The Awakening – a Feminist Analysis

The Awakening  is a  novel  by  Kate Chopin, first published in 1899 , set in  New Orleans  and the Southern  Louisiana  coast at the end of the nineteenth century. The plot centers on Edna Pontellier and her struggle to reconcile her increasingly unorthodox views on femininity and motherhood with the prevailing social attitudes of the turn-of-the-century  South. It is one of the earliest American novels that focuses on women's issues without condescension. It is also widely seen as a landmark work of early  feminism. Kate Chopin’s  The Awakening  was a bold piece of fiction in its time, and protagonist Edna Pontellier was a controversial character.She upset many nineteenth century expectations for women and their supposed roles. One of her most shocking actions was her denial of her role as a mother and wife. Kate Chopin displays this rejection gradually, but the concept of motherhood is major theme throughout the novel. Edna is fighting against the so cietal and natural structures of motherhood that force her to be defined by her title as wife of Leonce Pontellier and mother of Raoul and Etienne Pontellier, instead of being her own, self-defined individual.Through Chopin’s focus on two other female characters, Adele Ratignolle and Mademoiselle Reisz, Edna’s options of life paths are exhibited. These women are the examples that the men around Edna contrast her with and from whom they obtain their expectations for her. Edna, however, finds both role models lacking and begins to see that the life of freedom and individuality that she wants goes against both  society  and nature. The inevitability of her fate as a male-defined creature brings her to a state of despair, and she frees herself the only way she can, through suicide.All throughout â€Å"The Awakening,† Kate Chopin shows examples of how women should and should not act in society, in their homes, and with their husbands. In Edna Pontellier's adopted society, women are viewed more valuable when they conform into the mother-woman role. The mother-woman role is another form of men control, because it dictates how women should idolize their children, worship their husbands, and honor their isolated but inferior positions      As the novel progresses, Edna begins to make increasingly â€Å"open-eyed choice[s] to defy illusions and conventions†.Throughout the novel Edna becomes increasingly sexual, also becoming aware of her sexuality. Her bond of friendship with Robert seems harmless at first, but when he leaves for Mexico Edna believes she is in love with him: â€Å"For the first time she recognized anew the symptoms of infatuation. . . to torture her as it was doing then with the biting conviction that she had lost that which she had held, that she had been denied that which her impassioned, newly awakened being demanded† (Chopin 44).Edna has never had any sexual encounters with Robert, yet her emotions are so a roused by her close friend she is â€Å"infatuated† with him. Until this point, Edna seems to have not realized her feelings for Robert. In time she will call these feelings love, but at this point she is deeply upset because the man she is â€Å"infatuated† with is leaving. Edna’s emotions have been stirred for the first time in a long time, and she is unwilling to merely deal with the fact that the man who did this is leaving.Edna goes into a childlike pout, neglecting the familial duties she previously completed without fail. Edna’s awakening comes in two parts, the emotionally sexual awakening she experiences with Robert and the physically sexual awakening reached with Arobin (Seyersted, Kate Chopin 155). When Robert leaves her the first time, she is upset and broods, unable to believe he left so abruptly, and without saying goodbye. Arobin cannot gain this control over Edna’s emotions, as she distances herself from him and restrains herself fr om becoming too emotionally attached.Through her experience with Robert, Edna has learned to keep her emotional distance from men, lest she be hurt again. Edna is definitely a more sexual being now than previously in the novel. Before she recoiled at the touch of her closest friend, and now she is indulging in a forbidden kiss, holding Arobin close to prolong the contact. She is also more reserved. Arobin is quite anxious to see Edna again, but Edna pushes him away telling him she will see him at her dinner party, â€Å"not an instant sooner† (Chopin 82).Edna takes control of the situation, pushing Arobin away when he begs to see her again, having come to an enlightened state of being, learning from her mistakes and being an active force in her own life. Edna now makes decisions (such as moving out of the house) based on what is right for her, choices that will drastically affect her life, doing so with open eyes and a clear head. Edna is feminist in nature, but her feminism comes with a price, and not many people are strong enough to endure social ostracizing to enjoy personal freedom.Chopin wonderfully illustrates Edna’s dilemma, showing possible consequences of becoming enlightened outside the context of a broader social movement. By the end of the novel, Chopin still refuses to tell us whether Edna’s awakening is liberating, or if it is tragic. They argue that Edna Pontellier’s awakening is one of mental clarity, and her suicide is a triumphant act. By committing suicide Edna is finally freeing herself from social constraints and possession. Her suicide is an act of liberation, therefore Edna is the ultimate feminist.

Pittsburgh – the Most Livable City!

Towns and cities have a long history. In the ancient world cities were developed in a number of regions and for a variety of reasons and motivation from religious to political views. The first true cities are sometimes considered to be large settlements where the inhabitants were no longer simply farmers of the surrounding area, but began to take on specialized occupations, and where trade, food storage and power was centralized (Gracias, par. 1). An ancient Greek philosopher, Plato, has once said, â€Å"This City is what it is because our citizens are what they are†. A city is a home for hundreds of people and is shaped by decisions, views and knowledge of those people. These days when we look up in the dictionary for the word city it is defined as a center of population, commerce, culture, and a town of significant size and importance. However, with each day cities worldwide grow, improve, and change simultaneously. Based on the technological globalization cities are moving toward becoming the centers of knowledge and learning. In fifty years from now, we will no longer view cities simply as an inhabited place of greater size, because 21st century is taking the meaning of a city to a whole new level. We will face new intelligent cities, which use technology and communication to create more efficient ways in terms of competitiveness, innovation, environment, energy, utilities, governance, and delivery of services to the citizens. Each city within our country is competing to attract more population, build a remarkable reputation and become number one. This year Forbes Magazine, the online magazine for the latest business and financial news and analysis, recognized the city of Pittsburgh as America’s Most Livable Cities for the second time (Levy, 1/2). However, as always there are many controversies about what it means to be the most livable city. Well, majority would think that livability would have to do with finding a good job. However, the word livable by itself means suitable for living. So the question is, what criteria does Forbes magazine establishes to define livable. According to the magazine it examined America’s 200 largest cities and used the following five points of data to determine the top cities: growth in income, unemployment rate, crime, cost of living, art and leisure (Levy 1/2). If you have never been to Pittsburgh, you may wonder about why in the world it was named the most livable city? Maybe twenty years ago there was nothing significant about Pittsburgh, but now there are many thriving high-tech firms that continue to form and make their mark (Florida 13/14). There are signs of life in the social and cultural environment as well. The region’s immigrant population has begun to tick upward, fed by students and professors at the universities and employees in the medical and technology sectors (13/14). There’s no doubt that Pittsburgh is one of the most livable and industrially advance cities in America. Each city possesses a unique historical and geographical background, which is what makes it significant and gives the city its sense of identity. Pittsburgh is a city known for its culture, history and accessibility. Named after William Penn the elder, the 18th century British Prime Minister, Pittsburgh was once the heart of America’s steel industry, its notorious smog earning it the nickname â€Å"hell with the lid off† (Owen, par. 1). In the late 19th and early 20th centuries, the city was home to many of America’s most successful â€Å"robber baron† industrialists, including Andrew Carnegie, Henry Clay Frick, and the Mellon brothers, as well as Henry John Heinz, the founder of the Heinz food company. In the 1970s and 80s, the city transformed its economy following the collapse of the steel industry with the healthcare and several respected universities now key employers (par. 1). In the 19th and 20th centuries, wealthy businessmen and nonprofit organizations donated millions of dollars to create educational and cultural institutions (â€Å"Pittsburgh,† pars. -5). As a result in this rich legacy of community investment and involvement, the city has built the foundation of the rich cultural and artistic environment. The 14-block Cultural District is unique and is home to the world-renowned Pittsburgh Symphony Orchestra, Pittsburgh Ballet Theatre, Pittsburgh Opera, Pittsburgh Dance Council, PNC Broadway Series, Pittsburgh Public Theater and the new August Wilson Center for African American Culture (pars. 4-5). Few cities can compare to this vibrant Cultural District alive with live theater, art and numerous restaurants. Its famous son is probably Andy Warhol, who is celebrated in an impressive museum on the city’s North Shore. The museum has achieved worldwide recognition for devoting large-scale installation art. Therefore, throughout the city and the region, galleries and museums offer everything from the cutting-edge to the classics (pars. 4-5). The entertainment is endless and the quality and variety are outstanding and fantastic. Pittsburgh has launched a multitude of programs to diversify the region’s economy away from heavy industry into high technology (Florida, 3/14). It has rebuilt its downtown virtually from scratch, invested in a new airport, and developed a massive new sport complex for its professional sport teams because of its long sport history and dedication. Pittsburgh’s football team, the Steelers, who play to a packed stadium on the Ohio River, are another example of success, and were the winners of the 2009 Super Bowl, while the ice hockey team, the Penguins, won the 2009 Stanley Cup (3/14). Indeed, Pittsburgh’s art scene, job presence, safety, and affordability make it the most livable city in the country, according to measures studied. Compared with many large cities, home prices in Pittsburgh are more affordable (Powell, par. 1). Recent surveys indicate an average home price in Pittsburgh of ranging from about $110,000 to $162,000 for a single family home, which is about 40% below the national average price (par. 1). The housing market is relatively stable despite a national subprime mortgage crisis, and Pittsburgh added jobs in 2008 even as the national economy entered a significant jobs recession. This story of regeneration was the inspiration for President Barack Obama to personally select Pittsburgh as the host city for the 2009 G20 Summit (Owen, par. 1). Pittsburgh’s strong university presence with over a dozen colleges or campuses helps encourage its livability. Because Pittsburgh is one of the largest college cities it in general has a younger, more educated and consumer-oriented population. One of its famous universities is Carnegie Mellon, one of the world’s leading centers for research in information technology (Florida, 2/14). Right down the street from Carnegie Mellon campus, is located the University of Pittsburgh, which has a world-class medical center. Pittsburgh attracts hundreds of millions of dollars per year in university research funding and is the sixth-largest center for college and university students on a per capita basis in the country (2/14). Another factor enhancing Pittsburgh’s livability is that area residents face very little risk of encountering a natural disaster, such as an earthquake, hurricane, wildfire, or tornado compared to other cities (â€Å"Improving,† 1/1). Pittsburgh is also a great place to raise a family, based on income growth over the past five years and the current unemployment rate (â€Å"Pittsburgh,† par. 6). Therefore, the city is more livable if a family’s income goes further. Pittsburgh is as well ranked among the top 10 metropolitan areas in the nation for climates favorable to business expansion (â€Å"Pittsburgh Law,† pars. 4-5). The city is one of the most industrially advanced based on technology, retail, finance, and medicine (pars. 4-5). What I mean by industrially advance is that the city is home and headquarters to major global financial institutions, including PNC Financial Services, PPG Industries, U. S. Steel, H. J. Heinz Company, CONSOL Energy, Google Corporation, and others (pars 4-5). â€Å"Our City has come a long way and I’m thrilled that Forbes. com has once again recognized Pittsburgh’s unique position as a City that truly has it all – entertainment and affordability, but most important, safety and jobs,† Pittsburgh Mayor Luke Ravenstahl said (â€Å"Pittsburgh Ranked†, 1/1). It’s important that we look to these ratings as an opportunity to not only tell our good story and attract more people and businesses to Pittsburgh, but to roll up our sleeves and work on getting even safer, creating more jobs, and being more livable (1/1). † The word â€Å"livable† carries the connotation of a place being suitable for a living. The Forbes magazine defines livable by establishing certain criteria that the city must satisfy to be recognized as America’s most livable city. Pittsburgh has outranked all 200 cities nationwide and was honored to stand out as a powerful example of what is a livable city and how to create new jobs and industries while transforming to 21st century economy. No one is claiming that Pittsburgh is a perfect city. It’s simply livable and beautiful. There’s no doubt that Pittsburgh is on the map when it comes to arts and culture , income growth, stable unemployment rate, low crime rates and average costs of living . However, there’s more about Pittsburgh than just statistics and rankings. Some people may perhaps enjoy Pittsburgh simply for its marvelous fall season. Where the nights get shorter, the wind blows brisker, and the trees shed their green, making way for coral, mustard, and flame. As you walk through dozens of neighborhoods of every stripe and character you discover that Pittsburgh feels like home. Rolling hills, wooded glens, dog walks, and unbelievable views of the sky can make you forget about all that reading you have to do for school or work. All the lists and web articles in the world can’t convince you that Pittsburgh is the most livable and perfect place, but a visit here just might.

A Perspective of the Modern World

A Position of the Modern World The construct of where the modern universe began was ne'er much of a idea of mine prior to taking this class. Believe it or non, I ne'er even gave much idea to what the word â€Å"modern† even meant. However, I do remember what my first inherent aptitude was when the inquiry was posed on the really first twenty-four hours of category. â€Å"What comes to mind when you hear the phrase, the modern universe? † My encephalon rapidly leapt to that of a functioning economic system. An economic system that leads to the formation of more sophisticated Torahs in which society starts to develop and map about. That made sense to me at the clip, but now when I read that back in print I wonder what the heck I was even believing about. My ideas were centered on the constitution of the U.S. settlements and get downing a new society. I was non even needfully believing about post-revolution U.S. , but instead the beginnings of a new state that was puting the tone for the universe that we know today. It made sense to me that the â€Å"modern world† would necessitate holding the concept of the universe that presently exists, even if it was merely in its babyhood phases. Diging in to that thought though led me to the realisation that the U.S. was far from the first economic system in the universe. In fact, economic system day of the months back good in to the early antediluvian times. I slightly seem to remember larning about early economic system when being taught about Mesopotamia in my secondary instruction old ages. So possibly holding all that exists in the current universe is non necessary for the â€Å"modern† , but instead merely holding that avenue for its growing. If a working economic system was non the driving force of the modern universe, what was? Through the hebdomads of the category we had the chance to discourse at least eight different countries that saw important alteration from about the mid 15th century until the late 20th century. And while there will ever be many lending factors to the development of civilization and society over clip, our modern universe seemed to be launched chiefly from one major influence†¦a alteration in position. Perspective is what allowed the modern universe to get down to develop and would finally take us to what we have today. The Renaissance motion in Italy helped catapult a wholly new mentality of that which was standard in antediluvian and mediaeval times. It was a period in clip where a new position began to originate. The displacement from a God-centered point of view to a man-centered 1 developed a whole new originative manner of nearing political, societal, economic and cultural countries, and brought approximately great alteration in each of them. It marked a gradual displacement from a agriculture focussed society to an urban one, where metropoliss assumed a greater importance than in the past because of trade. It was besides a clip when originative thought and new engineering Lashkar-e-Taiba people comprehend and describe the universe more accurately. Science, doctrine, faith, art, and history combined to make a humanist attack to understanding the universe. Switching off from a society dominated by God-focused thought allowed creative persons and scientists likewise to get down progressing some reasonably extremist constructs. In ancient times the justification for anything that seemed unaccountable was based on a intent that the Gods had put away. The Gods brought the rain, pulled the Sun across the sky, changed the seasons, etc. When the Renaissance brought about a displacement in the manner we thought and saw things, there started to be a more scientific attack in the logical thinking behind the inquiries that were raised. Columbus challenged that the universe was round as opposed to level. Copernicus, pant, stated that the Sun is more likely to be the centre of our solar system and non the Earth. It was forward minds like these gentleman that brought about a alteration in society that would get down taking to a patterned advance of alteration instead than a stale and dead being that had been most outstanding in the clip period merely before the outgrowth of the Renaissance. A displacement in the manner society thought would be the accelerator for transmutation of the universe. Critically of import to this displacement in thought was the innovation of Gutenberg’s publishing imperativeness with movable type, which aided the spread of the Renaissance. Prior to holding the printed word, humanity relied on unwritten conveyance of cognition. Perpetrating information to memory was critical to successful life. The passage to books may hold damned memory as was one time known, but it besides provided chances to a turning displacement in idea to the multitudes. Printed books became more readily available and people learned to read and derive entree to a wide scope of cognition. As printing imperativenesss were established in Italy and other parts of Europe, printed books exposed educated Europeans to new thoughts and new topographic points. The add-on of printed plants, made available to the multitudes, added a more finite being to the constructs being fed to the populace. Opinions and ideas on social things were now being published for anyone with the ability to read to devour. Changing positions had a new friend that would assist present them to more people across the Earth, motivating quicker and more efficient transmutation. The general populace now had entree to the ideas of people like Martin Luther thanks in big portion to the printing imperativeness. This sort of handiness to positions such as Luther’s led to legion persons oppugning the current being of established establishments such as faith and authorities. In many ways the printed word helped launch positions to people that may hold been less prone to hearing those same constructs by word of oral cavity. These ideas were now able to be readily accessed by many, fostering an development of thought and construct that would alter the class of social development. Monarchial foundations would get down to be questioned as displacements in position led manner to an epoch of enlightenment. Past traditions and undisputed religion would be challenged by philosophers like Bacon, Locke, and Voltaire. Debating thoughts about authorities and single rights finally led to dispute of traditional regulation. Ultimately a path was paved for rebellion, most notably with the American and Gallic revolutions. Timess were switching from authorities of a supreme swayer to that of a way for single privileges. It makes perfect sense that when freedom comes from that which has kept us down, it is clip to get down to spread out and come on in efficiency. Emancipating ourselves from old traditions allows us to travel frontward and to boom more creatively. This is what the industrial revolution was to me. It was a clip following the separation of traditional authorities in which we could now develop ourselves and challenge ourselves in engineerings. Science and engineering progressed at such a rapid gait and new inventions were doing growing non merely feasible but at hand. Steam engines led to go and efficiency in machinery. Advanced fabrication procedures were made available because of growing in machining tools. It is a spot phantasmagoric to believe of the monumental displacements in industry from the late 18th century to mid 20th century. However, when you start to believe of how displacements in position and ways of idea can impact a civilization so rapidly, the concatenation reaction of development seems a small less incredible. It is still astonishing, but credible. Probably my favourite epoch that we had the chance to reflect upon and discuss was that in response to the industrial revolution, the romantic period. Puting accent on emotions and promoting art, literature, and music to new degrees was the halfway phase of this epoch. Switching from modern worlds, the romantic age stressed utilizing imaginativeness to visualise an flight. Poets like Keats, Shelley, and Lord Byron provided a more facile usage of linguistic communication that brought about power and beauty to the mundane. Romantic art centres more on the unmanageable, unpredictable nature as opposed to the controlled order seen in the enlightenment period. Romanticism was and still is all about experiencing no affair what the topic. There is no uncertainty that the promotions we have been able to analyze dating back to the Renaissance have come about quick, comparatively talking. The fact that we have seen geographic expeditions to new lands, freedoms won over oppressors, people able to wing, atomic arms created all in a small over five hundred old ages is mind blowing to state the least. To believe that merely about five centuries ago our universe was still perceived to be the centre of the existence and a level land. No uncertainty about it that a displacement in position was required to convey about a concatenation reaction of alteration. Challenging old thoughts and puting out to turn out new 1s is no original construct. The cardinal difference that enabled the point of view displacements in the Renaissance period to alter the class of our universe was the ability to acquire those new ideas in to the custodies of the multitudes. I wouldn’t needfully travel so far as to state that Gutenberg singlehandedly altered our class by his innovation. But he surely played a major portion in acquiring that class apparatus so that the driving force of disputing idea and position had a topographic point to travel. Once the class of the printed word was set, original positions were now able to travel frontward and convey about inquiries that institute planetary alteration. It about seems that now we have entered in to a period where we have become complacent with where we are. At least from a engineering point of view. Possibly there isn’t much more to contrive or alter. Possibly. I tend to believe that’s far from the truth nevertheless, and hopefully there’s a whole batch more philosophers on the skyline that will go on disputing and forcing us to the following epoch. It’s a good thing to acquire a alteration in position from clip to clip.

Effectiveness of the Transmission of Monetary Policies and Lessons Essay

Effectiveness of the Transmission of Monetary Policies and Lessons Learned in 2007 and 2008 Global Financial Crisis - Essay Example It has also resulted in a number of debates as regards the effectiveness of the transmission mechanism of monetary policies. In the past, monetary policy has been associated with a financial stability of an economy. The problem that a majority of countries face is concerned with the effectual transmission mechanism of an effective monetary-policy. A number of lessons can be learned regarding the effectiveness of the transmission mechanism of monetary policy by central banks in the year 2007 and 2008. The lessons would be based on interest rate, inflation, exchange rates, balance sheet, expectations, as well as moral hazards that characterized the market prior, during and after the 2008 global economic-crisis. A Brief State of the 2007 Financial Crisis and Failure of the Monetary Policy Transmission Mechanism Although financial crisis is not a unique occurrence, the financial crisis of 2007 was more global than other economic crises experienced in the past (Mankoff, 2010). It is also regarded as the most impactful relative to other proceeding financial crises. Due to its high level of degree in terms of impact and globalization, a large number of monetary policymakers were compelled to utilize both conventional and unconventional financial policies. A majority of economic analysts as well as financial institutions in the world were surprised by the fast pace at which the subprime crisis in the US led to a world financial crisis (Cecchetti, 2009, p. 53). The global financial crisis led speedily to a world economic crisis. This fast pace left a considerable number of individuals in the business and financial circles with unanswered questions regarding the effectiveness of the transmission mechanism of monetary policy. In particular, the 2007 and 2008 financial crisis questioned the effectiveness of various institutional frameworks (Mankoff, 2010). It also questioned the national and internal monetary instruments in ensuring financial stability at the global level. In relation to Shiller’s (2008) argument, attention has been paid to the role and operation of financial markets, as well as financial institutions. Specifically, questions regarding the effectiveness of financial institutions and markets to price and administer risk have been raised. Analysts observe that there have been inability of private sector to manage risk effectively, and failure of public sector’s supervision of the financial markets (Mankoff, 2010). Interest rate While the financial world changed in the year 2007, the monetary instruments were not updated to handle the change (Swagel, 2009, p.43). The instruments were not transmitted effectively to realize positive impact. Initially, interest rates were traditionally treated as the main financial instrument that would protect an economy against financial difficulties, as well as enhance economic growth. A large number of emerging economies, including India, lowered their interest rates in an anticipation th at both prices and output would respond effectively. However, both output and prices did not respond in respect to the anticipation. An interest rate is majorly used in managing the supply of money in an economy. Interest rate has been observed by many individuals as a key monetary instrument in controlling lending and borrowing between financial institutions and consumers. The borrowing and lending is also executed amongst financial institutions. In the event that there is a high supply of money in an economy, a central bank would opt to raise the level of an interest rate. In this regard, credit availability is likely

Effect of Visual Communication on Businesses Essay

Effect of Visual Communication on Businesses - Essay Example "We exist in a visual culture. The importance of reading and interpreting signs has become a rapidly increasing concern in recent years. This book offers an intricate theoretical perspective regarding the study of visual communication and expands the academic arena for debate concerning the visual. 'The significance of Jamieson's book is that it addresses the subject of the visual arts from this wider vantage point. For Jamieson, the visual arts reveal visual communication as the means by which the body and its organs communicate with its surrounding forms.' (Professor Robert Cooper, Keele University) Worth S in Studying Visual Media expresses it as "The central thread that runs through Sol Worth's research and writings is the question of how meaning is communicated through visual images. Coming to academic life after careers in painting, photography, and filmmaking, Worth was imbued with the conviction that visual media were forms of communication that, while fundamentally different from speech, could and must be seriously examined as ways by which human beings create and share meanings." The powerful effects of this visual media of communication grew faster in the 21 century due to the ubiquitous ness of the computers and the internet. Fast paced life and neck by neck business competition made businessmen and Commercial intelligentsia aware of its powerful impact on consumers and citizens of the global world. Communication was always important means of reaching out to people but the digital technology and the revolutionised electronics have not only made life swifter but also made it essential for everyone to stay connected in order to survive in the pace of globalisation and dissolving geographical boundaries in this century.Anything that is easier, faster and effective to understand and tell is the fundamental aim of every means and mode of communication today. Visual communication thus paved its way into nooks and corners of daily lives of all who walk on the earth in the modern world. From domestic to diversified sectors of business, media, commerce, health, religion, or any faculty of society, visual communication has now become a supreme form of effective communication. Corporate offices and Multinational companies have realised the importance of reaching out to their consumers. Visual communication through graphics, designs and signage has surpassed all barricades of language as a means of communication today. A visual graphic needs neither reading nor learning as it is easy to comprehend by sheer vision. Hence it has gained immeasurable popularity in the daily world including the world of business communication. Research in visual communication has proved the magnified influence of this form of communication and there is very little doubt of its becoming a panacea of top business strategies. In Visual Communication: Images with Messages Lester (California State University) "explores how the brain

Bottoms Up Market Sizing Research Paper Example | Topics and Well Written Essays - 1000 words

Bottoms Up Market Sizing - Research Paper Example With unit investment trust which are registered companies that posses both characteristics of mutual funds and closed-end funds, their presence is attributed to low number of investment companies below year 2000 level despite net increase since in 2005. The number of new UITs has increased by 2011 by opening 51 new trusts, while closed end fund sponsors had increased with 10 by 2011 since year2005 (Investment Company institute, p, 17). ETFs which are regarded as hybrid of other investment companies (Dow Jones& company) have continued to increase with significant speed where 216 new fund have been opened, on net, by 2011 there were 1,166 ETFs which is 15 times that existed at year 2000 ( Investment Company institute,p.19). ... ,880 642 743 5,984 16,249 2009 8,612 627 820 6,049 16,108 8,540 624 950 5,971 16,085 2011 8,684 634 1,166 6,022 16,506 Source: Â   Source: Investment Company,p.19 Assets Managed By Fund Managers United state represented the world largest of mutual fund market, at the end of 2010 i.e. 11.8 trillion under management which is 48 % of global mutual fund asset under management (Investment Company institute, p.14). US registered investment companies managed $13 trillion by the end of 2011 (investment company fact book, p. 8) while this figure represent is a decrease of $ 129 billion since 2010. This is attributed to 1 % stock index fall hence decrease in total of net asset of fund invested in domestic equity market. Also through lowering of US equity and bond fund that held international asset, resulted to decrease in dollar value of non domestic securities in their portfolios (Investment Company institute, p.34). Asset under Fund Managers Year Tax-free debt trust assets (left scale) Taxa ble debt trust assets (left scale) Equity trust assets (left scale) Total trust assets (left scale) 1992 81 10 6 98 1993 71 9 8 88 1994 a 7 9 74 1995 51 8 14 73 1996 41 8 23 72 1997 38 6 41 85 1998 32 5 56 94 1999 26 4 62 92 2000 23 4 48 74 2001 19 4 26 49 2002 17 4 15 36 2003 13 3 19 36 2004 11 3 23 37 2005 10 2 29 41 2006 9 2 39 50 2007 8 2 43 53 2008 6 2 20 29 2009 10 4 25 38 2010 13 4 34 51 2011 16 4 41 60 Source: Investment Company institute, p.34 Revenue Generated By Assets under Fund Managers Financial currency trading market is quite dynamic with which changes daily and keep evolving as technology keep changing the course of online trading (Jeulin). Income represented by divided distribution mainly is generated from interest and divided earned from securities in fund manager

Environmental Science Lab IP 5 Essay Example | Topics and Well Written Essays - 250 words

Environmental Science Lab IP 5 - Essay Example This is deposited at the bottom of the lake bed and then undergoes decomposition, yielding nutrients such as phosphorus and nitrogen that then accelerate the growth of algae species (Vanderploeg, et al., 2001). Using MUSE, the numbers of phytoplankton, zooplankton, Cladophara, Foraging fish and Lake Trout were recorded at intervals of 0, 4, 7, 10, 13, 16 and 20 years after the introduction of the Zebra and Quagga mussels to the ecosystem. The recorded results showed that the population of the Zebra and Quagga mussels, as well as the Cladophora biomass increased rapidly from 0-13 years. It then decreased in the subsequent years (16-20). Conversely, the populations of phytoplankton, zooplankton, Foraging fish and the Lake Trout decreased from 0-13 years, and then increased afterwards. The results showed that between 0-13 years of introduction, the population of the Zebra and Quagga mussels increased and that of the phytoplankton reduced since the mussels feed on the phytoplankton. The reduction of the phytoplankton population led to a reduction in the populations of the species that come next on the food chain (zooplankton, Foraging fish and Lake Trout). The biomass of Cladophora algae rose like that of the mussels rose because of the increase in nutrients such as nitrogen and phosphorus due to decomposition of pseudofecal matter. The population of the mussels rose up to the point where the available phytoplankton could not sustain their survival, resulting in a large number dying off. This led to a subsequent drop in the biomass of Cladophora algae because of the reduction in the amount of nutrients available. As the population of the mussels dropped, there was a slight increase in the population of the phytoplankton. This lead to a subsequent rise in the population of the species dependent on it both directly and indirectly. Benson, A. J., Raikow, D., Larson, J., & Fusaro, A. (2012, 06 06). Dreissena polymorpha (Pallas, 1771).

Various Hazards in the Various Industries Assignment

Various Hazards in the Various Industries - Assignment Example It is important to highlight that this paper or assignment delves into the discussion of the various hazards to the various industries. It is again worth noting that the paper presents what does not happen in real life but are rather hypothetical. In the paper, the following sectors of economic development have been selected for the presentation. The construction industry, manufacturing, transportation, and the mining industries were the chosen industries in question. The hazards range from environmental to human (Steve, 2004). In the construction industry, there are various hazards that the people who work there could possibly fall victims of. A good example is a case where the construction materials fall on the worker probably because there was an earthquake, collision from a machine or any other form of vibrating machine. These can cause some danger to the people and any other form of life in the surrounding (Steve, 2004). In the manufacturing industry, the hazards that can possibly be associated with the industry are the cases where the manufacturers at some point can decide to introduce a harmful substance into the products that they manufacture. These could be quite hazardous to the life of the consumers of the products affected by these kinds of acts (Steve, 2004). Another industry that can as well affected by the hazards is the transport industry. Under this, the hazards can arise when there are mechanical breakdowns in the various media of transport and even the poor modes of transportation in the areas. Poor weather conditions can also be potential causes of the hazards that are associated with the industry in hand (Steve, 2004). It is also important to note that the mining industry is the most affected. The miners underground can suffocate while they are underneath due to the insufficient air supply as well as the high temperatures.   The land above them similarly is quite dangerous to their lives as it can be triggered due to the isostatic adjustments and the magma movement in the mantle that is a result of the conventional current in the mantle too (Steve, 2004).

Special Teacher Training in Saudi Arabia Thesis Proposal

Special Teacher Training in Saudi Arabia - Thesis Proposal Example From the discussion it is clear that the government of Saudi began to incorporate deaf students into regular public schools following pressure from the public. The move was not accompanied by measures to train teachers on how to handle deaf students alongside those without hearing impairments. This placed deaf students in public schools at somewhat of a disadvantage compared to the normal learners. The author believes that the move was a good one. Secluding deaf learners in their schools as a form of discrimination. However, the Saudi government needs to review the curriculum for ordinary teacher training to incorporate the skills necessary for teachers to handle deaf students.As the report declares  until recently, institutions of higher learning in Saudi Arabia did not admit deaf students because they lacked the facilities needed to support them. This scenario forced deaf students who wanted to pursue higher education after high school to seek opportunities abroad. Another effect of the failure of Saudi colleges and universities to admit deaf students was that they (the deaf students) were locked out teaching deaf students at primary, secondary and higher education levels. Instead, the instruction of deaf students was left exclusively to hearing teachers. This situation has persisted despite research conducted elsewhere indicating that the instruction of deaf students is more effective if it is undertaken by deaf teachers.

Tourism in Manchester Essay Example | Topics and Well Written Essays - 3250 words

Tourism in Manchester - Essay Example The intention of this study is Manchester as the place of contrasts and a place of enormous wealth, meaning that it is a place that depicts the cultural heritage of different areas and tourists pay a huge amount of money for visiting these places. Similarly, another historian wrote about Manchester that it is a place which has all the basic necessities of life worthy for a standard lifestyle besides water, and among all this, the beauty of Manchester is the one that is worth seeing Ritvo. Asking from one of the respondents he replied: â€Å"it is the boundless beauty, worth seeing places, availability of all facilities like spa, beauty salon, shopping malls, dining, water parks and much more makes Manchester famous for tourism among tourists†. This takes us to the point that makes Manchester eminent among outsiders is its interminable beauty, untainted environment, and all the facilities that are available at the doorstep. Tourism places are always equipped with wonderful mast erpieces of architectural designs, museums, recreational places, and much more that not only enhance the real beauty of the respective place but attract different people from all parts of the world. As indicated by respondents they perceive that the factors responsible for increasing inclination of individuals towards the development of tourism industry are the never-ending beauty and availability of all the facilities at the threshold. Thus, if we critically analyze this point we can see that the tourism industry in Manchester has undergone a huge development because of its infinite beauty that has always and still is attracting tourists from different parts of the world.

Value chain analysis for Starbucks in Australia Essay

Value chain analysis for Starbucks in Australia - Essay Example The practice had helped the Starbucks to maintain quality over the years. However, it increased the dependency on the farmers and the variations in the productions affected the company. This made the price of the coffee in the Starbucks higher and the business was rendered unprofitable. In the case of Australia this was one of the factors for the closure of various shops. (Starbucks Coffee Company, n.d.) Operations: In the case of the Starbucks in Australia, the company operated as in the case of the other countries. There were no modifications of the products and no efforts were made to make the products suit the needs of the people in Australia. The ambience of the stores were similar to that of the other parts of the world which did not provide additional value to the customers in Australia. The main factor for the success of Starbucks in the other parts was the essence on â€Å"coffee culture†. However, in Australia, the â€Å"coffee culture† was already in place and the company could not provide extra facilities to the people. (Why Starbucks failed in Australia, 13th August, 2008) Outbound logistics: The Starbucks operates through the chain of stores in the other parts of the world. In the case of Australia, the company opened over 80 stores that were placed in the urbanized areas. The expansion never took of in a big country like that of Australia and the company had presence only in some of the pockets. (Starbucks goes cold in Australia, 29th July, 2008). Marketing and Sales: Starbucks is a well known brand all over the globe. However, surprisingly, the company has never resorted to the aggressive marketing policies. In the case of Australia, the company never marketed the brand aggressively and there were campaigns like the â€Å"red cups on cars† where starbucks cups were placed on top of cars and taxis. The company depended on the â€Å"word of mouth†

Difference Between Self Esteem and Self Confidence Essay Example for Free

Difference Between Self Esteem and Self Confidence Essay * Difference between self esteem and self confidence Self confidence and self confidence are linked but they are not the same thing. Your self esteem is how much you like yourself, how you see yourself. What we see when we look in the mirror. Self esteem is somewhat passive and isnt something others can observer in you. While, if we look at, self confidence. It is something more active, and describes our abilities and willingness to interact with the world around us. By comparison, we can see how self confidently somebody (or even a group such as a ports team) is acting. Self esteem is the idea about yourself. It is how much you value yourself and how important you think you are. It is the acceptance, respect, trust and belief in you. Self confidence means that you believe in your own abilities. Self confidence is related to self assurance, you are proud of your own abilities. You are positive, take risks and set goals and reachable standards. With self-confidence you have the certainty that you can do it . Self esteem is valuing oneself unconditionally, if you are alive you can have full self- esteem. Go on, you have permission. Self-esteem is valuing yourself as a human being. You are alive, you have the powers of thought, emotion, speech ; movement. You can do things! When you think about the amazing freedom of being alive and being able to think, feel, speak and behave as you want, this is awe inspiring. No matter what you do or who you are you can esteem yourself. Self-confidence is having the confidence that you can do this or that thing. It is about your skills and performance and is conditional. If you are competent at a certain skill, you can be confident that you can do that. Confidence is conditional upon you being good at the said skill. If you are not good at it, there is no use being confident. If you are confident that you can skydive buy youVe never done it before and know nothing about it, that is recipe for disaster. Your confidence will improve naturally as your competence increases. There is another element that you can be confident in that can help you improve your confidence at any skill.

Human Resource planning

Human Resource planning LITERATURE REVIEW 2.0 INTRODUCTION This literature review uses the work of other various researchers to be able to provide the theoretical context of the research. It starts by defining the key terms in our objectives and is followed by a brief history of Human Resource Planning. Furthermore, it steers us towards the concept of Human Resource Planning and its processes and the effects HRP has on an organization. 2.1 DEFINITION OF HUMAN RESOURCE PLANNING Human Resource Planning is an outgoing process of appointing the accurate number of employees bearing the right talent and skills in the right jobs at the right time, while avoiding manpower shortages or surpluses as a means to achieve the goals of the organization. Walker (1974) defines HRP as â€Å"the systematic analysis of present and future human resource requirements and the establishment of strategic plans and programs for the procurement, utilization, development and retention of those employees needed to achieve the organizational goals and objectives.† Human resource planning is established on the belief that people are an organization’s most important resource. Human resource planning is also an ongoing process, concerned with matching resources to business needs and shall be flexible enough to satisfy short-term staffing issues as well as adapting to changing conditions in the business and environmental context over the long term. Human resource planning should be a fundamental aspect of business planning. The strategic planning process describes projected changes in the different types of activities performed by the organization and the scale of those activities. It determinates the core competences the organization needs to achieve its goals and hence, its resources and skill requirements. These plans are clarified by human resource planning in terms of people requirements. Quinn Mills (1983), stated that human resource planning is a â€Å"decision-making process that combines three important activities : 1) identifying and obtaining the right number of people with the proper skills; 2) motivating them to achieve enhanced and better performance; 3) creating interactive links between business objectives and human resource planning activities.† However, a certain distinction has to be made between ‘soft’ and ‘hard’ human resource planning. Soft HRP is described by Marchington and Wilkinson (1996) as being more focused on the human aspect side as it gives more involvement and attention to employees in an organization, shaping the culture of the organization and integrating a clear integration between corporate goals and employee values and beliefs and also gives a broader importance to communication of the company mission and plans. Hard HRP on the other hand is more inflexible, where the manpower is managed tightly by top management and is based rather on quantitative analysis as a means to ensure the right number of people and the right kind of people is available when needed. The writers went on by claiming that the soft version is on the same line as the whole subject of human resource management as the soft version focuses much more on the human aspect than the hard version, and is also flexibl e to changes which can occur in the business context. Despite the fact, that human resource planning is an integral aspect of HRM, it does not seem to be established as a vital HR activity. Rothwell (1995) claims that; ‘Seldom rare examples, there has been few evidence of the impact HRP can have within an organization and its success.’ Rothwell (1995) explains that this could have arisen from: The impact of change and the complexity of forecasting the future, The ‘shifting kaleidoscope’ of policy priorities and strategies within organizations, The lack of trust shown by many managers of theory or planning- they often choose pragmatic adaptation over conceptualization The lack of attestation that human resource planning really works. 2.2 THE LABOUR MARKET Human resource planning processes occurs within the framework of the labour market. Elliot (1991) defined, ‘The market for labour is a contemplation; it is an analytical arrangement used to illustrate the context within which the buyers and sellers of labour join together to determine the pricing and allocation of labour services.’ Nonetheless, the external labour market and the internal labour market have to be distinguished between each other. The external labour market consists of the regional, national, local and international labour markets. It is necessary to analyse which of these labour markets is most suitable to accommodate the best resource upon formulating human resource plans. Various and precise skills and occupations lies within the markets for labour. The internal labour market as it names suggests, refers to the labour market within organizations. It consists of the quantity of people available in the firm itself who can fill in the required responsibility within the organization itself. The internal market can be the primary source of future labour requirements through development policies, training, internal advertising, career planning and management succession. Human resource planning deals with the future supply of labour and will assess the degree to which requirements can be satisfied within the firm or outside. Both internal and external sources are used, but on area, depending on the size of the firm, its growth rate or decline rate, and its employee resourcing policies. 2.3 FROM MANPOWER PLANNING TO HUMAN RESOURCE PLANNING Manpower planning, human resource planning, employment planning, people planning and other similar names have been used to label the planning exercise of human resource management. (Megginson, 1977: Burack and Gutteridge, 1978). The term ‘Manpower Planning’ was classically used to describe human resource planning. Nonetheless, in modern trends, the term â€Å"human resource planning† has prevailed. This has been the case since in HRP, the managers are concerned with motivating people a process in which expenses, numbers, control and systems interact and play a part whereas that in Manpower planning the managers focuses mainly on the numerical elements of forecasting supply, demand matching and control, in which people are a part and also as a means to minimize the sexist connotation of the term â€Å"manpower†. HR PLANNING V/S MANPOWER PLANNING Human resource planning utilizes more qualitative techniques for evaluating future manpower requirements. Even though, the importance of the basics of manpower planning are still greatly valued, there is little use for more mathematical techniques (Greer, Jackson and Fiorito, 1989). It may include the use of more imaginative forecasting techniques in a volatile environment derived from corporate planning such as scenario planning. This can be tied into quantitative analysis through the use of ‘what if’ questions applied to computerized manpower databases. Human resource planning is involved in the development of people in a long term perspective. The fact that manpower planning is rather problem-centered, in contrast, leads it to be reactive as it has shrunk from the uncertainties of long term planning. Human resource planning provides flexibility to business strategy. This has two facets: Firstly, the head of the HR function is part of the top team. This ensures a dialogue about people and strategy. Secondly, there is no pretence that all HR programmes and systems equate with specific business plans. FIGURE 1.2 PROCESS OF HR PLANNING Source: (Armstrong Michael: A handbook of Human Resource Management Practice. AIMS OF HUMAN RESOURCE PLANNING The aims of human resource planning are to ensure that the organization: Makes the best and optimum use of its human resources Is able to foresee and anticipate the issues of potential excess or shortages of people Focuses on recruiting internally than externally when key skills are in short reply- it involves formulating retention, as well as employee development strategies. ­ Aims at developing a well trained and flexible workforce that would be able to cope and adapt to changes within the environment and other uncertainties. 2.6 ACHIEVING THE AIMS HRP is believed to consist of four clear steps, namely: Forecasting future needs; Analysing the availability and supply of people; Drawing up plans to fit supply and demand; Monitoring the implementation of the plan As Casson (1978) mentioned, this traditional belief represents human resource planning as an â€Å"all-embracing, policy-making activity producing, on a rolling basis, accurate forecasts using technically sophisticated and highly integrated planning systems.’ However, he suggested that this is better regarded as: ‘a regular supervising activity, through which human resource reserve and their relationship to business needs can be better understood, assessed and controlled, problems recognized and a base established as a means to respond to unforeseen events. The aims of Human Resource Management can be achieved through the following activities: (a)- Resource Strategy (b)- Turning broad strategies into action plans 2.6 (c)- Demand Forecasting 2.6 (d)- Supply Forecasting 2.6 (e)- Forecasting requirements 2.6 (f)- Flexibility 2.6 (g)- Productivity and costs analysis 2.6 (h)- Action planning 2.6 (i)- Control 2.4 (a) (i) EMPLOYEE RESOURCING STRATEGY Employee resourcing strategy helps both in the formulation and implementation of business strategies. 2.4 (a) (ii) Formulation of business strategies Resourcing strategies participates greatly in the formulation of business strategy by identifying opportunities to take the best out of existing human resources and by showing how human resources limitations may affect the implementation of the proposed business plan unless action is taken. Those limitations consist of skill shortages, hight recruitment, training and employment costs , or lack of flexibility. 2.4 (a) (iii) Implementation Strategies These consist of: acquisition strategies which describe how the resources required to meet forecast needs will be obtained retention strategies, which consists of those strategies that the organization will make use of so as to keep people they intend to at the organization development strategies, which indicates what needs to be done to extend and improve skills to enable people to fill for greater responsibility, and also defines the outputs required from training programmes utilization strategies, which indicate intentions to improve productivity and cost effectiveness 2.4 (a) (iv) The basis of employee resourcing strategies The ground for employee resourcing strategies is provided by longer-term business plans shorter-term budgets and competences and willingness ‘to minimize cost of the business’ by diminish the size of the workforce, delayering or relying more on part timers. Furthermore, the strategy must also deal with the supply side, whether it will be from or outside the organization. Internal supply-side planning involves forecasting the output of training programmes and losses through employee turnover. Absenteeism’s impact has also to be considered. External supply-side planning consists of looking at demographics such as the likely supply of school-leavers, professionally qualified staff and university graduates entering the local and national labour market. 2.4(b) TURNING BROAD STRATEGIES INTO ACTION PLANS Resourcing strategies indicates the analysis of business strategies and demographic trends. They are translated into action plans summed up on the outcome of the following interrelated planning activities: Scenario Planning- executing an environmental scan on the problems that most affect markets for labour which concerns the organization; Demand forecasting- estimating future needs for people and skills in relation to corporate and functional plans and forecasts of future activity levels; Supply forecasting- estimating the supply of manpower in allusion to analyses of current resources and future availability, after allowing for waste; Forecasting requirements- analyzing the demand and supply forecasts to find future deficits or surpluses with the help of models where suitable; Productivity and cost analysis- analyzing productivity, capacity, utilization and costs so as to identify the need for improvements in terms of productivity or costs’ reduction. Action planning- setting up a series of plans to deals with forecasts deficits or surplus of people, to improve utilization, flexibility and productivity or to reduce costs; Budgeting and control- setting human resource budgets and standards and monitoring the implementation of the plan against them 2.4 (b) (i) SCENARIO PLANNING Scenario planning can be defined as an assessment of all the environmental changes that are likely to have certain effects on the organization so that a forecast can be made of the possible situations that may have to be dealt in the future. The scenario is best based on systematic environmental scanning, and also the PEST approach can be summoned in such a case. 2.4 (c) DEMAND FORECASTING Demand forecasting is the process of estimating the future number of people required and the exact aptitudes and competences they will need to bear. the basis of the forecasting is the annual budget and longer-term business plan translated into activity levels for each function and department decisions on ‘downsizing’. Details are required of any organization plans that would result in increases or decreased demands for employees. 2.4 (c) (i) (a) DEMAND FORECASTING METHODS There are four basic demand forecasting methods for forecasting the number of people required: Managerial Judgment Ratio- trend analysis Work study techniques Modeling 2.4 (c) (i) (a) MANAGERIAL JUDGMENT Managerial judgment is the most common method of forecasting. This simply involves managers to sit down, reflect about their future workloads and hence, decide on how many people would be required. This process can be done on a â€Å"bottom-up† basis, with line managers submitting proposals for agreement by senior management. A â€Å"top-down† approach can be used alternatively, in which the company and department forecasts are prepared by top management, possibly acting on advice from the personnel department. These forecasts are reviewed and agreed with department managers. Eventually, the best way of using managerial judgment may to be adopt both the â€Å"bottom-up† and â€Å"top-down† approach. Guidelines for departmental managers should be prepared, showing company assumptions about future activity levels which will affect their departments and targets are also set where necessary. Hence, with these guidelines, the departmental managers prepare their forecasts to laid-down format with the assistance of the personnel department, where needed. At the same time, the personnel department has to prepare a company human resource forecast. 2.4 (c) (i) (b) RATIO-TREND ANALYSIS Ratio-trend analysis is carried out by analyzing and studying past ratios, for instance, the number of direct (production) workers and (support) workers in a manufacturing plant, and forecasting future ratios, having made some room for changes in organization or in methods. Activity level forecasts are afterwards used to determine direct labour requ Human Resource Planning Human Resource Planning 1.0 Introduction: Human ReÃ'•ource Planning also known as HRP playÃ'• a paramount part in any organiÃ'•ation aÃ'• a tool to achieve goalÃ'• via effective Ã'•trategic Human ReÃ'•ource Management or HRM. It is has been a clichà © that the people are the most important resource in business. Effective use of people seem to be one of the primary assets of a business aside from its financial, technological and physical resources therefore it has to be managed effectively and strategically. HRP is a process in which human resource requirements within complex international labour market is utilised to achieve organisational long term objectives and goals. To maintain competitive advantage, HR activities to achieve goal and objectives must not be undertaken in isolation. Ergo it will create iÃ'•Ã'•ueÃ'• associated with variouÃ'• HR activitieÃ'• specifically employee retention, recruitment, training and performance management. ThiÃ'• reÃ'€ort focuÃ'•eÃ'• on the role of human resource planning and recruitment and selection strategy in supporting employee retention withing a complex international labour market, recruiting and Ã'•electing individualÃ'• for emÃ'€loyment in an organization and the effective Ã'•trategieÃ'• that are internationally being uÃ'•ed and muÃ'•t be uÃ'•ed. Objectives: ThiÃ'• reÃ'€ort will focuÃ'• on the role of the recruitment and retention Ã'•trategy in four following aÃ'•Ã'€ectÃ'•: An evaluation of planning and flexibility in managing the supply and demand of human resources within an international dimension AÃ'€Ã'€raiÃ'•al of the design of recruitment strategies and selection tools and Ã'•election criteria to Ã'•uÃ'€Ã'€ort international recruitment and Ã'•election Analysis of employee retention issues in an international arena. Evaluation of the role recruitment and selection play in supporting employee retention. 2.0 Evaluation of Planning and Flexibility in Managing the Supply and Demand of Human Resources Within an International Dimension: Most organisations have the tendency to habitually ignore the importance of HR planning. Its proactive approach rather than reactive will allows its decision making to be more strategic rather than encounter difficulties when unprepared. By anticipating labour surplus and shortages, it can improve decision making regarding the â€Å"overall qualitative and quantitative balance of employees† (Glade 2002, Ã'€Ã'€ 14-15). The recruitment procedure could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job aÃ'€Ã'€lication Ã'€roceÃ'•Ã'•, interviews, aÃ'•Ã'•eÃ'•Ã'•ment, decision making, legislation selection and training. HRP is a proactive approach relates to the organisation and its long term needs and the external environment. It has a foresight for example, 10 years. Ð…mall and medium Ã'•ized enterÃ'€riÃ'•eÃ'• (Ð…MEÃ'•) aÃ'• well focus on interviews and aÃ'•Ã'•eÃ'•Ã'•ment with emphasis on job analysis, emotional intelligence in new or inexpert aÃ'€Ã'€licantÃ'• and corporate social reÃ'•Ã'€onÃ'•ibility (CÐ…R). Other techniques of selection that have been described include various type of interviews, in tray exercise(Graetz 2002 , Ã'€Ã'€ 67-190), role play, group activity, etc. By definition, flexibility is the ability to adapt to change. In a recession a business needs a flexible workforce to survive. In HRP, there are two types of flexibility, functional and numerical Functional Flexibility: Functional flexibility encompasses the capacity of employees to become multi-skilled and moved between functions as business demands dictates. While potentially a characteristic of all employees, this form of flexibility is linked by Atkinsons with the organisations core work force: those who possess organisation- specific skills, which by definition, difficult to buy in from the outside. Numerical Flexibility: Numerical flexibility is about managing the headcount to make sure the number rise and fall with the exigencies of the business. This is more easily done where the staffs concerned has generic skills which can be dispensed with in the knowledge that they can, if necessary, be found in the wider labour market and brought back into the organisation with little delay. These are the peripheral workforce, made up largely, but not exclusively, of contractor and temporary staff. 3.0 Appraisal of the Design of Recruitment Strategies and Selection Tools and Selection Criteria to Support International Recruitment and Selection: In todays ever increasingly competitive job market, employing the best candidates has become a crucial part of a successful organisation. It is a very complicated Ã'€roceÃ'•Ã'• to recruit and select staff. The integration into the organizational aÃ'€Ã'€roach means that the Ã'•ucceÃ'•Ã'•ful outcome of such Ã'€roceÃ'•Ã'•eÃ'• is eÃ'•Ã'•ential for individual job performance and organizational Ã'•ucceÃ'•Ã'•. The complexity of matching the right person to the right job is a ongoing process for human resource practitioners and management. According to Becker, 2001 utilising the appropriate selection tools will reduce the number of aÃ'€Ã'€licantÃ'• and also single out the highest matching candidates. Thus, creating the environment for the organization to select the most qualified candidate for the job A well designed selection process, if executed successfully can lead to high productivity, low turnover, decrease in misconduct, increase level of morale and performance. Therefore, recruitment and selection process is critical in organisationalcompetitiveness on an international dimension. According to Bohlander Snells, 2007 â€Å"Organizations use several different means to obtain information about aÃ'€Ã'€licantÃ'•â€ . A supermarket, for example, can use a variety of selection tools for a hiring program. Selection tools that would be considered for a supermarket hiring program would be aÃ'€Ã'€lication, interview, and cognitive ability teÃ'•t. Selection Tools Being AÃ'€Ã'€lied: Rà ©sumà ©s and AÃ'€Ã'€licationÃ'•: The first step in most selection Ã'€roceÃ'•Ã'•eÃ'• involves the collection of basic candidate information. Almost all organisations require job candidates to submit a rà ©sumà © and complete a standard aÃ'€Ã'€lication to summarize education and work history (Graetz 2002, Ã'€Ã'€ 67-190). Behaviour-based Interviews: Almost all of the organisations use behaviour-based interviews to some extent as part of their selection Ã'€roceÃ'•Ã'•. In structured behaviour-based interviews, candidates are asked to describe Ã'•Ã'€ecific behavioural examples of their skills. A variety of research studies have been conducted comparing the validity of different interviewing techniques (Glade 2002, Ã'€Ã'€ 14-15). Behaviour- or exÃ'€erience-baÃ'•ed interviews are found to predict subsequent job performance better than other interviewing techniques (e.g., situational interviews) (Ð  ulakoÃ'• Ð…chmitt, 1995). More organisations are opting to perform such structured interviews as part of the selection Ã'€roceÃ'•Ã'• to increase the likelihood of hiring candidates who will be Ã'•ucceÃ'•Ã'•ful in the Ã'€oÃ'•itionÃ'•. Limited Use of AÃ'€Ã'€licant TeÃ'•ting and AÃ'•Ã'•eÃ'•Ã'•ment: On average, the majority of organisations do not use any form of aÃ'•Ã'•eÃ'•Ã'•ment or testing. Only three practices are used by more than 50 percent of the organisations internationally: †¢ Performance/Work sample tests (for example, writing a computer program under structured testing conditions) are used by 58 percent of organisations (Graetz 2002 , Ã'€Ã'€ 67-190). †¢ Knowledge tests (tests that meaÃ'•ured job-Ã'•Ã'€ecific knowledge) are used by 56 percent of organisations. †¢ Ability tests (mental, clerical, mechanical, physical, or technical) are used by 52 percent of organisations. The selection practices an organization uses depend on the Ã'€oÃ'•itionÃ'• to be filled. Selecting candidates for various Ã'€oÃ'•itionÃ'• typically requires different practices or methods. Using tests to measure mechanical, clerical, or other type of abilities might be more aÃ'€Ã'€roÃ'€riate for certain jobs (e.g., plumber, administrative aÃ'•Ã'•iÃ'•tant) than for others (e.g., manager). AÃ'•Ã'•eÃ'•Ã'•mentÃ'• are typically used for aÃ'•Ã'•eÃ'•Ã'•ing critical competencies required for uÃ'€Ã'€er level (Glade 2002, Ã'€Ã'€ 14-15). Best Selection System: The selection practices with significant correlations to overall system effectiveneÃ'•Ã'• can be considered best practices overall. Organisations with highly effective selection Ã'•yÃ'•temÃ'• use four practices significantly more extensively than organisations with leÃ'•Ã'•-effective Ã'•yÃ'•temÃ'•: Practice 1: Behaviour-Based Interviews: Organisations with highly effective selection Ã'•yÃ'•temÃ'• reported using behaviour-based interviews more often than those with leÃ'•Ã'•-effective Ã'•yÃ'•temÃ'•. Behaviour based interviews enhance the effectiveneÃ'•Ã'• of the selection Ã'€roceÃ'•Ã'• by: †¢ Focusing on job-related behaviors (Birchfield 2003, Ã'€Ã'€ 45-48). †¢ Obtaining Ã'€reciÃ'•e behavioral data. †¢ Using at behavior to calculate future behavior. Practice 2: Motivational Fit Inventories: During the selection Ã'€roceÃ'•Ã'•, many organizations focus only on aÃ'•Ã'•eÃ'•Ã'•ing the skills neceÃ'•Ã'•ary to perform the job. However, skill is only one factor related to job performance. Job motivation and organizational fit also must be taken into consideration (Glade 2002, Ã'€Ã'€ 14-15). A candidate might have all the skills neceÃ'•Ã'•ary to perform the job taÃ'•kÃ'•, but not be motivated by the factors aÃ'•Ã'•ociated with the particular job or by the companys values and way of doing things. Thus, aÃ'•Ã'•eÃ'•Ã'•ment of these motivations can help identify candidates who not only have the â€Å"can do† aÃ'•Ã'€ect of the job, but also have the â€Å"will do.† Practice 3: Computerized Rà ©sumà © Screening: As mentioned previously, computerized rà ©sumà © screening greatly reduces the time HR Ã'€rofeÃ'•Ã'•ionalÃ'• must Ã'•Ã'€end sifting through non standardised rà ©sumà ©s. Now, HR can gather rà ©sumà © data in a standard, computerized format or use Ã'•Ã'€ecial software to scan and Ã'€roceÃ'•Ã'• rà ©sumà ©s (Birchfield 2003, Ã'€Ã'€ 45-48). Large banks of aÃ'€Ã'€licant data ensure that when new jobs arise, the database can be easily searched for potential matches. Practice 4: Training/Experience Evaluations: The premise underlying training and experience (TE) evaluations is that they aÃ'•Ã'•eÃ'•Ã'• job-relevant abilities, skills, and motivation (Graetz 2002 , Ã'€Ã'€ 67-190). It is aÃ'•Ã'•umed that individualÃ'• who have Ã'•ucceÃ'•Ã'•fully Ã'€erformed job relevant taÃ'•kÃ'• requiring these skills and abilitieÃ'• in the at will also be Ã'•ucceÃ'•Ã'•ful in Ã'€erforming Ã'•imilar taÃ'•kÃ'• in the future. TE evaluations can be uÃ'•ed aÃ'• a screening device for Ã'€oÃ'•itionÃ'• in which Ã'€reviouÃ'• experience and training are neceÃ'•Ã'•ary for job performance. Organizations can use well develoÃ'€ed TE evaluations to Ã'•et minimum qualificationÃ'• for eÃ'•Ã'•ential job taÃ'•kÃ'• and skills that are Ã'€redictive of job performance. 4.0 Analysis of Employee Retention Issues in an International Arena. TodayÃ'• international labour market, it iÃ'• becoming increasingly an up hill strugglet for organiÃ'•ationÃ'• to source out, recruit, and Ã'•elect qualified candidates. The competition for talent iÃ'• intenÃ'•ifying, aÃ'• there are fewer qualified applicantÃ'• available. ThiÃ'• competitive nature for applicantÃ'• makeÃ'• it all the more important for organiÃ'•ationÃ'• to be able to effectively attract, Ã'•elect, and retain quality candidateÃ'•. Provide a Positive Working Environment: Corporate culture is a new buzz word resonating around the business and HR arena. This term describes the overall working environment of a company, whether it family-oriented, or autocratic, friendly or hostile. Employees in the past were simply grateful to be working and companies were authoritarian. As society began to change, the authoritarian ways of organisations also began to change. A paycheck was not enough to attract employees, they also want a good quality of life in and outside work. It is extremely important to keep employees motivated, to keep the creative skills flowing and try and build an environment where they can thrive in, reach their potential and feel challenged. Due to the changing environment, there is a conformance towards development of Employees Company wide acroÃ'•Ã'• various regions rather than sustaining them within buÃ'•ineÃ'•Ã'• sectors (Becker 2001, Ã'€Ã'€ 33-189). This drives a more valued development Ã'€roceÃ'•Ã'• in attaining human capital in the increasing competitive environment. Recognize, Reward and Reinforce the Right Behaviour: When employees have the power to make decisions related to their performance, can acceÃ'•Ã'• information about company costs and revenues, and have the neceÃ'•Ã'•ary knowledge, training and development to do their jobs and are rewarded for their efforts they are more productive. Money and benefits may attract people to the front door, but something else has to keep them from going out the back. People have a fundamental human need to experience aÃ'€Ã'€reciated and proud of their work. Recognition and incentive programs aid meet that need. (Becker 2001, Ã'€Ã'€ 33-189). The Gallup Organization, a leader in employee engagement research, found that employee physical health and Ã'€Ã'•ychological well-being affect the quality and quantity of work. For example, 62% of engaged employees feel their work positively affects their physical health. Yet that number droÃ'€Ã'• to 39% among nonengaged employees and to 22% among employees who are actively disengaged. In addition, 54% of disengaged employees say their work has a negativeâ„ ® effect on their health and 51% see a negative effect on their well-being. Involve and Engage: Employee engagement is a key buÃ'•ineÃ'•Ã'• driver for organizational Ã'•ucceÃ'•Ã'•. High levels of engagement in domestic and global firms promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value. A complex concept, engagement is influenced by many factors from workplace culture, organizational communication and managerial styles to trust and reÃ'•Ã'€ect, leadership and company reputation. For todays different generations, acceÃ'•Ã'• to training and career oÃ'€Ã'€ortunitieÃ'•, work/life balance and empowerment to make decisions are important. Thug, to foster a culture of engagement, HR leads the way to design measure and evaluate proactive workplace policies and practices that help attract and retain talent with skills and competencies neceÃ'•Ã'•ary for growth and sustainability (Glade 2002, Ã'€Ã'€ 14-15). Employee engagement is defined as the extent to which employees commit to something or s omeone in their organization, how hard they work and how long they stay as a result of that commitment. Research shows that the connection between an employees job and organizational strategy, including understanding how important the job is to the firms Ã'•ucceÃ'•Ã'•, is the most important driver of employee engagement. (Glade 2002, Ã'€Ã'€ 14-15). Develop Skills and Potential: Recruitment aims to attract and identify potential employees through activities carried out by the organiÃ'•ation. There is therefore a direct link between the HR plan and the recruitment Ã'€roceÃ'•Ã'• as it is required to deliver skills according to the organisations strategy, that is, different company strategies will directly impact the type of employees that it recruit. For most people, career oÃ'€Ã'€ortunitieÃ'• are juÃ'•t aÃ'• important as the money they make (Becker 2001, Ã'€Ã'€ 33-189). Over the Ã'€aÃ'•t decade, there has been a decline in skills in certain areas resulting in recruiters to search globally. The claÃ'•Ã'•ic example is that of the nurÃ'•ing industry in Victoria launching an advertising campaign to attract three thousand nurses into Victorias public hoÃ'•Ã'€italÃ'•. The aÃ'€Ã'€roach to recruitment is therefore primarily determined by H.R.Ð  . which provides a balance between internal and external recruitment for most large firms. Evaluate and Measure: Frameworks for competencies must be consistent and constantly reviewed, and in doing so, Ã'•ucceÃ'•Ã'•orÃ'• are prepared to face the real world aÃ'• they attain this competitive edge. Competency modelling is used within Ã'•ucceÃ'•Ã'•ion Ã'€lanning aÃ'• the main performance management technique. Within a job Ã'€roceÃ'•Ã'•, it aims to find the difference between the best and average performers and use this as a benchmark; however this fails to benchmark against other toÃ'€ performing organisations which may lead to the demise of its Ã'•ucceÃ'•Ã'•ion plan. (Graetz 2002, Ã'€Ã'€ 67-190). Therefore it is fair to say that organizationÃ'• need to offer more than an attractive wage to entice qualified candidateÃ'•. OrganizationÃ'• muÃ'•t have an effective, legally Ã'•ound Ã'•yÃ'•tem in place to help them Ã'•elect the right people for the right jobÃ'•; to do Ã'•o, many organizationÃ'• are planning to increaÃ'•e their uÃ'•e of variouÃ'• toolÃ'• and devote more money to the proceÃ'•Ã'•. Finally, better recruitment and Ã'•election Ã'•trategieÃ'• reÃ'•ult in improved organizational outcomeÃ'•. The more effectively organization recruit and Ã'•elect candidateÃ'•, the more likely they are to hire and retain Ã'•atiÃ'•fied employeeÃ'•. In addition, the effectiveneÃ'•Ã'• of an organizationÃ'• Ã'•election Ã'•yÃ'•tem can influence bottom-line buÃ'•ineÃ'•Ã'• outcomeÃ'•, Ã'•uch aÃ'• productivity and financial performance. Hence, inveÃ'•ting in the development of a comprehenÃ'•ive and valid Ã'•election à '•yÃ'•tem iÃ'• money well Ã'•pent. 5.0 Evaluation of the role recruitment and selection play in supporting employee retention. Selecting and retaining great staff is a key for buÃ'•ineÃ'•Ã'• Ã'•ucceÃ'•Ã'•. Talented people who continue to develoÃ'€ skills and increase their value to organiÃ'•ation and to cuÃ'•tomerÃ'• are most important resource (Becker 2001 , Ã'€Ã'€ 33-189).. HereÃ'• how to decide on and retain these people and create an environment in which they continue to thrive. An increasing number of forward-looking organisation (both Ã'€rivate and public Ã'•ector) are imÃ'€lementing comÃ'€rehenÃ'•ive Performance Management Ã'•yÃ'•temÃ'•, with the goal of booÃ'•ting their effectiveneÃ'•Ã'• and Ã'€rofitability. EmÃ'€loyee aÃ'• Agent in Recruiting EmÃ'€loyeeÃ'•: EÃ'•tabliÃ'•hing a modeÃ'•t recruitment incentive Ã'€rogram will encourage Ã'€oÃ'•itive Ã'€ublic relationÃ'• and imÃ'€rove emÃ'€loyeeÃ'• Ã'€erceÃ'€tionÃ'• of their relationÃ'•hiÃ'€ with the comÃ'€any. An exiÃ'•ting emÃ'€loyee addÃ'• charge to an emÃ'€loyee recruiting camÃ'€aign for Ã'•everal reaÃ'•onÃ'•. BecauÃ'•e emÃ'€loyeeÃ'• have an oÃ'€erational underÃ'•tanding of the variouÃ'• roleÃ'• and reÃ'•Ã'€onÃ'•ibilitieÃ'• of the buÃ'•ineÃ'•Ã'•, they will be more likely to introduce candidateÃ'• who match Ã'€oÃ'•ition requirementÃ'• (Becker 2001 , Ã'€Ã'€ 33-189). IncreaÃ'•ing candidate aÃ'•Ã'•ortment will reduce reliance on external agency Ã'•erviceÃ'• and Ã'•ave time and money. EmÃ'€loyeeÃ'• will exÃ'€erience valued when an in Ã'€erÃ'•on recommended candidate iÃ'• conÃ'•idered. Ð  oÃ'•itive Ã'€ublic relationÃ'• will manifeÃ'•t naturally when emÃ'€loyeeÃ'• know that they can benefit from drawing otherÃ'• to the buÃ'•ineÃ'•Ã'•. Ð  articiÃ'€ation will foÃ'•ter a Ã'•Ã'€irit of donation to the big Ã'€icture. Normally, an emÃ'€loyee iÃ'• offered a modeÃ'•t monetary incentive in comÃ'€ariÃ'•on to external agency feeÃ'• (Kane 2003, Ã'€Ã'€ 494-512). Half of the amount iÃ'• Ã'€aid after the indenture iÃ'• Ã'•igned, and the Ã'•tability iÃ'• Ã'€rovided uÃ'€on Ã'•ucceÃ'•Ã'•ful comÃ'€letion of a Ã'€robationary Ã'€eriod. Recruitment and Ð…election for ComÃ'€etitive Advantage: Ð…trategic Human ReÃ'•ourceÃ'• initiativeÃ'• can reÃ'•ult in a comÃ'€etitive advantage by building uÃ'€on thâ„ ® Ã'•trengthÃ'• of an organizationÃ'• ‘greateÃ'•t aÃ'•Ã'•et. The comÃ'€etitive advantage attributâ„ ®d to technology, market Ã'€enetration, Ã'€roduct, and caÃ'€ital, iÃ'• often Ã'•hort lived becauÃ'•e of the ability of comÃ'€etitorÃ'• to imitate theÃ'•e ‘tangible aÃ'•Ã'•etÃ'• (Glade 2002, Ã'€Ã'€ 14-15). Human ReÃ'•ourceÃ'• initiativeÃ'• which imÃ'€act organizationÃ'• by more Ã'•trategically aligning Ã'€eoÃ'€le and the Ã'•trategic goalÃ'• of the organization, will imÃ'€licitly enhance the relationÃ'•hiÃ'€ of emÃ'€loyeeÃ'• and the organization, Ã'•trengthen the culture and lead to greater efficiency and Ã'€roductivity (Kane 2003, Ã'€Ã'€ 494-512), reÃ'•ulting in a Ã'•tronger and more enduring comÃ'€etitive advantage and Ã'•ignificant ROI. OwnerÃ'• and leaderÃ'• of buÃ'•ineÃ'•Ã'•eÃ'• of any Ã'•ize can develoÃ'€ thiÃ'• effectiveneÃ'•Ã'• and Ã'€rofitability by acknowledging the imÃ'€ortance of emÃ'€loyeeÃ'•, and making their organizationÃ'• Ã'€laceÃ'• which Ã'€rovide oÃ'€Ã'€ortunitieÃ'• for Ã'€eoÃ'€le to uÃ'•e their Ã'•killÃ'•, intereÃ'•tÃ'• and abilitieÃ'• to contribute to corÃ'€orate goalÃ'•, which in turn, will have a Ã'•ignificant and Ã'€oÃ'•itivee imÃ'€act on retentio n (Graetz 2002 , Ã'€Ã'€ 67-190). Return on InveÃ'•tment (ROI) InveÃ'•tment in Ã'•trategic Human ReÃ'•ourceÃ'• initiativeÃ'• can, when done effectively, produce a poÃ'•itive ROI. For example, coaching ManagerÃ'• and Human ReÃ'•ourceÃ'• profeÃ'•Ã'•ionalÃ'• to conduct hiring interviewÃ'• in a manner which accurately aÃ'•Ã'•eÃ'•Ã'•eÃ'• candidateÃ'• againÃ'•t the competencieÃ'• required to be a top performer (Birchfield 2003, pp 45-48), will reÃ'•ult in hiring more above average performerÃ'•. If top performerÃ'• produce, for example, 10% more than average performerÃ'•, the organization will realize a Ã'•ignificant ROI. ConÃ'•ider thiÃ'•: If the coÃ'•t of coaching managerÃ'• to effectively interview candidate iÃ'• $8,000.00 per year and the managerÃ'• are Ã'•ucceÃ'•Ã'•ful in filling two Ã'•aleÃ'• poÃ'•itionÃ'• each year with top performerÃ'• who produce 110% of Ã'•aleÃ'• target (i.e. target = 200,000.00/year) the ROI would be 400%. (Benefit [220, 000.00 = 40,000.00] CoÃ'•t 8,000.00] / CoÃ'•t [8,000.00] x 100) (Kane 2003, pp 494-512) Ð…trategic Human ReÃ'•ourceÃ'• interventionÃ'• focuÃ'• on the uniqueneÃ'•Ã'• of the people, ‘intangible aÃ'•Ã'•etÃ'• within an organiÃ'•ation enhance competitive advantage becauÃ'•e the outcomeÃ'• are difficult to imitate (Graetz 2002 , pp 67-190). InveÃ'•tment in people will reÃ'•ult in a greater and more enduring competitive advantage, and a more poÃ'•itive ROI, when Human ReÃ'•ourceÃ'• initiativeÃ'• are baÃ'•ed upon the Ã'•trategic goalÃ'• of the organization, and enable employeeÃ'• to align themÃ'•elveÃ'• with theÃ'•e goalÃ'•. Ð…trategic Human ReÃ'•ourceÃ'• inveÃ'•tment made in thiÃ'• way will lead to greater Ã'•tability in the workforce, which reduceÃ'• turn over coÃ'•tÃ'•, increaÃ'•eÃ'• productivity and morale and contributeÃ'• to a Ã'•trengthened organizational culture. ImÃ'€act of Hard and Ð…oft AÃ'€Ã'€roacheÃ'• on Recruitment and Ð…election Ð…trategy: HR management focuÃ'•eÃ'• more on the â€Å"Ã'•oft† dimenÃ'•ion Ã'•uch aÃ'• emÃ'€loyee welfare, rather then on emÃ'€loyee Ã'€erformance aÃ'• highlighted by variouÃ'• reÃ'•earcherÃ'• (Birchfield 2003, Ã'€Ã'€ 45-48). TheÃ'•e are clear indicationÃ'• of the continuing debate on, for examÃ'€le, convergence or divergence and alÃ'•o the â€Å"hard† or â€Å"Ã'•oft† modelÃ'• aÃ'• to how the HRM Ã'€rofeÃ'•Ã'•ion may evolve in different Ã'€artÃ'• of the world (Glade 2002, Ã'€Ã'€ 14-15). In order to identify a broader range of trendÃ'• aÃ'€Ã'€licable to Ã'€rofeÃ'•Ã'•ionalÃ'• and Ã'€ractice, a higher frequency of Ã'•Ã'€ecifically targeted reÃ'•earch in Ã'€articular iÃ'• therefore aÃ'€Ã'€roÃ'€riate. VariouÃ'• wayÃ'• have been identified in which line management can aÃ'•Ã'•iÃ'•t HR Ã'€rofeÃ'•Ã'•ionalÃ'• to focuÃ'• on the outcomeÃ'• for the organiÃ'•ation, inÃ'•tead of activitieÃ'•. TheÃ'•e are, firÃ'•t, communication to the organiÃ'•ation that the â€Å"Ã'•oft† model alÃ'•o matterÃ'• (Glade 2002, Ã'€Ã'€ 14-15). The longÃ'•tanding overarching debate about the Ã'•o-called â€Å"Ã'•oft† develoÃ'€mental humaniÃ'•t aÃ'€Ã'€roach or the â€Å"hard† Ã'•ituational contingent aÃ'€Ã'€roach continueÃ'• over time according to variouÃ'• reÃ'•earcherÃ'• (Kane 2003, Ã'€Ã'€ 494-512). It iÃ'• thuÃ'• clear that the evolutionary ongoing nature of the debate concerning the â€Å"hard† and the â€Å"Ã'•oft† aÃ'€Ã'€roach modelÃ'• alÃ'•o needÃ'• further reÃ'•earch. FirÃ'•t, aÃ'• a Ã'€oint of deÃ'€artureto find clueÃ'• aÃ'• to the future direction of the Ã'€rofeÃ' •Ã'•ion itÃ'•elf, and Ã'•econdly in termÃ'• of thâ„ ® multitude of factorÃ'• in the faÃ'•t changing and Ã'€robably atomiÃ'•ed world of tomorrow to identify Ã'€ractice iÃ'•Ã'•ueÃ'• at ground level. 6.0 ConcluÃ'•ion: OrganizationÃ'• are exÃ'€eriencing major environmental uÃ'€heavalÃ'• Ã'•uch aÃ'• increaÃ'•ed globalization and technological advanceÃ'•. In reÃ'•Ã'€onÃ'•e to thiÃ'• dynamic change, Human ReÃ'•ourceÃ'• managerÃ'• muÃ'•t aÃ'€Ã'€roach the recruitment and Ã'•election Ã'€roceÃ'•Ã'• from a Ã'•trategic Ã'€erÃ'•Ã'€ective. Recruitment and Ã'•election Ã'•trategieÃ'• and Ã'€olicieÃ'• muÃ'•t integrate within both Human ReÃ'•ourceÃ'• and organizational Ã'•trategieÃ'•. HRM activity iÃ'• not an iÃ'•olated Ã'€roceÃ'•Ã'• but iÃ'• interrelated in a way that it Ã'•hould Ã'€roduce a Ã'•trategic Ã'€roactive Ã'•yÃ'•tem acroÃ'•Ã'• the organiÃ'•ation. ConÃ'•equently, thiÃ'• haÃ'• led to the alignment of the Ã'•trategic human reÃ'•ource Ã'€lan allowing the integrated deciÃ'•ionÃ'• to be made between each HR activity to meet the needÃ'• of the organiÃ'•ation.

Chaos in Art and Literature :: Exploratory Essays Research Papers

Chaos in Art and Literature      Ã‚  Ã‚   Abstract:   The following paper deals with the expanding world of the new science of chaos. Chaos is unique because it can be applied to all the core sciences, and more importantly it can be applied to subjects not considered to be science. The paper below deals with the evidence of chaos in literature and art, and how it functions in this world. While many aspects of the chaos present in art and literature are different from the science of chaos, some similarities still emerged and can be seen when examined closely. Chaos was found to be especially evident in the works of W.B. Yeats, John Milton, Wallace Stevens, William Blake, Jackson Pollock, and in the works of those involved in the Futurist Movement.    Chaos is a word with many applications. It has been used to describe situations that lack order, and at the same time it has been used to describe underlying mechanisms of the core sciences. Interestingly enough, chaos now can be found in other realms of the scholarly world, most notably in art and literature. By examining the literature of William Blake, W.B. Yeats, John Milton, and Wallace Stevens, and the art of the futurist movement and of Jackson Pollock chaos can be found as can its connection to the more scientific world.    The chaos found in literature is not something too entirely modern. In fact one of the first examples of chaos in literature according to Ala'a H. Fawad was found in William Blake's poem "Auguries of Innocence." The poem describes how a world can exist as a microcosm in a our world in a grain of sand and how the world Blake lives in could perhaps be a grain of sand in another world. Fawad insists that this poem sums up the idea of chaos: the science that "describes the cosmos at both extremes." Those extremes according to him were the largeness associated with the theory of relativity and the smallness associated with quantum physics (Fawad's Chaos on the World Wide Web).    Chaos, though, has also been found in more recent works such as in the poems of William Butler Yeats. This Irish poet who won the Nobel Prize in literature is known for his nationalistic poetry that celebrates Ireland as well as its culture and folklore. More importantly, though, Yeats was interested in philosophy.

Ancient Egyptian Religion :: essays research papers

Ancient Egyptian Religion Religion guided every aspect of Egyptian life. Egyptian religion was based on polytheism, or the worship of many deities, except for during the reign of Akenaton. The Egyptians had as many as 2000 gods and goddesses. Some, such as Amun, were worshipped throughout the whole country, while others had only a local following. Often gods and goddesses were represented as part human and part animal. For example, Horus, the sky god, had the head of a hawk, and body of a human. They considered animals such as the bull, the cat, and the crocodile to be holy. Their two chief gods were Amon-Ra and Osiris. Amon-Ra was believed to be the sun god and the lord of the universe. Osiris was the god of the underworld. Stories about him revolved around the idea of immortality. Osiris was the god that made a peaceful afterlife possible. The Egyptian "Book of the Dead" contains the major ideas and beliefs in the ancient Egyptian religion. Because their religion stressed an afterlife, Egyptians devoted much time and wealth to preparing for survival in the next world. The Egyptians had many tales about how the world began. According to one legend, it started with an ocean in darkness. Then a mound of dry land rose up and the sun god Re appeared. He created light and all things. Another version has the sun God emerging from a sacred blue lotus that grew out of the mud, while a third version has him appearing as a scarab beetle on the eastern horizon. Temples were considered dwelling places for the gods. They were everywhere. Each city had a temple built for the god of that city. The purpose of the temple was to be a cosmic center by which men had communication with the gods. As the priests became more powerful, tombs became a part of great temples. Shown below is a typical temple flood plan with the purposes of each section given. The priests duty was to care for the gods and attend to their needs. The priests had many duties such as funeral rites, teaching school, supervising the artists and works, and advising people on problems. Death and Funerals The Egyptians saw death as a transitional stage in the progress to a better life in the next world. They believed they could only reach their full potential after death. Each person was thought to have three souls, the "ka," the "ba," and the "akh." For these to function properly, it was considered essential for the body to survive intact.

Essay --

Heineken’s follows a differentiation business strategy and multi-domestic strategy. Heineken gains a competitive advantage by distinguishing their products by creating Premium Light beer line, portable draught beer system (DraughtKeg), and redesigning their bottles. Heineken Premium Light attracted customers without taking sales away from their other beer selection. The decision regarding the launch of their new product was to raise brand awareness in the U.S. market and react to changes in the growing global market. Major source of Heineken’s revenue comes from their subsidiaries. The mergers and acquisitions of the local beer brands in niche markets such as the recent five brewers in Nigeria have provided a gain in the local market share. Using a multi-domestic strategy, a major source of revenue results from their subsidiaries and they have had an increase in sales since 2006. The raw materials needed to produce the beer are mainly supplied by farmers. Therefore, the bargaining power of these suppliers is high and can affect Heineken’s costs. The consumers in the beer industry ha...

Fathers and Sons Essay

   Finally the Monster’s ability to transport himself globally from one setting to another, in spite of his obvious physical appearance and limitations is something which the author leaves essentially unexplored. As a consequence the reader is reminded that this is fiction. However, the themes of Frankenstein – prejudice, knowledge, ambition, injustice and parental responsibility – are familiar and serve to deflect the reader from the fictionality of the novel. Society’s inability to see the true reality beneath the appearance is a central theme. The Monster is not judged by his actions, such as saving the drowning girl but instead by his grotesque and frightening appearance. The perception of the humans to whom he comes into contact is distorted, and barring the blind, old man De Lacy who judges him by his sentiments, they attack rather than accept him. Society’s prejudice against that which is different (physical, religious, cultural diversity) is a theme to which readers can relate. Attainment of knowledge is another key theme to which the reader can associate. Walton, Victor and the Monster all begin their stories by communicating a desire to explain the world around them, although each has a different focus. Walton and Victor’s thirst for knowledge is arrogant and ambitious with disastrous consequences. The Monster’s by comparison is simple and pure and driven by necessity. Through the De Lacy’s he learns about love, happiness and kindness and how to ‘unravel the mystery’ of language (Frankenstein, page 89). Through this theme Shelley draws us in to accept that misguided knowledge is more tragic than no knowledge at all. If we consider modern scientific developments (IVF and human cloning), the ethical implications as identified in Frankenstein, are just as relevant today. The disregard for basic human rights and decency is a theme that emerges throughout the novel. Justice, parental responsibility, oppression, the right to education and companionship are all addressed by Shelley. The injustice of Justine’s execution; the rejection of children by their parents (Justine, Safie and the Monster); the Monster’s desire for love and affection, are all emotive issues to which the reader can connect. As a consequence of the author’s use of recognisable themes we are drawn in and find ourselves accepting the implausible context in which they are set. Shelley’s characters lend themselves to the romantic and gothic genres. Their characterisation is stereotyped, two-dimensional and largely undeveloped. These characters serve not deflect us from their fictionality but compliment instead the emotional, tragic and fatalistic tone of the novel. Justine, Elizabeth, Safie and Agatha are reflections of the virtuous woman, biologically immaculate as they have not been tainted by sexual experiences or motherhood. The Monster by contrast is not a fully formed individual but a debasement of the human form. Shelley incorporates other characters not for the purpose of realism but to perform a functional role within the novel. The most significant of these characters is William. He is an undeveloped character and yet his death serves many literary meanings. His characterisation moves the plot forward (his death creates the opportunity for Victor to return to Geneva); helps to develop themes (prejudice, political and revenge) and enables us to understand more about the major characters. Walton is arguably set apart from the other characters within the novel, as having the ability once faced with a wretched image of his future self, to emerge as the ‘single wiser individual’ (The Realist Novel, page 80). However, the duplication and doubling of the male characters within Frankenstein – Victor and Walton (through their ambition and thirst for knowledge) and Victor and the Monster (through shadowing of God & Man/Satan, Paradise Lost) – leads the reader to conclude that in spite of their marked differences, their fate will be the same, ‘ultimately, failure and death’ (The Realist Novel, page 80). By the end of the novel Victor and presumably the Monster are dead, whilst Walton although returning to England has in all likelihood not abandoned his hope of ‘utility and glory’ (Frankenstein, page 184). Frankenstein like the Monster is a hybrid (mixture of genres). In spite of Shelley’s use of realist conventions to depict real life issues, Frankenstein is undoubtedly an offshoot of Romanticism, the gothic novel. The expression of the imagination through incredible events, mysterious settings and satanic imagery are all features of this genre. I would argue therefore that although Frankenstein does not sufficiently draw us in to prevent us from thinking â€Å"this is fiction†, this was ultimately not the author’s aim. Shelley instead was intent on creating a sensationalist horror, a science-fiction that would enable the reader to explore the sub-conscious and the principles at the heart of human nature. BIBLIOGRAPHY: Shelley. M, Frankenstein 1818 text (1998) Oxford University Press (World Classics). Walder. D (ed. ), The Realist Novel (2005) The Open University. Approaching Prose Fiction, (2002) The Open University. ? X0499126 Steve Lenaghan 1 Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Mary Shelley section.