His Girl Friday: An Analysis Essay

The 1940 film His Girl Friday is often described as one of the best screwball comedies ever made. Howard Hawks has succeeded in making this film a classic; the movie always being referenced as one of the best in its genre. Though this success, of course, was made possible by the teamwork of all the people who participated in the film, mostly, it was Hawks’ auteur vision that guaranteed the film’s triumph. His Girl Friday is actually a remake of Lewis Milestone’s The Front Page (1931). Hawks treated the original film differently by making a gender swap of one of the main characters in the film. The character Hildegard Johnson (played by Rosalind Russell) is actually a male lead reporter in the first movie; Hawks revamped the entire story by making the character in the second film a woman, adding a love angle to the film’s plot. Hawks’ auteur vision made it possible to twist the entire film, adding flavor to its narrative form. Hawks’ decision to make a gender swap in the film was one of the formulas that led to its critical success. After seeing His Girl Friday, it is almost hard to imagine Hildy as a guy as he was one in the original movie, especially that the cast had done a good job in making their characters as realistic as possible. Not only that it added an entire new sub-plot to the film, the gender swap also added spice in the sense that it ensured the advancement of actions in each scene. But perhaps the one thing most noticeable about the film is its speed – the witty, overlapping and almost spontaneous exchange of dialogues between characters (Bordwell and Thompson 385). The fast-paced plot that makes its audience gasping for air in each of its scenes, everything gearing up to meet its deadline, is perhaps the greatest thing in the movie. Technically, the plot is simple, and yet Hawks managed to bring life out of its simplicity by bringing much energy into the film.

personality traits

Team Personality Traits Dawn Borden , Gracie Reed Johanna Guedea, Megan Miller PSY/250 December 02, 2013 Anney Snyder Team Personality Traits can be easily captured by five dimensions. These dimensions are called the Big Five. The Big Five consists of Extroversion, Agreeableness, Conscientiousness, Emotional Instability, and Openness. A combination of questions and answers provides information that determines which characteristics are associated with each other. If teams were handpicked with specific goals in mind, these characteristics could determine whether the team succeeds or not.For xample, a team made up of aggressive, deceptive, passive and destructive personalities would probably not agree on anything. The Big Five have been gathered through the result of decades' worth of psychological research into personality. While they don't capture the idiosyncrasies of everyone's personality, it is a theoretical framework in which to understand general components of our personality th at seem to be the most important in our social and interpersonal interactions with others (psychcentral. com/blog/archives/2009).Everyone took the same test and the results came out very different from each ther results. Johanna is a very well organized and can be relied upon, extremely outgoing, social and energetic. Agreeableness, finds it easy to express irritation with others. But also is generally relaxed most of the time. Gracie is reclusive, quite, unassertive, and private; overly organized, neat, structured, and retrained at the expense too often of flexibility, variety, spontaneity and fun. Gracie is relaxed, calm, secure, and optimistic in life. Moderately kind natured, trusting and helpful while still maintaining own interests.At times can be suggested overly small minded, raditional, and conventional at the expense of intellectual curiosity, possibility, and progress. Megan does not typically seek out new experiences, very well organized and can be relied upon. Extremely outgoing, socially, and energetic, good natured, courteous, and supportive. Generally relaxed at the most times in life and in most situations. Dawn is at times overall talkative, outgoing, sociable, and interacting at the expense of developing own individual interests and internally based identity.Overly organized, neat, structured and restrained at the expense too often of flexibility, ife at most times. Is overly kind natured, trusting, and helpful at the expense too often of your own individual development. Is intellectual, curious, imaginative, but possibly not very practical in life. Working together is a great asset once we learn how to utilize everyone's skills. Being on a team allows for much more perspective rather than Just our own. Looking at the Big Five Assessment results we can determine who is the most organized and works best under pressure.We can also tell who has a creative personality and is open to trying new things. These are all excellent traits to ave for a team completing an assignment. When breaking down the team assignments it would be in our best interest to choose someone who pays close attention to detail, is organized, as well as dependable to be our leader. If we chose a procrastinator and someone who is easily anxious we may wind up with a late or unprepared assignment which would cost us points. Knowing what everyone's strengths and weaknesses are allows us to really know who we are working with and how to handle our assignments.Looking at the Big Five assessment we can easily determine who has which traits. According to the results we all got, the Big 5 Personality Test is not the most reliable test to describe an individual's personality. There are various factors that define someone's personality, but if an answer is need instantly then the test is big help. For example for a Job interview, the Big 5 Personality Test is an extremely good way to somewhat let the employer know if that person is a good candidate for that cert ain position. According to each other's result we did not exactly came to an agreement for the accuracy of this test.In my opinion it was accurate, for myself. But I would not use the test to define who I am. Dawn's results were indeed not accurate one- hundred percent. Due to the fact that it said he was more of an extrovert than an introvert, when in fact he is the opposite. The Big Five test is perfect for online schools because it lets everyone know which person works well under pressure, who procrastinates, and who is an over achiever, and more. With this, each team can be prepared for what it is in stores within their team. The Big Five is a valid test for certain things, but it indeed does not define who an individual is.It is a very good elp, to begin working with others but we each will get to know each other as we all work together. â€Å"The weakness of the Big Five Theory is that there is some debate among researchers as to what makes up the core of each element† ( Booker, Kitchen, Rebman. 2007). It is clear that we all have different opinions of what makes up each of the components that the test is divided into, but we all have some similarities therefore the test is not that much inaccurate. Different definitions but same key points, which makes the Big Five Test a good method for online school and other hings such as Job interviews.The various personality tests can give a synopsis of a person's likely hood of working well within a group setting. It cannot however take into consideration all the various situations that may take place during this period. A person can start out with the best of intentions and fail. There may be a lack of communication among the group, prior personal commitments, technical issues, or just not understanding the assignment. You have people that adjust to any situation want to work by themselves because they do not trust others to do their share.The Big Five can be a useful way of helping an individual to unders tand themselves and others. You normally don't get to see the results of your teammate or coworker, so you are both working in the dark. Seeing the results can also lead to mistaken profiling. In most team assignments, you really don't get to know the people that you are assigned to work with due to time limitations. Walter Lippmann, an influential American writer, Journalist and political commentator, once said â€Å"For the most part we do not first see, and then define; we define first, and then we see.

Lumpkin Plumbing Essay

Lumpkin experienced a steady increase in sales since it began 1990 and has recently expanded inventories to accommodate a relatively larger sales increase. Richard Lumpkin borrowed $150,000 to expand the warehouse to hold more inventories and include a model to attract retail sales. The expansion will benefit the company as long as inventories are managed well and the increase in production does not harm profit margins. Lumpkin Plumbing projected figures for the balance sheet, income statement, and cash flows for 2000. Lumpkin anticipated growth for the 2000 year but underestimated the increase in total assets and liabilities by 47. 37%. Lumpkin also projected a 20% increase in sales and realized an actual increase of 63. 15%. Though the company underestimated the sales increase, it was able to manage costs and increase net income 63. 42%. If Lumpkin can maintain its’ profit margin and take advantage of increased demand then the expansion would be beneficial to the health of the company. Lumpkin is managing the expansion and should be able to make its loan repayments of $50,000 per year. Lumpkin also underestimated the growth of its inventories and accounts payable. Inventories at Lumpkin increased 89. 39% though the increase was projected at 10. 48%. Lumpkin had $628,800 in inventories at the end of 2000 which raises concern for the liquidity of the company. Accounts payable projections were also off, with a projected decrease of $2,000 and an actual increase of $216,400. The increase in accounts payable is partly due to the extension of A/P days from 10. 40 to 45. 10 from 1999 to 2000. The extreme A/P could be from inventory costs and also account for the large increase in inventory holdings. Lumpkin could be planning for an increase in sales growth and hold inventories to meet the demand. Even if the discrepancies between the projected and actual figures for the inventories and A/P are explained by increases in sales, these should have been accounted for in the projections and should not have been so dramatically different. Lumpkin Plumbing effectively used the loan to grow the company and is in fair financial health to repay the loans. Though the company has met the increased demand and managed operating costs, the difference in some projections raises reasons for concern. If Lumpkin is not able to forecast financial conditions accurately, the financial future of the company is uncertain, increasing its default risk. I recommend Lumpkin Plumbing be considered for future loans after financial statements are analyzed repayment of the current loan is complete.

Theories Of Motivation Essay Example | Topics and Well Written Essays - 1000 words

Theories Of Motivation - Essay Example Maslow's hierarchical nature of human needs points to what motivates a person at a particular stage of his/her career. For example, people at the bottom of the 7-stage pyramid of the hierarchy value the basic physiological needs more. When the lower stage needs are met, the relevant factors lose their importance as motivators and a higher degree of motivating factors come into play, which is more psychological nature. Thus, as they move up to, for example, the fourth stage, self-worth, and self-esteem become more relevant as ‘needs’ – in other words, motivating factors. Significantly, Sun-2-Shade workers seem to be yearning for such recognition having already achieved secure jobs, good pay and working in a progressive/growing company.A word about the interaction of the age factor is relevant. The supervisor and the workers are of the age group – Gen Xers and Millennials. Obviously, the age group is a mix of the seniors of the former and juniors of the latte r categories. Gen Xers prefer ‘flexibility and freedom’ while Millennials value ‘structured, supportive environment’ but can ‘expect and demand more’ (ibid.). Hence there are subtle differences in the groups of workers and this can point to the solution to the problem.Using Herzberg and McGregor theoriesHerzberg's two-factor motivation theory proposed that hygiene factors have the ability to reduce dissatisfaction while motivators increase job satisfaction.... Significantly, Sun-2-Shade workers seem to be yearning for such recognition having already achieved secure jobs, good pay and working in a progressive/growing company. A word about the interaction of the age factor is relevant. The supervisor and the workers are of the age group – Gen Xers (born 1965-‘76 period) and Millennials (born 1977-‘98 period) (Thielfoldt and Scheef, 2004). Obviously, the age group is a mix of the seniors of the former and juniors of the latter categories. Gen Xers prefer ‘flexibility and freedom’ while Millennials value ‘structured, supportive environment’ but can ‘expect and demand more’ (ibid.). Hence there are subtle differences in the groups of workers and this can point to the solution to the problem. Using Herzberg and McGregor theories Herzberg’s two factor motivation theory proposed that hygiene factors have the ability to reduce dissatisfaction while motivators increase job satisfaction (Anon., n.d, online). The hygiene factors like pay and benefits, job security, working conditions, company policies, etc. determine how an individual rates his job/employer against his own expectations. In the process of such assessment, the individual is less concerned about his own credentials and more concerned with what he is getting out of the job. The better the hygiene factors the more the satisfaction level, which then works as the basis for the motivators. The motivators like work content, recognition, promotion etc. help an individual to gain a sense of job satisfaction. Hence, the Herzberg theory supports the view that motivation cannot be achieved if the underlying hygiene factors are ignored. McGregor’s

Eccentrically loaded tie Lab Report Example | Topics and Well Written Essays - 1750 words

Eccentrically loaded tie - Lab Report Example Hounsfield tensometer testing device – a machine that was used to assess to what level our specimen expanses under the stress of the material and some other tensile features of materials like the tensile strength – and; We estimated and noted the eccentricity (e) and dimension of our specimen cross-section. We also applied a negligible holding load so as to eliminate the initial slackness from the set up. The recording mercury was also zeroed. After all that, our strain gauge switch as well as the balance unit for every gauge was set up. We recorded the measurement of the strain at every position for any increment in load up. In order to ascertain the strains of every sample under the adopted load, we connected the six strains to a six-channel strain gauging bridge. Figure 1 below illustrate the experimental process. In order to determine our strain gauge values, position of gauge depth from centroid, and average strain, we proceeded as follows (distance between the gauge are shown in parentheses in table 1 above): The figure 3 above displayed the distribution of stress across the tie as the measurement was proportional to the stress. The slope of NQS in the above diagram is proportional to disparity in strain as a results of bending. This was due to algebraic addition of axial and bending stresses shown below. From our results, the estimated e (19.125mm) was higher than our calculated e (18.48131738). This gave us a percentage error of only 3.3657%, implying that the accuracy of our results was around 96.6%. With this, we could confidently say our experiment was successful despite the 3.36% error. This percentage error might have been occasioned by: As for the stress distribution diagram, the shape was occasioned by the combination of bending and axial stress applied to tie bar material. This was consistent with the findings in Sinha (2002). Sheer forces and bending moments in the beam always determine the value of

Impact of Corporate Social Responsibility on Brand Value Dissertation

Impact of Corporate Social Responsibility on Brand Value - Dissertation Example Dr. Brundtland had claimed that, besides factors relating to the medical world, health conditions of individuals significantly depend on issues relating to human development and environment. Based on this vision; in 1987, the Brundtland Commission was introduced and its first report had launched the concept of sustainable development in the public domain. Since then, public and private authorities of most countries have been trying to attain sustainable development. This process of development aims to satisfy and enhance utilities of present generations, without altering resources that would serve the future generations in a similar manner. Considering norms and practices of a sustainable developing world, nearly all private and public profit making organizations follow the norms of â€Å"Triple Bottom Line† (3BL) in business. By following the 3BL perspective, companies try to enhance â€Å"people, profit and planet† related factors through their commercial activities ( Smith, 2010). Moreover, degree of rivalry among modern corporate firms has increased over time. This is the era of â€Å"consumerism†, where commercial organizations try to augment their brand value in the market by enhancing utilities of consumers. Since individuals are increasingly becoming conscious about protecting and preserving the environment, firms have increased their corporate social activities in business now. . Presently, economic prosperity and brand value of a business organization substantially depends on its corporate social responsibility.

Korea Gender Roles and Ideologies of Womanhood Essay

Korea Gender Roles and Ideologies of Womanhood - Essay Example Socially, it is no longer compulsory for women to wear the traditional dress that was hazardous and uncomfortable for them. It restricted breathing and movement. According to Bruce (256), the defiant personal appearance is one unique identity of the new Korean woman. They have invented their own ideal femininity and definition of beauty and choose how to appear physically. For example, they have discarded the national dress and opted for miniskirts, cloche hats, high heeled shoes, and wear the same hairstyles as men, short and elegant hair cuts. Modern men want their wives this way. Gender roles The change in gender roles can be seen where girls are allowed to leave home to work in towns and are expected to send money for their families back home. The educated and employed women actively support their families financially instead of just waiting to receive from their husbands. Husbands now allow their wives to ‘leave the house’ to look for a better life. Equality, Status, Autonomy and Power Today, girls can be found in the same educational setting as boys against the former cultural norms. Women are allowed to pursue their studies even abroad, away from home. Traditionally, girls could not be allowed to stay alone or undergo any form of segregation. From 1920s, more young girls have moved to urban areas for employment or education. Working for single ladies has been socially accepted as an intermediary stage between adolescence and marriage. Women are now treated equal to men in terms of human rights and are allowed to participate in national discussions. They are given a chance to express their determination publicly.

The impact of family on child development Research Paper

The impact of family on child development - Research Paper Example This is because the infants get attached to those people around them who are responsive and provide them comfort. According to Evans and Erikson (12), in the first stage of cognitive development in infants, trust versus mistrust, infants get close to and develop trust on their parents and the family members from whom they find reassurance. How the family interacts with an infant or a young child defines how he is going to make a schema of the world inside his mind. If the family is going to offer him warmth and dependable fondness, the child is going to develop a trustworthy relationship not only with the family but with everyone he will meet in his life; whereas, if the family provides him with insecurities and the child does not feel that his basic needs are being fulfilled, he will develop a sense of mistrust. Thus, the active participation of family and how they meet the basic needs of the infant define if the child is going to trust others, or is going to mistrust others and fee l them unreliable and undependable. If the family has been abusive toward the child, he will grow up to be abusive toward the world and will perceive the world as a dangerous place to live in. The form of relationship the parents develop with their children is a very important indicator of what type of early education the children are receiving at their homes when they are in their infancy. Parents tend to be authoritative, authoritarian or permissive, and each kind tends to educate the child in a totally different way. Very strict standards, that leave no room for communication with children, will make the child obey but will not enable him to learn the logic and reasoning. Permissive parents have very lenient rules which results in the child getting disobedient and even violent at times. Hence, for infants and young children, early education which starts at their homes, is

Euthanasia Essay Example | Topics and Well Written Essays - 1000 words - 2

Euthanasia - Essay Example For example, a doctor who decides to give a lethal injection to his patient who had given him the advance directive not to hasten his death and is now unconscious suffers his/her final stages of an illness that is terminal. There are times when the terms used in defining euthanasia bring about confusion or not clear like the use of the word â€Å"mercy killing† in describing non-voluntary and voluntary euthanasia situations. Countries like European and most especially Netherlands, the major differences between euthanasia, homicide, suicide, and suicides that are assisted are clear. In Canada and the United States, suicide assisted deaths and suicide assisted by physicians are confusing many people when used. Assisted suicide is when the acts of killing an individual are intentional. The word assisted has been added to mean that there is an individual who is providing assistance in the suicide act hence supplies the means like lethal medication prescription or gun, the specific knowledge on how to induce the medicine or use the gun appropriately, or both means and knowledge. North America has used the term assisted suicide in the media industry to mean that act which is directed by an individual intentionally to end the life of another. The reason behind this is because the legal sanctions associated with assisted suicide are less than those of killing a person with an intention of relieving them from the pain of a long term illness thus referred to as â€Å"euthanasia.† Jack Kevorkian a pathologist who made headlines in 1990 for killing over 130 people put his claims of participation in those deaths as that of assisted deaths and not euthanasia. There exists a very fine line between assisted suicide and euthanasia. For instance, Northern Territory of Australia between July 1996 and March 1997 legalized euthanasia through the use of a computer machine that pumped lethal substance to the individual after he/she successfully answers the question aske d by the computer and presses the required key. There are those arguments that are in favor of euthanasia based on individual liberty beliefs and situations of life considered unacceptable. These arguments in favor of euthanasia are based on religious/moral values and those of value and human life quality. The good death is the one that a person falls into eternal sleep thus euthanasia assures an individual dies dignifiedly and appropriately. David Hume a philosopher agreed that an individual has a right to choose the kind of death they would want hence emphasizes on individual liberty value. The right to human dignity maintenance aims at avoiding poor life quality during the process of death than to seek a particular way of having a good idealized death, as is the case of good death. There are also arguments against euthanasia which include sanctity of human life, the wrong diagnoses and new treatments given to patients, the slope that is wedged or slippery, disadvantaged, weak, an d incompetent protection, wrong reasons of choosing death, clinical depression undiagnosed, physicians confidence eroded, and the compromise one makes when choosing to involve others in his/her death. Active and passive euthanasia Active euthanasia occurs in situations where another person or medical professions do something deliberately that,

Piper Alpha Disaster Essay Example for Free

Piper Alpha Disaster Essay Followed by steps and improvement which is done after the incident to prevent such disaster to happen again. The case study is concluded with the safety precautions should be installed and practised in the platform. IntroductionThis is a case study about the Piper Alpha disaster, on the management operations and structures, the objective of the management, the industrial process of the platform, the causes of the accident together with the consequences of the accident and case study on the improvement and the prevention of such disaster again. Piper alpha was a  sea  oil production platform  operated by  Occidental Petroleum (Caledonia) Ltd. [1]  The platform began production in 1976,[2]first as an oil platform and then later converted to gas production. An explosion and resulting fire destroyed it on 6 July 1988, this catastrophic event killed in total of 167 men, [3] with only 61 survivors. The death toll includes two crewmen of a rescue vessel who tried to save the victims of the fire. [4] Total insured loss was about ? 1. 7 billion (US$3. 4 billion). The moment of the disaster the platform was accounted for nearly ten percent of  oil  and gas production, and was the worst offshore oil disaster in terms of lives lost and industry impact. [5] Some evidence says the new gas pipeline was built in the weeks before the 6 July explosion, and while this work disrupted the normal routine, the platform was operating as normal. The discovery of a small gas leak is usual and not a concern at the platform at that time due to carelessness the platform was completely destroyed and caused life of 167 en on the platform, and many of those involved died, analysis of events began. [6] 2. 1 Management and OperationsAn  oil and gas platform is a large structure with facilities to drill wells, to extract and process  oil  and  natural gas, and to temporarily store product until it can be brought to shore for refining and marketing. Mostly the platform has facilities to house the workforce crew as well. Depending on the circumstances, the p latform may be  fixed  to the ocean floor, may consist of an  artificial island, or may  float. 2. 1. Management and Structures Piper Alpha receives and sends to the shore the oil and gas production of a group of platforms, Tartan and Claymore. These how the incident took place[1]  : -As the Piper Alpha platform was at the hub of a network of platforms interconnected by oil and gas pipelines. The leak of the gas lead to the initial explosion and ruptured oil lines on Piper Alpha. Managers on other platforms was aware of a problem on Piper Alpha but not its severity, assumed that they would be instructed to shut down their operations, if necessary. However, the explosion interrupted communications from Piper Alpha for minimum of (30 to 60 minutes intervals) passed before these other platforms were closed. As series of explosions occurred as the fires on the platform weakened natural gas riser pipelines on Piper Alpha the intensity of the fires prevented rescue efforts, either by helicopter or by ship which led to 165 workers and 2 rescue personnel killed. The RV job was completed by the end of the shift. The permit to work (PTW) system was often not implemented as according to, for example: Omissions of signatures and gas test results were common. Operations representatives regularly did not inspect the jobsite before suspending the permit at the end of the shift, or closing the permit indicating the work had been completed. The lead safety operator task is to monitor the PTW system process regularly there was no problem indicated, the mishap and the lack of information and work ethics. The management assumed the system working at full efficiency and didn’t check it independently. These led to miscommunication and lack of knowledge and information when the fire began. 4. 1. 2Design Factor -The diesel powered water pumps were set to manual mode, therefore incase of fire the personnel has to reach the pump to start it though the 1983 fire audit report has recommended this practice is discontinued. The sprinkler head were known to be plugged and corroded. -The structural steel on the platform was not alloyed to be fireproof or withstand high intensity of fire. 4. 1. 3Roots Factor The root of the cause was that most of the personnel who had the authority to order evacuation were killed when first explosion destroyed the control room. This was due to the platform design defect, including the absence of blast walls. Another contributing factor was the nearby connected platforms Tartan and Claymore continued to pump gas and oil to  Piper Alpha  until its pipeline ruptured in the heat in the second explosion. Their operations crews did not shut off the production due to lack of training and communication with the management, even though they could see that  Piper Alpha  was on fire. [7]   4. 1. 3. The wrong management decision. The lack of information and adequacy of checking the PTW system process led to wrong decisions and lack of communication during the leak.

Analysis of Performance Appraisal System

Analysis of Performance Appraisal System ABSTRACT This article examines the Performance Appraisal System of Opsonin Pharma Ltd. It discusses one previous format of performance appraisal and the current performance appraisal. Author has tried to find out whether performance appraisal system of the company motivates the employees to achieve the company goal. Researcher has conducted the survey in the head office people of the company to get the idea of management people. The study uses primary and secondary data to do the analysis of the research where it has searched academic literature for the theories of performance appraisal, performance management, motivation and human resource management. Result has come out through the survey that current performance appraisal system has shown positive impression but still it needs some improvement such as proper practice and introduction of performance management. Chapter 1. Introduction Survival of the fittest once advocated by famous biologist Charles Darwin in his ‘Origin of Species (1859) transcended the boundary of biological world. Now this principle has become true in areas where competition determines ultimate fate. In the realm of organization, this principle operates in the name of productivity, profitability, efficiency, effectiveness and so on. Organization theorists during classical period emphasized on structural and technological perfection for survival and growth. Such mechanistic ideas of competitiveness started fading since 1930s onwards. The rise of behavioural and industrial humanism made way to ‘human capital to be considered central in the study of competitiveness. The measurement unit of contribution of human capital is termed as ‘Performance. Performance Appraisal (PA) as a technique of measuring competitiveness of organizations or institutions is not a modern phenomena. It has started from Han Dynasty in 206 BC-220 AD where they used to use merit exam for selection and promotion (Wren, 1994). But most probably PA system started in the industry from Robert Owens textile mills of the 1800s, where he used silent monitor system with the block of woods with different colours that he put in the work station of each employee. Everyone could see the performance with each other (Wren, 1994). This gave rise to an annual assessment which was recorded in a â€Å"book of character†. The assessments were subjective, which is one of the main criticisms still leveled at performance appraisal today. In the early part of the twentieth century Owens ideas were superseded by those of ‘scientific management, devised by F.W. Taylor and popularly associated with Henry Ford. This emphasised the use of quantitative methods to measure work performance (e.g., a fair days work and differential piece rate system), and led to the development of ‘work study techniques in the inter-war period. Though today, private sector has been credited as the perfectionist of performance management techniques, the modern psychometric approach to performance appraisal has been brought by the public sector (Torrington, Weightmen and John, 1989, p.66). Due to its monopolistic and legalistic nature, public sector performance appraisal practices could not reach that standard as reached by the private sector, which took appraisal as a response to market competition. The study is based on Opsonin Pharma Limited, a leading pharmaceutical company in Bangladesh. It was incorporated as a private company in 1976. It manufactures, and markets generic medicines for both human and animal use. Its value-added products improve the quality of life of both the people and animals in Bangladesh as well as abroad and help them enjoy longer, healthier, and more productive lives. Opsonin is known for long as a provider of regular and life saving medicines at affordable price. It has long been established and recognized as one of the most leading, progressive and modern pharmaceutical company in the country with the assurance of manufacturing quality products as the company is committed to contribute much to develop national health sector. 1.1 PURPOSE OF STUDY: Purpose of the study is to identify whether the management people who are working in the head office are convinced or not with performance appraisal system of the company. 1.2 AIM AND OBJECTIVES: 1.2.1 AIM: Aim for this research is to gather knowledge about performance appraisal system in Opsonin Pharma Ltd. and to get clear idea about performance appraisal system through literature review. 1.2.2 OBJECTIVES: To provide recommendation to Opsonin Pharma Ltd how they can improve their performance appraisal system. To examine how performance appraisal system works. To analyse how Opsonin Pharma motivate the employees through performance appraisal system. To make an overview of Opsonin Pharma Limited. To make an overview of Performance Appraisal System of Opsonin Pharma Limited. To determine the interrelation between Performance Appraisal System and other Human Resource aspects. To measure the level of employee development. To determine the impact of Performance Appraisal System for motivating the employees of Opsonin Pharma Limited. 1.3 RESEARCH QUESTIONS: How effective is the performance appraisal system in Opsonin Pharma Ltd.? Do the management people think that current performance appraisal system works properly in the company? Does performance appraisal system motivate the employees at Opsonin Pharma Ltd.? Chapter 2. LITERATURE REVIEW The Performance Appraisal (PA) system is essential for maintaining high standard of human resource of any organization, both private and public sector. Performance appraisal is a part of working link that emphasizes for both bosses and subordinates their managerial responsibilities (Williams, 1972, p.8). A good performance appraisal should introduce in the company to know employees abilities and efforts to match organizational expectations. A good PA system can measure employees activities with reasonable accuracy and it can provide feedback to employees on their performance, and make a chance to employees to develop their weaknesses. There is a chance to make wrong personnel decisions which lead to affect organizations capacity without good performance appraisal systems. But ineffective appraisal system can bring many problems including frustration for good performers which will encourage them to leave the company, causing the organization to incur high recruitment costs (Chou, 2005 , p.42). This concern is addressed by ensuring that employees understand how their work contributes to the achievement of organizational goals, by ensuring that employees have the skills to make that contribution and, above all, by developing a climate of open discussion in which performance, achievements, and difficulties can be approached openly and supportively. A sound PA system, therefore, measures performance of employees not only to make some backwardly-linked like recruitment validity, motivation, morale, etc. and forwardly-linked like career growth, reward and sanction, employee development personnel decisions etc., but to integrate between organizational goals and personal goals of employees (Hyde, 1982, p.295). It is a really hard task for reflecting employee performance through performance appraisal system. Performance appraisal systems are not general idea that can be followed by all companies without any modification because it depends on employee and organizational characteristics and qualities (Henderson, 1984, p.54). At first glance performance appraisal appears as though it should be something relatively straightforward. Torrington, Weightman and Johns (1989, p.814) offer a working definition of appraisal as: â€Å"The process of judging a persons performance and reporting that judgment.† Alan Fowler has given very good definition about the objective of performance appraisal system. He suggested that: â€Å"Staff work best when they know what they have to do, how well they have to do it, and how well they are thought to have done, so they need to talk to their managers at least once a year about this, and their managers need to take their staffs view into account when setting work goals and deciding who needs what training.† (Fisher, 1995, p.12) Traditional performance appraisal is more of a control mechanism used to make the most of an employee. How an employee is contributing toward achievement of organizational goal is the main concern here? Based on contribution ratio of the employees, the management makes some personnel decisions such as promotion, salary increase, sanction, and training needs. This uni-dimensional concept goes more with the philosophy of personnel management. 2.1 Formal versus Informal Performance Appraisal: Formal performance appraisals usually occur at specified time periods once, twice or thrice a year. Formal performance appraisals are required by the organization or institution for the purpose of employee assessment. Informal performance appraisals can take place whenever the supervisor or manager feels communication is needed. 2.2 Purpose, Objectives Benefits of Performance Appraisal: 2.2.1 Purpose: The purpose of performance appraisal is to devlop the organizations performance throughout the improved performance of employees. 2.2.2 Objectives: Organization uses performance appraisal system to execute some objectives. The main objectives in using performance appraisal in an organization are as follows: Motivating and allocating rewards for employees Review past performance to rectifying the mistakes from management and employees (Fisher, 1995, p.11) Proper utilization of company resources. Identifying areas where training and improvement are required. Coaching and developing employees so that they can perform better to achieve the company goal. Identifying the area where developments programs need to be introduced. Giving employees feedback about their work so that they can be inspired. Improve communication between managers and subordinates. Identifying the base for pay, promotion etc.. (Yeates, 1990, p.36) 2.2.3 Benefits: The benefits of a successful appraisal system can be concluded as follows: For the organization: Improved performance all the time in the organization due to: Achieve organizations objectives and values it needs proper communication; Increase sense of group work and reliability; Establish better relationship between managers and staff; Managers have got the scope and power to use their leadership skills to motivate and improve their subordinates. Improve outline of the tasks completed by employees. Classification of thoughts for improvement. Prospect and long-term view of the company can be developed. Training and development requirements appeared more clearly. A culture of continuous progress and success can be formed and maintained. People who have got potential can be classified for career development plans to provide for future staff requirements. The message is passed to everyone that employees are valued properly. (Fisher, 1995, pp.15-16). For the appraiser: Performance appraisal is a chance to develop an overview of individual jobs and organizations. Classification of ideas for development. Improved job satisfaction. Increased sense of individual value. There is an opportunity for appraiser to associate team and individual objectives to fulfil departmental and organizational objectives. There is an opportunity to explain expectations of the contribution the manager expects from team and individuals. The opportunity to set up the targets. There is a chance to make productive relationship with subordinates based on common interest and understanding. (Fisher, 1995, p.16) For the appraisee : Boost them up to increase motivation. Enlarged their career through job satisfaction They realize that they are valued. When they will get feedback after performance appraisal then they get a clear idea of what is expected from them and what they have to do to meet expectations. Supervisors discuss with them to improve their lacking areas. They are offered for training and development for their improvement. When managers are creating scope for developing their subordinates career then it is ultimately developing relationship between them. (Fisher, 1995, pp.16-17) 2.3 What should be appraised? Managers should consider four things when they are going to do the performance appraisal. Inputs Appraisers will see how job holders have implemented their knowledge and skills to perform their job effectively. Process Job holders outcome will indicate the implementation of knowledge and skills for their activities. These are sometimes called to as competences. These illustrate the performance required of people to complete their job effectively. This kind of performance can make a difference between highly effective and less effective performers in a given role such as personal drive, analytical power, team management and leadership and ability to communicate. Outputs Measurable or observable results of the performer will be expressed by jobholders. Outcomes- Result will show the ultimate impact of the jobholders and their teams or departments and their overall activities to achieve the objectives of the organizations. (Fisher, 1995, p.25) 2.4 When appraisals should take place: Formal performance appraisal are usually held annually but some of the fast moving companies prefer to do it twice a year or even more frequently, it could be quarterly. Those who are working in projects under a consultancy firm, their performance evaluation could happen after each assignment but there would still be an overall review at the end of the year. Some of the organizations conduct progress meetings at specific time to review progress towards achiev ­ing objectives, work plans or projects. Some of them are doing two or three times a year, the main purpose of which is to review and update objectives. (Fisher, 1995, p.27) There are some reasons behind failure of appraisals. Reasons are as follows: Employees dont know about the time frame and what exactly they need to do in terms of good performance; Others fail because of problems with the measures used to actually appraise the performance; An easygoing supervisor might rate as high, for instance, subordinates who are actually substandard Other problems, like arguing and poor communication, undermine the interview feedback session. Storey and Sisson (1993) have suggested that performance appraisal system actually have three steps: objective setting, feedback, and evaluation. The first step of an appraisal system is to give the guidance to the employee on how to apply their efforts for the benefit of the organization. The second step is to ensure employees work toward the achievement of their objectives through a process of positive communication with their supervisor. The final step involves the supervisor making an appraisal of the employees performance over the entire assessment cycle. (Brown Benson, 2005, p.101) 2.5 Popular Appraisal Methods: Managers usually conduct the appraisal using a predetermined and formal method one or more of the followings: 2.5.1 Graphic rating scale (GRS): The Graphic Rating Scale is the simplest and most popular technique for appraising performance. GRS measures personality traits and performance along with a point continuum scale or anchored scale. It lists traits such as quality and reliability and a range of performance values from unsatisfactory to outstanding for each trait. The manager or supervisor rates each subordinate by circling or checking the score that best describes his or her performance for each trait. In the end of marking manager or supervisor do the totals of the assigned values for the traits. (Dessler, 1999, p.156) The rater is given wide freedom in choosing a point, which is a threat to reliability and workability. 2.5.2 Alternation Ranking Method: Positioning employees from best to worst on a trait or traits is another appraisal option. Since it is usually easier to distinguish between the worst and best employees, an alternation ranking method is most popular. First, list all subordinates to be rated, and then cross out the names of any not known well enough to rank. Then, indicate the employee who is the highest on the characteristic being measured and also the one who is the lowest. Then choose the next highest and the next lowest, alternating between highest and lowest until all employees have been ranked. (Dessler, 1999, p.158) 2.5.3 Paired Comparison Method: The paired comparison method helps make the ranking method more precise. For every trait such as quantity of work, quality of work, and so on will be considered for appraisal for instant, top performer of quantity of work and top performer of quality of work will be pared. (Dessler, 1999, PP. 158-159) 2.5.4 Forced Choice Method (FCM): FCM intends to mitigate reliability problem of GRS by making scaling unknown to the rater. Here, the rater is served with some statements about a particular trait or performance factor. The rater is to choose a statement that best describes the employee. The rating is done by someone else. This is unworkable in larger organization. Both the rater and the ratee feel uncomfortable with FCM (Anderson, 1993, p.24) 2.5.5 Forced Distribution Method (FDM): The forced distribution method is similar to grading on a curve. With this method, manager places predetermined percentages of ratees into performance categories. FDM is a GRS or BARS scaling with a population distribution requirement. Usually it requires a normal distribution i.e. the lowest and the highest grade contain 10% of population each. The remaining 80% is distributed among others with highest distribution reserved for the mid-grade. FDM intends to minimize overrating. Yet it carries high probability of inequality in case of heterogeneous population. (Dessler, 1999, p.159) 2.5.6 Critical Incident Method: With this method, the supervisor keeps a log of positive and negative example (critical incidents) of a subordinates work-related behaviour. Every six months or so, supervisor and subordinate meet to discuss the latters performance, using the incidents as examples. There are several advantages of this method of which are as follows: It provides actual examples of good and poor performance the supervisor can use to explain the persons rating. It ensures that the manager or supervisor thinks about the subordinates appraisal all during the year. The rating does not just reflect the employees most recent performance. The list hopefully provides examples of what specifically the subordinate can do to eliminate any deficiencies. However, without some numerical rating, this method is not too useful for comparing employees or making salary decisions. (Baird, Beatty Schneier, 1982, pp.45-46) 2.5.7 Behaviorally Anchored Rating Scale (BARS): A behaviourally anchored rating scale combines the benefits of narratives, critical incidents, and quantified scales, by anchoring a rating scale with specific examples of behavioural activities for good or bad performance. Its supporters say it gives more equitable appraisal than do the other tools we discussed. Although BARS scales still present performance on a continuum; they provide specific behavioral anchors to help clarify the meaning of the performance dimensions and help calibrate the raters definitions of what constitutes good and poor performance. Some supporters of behaviorally focused scales also claimed that they would remove unnecessary subjectivity (Latham Wexley, 1977). BARS is judged from a set of scales- one scale describes each job dimension, or broad types of duties, responsibilities, or activities of a job. Placed on a scale are a set of statements clarifying of worker behaviour on the particular job dimension. (Baird, Beatty Schneier, 1982, p.61). Rating dimension would vary according to the nature of the job- between six and nine seems quite common. For example one British study identified seven: Supervision of operators, scheduling and planning, technical troubleshooting, handling men, communications, administrative problems of wiring wire and dealing with other departments. BARC system has got substantial advantage it has some draw back as well such as time consuming and expensive. Some of them have identified ten dimension of performance. They are interpersonal relationships, organizing and planning, reactions to problems, reliability, communicating, adaptability, growth, productivity, quality of work and teaching. (Fletcher Williams, 1985, pp. 42-44) 2.5.8 Computerised and web-based performance appraisal: Many people who have got the charged for performance appraisal for their subordinates may not be able to do so particularly newly appointed supervisors. As they will take over new responsibilities so they may not be efficient in expressing themselves in writing about employee performance. Eventhough some of them have got the strength to do perfectly but still they may need some format for developing effective, useful employee performance appraisals. Computer software programs are making the performance appraisal system easier from many aspects such as writing a difficult employee performance appraisal. Management software that is commonly called MBA-ware, offers expert guidance in management issues that would cover from creating a business plan to writing employee policy manuals (Sprout, 1995). Some managers are looking for a develop technology to solve the problems that they are facing during performance appraisal. Current computer software programs allow the managers to make performance appraisal documents that are in complete format, professional in appearance, and easy to use in the performance appraisal system. Additionally, this software programs provide classification of job performances that will be counted for appraising and offer various pre-written descriptions of behaviors for each criteria. There are three leading programs for employee evaluation software that are Review Writer 1.0, Performance Now! 2.03, and Employee Appraiser 2.0 (Stewart, 1994; Robinson, 1994). There are some similar software programs in the market but it do not do the evaluation process that way the other three software work (D.W. Pratt, personal communication, July 24, 1996). These three leading software programs work step-by-step to evaluate employees performance. Managers input the employees information into the system, mark the job description and/or categories to be used, choose the correct written evaluations, and print it. (Spinks, Wells Meche, 1999, p.94) 2.5.9 Mixed Standard Scales: These scales are made to make the evaluation system reliable through confirming each individual rates, each scales rate and each rater rates and to minimize halo and leniency errors (Blanz Ghiselli, 1972). The idea of mixed standard scale has come from the logic of forced choice method. Halo and leniency errors could reduce if ratings are not made on a scale where statements come in an obvious order of merit hierarchy. Practical findings provide support to these hypotheses (Saal Landy, 1977). This scale is choosing three items for each performance dimension which are good, average and poor. 2.5.10 Management By Objectives (MBO) More than half of the organizations regularly used performance appraisals in the beginning of 1950s, compared with only 15 per cent immediately after World War II (Spriegel, 1962). They had ordinary, numerical system which was trait rating system. This system focuses on past actions to appraise people on the basis of a previously established set of dimensions (DeVries et al., 1981). Lots of employees who were being apprised by the manager were not happy due to the way of performance measuring system. Trait rating system did not develop the employees performance rather than there was clear indication for being sacked for low performers (Van Riper, 1958). It is mentionable that this rating system gave chance to managers to play the role of judge instead of employee development for achieving both the employees and the organizations goals (McGregor, 1957). Out come of the performance appraisal system was conflicting with present roles of managers and the achievement of organizational goa l thats why new thought was introduced after World War II to update performance appraisal systems (DeVries et al., 1981). Due to the limitations of performance appraisal systems in the 1950s which led to the development of new systems based on management by objectives (MBO) In theory, at least, Management by Objectives provided a clear and unambiguous framework for specifying and measuring employee performance. Labovitz and Baird have given some ideas about MBO that is: â€Å"MBO approach to managing people is a process of continually structuring expectations through mutual goal setting with subordinates, establishing action plans and target dates, reaching objectives and providing feedback. This is a way of managing subordinates that permits them to meet their personal needs for responsibility, freedom of action and recognition. At the same time the MBO approach provides a supervisor with an element of control, and change his or her role from police officer to colleague or coach.† (Baird, Beatty Schneier, 1982, pp.51-52). MBO is introduced in the management for improving performance, reducing role vagueness and redirecting effort to important organizational target. MBO system could be fit and work with any types of organization for planning process, a control technique and a form of individual performance appraisal. (Baird, Beatty Schneier, 1982, p.57). MBO has many positive sides but it has some limitations that we need to consider. The main issue that a company should consider first to implement MBO is the high level of management commitment and time frame to reorient the thinking of employees (Patten, 1977). Communication is the key to get a good out come and to prevent the complexity of the system from primary excitement that will lead into confusion and disillusionment, bring the result to an end with disinterest and failure. The purpose for the new system needs to be clearly recognized also, because while MBO is a useful tool for performance planning and feedback, it is not easily used for administrative decisions (DeVries et al., 1981). A high standard of job assessment and implication skills are needed to determine which performance dimensions to measure and the goal achievement standards to use. Primarily, the goals and objectives which are set likely to be easily quantified, easily achieved and not necessarily central to the job (Murphy Cleveland, 1995). Levinson (1970) found out an inclination for objective-setting measures such as sales dollars or number of units produced result in a lack of attention for less calculative aspects of job performance such as customer service and quality work. As a result this method will be ineffective if objectives are activity focused instead of output centered. There is also an inclination for managers to overlook the factors which are out of employees control, but which frequently affect goal fulfillment, leaving the employee responsible for goal completion inspite of external influences (Goodale, 1977). Managerial jobs are frequently measured in terms of unit, rather than i ndividual, an objective, which requires that individuals be held accountable for outcomes requiring interdependent employee efforts (Levinson, 1970; Schneier Beatty, 1978). These are some common errors associated with MBO (Kleber, 1972), but they help to illustrate the complexity of this performance appraisal method. Longenecker (1989) points to the common assumption that appraisals are often ‘political in nature, that their mechanisms for justifying decisions which have already been taken and disregard individual merit. This is particularly the case when performance related pay (PRP) is involved. As a student of International Human Resource Management, researcher wants to discuss about international perspective of performance appraisal system. Hofstede (1980) found that national culture is a factor to vary on value dimension between managers and employees. One of the value dimensions is individualism against collectivism. Individualism is such a thing where people show their action according to their individual preferences whereas collectivism is such a thing where people behaving as a member of a group. We can see the individualistic culture in western part and collective culture in eastern part of the world. (Taormina Gao, 2009, p.103) The inception of Human Resource Management (HRM) made the Human Capital as the most important strategic resource of an organization and thereby linked it with strategic vision, mission, values, and other processes of organization. Performance Management (PM) thus replaced traditional PA under HRM philosophy. Here, both the organization and employees are of equal concern. Performance management is seen by Armstrong and Baron (1998, p.37) as: â€Å"a means of aligning organizational and individual objectives to achieve organizational effectiveness.† Mohrman and Mohrman define PM as: â€Å"The practices through which work is defined and reviewed; through which capabilities are developed and through which rewards are distributed in an organization. Performance management may involve goal setting, employee selection and placement, compensation, performance appraisal, training and development and career management† (Mohrman and Mohrman, 1995, p.2). From above two definitions we can draw following generic features of PM: It integrates between individual and organizational goals and thereby creates a sense of belongingness in the employees; It views performance as a function of organizational environment i.e. culture, climate, flow of resource, critical external environmental factors, etc; It contributes towards a climate of open discussion between management and workers about all organizational aspects. It enables employees to identify their weaknesses as well as strengths and motivates them for superior performance. 2.6 Motivation and Performance Management: Motivation has multiplier effect on performance. A sound and legitimate appraisal system is a precondition of having a highly motivated workforce. Conversely, a flawed system might demotivate and demoralize the employees in a way that appraisal becomes a ritual and sometimes counterproductive. Milkovich Wigdor (1991, p.34) identify two essential functions of PM linking to motivation: a) it provides the basis for individuals to form beliefs about causal connections between their performance and pay; b) it indicates degree of association between individuals effort and performance. 2.7 Selection of

Sociology Essays Birth Order Theory

Sociology Essays Birth Order Theory Birth Order Theory The birth order theory was first coined by Alfred Adler. This is a theory that often refers to the order of birth in which one was born in. He was the first to say that â€Å"not only the parents but also the siblings influence the child’s behavior characteristics† (Leman, 2000). It is often believed that the order in which a child is born plays a significant role in how the child will be able to have life and all of the problems that life will bring such as relationships, work ethic, and just life in general. The birth order theory consists of 4 birth order theory personalities: first born, second born, the only child and youngest all of which will have a list of traits, a list of strengths and a list of weaknesses that each child should possess. The birth order personality of an individual relates to both their working style, which is how a person works and their relationship style. For many people that means working along different birth order lines. The first born is generally the leader of the family, and tends to be the most responsible of the siblings. These people like to be in charges of other people and love to be in control. They feel uncomfortable with surprises or being out of familiar surroundings. Their ability to focus on a goal and their propensity to organize others means they can achieve whatever they put their minds to. They are also perfectionist. Approval of authority is important for this group. Second born’s the compromisers, and flexible. They have to be motivated by a cause and will enjoy working with people. They tend to be involved in projects that will give them a sense of belonging. The second born child will treasure friendships they are generally always the one that will get along with everyone and be the peacekeeper. Hey generally will always put others first. The only child is the one that expects nothing less than the best. They will always be the one and only to raise the bar for everyone else to reach this will generally push those around them to do their best. One of their best strengths is the fact that they are able to work on their own for long periods of time. They make great project finishers and strategic thinkers but they can be secretive and don’t deal well with conflict. Ciadvertising.org says that â€Å"Recognition is important to this group†. The youngest are the initiators; they have great ideas and like to challenge people. They are very creative and are full of fun. They like to do things on the spur of the moment. They also like to be the center of attention. As for my family there are 3 of us so this is perfect to analysis us. I am the oldest, and then there is my brother Don Jr., and my sister Jessica. I am definitely a leader and I love being in control. I remember bossing my brother around, but there always seemed to be some tension between us there was definitely sibling rivalry. I never liked being surprised and to this day if I suspect a surprise I will try to find out what it is and do my best to mess it up. For my brother he was rebellious and always said that he did not fit in the family. He still has the same close group of friends that he had in high school. He wasn’t the stubborn one I was so he always seemed to get along with everyone in the family but me. My little sister who is the youngest is manipulative, even a little flaky. She is too slick and sneaky and a bit unbelievable, even though she was likeable, fun to be around, easy to talk to. She is definitely gullible, and has been easily taken advantage of a lot. She has made some decisions based too much on her feelings and did no give enough thought to her decisions. One thing that was and is still very true is that she is the favorite. So while looking into the birth order theory I realized that some of the traits are true about be and my siblings and I find it to be funny it makes you want to stop and take a good look at the type of person that you are. Ezinearticles.com states that â€Å"Most of us have a dominant birth order personality that matches our birth position. But that personality is influenced by variables such as temperament, gender and other family circumstances. So it is not so much where you are born in your family but how you function that counts. How a person functions generally correlates with birth position†. When you have a good understanding of who you are, what makes you strong what your weaknesses are, what you like what you dislike then and only then will you be in a position to maximize your strengths. This will allow you to be able to make up for any weaknesses that you may have by changing the things that you can and be able to accept what you can’t change. Works Cited http://www.ciadvertising.org/SA/spring_03/382J/kjoco/conclusions.htm http://ezinearticles.com/?Birth-OrderUnderstand-How-It-Affects-Your- Personalityid=45481 Leman, Kevin. The New Birth Order Book: Why You Are the Way You Are. Minnesota: Baker Book House Company, 2000.

Sassoons Use of Irony in Glory of Women Essay -- American America His

Sassoon's Use of Irony in Glory of Women The role of women during the Great War has been portrayed in many different ways in literature. They are seen as factory workers, nurses who saved soldierà ­s lives, sweethearts and relatives to label just a few. In "Glory of Women, Siegfried Sassoon makes ample use of irony within the structure and the content in order to portray his view of the role of the young, working, British woman during this time period. Sassoon's use of irony can first be seen in the structure of the poem itself. A superficial glance at the poem shows that it is written in fourteen lines, making it appear as a sonnet. A closer look at the structure, however, shows that "Glory of Women" is in the form of both the English and the Italian sonnet, creating a completely unique sonnet altogether. There is an octet, which a closer look shows is really two quatrains, and a sestet which are distinguished by a subtle change in mood and characterize the Italian sonnet. The two quatrains, a characteristic of the English sonnet that can be identifi...

Compare and Contrast All Quiet on the Western Front and Dulce et Decoru

The poem "Dulce et decorum est" by Wilfred Owen has a lot In common with "All Quiet on the Western Front." By Erich Remarque although Remarque never fought in the 1st World War. The Imagery in the prose is more detailed as it has more time to describe everything "The fields are flat." Some people think that this is better and it gives it a bit more feeling. Were as in the poem, Owen uses lots of short hard hitting words such as "Obscene as cancer" The poem gives a much more immediate effect in a shorter space of time. The imagery in the poem is quick and dramatic. The titles of the pieces are ironic "All Quiet on the Western Front" and "dulce et Decorum est" which means it is fitting and right. In the Poem everything is tired in the first stanza "Of tired, outstripped Five-Nines" This is a hyperbole as bombs don't become tired. The whole of the war became a sluggish battle. It is also a slow pace to start with in the prose with men looking forward to getting back the huts for some rest. "I wish I were back home. Home - he means the huts" In the second Stanz...

Comparison of Hobbes and Al-Farabi

Reading Response 4 Sarah Zou Sep. 23. 2012 LBST 1B11 Comparison of Hobbes and Al-Farabi Human nature was one of the most controversial topics now and then. In two of the world’s greatest philosophers’ essay, they discussed their own perception of human nature. Thomas Hobbes (1588-1679), England’s political philosopher, who discussed his view on the degeneration of human nature in his book, Leviathan, which depicted the natural state of humanity as nasty and brutish.His point of view came across many similarities as Al- Farabi (870- 950 CE) an Arab Scientist and philosopher during the Golden Age of Islam. With a group of philosopher, Al- Farabi created synthesis on Aristotelian thought and Muslin theology. His subject of interests varies from music to sociological and political issues. In his, On the Perfect State, he compared political state as a body, which the most important part of heart was the ruler. From both Hobbes and Al-Farabis’ perspective they b oth argued, in order to maintain a civil society, a form of ruling system was more than necessary.Hobbes suggested that the nature of men were equal, because everyone has different strengths that others may not posses. Al-Farabi supported this point by saying that human is not naturally perfect, they needed to be provided, and contribute to the needs of society with their strength in order to achieve perfection. And because of this equality, Hobbes stated, men needed to compete against each other or became enemies to achieve their goals. Therefore no one can be trusted because their interests might conflict and become enemies.So it was unclear that how powerful one must become to be always secured. However this theory contradicts with Al-Farabi’s statement of people in societies must co-operate and come together to supply each other. Another point Hobbes declared regarding human nature was: everyone desired to be valued, but when they were not, they damage others to get more value. Thus it was significant to sustain a form of constrain to prevent the destruction, and sustain justice in the society. Similar statement by Al-Farabi also supported Hobbes’ idea.When part of the system is out of order, the ruler or the heart of the system must remove the disorder. Consequently both essay emphasized: Even though a law system might limit certain people’s freedom, only when there was law, justice could be remained. Hobbes’ idea of peace means not only without conflict but a reliable structure to prevent conflict. By freeing men’s nature, there were no forms of government to restrain or assurance, so war appears. During a time of war, man’s security could only be coming from one’s own strength.There were neither society nor culture, only fear and danger of violent death in war. Human nature will do what they desire until they know of a law that will stop them. Only when there is law there is justice. Although Al-Farabiâ⠂¬â„¢s interpretation of a perfect society could agree to Hobbes’ law system, his idea on the qualities of a ruler differs from Hobbes’ perception of human nature. Al-Farabi described an ideal ruler had to be naturally born with leadership skills, and in the process of leading, decisions made the rulers were often relying heavily on their nature and virtue.However, Hobbes thought, virtue is not ability that inherited by man, or given by nature, with no exception to the rulers, because the rulers were human themselves, their desire were no different than others. Therefore, to maintain a civilized, justice and organized society could not only rely on the virtue of human nature, but also through a system of law to constrain some desires of people, even the leaders, to achieve an overall freedom and security for the majority.

Wireless Lan Security Issues

Customer Relationship Management (CRM) is the heart and centre of most businesses and industries in the world today. It is the deciding factor that drives businesses by ensuring that customers are kept satisfied enough to keep coming back. It’s a discipline that most organizations have found increasingly beneficial to invest in. Technology vendors have also seen the benefit and potential in manufacturing state-of-the-art software solutions that are capable of managing and handling the business processes of most organizations.To remain internationally competitive, there’s an urgent need for individuals and businesses to incorporate the principles of effective customer relationship management. The major CRM Vendors are Oracle, SAP and Microsoft. Other CRM technologies also exist that can serve the ever-evolving needs of organizations but these three solution providers are the major ones and they own a fair share of the market. CRM solutions and applications are continuall y evolving to improve the relationship between organizations and their customers.How CRM helps to build Relationships with Customers Customers’ needs are constantly evolving and it is no longer news that they are king. CRM solutions exist in a bid to build long-lasting relationships with these customers that all parties would benefit from. These solutions are developed with the sole objective of satisfying and exceeding the expectations of customers so that these customers may be retained for a lifetime and the practicing organizations can benefit from these relationships.Other major applications of customer relationship management are discussed as follows: †¢ CRM assists in maximizing the potential value of every customer; these benefits are seen in the overall corporate performance and optimal use of data within the organization †¢ CRM provides a platform for dealing with all customer concerns and issues that are related to the business. CRM Solutions also provide reports that are useful in developing marketing strategies and plans†¢ CRM also provides a platform for evaluating the needs of customers, determining which aspects of the business need improvement, ascertaining the level of frontline service and prioritizing the organization’s goals in a bid to retain customers and gain new ones (CRM Landmark, n. d. ). Describe the three CRM technologies used by marketing departments SAP is one of the major technologies used for marketing in most organizations today. The SAP Customer Relationship Management (SAP CRM) software is part of a comprehensive software suite known as the SAP Business Suite.It reduces costs and enhances decision-making with a long-term view. The software has features that can support core business functions such as marketing, sales, partner channel management, service, interaction center, web channel and business communications management (SAP, 2009). Oracle’s CRM solution is based on information-driven sales, marketing and service. It has an open-standards architecture that can easily be integrated into any existing framework in most organizations.It has the capability to isolate and streamline key business processes, improve the quality of data used for decision making and ensure that key decisions are made by people that have access to the same source of data. Oracle has a robust range of CRM applications that can be deployed in almost any type of location and during any phase of CRM introduction (Oracle, 2009). Microsoft invented a solution known as the Microsoft Dynamics CRM Solution. Microsoft's CRM solution focuses on communication as the core aspect of customer relations. It provides a solution that helps to define an effective method of communication and collaboration.It has a platform through which sales, service and marketing staff can share information in a manner that is seamless for the overall benefit of the customer. Through the software, it is possible to establish an overall view of sales trends, buying patterns, consumer behaviour and track the results of customer service on a real time basis. One major advantage that Microsoft CRM holds is its easy integration with existing Microsoft products such as Outlook, SharePoint portal, web browsers, mobile devices and other office applications (Microsoft Corporation, 2009).Describe and differentiate the CRM technologies used by sales departments and customer service departments. Sales and customer service work hand-in-hand. There’s no way to accomplish one without the other. Technologies that focus on sales basically help to automate sales processes without identifying what exactly the customer wants. On the other hand, technologies that focus on CRM help in designing successful campaigns, building on what the customer wants and how the customer can be successfully retained (CRM Landmark, n. d. ).Most CRM vendors now realize that these two applications work together and have resorted to pro ducing them in a single package. CRM technologies used by sales departments and customer service departments are often similar. Most vendors package these applications in a manner that allows both departments to fully utilize the CRM software. Conclusion IT plays a major role in the deployment of CRM solutions. It acts as an enabler for ensuring that customers continually have access to what they need and when they need it. It is no doubt that CRM solutions are a worthwhile investment and are here to stay.For these applications to work, it is necessary to provide people with the right skill sets and training facilities that will ensure that up-to-date technologies are maintained and deployed. In addition, CRM technologies need to be planned and staff must be guided through a comprehensive change management program to ensure a successful deployment. It will be exciting to see what the future holds for these software solutions. References CRM Landmark. (n. d. ). The Differences Betwee n Sales Force Automation and Customer Relationship Management.Retrieved April 27, 2009, from CRM Landmark: http://www. crmlandmark. com/crmjourney_sfaandcrm. htm Microsoft Corporation. (2009). Microsoft Dynamics CRM. Retrieved April 26, 2009, from Microsoft Corporation: http://www. microsoft. com/dynamics/crm/default. mspx Oracle. (2009). Customer Relationship Management. Retrieved April 27, 2009, from Oracle: http://www. oracle. com/applications/crm/index. html SAP. (2009). SAP CUSTOMER RELATIONSHIP MANAGEMENT. Retrieved April 27, 2009, from http://www. sap. com/solutions/business-suite/crm/businessbenefits/index. epx

Middle schools Essay

There are some types of conditioning that are employed in middle schools and high school settings. Take for example when the teachers enter the classroom, students are â€Å"conditioned† to react in certain ways. Thus, this depends on what they are used to and how teachers will treat such type of behaviors. The initial reaction of the students is referred to as the ‘baseline behavior’ (Honolulu Zoo Organization, 2009). Before any type of conditioning is applied, this behavior should be observed and recorded. In a classical conditioning, there is a large dependence on the association of a stimulus to a response and has involuntary reactions (Comparison of Classical and Operant Conditioning, 2009). In a classroom setting, classical conditioning can also be applied. Say, students love their music class and that they love to sing. Thus, before each music class, the teacher would play a song. Thus, when the students hear the music, they may start to sing or hum to the tune of the music. This increases their awareness that music class will be next. Then, shaping is applied where a series of actions are equated to a series of reactions. This defines the difference between the baseline and terminal behavior. For an operant conditioning, the most notable feature is the ‘reinforcement’ and that the reactions are voluntary (Comparison of Classical and Operant Conditioning, 2009). Say when one teacher enters the classroom, the students to stand up and greet by applause. This may be construed by the teacher as the good behavior and, thus, the teacher may give a reward for each student when the students stand and applaud. Say, the reward is a candy bar, which now serves as the positive reinforcement. Consequently, without the â€Å"stand and applaud response,† the candy bar is withheld and students are forced to stand, thus a negative reinforcement. When this is done in an every â€Å"stand and applaud reaction† response basis, thus, continuous reinforcement is applied. Within the shaping, reinforcements may vary. The reinforcement may be done in random, meaning candy bar is not given every time the stand and applaud reaction is done by student, which is called variable reinforcement. If in case the teacher gives more candy bars for a louder applause, then this is now referred to as the selective reinforcement with the aim of increasing performance. Another schedule of reinforcement is the bonus wherein the students may receive more candy bars than the usual as a surprise. The terminal behavior is the behavior after the ‘shaping’ is applied. In this example, the students’ action of standing and applauding every time the same teacher enters the classroom is the terminal behavior after the shaping including the reinforcement. Negative reinforcement is if students fail to stand and applaud or if they just sit instead of stand, the candy bar is then withheld, thus, the students will go back to the stand and applaud response for the candy bar. Negative reinforcement then pushes that the students do something for their benefit. Punishment, on the other hand, is when the students stand and applaud and then they are all sent to the principal’s office, which weakens the ‘enthusiasm’ for stand and applause behavior. Then, if the candy bar is removed after the ‘stand and applaud reaction’, thus, the reaction is no longer encouraged and this is then called the extinction. Reward is a very powerful tool for students and the proper use of it should be understood before it is utilized by the members of the academe. In the same manner, rewards can make or break students’ habits and behavior. This could be dangerous since there is a tendency of students lacking the initiative to work without the reward. This may keep students from doing their best since there is no visible gain for better performance in school. On the other hand, this may also be very helpful in stirring movements for students towards positive actions and better performance. This may be an extra boost on their determination to achieve more in their activities. Reference: Comparison of Classical and Operant Conditioning. (2009). The McGraw-Hill Companies. Retrieved March 26, 2009 from http://www. dushkin. com/connectext/psy/ch06/compare. mhtml Honolulu Zoo Organization. (2009). Operant Conditioning Terms. Retrieved March 26, 2009 from http://www. honoluluzoo. org/enrichment_operant_cond_terms. htm

Ethnicity and the Immigrant Experience

Ethnicity and the Immigrant Experience When thinking about immigration, most individuals imagine all different types of ethnic groups traveling to a separate land away from their own. Most imagine America. Immigration, throughout history, has occurred within all types of ethnicities. When taking a closer look at the individuals living in America, it is apparent that everyone is not exactly like one another. Assimilation becomes a popular word used when discussing migration, and both positives and negatives come along with it.Two theorists that discuss the meaning of assimilation in their writings are Stephen Steinberg in his book, Ethnic Myth, and Milton Gordon in his book Assimilation in American Life. They discuss issues regarding assimilation and how they affect the nation as a whole. A novel written by Chang-Rae Lee titled, Native Speaker, gives specific examples as to how the assimilation process affects others and the migrants themselves, as also described in both Steinberg and Gordon’s books.In Steinberg’s book, Ethnic Myth, he discusses with his readers the issues regarding ethnic identity and assimilation. This is presented and explained in the chapter titled, The Atrophy of Ethnic Cultures. He first talks about the idea of the â€Å"melting pot† and how it should not be analyzed lightly. He gives a quote from John Higham that says, â€Å"Loud assertions of pluralism almost invariably betray fears of assimilation† (Steinberg, 59). This means that minority groups that try to maintain their cultural traditions may, in fact, risk assimilation by doing so.Another point he brings to the surface is that when looking back at second or third generations of a specific minority group, these people still can relate back to their original traditions and culture identity. He then says, â€Å"But can the same be said of the new generation which has known only the Americanized version of the original culture? † (Steinberg, 60). This is an obvious prevailing issue when it comes to preserving ones culture.An example within the novel, Native Speaker, would be when Henry, the main character described as a Korean immigrant, explains the history with his father. His father, living in America, would gather with friends and participate in ggeh’s, or â€Å"money clubs. † Here they would win money and eventually, that is all that mattered to the Korean group. The shift from typical Korean traditions to owning all this land and money in American became a vast transformation. Henry says about his father, â€Å"In America, he said, it’s even hard to stay Korean. These alterations from one ethnic experience and tradition to another can be lost very quickly and potentially never be replenished. Throughout both Steinberg and Gordon’s writing, they both have similarities and differences when regarding assimilation. Gordon talks about these â€Å"ethnic meetings† which refer to assimilation. Throughout Gordon’s chapter titled, The Nature of Assimilation, he gives a numerous amount of definitions from theorists and writers that differ in various ways.In an essay that Gordon leaves the author anonymous in this chapter defines assimilation as â€Å"the process by which different cultures, or individuals or groups representing different cultures, are merged into a homogenous unit. Here Gordon talks about assimilation as positive, whereas Steinberg takes a different approach. Steinberg suggests that assimilation is not always a positive aspect simply because it can result in the loss of a cultural identity. This is present in Native Speaker because Henry continuously tries indulging himself into American culture.He cannot fully accomplish this, which essentially results in his wife, Lelia, leaving him in the beginning of the novel. As there are differences within Steinberg and Gordon’s readings, they do agree upon their understanding of the nature within assim ilation. Gordon says that cultural behavior changes â€Å"may take place in the cultures of either one of the two groups, or there may be a reciprocal influence whereby the cultures of both groups are modified† (Gordon, 62).Steinberg agrees with this statement because he suggests that the changing of one’s culture is at high risk when incorporated into a different culture. He says, â€Å"The ethnic crisis only begins with the fact that the core elements of traditional culture have been modified, diluted, compromised, and finally relinquished† (Steinberg, 62). Both writers describe this lack of identity in one way or another. Assimilation is apparent in any society, especially America. People of different backgrounds continuously trying to come together to create one nation is a crucial aspect in society today.Steinberg, Gordon, and Lee all discuss how assimilation has issues when it comes to preserving ones ethnic traditions and identity. What they all convey to readers however, is the fact that the merging of cultures will forever be essential and inevitable. Works Cited Steinberg, Steven. The Ethnic Myth: Race, Ethnicity, and Class in America. Boston: Beacon Press, 1978. Print. Lee, Chang-Rae. Native Speaker. New York: Riverhead Books, 1995. Print. Gordon, Milton. The Nature of Assimilation. Oxford University Press, 1964. eBook.

The Requirement for Employers to Allow Maternity Leave under United Essay

The Requirement for Employers to Allow Maternity Leave under United Kingdom Law Is a Disadvantage to Women in the Workplace - Essay Example This paper illustrates that many have argued that maternity leave is disadvantageous for working women since it holds back women’s progress in the workplace. Under the present UK law, a working woman who gives birth to a child is allowed to take maternity leave up to a year. For six weeks they are paid 90 percent of their usual salary, but after that, they rules vary and it can be around  £ 135 per week or even less than that. But maternity leave is becoming a huge burden on many businesses and women. The legislation thus directs many employers not to employ women and the companies are reluctant to give jobs to women of childbearing age. This part of the legislation, which is called family-friendly legislation, is wrong and needs to be abandoned. Many ordinary women in ordinary jobs do badly when they take advantage of the family-friendly legislation. When they join their work it becomes difficult for them to return to their earlier earnings and they don’t get their p ension rights when they were away. But organizations display a good pretty picture of the facilities which they offer to their working new mother. But the reality is actually very different. The new mother has to abandon her job for a fixed term. After first six weeks, her income possibly falls huskily and it takes her time to return back to normal salary level. These statutory benefits and provisions create a perverse incentive for a short term to return to work against what might be a longer-term interest. It is important to understand that the decision whether to return to work or not is difficult and individual. This may include personal inclination, circumstances, family income, costs at home, job and childcare.

The word of peace Essay Example | Topics and Well Written Essays - 250 words

The word of peace - Essay Example Begin your life pattern by doing things you feel motivated toward, even though they are not important to you at first. In today’s hectic lifestyle, there is no peace of mind and that’s the reason why people though monetarily strong have no peace of mind. What is the main reason behind this? Well, there are two main reasons: unnecessary possessions and unnecessary burdens. And because of these two fundamental reasons, there is no contentment – everyone needs more that what actually is needed. This can be seen in our society, nations and across the world. With time, the negative energy in the universe is increasing and as a result, there is more aggression despite millennia of religion, culture and civilization. Peace among people and nations remains elusive, but for the welfare of our society and for the future of humanity, peace is important and really deserves a chance. Being a social animal, peace is very crucial for us. It teaches us how to get rid of the endless chatter of mind, problems, anxiety, and stress that make us uncomfortable and severely affect our thoughts. Learn the art of living in a state of inner peace and happiness. If you seek peace sincerely, you can definitely find it. However, you need some deep thoughts to bring you to

Market segmentation Research Paper Example | Topics and Well Written Essays - 500 words

Market segmentation - Research Paper Example The market could be segmented into three major groups – young adults (age 22 to 35), middle – aged (age 36 to 50) and senior citizens (51 years and above). Nevertheless, the business scope (in terms of sales volume) of Chevy Volt is relatively high for first two segments because these consumers are tilted towards new hybrid vehicles and eco-friendly products (Welch, 2010). It is justified to argue that GM has currently a small market because there are fewer customers in the market that could easily acquire a $40,000 car in bleak economic scenario (inflation, high gas / fuel prices and unemployment). Indeed, GM sold only 647 vehicles in first 2 months of launch that confirms aforementioned argument (Jin, 2011). It should be emphasized that GM competes with Japanese makers like Toyota, Honda and Nissan that could easily produce and market a hybrid in range of $17,000 – 33,000. Therefore, GM has been planning to increase its production and sell 25,000 units a year. This would definitely enable GM to reduce Volt’s total market price by $8,000 – 12,000, thereby increasing its competitiveness and attracting a large pool of middle – middle customers.

Barriers to the Growth of Electronic Marketing Essay

Barriers to the Growth of Electronic Marketing - Essay Example It has been able to exterminate the monopoly in goods an series which has been considered important for the growth of the electronic business. Though it has recorded growth in the recent past, there have been many barriers to the growth of the industry. There have been many issues with the conduction of the business over the internet and other electronic tools especially problems to do with mutual trust and privacy of the deals. Lack of security through the internet and other barriers have been a great block to the growth of the industry. This paper explores the barriers which have prevented the growth of the electronic marketing. In the first section the paper will explore the growth of electronic marking looking at the factors that have enabled the industry to make such great strides. This will give us an insight on how there have been compounding factors that have acted as barriers for the growth of the industry. The second section will look at the actual barriers to the growth of the industry and discuss them in details giving solutions to what could be done in order to minimize the barrier to the growth of the industry. The last section will be a general conclusion which will summarize all the details on the paper. The future of marketing has been defined. ... has been able to transform researches on marketing, products and services, and other information to the main street of the world and in a manner that they can be accessed by anyone in any parts of the world and at any time. The internet has been able to revolutionize the market the at the same time we have a luxury of watching events in the world as they unfold which has helped customers to access growth of marketing in all dimensions. There have been many criticism about the internet on the social front citing isolation and connection issues coupled with the political impacts that it has had on many governments but few have talked about the revolution that it has created on the economies of the world except the attention that has been paid on the stock market new that we receive over the internet. (Brown and Duguid 2002, p. 71) Since the 1990s when the internet was developed there has been tremendous growth in e-marking and a general growth of ecommerce. Companies have become open to the scrutiny of the whole world which has made it prerogative for the companies to open their operation and practice more ethics. But it is not only in the practicing of ethics in the corporation but also in the way the process of making business deals with these corporations that has been the main advantage of the internet to the consumers and to the corporations. There has been rising use of the internet as we clock to this decade and it seems to have become the centre of life of many people not only in America but also in the whole word. Recent researches shows that there have been a remarkable drop of about 8 percent on the number of hours that Americans have been spending watching TV and at the same time there have been increased number of house about 8 percent that they have

How could human cloning harm or benefit us Essay

How could human cloning harm or benefit us - Essay Example As there are different types of people living in the world, their perspective for the concept of cloning is also varied and based on different religions, demographics and the social aspects. Body The human cloning is a phrase that is used to describe the artificial ways of cloning human being such as human clones as the identical twins that came into existence as a natural reproductive process. This type of cloning is known as embryo cloning. In scientific field, cloning has three different types. The three types of cloning are termed as therapeutic cloning, reproductive cloning and embryo cloning. The first type of cloning or therapeutic cloning is highly used in the world of cloning that consists of adult cell cloning that is used for further research in the field. The second type of cloning is reproductive cloning that is entirely based on the reproduction of clones with the use of human cells. The various countries of the world have different perspective of accepting or declining the concept of human cloning. There are some countries that are willing to accept the concept of embryonic cloning, although, they are against the reproductive human cloning and involves India, China, England and Singapore. Nevertheless, there are few countries in the world that have directly and strictly prohibit the practicing and research of embryonic cloning and include Australia, Brazil, Germany, France and Mexico. In U.S. albeit the embryonic cloning is not prohibited, however, there are few states that have made it illegal and against the law. Moreover, the financial support from the federal department for the purpose of cloning research is also entirely banned. For that purpose, a bill was also proposed in the United States but was not passed that aimed to restrict the American citizen to travel other countries for the purpose of getting stem cell treatments with the help of embryo cloning. It has been seen that the cost of research of cloning just on animals in quite expen sive, thus makes it double or triple time costlier for the human cloning. It is because of the reason that scientists and researchers are mostly working on animal cloning extensively and various types of cloning studies are conducting on different animals including monkeys and frog cells. In the field of cloning and biotechnology, the researchers of United States and Europe have made the highest contribution when compared with the other countries. According to a cloning research in 2009, the American heart Association has provided the financial support for researching animal cloning, human DNA sequence and cell lines. In 2007, American state of California undertook a voting process where residents voted in favor of embryo cloning and even made the funds for the further research in the field. it is due to those people and most particularly the Californian scientists that the concept of human cloning gain momentum. The idea of opening up the human cloning clinics in Chicago was initia ted by the scientist Richard seed in 1998. He planned to open up almost twenty clinics in the country and other six clinics on the international grounds. Each country and its citizens have their own set of beliefs and reasons as to why the concept of human cloning must be accepted and promoted and why it should be banned and prohibited entirely. The most common reason is related to the ethics that promotes the banning of human cloning because in the beginning, the human cloning