Philip Larkins Faith Healing Essay -- Philip Larkin Faith Healing Poe

How run of the mill as far as subject, topic, structure and versification is Confidence Healing by Larkin? Philip Larkin's Faith Healing In 1964, Philip Larkin distributed his third book of verse, entitled 'The Whitsun Weddings'. One of the numerous widely praised sonnets was 'Confidence Healing'. In this exposition, I plan to investigate how run of the mill this sonnet is as far as subject, topic, structure and versification. In Faith Healing, ladies rush to an American Faith Healer for a favoring. The persona of the sonnet is composed from an outcast's point of view, glancing in at this sight. Confidence Healing is isolated into three verses, every one of ten lines. Versifying pentameter is utilized to give 5 significant worries to every one of the 10 lines. The three refrains really add to the activity of the sonnet. In the main verse, the ladies go ahead to the Faith Healer; in the second, they leave and 'Timidly stray'. At long last, the sonnet finishes up with the third verse where Larkin examinations the circumstance. This versification is in reality very run of the mill all through The Whitsun Weddings. 'Here' is another sonnet from this assortment, and Larkin again composes in measured rhyming. He utilizes the conventional versification to depict an excursion from a mechanical city to a spot where substantially more fulfillment can be picked up. This excursion was likewise mapped by the structure of the sonnet. Larkin composed 4 verses and every one denoted a movement in the excursion. This is like Faith Healing where every verse moves the story onto the following occasion or event. It is a comparative case for 'Mr Bleaney' where each line is written in measured rhyming, with just a single special case for the main line. This sonnet likewise recounts to a story with the initial four sections being illustrative befo... ...t we truly want while Faith Healing recommends that in the event that these ladies had understood their dejection before throughout everyday life, they could have cherished and been adored in kind. This is just a slight contrast; however merits thinking about when posing the inquiry of the regularity of Faith Healing. By and large, I feel that the likenesses exceed the distinctions and it can be inferred that Faith Healing is infact very like a determination of different sonnets in Whitsun Weddings. There are a few contrasts and Faith Healing is remarkable in certain regards, for example, Larkin not encountering this occasion by and by. Be that as it may, in general Faith Recuperating is a run of the mill Larkin sonnet, with hardship and forlornness as topics, poetic pattern and enjambment as language highlights and with at first engaging refrain's before proceeding onward to close with a intelligent and nice scene.

Research Paper Editing

Research Paper Editing Research Paper Editing Research Paper Editing You've completed your work, the weight is off, and you're feeling a blend of fulfillment and alleviation. The exact opposite thing you need to do is to plunk down and cautiously altering an examination paper once again. Most understudies don't invest enough energy altering their English research papers, yet it's insufficient just to depend on a PC spell-checker. A few understudies submit inquire about paper without altering them, just to find that the pages are faulty, references are mistaken, the printer was crooked or the reference list is absent. On the off chance that you give sufficient opportunity to altering your school inquire about paper, you'll discover a few errors that could undoubtedly be amended and you'll be secured against pointless loss of imprints. The accompanying model may sound natural. At the point when you work out the last form of your scholarly research paper, you fix up a portion of the sentence structure and articulation en route. It isn't unprecedented for a word to be on the 'tip of your tongue', however it won't jump out, so you leave a space for the word, giving careful consideration to return to it later. A minor departure from this subject is work brimming with amendment liquid holes. While altering your examination paper, you discover a mix-up, use amendment liquid and, as it dries, you rake a psychological note to return to it. In the two cases, it is anything but difficult to overlook these psychological notes and to turn in work with white spaces on the pages. Altering Help Research paper altering isn't simple, so don't surge it. Peruse the accompanying paper altering tips. Missteps are not entirely obvious in any event, when you are searching for them and alter them. Since you know about the material, as you read through it your brain will in general envision what is to come and you start to bypass what you are perusing. The least difficult approach to beat such altering traps is to get a companion or a relative to edit and alter your composition. In the event that you do only it, the main route not to miss botches is to peruse and alter your English research paper line by line. Square all the lines of your exploration paper composing, bar the one you are really perusing with a ruler or bit of paper. Altering research paper requires fixation on each word in the line, at that point moving to the following line while keeping the others secured. Line by line is the main viable method of research paper altering. .com Numerous understudies look for proficient research paper altering administrations since they comprehend the estimation of flawlessness. Cleaned papers are checked higher on the grounds that nothing diverts the peruser's consideration from the focuses you are making.â We have the least costs on exposition altering administrations and we are accessible day in and day out to assist you with examine paper altering. Our blog is totally allowed to utilize!

Diversity Case Study Essay

Is a term used to separate gatherings and individuals from each other. It implies regard for and valuation for contrasts in ethnicity, sex, age, national source, inability, sexual direction, instruction, and religion. What is assorted variety? Everybody is an extraordinary individual. Despite the fact that individuals share things for all intents and purpose with one another they are likewise unique in a wide range of ways. Contrasts incorporate noticeable and non-obvious variables, for instance, individual attributes, for example, foundation, culture, character, and work-style, size, highlight, language, etc. Various individual qualities are secured by segregation law to give individuals assurance against being dealt with unjustifiably. The ‘protected characteristics’ are race, incapacity, sex reassignment, sex, marriage and common association, pregnancy and maternity, religion and conviction, sexual direction and age. Balance and decent variety is getting progressively significant in all parts of our lives and work for various reasons: * We live in an undeniably different society and should have the option to react suitably and delicately to this assorted variety. Students in the social insurance setting will mirror this assorted variety around sex, race and ethnicity, incapacity, religion, sexuality, class and age. * Your association accepts that effective execution of uniformity and assorted variety in all parts of work guarantees that partners, staff and understudies are esteemed, propelled and treated reasonably. * We have a fairness and human rights legitimate system covering business practices and administration conveyance and qe need to guarantee we work inside this and maintain a strategic distance from segregation. What is uniformity? Balance is guaranteeing people or gatherings of people are dealt with reasonably and similarly and no less well, explicit to their requirements, including territories of race, sex, incapacity, religion or conviction, sexual direction and age. Advancing uniformity should expel segregation in the entirety of the aformentioned territories. Tormenting, provocation or exploitation are likewise considered as fairness and assorted variety issues. Balance is tied in with ‘creating a more pleasant society, where everybody can take an interest and has the chance to satisfy their potential’ Incorporation Incorporation is a condition esteemed, regarded and bolstered. It’s about concentrating on the necessities of each person and guaranteeing the correct conditions are set up for every individual to accomplish their maximum capacity. Incorporation ought to be reflected in an organization’s culture, practices and connections that are set up to help a differing workforce. Consideration is pretty much all students and about making a move to expel boundaries to interest and learning. Consideration likewise includes dispensing with segregation and advancing correspondence. It is portrayed by some as the act of guaranteeing that individuals feel they have a place, are locked in, and associated. It is a widespread human right whose point is to grasp all individuals, independent of race, sex, incapacity or other quality which can be seen as various. a feeling of having a place: feeling regarded, esteemed for who you are; feeling a degree of strong vitality and duty from others with the goal that you can do your best.† It is tied in with esteeming all people, giving equivalent access and chance to all and evacuating separation and different obstructions to contribution. 1. The uncalled for or biased treatment of various classes of individuals or things, esp. on the grounds of race, age, or sex. 2. Acknowledgment and comprehension of the distinction bet ween a certain something and another.

Questions On Human Resource Management - 1498 Words

Assessment no 3 REPORT ON A CURRENT ISSUE IN HUMAN RESOURCE MANAGEMENT Prepared by: Muhammad Salman Sami Roll # 1301064 What is HRM? Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. CURRENT ISSUE IN HRM INTRODUCTION Fundamentally, HRM is based on the assumption that employees are individuals with varying goals and needs and Human resources department is mainly concerned with the management of the company whereby policies and other elements that contribute to this act are considered in the field. There are various factors such as technology and other such areas which influence Human Resources practices worldwide. Therefore, in this report I tried to show the issue that human resource management is facing and the challenges in their field how they solve it with completeness how important it is for the organization. THE IMPACT OF TECHNOLOGY IN THE WORKPLACE: OBJECTIVE The main objective of the study is to find Impact of Technology Advancement on Human Resource Performance. To achieve these main objectives, we need to achieve more sub objective like: †¢ Importance of Technology in human resource performance †¢ Effects of Technology in human resource management IMPORTANCE OF TECHNOLOGY IN HR PERFORMANCE Technology has changed the business world many times over. In theShow MoreRelatedQuestions On Human Resource Management1730 Words   |  7 PagesBusiness Etiquette in Japan 6 Conclusion 7 Introduction Human Resource Management is one of the most important functions in an organization designed primarily for the management of people within the organization, focusing on systems and policies. Also known as HR it typically undertakes a number of activities such as employee recruitment, employee benefits, training development, rewarding and performance appraisal. With Human Resource being so complex it also faces a lot of challenges especiallyRead MoreQuestions On Human Resource Management2878 Words   |  12 Pages ARISE: A Destination-for-a-Day Spa Case study analysis Rick (Yingchuan) Wang HRT 650: Human Resource Management in the Hospitality Industry Dr. Gary A. Hamilton March 4, 2015 Introduction Analysis ARISE was a Dallas-based destination spa built in May 2009 by Kristen Chambers, an entrepreneur and a devotee to spa treatment, with herself being the President and CEO. The business of ARISE was structured into two units with the VP of business operations, Sam Solti, responsibleRead MoreQuestions On Human Resource Management2511 Words   |  11 PagesName: Thenjiwe Chiriso. Student ID: 81488. Subject: Human resource management in the health care. Tutor: Ashley Page. Assessment 2: Literature review. Due Date: 17 April 2015. Introduction This paper is a review of literature on recruitment and selection processes. The aim of this paper is look at four research articles, some are qualitative and some are quantitative. It analyses the strength weakness of recruitment and selectionRead MoreQuestions On Human Resource Management1347 Words   |  6 PagesBUHRM5912 HUMAN RESOURCE MANAGEMENT Assignment Title: HRM functions must be integrated with each other and with strategic issues if they are to make a contribution to HR outcomes or the â€Å"bottom line† for the organisation. Discuss this statement, with reference to relevant HRM structure. Student Name: Uzair Aziz Student ID: 30131135 Lecturer/Tutor: Genna Kaur Word Count: 1700-1900 Date of Submission: 22nd August’ 2014 Table of Contents 1. Executive Summary 1.1 Introduction Human resource managementRead MoreQuestions On Human Resource Management Essay1742 Words   |  7 PagesBy: KOMAL Answer 1. Human resource Management is very important in every organization. It satisfies the needs of man power and creates an atmosphere where all employees can work together to achieve the goals of an organization. HRM role is to plan how to recruit right people and give experienced and well trained workforce to organization.It makes plans for training and development of hunman resource in an organization.The main functions of Human Resource Management in an organization are givenRead MoreQuestions On Human Resource Management2550 Words   |  11 PagesDefinition of strategic human resource management ------------------------------ 02 1.2 Importance of human resource management in organisations ------------------ 02 1.3 Analysis of the framework of strategic human resource management. ---------- 03 2.1 Analyse the strategic human resource process ----------------------------------- 04 2.2 Assess the roles in strategic human resource management ----------------Read MoreQuestions On Human Resource Management Essay2264 Words   |  10 Pages1. Background 3 1.2. Location 3 2. SCOPE MANAGEMENT: 4 a. To Visit the Site Investigate: 4 b. Catchment Analyses 4 c. HEC-HMS Modeling: 4 d. To design a detention basin: 4 e. Water quality quantity management: 4 3. HUMAN RESOURCE MANAGEMENT: 5 4. THE INTEGRATION MANAGEMENT 6 5. WORK BREAKDOWN STRUCTURE 7 6. NETWORK DIAGRAM 7 7. THE PROCURMENT PLAN: 8 8. TIME MANAGEMENT 9 9. COST MANAGEMENT 10 10. THE COMMUNICATION MANAGEMENT 11 11. RISK MANAGEMENT: 11 12. â€Å"RFT (Request for tender)† 12 13.Read MoreQuestions On Strategic Human Resource Management Essay7145 Words   |  29 Pagescontext of NZ organizations Conclusions Recommendations References Appendices Executive Summary Strategic Human Resource Management is an approach to the management of human resources that provide a strategic framework to support long- term business goals and support. This approach is concerned with structure, culture, values, quality commitment and matching resources to future needs. It is to ensure that a company has right people to do right jobs with the required skills, knowledgeRead MoreHuman Resource Management: Questions and Answers4846 Words   |  20 PagesQUESTION ONE Introduction Humans are an organization s greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today s organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectivenessRead MoreQuestions On International Human Resource Management Essay1716 Words   |  7 Pagesstudy Please find completed case study on International Human Resource Management-Padi Cepat on the basis for your reading and action. Sign: Name: Patel Nimisha Paper Title International Human Resource Management Paper Code 95.892(B) Term 1 2015 Lecturers : Dr. Robert Khan

Quentin Tarantino s Pulp Fiction Essay - 2249 Words

In Quentin Tarantino’s Pulp Fiction Bruce Willis’s character, Butch Coolidge, attempts to follow a Kantian form of duty to moral law as established to him in his upbringing. However, as his upbringing and moral foundation are poorly developed, he is unable to follow a common societal norm of morality until he is met by the unchecked form of hedonism. Kant’s first version of the Categorical Imperative: â€Å"Act only according to that maxim whereby you can, at the same time, will that it should become a universal law† (Immanuel) This is Kant’s absolute moral law. It is often cited as the golden rule as well. Per Kant, one has an obligation to act on this axiom, and if one does they are morally correct. However, Kant also defined another form of the Categorical Imperative referred to as the Humanity Formula: â€Å"Act in such a way that you treat humanity, whether in your own person or in the person of another, always at the same time as an end and never simply as a means.† (Immanuel) This second formulation does more to specifically define what Kant saw as universal law. A human is never to be used only as tools (means), and in fact, should be respected equally for their own motives. (Kerstein) A human as defined by Kant comes to â€Å"humanity†. That is to say, the traits that make us intrinsica lly human, such as a free will. (Johnson and Cureton) It is in the separation between these two that Butch Coolidge exists in. He treats others according to how he thinks the world will treat him.Show MoreRelatedQuentin Tarantino s Film Pulp Fiction1487 Words   |  6 PagesYou Are What You Eat Food has evolved from so much more than a source of nutrition in today’s society. It contains culture, traditions, and is shared with others. Quentin Tarantino’s movie, Pulp Fiction, briefly brings light to the importance and uniqueness of food from different cultures. There is a scene where two men, Vincent and Jules, sit in a car having small talk about food in Europe. Parts of their conversation, however, contain some very resonant discussions of food, place, and identityRead MoreWhat ever happened to originality anyway? Remember when every movie was unlike the last, when every1200 Words   |  5 Pageshave, which is why these companies copy other’s ideas, and it’s how the ‘Got milk?’ advertisement has been stolen many a time. Now for the really fun and biased part; movies. Quentin Tarantino, who’s considered to be one of the greatest film makers by many, most people know him from his critically acclaimed film; Pulp Fiction. His first film, an independent one, Reservoir Dogs, was a success, for an indie movie at least, brought in $2,832,029. That’s considered a success financially, because the budgetRead MoreThe Art of Editing and Film Meaning Essay1559 Words   |  7 Pagesability to change history. In order to illustrate the potency and effect of editing in film, Tarantino’s indie hit Pulp Fiction (1994) will serve this purpose by analysing its non-linear structure and subversive genre rule bending. If for Eisenstein, art is always conflict, and his montage is supposed to intellectually and emotionally challenge viewers through metaphors, Tarantino merely uses editing to play with narrative freedoms and excite stylistically. â€Å"Although the â€Å"marginality† of USRead More Pulp Strikes Back Essay1179 Words   |  5 PagesPulp Strikes Back In modern Hollywood film making, the formula for a run-away box office hit is associated with star-studded actors, startling special effects, and a big price tag. The Quentin Tarantino masterpiece Pulp Fiction (1994) completely steps away from high production and focuses on the life and personality of the characters. A well-scripted screenplay, diverse cast of talented actors, and some interesting director decisions make Pulp Fiction a cult classic. Pulp Fiction refersRead MoreQuentin Tarantino - Adventures in Postmodern Cinema4027 Words   |  17 PagesQuentin Tarantino: Adventures in Postmodern Cinema Elias Soh Quentin Tarantino: Adventures in Contemporary Postmodern Cinema 0700173H T03 Ms. Ng Kwee Hoon Film Theory Criticism Quentin Tarantino: Adventures in Contemporary Postmodern Cinema Introduction Abstract FILMS written and directed by Quentin Tarantino between 1991 and 2004 have been variously admired for their styles, visual and verbal wit, three-dimensional characterization and character development and unique narrative structureRead MoreThe Journey Of Taking Film986 Words   |  4 Pagescourse, there is still one director that I find to be a level above the rest. With knowing Tarantino has worked on a film , the audience can be rest assured that they will be in for a treat. Quentin Tarantino has consistently proven that he is in the top echelon of film making. Spanning from the start of his director career to now, Tarantino has released the highest tier of films to date. Films like Pulp Fiction, Reservoir Dogs, Django Unchained, and my personal favorite Kill Bill 1 and 2. Taking aRead MoreFilm Review Essay (Pulp Fiction)1061 Words   |  5 PagesDenis Salinas 04/23/2013 â€Å"Pulp Fiction† Film Review When giving a film and evaluation it is obvious that acting, setting and plot would fit in every gender, however to evaluate a crime movie the expectations and feedback changes. Crime movies are known for having a flexible plot that allows mystery and tension build up, characters and acting that will maintain their role alive and transfer emotions and dialog that stays clear and understandable. Writing that is able to keep the audience concentratedRead MoreQuentin Tarantino s The Giant Face1539 Words   |  7 PagesQuentin Tarantino is one of the most recognizable directors alive today and one of the most influential during the 1990’s to 2010s’s. The passion he poured into his films garnered worldwide acclaim and recognition. He has won two Oscars for best writing and original screenplay and been nominated for best director twice. His films are generally characterized by two aspects: excellent dialogue and masterfully edited scenes. Two of his masterpieces are Pulp Fiction (1994) and Inglorious BasterdsRead MorePulp Fiction Film Analysis1134 Words   |  5 Pages Pulp Fiction is a black comedy crime film written and directed Quentin Tarantino (1994). The film’s â€Å"narrative follows the unpredictable actions and reflections of two hit men who philosophically meditate out loud about the Bible, loyalty, and McDonald’s hamburgers† (Corrigan, White, 368). The movie goes against the three-act structure of classic films as the story is told out of chronological order making the film so memorable to its viewers. Tarantino’s film begins in a coffee shop and also endsRead MoreTechnique Analysis: Biography of Quentin Tarantino1078 Words   |  4 PagesTechnique Analysis Quentin Tarantino, the man that started from the bottom and rose to the top, he went from a video clerk in his younger days to a box office icon. As a teenager growing up near Los Angeles, Tarantino dropped out of school, hoping to become an actor. But at age 22, the closest hed gotten to show biz was a job as a video store clerk. â€Å"The only thing I ever cared about when I was a kid was movies.† What changed? Over the years Tarantino created outstanding movies such as Reservoir

Odysseus Persuasive Essay Example For Students

Odysseus Persuasive Essay Odysseus is a hero of all times thanks to Homer who wrote his story in The Odyssey. Odysseus is a hero in his on time because of all his adventures and characteristics. Homer wrote about the Trojan War, in which Odysseus took part in, in the Iliad, and about Odysseus long journey home in, The Odyssey. There have been theories that suggest that Homer was illiterate and could not have possibly recited poems of these lengths by memory, and that they were put together much later on and added to. However, there is evidence that a city, possible Troy, existed and was destroyed. Also there was a kingdom of Ithica which allows for a king Odysseus. Even if the King did not go to the war there was still a chance that he might have existed. In the Odyssey, Homer used a narrative structure to tell his stories. The original texts were wrote on papyrus scrolls and it is theorized that these scrolls each told a chapter in Homers plays. The modern version of The Odyssey is a combination of all these scrolls that could have existed as separate stories about Odysseus travels, his encounters, and how he obtained his status as a hero. Ancient Greece has always been an interest of mine. In 6th grade a teacher that I had know for my whole schooling showed a movie every week. One week we watched Jason and the Argonaughts. Ever since then I could never get enough Greek mythology. In freshman year of high school we read the annotated text book version of The Odyssey. Lucky for me, I transferred English classes at the semester and I was able to read The Odyssey twice. And since then Odysseus has been a hero to me. The story starts in book 9, Odysseus telling his story to the King of Phaeaica. They sacked a city then sailed away when faced with opposing force. Next, they landed on the island of the lotus-eaters. After Odysseus pried his crew away from the lotus-eaters, they landed on the island of the Cyclops. Here is where Odysseus displays all his heroic qualities. Odysseus picked twelve of the best warriors from his crew to accompany him on the visit to the Cyclops, Polyphemus, and son of the god that shakes the Earth, Poseidon. Polyphemus takes Odysseus captive and proceeds to eat his warriors for meals. Odysseus dreams up an ingenious plan. He reveals to the Cyclops that his name is Nobody. Then, while the Cyclops slept, Odysseus sharpened a log, heated it to an ember, and blinded the Cyclops. When Polyphemus cried to the other Cyclops that he had been blinded, he told them that Nobody had blinded him so the other Cyclops did not come to his help. Then to complete his plan, Odysseus and his remaining crew hid in the under belly of Polyphemus sheep when they went out to pasture. Odysseus had to actually hold on to the sheeps under belly with his arms, unlike his crew who was tied to them. Odysseus uses his heroic qualities to over come all the conflicts that the fates and the Gods throw at him. He uses his cunning when he returns to his household. First he has to figure out a way to defeat all the suitors when there are only three of them. After he defeats the suitors, he has to play mind games with his wife Penelope because of the warning Agamemnon gave him at the river of death. Another heroic quality is his looks and charm. If Odysseus had not have been as handsome then Circe would not have seduced him and he would not have been giving the advice about the river of the dead, the Sirens, Scylla and Charyboidis. Also, at the end of his journey had he not been handsome, Calypso would not have taken him in, fed him and gave him shelter, and he would have died on her island. And after all that, I do not believe that he would have been as welcomed at the Kingdom of Pheaecia by the princess Nausicaa. Having the protection of a god is also a certain quality of a hero. Athe na constantly helps Odysseus during his travels. Athena helps him escape from Calypsos island, helps him land on Pheaecia, and she also disguises him when he finally reaches home in order to help trick the suitors. .u55121c892ceade3e7a221c34a4334b7e , .u55121c892ceade3e7a221c34a4334b7e .postImageUrl , .u55121c892ceade3e7a221c34a4334b7e .centered-text-area { min-height: 80px; position: relative; } .u55121c892ceade3e7a221c34a4334b7e , .u55121c892ceade3e7a221c34a4334b7e:hover , .u55121c892ceade3e7a221c34a4334b7e:visited , .u55121c892ceade3e7a221c34a4334b7e:active { border:0!important; } .u55121c892ceade3e7a221c34a4334b7e .clearfix:after { content: ""; display: table; clear: both; } .u55121c892ceade3e7a221c34a4334b7e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u55121c892ceade3e7a221c34a4334b7e:active , .u55121c892ceade3e7a221c34a4334b7e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u55121c892ceade3e7a221c34a4334b7e .centered-text-area { width: 100%; position: relative ; } .u55121c892ceade3e7a221c34a4334b7e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u55121c892ceade3e7a221c34a4334b7e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u55121c892ceade3e7a221c34a4334b7e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u55121c892ceade3e7a221c34a4334b7e:hover .ctaButton { background-color: #34495E!important; } .u55121c892ceade3e7a221c34a4334b7e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u55121c892ceade3e7a221c34a4334b7e .u55121c892ceade3e7a221c34a4334b7e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u55121c892ceade3e7a221c34a4334b7e:after { content: ""; display: block; clear: both; } READ: Knights 2 EssayFinally Odysseus super human strength helps him become a hero. Out of all the heroes that went into the Trojan War, Odysseus was one of the few that came back alive and lived. His strength and fighting ability helped him in the war. Also without his strength he would have not been able to escape from the Cyclops, Polyphemus. His strength was also useful when he had to string his bow in order to win Penelope from the suitors and kill them all. In the text, heroism is defined as certain qualities that are revealed in interaction between the Gods, monsters and other humans. In book 8, page 207, line 559-84, the bard, Demodocus, tells the story of the hero Odyss eus and how he defeated the Trojans. This is an example of how the Greeks remembered heroes, by their actions. Before the story Odysseus earns his title as a superb war hero by defeating the Trojans. Then in his journey home, Odysseus bests the son of a god, the Cyclops, Polyphemus. After that he tricks Circe, then he passes the Sirens, Scylla, and Charyboidis. And upon completion of his journey home Odysseus achieves the greatest task of all. A mere mortal beats a god; Odysseus battles with Poseidon through the whole story. All these conflicts earn Odysseus his rightful title of Hero in ancient Greece. In order to encounter all these conflicts, Odysseus has to endure great suffering. He is kept from his lovely wife, Penelope, and son, Telemachus, for twenty years. Not only that but he has to suffer by watching monsters such as Polypheums and Scylla devour his crew. And then he has to endure the destruction of his ship and crew at the hands of Zeus after they slaughtered the sun gods cattle. Odysseus has suffered more than anyone that I can imagine. Odysseus is a classic Greek hero. A person has many attributes and events that make them a hero. In ancient Greece to be a hero you had to have certain advantages then the ordinary citizen. There was a very strict view on who could become a hero in ancient Greece. This stereotype was, a male born to a rich/high class family. Many heroes have come and gone, but Odysseus is one of the few that have remained. The reason that Odysseus is one of the few is that he displays all the characteristics of a hero in ancient Greek culture as well in todays culture. During all of Odysseus encounters, he uses his metes, or street smarts, the most to survive and come out on top. Even though in most situations he could easily fight his way out he still tries to think his way out. Will Odysseus remain in the realm of heroism in the distant future or will our views of heroism change and eliminate Odysseus from the hero category?Category: Philosophy

Relationship-Driven Leaders Focus on People, Not Power free essay sample

My article talks about the behavioral theories, as the author discussed the new stream in leadership orientation. To be more specific, he believed that as the industry is now facing globalization and rapid change, leaders must adapt this changing landscape or risk losing high-potential employees. Younger employees prefer relationship-driven leaders and a sense of community. So in other words, they value relationships and leaders who respect their ideas and consult them on decisions. Bobbie (2010) took an example of a general counsel who successfully led a group for years before hiring a vice president to help manage a growing workload. Because this leader spent his career in the traditional model, he found it difficult to delegate work to the new vice president. The issue was not about power, but an Inability to let go and trust the new vice president to complete the work well. If the general counsel had formed a stronger personal connection with the vice president nd built trust based on that relationship, he could have empowered the vice president Instead of constraining her performance. We will write a custom essay sample on Relationship-Driven Leaders Focus on People, Not Power or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Relationship-driven leaders are more empathetic, patient and tolerant. They approach decision-making subjectively, using personal values as a guide and examining how each option will impact others. Yet, while they are adept at listening and forging personal connections, they can sometimes appear too concerned about what others think or too weak to make tough decision. While leaders cant change their innate personalities, they can change their behavior. Adopting these best practice behaviors will enable leaders to be more effective in an increasingly diverse workplace 1. Open yourself to different viewpoints. 2. Balance empathy with strong decision-making. 3. Collaborate on issues management. 4. Champion employee development. 5. Dont mistake silence for agreement. By adopting a relationship-driven approach, leaders can earn the trust and confidence of an increasingly diverse workforce and improve long-term retention.

Natural Rights Theory Essays

Natural Rights Theory Essays Natural Rights Theory Essay Natural Rights Theory Essay Natural Rights Theory Name: Course: Institution: Instructor: Date: Natural Rights Theory Natural rights theory is the belief that a person enters into this world with some basic rights that cannot be denied by any government, political power or even a constitution. Natural rights theory maintains that since individuals come into this world naturally, they have basic rights that no one can take away from them. The theory suggests that human beings as natural creatures should live and organize themselves in the society using basic rules that are laid down by nature. As natural beings, human have rights that not anyone can violate, with the main right being freedom. Further, the theory suggests that the rights are derived from the nature of man as a rational being, where the rights are necessary for his survival. In general, the theory states that man has rights granted or guaranteed upon their creation irrespective of any government manipulation, and exists across all nations, or are universal. These rights are considered to be above any law made by the government (Donald, n.d.) Natural rights are the freedoms that are established by an international agreement that imposes conduct on across all nations. The natural rights are very distinct from legal rights, which are the freedoms established in particular states and applies to that particular state. They are rights that all human beings have and are not limited by any artificial legal set-up, and not only apply to human beings, but other species. For instance, sea animals live under water by natural right and not from legal legislation dictating the same. Therefore, natural rights are those rights that cannot be change by any artificial legal legislation. Some examples of natural rights are the rights to life, ownership of property and freedom or liberty. Natural rights prevent people from certain practices such as torture and slavery, allowing them to defend their lives, liberty and property (Donald, n.d.). Natural rights theory closely relates to natural law theory. In the enlightenment age, the natural rights theory served to challenge the rights of kings and leaders, which created a justification of establishing a positive law, social contract and a government, which amounted to the legal rights. Thus, legal rights are derived from the natural rights, which also serve to challenge the legal rights when they go overboard. The legal rights were established with an aim of protecting the freedom of people, their property, and rights to live their lives as each person capable of reasoning wished to live. The natural rights theory states that all men are equal, and have the freedom to make their choices. Some of the theorists in support of the theory have stated that this is defined by the moral rights each person has, which come naturally from their free will and thoughts, enabling them to make their own choices (Donald, n.d.). The theory further suggests that human beings are capable of acting rationally and have the right to make their choices. this is to mean that anybody as long as they are adults capable of making choices have the right to do what pleases them without anybody restricting them. In addition, this would mean that everybody has a right to the particular right, and nobody would deny him or her the chance to exercise it. In addition, the theory suggests that people should act naturally, where people derive their morality. The theory suggests that morality is enshrined in the inherent nature of man, where he acts as nature in him dictates, the same way animals will act according to the nature driving them. Problems of Natural Rights Theory The natural rights theory like any other has several problems with many of its opponents criticizing it and do not regard it as correct. One of the problems with the natural rights law is different interpretations of nature, which is different across many regions and among different individuals. Thus, the notion from natural rights theory stating that natural rights are universal would not be true since people will have different interpretations of nature. Therefore, defining what is morally right would be difficult, making the natural tights theory quite problematic to understand. More so, human beings are very diverse, with capability of each having their own natural personalities. For instance, some people are generally aggressive and fearless while others are naturally timid. Since human nature allows them to have both, it would be morally right for an aggressive man to attack the timid one since they will be following their inherent natural personality and reasoning (Sullivan Pecorino, 2002). In addition, determining morality is hard due to such differences, where each individual will have his or her own reasoning on what is morally right or wrong. Natural rights theory suggests that acting in accordance with nature is morally right, while behavior not according to nature is morally wrong. For instance, when a man rapes a woman, there is nothing unnatural about it biologically. Therefore, this would not be considered an unnatural behavior, qualifying it as a moral right. This would be because the natural rights theory suggests that it is morally right for organisms to act in accordance to nature. Under such a notion, men considered aggressive would have a right to follow their natural desires and go ahead with raping women since it is natural for a man to desire a woman. This raises the question of whether men should act in accordance to their natural instincts or whether they should resist some of their inherent nature. Considering the above problems, the critics of the natural rights theory argue that even children are not innocent, and acting from their inherent natural personality, some will be aggressive on others while others will misbehave. Thus, the children go to school in order to learn how to tame some of their natural behaviors, meaning that natural does not always define morality since this would not be moral. In addition, critics of the natural theory suggest that in accordance with the natural right, people who commit some acts such as homosexuality, assault, killing among others would not be acting unnaturally; therefore, their behaviors would be regarded as morally right according to the natural rights theory (Sullivan Pecorino, 2002). Another problem is that the intrinsic nature of human beings that is concerned with establishing laws is not the same as the animals, which causes another difficulty with the theory. Natural law means following the inherent natural values where animals act as their inherent nature dictates. For instance, it is natural for a lion to kill a gazelle for food, and other animals, or for a cat to chase after rats and mice. On the other hand, man does not follow his inherent nature to the letter. For instance, it is known that man is selfish and always wants to have maximum benefits from anything, without considering others. This is not considered morally right according to the moral teachings, which means that moral teachings do not teach us to follow the natural values in us as dictated by nature like animals. Another problem of the natural rights theory is that majority of the suggested rights do not have prove, where it believes that natural rights comes from God after creating man. There is no way to prove that the natural rights are given by God. In addition, different people have different religions, meaning that the suggested rights cannot be universal as the theory suggest. This creates yet another problem for the theory, causing a lot of criticism from its opponents (Sullivan Pecorino, 2002). Bentham Rejection of Natural Rights Bentham is one of the major opponents of the natural rights theory, and rejects it completely, dismissing it as nonsense with the rights suggested not qualifying as rights. Bentham rejects the natural rights theory completely, and takes on the utilitarian moral view that considers the action with the best results for everybody. He suggests that human nature just as if science can choose the actions with the best value and benefit for people involved, with the main motive being pleasure and pain. He suggests that nature puts man under two aspects, pain and pleasure, where pleasure is the most desired people. Therefore, it is up to the people to determine what is to be done in order to realize the best result (Robnights, 2012). He attacks natural rights and suggests that rights are only created by the law. He further suggested that laws are just a command of the tow sovereigns, pleasure and pain. A government has to be present in order to have laws and rights within a community or stat e. Rights in his view are suggested to be in correlation to the duties that are determined by the law. The notion of having rights that are based on natural rights or those pre-existing an established government are considered wrong and rejected (iep.utm.edu, 2008). He attacks the natural law on his understanding of legal rights, and nature of the law. According to iep.utm.edu (2008), â€Å"the term natural right is a perversion of language. It is ambiguous, sentimental, and figurative and had anarchical consequences. Bentham suggested that natural right becomes ambiguous on the grounds that it makes a suggestion of general rights without any specifications to any object, and anyone could claim what has already been chosen by another. Therefore, exercising such a universally accepted right would mean eliminating the right itself, since what becomes a right to every man is not a right to any man at all. More so, he suggested that under such a circumstance of broadly and ambiguously implied rights, there could not be a legal system. His other attack on the natural rights theory is that natural rights is figurative, he suggests that there are no rights that are in front of the government. He says that the assumption that such rights exist seems to come from a theory of social contract where individuals form a society to choose a government by alienating certain of their rights. In addition, such a doctrine not only poses as unhistorical, but also fails to serve as a useful tool in explaining of origin of political authority. Further, he suggests that governments are risen form habit or through force, whereby, for contacts to be legally binding a government has to be in place in order to enforce the contracts. He goes further to suggest that natural rights theory is anarchical. He claims that such a right involves freedom from all moderation and particularly, from all legal control. Therefore, the natural right being in front of the law, this could only mean it cannot be limited by any law. With everybody having such freedom, the consequence would be pure anarchy considering human beings are aggravated by their own self-interests. Thus, having a right in a meaningful way requires that no one can justifiably interfere with another person’s right. This is to imply that a right must have the capability of being enforced, and such restrictions are the provision of the law. He concludes, â€Å"That the term natural rights is simple nonsense: natural and imprescriptible rights, rhetorical nonsense,- nonsense upon stilts,† (iep.utm.edu, 2008). According to Bentham, all rights are supposed to be legal and enforceable. Any right that is a right to every man does not qualify as a right since anybody can make a legitimate claim to it, meaning it is above other laws. According to him, rights are legal and enforced by government, and no right can be anterior to the government. He also suggests that all rights are supposed to be legal and specific, having an object as well as a subject, and cannot universal. He suggests that they are supposed to be made because they are deemed conducive or beneficial to the people. In addition, when their abolition would mean a benefit to the community governed by the rights, there should be nothing to stop their abolition. Thus, rights are supposed to be based on the two sovereigns as he suggested, pleasure and pain with regard being given to the former. Thus, rights should only be made for the pleasure or benefit to the majority. Moreover, he claims that rights are supposed to exist under the law, with protection and enforcement by the government. Otherwise, rights outside or above the law are not rights, except reasons of wishing they were there. This rejection of natural rights has continued to gain influence across man countries and scholars, believing there are no natural rights as the theory of natural rights suggests. Bentham rejects the entire theory on natural rights on grounds of legal rights, suggesting that there cannot be one universally accepted right, and al rights have to be enforceable and specific, of which natural rights are not. Personal Opinion on Bentham Rejection of Natural Rights Theory On the rejection of the natural rights theory, I do agree to some extent with Bentham, although not completely. This is due to the problems posed with the natural theory that are hard to explain. In addition, the natural rights sound a little more ambiguous and unclear. For instance, the natural rights theory suggests that human beings should act according to their inherent natural personalities. Considering everybody has his or her own personality and free will, there would be chaos allowing everybody to act according to their natural traits. For instance, as mentioned earlier, those who are naturally violent will cause violence. This would be justifiable in the natural rights theory since they acted according to their traits, which comes naturally. In addition, due to diversity of the human brain unlike other animals whose inherent traits are not diversified as those of human beings. For instance, all the lions have their inherent nature as hunting to survive. On the other hand, hu man beings have diversified natural intrinsic values that they peruse, and with rights that allow every body to pursue their interests would mean having chaos since conflicts would be so many. Thus, having a legal law that governs or draws the line where no body is allowed to go overboard ensures there is order. However, on the issue that no right can be above the law, I do not agree with Bentham considering everybody has a right to life no matter what the government would say. Therefore, I do not agree with Bentham on rejecting the entire natural rights theory. The government has no right over a person’s life, and this is not enforceable legally considering life is natural and cannot be given by the government. The only thing that government can ensure is protecting of life to ensure that no body has a right to take a right to take away life. Therefore, I do agree with Bentham that rights should be made by the government, with the best interest of the community, and should be specific, and enforceable in order to maintain order that would otherwise be lost if people were given a right to act on their inherent perception. References Donald, J.A. (n,d.). Natural Law and Natural Rights. Retrieved from http://jim.com/rights.html Sullivan, S.O. Pecorino, P.A. (2002). Problems for Natural Law Theory. Retrieved from http://www2.sunysuffolk.edu/pecorip/SCCCWEB/ETEXTS/ETHICS/Chapter_7_Deontological_Theories_Natural_Law/Problems_with_Natural_Law.htm iep.utm.edu. (2008). Jeremy Bentham (1748- 1832). Retrieved from iep.utm.edu/bentham/ Robnights. (2012). Defining Utilitarianism. Retrieved from http://robnights.hubpages.com/hub/Philosophy-Notes

Quantitative Research Methods Project Paper Example | Topics and Well Written Essays - 2500 words

Quantitative Methods Project - Research Paper Example eople are influenced by peers and similar or highly-regarded others in their environment wishing to conform to their expectations and attempting to fit in to their surrounding social milieu. Taking the theory of social influences to its logical conclusion, social influences also argues that we are indoctrinated through enculturation to perceive aspects in certain manner (Nisbett & Ross, 1980). Heuristics or schemas are created through which we automatically categorize facets of our environment such as objects, personality traits, self, social roles, and social groups in a subjective manner, consequently driving our response. This is known as a cognitive model of perception. Priming, on the other hand, (although not necessarily contradictory, merely different; the two could actually be synthesized) argues that different stimuli instigate memory/ mental node thus evoking a behavioral or judgmental repose. The theory has been characterized as a network of interconnected nodes that when a particular target (for instance word or human) is perceived, the node or group of nodes representing that concept are activated, and flooding spreads to closely associated nodes (Maxfield, 1997). The perceiver’s response is quickly and involuntarily activated and little if anything can be done to impede response. The general framework is cognitive, namely the belief that enculturation has seeded particular heuristics that instigate negative stereotyping. In fact, however, affect has been shown to have as strong if not stronger effect on attitude (Esses, Haddock, & Zanna, 1993). Can these results carry over to prejudice? Which is stronger in determining negative stereotyping: priming or social influence? This is what this study intends to investigate. Deliverable 2: Write a critical analysis of the structure of one of the two theories you selected above, decomposing the theory into its component parts; focus on the strengths and weaknesses of the theory in terms of its promise

Jeddah city Research Paper Example | Topics and Well Written Essays - 500 words

Jeddah city - Research Paper Example Perhaps it is the Red Sea that really defines Jeddah. Due to its location, the primary source of income for the city is the trade done on the port. Products from the sea are exported while products from foreign countries are imported through the port. Jeddah’s tourism is also made rich because of the Red Sea. There are various beaches that attract tourists from around the world. Aside from picnicking, people may also enjoy fishing from the Red Sea. The best place to go would be Jeddah Corniche although there are still other sites you can go fishing. Other water sports are also available like swimming, snorkeling and scuba diving. The best time to visit the city when you want to experience the beauty of the beaches is from October until May. The temperature during these months makes it ideal for tourists to have maximum enjoyment. When you visit the city, you will notice that there are people of different races and religions. Of course the large part of the population is Muslim but there are also other religions practiced in the city. However, only Muslims are allowed to build their place of worship and publicly profess their faith. Practice of other religions are demanded to be done in private so, just a note for those who strongly profess a religion other than Islam, precautions must be taken not to offend a people who highly value their religion. Although there are restrictions for other religions to be publicly expressed, the aim of the government is not to demand people to be converted to Islam but its desire is for our religion to be respected as others would want Muslims to respect them. This is an integral part of the Jeddah, therefore, as any other tourism place, it is requested that the religious demands should be considered with respect. This is a part of Jeddah’s culture or to make it more accurate, this is Jeddah’s culture. Jeddah is not just a

Juvenil Crimes Essay Example for Free

Juvenil Crimes Essay They look at Juveniles on how unreliable and inconsistent they are on making bad decisions. But often minors bring unparticular brutally attracting impulsive claims on their behalfs on their crimes. Though the mind of a teenagers brain is pretty much dazed out, meaning how would you think they could handle prison. Well people say if they can handle committing crimes they should put up with what should be disserved. This brought a concern to society should Juveniles be charge as adults? In the article assertions from Liptak, Lundstrom, Krikorian, and Thompson, bring us vidence of how Juveniles are being tried as adults. These Journalists bring concerning information on how teens react to hatred crimes that they commit. Liptak and Lundstrom consideration against ones opinion on how Juveniles crimes should be thought are at most similar to one anothers thoughts. Liptak thinks that Juveniles should be brought to thought, that they commit crimes to diminish their responsibilities to some of what of danger to themselves and others. Lundstrom says that theyre only kids until they mess up and commit crimes, then were more eager to all them adults. Krikorian believes that teens are seriously impaired, are less likely to recognizes the risks and dont really think about the consequences. Thompson finds that mathematical the brain system grows little until puberty corresponding with abstract concepts before then. Krikorian and Thompson have the agreement that teens are at a stage were they really dont think because they are still kids and that they dont know better. In the article Supreme Court to rule on Executing Young Killers By Adam Liptak, Robert Acuna was convicted of killing two elderly eighbors referring to Execution Style then stealing a car. Mr. Acuna was the latest person to be convicted with a death row sentence before the age of 18. In Kids Are Kids until They Commit Crimes by Marlie Lundstrom writers about a 12 year-old savagely beated a 6 year-old girl to death, Lionel Tate said he was imitating his world wrestler icon. In April. Nathaniel Braizl was charged with first-degree murder at the age of 14, for shooting an English teacher that didnt let him say goodbye to two girls on the last day of school. In Many Kids Called Unfit for Adult trial y Greg Krikorian researched that teens are emotionally or intellectually unable to contribute to their own defense in court. In studies shown thousands of Juveniles went to an adult trail when they shouldnt because of their inability to stand the courts proceeding. In Startling finds on Teenage Brains by Paul Thompson discovers that the patterns of brain growth in children and teenagers. The brain is like a puzzle that grows fast at the point of learning skills. Also, that the massive loss of brain tissue happens in teenage years at risk taking, controlling impulses, and self-control. The Supreme Young Juveniles are incompetent on being well behaved as what Krikorian says Seriously Impaired or is that Just an excuse? But knowing that you took a life is Just unimaginable and horrifying. So if you did the crime now youre going to pay the time. Even though your seriously impaired if you know that then why you take advance of that abuse and commit crimes. If you blame the teens youre basically blaming the parents for unfit parenting their children. They dont teach their kids form right or wrong and dont control their kids. So minors are what so to be unished for what inconsiderable parenting. Many Juveniles are sentenced as adults for the crimes they commit at a young age being irresponsible. Their for theyre the ones who should pay for the price they commit if they went against the law so the law should be put to Justices. Teens are impulsive when it comes to things that are serious at times which they cant really control themselves either. Juveniles commit crimes today like Homicides, Murder, First-degree murder, Second-degree murder, Voluntary manslaughter, and Involuntary manslaughter. People who commit uch horrible crimes should be taken seriously and let it be brought to Justices. It doesnt matter what characteristics makes a person an adult, a Juvenile, or a child if you committed the crime at any age you should be held responsible for what you did so you should be tired no matter what. Juveniles are able to commit crimes but then, so they should be punished the same way as adults. Teens try to be like adult but they do it in an unfair manner to make them seem cool so when they acted like adults why not try them as adults give them what they want.

Concentration Camps Essay -- essays research papers

A concentration camp is where prisoners of war, enemy aliens, and political prisoners are detained and confined, typically under harsh conditions, or place or situation characterized by extremely harsh conditions. The first concentration camps were established in 1933 for confinement of opponents of the Nazi Party. The supposed opposition soon included all Jews, Gypsies, and certain other groups. By 1939 there were six camps: Dachau, Sachsenhausen, Buchenwald, Mauthausen, Flossenburg, and Ravensbruck. Auschwitz Auschwitz, or Auschwitz-Birkenau, is the best-known of all Nazi death camps, though Auschwitz was just one of six extermination camps. It was also a labor concentration camp, extracting prisoners' value from them, in the form of hard labor, for weeks or months. Auschwitz was the end of the line for millions of Jews, gypsies, Jehovah's Witnesses, and other innocents. Some spend almost two years in this most infamous of concentration camps. The average prisoner only survived eight weeks in Auschwitz. Some learned the ins and outs of survival in Auschwitz. Auschwitz was the largest concentration and extermination camp constructed in the Third Reich. Located 37 miles west of Krakow, Poland, Auschwitz was home to both the greatest number of forced laborers and deaths. The history of the camp began on April 27, 1940 when Heinrich Himmler, the head of the SS and Gestapo, ordered the construction of the camp in northeast Silesia, a region captured by the Nazis in September 1939. The camp was built by three-hundred Jewish prisoners from the local town of Oswiecim and its surrounding area. In June of 1940 the camp opened for Polish political prisoners. By 1941 there were about 11,000 prisoners, most of whom were Polish. From May 1940 to the end of 1943, Rudolf Hess was head commander of Auschwitz. Under his leadership, Auschwitz quickly became known as the harshest prison camp in the Nazi regime. Polish prisoners were forced to stand at attention for roll call for hours on end naked in the cold, snowy tundra of Polish winter. Following its first year of existence, Heinrich Himmler visited Auschwitz and told Hess that its labor resource was to be expanded to 100,000 prisoners, making it one of the largest of the concentration camps. In order to accommodate this many people, a second, much larger, section of Auschwitz (Auschwit... ...as chambers built in nearby Hartheim castle. Forced labor in SS Stone Works and Messerschmidt aircraft factory. 120,000 people killed. Ravensbruck: Created on May 15, 1939. First Commandant: Max Koegel. 70,000 inmates at peak. 107,000 inmates passed through. Used for killing sick prisoners and for medical experiments on Jewish women, especially sterilization. Forced labor for Siemens corporation. Sachsenhausen: Created on April 23, 1936. First Commandant: Herman Baranowski. 35,000 inmates at peak. 135,000 people passed through camp. Separate sub-camps for Jews, political prisoners, homosexuals, draft evaders, etc. Contained gas chamber and crematorium. Used for mass murder of 11,000 Soviet POW's. Forced labor for Heinkel aircraft works. 30-35,000 total deaths. Crematorium II: Functioned as a homicidal gas chamber and incineration installation from 15th March 1943, before its officially coming into service on March 31st, to November 27th, 1944, annihilating a total of approximately 400,000 people. Most of them Jewish women, children and old men. Crematorium III: Was used in similar fashion from June 25th 1943 to November 27th ,1944, killing about 350,000 victims.

What Is an American

Brian Menezes 02/27/2013 ENG 98 Critical Summary Critical Summary of â€Å"What is an American? This historical perspective relates an important theme of the way that Americans are defined in â€Å"What is an America† by Jean De Crevecoeur. By using European cultural integration within the theme of being â€Å"American†, Crevecoeur essentially reveals how opportunity has made America a nation of many cultures and ethnicities. In being a new nation that could welcome the destitute of Europe to begin new lives, early America becomes the `dream' of wealth and prosperity for those that have the ourage and industriousness to be pioneers. This historical perspective is worth reading due to the information gathering techniques used by Crevecoeur in relation to the American Dream. † Upon reading Crevecoeur's â€Å" What is an American†, one will notice that the Frenchman's opinion of the United States is quite high, to say the least. In explaining his love for Ame rica, and what he feels it means to be â€Å"an American†, Crevecoeur draws comparisons between Europeans and Americans. One of the first points he brings up is the diversity of your typical American. They are a mixture of English, Scotch, Irish, French, Dutch, Germans, and Swedes. † (page 301). Crevecoeur believes that this melting pot, and the â€Å"strange mixture of blood† among colonists, is partially responsible for what makes America such a progressive and diverse nation. In addition, Crevecoeur praises those that live in the middle settlements for their â€Å"indulgences in government† (page 304), knowledge of religion, and desire to be citizens involved with the government. Europe, on the other hand, is lacking in these types. â€Å"What do I say? Europe has no such class of men; the early nowledge they acquire, the early bargains they make, give them a great degree of sagacity. † (Page 304). Crevecouer also believes that America offers to even the misfortunate a chance to attain wealth and happiness. â€Å"Can a wretch who wanders about, who works and starves, whose live is a continual scene of sore affliction or pinching penury, can that man call England or any other kingdom his country? â€Å", â€Å"a country that had no bread for him†¦ â€Å", â€Å"who met with nothing but frowns from the rich†¦ â€Å", â€Å"No! urged by a variety of motives, here they came. † (page 302).Opportunities are, according to Crevecouer, more abundant in America. This is why so many chose to emigrate here in the first place. In summary, â€Å"What is an American? † has presented characteristics of an American as enjoying freedoms and dignities absent in other continents, a descendant of a mixed European race, and an industrious and knowledgeable people in sciences and arts. Though a descendant of western pilgrims, Americans are unified people in a continent that allows them equitable rights and freedoms t hrough modern laws, political and economic systems, and social structures.

The relationship between HRM practice and employee work-related attitudes and examine whether different approaches to measurement of HRM gives different results - Free Essay Example

Sample details Pages: 18 Words: 5504 Downloads: 3 Date added: 2017/06/26 Category Statistics Essay Did you like this example? The relationship between HRM practice and employee work-related attitudes Introduction The concept of human resource management (HRM) has received focussed attention for around 20 years, with the catalyst being that many US companies found they were being rivalled and in some instances overtaken, in markets they had dominated (Ehrlich, 1994, p. 492). As Lodge (1985, p. 319) observes: By the early 1980s there was still little disagreement that US corporate managers, employees and trade unions would have to change their ways in order to compete successfully for markets in America and abroad. Don’t waste time! Our writers will create an original "The relationship between HRM practice and employee work-related attitudes and examine whether different approaches to measurement of HRM gives different results" essay for you Create order Harvard university academics introduced a new compulsory component of HRM into their MBA syllabus and reinforced this so-called Harvard Model with influential books and articles (Beer et al., 1984; Walton, 1985b; Walton and Lawrence, 1985). While there would surely have been a genuine desire to help US business, US society, and even US employees, there was also a long-term effort to ensure that the Harvard Business School faculty provided leadership in human resource management (Walton and Lawrence, 1985, p. xx). The Harvard concept stresses that HRM should lead to employee commitment not simply as a means to employer objectives of improved productivity and profits, but because the fulfilment of many employee needs is taken as a goal rather than merely a means to an end (Walton, 1985a, p. 49). At about the same time as the Harvard concept was being developed another viewpoint was being promulgated by academics who supported a strategic concept of HRM, with the major work edited by Fombrun et al. (1984). This work emphasises that the four generic human resource activities of all organisations: selection/promotion/placement process; reward process; development process; and appraisal process (Tichy et al., 1984, p. 26) need to be strategically aligned with the organisations overall strategic objectives. Hard and soft HRM British writers have focused on the differences between the Harvard commitment concept of HRM and the strategic HRM concept. Keenoy (1990, p. 368) sees the Harvard concept as philosophically grounded in the recognition of multiple stakeholders and the belief that the practice and benefits of HRM can be achieved through neo-pluralist mechanisms, while the strategic concept is almost uniformly unitarist in orientation and displays a quite singular endorsement of managerial values. The former is frequently referred to as soft HRM, while the latter is hard HRM. In theory, soft HRM fulfils employee needs as an end in itself, and the favourable attitudes generated from the use of appropriate HRM practices (Guest, 1997) together with communication, motivation and leadership (Storey, 1987, p. 6), result in commitment to the organisation and improved performance. Hard HRM is only concerned with the effective utilisation of employees (Guest, 2002) and emphasises the quantitative, calculative and business strategic aspects of managing the head count resource in as natural a way as for any other economic factor (Storey, 1987, p. 6). If the reality of soft HRM practice was that it produced the benefits referred to in the rhetoric of academic evangelists such as Richard Walton then it should be highly favoured by both employees and employers. Questions have been raised by a number of researchers, however, about the ability of soft HRM to achieve these benefits. There are two concerns. The first is that the real motive behind its introduction is to undermine unions (Sisson, 1994). Indeed, going back to the introduction of the Harvard concept of soft HRM, Lawrence (1985, p. 362) writes about a seminal colloquium on HRM between 35 senior executives and Harvard academics. He claims that the question as to whether HRM was designed to keep the union out was emphatically denied, and he protested that all but three of the firms represented were at least partially unionised, with several having had a significant number of units of both kinds, with their older plants unionised and the newer ones not. An unreasonable interpr etation therefore would be that these leaders of commitment HRM will happily dispense with unions given the opportunity. Indeed, Lawrence (1985, p. 362) admits that there was a general view that in a well-managed unit with decision-sharing, a union was not needed to represent employee interests. Guest (1990, p. 389) concludes, the main impact of HRM in the United States may have been to provide a smokescreen behind which management can introduce non-unionism or obtain significant concessions from trade unions. The second concern is that meeting the needs of employees has never been an objective in itself, and has simply been the normative view of what Harvard academics would like to see as the employment relationship. Truss et al. (1997, p. 70) in a study of soft and hard models of HRM, concluded that even if the rhetoric of HRM is soft, the reality is almost always hard, with the interests of the organisation prevailing over those of the individual. Similar conclusions have been reached by Keenoy (1990), Poole and Mansfield (1992), Guest (1995) and Legge (1995a, b, 1998). If the soft model of HRM has validity, then there should be a clear relationship between the experience of soft HRM practice and positive employee attitudes (reflecting their needs are being met) and increasing employee commitment as well as improved productivity. Surprisingly, however, most of the research and reporting on HRM has ignored the views of employees. Legge (1998, p. 14) points out: when reading accounts of HRM practice in the UK and North America it is noticeable the extent to which the data are (literally) the voices of management. Guest (1999, p. 5) agrees, claiming that from its conception human resource management reflected a management agenda to the neglect of workers concerns. Some studies have considered employee reactions to HRM (Gibb, 2001; Appelbaum and Berg, 2000; Mabey et al., 1998) but Guest (2002, p. 335) is perceptive in his criticism that a feature of both advocates and critics of HRM is their neglect of direct evidence about the role and reactions of w orkers. Even the exceptions noted which gave employee reactions to HRM did not relate the employee experience of HRM practices to their reactions, and Guest (1997) argues for a research agenda that addresses this gap. This paper aims to contribute to this gap by fulfilling two major objectives. The first is to add to the limited number of studies which have tested to see if there is a relationship between HRM practice and positive employee attitudes. The second objective is to see if there is a significantly stronger relationship between HRM practice and employee attitudes if employee perceptions of HRM practice are taken as the measure of HRM rather than employer perceptions, which has been the approach taken in general by previous researchers. HRM practice and employee work-related attitudes The soft model of HRM, as stated previously, suggests a relationship exists between the use of appropriate HRM practices and positive employee attitudes, and while theoretically these relationships remain poorly developed (Guest, 1997, 2001), a number of attitudes are nonetheless widely considered to be an outcome of soft HRM. For example, levels of job satisfaction, which is the affective perception that results from the achievement of desired outcomes (Harber et al., 1997), are found to be related to levels of HRM practice (Guest, 2002; Ting, 1997). High levels of employee commitment have also been found to be related to the use of appropriate HRM practice (Guest, 2002), and results from investing in HRM practices which benefit employees. For example, the provision of opportunities for training and skill development benefits the employee by equipping them with the necessary knowledge, skills and attitudes to function autonomously and responsibly (Guest, 2002). Furthermore, it impro ves retention and enables them to cope with change in the work environment (Guest, 2002). Organisational fairness is the term used to describe the role of fairness as it directly relates to the workplace and is concerned with the ways employees determine if they have been treated fairly in their jobs and the ways in which those determinations influence other work-related variables (Moorman, 1991, p. 845). The HRM systems, policies, and procedures that operate in an organisation have been identified as impacting on an individuals perceptions of bias and fairness (Kurland and Egan, 1999; Greenberg, 1990). Studies show that where employees believe they are treated fairly in the workplace then they hold positive attitudes towards the organisation (Moorman, 1991), whereas HRM practices that are perceived to be unfair have been found to result in the employee feeling bewildered and betrayed and thus less committed (Schappe, 1996). As far as the relationship between HRM practice and employee attitudes is concerned, the HRM practice dimension has been measured by collecting data from employers in one of the two ways using additive measures of HRM practice or self-reports about the extent to which particular HRM practices have been operationalised. A possible third approach would be to collect employee views about the operationalisation of HRM practice and then relate these reactions to their attitudes. These approaches are described below. The additive approach To date the most common approach for assessing the relationship between HRM practice and employee work-related attitudes is the additive approach. This involves employers indicating, using a yes/no response format, which HRM practices from a predetermined list currently operate in their organisations. The yes responses are then added together, and the assumption is that a higher sum indicates better HRM. Researchers using the additive approach usually correlate the total number of practices with the HRM outcomes being examined. Research exploring this relationship show a strong correlation between high numbers of HRM practice and positive employee attitudes (Fiorito, 2002; Guest, 1999; Guest and Conway, 2002; Appelbaum and Berg, 2000). While this approach is frequently used, it has attracted criticism (Fiorito, 2002; Guest, 1997, 2002). The additive approach is very simplistic. If an employer claims a practice is utilised there is no differentiation on the basis on how well, or to what extent the practice exists. For example, there could be token training and development, or a high level of commitment to a professional and effective training and development programme. Both examples are credited as a yes. This perceived weakness has led some researchers to use employer self-reports about the strength of HRM practice. Employer self-reports about the strength of HRM practice Guest and Peccei (1994) suggest that an improvement on the additive approach is to assess the extent or strength of practice using response bands such as those contained in Likert scales. Such an approach sees employers self-reporting, either on the extent they consider particular HRM practices to be effective (Delaney and Huselid, 1996), or alternatively on the extent to which HRM practices have been operationalised (i.e. to what extent practices are practised) in their workplace (Kane et al., 1999). Guest (2001, p. 1099) claims further research is needed to test the extent that employer and employee views on HRM practices coincide or differ. Specifically he suggests: There is now a need for more research comparing the responses of managers responsible for developing and overseeing HRM practice and employees to identify levels of agreement about the operation of practices such evidence as it is possible to glean from reports about levels of autonomy and consultation suggest that levels of agreement might be quite low. Support for this assertion has already been found. For example, Appelbaum and Bergs (2000) study comparing supervisor and employee perceptions about participative initiatives in US organisations found wide differences. Similarly, Kane et al. (1999) also found evidence of perceptual differences about HRM between different organisational stakeholders. While managers and employers are important stakeholders, so too are employees. This has led to a strong call for employee voice to be heard in HRM research (Guest, 2001). Employee self-reports about the strength of HRM practice Given the apparent perceptual differences between employers and employees perceptions of HRM then a third approach that could be used would see employees reports on the strength of operationalised HRM practice analysed in relation to their levels of work-related attitudes. There is now growing support for assessing HRM from the employee perspective emerging in the literature (Fiorito, 2002; Gibb, 2001; Guest, 2001), and given that where the concern is employee attitudes, then it is intuitively logical to relate that to employee rather than employer perceptions of the effectiveness of HRM policies and practices. Method The most common approach employed in studies assessing the relationship between HRM practice and employee work-related attitudes is the survey (Cully et al., 2000; Guest, 1999), and this is the method of data collection used in this study. Four areas of HRM practice are examined good and safe working conditions, training and development, equal employment opportunities (EEO), and recruitment and selection. These areas of HRM have been selected because they have previously been identified as those likely to have the greatest impact on employee behaviour and attitudes (Guest, 2001). Three employee work-related attitudes are examined organisational commitment, job satisfaction and organisational fairness. These attitudes are generally considered to be desirable outcomes that result from the use of soft HRM (Meyer and Smith, 2000; Guest, 1997). Measurement Three approaches are used to measure HRM practice an additive measure completed by the employer, and two perceptual measures, one completed by employers and one completed by employees. All three measures relate to practices characterised in the literature as soft HRM or best practice HRM (Guest, 1999; Guest and Peccei, 1992; Johnson, 2000; Kane et al., 1999). They are employee-centred (i.e. they should produce benefits for employees when operationalised), and thus should impact on employee work-related attitudes. The additive measure, as stated, is the one most commonly used in research of this type. The additive measure used in this study asks employers to indicate, using a yes/no response format, which practices, from a comprehensive list of 80 practices (20 for each functional area covered), currently operate in their organisation (for example, Do you consult employees on their training needs?). A 20-item scale consisting of statements about HRM practice is used to assess the strength of HRM practices (five items for each of the four functional areas). Respondents are asked to indicate, using a five-point Likert scale ranging from 1=strongly disagree to 5=strongly agree, the extent they consider each practice occurs in their organisation, for example, EEO is promoted within this organisation (see Appendix 1 for a full list of statements). The same scale is used for both the employer and the employee groups, with the wording amended to reflect their different perspectives. Employer and employee assessments of HRM using this measure are, therefore, concerned with the judgements these groups make about the extent a particular HRM practice has been operationalised in the workplace. The ÃŽÂ ± coefficients for the five item measures relating to each of the four areas of HRM practice examined ranged from 0.83 to 0.88, suggesting high internal consistency exists (Browne, 2000). T he statements about HRM practice on the perceptual measure closely reflect the ones used in the additive measure, but there is not a direct correspondence as that would have resulted in an excessively long measure. Three widely accepted measures of employee attitudes are used. Guest (1997) suggests organisational commitment should be measured using the standard measure developed by Mowday et al. (1979) the organisational commitment questionnaire (OCQ) because this scale captures the extent the employee identifies with the organisation, their desire to remain in the organisation and their willingness to exert effort on behalf of the organisation. An adapted and shortened version of the OCQ is used in this study to measure organisational commitment. Again, respondents are asked to indicate the extent to which they agree with each of the statements using a five-point Likert scale ranging from 1=strongly disagree to 5=strongly agree (ÃŽÂ ±=0.8535). To measure job satisfaction, an adapted and shortened form of the Minnesota satisfaction questionnaire (Weiss et al., 1967) is used. The scale has six items and respondents are asked to indicate how satisfied they are with respect to each of the statements, using a five-point Likert scale ranging from 1=very dissatisfied to 5=very satisfied (ÃŽÂ ±=0.8664). While organisational fairness has two dimensions distributive and procedural this study is concerned only with procedural fairness and HRM policy and practice. The measure used is an adapted and shortened six-item version of the procedural justice scale used by Moorman (1991). This measures employees perceptions about the way formal procedures are carried out. Respondents are asked to indicate the extent to which they agree with each of the statements using a five-point Likert scale ranging from 1=strongly disagree to 5=strongly agree (ÃŽÂ ±=0.9160). Employer and employee respondents were also asked to provide a range of demographic information. Analysis Data are analysed using SPSS, Version 11, using matched employer and aggregated employee data from 37 organisations. Correlations, using Pearsons r, are completed to explore the relationships between HRM practice and employee attitudes. The multiple linear regression technique is used to explore the differential impacts of the three approaches being tested. The sample In total, 234 organisations were originally contacted to participate in this study. A total of 40 organisations agreed to participate. The person most responsible for operationalising HRM practice was requested to complete the employer survey. Employee participation was voluntary, and the company fully endorsed their participation. The employer participant was requested to distribute the surveys to a representative sample of their workforce, in terms of occupational classification, ethnicity and gender. The targeted population of employees consisted of a total of 1,075 full- and part-time employees from the 40 participating organisations. A total of 626 employees responded (a response rate of 58 per cent) by completing the survey and returning it in the reply-paid envelope provided. In total, 37 usable matched sets of data were obtained. These 37 matched data sets comprise one completed employer questionnaire (total usable employer responses=37) and on average 15 employee questionnai res for each organisation (total usable employee responses=572). The number of actual employee responses received for each organisation varied with workplace size, and ranged from eight to 31. The demographics for the employer and employee samples are reported in Table I. New Zealand is a relatively small country and organisations employing in excess of 100 employees are usually classified as large, with those having between 50 and 99 employees classified as medium and organisations with under 50 employees as small. Three-fifths of the organisations participating in this study can be classified as large; one-fifth are medium, and the remaining five small. Of the 37 participating organisations, 19 are located in the private sector, 18 in the public sector. Around 35 per cent of the participating organisations are located in the service industry, with this group being evenly represented across both sectors. All other organisations are classified in the manufacturing, transport, retail, sales, education and health industries. Both the employer and the employee samples are reasonably a representative of organisations and the composition of the workforce in New Zealand, with the only notable exception being the employee sample is skewed in terms of occupation towards professional and semi-professional groups. Results The first analysis examines the relationship between additive measures of HRM practice and attitudes. The number of practices for each functional area varied considerably between organisations. Generally it is found that there are relatively high levels of practice for the areas of good and safe working conditions (M=15.95, SD=3.22), training and development (M=16.77, SD=2.76), along with recruitment and selection (M=16.52, SD=2.50). EEO is the one area, on the other hand, where a considerably lower mean level of practice exists (M=12.17, SD=5.96). According to prior research, high numbers of HRM practice are associated with positive employee attitudes (Guest, 1999). The results of the analysis for this relationship are reported in Table II. These findings differ from those previously reported. Using aggregated employee means, when levels of organisational commitment (M=3.72, SD=0.78), job satisfaction (M=3.72, SD=0.79) and organisational fairness (M=3.70, SD=0.86) are correlated with the combined additive measure of HRM practice, the results show that higher index scores in the number of HRM practices are not related to higher levels of organisational commitment (r=0.155, df=35, p=0.05), job satisfaction (r=0.085, df=35, p=0.05) or organisational fairness (r=0.146, df=35, p=0.05). When this relationship is examined by functional area the correlations are also found not to be significant. Next the relationship between HRM practice and employee attitudes is examined using first employer self-reports, and second employee self-reports. These results are also reported in Table II. Statistically significant correlations are found to exist between the three attitudes measured and employee assessments of HRM practice for all the functional areas examined. However, no significant correlations are found between employer self-reports about the strength of HRM practice and employee attitudes. Data are then analysed using a regression technique, enabling the predictive qualities of each of the three approaches for assessing HRM practice to be explored. The model used for regressions is shown in Figure 1. All the measures of HRM practices were entered into a multiple regression[1] equation so that the character of the relationship between different measures of HRM practice and employee attitudes could be explored. It is found that nearly 51 per cent of the variance in organisational commitment (R 2=0.506, p;0.000), 58 per cent of the variance in job satisfaction (R 2=0.578, p0.000) and 61 per cent of the variance in organisational fairness (R 2=0.610, p0.000) can be explained by one or more of the measures of HRM practice. The results of the regressions for the three measures of HRM practice, along with the three measures of employee attitudes, are presented in Table III. When the results of the regression for the three different measures of HRM practice are analysed it becomes evident that employee assessments have the greatest level of predictive power for attitudes. The regression reveals that numbers of HRM practice and employer assessments about the strength of HRM practice account for very little of the variance in attitudes. On the other hand, employee assessments of HRM practice appear to be very influential. Around 47 per cent of the variance in organisational commitment is explained by employee assessments of practice across the four HRM areas examined, with even larger and equally significant levels of variance being explained by this for job satisfaction and organisational fairness. If we exclude employee assessments related to EEO from the analysis, as it uniformly records the lowest ÃŽÂ ² across all three attitudes, the ÃŽÂ ² statistic for the remaining three functional areas of HRM practice implies that for every increment in employee assessments, levels of attitudes increase by between 0.17 and 0.34. The most statistically significant and consistent increments are in relation to employee assessments of good and safe working conditions, along with training and development, and these are found to apply to all aspects of work-related attitudes measured. Also worth noting is that, not surprisingly, assessments of recruitment and selection practices accounted for the largest variance in levels of organisational fairness. Discussion and concluding remarks Consistent with the work of Appelbaum and Berg (2000), Cully et al. (2000) and Guest (1999), this study also finds that a significant relationship exists between HRM practice and employee work-related attitudes. There is a strong statistically significant relationship when HRM is researched from the employee perspective. However, there was no significant relationship when HRM practice was measured using the additive approach or employer self-reports. These results have implications for current approaches used to assess the HRM practice-employee work-related attitudes relationship. This study demonstrates that by far the greatest correlate of employee attitudes are employees own assessments of the strength of HRM practice. Interestingly, higher levels of HRM practice, using an additive measure, are not found to be significantly associated with attitudes across any of the four functional areas of HRM examined. In fact, it is revealed that higher levels of HRM practice are in some cases related to decreased levels of job satisfaction and organisational fairness. For example, looking at the data for each functional HRM area, it is possible that higher levels of EEO practice may actually have no, or even a negative, effect on employee attitudes, with a strong inverse relationship being found for job satisfaction. Similarly, weak relationships are found when the relationship between employer assessments about operationalised practice and attitudes are examined. So while Guest and Peccei (1994) suggest these areas are important aspects of best practice HRM, this study finds them to be unrelated to attitudes when data are collected from employers. Put together these results suggest that if managers want to maximise employee attitudes, then implementing lots of practices is not sufficient. Practitioners need to be aware that the way they implement their HRM practices may be a more important determinant of employee attitudes than the number of practices they put in place. This builds on the research findings of other recent studies (Armstrong, 2001) that suggest it is possible that it is the quality of the practice that counts and not the quantity. It may be that practitioners may need to undertake regular attitudinal surveys to assess employee reactions to current HRM practice and assess these on a longitudinal basis to identify what is working and what is not. It was beyond the parameters of this study to examine the complex relationship between HRM practice, employee attitudes and business performance; it has, however, explored the narrower relationship between HRM practice (for the areas of good and safe working conditions, training and development, EEO and recruitment and selection) and three employee attitudes (organisational commitment, job satisfaction and organisational fairness). While regressions tell us nothing about the cause-effect nature of relationships between assessments of HRM practice and employee attitudes, these findings strongly suggest that incorporating the employees experience of HRM into analyses exploring the HRM practice, employee attitudes relationship will contribute further to our understanding about what aspects of HRM have the potential to yield the greatest performance outcomes. Arguably, more so, it would appear, than exploring this particular relationship solely using additive measures or employer self-re ports. This study has some limitations. This study found the standard deviations for assessments of HRM practice and work-related attitudes amongst employee groups within each organisation to be reasonably low, showing close agreement. Nonetheless the aggregated data has been developed from a relatively small sample, thus it may not be representative of the bulk of employee views. The evaluative nature of the questions used introduces the possibility of common method variance (i.e. an artificial correlation across questions due to mood or other contaminants (Fiorito, 2002)). Also, the HRM practices used in this study are supposedly best practice; however, there is still insufficient evidence available to confirm that they are indeed best practice. Finally, Gibb (2001) suggests effective HRM is about implementing best practice. 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