Anaylsis of To His Coy Mistress by Andrew Marvell Essay -- To His Coy

This sonnet has been written as a solicitation to the writer's demure (or bashful) special lady, the award his craving for them to have intercourse. He contends that for to defer has neither rhyme nor reason on the grounds that 'at my back I generally hear/time's winged chariot hustling along close'. A lot of his contention is made through a progression of metaphor (h-p rb-l) A saying wherein misrepresentation is utilized for accentuation or impact, as in I could rest for a year or This book gauges a ton. Here he is portraying how moderate they could move to perfect their affection if there were no weight of time. As every Cavalier artist, he underpins the announcement of carpe diem, or hold onto the day, that is an augmentation to the Renaissance code of valor. Today, the speaker's discourse may appear to be misogynist in its disposition toward ladies and unreliable in its mentality toward the demure escort (the speaker doesn't clarify how he would hold onto the day if the lady got pregnant, for instance). The fancy woman might want to defer sex (hypothetically until she and the speaker are hitched). The speaker needs to perfect their physical relationship now. The sonnet's speaker is endeavoring to convince His Coy Mistress to engage in sexual relations with him. The speaker appears to be disappointed, eager, and to feel a desire to move quickly in seeking after this objective. Despite the fact that the rhyme plan of the sonnet follows a straightforward couplet design (AA, BB, etc), two couplets use inclination or sporadic rhyme, not just to change the tedious example however to fortify the sonnet's subject. Lines 23 and 24 utilize the rough rhyme lie/endlessness; lines 27 and 28 recurrent this abnormality: attempt/virginity. The writer utilizes stops and enjambment (running one line into the following immediately) to separate the slick example that the couplet rhyme plot ... ...ense of earnestness and fear if the man doesn't get what he needs. Structure: couplets 5. Ganges (gnjz) A stream of northern India and Bangladesh rising in the Himalayan Mountains 7. Humber: Hull, where Marvell lived as a kid, and which he represented as a M.P. for about twenty years from 1659, is on the waterway Humber. 10. The change of the Jews was to occur not long before the end of the world. 11. vegetable love: that of his vegetable'' soul. 29. interesting: exquisite, fake. 34. dew. The first perusing is glew,'' which has been supported as signifying sparkle.'' 36. moment: prompt and critical. 38. affectionate (mr-s) 1.Strongly pulled in or arranged to adore, especially sexual love. 2.Indicative of affection or sexual desire: a desirous look. 3.Of or related with adoration: a passionate sonnet 40. slow-chapp'd: i.e., with moderate eating up jaws.

terrorism and the media essays

fear based oppression and the media expositions The twentieth century everything except brought forth the idea and thought of fear based oppression, in any event towards America. For what reason was the twentieth century such a prime century to have the reproducing of fear based oppression towards the United States? The book Terrorism and the Media, by Brigitte L. Nacos shows precisely why how fear based oppression plays on our general public. Our nation is the main country on the planet, this is definitely what demonstrations of fear based oppression play on. There are various sorts of fear based oppression, Nacos lets us know, just as various kinds of culprits. Nacos centers around blameless Americans not in high positions. A significant point that Nacos helps us to remember, is the way that it is commonly not the complaints of the culprits that general society is against, it is the methods they use. This book was expected to show the relationship of psychological oppression to the media and how it flourishes with it. Nacos starts with the case of the World Trade Center Bombing in 1993, the biggest fear monger assault on American soil up to that point. This assault dispersed the legend that enormous psychological militant assaults couldn't be arranged on U.S. soil. Nacos proceeds, nonetheless, with various instances of occurrences abroad including Americans: the executing of 258 Americans at the Embassy in Beirut, the homicide of a naval force jumper in the capturing of TWA flight 847, the besieging of Pan Am flight 103 and the resulting murdering of 270 travelers on board, and some more. Nacos utilizes every one of these guides to show that in including the harms, expenses, and number of casualties, psychological oppression winds up being simply a disturbance numerically when one considers the quantity of passings happening in the U.S. However the importance, says Nacos, doesn't lie in the quantity of lives taken or in the measure of decimation exacted; it lies in the quantity of lives compromise d and in the measure of dread and fear created (3). This is the place the media becomes possibly the most important factor as per Nacos; The way the media, general society, and leaders respond to vi... <!

Therapy Dogs to Improve Mental and Physical Health

Therapy Dogs to Improve Mental and Physical Health Stress Management Print How Therapy Dogs Can Improve Mental and Physical Health By Trisha Torrey facebook twitter linkedin Trisha Torrey is a patient empowerment and advocacy consultant. She has written several books about patient advocacy and how to best navigate the healthcare system. Learn about our editorial policy Trisha Torrey Updated on December 08, 2019 ivanastar / Getty Images More in Stress Management Effects on Health Management Techniques Situational Stress Job Stress Household Stress Relationship Stress Therapy dogs are pets that improve your health by giving emotional support. You can train your dog to be a therapy dog to provide support to yourself and to others. Therapy dogs live in peoples homes. They can also visit a variety of settings, including retirement or nursing homes, schools, hospice homes, and hospitals. They are trained to be gentle and friendly and to accept strangers hugging them or petting them. They are patient and unbothered by children who tug at their fur or adults who want the smaller ones to sit in their laps. Therapy dogs are just one type of therapy animal. Other pets that are often used for emotional support are cats, rabbits, birds, horses â€" even llamas and alpacas. The Difference Between Therapy Dogs and Service Dogs You may have also heard of service dogs, but theyre different from therapy dogs. Service dogs are trained to perform specific tasks on behalf of their owners. They receive rigorous, high-end, task-oriented training aimed specifically at helping their owners overcome disabilities. There are laws set forth by the Americans With Disabilities Act that allows these dogs to accompany their owners in public places.  Therapy dogs are sometimes called comfort dogs. They support a persons mental health by providing attention and comfort. Their sweet demeanors and unconditional love may have a therapeutic benefit to those who face difficult health challenges. Unlike service dogs, however, anyone can enjoy a therapy dog. Another difference between therapy dogs and service dogs is that therapy dogs are not covered by the ADA. As a result, they dont have the same privileges for appearing with their owners in restricted public places unless special permission is provided ahead of time. The therapy pet must be invited to the premises to provide some positive comfort therapy. What Is an Emotional Support Animal? How Therapy Dogs Can Boost Your Health Some mental health challenges and psychiatric disorders are known to respond well to therapy dogs. Patients diagnosed with a range of issues, such as depression, bipolar disorder, autism, ADHD, post-traumatic stress disorder (PTSD), and even Alzheimers disease benefit from their interaction with therapy pets. Sometimes, emotional challenges are the result of physical health problems, and therapy dogs can help with those, too. Experts suggest that patients who are recovering from difficult surgery or a bad accident who spend time with pets may heal more quickly. Studies have shown that such interactions can increase the mood-boosting hormones oxytocin and dopamine and decrease the stress hormone cortisol. What Kind of Dogs Can Be Therapy Dogs? Any friendly breed of dog can be considered a therapy dog with a bit of training. Larger breeds like golden retrievers, standard poodles, St. Bernards, and Labradors are commonly used as therapy dogs. But smaller breeds like mini poodles and Pomeranians are good choices when the dog and the patient are sharing a small space. The dogs good demeanor may partially be a function of its breed, but its mostly dependent on how the dog is raised and how evenly its temperament develops. Prior to being accepted as therapy animals, dogs are tested and observed for their response to stimuli, such as loud or confusing noises, suddenly being grabbed, or even equipment, such as canes or wheelchairs. Getting Your Own Therapy Dog   If you would like to learn more about finding a therapy dog to help yourself or a loved one, there are a number of directories online. Do an online search for therapy dog and the name of your city or town to find individuals and organizations near you. If youre interested in learning about training your dog to be a therapy dog  or visiting nursing homes or other facilities with your pet, do a web search for therapy dog training and the name of your city or town to see what opportunities are available. Or simply phone or email the facility you have in mind to learn their acceptance procedure. The 9 Best Online Therapy Programs

A Home for Inspiration

There are lots of unrecognized genius writers, who experience writing block and think they might be in need of changing the scenery to get some inspiration, but cannot afford themselves any trips. There is also quite significant amount of homeless writers, as well as those, who have to rent their apartment. If you can relate yourself to one of these groups – turn your luck around, join an alternative writer’s residency program in Detroit and get yourself a house (and a home). Who Gives Free Houses Out? Back in 2012 urban activists and writers of Detroit gathered and realized that there are apparently not enough bohemians in their city. That is why it was decided to found a special organization, the name of which is now Write-A-House (WAH) and which uses vocational training to renovate old vacant houses and then grants them to low-income writers. What is WAH’s Goal? The members of Write-A-House organization confess that their movement has several missions. The first one is to provide youth with useful building and carpentry skills by offering them a vocational education. Secondly, WAH would like to renovate old Detroit houses. Thirdly, this organization is willing to make literary arts of Detroit more vivid by adding some fresh blood to writer’s community and providing newcomers with homes. The most sacred wish of the founders of Write-A-House organization is to build a literary colony in Detroit – but there are lots of steps, that need to be taken before reaching this goal. Charity, Miracle or Something Else? The main difference between WAH and typical writer’s residency program lies in actually giving all the houses away. Forever. That means – if a writer wins the right to get a house in Detroit he will never be made to leave it. By getting a place to live he gets himself a home. It surely doesn’t sound like anything real, but it is true anyways. People who do not believe in miracles (and there are more of them among low-income writers, than not) ought to be suspicious about this whole house-giving-away thing. But there comes another explanation: one of the goals of WAH community is to create safe neighborhoods. Writers may be eccentric, but they will surely make the neighborhood more interesting and less dangerous than most people who usually find their shelter in old, left by everyone else, houses. Anyways, getting yourself a free home in Detroit is definitely worth trying.

Social Patterns Of Subculture And Crime Essay - 980 Words

#2 Discuss three different social patterns regarding subculture and crime, i.e., who are more likely to be perpetrators? Victims? Who is most likely to be incarcerated? What crimes are females more likely to commit than males? What is the â€Å"gender contract†? Every year, one out of five people is a victim of a crime in the United States. (8) Have you been a victim of a crime or committed a crime in the last year? In the U.S. approximately 12 million crimes are committed yearly. What factors attribute to crime? The 6 main factors of crime are gender, age, social class, urban/rural residence, race and ethnicity. (1) Poverty fosters large crime rates. Where you find poverty, you often find crime. Urban areas are commonly known to be densely populated. High population along with the close proximity of businesses provide criminals with larger amounts of potential targets. For many impoverished people, the potential benefits of crime outweigh the risks of being caught. The pressing need for material goods, such as food, can steer people to commit crimes. Often threats and violence produce larger quantities of goods, which provokes people to commit even more violent acts. These acts are carried out primarily by people from poorer segments of the population and who are more likely to live in urban areas. Racial and ethnic discrimination leads to anger and frustration that in turn can promote criminal behavior (2). On average African Americans and Latinos are much poorer thanShow MoreRelatedThe Theory Of Crime Theory1329 Words   |  6 PagesProbably the single most influential and certainly the best-known crime theory among all the sociological theories of crime is that of strain theory. Strain theories argue that there are certain socially generated pressures or forces that drive people to commit crimes. More specifically, the classic strain theories argue that people, particularly those of lower class status are pressured into crime when they are prevented from achieving cultural goals like monetary success or middle-class statusRead MoreYouth Deviance Essay1376 Words   |  6 Pagesof different things. Critically examine the theory of deviance with reference to young people and their membership in deviant subcultures or gangs. Deviance is associated with young people today and is rapidly on the increase within the street and school environment. Young deviants are engaging in gang membership and subcultures with a means of social belonging, social interest and ethnic identity. There are several sociological and subcultural theories which deem to explain deviance. Some ofRead MoreOutline and Evaluate Functionalist Explanation of Crime.1442 Words   |  6 Pagessees the source of crime and deviance located in the structure of society. Although crime and deviance might be stigmatised in society, some sociologist think it is important to have it occur and there are some benefits to it. Durkheim (1982) argued that crime is an inevitable feature of social life, because individuals are composed to different influences and circumstances, and so not everyone can be equally committed to the shared values and moral beliefs of society. Despite crime and deviance’s threatRead MoreRacial Differences Between Criminal Involvement And The Subculture Of Poverty1269 Words   |  6 PagesSocial class differences are used to explain racial differences in criminal involvement in the United States. Social Class is defined as a division of a society based on social and economic status. Usually when a person thinks about crime in the United States, he also thinks about the race of the person and the crime. Thinking about crime anywhere in the world is to think about why certain groups of population have more criminal activity and involvement than other groups. People usually focus onRead More Crime as Functional, Inevitable and Normal Essays707 Words   |  3 PagesCrime as F unctional, Inevitable and Normal Crime can be functional in bringing about social change - when social norms are unsuited with the conditions of life. A high crime rate is an indication of a social system that has failed to adapt to change. Deviance, acts as a warning device, indicating that an aspect of society is malfunctioning. Deviance may also act as a safety valve - a relatively harmless expression of discontent. For example the invasion of the HouseRead MoreThe Cultural Theory Of Crime And Violence1515 Words   |  7 PagesDefined, a subculture is a culture that exists within the main dominant culture of a society. Therefore, members of a subculture will have different norms and values to those in the rest of society, which in turn could lead to them being seen as deviant because of this. Youth subcultures provide members with an identity that sits outside of that assigned by social foundations such as family, school, home and work. Participants of a subculture often make people aware of their membership by makingRead MoreAccess to Opportunity Structures in Causing Crime and Deviance640 Words   |  3 PagesThere are many different factors that have to be considered when examining the role of access to opportunity structures in causing crime and deviance. Merton’s ‘Strain theory and anomie’ argues that deviance arises from the structure of society and that unequal access to legitimate opportunity structures is the cause of deviant behaviour. The main point that Merton’s theory outlines is the fact that people engage in deviant behaviour because they are unable to achieve socially approved goals by legitimateRead MoreCritically Discuss Three Sociological Approaches to Explaining Crime1188 Words   |  5 PagesCritically discuss three sociological approaches to explaining crime? One of the most predominant areas of study in sociology is in the explanation of crime and deviance in society. Criminal acts are those which violate established formal laws, whereas deviance refers to the breaking of social norms. Crime and deviance are a social construct as they are decided by the people in a society and can vary greatly depending on the society in question, as well as the time period being studied. In theRead MoreCriminal Activity And Its Control1851 Words   |  8 Pagesexplanations of crime and its control. Contemporary criminology uses scientific methodology, creating research data that looks at the larger issue of crime, being the social construct of ever altering societies and cultures. Contemporary criminology contains a wide range of theoretical approaches from which all take stands against the older theories like Lombroso’s classic theory ‘Born criminals’. As a result criminologists recognises that what is perceived as criminal activity and crime is constantlyRead MoreESSAY - Examine sociological explanations for the lower rates of recorded crime in rural compared to urban areas1414 Words   |  6 PagesQUESTION: ‘Examine Sociological explanations for the lower rates of recorded crime in rural compared to urban areas’†¦ A group of sociologists based in Chicago became known as Chicago School, and they argued that the growth of cities produced distinctive neighbourhoods, each with its own characteristic lifestyle. Shaw and McKay applied this perspective to their study of delinquency. Statistics from their study shows that 9.8% of crimes committed are usually found in the Central Business District (CBD). However

Mechanics and Newton’s Law Free Essays

For billion of years, the Earth has been tirelessly orbiting around the Sun. This repetitive motion was kept by the virtue of gravitational force. And for us to understand the whole story about this, we need not to travel away from the Earth. We will write a custom essay sample on Mechanics and Newton’s Law or any similar topic only for you Order Now Instead we just study these things in our planet. We can study them by relating the motions of vehicles in a curved road, a plane making a landing on the airport, and many more. And we can understand all of these through Physics and its branch Mechanics. Physics is the study of the basic principles that include light and matter, in order to discover and understand these implications of these laws, we can use the scientific method. There assumptions that there are rules and guidelines that should be followed for the universe to function. And these rules are partially understood by human beings (Crowell 22). While Mechanics is the branch of Physics that deals with the study of motion, matter, force and associated relationships between them (Alinea et al 29). And about 300 years ago, a brilliant mind was able to understand and relate his studies to everything that is concerned and related to the unanswered questions about the universe. This man named Isaac Newton came up with different conclusions and theories that are now fully accepted by the science society. His experiments gave answers to those questions and he left us with more things to think and discover. When he was about 23 years old, Sir Isaac Newton developed theories about gravitation in 1666, he claimed that all things fall to the earth because of a force called gravity keeps everything to be attracted and pulled down to earth. This idea came up when he was seating below an apple tree, then suddenly an apple fell down to his head. And on that day on he wondered why everything falls to the earth. Sir Isaac Newton Concluded that the Force between two mass containing bodies is given by the formula: F=G x (mass1 x mass2)/ (r) (r) Where F= force, G is the gravitational constant which is 6.67 x 10-11 N m2 kg-2, M1 and M2 are the masses of the two objects, and r2 is the square of their distance from each other. This experiment determines the attraction of objects through their masses. We can relate this to large quantities like stars, planets and other heavenly bodies. And even humans have attraction of forces from other things but these forces are very small and negligible in nature. About 20 years later, in 1686, he presented his three laws of motions-the Law of Inertia, the Law of Acceleration, and the Law of Interaction. These laws are to define, study, and understand the principles of forces and their interactions with each other along with other aspects which include acceleration Gravity, mass, and velocity. The first Law of Motion is called the Law of Inertia. It states that when a body is acted upon by a zero net force, the velocity remains constant. This velocity can be either at zero or non-zero magnitude (Alinea et al 35). This means that an object at rest, when acted upon by a zero net force, the object remains at rest. And if a moving object is acted upon by a zero net force, the object remains at that velocity and direction Imagine a car moving in a straight direction, if you exert two equal forces on either sides of the car, which will cancel each other and the result will be a zero net force, the motion of the car will remain the same. And this is also true with objects at zero motion or at rest. A good example of this law in our daily life is when you are sleeping. Assume that when you sleep, you were at zero motion. And your wife suddenly pushed you to the other side of the bed, and the tendency for you is to fall on the floor because the force acted upon you was non-zero. If you have another person on your other side, and that person will exert a force equal to what your wife will exert at the same time but opposite in direction, you will surely not to fall. Newton’s second law of motion was the Law of acceleration. It states that a body acted upon by an external on-zero net force will accelerate. And the net force is mathematically equal to the mass of the body times the acceleration (Alinea et al 35). Newton also made an explanation to the tendency of an object to move when acted by an external non-zero force. He gave the formula F=ma, Where â€Å"F† is the force acted upon the object, â€Å"m† is the mass of the object, and †a† is the acceleration of the object due to the exertion of the force. Experiments also show that the acceleration is inversely proportional to the mass, given by the formula a=F/m. This law explains why objects move when they are hit. An example is the car accident of former senator Rene Saguisag. According to the news, the van of the Mr. Saguisag was hit by a truck and it went about 20 to 30 meters before going stop. The Law of acceleration can explained to what happened to the van. Because the van was hit only in one side, the tendency of the van is to move and accelerate in the direction of the external force acted upon it. Another example is when you are walking down a street and suddenly you was hit by a muscular man about 200 Kilograms, and the tendency is you will move according to the direction that man was going and you will be accelerating due to the force acted upon you by that man. It happens all the time, even between pre-school pupils. The last law of motion is the Law of Interaction. It was stated that if an object A applies a force on another object B, object B is also applying the same amount of force but in opposite direction. And that their net force is zero (Crowell 145). It means that if you exert a force or effort to an object, the object exert the same amount of force but in opposite direction. For example, if you open a door, the door exerts equal amount of force to effort you exert on it. Much like of†what you do to others, they do it unto you†. Now that these laws explain and answer our questions about the universe, we can now relate it from the simplest parts of our daily life to the most complex structure of the universe. And for further analyzing and continuous exploration of the still undiscovered mysteries of the universe, we can develop and sustain answers to future questions that will make us enlighten our minds. And we need to cooperate and be part of the growing family of science that rooted from the intuitive and curiosity of the human brain to gain more knowledge in order to attain the best for our lives. And if I am not mistaken, we deserve to be the beings that were created to be alive. And every mind has the will to understand the whole of life, and what lies behind all those mysteries. And maybe we can account that for our Creator. Works Cited Crowell, Benjamin. Newtonian Physics. California: Light and Matter, 1998 Alinea, Allan L., et al. General Physics I. Philippines: C E Publishing, Inc, 2006 †Newton’s Law of Motion.† 1 December 2007.       How to cite Mechanics and Newton’s Law, Essay examples

The National Planning Policy Framewor free essay sample

The National Planning Policy Framework: ensuring the valiantly of town centers The National Planning Policy Framework (2012) brings up a series of directions for development of policies by local planning authorities. It features, amongst other subjects, the topic Ensuring the vitality of town centers. According to Guillotining and Nadia (20061 out-of-town shopping centers are generally seen as a threat to the town centers vitality and to sustainable development, by increasing car travel and consequent pollution.In this context of competition, the National Planning Framework (2012) presents policies intended to make town centers more viable and maintain their vitality. First, the National Planning Framework (2012) presents the need of local authorities to define a network and hierarchy of centers. Clangorous and Nodal (2006) classify them as town centre sites, edge-of-centre sites, district centers, local centers and out-of-centre sites. Following that. He local authorities should define the extent of town centers and set policies for land use in the site. We will write a custom essay sample on The National Planning Policy Framewor or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page With definition in hands, comes the part of allocation of suitable sites for centers. Local authorities should also foment attractiveness and competitive edge of existing and new markets, and also encourage residential development, as the last one is essential for maintaining the vitality of a town centre, boosting the regions evening economy. Ensuring the vitality of town centers may be summarized as defining centers, and giving priority to town centre sites over edge-of-centre sites and out-of- enter sites. These policies might be effective In some ways. Its easier to provide mass transportation In a converging manner. The majority of workers are traveling to the same region; this reduces public costs and pollution. On the other hand, diverse centers attract different travels, make the public transportation more difficult to manage, and encourage more cars traveling, that consequently, increases pollution.

How Can the Objective of Equality at Work be Promoted through Recruitment and Selection

How Can the Objective of Equality at Work be Promoted through Recruitment and Selection Introduction There is a new breed of human resource management that is relatively a recent entrant in business expanse due to the globalization of business that allows multi-nationals and corporations to conduct business worldwide. This is advanced business management strategized in congruence with strategic human resource management policies (Gibbon 1992).Advertising We will write a custom essay sample on How Can the Objective of Equality at Work be Promoted through Recruitment and Selection? specifically for you for only $16.05 $11/page Learn More It is a harmonized blend between strategic management and international business and aims at developing world wide strategies mindful of international laws and global market trends for global corporations. This requirement for a global approach to business management is necessitated by ground breaking shifts that continue to shape global business to which management strategies must resonate in tandem with to rema in relevant and competitive in the market. Such shifts that include information revolution and arrival of environmental ethic are revolutionary and cannot be ignored. This is a human Resource Management essay that seeks to address the question of how objective equality at work place can be promoted through recruitment and selection process of personnel. Goals and objectives The following are the objectives and the goals that this paper seeks to address and meet as it discusses how objective of equity can be attained and aided by the process of recruitment and selection. To investigate the effect of equality at work place during selection of personnel. To determine ways in which equality at work place can be promoted through the exercise of recruitment and selection of personnel. To investigate the relationship that such equality has with Human Resource Management practices To given insights on the mechanisms through which the objective of equality at work could be promoted through recruitment and selection The Concept of Recruitment and Selection For there to be a specific study of how objective of equity can be improved by recruitment and selection, it is imperative for there to be a concise consideration and assessment of what constitutes recruitment and selection first. Recruitment is a central concept in the act f Human Resource Management and one that stands alone in its pursuit of determining the best qualified and best suited personnel to be employed for specific areas of a company’s operation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The whole process of recruitment and selection if it were to be defined the definition would have to incorporate the process of making predictions concerning behaviours of prospective personnel on which the basis of their selection would be predicated (Newell 2005). The kind of predictions that is involve d in recruitment is a unique one; more like the one that is witnessed in actuaries when it comes to determining insurance premiums rather than the kind of prediction that is observed in crystal ball gazers. This is so because the kind of prediction that is employed during recruitment is one that is based on professional judgments which requires that there is a systematic assessment of what makes the individual under scrutiny outstanding in capacity, personality and overall contribution as well as assessment of the given requirements of the organizational post seeking to be filled by such a person (Newell 2005). Newell (2005) in his article Recruitment and Selection gives further incredible insights as regards the central role that recruitment has in human resource management and how it directly may help in assisting attain and improve objective of equality. One of the key insights that is brought out in this article is the fact that recruitment and selection has traditionally been v iewed as a process that helps organizations to accurately match a given individual applicant to the jobs that are outlined needing filling. This process is what the author calls a ‘Psychometric Model’ which focuses on the job as the intended end for which selection and recruitment is a process that helps meet this end by systematically coming up with the correct person with the required qualifications and capacities that is rightly qualified to meet that vacant place in an organization (Newell 2005). Here the author further adds that the key element to watch here is the employment of a specific selection method that is appropriately relevant and appropriate to predict ‘good’ employees for a given job correctly separated from ‘bad’ employees. This requires that these methods that are chosen have sound psychometric properties that depict them as both valid and reliable (Newell 2005).Advertising We will write a custom essay sample on How C an the Objective of Equality at Work be Promoted through Recruitment and Selection? specifically for you for only $16.05 $11/page Learn More The UK Chartered Institute of Personnel and Development shade further light to this concept of psychometric approach of recruitment and selection practice while talking about the importance of the approach recommends that â€Å"Care should be taken to use techniques which are relevant to the job and the business objectives of the organization. All tools used should be validated and constantly reviewed to ensure their fairness and reliability† (Newell 2005, p. 116). This is the approach that has been taken and adapted by the current employment structure where as opposed to the importance that was given to the physical skills of the applicant in previous models, this approach places greater emphasis on social skills which is due to the fact that current market trends and requirements indicate that there is greater importa nce of one’s social competencies as regards interpersonal, communication, and social skills for the benefit of the employee and the customer (Watson 1994). In fact to authenticate this surmise, a case study by Callaghan and Thompson (2002) as recorded by Newell, realized that in fact in the Call Centre Recruitment that was studied, the criteria that was used for selection and recruitment of personnel was based on the following factors in order of priority: personality trait, verbal communication skills, interpersonal skills and technical skills (Callaghan 2005, p. 117). With the foregoing assessment and discussion, it is clear that the objective of equity can be to a large extend be promoted through the practice of recruitment and selection. Torrington, Hall and Taylor (2005) claim that organizations can achieve objective of promoting equality at work through development of recruitment and selection processes that satisfy and conform to regulations and legislation on equality and inclusion strategies on human capital management (Torrington, Hall and Taylor 2005). For an organization to demonstrate compliance with equality legislation, the organization has to demonstrate availability of ongoing reviewed working practice documentation on organizational commitment and values of diversity.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The capacity of organization to demonstrate commitment should be based on capability to demonstrate capacity to improve organizational processes and performances subject to human capital participation and involvement in diversity and inclusion strategy development with regard to equality in human capital selection and recruitment (Torrington, Hall and Taylor 2005). Employee participation in development of strategy for equality recruitment and selection results into employee increased awareness on the organizational business model and business case that makes it possible for employees to understand and take active role in implementation and promotion of the equality in selection and recruitment. This provides environment for employees to demonstrate organizational citizenship behavior and develop organizational identity hence increased organizational employee ownership. In addition to this, for there to be appropriate reinforcing of objective of equity Watson (1994) suggests that rec ruitment and selection procedures should be structured towards capacity for demonstration of organizational values on equality as a function of recruitment and selection strategy through development of a work environment that is meaningful and relevant to diverse workforce (Watson 1994). The work environment should promote capability of employees to exploit their full potential without regard on social identity as a function of employee gender (Walby 1988); employee race and ethnicity; employee nationality, disability and age (Thornley 2003); employee sexuality, beliefs, traditions and marital status (Kirton and Greene 2000) and employee political affiliation (Adnett 1996, p. 61). The capability of an organization to develop a structured equality and diversity objectives via recruitment and selection should satisfy different legislations and regulations. The organization ought to ensure ongoing evaluation and assessment of the equality in selection and recruitment by contracting an agency to be conducting equality analysis of the organizational selection and recruitment processes to identify position of the organizational equal opportunities policies and diversity and inclusion strategies towards promoting different facets of equality. The organization could develop internal equality monitoring programs that should be structured towards fostering fair employment and treatment order 1998 and race relations (amendment) act 2000. The organization should invest in internal analysis of organizational capacity to ensure equality programs satisfy Disability Equality Duty 2006 and Gender Equality Duty 2007. The organization could achieve objective of equality by conducting equality monitoring data on age, religion, beliefs and sexual orientation towards management of homophobia and employee harassment on basis of gender, marital status, race, traditions and color (Walby 1988). The organization should monitor efficiencies of its equality monitoring programs through ong oing reporting on equality monitoring. Monitoring ensures organizational practices conform to regulations and legislations with regard to employment equality (age) regulation 2006, Employment Equality (Sexual orientation) regulation 2003 and Employment equality (religion and beliefs) regulation 2003) and equality acts. Another approach to the topic question is to view equality objectives as an avenue to demonstrate procedures that are followed during recruitment and selection (Campbell et al. 1996). Organization ought to document procedures for selection and recruitment, develop framework for policy adjustment and capability for addressing employee concerns through development of equality policy on employee management and conduct. The equality policy should demonstrate capacity for equal opportunities for employees and future employees, through a documented framework for training, recruitment and promotion. As a result, the organization should demonstrate compliance with codes of pr actice with regard to equality legislation and capacity to satisfy statutory provisions on equality objectives on recruitment and selection (Gibbon 1992). This means, equality regulations should be complied with to ensure minority groups are represented. The equality objectives should clarify and illustrate rationale for managing discriminatory behavior and incidents through increased awareness on standards of equality policies and non-tolerance to sexist and racist behavior (Aube and Rousseau 2005, p.193). Equality Objectives Foundation for Recruitment and Selection Newell (2005) advanced an argument that equality objectives towards recruitment and selection should demonstrate conformity to theoretical framework on recruitment and selection best practices. As a result, recruitment and selection standards should conform to essentialism theory and system theory through demonstration of equal opportunities through development of objectives towards elimination, prevention and control o f employee harassment and victimization. The foundation of equality objectives are provided for by different equality regulations and legislations that seek to protect employment on basis of the following factors: Age Disability Gender Reassignment Race Pregnancy and Maternity Partnership Sexual Orientation Sex Religion or Belief Marriage and Civil Equality Objective Alignment to Organizational Culture Cockburn (1992) indicates that equality objectives on selection and recruitment practices should demonstrate organizational culture and mechanism culture is aligned to values that govern processes and operations. As a result, equality objectives should be structured towards promoting values of equality objectives and rationale for development of procedures for achieving values of equality objectives. This means, equality objectives should clearly define rationale of implementing equality rights and capacity for aligning organizatio nal systems on equality objectives to essentialism and system theory. Principles for Recruitment and Selection Gibbon (1992) claims equality objectives should be structured towards utility of principles of recruitment and selection. Adoption of equality objectives should not translate into failure of recruitment and selection processes to contribute into acquisition of organizational positions without consideration for employee competencies with respect to experience, qualification, attitudes on team work and innovation. As a result, equality objectives should be structured towards compliance with employee recruitment and selection legislation and regulations on service equality and diversity and inclusion policies. This means eligible candidates for a given organizational position should have access to vital information on the position in order to enhance cross-gender participation. Gibbon (1992) argues that equality objectives should demonstrate â€Å"enforcement of policies and procedures that are fit for selection and recruitment goals† with increased emphasis on â€Å"clarity and transparency of communicated information on the organizational vacant position† (Newell 2005, p. 126). In addition, Kirton and Greene (2000) indicate that recruitment and selection should satisfy organizational identified requirements for equality and diversity without merely fulfilling equality objectives at the expense of organizational performance. Torrington, Hall and Taylor (2005) advanced argument that equality objectives should demonstrate capability for the organization to achieve culturally diverse workforce; adopt strategies that could contribute into delivery of psychological contract, enhance employee involvement and engagement hence capability for increased employee retention. Competencies of an Equality Objective on Workforce Diversity Gibbon (1992) argues that equality objectives should be structured towards realization of a committed diverse workforc e and should enhance capacities for employee citizenship behavior. The organizational equality objectives should provide a reflection of integrated diverse workforce that should identify requirements for diversity and profile of employees towards achievement of a diversity and inclusion strategy (Damanpour 1991). Equality objectives on recruitment and selection should demonstrate organizational technical competency development through use of social networks to communicate on organizational equality objective statement. Employees have increased awareness on rationale for equal opportunities as work environment that doesn’t compromise on discrimination subject to need for fair and equal treatment. Contrary, organizations ought to identify limitations to attainment of equality objective through compliance with regulations on equality with regard to race, sex, and disability acts which has created environment where positive approaches to diversity and inclusion management could n ot be accounted for (Watson 1994). The rationale for implementation of equality objectives on recruitment and selection ought to be a continuous process subject to ongoing measurements and results assessment. Aube and Rousseau (2005, pp.192-196) claims that equality objectives should be structured towards achievement of organizational learning culture, development of workplace equality roles and responsibilities and alignment of equality objectives to organizational or business strategy (Newell 2005). In addition, Gibbon (1992) claims that success of equality objectives towards sustainable recruitment and selection policies depend on management support for equality culture. As a result, management ought to demonstrate commitment to equality objectives through increased input towards increased equality accountability, ownership of equality schemes and governance. The equality objectives sustainability is dependent on organizational investment and documented performance metric measure s for recruitment and selection. The equality objectives with regard to selection should provide foundation for employee participation, rationale for employee professional and personal development, management of cultural barriers to equality objectives and development of supportive diversity and inclusion strategy (Baron et al. 2006). Newell (2005) argues that equality objectives towards sustainable recruitment and selection should be supported by a functional business case and model that supports equality objectives. Business case that supports equality should form benchmark for achievements of equality objectives with regard to recruitment and selection strategy. An equality strategy has capability to decrease employee victimization, productivity and performance index that contribute into gradual decrease of legal cases arising from employee suits on discrimination and harassment (ILO 2009). Equality objectives ought o outline rationale for employee dispute management; contribute into development of employee relations programs, employee referral programs and employee rewards programs. Using Equality policy to Develop Roadmap for Recruitment Newell (2005) claims that organizations should structure equality objectives for recruitment through use of pro Mosaic II assessment tool towards capacity for realizing equality in the workplace. Pro Mosaic II assessment tool provides an organization with opportunity for creating a roadmap that could be used to develop framework for base-lining equality, diversity and inclusion strategy. This means an organization equality policy should provide rationale for determination of status of equality objectives, communication of measurements of individual employee performance and productivity as well as teamwork performance. Thus, equality policy should provide objectives for recruitment that should be used towards internalization of organizational diversity and inclusion strategy (Damanpour 1991). Equality policy should inform on rationale for organizational self assessment and objectives deliverable towards implementation of diversity and inclusion strategy, improvement of recruitment and selection strategic planning, and implement initiatives that enhance and create value to diversity and inclusion strategy and identify what could create value to the equality policies and strategy based on the organizational cultural mix. Outcomes of Pro Mosaic II surveys should help organizational equality policy and objectives towards realization of continuous improvement in terms of benchmarking capacity to deliver sustainable framework for equality, diversity and inclusion strategy which positions the organization to achieve employee ownership and gain from employee retention rate and value. Organization could utilize collaboration model in order to exploit values of equality strategy. Incorporation of collaborative model enhances capacity to gain from organizational networks and transfer of knowledge. The Element o f Leadership in Recruitment and Selection Goffman (2006, pp.131-3) claims equality objective should be structured towards achievement of objective of equality in employee skills and competencies. Thus, equality objective should demonstrate a working framework where recruitment and selection contributes into attraction of competent leaders to tasks. The equality objective based on leadership capabilities should contribute into provision of equal opportunities of employees for training and development that should result into capacity for internal promotion of employees. Thornley (2003) advanced argument that equality objectives should be structured towards development of employee development support programs that should prepare employees for future organizational opportunities hence equality objective should demonstrate capacity for alignment to motivational theories (Thornley 2003). The equality objective should highlight leadership programs, mentorship programs and coaching strategi es towards improvement of employee competencies. The equality objectives with regard to recruitment and selection should provide multi-entry paths or qualification to a given employment position (Walby 1988). According to Torrington, Hall and Taylor (2005), the organization should implement work placement programs that should help the organization to identify best candidates for different emerging positions in the firm. Work placement provides a knowledge pool that the organization could use to develop its human resource competencies (Adnett 1996). Conclusion From the preceding discussion, it is clear that the goals of the research were achieved and its objectives justifiably met. This has been shown through a detailed determination of the various mechanism through which objective of equality could be promoted through recruitment and selection. To summarize the above discussion, there are two models that clearly indicate the areas through which recruitment can promote equality of eq uity. The paper has also appropriately met the four objectives and goals that it set out to achieve. Firstly, in the course of the discussion, it has been overtly shown that the objective of equality at work place takes the center stage in the current recruitment procedures as they play an important role in this process. Also, there have been different ways, no less than seven, ways in which objective of equality can be enhanced and promoted by the process of selection and recruitment of personnel into organizations to fill specific vacant posts (Damanpour 1991). It has also been shown in the preceding discussion that there is a clear relationship between equality and Human Resource Management since among the central aims of HRM strategies and policies, equality, fair representation, defense for employees’ rights and privileges are the issues that are central to it therefore tying object of equality closely to Human Resource Management practice. Finally, the paper has also ad equately given much insight to mechanisms through which objective of equality at work can be promoted through recruitment and selection. This in finality therefore, indicates that indeed object of equality can be promoted in a number of ways through the process of selection and recruitment of personnel into different job positions in different organizations. References Adnett, N., 1996. European Labour Market. Harlow: Addison Wesley Longman, pp.60- 62. Aube, C. and Rousseau, V., 2005. Team Goal Commitment and Team Effectiveness: The Role of Task Interdependence and Supportive Behaviors. Group Dynamics: Theory, Research, and Practice, 9(3), pp. 189-204. Baron, et al., 2006. The Impact of Emotional Intelligence on Performance. In: V. U. Druskat, F. Sala, and G. Mount, eds. Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Mahwah: Lawrence Erlbaum Associates, pp.3-19. Campbell, et al., 1996. The Substantive Nature of Job Perf ormance Variability. In: K.R. Murphy, ed. Individual Differences and Behavior in Organizations. San Francisco: Jossey-Bass, pp. 258–299. Cockburn, C., 1992. In The Way of Women. London: Macmillan, pp.16-45. Damanpour, F., 1991. Organizational Innovation: A Meta-Analysis of Effects of Determinants and Moderators. Academy of Management Journal, 34(4), pp. 555-590. Gibbon, P., 1992. Equal Opportunities Policy and Race Equality. In: P. Braham, A. Goffman, E., 2006. The Presentation of Self. In: D. Brissett, C. Edgley, D. Brissett and C. Edgley, eds. Life as Theater: A Dramaturgical Sourcebook. 2nd ed. New Brunswick: AldineTransaction, pp.129-139. ILO, 2009. ILO Standards on Occupational Safety and Health. Geneva: ILO. Kirton, G. and Greene, A-M., 2000. The Dynamics of Managing Diversity-A Critical Approach. Oxford: Butterworth-Heinemann, pp. 13-42; pp. 99-120. Newell, S., 2005. Recruitment and Selection. In: S. Bach, ed. Managing Resources. 4thed. Oxford: Blackwell, pp.115 œ147. Rattansi, R. and Skellington, eds. Racism and Anti-Racism: Inequalities, opportunities and policies. London: Sage, pp.235-251. Thornley, C., 2003. Labour Market Policy and Inequality in the UK. In: D. Coffey and C. Thornley, eds. Industrial and Labour Market Policy and Performance: Issues and Perspectives. London: Routledge, pp.83-108. Torrington, D., Hall, L. and Taylor, S., 2005. Human Resource Management. London: FT Prentice Hall, pp.120-138. Walby, S., 1988. Gender Segregation at Work. Milton Keynes: Open University Press, pp.22- 23. Watson, T., 1994. Recruitment and Selection. In: K. Sisson. Personnel Management. Oxford: Blackwell, pp.185-216.

Gray Seal Facts (Halichoerus grypus)

Gray Seal Facts (Halichoerus grypus) The gray seal (Halichoerus grypus) is an earless or true seal found along North Atlantic coasts. It is called the gray seal in the United States and the grey seal elsewhere. It is also called the Atlantic seal or the horsehead seal, for the males distinctive arched nose. Fast Facts: Gray Seal Scientific Name: Halichoerus grypusCommon Names: Gray seal, grey seal, Atlantic seal, horsehead sealBasic Animal Group: MammalSize: 5 feet 3 inches - 8 feet 10 inchesWeight: 220-880 poundsLifespan: 25-35 yearsDiet: CarnivoreHabitat: North Atlantic coastal watersPopulation: 600,000Conservation Status: Least Concern Description Like other earless seals (family Phocidae), the gray seal has short flippers and lacks external ear flaps. Mature males are much larger than females and have a different coat color. Males average around 8 feet long, but may grow to over 10 feet in length. They weigh up to 880 pounds. Males are dark gray or brownish gray with silver spots. The species scientific name, Halichoerus grypus, means hook-nosed sea pig, and refers to the males long arched nose. Females range from around 5 feet 3 inches to 7 feet 6 inches in length and weigh between 220 and 550 pounds. They have silver-gray fur with dark scattered spots. Pups are born with white fur. The gray seal bull has a distinctive horsehead face. Noemi De La Ville / 500px / Getty Images Habitat and Distribution Gray seals live in the North Atlantic Ocean. There are three large gray seal populations and numerous smaller colonies. The species occurs in great numbers in the coastal waters of Canada south to Massachusetts (with sightings in Cape Hatteras, North Carolina), the Baltic Sea, and the United Kingdom and Ireland. The seals are most often seen when they haul out in winter. They frequent rocky coasts, icebergs, sandbars, and islands. Gray seal distribution. Darekk2 using IUCN Red List data /  Creative Commons Attribution-Share Alike 4.0 International license Diet Seals are carnivores. Gray seals eat fish, squid, octopuses, crustaceans, porpoises, harbor seals, and seabirds. Mature males (bulls) will kill and cannibalize pups of its own species. Gray seals can dive for as long as an hour at depths up to 1,560 feet. They use sight and sound to hunt their prey. Behavior For most of the year, gray seals are solitary or live in small groups. During this time, they rest in open water with only their head and neck exposed to air. They gather on land for mating, pupping, and molting. Reproduction and Offspring Males may breed with several females during the mating season. Gestation lasts 11 months, resulting in the birth of a single pup. Females give birth in March in the Baltic, from December to February in the western Atlantic, and from September to November in the eastern Atlantic. Newborn pups have white fur and weigh around 25 pounds. For 3 weeks, the female nurses her pup and does not hunt. Males do not participate in pup care but may defend females from threats. After this time, the pups molt into their adult coats and head to the sea to learn to hunt. Pup survival rate ranges from 50-85%, depending on weather conditions and prey availability. Females become sexually mature at 4 years of age. Gray seals live between 25 and 35 years. Conservation Status The IUCN classifies the gray seal conservation status as least concern. Although the species was nearly extirpated in the mid-20th century, it began to recover in the 1980s following the passage of the 1972 Marine Mammal Protection Act in the United States and the Conservation of Seals Act 1970 in the United Kingdom (which does not apply to Northern Ireland). Gray seal population size has continued to increase. As of 2016, the population was estimated to be 632,000 gray seals. Some fishermen have called for a cull, believing high seal numbers are at least partly responsible for low fish stocks. Threats Gray seals are legally hunted in Sweden, Finland, and the Baltic Sea. Risks to the seals include entanglement in fishing gear, by-catch, collision with ships, pollution (especially PCBs and DDT), and oil spills. Climate change and severe weather also affect the seals and their prey. Gray Seals and Humans Gray seals do well in captivity and are commonly seen in zoos. They were traditionally popular in circus acts. According to Scottish scholar David Thomson, they gray seal was the basis of the Celtic seal legend of the selchie, a creature that could assume human and seal form. While gray seals frequent inhabited areas, people are advised to avoid feeding or harassing them, as this alters seal behavior and ultimately endangers them. Sources Ailsa j, Hall; Bernie j, Mcconnell; Richard j, Barker. Factors affecting first-year survival in grey seals and their implications for life history strategy. Journal of Animal Ecology. 70: 138–149, 2008. doi:10.1111/j.1365-2656.2001.00468.xBjrvall, A. and S. Ullstrà ¶m. The Mammals of Britain and Europe. London: Croom Helm, 1986.Bowen, D. Halichoerus grypus. The IUCN Red List of Threatened Species 2016: e.T9660A45226042. doi:10.2305/IUCN.UK.2016-1.RLTS.T9660A45226042.enBowen, W.D. and D.B. Siniff. Distribution, population biology, and feeding ecology of marine mammals. In: J.E., Reynolds, III and S.A. Rommel (eds), Biology of Marine Mammals, pp. 423-484. Smithsonian Press, Washington, D.C.. 1999.Wozencraft, W.C. Order Carnivora. In Wilson, D.E.; Reeder, D.M (eds.). Mammal Species of the World: A Taxonomic and Geographic Reference (3rd ed.). Johns Hopkins University Press, 2005. ISBN 978-0-8018-8221-0.

Learning Styles Essay Example | Topics and Well Written Essays - 250 words

Learning Styles - Essay Example I think that everyone should know the way they learn. However, if an individual does not know how they learn they may find it a struggle to learn. They may be trying to learn the wrong way they may make them become frustrated and give up. When I was in high school I was not a good student. I received c’s and d’s. I was trying but l did not have anyone to show me how to learn so I gave up. It was not until I went to collage that I learned how to learn. Now I love to learn and I try to learn from different sources (LeFever, 2003). In taking the learning inventory I have found that there are few techniques that I have not tried; such as using graphics, tables, and spreadsheets to organize material, walk back and forth, and reading out loud. I would also like to try using things in my home and on the street to memory things. Throughout, my collage learning experiment I have learned not to give up. If I cannot learn in one way there are always ten other ways to try to learn the material (LeFever,

Take Home Exam For The Class Economics of Race & Gender Essay - 1

Take Home Exam For The Class Economics of Race & Gender - Essay Example This class, Economics of Race and Gender has helped me understand how important diversity is to a country and the businesses that operate in that country. Diversity does not only impact the social structure within an economy but it also impacts the educational structure, economic structure and the legal structure. Race and Gender have evolved over the years, previously women and people from ethnic minorities did not interact with the general population, they did minor jobs and the women stayed at home. Times have changed now, women get out of their homes more often and ethnic minorities have more legal rights than the general population. The advantages of group presentations are that they are an easier method to help the students understand what is being taught. It allows the students to conduct research on the topic before hand. These presentations encourage discussions in class and students can question their fellow students more easily then they can question the professor. The disadvantages are that it is usually only that group which needs to present that goes over the topic and conducts research. Other students may become complacent and not take an interest in the class. The three movies presented in class were: Freedom Writers, Rossie the Riveter and Crash. Freedom Writers is a movie about a teacher who inspires her class to write about their daily lives. The students come from poor backgrounds and have experienced much pain in life, they are discouraged and violent, and the teacher asks them to write about their daily lives and things which have happened to them in the past, events which altered their lives. She compiles these diaries into a book and gets them published into a book. These children with the help of their teacher learn some lesson of life such as to be tolerant. Rossie the Riveter revolves around a woman who worked in the factories at a time when women would hardly leave the house. This

Captain Ahab and Moby Dick Essay -- essays research papers

Captain Ahab and Moby Dick: Literary critics point to a variety of themes and juxtapositions when analyzing Herman Melville's â€Å"Moby Dick†. Some see the land opposed to the sea or Fate opposed to free will. Most mention man versus nature or good versus evil. A perspective that seems overlooked though is the perspective of the self and the other. The self and other is when one discovers the other (something not us) within oneself, when one realizes that one is not a single being alien to anything that is not them. There are many such relationships throughout the book, such as that of Ishmael and Queequeg and Ahab and Starbuck. However, this paper will focus on the essential relationship, which is of Ahab and Moby-Dick. By recognizing the other within ourselves, we are saved from hating the other in itself. Captain Ahab struggled to see Moby-Dick within himself, in this began the book's main problem of the self and the other. Before I get to this problem lets track the character of Ahab’s development up to that point. Chapters early in the book describe Ahab as having lost his leg to Moby-Dick. This character development suggests that Ahab is the victim of an attack by a vicious animal. However, by chapter 36 â€Å"The Quarter Deck", Ahab is described as a man infatuated with destroying a great white whale, named Moby-Dick. By chapter 37 â€Å"Sunset", it is obvious that Ahab is mad and in chapter 44 â€Å"The Chart", the reader is made aware of Ahab's "monomaniac thought of his soul." He was so obsessed with Moby-Dick that he couldn’t sleep. Ahab must have had some cause for his feelings toward the whale. It seems that Ahab and many other sailors have been exposed to the story of Jonah, which may have established man and whale as enemies. Also, is chapter 54 â€Å"The Town-Ho's Story" Melville tells of an account of Moby-Dick's capabilities. In this story, Moby-Dick snatches Radney from his ship and takes him below the ocean’s surface. However, for some reason Ahab does not hear this story. Melville may be showing the reader that the whale can be violent, and by not allowing Ahab to hear this story he (or the reader) won’t be able to use this information as an excuse for Ahab’s madness. By telling only the reader of the Town Ho's story, both the characters of Ahab and Moby-Dick are developed further. The character of the whale is set up as a dan... ...k this way Ahab created himself. Just like a master and slave relationship the self and the other are linked. There can be no slave without a master and there can be no master without a slave. When a master defeats and creates a slave, the master creates a role as "master" for himself or herself as well. In Melville's book, Ahab played the role of hunter and Moby-Dick became the hunted. The self/other relationship can be far more complicated than what has been offered here. Many racists, sexists and those who cannot tolerate homosexuality do not always follow the standards. Ahab and Moby-Dick are a special case of the relationship, and they are one that deserves consideration. Once again when I say self/other I am referring to a type of linkage of two separate beings. It is when one (the self) discovers the other (something not us) within oneself, when one realizes that one is not a single being alien to anything that is not them. The main point of this paper is the main problem of the self and the other which is that Captain Ahab struggled to see Moby-Dick within himself. Since he could not see this he hated and became obsessed with Moby Dick and thus apart of himself.

Newell Company Corporate Strategy Essay

1. In assessing Newell Company’s corporate-level strategy and whether the company adds value to the businesses within its portfolio, it is necessary to identify its overarching strategy and then explain it with context to how it affects the various businesses within the larger corporate body. Newell Company’s main corporate-level strategy as defined by Dan Fergurson was â€Å"build on what we do best†. The company focused on growth through strategic acquisitions of firms that sold low cost and high volume products to large retailers, but that were underperforming due to high operating cost. After an acquisition, Newell would then change the existing operational systems of the firm to align it with its corporate structure. The aim was to increase operational efficiency and profitability and to focus it on a key product. In 1990, Newell also recognized the importance of internal growth and included it in its corporate-level strategy. Newell’s corporate-level strategy had a high level of positive impact because it was internally consistent. The corporate office maintained control over legal, administrative and financial functions while allowing individual divisions to control marketing, manufacturing and sales. It also retained strict control over each division’s product lines as it disallowed any deviation from the key product focus defined by Newell. This ensured that the decisions made by various divisions remained in line with the Newell corporate office strategies. Overarching company goals were also aligned with its business strategies and acquisitions, and this was beneficial for the various companies it acquired over time. One of Newell’s corporate strategies was selling products across different price points. This remained in accordance with its goal of being a provider of low cost and high volume goods to large retailers and helped to keep the company competitive against new entrants to the different price categories. This was advantageous to businesses under Newell as its respective product lines were able to retain important shelf space, ensuring better sales of products. Focused growth via streamlining strategic acquisitions was enabled by Newell’s appropriate use of available resources. One of Newell’s core competencies was its operational efficiency and its system of bringing acquired companies to its high standards of efficiency and profitability. Its success in the streamlining process can be seen from the rapidity with which changes were made and the results of the process. As stated in the case study,  Ã¢â‚¬Å"Newellization† typically took â€Å"less than 6 months† to implement. After acquiring Anchor Hocking, the management from Newell achieved cost savings by letting go of unnecessary resources within the company such as its glass factory and its retail stores and introduced new systems which helped to bring about improved efficiency such as reducing its cust omer lead order period from â€Å"18 to 7 days†. While the businesses within Newell may have encountered issues due to the restrictions on innovative growth, they ultimately benefited from the focus on operational efficiency and cost savings resulting in higher operating margins. Newell’s corporate-level strategy was reasonably dynamic relative to the environment. While it maintained a strict focus on certain goals, the corporate strategy was also modified to include new ideas that would ensure sustainable growth. This can be seen from the case where Newell’s growth strategy was expanded to include the international market, widening their acquisition target field to include companies based overseas. This was due to the fact that Newell’s target market, retailers like Walmart, was expanding into foreign markets. In 1989, corporate management recognized the importance of internal growth within the respective divisions instead of simply focusing on each division generating higher levels of profit, and the growth of the company being driven by acquisitions. They reflected this change in attitude by changing the corporate bonus structure to encourage executives to pursue internal growth in addition to its existing goals. Newell’s corporate-level strategy was effective for many years as can be seen from the fact that it had higher returns to investors compared to the S&P 500. This was due to a number of factors such as maintaining internal consistency, efficient use of resources and keeping corporate strategy dynamic relative to the changing environment. Businesses acquired were in synergy and this was beneficial to individual businesses in ensuring less wastage and improved levels of service and efficacy. In addition, businesses were also able to take advantage of Newell’s economies of scale and economies of scope. However, despite its positive financial returns, as financial returns are indicative of past policies being effective, it would not be symptomatic of future success. Newell’s strict enforcement of focus on key product lines without allowing for more innovative expansion of those product lines could lead to much slower levels of growth after initial operational synergie s were realized.  This would in turn be detrimental in maintaining its competitive advantage in the long run. 4. While the acquisition of Calphalon could pose some problems in the integration process, it was aligned to Newell’s overall corporate strategy and would be beneficial to Newell in the long run if Calphalon was incorporated without eroding its premium product offering. Calphalon’s acquisition was beneficial to Newell in two ways. It allowed Newell to branch out into new markets that had not reached saturation without cannibalizing its existing product lines. While Newell focused on mass market retailers such as Walmart and Home Depot, Calphalon’s products were sold to high end retailers such as Williams Sonoma and Macy’s. Calphalon’s product offering and strong brand recognition would enable Newell to reach out to the premium market and diversify its product portfolio further. At the same time, Newell’s strong focus on customer relationships and Calphalon’s attitude of building partnerships with its retailers are similar and would eas e its assimilation into the firm. Calphalon’s pull strategies could also be leveraged by Newell to differentiate its product portfolio from other low cost competitors, enabling it to maintain its existing market share. Newell’s core competencies would be useful in reducing Calphalon’s rising costs while concentrating on its strength as a premium product. As can be seen from the financial statements, cost of goods sold increased significantly from 1996 to 1997 without a correspondingly large increase in revenue. The problems faced by Calphalon in terms of operations would be easily manageable for Newell given its strong background in operational efficiency and its experience with assimilating acquisitions to its corporate system. However, as Newell’s product offerings were primarily utilitarian while Calphalon’s products focused on an emotional connection between the product and the premium end user, Calphalon’s integration into Newell would be more delicate than other acquisi tions. As the â€Å"Newellization† process typically removes the acquired company’s systems to replace it with Newell’s system, its stringency could erode Calphalon’s brand equity as a premium cookware producer. While this would be difficult, it would still make sense in the long run given the potential benefits to Newell and the relatively low amount of risk present in the acquisition.  The acquisition of Rubbermaid would seem beneficial given the numerous advantages that Newell would gain, but the many complications associated with the process as well as the fundamental differences between Newell and Rubbermaid make the acquisition too risky to undertake, and thus strategically unsound. The advantages associated with the Rubbermaid acquisition are obvious. Rubbermaid fit into Newell’s criteria for acquisition. It sold targeted product lines to mass retailers, and had strong brand equity. It also suffered from troubled operations, which â€Å"Newelliza tion† would help to address. In addition, the purchase of Rubbermaid would enable Newell to â€Å"cross the $10 billion threshold† that would in turn lead to an increase in market power against retailers like Walmart who implemented harsh policies which were nonnegotiable. However, these advantages are offset by a number of issues. Newell and Rubbermaid, while pursuing the same product offerings, had fundamentally different bases for competitive advantages. While Newell focused on operational efficiency, Rubbermaid was known for its product innovation. This would mean that the processes that helped to streamline Newell-led companies would probably lead to the erosion Rubbermaid’s core competencies. At the time of the acquisition, Rubbermaid was only slightly smaller than Newell. The integration process would be more complicated and difficult due to the fact that Rubbermaid had many different product lines, all of which would have to changed to fit Newell’s corporate system. At the same time, Rubbermaid’s large size would mean that it would be more challenging for Newell to change corporate strategy without alienating the existing workforce. Both of the factors above combined would mean that in order to pursue the acquisition and realize all the benefits associated with it, it would be necessary for Newell to change its corporate strategy to address the differences between Newell and Rubbermaid. However, this was not mentioned in the case study. Thus, without implementing a large-scale change in Newell, it would be difficult to merge both companies to create synergy and value for the overall firm. The difficulties in integration, the high risks associated with the integration, and the lack of change in Newell’s corporate strategies translate to an illogical acquisition by Newell.

Strategic performance management makes connection between strategy and culture of organization - Free Essay Example

Sample details Pages: 11 Words: 3240 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Cause and effect essay Did you like this example? Introduction Abemarle and Bond, a renowned pawn-broking firm in England is targeting toward expansion. With a figure like 1,100 shops, the boss does not seem to be looking at it with great hopes. Barry Stevenson strongly feels that there is definitely room for expansion. Don’t waste time! Our writers will create an original "Strategic performance management makes connection between strategy and culture of organization" essay for you Create order He affirms that there should be 3,000 pawnbrokers on high streets. With the strategy in mind, the firm is looking forward to open 25 stores this year in cities like Liverpool, Manchester, London as well as in other big cities thereby adding to the 139 it already has as goal. Above mentioned goals do need Strategic Performance Management. Strategic performance management is aligning company strategy to team and individual goals and rewards, and ensuring the whole organisation is pulling together in the right direction. Strategic performance management makes the connection between the hard the business goals, the strategy and the soft employee motivation and culture of performance management. It links the strategy and the culture of an organization and managers ability to improve employees performance. Strategic performance management makes the connection between the strategy and culture of an organization and its ability to manage employees performance to better impact on business performance. Is it Really Important? What happens at the organizations frontline is often not what the CEO intended when setting the business strategy.   This is because communications from the top are not always clearly understood further down the line, leading to a mismatch between corporate strategy and how it is translated into targets at a team or individual level. Employees want to do the right thing, but they can only do so if they know what the right things are and receive regular feedback about their work, and if their rewards are aligned and understand the impact on delivering the business strategy. By successfully connecting these three elements: people, strategy and culture, CEOs can improve their business results, enhance employee productivity and increase the likelihood of achieving their business objectives. In short, if the hard (the business goals and strategy) and the soft (employee motivation and culture) are not in harmony, results suffer.   Yet by implementing strategic performance management the connection between the hard and the soft can be made. The missing link is the strategic performance management model.   Executives must ask how they actually want to manage performance.   Long-term growth or short-term gains?   What targets must be met and by when? And how do you want managers and employees to work to achieve them? In fact, be it a business project or even a social work project, development of strategies and learning the trick of management forms a vital part in todays work culture. Looking at Abemarle and Bond, the same ideology can be vividly seen. The firm is following the strategy of expansion thereby, improve its business prospects. Bill is an integral part of the HR team at the company he is working with. In order to improve the quality of performance, the HR team is working on revising certain strategies. Revising on employees performance in the form of annual reports, maintaining latest updates through newsletters and news release have started shaping the HRD of the company, thereby influencing the progress of the company. Blue Flamingo, one of the leading retail stores has also started revising their business strategies. Focusing on customer needs, they are rethinking about the various departments in their store. In addition, they are also extending their services. For example, they are introducing online shopping facilities too. Responding to consumer needs and catering to them has been the most important motive for the retail store. Keeping the public demand in mind, the retail store has done a total renovation of the store, and also added to the services. Taking the shoppers drive into consideration, the store has included those items which are high in demand, in the online store facilities. With the growing awareness of globalization, industrialization as well as technologies, developing strategies and following them has been an integral part of work culture in the modern age. Requirements Strategic Performance Management is a dynamic process that requires information sharing, coordination and effective control and feedback mechanisms throughout the hierarchy of strategies and objectives to enable the organization to make its strategy work. Initiatives Strategic initiatives comprises any number of portfolios, programs and projects. Again note that strategic alignment is necessary among portfolios, programs and projects and that performance information feeds the decision-making process regarding which projects make up the programs and portfolios. Project strategy and objectives must be logically linked to the Strategic Performance Management framework and need to be taken into account when determining the capability of the organization during strategy formulation. Build Your Strategies A major share of an individuals daily schedule is of course devoted to office. Irrespective of whether you have your own business or associated with a typical 9-5 job or even if you are the Vice President of your organization, you have to accept the fact that a lions share of your day would be pre-occupied by your workplace. Sometimes, the higher rank you go to the more time you have to devote to your work. Besides, there are other factors to consider too. If you are in a leadership role, then its not just time that you have to consider. There are also other factors to take into account. You will have to shoulder more than one responsibility. Its not just the quality of work and the time you devote toward work that will determine your progress at workplace. Rather, you will be held responsible for other aspects like managing the team you are working with. In a way, you might also be playing the role of a psychologist. In fact, you would be working with an entire team, whereas your te am members would be performing on an individual basis. So, it is very important that you keep both your eyes and ears wide open to your team in respect to the members. To be more explicit, you would have to be responsive to their performance and at the same time assess each individuals performance separately. In order to ensure quality, you might also have to address their needs and certain issues they might feel necessary to raise. The truth is, since you would be spending almost half the day with your workplace, where the team members form a major part, you would have to be very thoughtful. It is this thoughtfulness that helps create a better workplace and eventually affect the progress of the organization to a great extent. The sky is the limit for people aiming to achieve success. In order to be successful, strategy is the word. The well-known story revolving around the hare and the tortoise might spread a message here. In other words, you have to be slow but steady in designing your strategies. Looking at the corporate sector, it can be seen that there are many companies which have reached to a significant level. However, looking at their history and source it can be seen that they have developed from a very grass-root level. Taking Mr. Bean for example, it has reached to a status of fully fledged brand from a mere TV program (www.bized.co.uk). An extensive mind process as well as professionalism has been the basic tools behind the prosperity of Mr. Bean. Mentioning worthwhile, it has been complex as well as demanded constant mind-work. Rowan Atkinson has been behind all the decision-making process. However, there are two other people who have influenced the decision-making process of Rowan Atkinson. Peter Bennett Jones, the Chairman of Tiger Aspect Productions, the company that is behind the production of the programs, and Katherine Senior, the Executive Producer are the two people who have influenced the decision-making process of the entire work-process. It is not just managing the program that is involved with the work. Rather, there are other duties and responsibilities too which are involved and eventually affect the reputation and growth of the company. In case of Mr. Bean also, the same rule applies. The responsibilities related to selling the program and merchandising and licensing rights to other businesses also have played a major role in shaping the company thereby elevating the level of Mr. Bean from a television program to a renowned brand. In order to develop a comprehensive idea and knowledge of what strategy they exactly follow, it would be helpful to look into what strategy they exactly follow. The producer of a program will go to a TV company, and then he is a ssigned with the responsibility of getting the program broadcasted. Now the deal works between the broadcaster and the producer. The two people associated with the entire project negotiate with the money required for the rights to show the program. The next factor comes with the audience and keeping their needs in mind. For the media world, the audience plays a major role which eventually determines the growth and development of a program. In other words, audience should form a significant part of the strategy. Mr. Bean has also followed the same strategy with keeping the audience in mind with special emphasis on the type of audience and their needs, as well as the effect it has on the market. The philosophy of responding to clients or the targeted audience and catering to their needs has also been an influential factor for some other organizations and companies. Larry Burton, President of Strang, a well known company, admits that it is not difficult to address to the clients and it is also essential to keep their needs in mind (https://www.strang-inc.com/mailing/2001/10_01.pdf). In fact, Burton has also accepted the responsibility of listening to the clients and addressing to the needs as a culture of the entire firm. Some Basic Key Points After a deep analysis of the importance of strategies, it would be helpful to take a close observation into what is the thumb rule for building and developing strategies. To speak from a laymans point of view, be it at the home front or at workplace, following strategies do bring a great change. After all, performance is the word that exists at every sphere of life. Even a student also would be assessed according to his performance in academics at the end of the year. To speak candidly, even if a student has substantial knowledge on a particular subject, yet his intelligence would be determined by the score obtained by him at the end of his academic year. Once again, if he follows a strategically designed method of study, he is certain to obtain the required score. Following strategies is essential to everyone. To speak of workplace, if one is in a leadership role working with a team of say 20 members, then he would have to consider various factors. First and foremost, human-being is not a machine. Just as one needs a healthy environment at the home front, so would he want to have a comfortable ambience in workplace too. The location of an organization definitely matters as also suggested by an online article (https://www.strang-inc.com/mailing/2001/10_01.pdf). The location of the company forms the physical environment which again determines the work performance and the quality of work. Keeping a balance of the two cs, concentration and collaboration, the physical environment should be planned. The next two primary factors included in the physical environment are mobility and flexibility. Primary Factors Primary Factors Other Factors Other Factors Flexibility (It is related to location and hence falls under the category of physical environment) Mobility (It is also related to location, and is a part of physical environment) Concentration (Although it is not exactly under physical environment, yet it influences and determines the physical environment) Collaboration (This factor is also not exactly under physical environment, but again influences the physical environment) Following these four basic factors, should the management team and the organization team plan for an office. In simple words, if a company is located in a place which does not provide flexibility or mobility, then it would be really difficult. A location at an outdated inflexible place might invite unwanted circumstances, which would eventually prevent the facility layout to carry on with the work process. This would also disturb the concentration which is the most significant part of any project. Team members would not be able to focus on work, thereby bring harmful circumstances to the progress of the company. Starting from Financing to Annual Reports Its All about Strategies Following strategies is helpful. However, it might demand you to be more deliberate and require a higher level of organization and management skills. Jurgen Daum, the Director of Program Management for mySap Financials, and a former CFO himself, affirms that its not just materials that play a role when it comes to something like supply chain management. Its also the cash flow, which should be taken into account. The flow of cash can be in any form even including payments. A huge working capital would definitely include billing, payment, collection and settlement processes as well as financial transactions. Even other areas like borrowing money from the bank would also be a major part of managing the financial part of the organization. Once again, the team as well as people in the lead roles who are also associated with the organization, should design well though out plans to manage this part which might be the be all and end all of an organization. It can not be denied that the evolu tion of technologies has brought an immense change in organizations with special regard to management. Machines hand in hand with technology have already started shouldering responsibilities on a great scale. Most of the organizations now prefer to rely on devices like computers and e-pads and also other useful machines in order to store and manage their database. Electronic Bill Presentment and Payment (EBPP) deserves special mention in this regard. Through this specially designed e-finance solution, the overhead associated with issuing invoices has been reduced to a significant lower level like 70%. Interestingly, records show that many large companies have been able to save millions of dollars annually. As goes a popular saying, There is always room for improvement, building up strategies and observing them religiously would always end up in landing you up in unknown truths. Such instances are not common when you work real hard, yet do not always get the desired result. The trick lies not in how hard you are working. Rather, its all about how strategically you are managing your work. A leadership role like that of a Vice-President or a CEO would definitely require you to focus on a wide variety of responsibilities. Professionalism to start with, you would also be heading an entire team which definitely calls for effective strategies. Among other factors, you should definitely consider maintaining annual reports, newsletters, organizing developmental opportunities for employees like professional workshops, time management, and last but not the least addressing employees needs and issues they might want to discuss with you. Sometimes an issue like setting up lights might also play a s ignificant role in the workplace. The team leader should always be responsive to these needs, which form a major part of strategically designed method of working. Integration Weve all challenged ourselves at some point in our lives, whether it was a 5K run, a weight loss program, a school project, and so on. The first thing we did when we decided to accept the challenge was to set personal goals. Those goals may have been to run the 5K in 20 minutes or to lose 20 pounds in 3 months, or to get an A on that project. Next, we developed a plan to reach those goals within the desired time frame. Lastly, we executed the plan. Now, if were really goal oriented, we set milestones and were constantly comparing our personal progress in relation to where we were in our plan. The same way we (hopefully) reached those goals is the same way an organization should integrate their strategic plan into a performance program. In the example above, integrating the plan into performance plan takes place during the goal setting phase, when we are deciding what we wanted to accomplish and how we would go to get there. This methodology takes us from developing objectives, to developing a plan, to integrating strategy into the performance management system. Below are 9 steps that will help ensure that organizational strategy is integrated with performance plan. Develop Mission, Vision and Core Value Statements Develop a Strategic Planning Process and Identify Organizational Objectives Conduct Stakeholder Identification Analysis and SWOT/SWOC Analysis Perform Gap Analysis Align Key Processes, Projects, Systems, Workforce and Budget to Strategic Goals Integrate Strategic Plan into Performance Management System Integrate the Strategic Plan to Results-Based Budgeting System Integrate Strategic Plan to Workforce Planning System Integrate All Activities Into a Performance Management System These are the high level steps to integrating corporate strategy into the performance management planning process. Acknowledgement When we claim value, we create value a win/win for the organization.  Ãƒâ€šÃ‚   There is great power in a group that notices its potential together and is committed to each others success.   When members of a team discover their sense of purpose, you dont have to ask them to do something; they call you to tell you what theyve done.   Goals are fueled by purpose.   In our work we use processes that invite team members to be conscious and present in each moment so that they can deal positively with difficult issues and work beyond them to form lasting and active partnerships, generating a culture of acknowledgement.   Lets take a look at what the Leader put into practice: She noticed how hard people were working She kept the vision in mind and took time to reflect on where it was aligned She led from a sense of purpose and shared that with others She was strategically encouraging, appreciative, and human in all interactions Benefits of creating an organizational culture of acknowledgement and achievement, ask?   A culture of acknowledgement notice an increased capacity for performance, a trust in collaboration, a consistent stream of referrals, a relaxation around each other, becoming ambassadors for their work places, and actively feed off of each others creativity and success.   Indeed, clients who have taken this philosophy home report an increase in harmony in their families.   Teams who are acknowledgement and achievement based choose to collaborate with potential rather than collude with issues.   Their performance management techniques turn to coaching a team approach, rather than being punitive.   They look for and acknowledge the behaviour they want and any need to regulate behaviour decreases.   Their staff becomes achievement oriented. Notice what someone is doing right and do it strategically with desired performance in mind.   A typical good job can work well now and again, however giving specific praise that cultivates desired behaviour is more beneficial. Use the followings: The professional tone of your email invites the professional in all. You followed your instincts to cut in and be in the right place to catch the pass. Having that report to me earlier allowed me to add my piece earlier and wow the client. You organized our meeting in a way that the whole team engaged easily. You asked the perfect extra questions in the interview process to reveal the perfect V.P.