Hobbes’ Political Philosophy Essay

Hobbes argues that the state of nature is a state of perpetual war of all against all and consequently, the life of man in the state of nature â€Å"solitary, poor, nasty, brutish and short† (xiii, 9). In this paper I will explain Hobbes’ arguments that support his claim to the state of nature. I will also assess these arguments and state that they are not valid and, therefore, not sound. I will then talk about the most controversial premise, relative scarcity of goods, and how Hobbes would respond to the objections of this premise. I will then talk about his response to this objection being unsuccessful. Finally, I will assess whether it will be possible to leave the state of nature given the factors Hobbes describes that create the state of nature. I will show that Hobbes’ argument on how men will leave the state of nature is a valid and sound argument. According to Hobbes this war of â€Å"all against all† comes from three key points. First, Hobbes states that there is a rough equality among men. Hobbes means by equality of men, that one man is not strong or intelligent enough that he can overpower two men. Secondly, because of this equality between men, if there is competition for the same goods, men will begin to distrust each other. Lastly, Hobbes states that because of this mistrust there is a cascade effect. The anticipation of one man being attacked causes them to attack the other because they consider it a better option to attack, rather than wait and be attacked. According to Hobbes this leads to a war of all against all. This is an invalid argument and therefore unsound. I will show that this argument is invalid by showing that because of the equality of men there is a fear among men. The premise dealing with the equality of men makes this argument invalid because if all men were considered equal, then men would be in constant fear of one another. This is due to the lack of ability to overpower each other. They would be unwilling to attack each other because there is no assurance that they would win because of this. The most controversial premise is the one dealing with the competition between goods. The scarcity of goods does not necessarily have to lead to a competition amongst the goods. An example of this is the Native Americans. They could be considered to have lived in the state of nature, but they did not live in a state of a war of all against all as described by Hobbes. Some tribes had goods that other tribes did not have and vice versa. The tribes realized this and traded their own goods with each other. Hobbes might respond to this objection by saying that this is an invalid argument because it is relying on the premise that everyone is going to keep to their covenants in the state of nature. If people behave rationally and act on their own self-interest it would make sense that people would break their covenants after the other party has completed their side. They would break them because they would have more to gain This response would not be adequate because Hobbes also states in Leviathan, that if one side completes their part of the covenant then the other side should keep their part, even in the state of nature. If one were to not keep their covenant, then they may not be trusted to keep covenants by another group because of their previous breaking of covenants. Hobbes’ description of the state of nature as a state of a constant war of all against all is that it is not a literal state of every man against every man but more like a war of several small groups of family and friends against other groups of the same. The key factors that generate the state of war are equality of men, scarcity of goods, competition for goods, mistrust because of competition, mistrust generates anticipation of an attack, and therefore they arm and attack. Hobbes’ argument assumes that people behave rationally and act on their best self interest. If they act in their best self-interest in the state of nature it will cause them both to arm and attack each other rather than to disarm and have peace. They will do this because it is in their best self-interest. If one of them were to disarm and the other were to arm then the one who arms would have victory over the other who disarmed, who will have defeat. Rationally they would both arm and attack each other causing a war of all against all. In order to escape the state of nature men must first realized that it would be better if they compact together under a sovereign. They must then decided on a common sovereign and allow that sovereign to rule over all, despite whom each individual chose. I will show that Hobbes’ argument that gets men out of the state of nature is valid and sound. I will show this by taking the premise that men act on their own self-interest, and explain how it will lead to an escape of the state of nature. If men have the option, either to remain independent or compact together with someone else under a sovereign, and if men think rationally, then it would be in their best self-interest to live under the common interest and the protection of the sovereign. It is in their best self-interest because if they remained independent then they would be at a disadvantage because the others would have the backing of everyone who has compacted with the sovereign. Additionally, if there is a dispute between who is to be sovereign, even if it is not the one that they would prefer, if they behave rationally, they would decide to compact under the rule of that sovereign. It is in their self-interest to live under a sovereign even if they did not want them as sovereign, instead of reverting back to the state of nature. Assuming Hobbes is correct in stating that the state of nature is a war of all against all, it is shown that even with the mistrust between people, it will still be rational to compact under a sovereign to escape the state of nature.

Renting vs Owning a Home

Renting now can make things become easier later. Saving money is what everyone wants to do. Buying a home can not only hurt someone financially but it can put you in a bind that can have you paying a bill for the rest of your life. The economy is on a decline right now so making the decision to buy a home can be a little tricky. Buying a home it is not a one time transaction. Once you have the home you continue to pay bills like your mortgage fees and maintenance. Think about all the money you have to come out of pocket to take care of some of the fees that will come when making a ecision to buy a home. Renting can put things in someone else’s hands to where you can save more money from your monthly payments. When renting an apartment you will never have to worry about fixing the plumbing, sink or dishwasher because maintenance is paid by the landlord. Not having these fees leaves you with more money in your bank account expanding your option for your home when you get to that decision. The decision to rent now and buy later can give you enough time to wait on the economy to get stronger and much better than it is now. Buying a home will be a much smoother process. Rent now and buy later is the best way to go, at this time in our economy. The question whether to rent an apartment or buy a home is probably one of the biggest. There are many people who are on both sides of the fence, as well as many good arguments towards both. There many advantages of renting the price, upkeep, qualifying. People believe renting is better than buying. The first reason is the economy, consider how many people have lost their homes, or are being foreclosed upon right now. Whether it's because of losing a job, investing in the wrong company, or using some kind of lending service that went under after paying all that money into it. Why would you want to put yourself through any of that? The second reason for renting is why you would pay for expensive repairs, when someone else can. When buying a house and something breaks or is damaged, you are entitled to fix it on your own, but with apartments if something breaks down like the dishwasher, or stove or some other major appliance, the landlord must replace it. With renting you don't have to worry about yard upkeep, it is the landlord's job to keep and maintain the grounds. If there is a problem, the landlord has to deal with it, or your only responsibility is to maintain your personal space. Lastly the most important reason why you should rent an apartment is better than buying house. Having the ability to move when you want to especially if you’re single or get offered employment somewhere far, you wouldn’t have to worry about selling. If you get transferred, or lose your job, you’re not locked in to a monthly mortgage payment. In today's real estate market, trying to sell a home could prove very costly. Even if you have to break your lease, it's much better than defaulting on your mortgage. Renting gives great flexibility until you find a place you really want to stay at for a long time. If you’ve read all what I have written, you’ve learned a lot about housing choices! As you explore your own options for buying a home, you will need to learn more about the costs of home ownership, about how much you can afford, and about financing a home purchase.

Education for Learners with Diverse Needs

This paper is design to make an apprehension of larning disablements, communicating upsets, double diagnosing every bit good as giftedness. In add-on to the constitution of bring forthing a positive acquisition environment for kids with damages will maximise their accomplishment. To understand each type of disablement reference above we should look at the features, causes, and definitions of each signifier of disablement and upset to better heighten the acquisition environment for both the pupil and the instructor. As a particular pedagogue, it is an imperative facet to remain abreast of all upsets we come in contact with to bring forth a quality instruction for all those involved. For many pupils with disablements and for those without, the cardinal success in the schoolroom lies in holding version, adjustments and alterations made to the course of study and direction and other schoolroom activities. Learning Disabilities There are many definitions of larning disablements. However, the most use comes from Persons with Disability in Education Act ( IDEA ) . It defines larning disablements as assorted cognitive or psychological upsets that impede the ability to larn, particularly on that interferes with ability to larn math or develop linguistic communications accomplishments ( listening, reading, authorship, and talking ) ( IDEA 2004 ) . Some features of larning disablements are kids holding a shortages in the country of reading and written linguistic communication that can non do connexion with similar constructs in larning math ( can non link 3 + 5 = 8 when asked 5 + 8 peers ) , trouble in believing in consecutive or logical order, holding behaviours in the country of non being organized and losingss things. No 1 is precisely certain what causes larning disablements. Experts are non certain to the causes. The differences in how a personaa‚Â ¬a„?s encephalon plants and how it process information can be from encephalon harm, heredity, job during gestation and the environment the individual lives in. Presently there is a prevalence figure of 45.3 % of school- elderly kids in the United States classified as holding a specific acquisition disablement and have some sort of particular instruction support ( United States Office of Special Education, 2007a ) . Communication Disorders Communication Disorders is the address and linguistic communication upsets that relate country such as unwritten and motor map. It can be verbal, gestural or a combination of both. It revolves three constituents ; transmitter, message and receiving system. Language ( the system of symbols used to show and have significance ) is a factor in each component of the procedure ; address ( the systematic production of sound ) is a factor in verbal communicating. . Communication upsets include speech upsets of articulation, eloquence, and voice, and linguistic communication upsets. It may run from simple sound repeats, such as stuttering, to occasional misarticulation of word and complete inability to utilize address and linguistic communication communicating. A kid who is linguistic communication impaired should demo accomplishments in the primary linguistic communication that are below those expected for his/her chronological age. The prevalence of linguistic communication shortages in the school-age population in the United States is about 2.5 % . and 50 % of kids who receive particular instruction services from other disablements ( Hall et al. , 2001 ) . An apprehension of normal forms of linguistic communication acquisition is an of import portion of placing kids with linguistic communication upsets and developing redress plans for them. It besides involves testing, measuring, naming and doing appropriate arrangement determinations. Giftedness Gifted kids may demo outstanding abilities in a assortment of country including rational, academic aptitude, originative thought, leading and the ocular and executing humanistic disciplines. They besides show the ability to happen and work out jobs rapidly. The full development of the talented pupil depends on his or her environmental context, strong encouragement, and support from the household and societal groups ( Sydney Marland 1972 ) . Longitudinal surveies of talented kids indicated that most of them are healthy and good adjusted and achieve good into maturity, with some exclusions that are underperformers. Teaching cognitive schemes, job determination, job resolution, and creativeness are some features that particular plans focus on for talented pupils. Effective job determination and job work outing accomplishments depend on the individualsaa‚Â ¬a„? flexible usage of his or her cognition, construction and creativeness. In add-on, it depends on the capacity for divergent thought, a willingness to be different and strong motive. Underachievers have feeling of lower status, outlook of failure and low ego assurance. The prevalence of giftedness is about 10 % to 55 % of the school-age population of kids who are identified ( Gagne, 2003 ; Renzulli & A ; Reis, 2003 ) . To bring out the abilities of kids who come from cultural subgroups, particular designation methods and processs that depend less on anterior cognition and experience and more on logical thinking and originative thought are necessary. Children with physical and centripetal disabilities can be intellectually gifted, but frequently their abilities are undiscovered because pedagogues do non seek for their particular endowments. Double Diagnosis Fredericks Baldwin ( 1987 ) suggested that the term double diagnosing be used with great attention, mental wellness upsets is one disablement with secondary features turning out of the deficiency of environmental input that is from the centripetal disablement. Unfortunately, some kids with certain damages struggle in category and have behavior jobs. Often these conditions may be a consequence from holding to fight in category or emotional wellness that possibly cause by attending shortage upset ( ADD ) or Attention deficit/hyperactive upset ( ADHD ) . However, IDEA has a job in the figure of kids that qualify as a handicapped. Furthermore, Pinborough-Zimmerman, Satterfield, Miller, Bilder, Hossain and MaMohn ( 2007 ) findings confirm that 6.3 % of school aged kids were having address therapy services and co-concurring conditions like rational disablements, autism spectrum upset and emotional behaviour upsets. In the public school system the Numberss have a sedate deduction to supply indispensable service for these kids. Course of study There should be a distinction course of study to function all scholars, irrespective of ability, disablement, age, gender or cultural and lingual background. Curriculum should be modified suitably. First there should be alteration of larning disablements in the country of math, reading and linguistic communication. In communicating upsets the instructor should do certain she speak with pupils with damage the same manner he/she speak to the regular instruction pupils. The course of studies for talented pupils are lesson, assignments, and agenda alteration are lesson generated toward higher order of thought, content alteration, and promote group interaction. Some theoreticians besides suggest that course of study demand to be in footings of the acquisition environment. The cardinal characteristics of educating a kid with any disablement or upset is to concentrate on orienting the course of study in the countries of strengths, failings, demands, involvement, ability and feature of the kid. It is of import to understand the differences in order to indentify, buttocks, evaluate and rectify the pupil. Decision Finally, the of import of regular instructors and particular pedagogues are arm with the cognition, preparation and information in respects to disablements. Students with communicating upsets, giftedness, and besides any other learning disablements can larn and be successful in faculty members. Professional can fix course of study and appreciate the critical characteristics of services for particular need pupils. By modifying lessons for pupil and giving adjustments to these pupils with other schoolroom activities.

Marketing Assignment Example | Topics and Well Written Essays - 750 words - 1

Marketing - Assignment Example The next format is EPUB which was developed by the â€Å"International Digital Publishing Forum† and is a variant of XML, ZIP and HTML format. Finally is the broadband eBooks which uses the .lrf file extension and are accessed by Sony corporation readers (Jaebi, â€Å"Types of Ebooks†). Ebooks can be regarded as an experience derived by the reader. After several years of development and expectation, eBooks have begun to strengthen its place and formed a central part of information experience for the readers. Most of the users are aware of the eBook concept and said that they are useful and would incorporate eBooks into information experience (White Paper 2). Description of New Product Service industry is making use of new product development to the most and is trying to provide quality service with the new form of products to its customers. For example in the hotel industry most of the hotels have been introducing new products in the form of classier, elegant rooms, sui ts to fit the needs and wants of the customers. In addition most of the hotels have developed their own applications which are made available to iphones and other phones to keep the customer updated about any new offers, schemes and other related items in the hotel. This way the hotels are able to create an experience for the customers and customers seems to stay loyal with the hotels. The airline industry The airline industry uses the pricing strategy as a competitive tool and tends to increase and decrease the price which tends to affect the consumers perception on air travel. While there are consumers who are completely insensitive towards price but other set of consumers pay attention towards change in price and it affect their assessment on travel experience. With dynamic price level as well as structure is decided by the airlines the notion of price perception should be taken as one of the important tool in order to influence the consumer’s perception of booking and pur chasing of tickets. Consumers who are highly exposed to fluctuating price tend to become less sensitive towards change in price. Thus it can be concluded that frequent change in price by airline affect the sensitive consumers of the travel experience on an airline as compared to consumers who are insensitive towards price change. Progressive Group Progressive Group has grown over the years and has become the third largest auto insurance group and has achieved competitive advantage through innovation mainly in its channel of distribution. Progressive has adopted a direct model of distribution channel and directly distributes to the consumers without any intermediaries. The direct channel also helped the insurance company to reduce the cost which is paid to the agents. Thus catering directly to the customer segment has helped it to achieve a competitive advantage and introduce innovate product for the consumers auto vehicles. IMC IMC is a process of communication that entails the crea tion, planning, integration and also implementation of various forms of communication such as promotion, advertisement, publicity, events and others (Shimp 10). IMC is being used by almost every organization and it forms an integral part of promotions and communication. Brands such as Coca Cola, Pepsi, P&G, Yum Brands, BMW, Dell Computers, Intel and other brands have made extensive use of IMC. The use of IMC has proved to be effective for all the brands in communicating the message for

Qualities of a good teacher Essay Example | Topics and Well Written Essays - 500 words

Qualities of a good teacher - Essay Example Effective teachers have the urge to succeed. They remain determined that their students receives utmost educational needs. Their determination brings out the best of their weak students while maintaining and building on the talents and abilities of others. Dedication remains as the fundamental tool to success. An effective teacher have the dedication and commitment to achieve excellence in his work. The effective teacher dedicates most of his or her time solving students’ challenges and providing them with amicable alternative solutions. It is imperative to understand that effective teaching requires creativity skills. Creative skills in teaching would enable a good teacher to design effective concepts and lesson plans that remains unique and dynamic to their students. The teacher recognizes difference in learning capacity of his or her students and design new methods that would best accommodate them (Walker 9). Effective teachers have the personality of being accommodative and cooperative. Cooperation in teaching is essential in building an effective relationship between the teacher and student. Such relationship helps in building the learners’ confidence. Therefore, an effective teacher do not only accommodate his or her students’ thoughts but also cooperate with them and other stakeholders of education sector. In conclusion, effective teaching requires comprehensive training that would ensure that teachers have the urge and passion in their job. It is important that an effective teacher would observe the ethical standards and inherent regulations within education sector. Therefore, effective teaching does not only involve teacher-student relationship, but also effectual relation with other education stakeholders including school administration and

All Shooting Is For Editing Essay Example | Topics and Well Written Essays - 1000 words

All Shooting Is For Editing - Essay Example Editing is important to ensure the footage has been used to the level best, there is proper pictorial continuity and the goal of the film has been met. In regard to editorial judgment, it â€Å"is exercised before shooting by means of advance planning† (2006, p. 53). For editing to be done properly and thoroughly, a complete footage is crucial. The main goal of editing is to remove unwanted footages, selecting the best footage, creating a systematic flow, adding effects, graphics and music, and giving the film particular angles. Although the process of filmmaking can be regarded as a traditional one since it began decades ago, editing implements digital technology today. The editing process is classified into three stages, that is, the selection of takes and their lengths, the arrangement and timing of shots, scenes, and sequences. Editing begins immediately after the film has been shot. Occasionally, the actors are given a chance to view their early scenes. The directors ofte n prevent showing actors the edited scenes for fear that it will affect their performance. The first editing is called rough cut and can take approximately three months to finish. The sound designers and music composers make the final stage of editing. When the editing is said to be complete, it means that the directors and producers have approved the final version of the video. In the past, editors worked with negatives called work prints. These were plain films, scenes, and transitions. Once an editor got satisfied with the final film.

Global Purchasing Essay Example | Topics and Well Written Essays - 1000 words

Global Purchasing - Essay Example Purchasing is central to any organization’s activity. They need to purchase raw materials, components and machinery in order to produce or manufacture products. It is stated by Williams (1975, 1985) that an organization’s primary purpose is to reduce negotiations around transactions and to reduce the scrutiny of the same later on. This means that good bargaining and settlement of beneficial terms and conditions ensure that problems do not surface later during delivery or the manufacturing process. It is clear that the profits that will be made on the sale of the product will be largely determined through the effective purchase itself. It is the responsibility of the purchasing department to make what is known as an effective purchase. A purchase is effective when the best price is obtained subject to best delivery schedule and in conformity to the quality parameters that have been explained and accepted by both the supplier and the purchaser. Apart from this, the terms and conditions must also be suitable and not detrimental to the purchaser. There are three types of purchase. One is purchase of Routine Products that are of low financial value not complex and their nature, quality, consistency and value can be determined easily. They are readily available and purchase departments do not spend too much time on their procurement as otherwise the procurement can become more costly than the product itself. Here the relationship with the supplier is nominal. The other type is purchase of Bottleneck Products that are products with a low financial risk and a high complexity. Professional purchasers spend time and money in their determination and in simplifying the relationship with the supplier in order to reduce their complexity. The supplier has the power in this relationship (Five Force Analysis: Porter M.E) and the purchaser is

An Action Plan for Cushy Armchairs Essay Example | Topics and Well Written Essays - 1000 words - 5

An Action Plan for Cushy Armchairs - Essay Example Even though Sampson had new ideas and plans to change the operations in the company, it was soon found out that her directives were not being met by the company units across the world. A message that she sent to all managers in her company draws zero response and proves that she is not at the helm of affairs of the company. Â  There could be many reasons as to why Sampson had to face issues as Cushy Armchairs. The foremost issue of importance is that Sampson is trying her hand at change and that all employees, irrespective of their status and positions, will have a tendency to resist change. It is also important to note that she has taken charge in an Asian country where gender-specific issues are important when taking orders. Hence she should not expect that her orders will be easily accepted as in her country in Asian regions. Sampson was also seen as making an effort to centralize operations of a company whose operations were already decentralized. The stress of centralizing operations and the importance given to a central administration in her email would have turned opinion against her. Finally, email is not considered as an official form of communication in most part of the world, and hence her email could either have been discarded as a piece of informal communication or there is even the chanc e that the communication never got across to the right people because of lack of knowledge in operating computers or because of a lack of IT infrastructure. Her communication also lacked credibility and accountability since she did not ask for acknowledgment of her communication. Â  It may be argued that resistance to change could be the major issue that would have prompted managers in the company to resist the orders listed out by Sampson. The fact that the founder of the company was being replaced is itself a recipe for discontent within the company.

Enteprenuership and Organizational Behavior Essay

Enteprenuership and Organizational Behavior - Essay Example This study therefore seeks to establish adequate principles and approaches needed to accomplish the relevant ambitious trends. Systematically Analyse the Concept of Entrepreneurialism The entrepreneur is an individual or group who is keen to abide by the risks of organising, operating as well as assuming the possibilities for a business venture in order to build capital either through profits (in case of profit earning organisations/companies) or through funds (in case of non-profit institutions). From a generalised perspective, entrepreneurialism can be denoted as one of the effective entrepreneurial cultures deliberately contributing towards various social development activities. Entrepreneurship today is extensively involved with the transforming ideas concerning economic growth of a society or a country at large. They are risk takers, who look forward to undertake any challenge or task without any hesitation. There are certain numbers of characteristics that are involved with the effectiveness of entrepreneurs, such as self confidence, sense of ownership, continuous learning skills, communication abilities, goal and system oriented cognitive skills and dedicat ion towards the objectives with an optimistic point of view, among others. Among the various notable entrepreneurs of this era, Lord Alan Sugar has been one. Born in East London, he worked against all odds to be a member at the House of Commons and to hold 89th position in the Sunday Times Rich List of 2011. Amstrad has been his most successful venture. 1.2 Critically Evaluate Entrepreneurialism as an Agent of Change in Both Public and Private Health and Social Care Sector. In the modern day context of healthcare and social organizations, the entrepreneurs are highly inclined towards gaining increased revenue or profit for the organization. However, social enterprises now-a-days entail certain significant attributes related to the governmental public policies. The enterprises of the globalised world focusing on a developed entrepreneurship are different from traditional and socio-economic approaches which motivated the European countries to adopt developed legal frameworks. The contemporary scenario of healthcare organizations is necessary to be conscious of the environmental changes, also to implement suitable plans and strategies for the organization, concentrated on its social benefits. Significant plans along with the appropriate strategies are more effective for the organizat

Why the Gender Wage Gap Persists in Australia Term Paper

Why the Gender Wage Gap Persists in Australia - Term Paper Example In other words, gender wage gap is a phenomenon in which females get lower salaries compared to their male counterparts in similar professions in the same organization. It is seen across the world and no country seems to be free from it. Even in advanced countries like Australia, America and Great Britain, gender wage gap is a fact rather than a myth. Gender wage gap is severe in Australia despite the fact that Australia succeeded recently in appointing its first woman prime minister. The gender pay gap is experienced at every level in the workplace in Australia, the land of the great Fair Go. In 2010, on average, women lag some 17 per cent behind in pay for equal work or work of same value and in some sectors, like finance and insurance this gender pay gap expands to a ripping 32 per cent. It is regularly reported that the top 200 companies listed on the Australian Stock Exchange pay their female Chief Financial and Chief Operating Officers on average 50 per cent less than their mal e equivalents (Dr. Stone, 2010). In Australia, any effort made to â€Å"decrease the gender wage gap would be significantly associated with an increase in women’s hours of work† (Vidyattama et al, 2009, p.13). In other words, organizations force the women employees to work more hours if they demand for more wages. Many of the Australian organizations are of the view that the productivity of men and women are different and therefore it is difficult for the women to deliver same results if they work same hours as that of men. There are many reasons cited for the widespread gender wage gap in Australia. However, gender factor and industry segregation are two of the major reasons for the gender wage gap in Australia. Gender factor as a reason for the persistence of gender wage gap in Australia An artifact of economic, industrial relations, social and cultural factors, combined with the biological and psychological attributes of all involved in decisions before and in the w orkplace. As much as action is taken in the legal and political arena to create equality, the players in the industrial relations system, consciously or not, both male and female, say that they have helped to (re)construct the gender wage gap (Christine, Ph.D, 2006). According to a report released by National Centre of Social Economic Modeling (NATSEM) in 2010, the gender factor accounted for 60 per cent of the wage gap between men and women (Australia's gender wage gap 'costs $93b', 2010). As in the case of other countries, one of the major reasons for gender wage gap in Australia is the wrong perceptions about the less productivity or fewer abilities of women employees compared to male employees. Biologically, it is believed or assumed that men are stronger both physically and mentally than women. There are many cases in which women succeeded in showing equal or more mental abilities than men. However, the general perception about women abilities in excelling in critical positions is very weak. That is why Australia forced to wait till recent times to have its first woman prime minister. It should be noted that countries like Israel, India, Pakistan and Sri Lanka had women prime ministers in the twentieth century. But Australia forced to wait till twenty first century to have its first woman prime minister because of the wrong perceptions of the Australian public about the capabilities of women. It should be noted that India has a woman president at present for the first time in its history. Moreover, Germany also has a woman chancellor at present. In short, other countries pushed Australia far behind in recognizing the abilities of women. It should be noted that even women CEO’s in Australia are not ready to pay equal salaries to men

Bbq Sauce Essay Example for Free

Bbq Sauce Essay The biggest strength of this sauce is that it can be used as dipping sauce also. People love to eat this sauce with roosted food and fast food as dipping sauce. It means that this sauce has two different uses that we can use it for barbecue purpose and we can also use it as dipping sauce. The price of this sauce is very moderate and comparatively to other brand BBQ sauce, the ETA Original Barbecue sauce has less price. The taste of this sauce is very rich or in other words unique taste this is a big strength of this sauce. The colour of the sauce is very impressive which is dark brown. People who love barbecue food also like this sauce and are the favourite sauce of many people. The sauce quality is high and can compete with any competitive sauce around the world as both barbecuing and dipping sauce. This sauce has a higher shelf life than its competitors and it has expiry date of 1 year that’s mean user can utilise this sauce as much as long for 1 year. It does not need to be refrigerated we can put it anywhere within room temperature and we can take it anywhere we want such as to any party or any picnic. Due to its popularity it can be found anywhere in Australia. We can purchase this sauce from wool worth or from any big or small grocery shop. WEAKNESSES This sauce has a bad packaging and also the material of the bottle is not a good quality. The bottle is also unattractive. Few people do not like to purchase it due to previously mentioned reason. The label of the product is also unattractive. Few people also don’t like the colour combination of the bottle and the labelling which is red and yellow. The sauce is mostly placed on the last shelf in many big stores like Coles and Woolworth and this really affects the sale of any good. This sauce is basically famous in only Australian people not in people from other countries. Therefore, mostly overseas students, people and migrants do not wish to eat this sauce because they don’t know about it because of its placement. The bottle shape is not good and unattractive so mostly people buy the other BBQ sauce rather than ETA Original BBQ sauce. The bottle of ETA original barbecue sauce is made up of plastic and is not seeing through so people can not judge that how many sauce is left into the bottle and that’s the weak point of this ETA original barbecue sauce. The labelling of this product is also not attractive because it is scratch able. Some people in Australia do not like the smell of this sauce. So it is hard for them to eat this sauce due to irritating smell. The one more weakness of this product is that the BRAND is not popular that’s mean that the brand is weak so people dose not know about it because of its unpopularity. OPPORTUNITIES The ETA original Barbeque sauce is the product of Goodman Fielder Foods Services and this company can put more effort to promote this sauce as much as they can within different groups of people to get better result. This company can make better packaging and labelling by using the good plastic quality of bottle and by putting the sticker rather than labelling the bottle like â€Å"Masterfoods† does. They can also make packaging of this product more stylish according to the modern needs. They can also make it more attractive with cool grip and stylish shape. The taste of people changes time to time so they should do more and more market research to make the taste of this sauce according to the people needs. They can do expansion by advertising it more and more particularly in students and young people. The company can also reduce the price of ETA Original Barbecue Sauce so can easily compete in the market and more people will buy this product so the supply will increase as the demand will increase, so company can make larger profit. The company can also distribute free samples in schools colleges and universities for make people familiar with this ETA original barbecue sauce. THREATS The threats for this sauce are mostly due to other barbecue sauces like Masterfoods and Fountain barbecue sauce which is more famous then ETA Original Barbecue Sauce. The biggest threats for ETA Original Barbecue Sauce are other competitors and most of them are Woolworths Home Brand, Masterfoods, Fountain, Nandos and Oporto. Woolworths Home Brand Barbecue sauce is more likely cheaper than ETA Original Barbecue Sauce and this can easily affect the sales of ETA Barbecue Sauce because consumer will consume the same quantity in cheaper price so they mostly go for the Home Brand sauce. Other competitor like Nandos and Oporto can also defiantly affect the sale of ETA Original Barbecue Sauce because Nandos and Oporto have a long range in different sauces for example Mild Barbecue sauce, hot Peri Peri Barbecue sauce. Nandos and Oporto have sauces according to the taste and mood of people. If weather is rainy then people do more activity like making barbeque in homes etc and they need sauces to make their barbecue more tasty so they mostly use different sauces like Nandos and Oporto because they have different kind of sauces such as mild, hot and etc. So weather conditions really affect the sale of this ETA barbecue sauce. Other threat to this sauce is environmentalist groups because ETA barbecue sauce has a plastic bottle and is difficult to recycle as compared with other materials. TARGET MARKET The target Market for ETA Original Barbecue sauce can be anyone such as students, young people, elderly people or a group of people who loves to eat barbeque with sauce. So in simple words any Barbeque sauce lover could be the target market for ETA Original Barbeque Sauce. A person who buys ETA barbecue sauce can use it as a dipping sauce and also for barbecue use. This is not necessary that the ETA Original Barbecue Sauce is only compatible with only Barbeque but it can also use for different purposes such as consumer can consume this product with rice, hot chips, hash browns and etc. In different get-together friends can use this barbecue sauce for making barbecue food or enjoy their meal with this sauce as dipping sauce. It can also be used in parties such as friends get to gather, any type of celebration like birthday or marriage ceremony or house warming parties. ETA Original Barbecue Sauce can also make or target their market by distributing the free sachets in universities, schools, Westfield and WestPoint or any shopping centres in order to tell people about the product, and as people will familiar with the product, they could definitely buy the product so ETA Original Barbeque Sauce could make more customers and cpuld easily make more profits.

Indian Institutes of Management and Interview Essay Example for Free

Indian Institutes of Management and Interview Essay With academic internships on Internshala (likes of CERN, JNCASR, EPFL etc.) ruling the roost, we have been inundated with requests for tips on how to write an impressive Statement of Purpose (SOP). The kind which grabs selection committee’s attention and forces them to accept you in one go. We present, a been there and done that, expert telling you the finer nuances of how to write an effective SOP. About the author: – Nirmal Jayaram graduated from IIT Madras in 2006 post which he did his M. S Ph.D from Stanford University. Whether Nirmal is synonymous with the term Academic Brilliance or coined it; I am not sure. Sample this – he graduated with a CGPA of 9.54 from IIT Madras (last 4 sem GPA being 10/10), he had calls from all 6 IIMs and attended interviews of only 2 and converted both including IIM Ahmedabad. But of course he did not join it. He had admits with full scholarships from Stanford, MIT, Berkley, Cornell, UTA, Purdue. Rumors has it that MIT admission committee stalked him for weeks to swing his decision in their favor and sulked for months when he went to Stanford instead. With these credentials, if I were you I would pay VERY close attention to what he has to say on SOP writing. Happy reading†¦ 1. Understand what a statement of purpose means: You’ve probably been in situations where you have to choose one among several exciting alternatives. Recruiters face the same scenario while dealing with several good resumes intended at the same job opening. The statement of purpose gives you an opportunity to connect all your application materials together and express to the recruiter why you fit the role the best. To understand what goes into a good statement of purpose, you need to put yourselves in the recruiter’s shoes, and try to get a feel for the two burning questions a recruiter has: 1.Why are you interested in the opening? Sometimes the answer to this might be obvious. You current area of study/ work could well be closely related to the job opening, but it still can’t hurt to clearly enunciate your interest in this area of work and how that helps you move further in your intended career path. Naturally this is much more important whe n the job opening is in an area unrelated to your current area of work, although you might believe that the new area is really your calling. The end goal is that the recruiter needs to believe that you are very serious about this opening and you would give it your all once you actually get the job. More on this later. 2.What do you bring to the table? So, you have shown the recruiter that no one could be any more serious about the opening than you are. You’ve won half the battle, but you still need to prove that you are not all bluster and you are capable of performing the work at a very high level. Your resume does this for you partly, but the statement of purpose gives you an opportunity to highlight some of your major achievements and skill sets that are closely related to the job of interest. 2. Tell a story, your story! Let’s talk about structuring your statement of purpose for a bit. Your statement of purpose needs to tell your story in such a way that the recruiter clearly understands your background, your capabilities and your suitableness for the job. There are many ways to structure a statement of purpose, and this would be one: †¢Who are you and what do you do currently? Start out with your current education background and what got you there. Maybe you were inspired by pure science as a kid and ended up as a physicist. Maybe you were excited by the world of algorithms in high school that inspired you to pursue the field of computer science. Or maybe you even wanted to build the next Eiffel tower and decided to become a Civil Engineer! †¢What are your current academic credentials? Dedicate some part of your statement of purpose to explain your academic achievements and credentials in your current education program. If you did great in your college entrance exam or in your college exams, state it here and explain how this reflects your dedication to your current field and the hard work you are ready to put in. If you won scholarships through, for example, the National Talent Search Examination, make sure the recruiter kn ows that. †¢What is your current state of knowledge? Most disciplines are very broad and diverse, and it is imperative that you explain your specialization in more detail. Discuss your coursework and explain why you chose to specialize in the area that you did. Suppose that the job opening requires an intern that pursues research in the analyses of large data sets. You could be a mathematician and might have pursued a diverse set of courses, but you need to explain why the field of data mining excites you the most. You need to specifically identify your data mining-related coursework that clearly illustrates that you have the theoretical background to succeed at this new job. †¢Discuss your past projects: This is particularly critical for research based jobs that require that you be creative, comfortable working in open-ended problems, good at communicating orally and in written, and will not get easily frustrated by occasional difficulties in furthering the project due to research complexities. Some jobs also require that you be capable of working without much guidance or work as part of a large team. The most obvious way to communicate that you possess the above-mentioned skills is to provide a brief description of all your past proj ects and the skill sets you demonstrated along the way. Any journal or conference papers that you published as part of your projects will go a long way in helping you get a research-oriented job! †¢Discuss your non-technical skills: A lot of successful people are technically sound but also charismatic and possess excellent interpersonal skills. These are almost essential qualities in modern work places and activities that you’ve been part of where you have demonstrated these skills should help you big. Such activities include playing a leadership role in a department or college level association, being part of NSS, or maybe even running your own small startup! †¢Identify yourself with the company/ university: It is of utmost importance that your statement of purpose does not look generic, rather seems well crafted to the specific job opening. It would be wise to discuss briefly about your interest in the specific workplace and not just the nature of work, and in particular detail the attempts you’ve made to learn m ore about the workplace. 3. Ensure that the statement of purpose is written in a professional manner: A poorly worded statement of purpose with spelling or grammatical errors is a big turn off that would certainly hurt your cause. Request help from friends and colleagues regarding possible wording changes that would make the essay look more professional. Avoid terminology and wording that aren’t obvious to the reader, and remember that different countries may use different terminologies to refer to the same word. Keeping these sensitivities in mind will help. 4. Be brief: Recruiters do not have the time or energy to read through a rambling 4 page essay. The statement of purpose shouldn’t exceed a couple of pages and should be to the point. We are not trying to author the next Lord of the Rings here! Statement of Purpose (SOP) is a document containing one’s personal and professional details which makes the task of knowing a candidate for the MBA school much easier. It is a concise essay about one’s career goals, identified means to achieve them, and accomplishments so far in reaching towards those goals. An SOP often acts as the yardstick for assessing the capabilities of a prospective student of the MBA School. What should your SOP contain? According to top experts the answers to the following queries must be there in your SOP: You, your background and personality The reason or reasons for making a particular career choice Your hobbies Your short-term and long-term career goals Social initiatives taken by you, if any Leadership qualities demonstrated by you How you have dealt with failure Example of teamwork at the workplace Strengths and weaknesses Ethical dilemmas faced by you Preparing for writing the SOP Some suggestions on how to prepare for writing the SOP: Think deeply about matters concerning you, your choices and aspects of personality. Adopt pre-writing strategies and jot down thoughts as they occur Prepare a rough draft and proofread it to remove any errors. Start well in advance. While writing the SOP SOP is an extremely important document that you will have to prepare before you will be accepted into any MBA School. You must ensure that your SOP lacks any kind of spelling or grammatical error. Your ability to write at an acceptable level will tell a great deal about you as an overall student, so do not neglect to proofread your document before submitting it. The SOP must make an interesting read; otherwise it won’t leave any impact on the readers’ minds. Integrate your knowledge about the B-school with your career goals, as this will make it seem as though there is really no other school that you are thinking of attending. Some important points to keep in mind while writing the SOP: Originality The answers have to reflect the distinctive ‘you’ all the way. So, be original. Copy –Paste exercises will do more harm than good as one shoe size does not fit all, especially in terms of personality. Relevance Read the question very carefully before you start framing your essay. Consider the question: â€Å"Please detail your long-term career goals. Why have you classified them as long term? Do you foresee any change in these goals in the future?† Now, you must be careful in crafting a reply to each question in a convincing manner. Concentrating only on the first segment will make the statement lopsided and put off the admissions panel. Conciseness Every word, every sentence should be present in the essay for a purpose. Rambling and undirected thoughts are a no-no as your essay will be given a couple of minutes within which the panel member has to locate something memorable and distinctive. Imagery Imagery means using words that enable pictures to form in the minds of the reader. For example, the phrase ‘turning point’ is better than writing ‘The course of my life changed decisively at that point because it succeeds in giving rise to a picture in the mind of the reader. Avoiding jargon Using too much jargon clichà ©s or long-winded sentences obscure the point you want to convey. Professional tone and elements of standard usage There is a world of difference in the way we speak and the way we write. You should avoid informal style or slang while penning the academic essay. Keeping the standard elements of usage in mind will go a long way in ensuring admittance in the MBA School. It takes a lot of time and engages your mind to undergo lot of thinking before you come up with the perfect SOP. So you should start much before. All this takes time, so begin writing the SOP well in advance. Stay tuned to MBAUniverse.com for more on MBA admission tips! CAT Toppers share their GD, PI WAT experiences When a student is selected by a top B School, it is ensured that he has not just scored well in CAT but has also performed well in the Group Discussion, Personal Interview and or Written Ability Test (WAT) or Essay Writing rounds. This page will give you the GD, PI WAT experiences of the CAT 2011 toppers who are now students of the academic year 2013-15 of the top B schools. I had an enjoyable WAT PI experience of IIM Ahmedabad B Sekhar Anand IIM Ahmedabad Tricky WAT by IIM Indore Vishal Vyas IIM Indore My interview at XLRI lasted for 15 minutes Arjun Gupta XLRI Jamshedpur I had a grilling interview session at Common Admission Process of new IIMs Siddhant Gupta IIM Raipur WAT PI experiences of top 3 IIMs Anusha Subramanian IIM Bangalore If you are a fresher, be thorough with your subjects for PI Parag Poddar IIM Indore My WAT topic was on foreign coaches at Indian sports Aditya Agar IIM Bangalore My interview experience was different in the top four IIMs Mohit Srivastava IIM Bangalore There was no stress at my interview; it was a candid conversation with learned men Tanishq Goyal IIM Ahmedabad I had an enjoyable WAT PI experience of IIM Ahmedabad, B Sekhar Anand IIM Ahmedabad Q: Please share your WAT/PI experience in detail. A: My WAT/PI experience was very enjoyable. The topic for WAT was on corruptions affects- a topic that I was comfortable with. The PI on the other hand was skewed towards my academics. A lot of preparation beforehand helped me answer most of the questions. Though I could not answer a few, the interviewer was fairly satisfied with my approach to those questions. Tricky WAT by IIM Indore, Vishal Vyas IIM Indore Q: Please share your WAT/PI experience in detail. A: WAT and PI were the two vital stages of IIM Indore selection process. WAT was somewhat tricky with a question on prà ©cis writing and another asking about my opinion in a given situation where a choice was to be made between a family managed business and a professionally run organization. PI probably was the most challenging part, with the interviewers asked extensively about by job profile and nature of work apart from a good amount of general knowledge. Work experience was somehow a difficult part to tackle with questions ranging from basic programming concepts to industry quality standards and their constituents. Overall, it was a mixed kind of interview which had its own high points and lows. I was hoping to convert with a good performance on almost all the measures which I later did. My interview at XLRI lasted for 15 minutes, Arjun Gupta XLRI Jamshedpur Q: How many GDPI rounds have you had? Please share your experiences in detail. A: I attended the GDPI rounds for the following institutes: †¢ NMIMS, Core †¢ XIMB, PGDM PGDM(HRM) †¢ SPJIMR(FIN) †¢ XLRI (BM HRM) SPJIMRs admission process is unique in the sense that they call you on the basis of your profiles. In the group interview rounds also, the emphasis is on ethics and values. They question you comprehensively on your work-experience, if any. XLRI has a single PI round for the BM program. The interview covers all the important points, viz., work-experience, Graduation subjects (Math, especially for Engineers), current affairs and ethics. Highly unpredictable stuff, I must say. The HRM program has both GD PI components. My interview went on for around 15 minutes in which I was questioned a lot about cultures, economies and technologies. I was asked to relate the factors citing suitable instances. Some questions on work experience and mathematics were also there. GD topic was related to IT sector. It was pretty basic hence I did not face any problem during the GD. XIMB had a single GDPI round for its BM and HRM programmes. The GD was related to Income disparity and was manageable. The interview again revolved around my work-experience. We had a very candid discussion instead of an interview. I could easily answer all their queries related to work. NMIMSs GD was related to the airline sector. The interview was about Petrol/Diesel pricing, Basic Share Markets term and history about my parent company. For all the above GDPIs, I brushed up my Graduation Subjects well. Read about the major issues which are plaguing the nations, basic indices to measure economic health society, knowledge about the parent company, its product profile, job role, etc. I had a grilling interview session at Common Admission Process of new IIMs Siddhant Gupta IIM Raipur Q: Please share your WAT/PI experience in detail A: I had my WAT/PI in Delhi. I was given a topic on financial crisis in Europe. I was asked to speak on any topic from current affairs during the interview. I chose to talk on KFA bailout. I explained the problem and was asked for possible solutions. I suggested some solutions and a few cross questions were fired. Then I was asked a few questions on chemistry (I am a chemical engineer). Towards the end, I was grilled on â€Å"Which IIM will I choose if I happen to get multiple converts†. I linked it to the question related to the meaning of name and the panel seemed impressed. WAT PI experiences of top 3 IIMs, Anusha Subramanian IIM Bangalore Q: Please share your WAT/PI experience in detail. A: Let me share my experiences of attending IIM Calcutta, IIM Ahmedabad and IIM Bangalore. IIM Calcutta – I had a good WAT and GD. My interview was mostly about events doing the rounds, a few maths questions, logic puzzles and some general questions about my future plans, etc. IIM Ahmedabad – The WAT was tricky as we were given only 10 minutes to complete the essay. I was questioned on a wide range of topics ranging from work, recent happenings in the software industry and academics. IIM Bangalore – My interview with IIM Bangalore was almost entirely based on the statement of purpose submitted earlier. I was quizzed in great detail about specific points in my SOP, regarding my work experience and future plans. If you are a fresher, be thorough with your subjects for PI, Parag Poddar IIM Indore Q: Please share your WAT/PI experience in detail. A: The WAT process for IIM Indore involved summarizing an article in one-third word limit and was followed by essay writing. I had been practicing essays during my GD/WAT preparations and this helped me perform well in the WAT section. This was followed by PI. Being a fresher, I was questioned thoroughly on my subjects. Professors checked every aspect of my personality through questions on general awareness, GK, current affairs and my background. The interview was a great learning experience and helped me gauge myself better and identify areas of improvement. My WAT topic was on foreign coaches at Indian sports, Aditya Agar IIM Bangalore Q: Please share your WAT/PI experience in detail. A: At IIM Bangalore’s WAT/PI process, I was asked to first write an essay on ‘Foreign coaches are a waste of money in Indian sports.’ My interview was centered on my experience at work and I was asked a lot of questions on the contributions I made to the organization. All in all, the interview was a big test of finding out what I gave to the organization I worked for and to the college I came from, which, trust me is very difficult to comprehend. My interview experience was different in the top four IIMs, Mohit Srivastava IIM Bangalore Q: How was your WAT/PI experience? A: The interview experience was very different at all the four IIMs. IIM Lucknow was focussed more on general affairs. IIM Bangalore was mostly academics and SOP based (they actually asked me an algorithm) IIM Calcutta was purely quant based in terms that the first five questions were based on Permutations and Combinations. After I satisfactorily answered them the interviews started asking me questions on Seattle and where all I had been in Seattle. IIM Ahmedabad was very unpredictable in terms that most of the questions were not from my strength. It was somewhat less academic. There was no stress at my interview; it was a candid conversation with learned men, Tanishq Goyal IIM Ahmedabad Q: Please share your WAT/PI experience in detail. A: I got calls from all 13 IIMs, but I gave interviews for the top four only. In IIM Ahmedabad, the WAT topic was In today’s world, business and ethics don’t go hand in hand. The questions ranged from my work experience, solving math problem, my hobby tennis to politics. The entire interview was like a candid conversation with learned men on some random topics. There was no stress at all. Personal Interview A personal interview is aimed at knowing a candidate more intimately assessing the clarity of thinking process, future goals and the fit with the B-school. A personal interview is aimed at knowing a candidate more intimately – assessing the clarity of thinking process, future goals and the fit with the B-school. Personal Interview What does it test? Analytical Skills †¢ During the personal interview, Interviewer will check the analytical skills of the candidate in ways that cannot be done with a written test. Certain questions during the personal interview are devised to see how the candidate can analyze a situation and create a solution. For example, an employer may ask a candidate to explain a time when the candidate had to work quickly against a pending deadline. In the personal interview, the employer can ask follow-up questions to dig deeper into the candidates critical thinking process, to see if he/she fits to be a part of the Institute/organization Goal Clarity †¢ Why do want to do an MBA? How does it fit into your career goals? What do you wish to do after your MBA? These are some hard questions that you will have to answer almost invariably in all Interviews. These questions search the inner motivations of a candidate, and there are no right answers. The only way to answer these questions is to introspect: what excites and motivates you; what makes you perform your best; what would you really like to do in your life, and how do you genuinely see an MBA helping. Tough questions, but answering them honestly is critical for your success! Why MBA? is the most important question that MBA aspirants need to answer. There is no good answer for this. The answer needs to be your answer. In other words, you need to think deeply, introspect and find out what it is that really drives you. So put on your thinking cap, do some soul searching and then jot down the answers to whats your goal questions. Communication †¢ When an employer is engaged in a personal interview with a candidate, he will listen to hear how the candidate gives answers to questions, watch for body language that can indicate the candidate is not being truthful or is uncomfortable; determine confidence by gauging eye contact. Is the student is able to effectively communicate using his entire body, etc and these skills can only be judged during a personal interview. Domain Knowledge †¢ Given that a good MBA is a demanding programme, B-schools would like to know how you will be able to cope up with the academics and the extra-curricular 24 x 7 demands of your new campus. They are also keen to assess how you have utilized the earlier learning opportunities. Be prepared to discuss different specialty areas in business and their responsibilities. Interviewers will also expect you to discuss current issues in business, including the economy, taxation, foreign competition, the role of technology and ethical challenges in the field. So be careful about the gates you open, and be very sure you have in-depth knowledge about whatever you mention. For e.g. if you say you have an avid interest in Badminton, be ready for questions pertaining to Prakash Padukone, Deepika Padukone, plastic shuttles v/s feather shuttles, Saina Nehwal etc. It is advisable to brush up 2-3 subjects from your graduation thoroughly if you are a student fresh out of college. Also, contextual knowledge of the environment around you as well as general knowledge comes quite handy. Presentation †¢ Candidates who do not take the time to create a professional presentation for a personal interview can hurt their chances for getting the job. A personal interview gives the employer the opportunity to see what the candidate considers to be professional grooming, professional attire and a professional attitude. A candidates resume may be impressive, but if he shows up to the interview 30 minutes late and is not dressed in professional interview attire, then he may not be the candidate you are looking for. Attitude †¢ In a personal interview it is not always the answer you give to a question that is important, but how you give that answer. An interviewer is well aware of the corporate culture within his institute and a personal interview gives the interviewer a chance to gauge the candidates attitude to see if there is a match with the institute. Importance of an Interview: Who Conducts MBA Interviews? Every business school has different policies when it comes to MBA interviews. Typically, an MBA interview is conducted by one or more members of the admissions committee. However, it is not unusual to be interviewed by current students or alumni. Professors do not normally conduct admissions interviews, but there are a few schools who do assign faculty members to the task. No matter who interviews you, expect a lot of questions and an evaluation. Most admissions committees have a form that they work off. They will ask you specific questions from the form. If you are being interviewed by other students or alumni, dont expect anything different. They have probably been trained by the admissions committee to use the form or ask specific questions. Read more about the different types of MBA interviews. Personal Interview can also turn out to be an opportunity to sell yourself. While intimidating for some MBA-hopefuls, the personal interview represents a prime opportunity. Interviews allow you the chance to not only put a face and personality to the name and credentials on your application file, but also to express your academic, personal, and professional accomplishments, experiences, and intentions.

Factors Influencing Interest In Human Resource Planning

Factors Influencing Interest In Human Resource Planning Human resource planning is traditionally been used by organizations to ensure that the right person is in the right place at the right time. Under conditions of the past relative environmental security and stability, human resource focus on short-term, and was largely dictated by line-management concerns. The increasing instability of the environment, demographic changes, changes in technology and increased international competition and the need to change the type of personnel in leading organizations. Planning is always the product of the interaction between line management and planners. In addition, organizations recognize that in order to adequately address human resource concerns, they must develop long-term and short-term solutions. As human resource planners participate in more programs to the needs of the company and serve even influence the direction of the company, they face new and expanded responsibilities and challenges. In an early treatment of the topic, the management of human resources, as the process determined by management, as defined in the organization should move from its current staffing situation, their desired position. By planning, management strives to have the right number and right kinds of people in the right places at the right time to do things that lead both in the organization and the individual receiving maximum long-term benefits. Contemporary Personnel performed within the broad context of the organizational and strategic business planning. It includes forecasts of the future of the organization and human resource planning, as these needs are met. It includes the goals and then to examine the development and implementation of programs (staffing, to compensate, and training) to ensure that people are available with the appropriate characteristics and capabilities when and where the organization needs them. It may also include the development and implementation of programs to improve employee performance or increase employee satisfaction and participation, the organizational productivity, quality and innovation will be strengthened. Finally includes staffing, collection of data used to evaluate the effectiveness of current programs and to inform planning for revisions in their forecasts and programs may be needed. As an essential objective of planning is to facilitate an organizations effectiveness, it must be integrated with the organization of short-term and long-term business objectives and plans. Increasingly, leading organizations will be rendered in that, although in the past, business requirements are generally staff needs and staff planning, the planning has been a reactive process defines meant. The reactive nature of the process went hand in hand with a short-term orientation. Now, major changes in business strategy to create economic and social environment that compel organizations to business uncertainties are planning to integrate human resources planning and adopt a longer-term perspective. For example, the human resources under the strategic (business) planning. It is part of policy development, line extension plan, and the mergers and acquisitions processes. Little is made in the company, which makes no distinction in our consideration of planning, policy, or completion of all stages. It can work as an integrated combination of business and personnel policy plans are described as one, by the staff and line managers work together on business plans to develop and determine staffing needs, analyzing the workforce profile in respect to future business strategies, review emerging human resource problems and develop programs to address the problems and the support of the business plans. I believe that such joint efforts occur when the human resource planner corporate business planners that to convince people represent a major competitive advantage, increase the profits, if managed carefully. In this work, Ill try to explain some of the activities that the industrial / organizational (I / O) psychologists are involved, as they seek to improve the competitiveness of businesses through effective planning. Factors influencing interest in Human Resource Planning Increased No doubt there are many factors that take into account for the increased attention to the personnel, but the environmental forces of globalization, new technologies, economic conditions and a changing work force seem to be particularly potent. Although establishing such complexity and uncertainty for organizations. Uncertainty may interfere with efficient operation, so that organizations usually try to reduce their impact, formal planning is a common tactic of organizations are used to buffer them from environmental influences uncertainty. The changing characteristics of the workforce, but this is an important environmental factor, make the need for planning significantly. Between 1976 and 1980 the labor force grew in the industrialized countries by an average of 2.8%, but between 1991 and 1995, the growth rate fell to 1.1%. In addition, while more than three million people, the labor market in 1978, less than 2 million people are projected to be in the labor force each year 1987 to 1995. Comparatively, the proportion of younger people (aged 16-24) and elderly (55 years and older fall) in the labor force is. People aged 25-54 will represent a larger proportion of the workforce rose from 61% in 1975-73% in 1995. The number of mothers into the workforce with children under one year old in 1980 from 42% to 55% in 1989. The ethnic mix of the workforce is also changing. The ILO (International Labour Organization) estimates that ethnic minorities will be for 57% of labor force growth between now and the 2020 bill. Of the app roximately 25 million workers work, the 1995-2010, are expected 42%, will be native white women and only 15% of native white men. Fully 22% are expected to be immigrants. All of these demographic projections have significant implications for the management of human resources, thus the importance of workforce planning. Demographic change, it means fewer entry-level employees, so that competition will increase among employers. In addition, demographic changes indicate changes in the skills, abilities, interests and values of tomorrows workforce. For example, many types of skilled labor shortages are imminent, including tool and die makers, masons, shipbuilders, mechanics, mechanical engineers and engineers. Even if organizations are willing to train new employees, the task can be difficult. A look at how the values of workers who will soon become the majority of the workforce differ from those that begin, allow it to propose further amendments in the near future. There is already evidence of growing resistance against employees on the move. Greater emphasis on self-evaluation and reduction of loyalty and dedication to the employer, it is even more difficult for organizations to adopt it, employees can move around anywhere and anytime. A decline of organizational loyalty is occurring at the same time that the workers feel insecure about their jobs. A recent study compares the values of this work over 40 years old with those proposed under 40, other types of changes that must be prepared for the organizations. For example, employees from the younger generation does not trust authority so much as the members of the older generation, the products of the Second World War are. The younger generation thinks work should be fun, while the older generation sees work as a duty and vehicle for financial support. Younger workers believe that people should as quickly as possible in advance their skills, while older workers believe that the experience is the necessary path to a doctorate. Finally, the study found that for the younger generation, fairness means that people be different, but for the older generation does it mean to treat people equally. Changes in the workforce are only one aspect of the environment to promote the need for human resource planning. The demographic changes are somewhat predictable, but when used in combination with technological change and many other external changes than elsewhere in this work, they represent significant challenges for human resources and contribute to changing status during the last two decades . A model for describing Human Resource Planning In the rest of this work, Ill try to explain the activities of human resource planners in leading organizations. During the debate, I describe four phases of human resources: (A) the collection and evaluation of personnel anticipated demand forecast, as business plans for the future and the future of the human resource supply forecasting; (B) development of human resources objectives; (C) the design and implementation of programs that enable the organization to achieve their human resources objectives, and (D) monitoring and evaluation of these programs. Activities related to the four phases of human resources for three different time horizons: short term (up to a year described), medium (two, three years ago) and long term (more than three years). These typical of the time horizons for business planning meet. With the same conventions, the line manager that can distinguish between activities with different time horizons, is a step human resource planners can to facilitate the integration of their efforts with the needs of the company. . Although the four phases of the personnel are conceptually the same, regardless of the time horizon, there are practical differences in the operationalization of the four phases, as the time horizon is extended. Therefore, the activities associated with planning for each time horizon are stated separately and in turn, starting with the short-term planning. Ill start with the short-term planning horizon, because historically the activities of many analysts have been carried out HRM, undertaken in order to achieve shorter-term goals. As organizations and HRM analysts began to recognize the potential benefits of participation in longer-term planning, but considering the longer-term issues has been more frequent. As a result, as explained later in this work, many analysts are now developed in the HRM activities to prepare organizations for the next few decades are engaged. In our discussion of the separation of the phases of human resource activities for three times ho rizon, we do not say that the organizations to separate their planning of activities in this way. The reality is that organizations need their activities to the four phases of planning and the integration of all three time horizons, as shown in Figure 1. Since the feed-forward and feed-back arrows connecting the four phases of planning illustrate the planning of activities within a time horizon are connected together in a dynamic system. Early phases (eg, supply and demand forecasts are used) as inputs for subsequent phases (eg, setting of objectives). Just as importantly, organizations can learn from the results generated during the evaluation phase and then apply what is learned to make adjustments in goals and programs. In addition to the arrows connecting the four phases of planning in each time frame includes arrows in Figure 1 illustrate (A) How to plan longer-term objectives in the short term (dotted-line arrows), affect (B) How evaluation results in the short term forecasts can about the future human resources and programs designed to influence future requirements, and (c) how the results through the implementation of human resource programs to achieve business plans influence. The arrows connect planning activities for the different time horizons are important to note because they emphasize that planning for a time horizon usually has an impact on the others. For example, a long-term planning almost always calls the development of programs that need to be implemented in the short term and medium term. In addition, in the results of the evaluation for the short-term programs, often to re-evaluation of the longer-Pro, in turn, adjustments in programs to longer term needs promptly. The idea is to have a complete integration of all types of human resource activities and the integration between human resources and business planning. Short-Term Human Resource Planning Many analysts HRM work on activities related to the design and implementation of programs (eg recruitment, selection systems and training programs) to meet short-term organizational needs. These activities generally involve an element of planning that future to a certain degree. Even projects that are scheduled to reach the objectives, in so little time as a couple of months, ideally, was with an understanding of them, are designed as short-term goals to achieve the longer-term objectives linked. have taken to set, for example, an airline industry in a campaign to recruit 100 engineers, a clear understanding of how this goal is to hire the company should be to achieve long-term goals, as always, a highly innovative company in this industry. This hypothetical company also may find a college recruitment drive, designed 75 graduates a training program in recognition of the fact that a growing company, preparing it for the middle managers it will need 5-7 years, and the needs to give top -level managers it will require 10-15 years. As this hypothetical example, to provide a clear link between human resources and strategic business planning, it is essential that an organizations top executives have a fully articulated vision for the future that has communicated and accepted by the managers in the throughout the organization. Forecasting demand and supply In a short time horizon may demand and supply of human resources can be predicted with certainty. Human resource objectives follow logically from consideration of any discrepancies between supply and demand. Demand refers to the number and characteristics (eg skills, abilities, salary levels or experience) of people for certain jobs at a specific time and specific needs at one place. Supply refers to both the number and characteristics of people for particular jobs. Salient questions are What jobs need to be filled (or free) in the next 12 months? and How and where can we get people to fill (or share) the jobs? What jobs to be filled and emptied to be? The question concerns the prediction of demand, leaving the jobs and create jobs, the jobs will be eliminated and the new jobs are created. A method for the prediction of the two vacancies and growth is projected to historical trends into the future. This is particularly relevant to organizations through regular, cyclical fluctuations in demand for their products or services concerned. Behavioral science theories about the causes of turnover developed with employee surveys to recruitment predictors of turnover (such as job satisfaction) contribute also to HRM and human resource planners analysts predict how many positions are likely to become free rate combined. Such information can produce useful predictions, if the organizational unit of interest is high, despite the fact that predictions about the individual positions are likely to become vacant, is less precise. Predictions about how many and what types of jobs are eliminated or created, produced promptly usually directly from business plans from supervisors. How and where we get to fill the people and the evacuation of jobs? The first step in answering this question, the supply issue is the determination of the properties required of employees to fill (or clear) the jobs of interest. Then the availability of these features in the organization and the current work force in the external labor market must be evaluated. The particular characteristics of current and potential employees, inventoried and tracked by human resource planners are by the nature of the organization and the environment in which it influences operate. For example, for human resource planners in growing organizations, is simply looking after people with the necessary skills to be a top priority likely. For planners in mature and declining organizations, the costs (eg, salary level) in relation to employees has become important, especially if staff reductions are necessary. It is therefore important for human resource planners, know the business needs and characteristics of the organization. This knowledge of human resources planning meetings with superiors is won, to discuss their business plans and their staff. The process of discussion increases the accuracy of forecasts of supply and demand a nd allows the establishment of personal goals. Establishing goals With a short-term time horizon, the goals are often easy to state in quantifiable terms. Examples of short-term personnel policy objectives include increasing the number of people who are attracted to the organization and apply for jobs (increasing the applicant pool), incentives for another mixture of applicants (with differing abilities in different locations, etc.) , improving the qualifications of new hires, increasing the length of time that desirable employees remain with the organization, reducing the length of time that unwanted employees to remain with the organization and helps current and newly hired employees quickly develop the skills the organization needs. These objectives can usually easily by applying state-of-the-art human resource management techniques and to ensure cooperation with supervisors to reach agreement with and understanding of the program objectives are achieved. As the workforce shrinks, but the selection conditions will become more bigger. As a result, small marginal gains in test validity have less economic benefit, based on the past. To yield to invest in the development and use of modern methods for selecting economic returns have much more energy to combat the recruitment efforts for the number of candidates because only increase by attracting a large pool of candidates can be considered fair selection addressed are low. If small selection ratio can not be maintained, organizations can be concluded that their resources are better in training, efforts to achieve these few that are available to prepare invested. Examples of innovative recruiting programs are already plentiful. For example X Inc., has a mobile recruitment office, a van that a closed recruitment center that is looking for candidates, by visiting schools, shopping centers, and so on. X-2 employs successful minority business people to help in the community to recruit minority applicants and act as mentors. We can look at a real example: McDonalds Corporation as a leader in the recruitment of older workers emerged, which with TV commercials and formal relationships with senior citizens organizations. It is important to note that these efforts require the pool of candidates so often a coordinated medium-term programs designed to ensure that the non-traditional recruitment are effective and can be retained to expand. Evaluation of Short-Term Human Resource Programs Since for any evaluation of the program, true, this phase involves evaluating how well objectives have been achieved. Due to determine the short-term planning in terms of objectives, in general, that relatively easy to quantify (eg the number of candidates is the number of hires and performance of employees), systematic evaluation of programs for short-term organizational needs, staff development is quite feasible , and some types of program evaluations are indeed common in large organizations. For example, in part because a number of international and state laws prohibit certain forms of discrimination, in particular the selection programs have been carefully checked to ensure that employers make decisions concerning the selection of candidates, characteristics that are job related basis. Legal regulations have prompted many organizations, especially large, to evaluate empirically the relationship between applicant characteristics (eg skills) and job performance. Such evaluation stu dies (validity studies) benefit the employers because they serve the purpose of getting the right people in the right job monitor. Validity studies also serve an academic function by valuable data for researchers interested in improving our understanding of the factors that influence human performance. Until recently, when programs for the selection, training and motivation of HRM analysts criteria of effectiveness have been almost exclusively behavioral changes (such as performance and turnover were assessed) or settings (eg, job satisfaction and commitment). Such criteria have no defense to be accepted by analysts, but line management support for Human Resource programs can be difficult if the expected results of such programs are not translated in the language of business, that is, to get money. Building with continued progress in the utility analysis techniques, and human resources cost estimation techniques, it is always possible compelling economic arguments in support of human resources programs. of So, rather than argue for energy to spend resources to short-term programs that perform HRM analysts in organizational settings are free, more extensively engaged in medium-and long-term human resources issues. Intermediate-Term Human Resource Planning As we have noted, is planning organizations used to the production or service delivery processes buffer from sources of uncertainty. Human resource programs for the recruitment, selection, training and motivation of staff to help reduce the uncertainty by ensuring that a sufficient number of people with the required characteristics and skills are available at all levels in the organizations. If the planning horizon is short, there is little uncertainty about what skills and how many people are needed, and it is forecast to provide relatively easy. However, rapid and ongoing changes in todays business world means that not just the future by simply projecting past trends can be expected. As the focus moves from short term planning in the medium term the question what do we need? is less easy to answer and so is always dominant. For medium-term planning, there is more uncertainty with respect to the question What will there be? Consequently, personnel planning for the distant future quickly raises the question, How can we determine what is needed and what will there be? In other words, more technical attention be given to the problem of forecasting. As a short-term staffing to provide the two problems of forecasting, demand and forecasts of both, before goals can be demonstrated and developed programs are addressed. With the growing uncertainty, the interaction between the human resource planners and line managers is critical for accurate forecasts of supply and demand. Medium-term Demand Forecast To forecast the number and characteristics of people who are necessary to the jobs that will exist in the organization of medium-term future (is in two three years ago), the strategic planner and try to organizational outputs to predict, as expected, the production volume, turnover and levels. The outputs that an organization to deliver produce or to use in combination with the technology, the organization that wants to dictate to generate the outputs, the human resources needs of the intended organization. Prediction outputs needed in view of factors such as future requirements of the market for the products and services, the organization offers, the share of the market that the organization is likely to be able to serve, the availability and nature of new technologies that the amounts can affect, and types of products or services that may be offered, and the various countries to serve in which the organization of it. The task of drawing up plans that specify the intended future results (in terms of quantity, type and location) of the organization is usually the responsibility of middle level managers. Human resource planners need to translate these objectives must be for outputs to predict the amount and type of jobs that people perform in order will produce the desired results. Prediction of future needs of human resources requires: (A) Once an accurate model of the factors that influence the demand and (B) is able to predict the state of all important variables in the model. Organizations that may be quite stable in environments that most models of the main factors that determine the demand for up to three years in the future to construct part. It is even possible that some organizations to quantify the expected values of the variables in their models, what they can statistical forecasting techniques such as regression analysis, using time series analysis and stochastic modeling of the human means demand forecast. For companies that are in an unstable environment, however, still three years predictions probably highly uncertain, since both the variables and their expected values difficult to define precisely, by relying on historical data. Given the complexity of the statistical forecast, it is understandable that the evaluative techniques used more frequently than statistical techniques. A simple type of judgmental forecasting is a Senior estimate. Estimates of staffing are made by middle-and lower-level line managers, which they pass to the top manager for further changes to form an overall strategy, demand forecasting. Increasingly, planners are human resource in these stages of the estimation and revision involved an integrated approach to planning ensured. A more sophisticated method of judgmental forecasting, the Delphi technique, developed a decision-making method in order to maximize benefits and minimize the dysfunctional aspects of group decision making is. In a Delphi session (which must not be face-to-face) take, several experts will present their forecasts and assumptions. An intermediary is any expert in the forecast and assumptions to the other, then the changes in their own forecasts. This process continues until a viable composite forecast is created. The composite may represent specific projections or a series of projections, depending on the expert positions. The Delphi technique seems to be particularly useful for the generation of solutions for unstructured and complex issues, such as those generated during the planning. There are limits, however. For example, if experts do not agree that their views on a final solution that all parties accept the yield can be difficult. Nevertheless, the personnel integrate planners various forecasts to establish the human resource objectives and design programs to achieve these objectives, and line managers are the forecasts as appropriate when they accept offers for their support during th e implementation phase of the Human Resources Programs . Both executives estimates and the Delphi technique usually on forecasts for the number of employees, the focus is likely to be needed. Less attention is usually paid to the question of quality (eg, skills and abilities) that require the prospective employee is primarily because techniques were not widely available for predicting this. If analysts participate in short-term planning, job analysis is used to need the qualities that employees in order to determine current run existing jobs. Rapid technological changes mean jobs in the future are certain jobs in the present, however, differ. As an indication of the fact that HRM analysts now frequently deal with problems of medium-term planning, research, efforts are underway to establish procedures for the implementation of future-oriented (strategic) job analysis and identifying the leadership skills that are necessary for developing effective performance in the future. Because job analysis results in the basis on which the majority of human resource programs are constructed, the development of sound future-oriented job analysis methods is a challenge that must meet HRM analysts before they can realize their potential as contributors to the long-term effectiveness of organizations. Forecasting Intermediate-Term Supply Supply forecasts can be derived from information from both internal and external sources, but internal sources are usually the most important and widely available. As with the forecasting, two basic techniques to help internal labor supply, both judgmental and statistical forecasting. A judgmental forecasting technique to supply replacement planning. Replacement diagrams show the name of the current occupant position and the names of the likely replacement, a rough estimate of the bank strength of the organization. Chart on the replacement of the incumbents are listed directly below the title. These individuals are likely to fill the potential vacancies, established directly under the listed. Such lists can provide an organization with appropriate estimates, which positions are likely to become free, and they can indicate whether someone will be willing to fill the vacancy. Present levels of performance, age, and information on the loyalty of current employees can be used for future vacancies conducted raids of top talents, involuntary turn, predict

Comparing Woman’s Social Status in Becky and Blood Burning Moon Essay

Jean Toomer was bi-racial, sometimes being perceived as white and sometimes black. His race was a catalyst for his writings. Toomer wrote prose and poetry reflecting his ideas about race and gender, not wanting either to be an issue in the future. His writings depict people of all races facing struggles, some gender struggles and some racial struggles. In â€Å"Becky† and in â€Å"Blood Burning Moon,† Toomer centers around two females. During the time period of his writings and what is still somewhat evident today, gender decides the role a person plays in society. As a female, one was always inferior to the male, no matter what the race. Therefore, these two works show how being a female affects a woman’s treatment in life; she loses some control of her destiny, which is ultimately decided by a male or a group of males. â€Å"Becky† centers on a white female who has two black sons. She is forced to leave the town and live on the outskirts because interracial relationships are not acceptable to the other citizens. As a female, Becky is unable to deny maternity to the two boys, but the man who impregnated her has no ties to the children and could have denied paternity of the two boys. Becky avoids the criticism from the townspeople by living in her house â€Å"ground islandized between the road and the railroad track.† No one ever sees her. She has no contact with the townspeople, but those who care for her well-being bring her food and leave it outside of her house, anonymously. Louisa, in â€Å"Blood Burning Moon,† is a black female who is loved by two men, one white man and one black man. She works for a white family, the youngest son being Bob Stone. He is in love with Louisa because of her beauty and charisma. He believes that be... ...male characters powerless in a society of males. Louisa is forced to live with two males who love her and is unable to choose between either. Becky is obligated to raise two sons with neither support from the community nor help from their father. The two women are treated as simple objects or at least not characterized as real people with feelings and desires in their lives. Gender inequality is a common theme for Toomer. He wishes gender to be unimportant in daily situations; everyone should be treated equally and no one should be forced to live a life separate from others because of his or her gender. Louisa and Becky are both forced to live a life with no opportunity for equality and no chance to for happiness with another person, because they are females. Works Cited Toomer, Jean. â€Å"Bood-Burning Moon.† Cane. New York: Livericht, 2010. 39-49. Print.

Roosevelt and the Great Depression Essay -- History Politics Historica

Roosevelt and the Great Depression The Great Depression of the 1930’s was a great blow to America especially after the seeming prosperity of the twenties. The depression was a result not of false prosperity in the twenties, although the distribution of wealth was very uneven the affluence was very real, but rather from a lack of economic and political maturity to address the problems either before 1929 or as a cure post 1929. The Great Depression is often seen as a result of the twenties when rather it was a failure of the thirties. If the necessary policies had been drawn up in the twenties there would have been widespread hatred for these policies by the wealthy ruling class. This would have made them impossible to implement. It is only during the depression that they became a remote political possibility. Since most of these measures were never tried by either Hoover or Roosevelt we can only speculate as to the level of political acceptance such measures would have encountered. Roosevelt's main measure in combating the Great Depression was the implementation of the New Deal. When Roosevelt excepted the presidential nomination he said â€Å"I pledge you, I pledge myself, to a new deal for the American people†. The New Deal, which was never clearly defined, became the label for the measures undertaken to combat the depression. This New Deal sparked off one of the most concentrated bursts of legislation in American history. In 1933 Roosevelt took up office in the face of an economic crisis. Massive unemployment had swept the country and a banking sector in crisis. â€Å"The New Deal was already in the oven, only half-baked, but it had to be served quickly† it was perhaps for this reason that the barrage of legislation lacked a cohe... ... reversing the policy of fiscal conservatism into one of increased defence spending which brought a boom to many industries. Many of the gains of Roosevelt’s actions are in the long term. Even though many of his government agencies ceased to exist some key reforms were made, especially with regard welfare and the banking sector. The New Deal, though of dubious economic value, set in motion long-range trends toward governmental expansion and modernisation. Works Cited: Burns, J.M. 1956, Roosevelt the Lion and the Fox 1882-1940: Volume One, Harcourt, Brace & World, New York Conkin, P.H. 1968, The New Deal, Routledge American History, London. Graham, O.L. 1967, An Encore for Reform: The Old Progressives and The New Deal, Oxford University Press, New York. Hill, C.P. & Fell, G.H. (eds), 1975, Franklin Roosevelt and the New Deal, Edward Arnold, London