four hours a day for 15 consecutive work days during working hours. The effect has been amazing. The confidence level of the students has soared as they have tried out their new language ability. Supervisors are impressed. And the word is getting out to the community with positive results. This example illustrates a problem that organizations will face increasingly in the near future, namely, a shortage of qualified entry-level job applicants. This demographic change is likely to mean that organizations will begin to shift the focus of their short-term human resource programs. During the past 30 years, the combined forces of equal employment opportunity (EEO) legislation and the abundant supply of new entrants into the labour force were congruent with human resource activities aimed at improving the ability of organizations to select employees on the basis of their job-related skills and abilities. Organizations benefitted from investing in the design, validation, and use of selection tests of all sorts. This is because even tests with relatively low, but nonzero, validity can have economic utility when selection ratios are sufficiently low. As the workforce shrinks, but the selection conditions will become more bigger. As a result, small marginal gains in test validity have less economic benefit, based on the past. To yield to invest in the development and use of modern methods for selecting economic returns have much more energy to combat the recruitment efforts for the number of candidates because only increase by attracting a large pool of candidates can be considered fair selection addressed are low. If small selection ratio can not be maintained, organizations can be concluded that their resources are better in training, efforts to achieve these few that are available to prepare invested. Examples of innovative recruiting programs are already plentiful. For example X Inc., has a mobile recruitment office, a van that a closed recruitment center that is looking for candidates, by visiting schools, shopping centers, and so on. X-2 employs successful minority business people to help in the community to recruit minority applicants and act as mentors. We can look at a real example: McDonalds Corporation as a leader in the recruitment of older workers emerged, which with TV commercials and formal relationships with senior citizens organizations. It is important to note that these efforts require the pool of candidates so often a coordinated medium-term programs designed to ensure that the non-traditional recruitment are effective and can be retained to expand. Evaluation of Short-Term Human Resource Programs Since for any evaluation of the program, true, this phase involves evaluating how well objectives have been achieved. Due to determine the short-term planning in terms of objectives, in general, that relatively easy to quantify (eg the number of candidates is the number of hires and performance of employees), systematic evaluation of programs for short-term organizational needs, staff development is quite feasible , and some types of program evaluations are indeed common in large organizations. For example, in part because a number of international and state laws prohibit certain forms of discrimination, in particular the selection programs have been carefully checked to ensure that employers make decisions concerning the selection of candidates, characteristics that are job related basis. Legal regulations have prompted many organizations, especially large, to evaluate empirically the relationship between applicant characteristics (eg skills) and job performance. Such evaluation stu dies (validity studies) benefit the employers because they serve the purpose of getting the right people in the right job monitor. Validity studies also serve an academic function by valuable data for researchers interested in improving our understanding of the factors that influence human performance. Until recently, when programs for the selection, training and motivation of HRM analysts criteria of effectiveness have been almost exclusively behavioral changes (such as performance and turnover were assessed) or settings (eg, job satisfaction and commitment). Such criteria have no defense to be accepted by analysts, but line management support for Human Resource programs can be difficult if the expected results of such programs are not translated in the language of business, that is, to get money. Building with continued progress in the utility analysis techniques, and human resources cost estimation techniques, it is always possible compelling economic arguments in support of human resources programs. of So, rather than argue for energy to spend resources to short-term programs that perform HRM analysts in organizational settings are free, more extensively engaged in medium-and long-term human resources issues. Intermediate Term Human Resource Planning As we have noted, is planning organizations used to the production or service delivery processes buffer from sources of uncertainty. Human resource programs for the recruitment, selection, training and motivation of staff to help reduce the uncertainty by ensuring that a sufficient number of people with the required characteristics and skills are available at all levels in the organizations. If the planning horizon is short, there is little uncertainty about what skills and how many people are needed, and it is forecast to provide relatively easy. However, rapid and ongoing changes in todays business world means that not just the future by simply projecting past trends can be expected. As the focus moves from short term planning in the medium term the question what do we need? is less easy to answer and so is always dominant. For medium-term planning, there is more uncertainty with respect to the question What will there be? Consequently, personnel planning for the distant future quickly raises the question, How can we determine what is needed and what will there be? In other words, more technical attention be given to the problem of forecasting. As a short-term staffing to provide the two problems of forecasting, demand and forecasts of both, before goals can be demonstrated and developed programs are addressed. With the growing uncertainty, the interaction between the human resource planners and line managers is critical for accurate forecasts of supply and demand. Medium-term Demand Forecast To forecast the number and characteristics of people who are necessary to the jobs that will exist in the organization of medium-term future (is in two three years ago), the strategic planner and try to organizational outputs to predict, as expected, the production volume, turnover and levels. The outputs that an organization to deliver produce or to use in combination with the technology, the organization that wants to dictate to generate the outputs, the human resources needs of the intended organization. Prediction outputs needed in view of factors such as future requirements of the market for the products and services, the organization offers, the share of the market that the organization is likely to be able to serve, the availability and nature of new technologies that the amounts can affect, and types of products or services that may be offered, and the various countries to serve in which the organization of it. The task of drawing up plans that specify the intended future results (in terms of quantity, type and location) of the organization is usually the responsibility of middle level managers. Human resource planners need to translate these objectives must be for outputs to predict the amount and type of jobs that people perform in order will produce the desired results. Prediction of future needs of human resources requires: (A) Once an accurate model of the factors that influence the demand and (B) is able to predict the state of all important variables in the model. Organizations that may be quite stable in environments that most models of the main factors that determine the demand for up to three years in the future to construct part. It is even possible that some organizations to quantify the expected values of the variables in their models, what they can statistical forecasting techniques such as regression analysis, using time series analysis and stochastic modeling of the human means demand forecast. For companies that are in an unstable environment, however, still three years predictions probably the most uncertain, since both the variables and their expected values difficult to specify precisely by on historical data. Given the complexity of the statistical forecast, it is understandable that the evaluative techniques used more frequently than statistical techniques. A simple type of judgmental forecasting is a Senior estimate. Estimates of staffing are made by middle-and lower-level line managers, which they pass to the top manager for further changes to an overall strategy demand forecast form. Increasingly, planners are human resource in these stages of the estimation and revision involved an integrated approach to planning ensured. A more sophisticated method of judgmental forecasting, the Delphi technique, developed a decision-making method in order to maximize benefits and minimize the dysfunctional aspects of group decision making is. In a Delphi session (which must not be face-to-face) take, several experts will present their forecasts and assumptions. An intermediary is any expert in the forecast and assumptions to the other, then the changes in their own forecasts. This process continues until a viable composite forecast is created. The composite may represent specific projections or a series of projections, depending on the expert positions. The Delphi technique seems to be particularly useful for the generation of solutions for unstructured and complex issues, such as those generated during the planning. There are limits, however. For example, if experts do not agree that their views on a final solution that all parties accept the yield can be difficult. Nevertheless, the personnel integrate planners various forecasts to establish the human resource objectives and design programs to achieve these objectives, and line managers are the forecasts as appropriate when they accept offers for their support during th e implementation phase of the Human Resources Programs . Both executives estimates and the Delphi technique usually on forecasts for the number of employees, the focus is likely to be needed. Less attention is usually paid to the question of quality (eg, skills and abilities) that require the prospective employee is primarily because techniques were not widely available for predicting this. If analysts participate in short-term planning, job analysis is used to need the qualities that employees in order to determine current run existing jobs. Rapid technological changes mean jobs in the future are certain jobs in the present, however, differ. As an indication of the fact that HRM analysts now frequently deal with problems of medium-term planning, research, efforts are underway to establish procedures for the implementation of future-oriented (strategic) job analysis and identifying the leadership skills that are necessary for developing effective performance in the future. Because job analysis results in the basis on which the majority of human resource programs are constructed, the development of sound future-oriented job analysis methods is a challenge that must meet HRM analysts before they can realize their potential as contributors to the long-term effectiveness of organizations. Forecasting Intermediate-Term Supply Supply forecasts can be derived from information from both internal and external sources, but internal sources are usually the most important

My Hardest English Teacher Essay -- narrative, descriptive

I always thought that I was a talented writer. By writing, I mean conveying my thoughts or ideas in ways that people found interesting and fun. Writing came easy to me, and I could write pages of original ideas and thoughts in a matter of minutes. It was fun and easy - not something I had to work hard at. That was until I entered into the tenth grade. That year in Honors AP English, my whole writing style was turned upside down. We were no longer writing the "In my opinion." or "I think." papers. We were writing critical and analytical essays. We actually had to prove and support our ideas - something totally new to me. Of course, with my writing "expertise," I thought this would be no problem at all. That year, everything changed, and six years later, I still use the techniques that I learned in that class. In classes prior to this, teachers had always stressed the ideas of pre-writing, drafts, and editing. But because writing always came so easy to me and I excelled at it, these were just practices I completed to humor the teacher. I had no use for them. They didn't seem to have any effect on my writing at all. However, that changed when I entered the tenth grade class. The teacher of the class was the department head, Mrs. K. We called her "the K'ster." She was a fairly short, roly-poly woman - the kind that are supposed to be so nice and call you "sweetie" and "dear." But she didn't. She wasn't mean, but she didn't take excuses, and that was made very clear to us early on. If we didn't work in her Honors AP class, we could kiss our seat goodbye. According to her, there was a list of people just waiting to get into the class. The K'ster always carried around a water bottle. Every time she spoke, she would get two words ou... ...writing assignment." This feeling has stuck with me for years. However, now I can whip off a theoretical paper in no time flat! In fact, I have fine-tuned my system so well that, depending on the assignment, I can sometimes skip writing down my brainstorming, and just think about the ideas for a couple of days until they blossom. As much as I didn't like the K'ster, she forced me to deal with a new type of writing with which I had a very difficult time. Because of her, I now have a system of writing that works for me, and can be applied to almost any type of analytical assignment that can be given. However, I have the opposite problem now. I can write analytical and theoretical essays very easily, but writing creatively is difficult. I'm out of practice. I don't know where to start.I don't feel good about the ideas.The same excuses I had when I started tenth grade.

Dna Synopsis

DNA, RNA, PROTEINS STARTS WITH ? Name _______________________________ 1. DNA that is spread out in the nucleus of a non-dividing cell so it can be read is called _C_ __ __ __ __ __ __ __ __ . 2. The group of 3 nitrogen bases in the mRNA message that is read together is called a _C_ __ __ __ __. 3. In dividing cells, the DNA is scrunched into _C_ __ __ __ __ __ __ __ __ __ __ so it can be moved. 4. The mRNA message tells the ribosomes which _A_ __ __ __ __ _A_ __ __ __ to put in next when it makes a _P_ __ __ __ __ __ __. 5. Adenine, thymine, guanine, cytosine, and uracil are all _N_ __ __ __ __ __ __ __ _B_ __ __ __ __. . Chromosomes are made when DNA wraps around _H_ __ __ __ __ __ __ __ to make bead-like structures called _N_ __ __ __ __ __ __ __ __ __ __. 7. M_ __ __ __ __ __ __ __ __ RNA is copied from DNA in the _N_ __ __ __ __ __ __, edited, and transferred to _R_ __ __ __ __ __ __ __ __ in the cytoplasm to be translated into a protein 8. The process of making a DNA copy is cal led _R_ __ __ __ __ __ __ __ __ __ __. 9. _N_ __ __ __ __ __ __ _A_ __ __ __ __ (like DNA and RNA) are made by joining _N_ __ __ __ __ __ __ __ __ __ subunits together in a chain. 10. T_ __ __ __ __ __ __ __ RNA has an _A_ __ __ __ __ __ __ __ __ region that matches the codon on an m-RNA message. 11. The process of making an RNA message from DNA is called _T_ __ __ __ __ __ __ __ __ __ __ __ __ and it happens in the _N_ __ __ __ __ __ __. 12. _R_ __ __ __ __ __ __ __ __ RNA is made by the _N_ __ __ __ __ __ __ __ __ and joins with _P_ __ __ __ __ __ __ __ to make ribosomes. 13. Another name for protein synthesis is _T_ __ __ __ __ __ __ __ __ __ __. 14. _R_ __ __ __ __ __ __ __ __ molecules attach to the _O_ __ __ __ __ __ __ __ to turn off the lac operon when _L_ __ __ __ __ __ __ is NOT present. 5. _H_ __ __ genes are found in EUKARYOTIC cells and control growth and differentiation in developing embryos. 16. _S_ __ __ __ __ __ __ __ __ __ __ __ __ are chromosomal mutations in whic h one nitrogen base replaces another in the gene code. 17. _F_ __ __ __ __ __ __ __ __ __ mutations that happen at the beginning of the code are more harmful than those at the end because they change more of the message. 18. Small pieces of code called _I_ __ __ __ __ __ __ are cut out of the RNA message before it is read; while _E_ __ __ __ __ stay in the message and are expressed. 9. 3n or 4n plants with _P_ __ __ __ __ __ __ __ __ __ are bigger and stronger, but humans with this condition don’t survive. 20. _T_ __ __ __ boxes help position the _R_ __ __ _P_ __ __ __ __ __ __ __ __ __ enzyme. 21. _U_ __ __ __ __ __ is the nitrogen base NOT found in _D_ __ __ and _T_ __ __ __ __ __ __ is the nitrogen base NOT found in _R_ __ __. 22. Nitrogen bases made with _O_ __ __ ring are called _P_ __ __ __ __ __ __ __ __ __ __ and nitrogen bases made with _T_ __ __ rings are called _P_ __ __ __ __ __ __. 23.In prokaryotic cells, a group of genes that work together is called an _O_ __ _ _ __ __ __. 24. James _W_ __ __ __ __ __ and Francis _C_ __ __ __ __ are the scientists who used Rosalind _F_ __ __ __ __ __ __ __’s X-ray images to figure out that DNA is shaped like a â€Å"twisted ladder† with _P_ __ __ __ __ __ __ __ __ __ and _S_ __ __ __ __ __ forming the sides of the ladder, _N_ __ __ __ __ __ __ __ bases forming the rungs, and _H_ __ __ __ __ __ __ __ bonds acting as â€Å"glue† to hold the two sides together. (OVER) 25. I_ __ __ __ __ __ __ __ __ __ are mutations in which a piece of code breaks, flips, and reattaches backwards; while _T_ __ __ __ __ __ __ __ __ __ __ __ __ __ move a piece of DNA to another non-homologous chromosome. 26. In _G_ __ __ __ __ __ __ __’s mice-pneumonia experiment, lethal bacteria passed genetic material to harmless bacteria in a process called _T_ __ __ __ __ __ __ __ __ __ __ __ __ __. 27. According to _C_ __ __ __ __ __ __ __‘s rules when making DNA, _A_ __ __ __ __ __ __ always bonds with _T_ __ __ __ __ __ __ and _C_ __ __ __ __ __ __ __ always bonds with _G_ __ __ __ __ __ __. 8. Viruses that infect bacteria (like the one used in _H_ __ __ __ __ __ __- _C_ __ __ __ __ ‘s blender experiment which proved DNA was the genetic material) are called _B_ __ __ __ __ __ __ __ __ __ __ __ __ __. 29. _T_ __ __ __ __ __ __ __ __ __ __ are sequences of DNA that can jump from one location to another and are thought to be involved in increasing mutations in cells; they are sometimes called â€Å"_J_ __ __ __ __ __† genes. 30. A DNA molecule is said to be _A_ __ __ __- _P_ __ __ __ __ __ __ __ because the two complementary strands run in opposite directions.

Chaikovsky on Inspiration and Self-Expression essays

Chaikovsky on Inspiration and Self-Expression essays Chaikovsky viewed his art as a kind of autobiography or confession. He gave this belief a famous expression in the letter we have read, which concerns his fourth symphony. He is asked whether the symphony has a definite program. He replies that whenever he is asked this question he always no, but in fact he also says it is not that a simple question to be answered. The second paragraph of page 398, is the one that captures most of my attention in this letter. He talks about how a composer while is in that magical state of mind of inspiration gets disturb from different things, such as a call from someone, the clock will strike to remind you that you must go about your business, etc. The last part of this paragraph though is the most important to me. What is says is that only one thing is important when you are in the state of inspiration. That thing is that the main ideas should appear without being sought, but rather spontaneously, as a result of that supernatural force we call inspiration. He then describes all the movements of the symphony. But again, a small sentence such as the last one in this article strikes my attention. Where words fail, music speaks. I love this phrase because I believe all the meaning of instrumental music can be found in here. You go to hear an instrumental concert for several reasons. The most important one for m e is because I believe that listening to music with words is too real. When I go to a concert I want my mind to be free and be able to travel anywhere. How can you do that freely when the performer tells you where to travel with your mind? ...

Teenagers and Decisions †Ethics Prompt Writing

Teenagers and Decisions – Ethics Prompt Writing Free Online Research Papers Teenagers and Decisions Ethics Prompt Writing Prompt: Do you agree or disagree with the following statement? Parents or other adult should make important decision for their older (15 to 18 years old) teenage children. Use specific reasons and examples to support your opinion. Yes I agree with that statement! Because I believe that children from 15 to 18 years old can’t make important decision. That’s why their parents make a decision, because they know what is best for their children! If decision would be in teenager hands, than would be a lot of troubles. Sometimes even adult make a stupid decision, and how can we expect that will young people always make a right decision. Children can make decisions witch are not so important, and more important decisions leave to the parents. Consequences of making bad decision are sometimes very serious. It might effect on children future, and that is not god! I think that children will have a lot of important decisions to make in the future, since then will parents take care for them! Research Papers on Teenagers and Decisions - Ethics Prompt WritingPersonal Experience with Teen PregnancyMoral and Ethical Issues in Hiring New EmployeesIncorporating Risk and Uncertainty Factor in CapitalEffects of Television Violence on ChildrenComparison: Letter from Birmingham and CritoCapital PunishmentThree Concepts of PsychodynamicStandardized TestingRelationship between Media Coverage and Social andHarry Potter and the Deathly Hallows Essay

Mergers And Acquisitions Essay Example | Topics and Well Written Essays - 2500 words

Mergers And Acquisitions - Essay Example The companies are keen to reach out to a global customer base in a bid to respond to the increased pressures of achieving scale (Finkelstein, 1999, pp.1). This is also one of the motives in the case of Kraft and Cadbury deal as it will open new markets for the company. A thorough analysis of this deal covering aspects like long term strategies, regulatory implications, financing, defence mechanisms etc has been presented in the paper. Strategy of Kraft Inc Recently there has been a spate of merger and acquisition activities across the globe with the ‘bidder’ taking advantage of the low ‘target’ valuation. Besides the low valuations the other incentives in a merger and acquisition deal are tapping developing markets, acquiring access to the customer base of the target company, capitalising on the good-will of the target, generating business synergies etc. The global growth strategy of Kraft Foods is also based on the aforementioned objectives. By way of this strategy the company is anticipating an organic growth in its revenue base by 5% or higher; accompanied by a growth of 9% to 11% in the earnings per share (EPS) placing it in a good stead in the worldwide food industry. Irene Rosenfeld, Kraft Foods Chairman & CEO, takes pride in the market positioning of the company which has now entrenched itself as â€Å"global snacks powerhouse† based on its unparalleled portfolio of leading local and regional brands. By virtue of this unique combination and its significant market presence in the emerging markets the company is expected to register a consistent growth. The global growth strategy has enabled Kraft to lay the foundation for strong growth. The company aims at taking its performance to a higher level by leveraging on its scale and investing strategically in sales, marketing, innovation and create a high-class cost-structure. The acquisition of Cadbury has made Kraft Food an undisputed leader in Snacks, a high-margin and high g rowth category which comprises more than fifty percent of the total revenue of the company. The Snacks portfolio of the company is complemented by iconic local and regional brands in grocery, cheese, beverage etc. A majority of these iconic heritage brands are placed in top positions and is the favourite of the consumers who tend to be extremely loyal towards these brands. They generate high margins and have robust cash flows. The popular heritage brands offer Kraft Inc the unique opportunity of investing profits from its stable cash rich businesses to fast growing and high margin yielding developing markets. Kraft and Cadbury combination offers the scale required to grow distribution and sales in existing and new markets. The company anticipates revenue synergies and cost synergies to the tune of $1 billion and $750 million by 2013. Based on its anticipated growth in EPS and organic revenue Kraft Inc aims at becoming a top-rung performer in the food industry (Kraft Foods Inc.-a, 20 10). Regulatory implications The takeover of Cadbury by Kraft has been spoiled by the controversy surrounding the closure of Somerdale factory thereby creating sentiments of mistrust in the manner the Kraft is held. Now the company faces a stiff challenge in restoring its image in UK. The evidences gathered from

Education in America Personal Statement Example | Topics and Well Written Essays - 750 words

Education in America - Personal Statement Example Moreover, they do no hold enough strong financial background to support my education. Therefore, I am facing two problems at a time, my family resistance not to study more across the border as it is not in our family traditions and financial background. The only support that I have is my father who loves to see me as a high educated girl. These problems are affecting my studies as I can't give my full coverage over my studies. Not only I have to support my education but also I have to realize my family member that how important is my studies in this era. To finance my studies I am trying to earn through job that is consuming much of my time, more often I also face cultural problem at my work place. As I is Chinese born and my culture, language and traces are completely different from Americans. Though, this is a secondary problem but still this problem is also contributing in my tensions. But now as time passes, my father has contributed a lot in supporting my education, not only thi s he also realized my family that I ma on the right path. As time passes, my family when seek positive enhancements and augmentations in my personality, and when they see people respecting me as I am highly educated, they are no more criticizing my education and my stay in USA. Moreover, as I pass different levels of my education I get better jobs that support my education in better way. Though different problem aris... This cultural difference becomes a great hurdle in my social life. This enables me to restrict within a small social group who also belong to Chinese culture. But still face problem in finding such friends and groups who have Chinese culture and this pressurize me to get involve in this new culture so that life in the future become easy. Though, I accept this culture because I was compel to accept this to make the life easier in future but still I accept those things from this culture which my tradition can allow. Later on with time, when the American culture fully exposed to me, I do not accept the culture fully as I know that I have to return to my country after completing my job. But to make the journey of my education in America easy, I accept the culture of America and try with time to accept different things and this directly affect my socialization. The more I become social, the more I interact people, the more I learn from them. I have joined a student campaign that helps the other students who arrived from different culture, this campaign or organization actually help such students in their initial stages. Leading such campaign was not a problem for me as I already face all such problems and know that how I have to handle them. Therefore, I have introduces different small programs within the campaign that directly help those who are new to USA and arrived for their further studies. My leadership qualities remain my strength as I know that how I have to agree and realized my co-follows for such programs. When you know that you are on the right path and you are right in your rights than this actually enhances your leadership character because when you are internally strong than you not only lead yourself but you