Edwards’ sermon Study Essay

1. To whom is the sermon addressed? The sermon is addressed to the congregation. 2. According to Edwards, why is God wrathful? People are wicked sinners, and God’s wrath is infinite and arbitrary. 3. Reread the sixth paragraph. What people, according to Edwards, are not in the hands of this angry God? How is this state achieved? Reading the sermon he claims that, â€Å"Thus all you that never passed under a great change of heart, by the mighty power of the Spirit of God upon your souls; all you that were never born again, and made new creatures, and raised from being dead in sin, to a state of new, and before altogether unexperienced light and life, are in the hands of an angry God,† therefore I infer that the individual whom have passed a great change by heart by, and was born and again and made into new creatures, are not in the hands of this angry god. I believe he conjectures this by isolating it and remaining on the topic of the individuals who are in the hands of the angry God. 4. Figurative language is language that cannot be taken literally since it was written to produce a certain effect. Edwards makes effective use of figurative language as he speaks of God’s wrath. Find three examples of his use of figurative language and explain why they are effective. To convey his sense of tone and attitude, he uses rhetorical techniques, imagery, repetition and metaphors to display his piercing tone. In his sermon he repeats the term â€Å"wrath†, which means intense fury, over and over again creating it vibrant how angry god is with his congregation/people. Edwards is essentially proposing that they are atrocious individuals and deserve to burn in hell. Edwards’ piercing tone is also elated by the metaphors he uses in his sermon. He associates several things to implement his tone. Edwards says â€Å"The wraths of God are great waters that are dammed for the present†¦Ã¢â‚¬  also he states â€Å" The bow of God’s wrath is bent and the arrow made ready on the string, and justice bends the arrow at your heart†¦Ã¢â‚¬  In his metaphors he does not use optimistic undertones, making them harsh and to the concept. In using these metaphors, Edwards is enabling the reader(s) to understand the tone by putting it in a situation and context, which is more easily correlated. Subsequently, he uses imagery in the opening paragraph stating  that when men are on Gods’ hands and they could descend to hell. Natural men are held in the hands of God, over the pit of hell knowing that you might descend into the abyss at any moment should scare you. God chose to save you until he wants to let you slope into an eternity of sweltering flames. 5. Using the list of Tone Words as a guide, make a list of 20 words in this selection that produce tone or attitude. Paragraph 1: dreadful, misery Paragraph 2: avail Paragraph 3: wickedness, prudence, contrivance, corruption, sovereign Paragraph 4: inconceivable, omnipotent, wrath, hitherto, fury, threshing, vengeance, stoutest, treasuring Paragraph 5: obligation Paragraph 6: everlasting Paragraph 7: Paragraph 8: abhors, ascribed, solemn, loathsome Paragraph 9: asunder, provoked 6. How does Edwards’ sermon reflect the ideals of this time period? It reflects on the Puritans’’ ideals and beliefs. Such as, they believed in salvation and that the fate of individual soul was predetermined by God. Also, that salvation was a private choice among God and the ‘Elect’. Elects or Saints were the ones who were saved and the ones who weren’t were ‘wicked’. 7. Explain how his sermon connects to a concept or theme in â€Å"The Crucible.† They both have a common theme of good vs. evil. Meaning, they mutually belief system into how they should act/live. Edwards leads his message to the Puritan people claiming that they are corrupt and must change their ways, he does this threatening method to attempt to scare them by the description of hell. Similarly, the characters in The Crucible convict each other of committing deeds against God and are very hostile about it, much like Edwards.

Argumentative Essay On Social Media

Nowadays, a lot of people are using social media such as Facebook, Twitter, Tumbler and so on. Since the Internet has propagated rapidly, social media have progressed a lot. The generalization of the internet makes us to live conveniently and fast. People are almost using smart phones, i-phones or comfortable devices which can access to internet. These equipments make us to do social network easily. It helps contact friends, family, and other people even though they live far away. It could be, however, abused, if you don’t use properly.Especially, it is important that we understand and regulate the use of social media by young children. First of all, social media, especially facebook, are very addicted. People would say drug or alcohol is more addicted than social media or social media addiction is not big problems, but it is not true. There is a report of the social media addiction by University of Chicago’s Booth School of Business. A team from the University of Chica go’s Booth School of Business recently conducted an experiment involving 205 people in Wurtzburg, Germany to analyze the addictive properties of social media and other vices.Participants in the week-long study were polled via BlackBerry smart phones seven times per day and asked to report when they experienced a desire within the past 30 minutes, and whether or not the succumbed to that desire. They were also asked to gauge each desire on a scale from mild to â€Å"irresistible. † In the light of these facts, surely social media make addicts, and it is hard to escape. The problem is most people who have an addiction to social media and don’t even realize it. Second, people can get mental and physical disorders easily through using social media.People might bet think social media is not matter with the disorders. They argued the social media is good for mental diseases because social media help express their feelings or thought easily. Also, through social media, they can be connected each other more. However, social media just offer limited meeting. They just meet on websites, not physical meeting. Psychologist, Aric Sigman suggests â€Å"The use of social networking sites as opposed to face-to-face interaction could lead to major health problems. † Also he claimed in the British Journal The Biologistâ€Å"Spending too much time online could lead to social isolation, loneliness and a negative outlook. These types of psychological symptoms could eventually lead to more serious health concerns, such as heart disease, cancer and dementia. † Using social media disturbs make deep relationship with others. When they are using social media we do not need to move a lot. It is okay just to stay. We do not need to active a lot. As a result, it leads naturally mental and physical disorders. Third, social media doesn’t help for their studies or talents.People think social media is good places to show their talents or works what th ey did. For example, they argue people can share video clip what they playing the instruments or dancing or singing. It is, however, for people who already good to do those. If you are not good at those things and if you spend time to do social media, it would be hard to progress your talents. I did surveys about relationships between using social media and studying last semester. Most students answered using social media is not helpful to study.Also, students who got good grades spend just a little time to use social media. Using social media steals your time to what really want to do easily. If you do not pay attention, your time is gone very fast, and it cannot be returned. If you read books, study, exercising, practice singing, dancing or playing the instruments instead of using social media, it would be much better for you and your future life. Especially, the young generation and children are easy to be exposed to environments which using social media.Social media are favorite not only along with teens or youngsters; it’s growing among working people and also old people. Social media addiction drug exactly where everyone is continuously logged on it irrespective that they have worked or they don’t have anything to complete. It’s regarded Social media an addiction exactly where many people have become addicts every day. It could be occurred mental and physical disease and make you waste time. Those are why we need to understand and regulate the use of social media by young children.

Business notes: Creative problem solving

Business notes: Creative problem solving 1 Unit 1 – Creative problem solving 1.1 Introduction A business leader is expected to identify problems, implement solutions and find business opportunities. To do so, they must learn to plan, analyse situations, identify and solve problems (or potential problems), make decisions, and set realistic and attainable goals for the business/unit. These are the fundamental thinking/creative requirements for leadership, and these set direction to a successful future. Without this critical competence, you will have to rely on others to do your thinking for you, or you will simply have to learn to nurture your creative thinking skills which will help you on your journey towards successful business. Creative thinking forms part of this continuous problem solving process, and is the fundamental basis for facilitating in the development of solutions, new initiatives, products or services. In an entrepreneurial context, the end result of this process should be directly linked to a feasible opportunity in the market environment. Quote – What lies behind us and what lies before us, are tiny matters, compared to what lies within us. – William Morrow The creative problem solving process consists of the following four steps: ‘ Problem analysis ‘ Solution analysis ‘ Decision analysis ‘ Solution implementation 1.2 The process The creative problem solving process consists of an important core process, namely the idea generation process see figure 1. This is an important step, especially if you need to come up with creative ideas for products, services, and processes, to solve a consumer problem. The idea generation process consists of the following four steps: ‘ Step 1 – Generating ideas ‘ Step 2 – Developing ideas into a concept ‘ Step 3 – Converting a concept into a tangible or intangible product ‘ Step 4 – Finally protecting the tangible or intangible product Figure 1 – The process of creative thinking (idea generation) Initially you need to understand the problem and find the root cause of the problem. Many techniques are available to find the causes of problems, you can use the 5 Why technique in this case, if you are familiar with it. The more advanced courses will describe how to use the major problem identification techniques, but this course will focus on the idea generation process. 1.3 Where to start In the entrepreneurial phase, the best way to start the idea generation process is when you are required to come up with a new product or service, to identify a potential consumer problem. Initially, focus on identifying problems in the area of your expertise (your knowledge base). If you have no knowledge of the problem, the product development stage could be a challenge for you. You will learn in the next section that not all problems are opportunities, and entrepreneurs should be careful as to how they approach this stage, when generating ideas in trying to identify a new product or service. 1.4 Problem versus opportunity In most cases, the idea-generation phase in the creative problem solving process is neglected. Individuals normally identify a problem or an opportunity (which may seem like an opportunity, but is actually just an idea), and then develop a new product in line with the new assumed idea or opportunity. It is therefore important to distinguish between an idea and an opportunity. Resources may be wasted if a mere idea is incorrectly perceived as an opportunity. Any opportunity is initially problem based (e.g. a coffee shop in a destination where there is a lack thereof, this creates several problem situations and potentially feasible opportunities for the entrepreneur). The creative thinking (idea generation process) involved, is the means to solving these problems, and bring forth solutions to the market problems, which create further opportunities. 1.4.1 Difference between problem and opportunity There is, however, a critical difference between a problem and opportunity. Consider the following: ‘ Is it an idea or an opportunity to develop a high speed train between two major cities which are not far from each other? Some may say it is a great idea, but when you need to pay R200 a day to make use of it, it is simply not an opportunity. Only a few people would make use of the service, resulting in a negative impact on the market. ‘ If it is possible to transport people between the two cities for a lower cost, say R10, it would possibly be a more feasible opportunity. Here is a good example of an opportunity – Around the turn of the twentieth century, a shoe manufacturer sent a representative to Africa, to open up a market in the undeveloped area in that continent. After exploring the culture for a month, the rep sent a telegram to the home office shouting, ‘Disaster! Disaster! These people do not wear shoes. Bring me home immediately!’ A short time later, another shoe company sent their agent to Africa for the same purpose. A month later his home office also received a telegram: ‘Opportunity! Opportunity! These people do not wear shoes! Triple production immediately!’ Quote – Every situation contains the potential for disastrous problems or unprecedented success. The event is what we perceive it to be. Unknown Now the question arises: How do I distinguish between an idea and an opportunity? Looking at above examples, every problem is not an opportunity, and it really depends at how you are looking at the problem. If you see a viable opportunity in a problem then you are looking at the problem with a different perception than most people (the glass is half full or half empty). From a business perspective all opportunities are not necessarily a viable opportunity, the market determines the available opportunities. Without the knowledge to interpret the market conditions, you could miss it totally in terms of your opportunity analysis. Table 1 shows the different industries in South Africa, the level of entrepreneurial activity, and how the same opportunity differs in each of these market areas. 1.4.2 The global entrepreneurship monitor The Global Entrepreneurship Monitor ‘ specifically identified the entrepreneurial activity in the various industries of South Africa. It can be generalized to state that an industry with a high level of entrepreneurial activity, gives away more business opportunities (e.g. manufacturing, retail, hotel, restaurant and business services), while one with a lower level will indicate far less opportunities (e.g. agriculture, forestry, hunting, fishing, finance, insurance, real estate and health, education and social services). If we analyse just one ‘high-opportunity’ industry, for instance manufacturing, it may be an opportunity today to manufacture a final product, and export it to an international market. A ‘low-opportunity’ industry, for instance insurance (especially in the market entry phase), may be negative as having an extremely high crime rate and insurance companies have to pay out claims at an alarming rate. It is also evident that low-opportunity industries may create feasible opportunities. An entrepreneur should therefore be wary of following a fad, (latest trend) and exploiting assumed opportunities in a ‘popular’ industry. Percentage of Entrepreneurs ISIC Category Start-ups New Firms Total Agriculture, forestry, hunting, fishing 1,3 2,6 1,6 Mining, construction 9,7 5,0 4,1 Manufacturing 14,3 19,1 13,8 Transport, communications, utilities 9,8 0,7 8,0 Wholesale, motor vehicle sales, repairs 6,0 6,5 6,3 Retail, hotel, restaurant 40,8 47,7 43,5 Finance, insurance, real estate 0,3 5,2 1,4 Business services 10,1 7,9 9,4 Health, education, social services 2,6 0,7 2,3 Consumer services 11,0 3,5 9,7 Source: Driver. Wood, Segal Herrington, 2001 Table 1 – The percentage of entrepreneurs in the different industries in South-Africa 1.4.3 What is an opportunity? What exactly is an opportunity and how does an entrepreneur exploit a feasible opportunity? According to Hesrich Peters (2002), an opportunity is the process whereby the entrepreneur assesses whether a certain product, service or process, will yield the necessary earnings based on the resource inputs that are required to manufacture and market it. ‘ The nature of opportunities needs to be assessed – thus, what leads to the existence of an opportunity? The following factors may result in an opportunity: ‘ General and specific problems faced by consumers ‘ Market shifts ‘ Government regulations ‘ Competition There are two equally important criteria in the assessment of an opportunity. Firstly, the size of the market – will the number of customers reward the input and energy required, to create and deliver the product? Secondly, the length in terms of the frame of the opportunity (window of opportunity). For example, is the demand for this product only a short fashionable phenomenon or is it based on sustainable business, or how long will it take before someone else (a competitor), to grab the opportunity? These two aspects should also link directly to the personal skills and competence of the entrepreneur. For example, entrepreneurs with no skills or interest in information technology will not necessarily achieve their personal goals. They should rather venture into an opportunity which suits their experience and personality. 1.4.4 Transform opportunity into a business Table 2 shows how the development of a business plan links to the identification and evaluation of opportunities, the determination of the resources required and the eventual management of the enterprise. All of these factors play a significant role in the correct assessment of the business opportunity. This means that the business plan must explain in sufficient detail how the business will exploit the situation, to transform the opportunity, into solving a problem for the consumer, which generates extraordinary profits for the people involved. ‘ Identify and evaluate the opportunity Develop the business plan Determine the resources needed Manage the enterprise Creation and length of opportunity Real and perceived value of opportunity Risk and returns of opportunity Opportunity versus skills and goals Competitive situation Title page Table of contents Executive summary Description of business Description of industry Marketing plan Financial plan Production plan Organisational plan Operational plan Summary Appendices Existing resources of the entrepreneur Resource gap and available supplies Access to needed resources Management style Key variables for success Identification of problems and potential problems Implementation of control systems Source: Hisrich, R.D. Peters, M.P. 2002: 40. Entrepreneurship. Boston: Irwin/McGraw-Hill. Table 2 – Link between Opportunity and business plan 1.5 Instruction Exit and resume to your current page.

How did the womens rights movement of the 19th century emerge out of Essay

How did the womens rights movement of the 19th century emerge out of abolition activism - Essay Example The history to acquisition of rights to vote in America intertwines with the American women acquiring other rights as well. The major pioneers of American enfranchisement include Lucretia Mott, Susan B. Anthony and Chapman Catt among others. The women considered the suffrage as their number one priority since the moment they are granted the right to vote, and then other rights would have followed (Cappiello 56). In the United States, women suffrage was attained gradually at both state and local levels during the 19th century, and culminated from the passage on the constitution that stated that right to vote by citizens in United States was not to be denied by the state on basis of sex. On June 1848, liberty party comprised of entirely men. In 1850s, Women Rights Convention under leadership of Lucy stone organized suffrage petition campaigns for women in various states. Stone was the first person to make appeals for women suffrage before law makers. In 1853, she addressed Massachusetts Constitutional Convention. However, agitation was suspended during Civil War but in 1865, everything resumed as the National Women Rights committee petitioned to the congress to amend the constitution so as to prohibit states from the move towards disfranchising the citizens on basis of sex. This triggered a disagreement among the movement leaders on whether to support the ratification of 15th amendment that gave a vote to black men and ignored black women. This enhanced formation of rival organizations that campaigned for amendment that gave the women the right to vote at both local and national levels. However, the two groups led by Lucy Stone and Susan Anthony merged to form the American Women Suffrage Association in 1889. The movemen t campaigned for reforms for the progressive era (Cappiello 57). Women who took part in early abolitionist movement started demanding for equality in rights, both in their experiences and general

Values and Ethos of Learning Communities Essay Example | Topics and Well Written Essays - 1000 words

Values and Ethos of Learning Communities - Essay Example The role of leaders is to create learning community culture in which understandings achieved during the course of practice, nurtured and not forgotten. Educational leadership should encourage students and inspire their interest to learning and self-improvement. Different leadership strategies mentioned above should not be used in isolation. The role of educational leadership is to maintain the community and support the core purpose of increasing the ability of all students and preparing students for the future. Leaders must remember that their words and stance on issues impact others in both large and small ways (Sergiovanni 2000). The main educational leadership strategies include blending leadership strategy, institutional leaders, instructional leadership and transformational leadership, facilitative leadership, visionary, ethical and direct leadership (Educational Leadership& Management, n.d.). Direct leadership is what leaders do when they work directly to enhance teacher learning. Substitutes for leadership are the structures, pathways, and norms leaders build that allow, encourage, and enhance teacher learning. In K-12 public education, the choice of leadership strategy depends upon the extent to which it matches the nature of the task, the complexity of the community setting, and the standards of quality expected. Many learning communities choose instructional and transformational leadership which help educators to meet changing learning environment and community's policies. Where task complexity is simple, direct supervision involving telling students what to do, watching them do it, and making correc tions as needed might be an appropriate choice. But as complexity increases, strategies closer to mutual adjustment make more sense. These learning communities rely on purposing and shared values, standardizing knowledge and skills, and mutual adjustment as control strategies if they want to be successful (Educational Leadership, n.d.). Facilitative, visionary and ethical leadership allows educators to form and correct basic moral values and preferences of diverse student audience. Using these strategies, educators become more sophisticated in their ability to develop capacity for teaching and leading in schools creating effective learning communities based on trust and respect. The task of facilitative leadership is to encourage the involvement of students at all educational levels. Visionary leadership is aimed to create a certain vision of culture and values shared by a particular community. This is one of the most important strategies which help educators to prepare students for various roles in their respective communities. Critics argue that ethical leadership "should have and be willing to act on a definite sense of ethical standards" (Educational Leadership& Management, n.d.). K-12 community leaders should create an effective environment and control that students are well served, and that teachers are suppor ted in their efforts in behalf of students. A leader's role is to engage teachers in determining and articulating a vision of excellence for all students. Communication in K-12 public education should include conversation about school issues and the needs of children with meetings to analyze data and plan

Relexology Term Paper Example | Topics and Well Written Essays - 1500 words

Relexology - Term Paper Example According to the theory of reflexology, different areas on the palms of hands and soles of feet correspond to various organs and glands of the body. Applying pressure on these reflex points stimulates the flow of energy. This creates a balance within the body and brings about a state of relaxation and peace of mind. In reflexology, the term reflex corresponds to ‘reflection’, and comes from the belief that these reflex areas are small mirrors that reflect the internal state of the body (Wills 2004). The oldest evidence of reflexology, dating back to 2500 BC is in the form of a painting that was found from the tomb of ancient Egyptian physician Ankmahar. This painting shows two people, one receiving a foot massage and the other getting a hand massage. Another belief that is particularly held for the reflexology techniques observed among North American Indians is that is that it originated from Incas civilization of ancient Peru in 12000 BC. In 1955, Dr. Henry Bressler pub lished a book called ‘Zone Therapy’ after studying the effects of applying pressure on certain points on feet and its effects on internal organs of the body. He wrote about the use of reflexology techniques in middle Europe countries and also stated its use to date back to the 14th century. Nevertheless, the technique of reflexology came to be realized as a definitive form of healing and therapy when Dr. William Fitzgerald, an ear nose and throat specialist documented that applying pressure to one part of the body can block pain signals in another part of the body, away from where the pressure is applied. He performed various minor surgeries involving ear, nose, jaw, face, throat and shoulder using this technique, without the need of using anesthetics (Keet 2009). In 1917, Dr. Fitzgerald and Dr. Edwin Bowers published their work on reflexology in their book ‘Zone therapy’. It divides the body into ten equal longitudinal zones through an imaginary line runni ng from the top of the head, down through the center of the body. Five equal zones on each side of the imaginary line end on the soles and palms. Zone one starts from the thumb, includes the arm, shoulder neck and the brain. Running downwards it moves straight towards the big toe. Zone two starts from index finger, running up to include the corresponding areas on the arm, shoulder, neck and brain, it moves down towards the second toe. The third zone starts from middle finger and includes the arm, shoulder, neck, brain and runs down towards the third toe. Zone four starts from the ring finger and includes arm shoulder neck and brain and runs down towards the fourth toe. Fifth zone starts from the little finger and extends up the arm to include shoulder, neck and brain and then down the body up to the fifth toe. Each zone includes the muscles and organs underlying its division. Dr. Fitzgerald also gave courses on reflexology and soon medical practitioners started adopting these techni ques and incorporating them in their practice. The credit for the development of this pressure point technique from ‘zone therapy’ to ‘reflexology’ goes to Eunice Ingham, who is considered as ‘mother of reflexology’ by many (Keet 2009). She related the zones on feet to the anatomical structure of the body. She also documented the higher sensitivity of feet to

One page reflective Ecercise and 10 pages for case study questions Essay

One page reflective Ecercise and 10 pages for case study questions - Essay Example Adult years Had become a professional Mining Engineer. Had travelled and worked in Portugal, Greece, Finland, Morocco, Algeria and Mozambique. Had been fluent in 11 different languages. Had been a successful single parent of 2 Children, acting practically both as father and mother. 1988 Had migrated to WA with his kids filled with high hopes for a better life for his children. Had been out of worked and was forced to receive handouts of second hand clothes and food. Had suffered racism at work, while his kids were isolated in the school. His dream turned into a curse. Had felt miserably a failure. Had felt trapped. Had felt completely isolated and disillusioned. Had felt despair, unwelcome and betrayed. 1- Formulation Form Client: Julio Nunes Nesto UMRN: ....................................... Date: ........ / ........ / ........ Predisposing Factors: Possible Sources of Biological Vulnerability Neurological development or other neurological problem: Had polio at the age of two, had become partially paralysed and unable to speak and walk Maternal viral infection during pregnancy: N/A Family history: N/A Birth trauma: Born stigmatized to be an inferior race equivalent to a slave. Possible Sources of Physiological Vulnerability Physical abuse experienced or threatened: Grew up in an environment of oppression and inequality Witnessed family violence: N/A Emotional/psychological abuse: Work discrimination; unwelcomed; frightened; betrayed; disillusioned Sexual abuse: N/A Physical or emotional neglect: Single parent of two; without wife to care for him; without relatives to run to Other trauma: Culture shock in WA; living alone in a foreign cruel society Bullying in school/community: Isolation of children in the school; lack of social support in the community possible Sources of Social Vulnerability: Poverty/deprivation: Uncertain life in a foreign highly discriminating land Alcohol and other drug use (self/others prior teens): N/A Migration (international or intra- national): Migrated to Western Australia Cultural conflict/ alienation/stigma/ lack of supports: Experiences worse condition in WA Racism: Suffered racism in the workforce, in social settings and his 2 children suffered racism at school. Other forms of discrimination: No assistance to single father parent making it almost impossible for him to find work; his children are isolated because of their skin color. Precipitating Factors: (what stressors were happening prior to becoming unwell) Oppression and discrimination in his own land Stigmatized by his Portuguese name Single parent of two growing kids Perpetuating Factors: (what stressors are still operating or what helps keep the stress going). Racial discrimination of his family in a foreign land Joblessness and lack of opportunity for a decent living for a black single-father parent in WA Shattered dream for his two kids Humiliated and frustrated Trapped in a cruelly discriminating society Current Problem List as Identified by Clie nt: 1. Depression 2. Anxiety due to joblessness 3. Prejudice due to racial experienced discrimination 4. Frustration and anger because of failed high expectation Thoughts: This society is so cruel; it could treat children too unfairly. Racism is a large factor in mental health deterioration. I am trapped; we can no longer go back to Mozambique. Feelings: He felt completely isolated, unwelcome and betrayed. He felt despair, angry, helpless, depressed and disillusioned. He felt humiliated and a miserable failure. Behaviour:

Economic Crisis in Greece and its Impact on the Euro Essay

Economic Crisis in Greece and its Impact on the Euro - Essay Example The levels of debt and shortfalls surpassed the limits that have been set by the euro zone (CNN). As per the Euro is concerned, since its introduction in the year 1999, its value had declined substantially against the US dollar, as well as certain other currencies. The flaw was to a degree credited to outflows of capital from Europe. However, by 2007, the euro was valued at 53 percent higher than its value that was in 2001. The high interest rates in Europe in comparison to US interest rates had triggered the rebound of the euro, and attracted inflow of capital into Europe (Madura, 167). The report conveys a detailed study on the economic crisis prevailing in Greece and its impacts on the Euro. Background to the Crisis: The euro zone was incepted in the year 1999, and several independent states forsaken their own national currencies in support of a universal currency, the euro. The euro was mainly adopted because a number of advantages were expected to get bestowed by the monetary un ion on the countries that participated. Countries like Greece, which generally have high inflation, the adoption of euro could benefit by lowering the inflation and the nominal interest rates as well. Lower inflation rates encourage greater borrowing and lending, decreases the possibility of competitive devaluations, introduces a common measure of value across countries thus bringing transparency in competition across countries, and also reduces risk by eliminating exchange rate fluctuations. These advantageous features of a common currency subsist till price stability is delivered by the central bank of the monetary union and is plausible. In the case of the euro zone, the European Central Bank had rapidly recognized its anti-inflation recommendations and became credible (Provopoulos, 1-2). In spite of the above mentioned advantages, there are certain costs relevant to the adoption of euro as the common currency. A country joining the euro zone becomes incapable of setting its own domestic economic policy. Also, it no more possesses the ability to alter the nominal exchange rate of its currency. Low financial discrepancies and resilient labor and product markets is particularly important in the euro zone. The euro zone does not have a fundamental economic power that can restructure economic properties from a low-unemployment area to a high-unemployment area to lessen the consequences of unbalanced distress. Also, owing to differences in language and culture among the different countries in Europe, labor is more mobile in the United States than in here. Hence, regulation systems are required for the euro zone at a national level. Lower economic inequity and elastic product and labor markets offer mechanisms to ease the modification to alarms (Provopoulos, 2). The Greek Economy 2001-2009: With the entry into the euro zone, the Greek economy seemed to enter a new period experiencing strong development and low price rises. The changes brought about in the economi c environment with the adoption of the euro provided crucial benefits for a country like Greece that had experienced constant budget deficits, and high inflation rates levels from the early-1980s till the mid-1990s. However, along with the advantages, long term

Criminal Procedure (Assignment 1) Assignment Example | Topics and Well Written Essays - 250 words

Criminal Procedure ( 1) - Assignment Example In general, then, due process affords a person with the right to a notice before trial, a right to an impartial trial and an impartial jury, a right to be heard in defense, and the taking of property and taxes, with prior notice, only for public purposes (Mount, 2010). In the case of Brown v. Mississippi, the fourteenth amendment due process rights were the basis for the court’s ruling in favor of the defendants (Justia, 2011). It was then established that testimony or evidence procured solely by means of violence and torture by the police cannot be considered valid, and is in violation of the due process rights of the fourteenth amendment (Justia, 2011). In Powell v. Alabama, the right to a counsel was discussed in relation to the accused, and it was established that the accused has the right to a counsel with sufficient time for advice and preparation, in accordance with the sixth amendment, which is in especial respect to the Federal courts, and the rights laid down in the fourteenth amendment (Justia,

Three Day Food Intake Paper Essay Example for Free

Three Day Food Intake Paper Essay The proper nutrition plays a major role in having good health. Without the proper nutrients the body cannot function proper and can open the body up to any number of disease like heart disease, some cancers, diabetes, obesity, anemia, and high blood pressure. During this three day intake this writer has learn about her eating habits and ways to improve them. Proteins The Daily Recommended Intake Report states this writer should be getting 102 to 356 grams of protein a day in her diet, but she is only getting 82 grams a day which is below the recommended range. This can be a problem if she does not get the recommended amounts her body needs. According, to the Office of Women’s Health (2008). Women need protein to help break down food for energy and breaking down toxins in the body. She can increase the amount of protein she gets by eating more red meats, eggs, nuts, peanut butter, beans, lentils, milk, and soy products. Carbohydrates The Daily Recommended Intake Report states this person should be getting 458 to 661 grams of carbohydrates a day in her diet. She is only getting 308 grams which is well below the The recommended amount for her body. Carbohydrates provides energy the cells in her brain, nervous system, and blood. It also, supplies her muscles while she exercise. Without carbohydrates her body will not have the energy it needs to proform properly. She can increase the carbohydrates she needs by eating more complex carbs like- salads and pastas. Also, staying away from the simple carbs like sugar. Lipids and Fiber The Daily Recommended Intake Report states this person should be getting less than 30 grams of fat in her diet a day. She is now getting 41. 3 grams of fat in a day. The American Heart Association (2013) recommends that a person should not eat more that 25 to 35 % of fat in their diet a day and of this amount no more than 7 percent of it should be saturated fats. This writer can reduce she total daily intake of fats by consuming more food that are low in saturated fats. Also, she can cook her foods with oils like corn oil, canola oil, and olive oil. We needed some fats in our diet to help provide a source of energy. It is also, used by the body to absorb certain vitamins from food we eat. This writer should be getting 25 grams of fiber a day in her diet (K. Zelman, 2011). Right now she is only getting 12 grams which is only 48. 2 % of the daily recommended amount. By not having the right amount of fiber in her diet can lead to constipation, higher LDL levels, and high blood sugar levels. In turn this can lead to colon cancer and diabetes. She can reduce her chances of these diseases by eating more dark green leafy vegetables, corn, nuts, whole wheat products, beans, and fruits. Dietary Modifications This writer has identify many patterns in her diet that need to be change in order to lose the extra weight that has put her at risk. She needs to eat more regularly and the right types of foods for her nutritional needs. She needs to get moving more and not just sit around the house doing nothing. She needs to add more fruits, vegetables, carbohydrates, vitamins, minerals and water to her diet. She needs to stay away from the simple carbs and go for the more complex carbs that will help to give her the fuel that her body needs. According to Mary Fetzer (2012), â€Å"Fiber helps to keep you feeling full and satisfied and more in control of your appetite and weight. † This writer can help herself to achieve her goal of a healthy weight and body by making some modifications to her diet and life style. By eating more of the foods that help her to get all the vitamins, minerals, and water that her body need she can help herself to prevent heart disease, some cancers, diabetes , high blood pressure, kidney disease, high cholesterol (especially the levels of LDL the bad cholesterol). If she follow her plan to change her eating habits she can change her health for the better.

Employee Turnover Causes and Effects

Employee Turnover Causes and Effects In todays highly dynamic commercial work, it is becoming a challenge for jobseekers to find jobs that best fit their personality, and for employers to hire the right people who can do the job and also integrate well into the company culture. Failure to overcome this issue can be resulted in high turnover of employees. Employee turnover is a part of normal business activity; whereby employees come and go as their life situations change. Most employers realize this and, indeed, large firms typically have entire departments devoted to the management of human resources in order to make the transition as easy as possible for both management and employee and to minimize the associated hiring and training costs. Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees. A huge concern to most companies, employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is higher. Many factors play a role in the employee turnover rate of any company, and these can shoot from both the employer and the employees. Determining what constitutes high turnover is a complex issue, because there is no simple linear relationship between turnover rates and the social and/or economic performance of companies and sites. Too little turnover can be as big a problem as too much. If organizations do not have a reasonable flow through of new personnel, they risk ossification. Also, some turnover is socially desirable because it gives people an opportunity to obtain entry into the labor market and to move to different and better. In todays dynamic world and increased job insecurity, the job for life is no longer existent. People constantly fear their jobs and loss their motivation and commitment to work. Some reviews and example were being done on manufacturing or dairy business company, basically on First Dairy Farm (M) Sdn. Bhd on high turnover of the employees. 2.0 CAUSES OF EMPLOYEE TURNOVER 2.1 Job Satisfaction Job satisfaction is described as the positive attitude and emotion towards ones job and work environment. It reveals their value judgment about their expectations and perceptions of the effort they put in and the outcomes that they receive. One of the reason that caused a highly employee turnover is because of the low job satisfaction offered by an organization. Job satisfaction includes the payroll and financial rewards, work environment, co-workers, supervision, scope of work, amount of work, career future, company identity, and physical working condition. To ensure an employees satisfaction, an organization need to reward fairly for the work they have done by making sure rewards were for genuine contribution to the organization and consistent with reward policies. The reward also includes a variety of benefits other than monetary gains. However, many companies failed to do so. Unsatisfactory performance appraisal is one of the reasons for employees leaving a company. A lack of appreciation, a lack of teamwork and the perception that business owners dont care about their employees are consistently the highest-rated reasons for low job satisfaction. Many employees choose to leave because they believe their work has been unappreciated by the organization. When employees are committed to their organizations, they accept the corporate goals and values, and will put in extra effort to achieve organizational effectiveness. Nonetheless, many also leave their jobs because they dont believe their companies value their contribution. Most environmental contributors to turnover can be directly traced to management practices. Turnover tends to be higher in environments where employees feel they are taken advantage of, where they feel undervalued or ignored, and where they feel helpless or unimportant. Clearly, if managers are impersonal, arbitrary, and demanding, there is greater risk of alienation and turnover. Management policies can also affect the environment in basic ways such as whether employee benefits and incentives appear generous or stingy, or whether the company is responsive to employees needs and wants. Managements handling of major corporate events such as mergers or layoffs is also an important influence on the work environment afterwards. Salary Scale is also known for the most common cause of the employee turnover rate being so high. Employees are in search of jobs, which pay well. If the company, which they are working in, does not offer good and reasonable salary, they tend to hunt for jobs that pay them considerably well. The prospect of getting higher pay elsewhere is one of the most obvious contributors to turnover. This practice can be regularly observed at all levels of the economic ladder, from executives and generously paid professionals in high-stress positions to entry-level workers in relatively undemanding jobs. Employees always flock to companies who offer more benefits. There are many employees who are not aware of the benefits that are provided to them in their compensation package. The employers need to reduce their bureaucratic procedures in order for the employees to receive the best available benefits without any difficulty. They should make a note of what all benefits other organizations are providing, which may attract their current employees. Employees that contain negative relationship with its supervisor are likely to have lower job satisfaction, which could also lead to employee turnover. According to experts, while most managers believe employees leave due to money issues, in actuality it is an employees relationship with their supervisor that has the greatest impact on whether they stay or go, because a supervisor has control over the compensation, opportunity, recognition, and environment that create job satisfaction. And that is why it is important to hold supervisors accountable for retaining a thriving workforce. Advancement and promotion policies are the prime reason why many mid-level executives leave the company. Due to no potential opportunity for advancements or promotions, they prefer other companies, which may provide them with higher posts and increased compensation packages. The companies need to evaluate and modify their promotion policies in a fair way, which would enable promotions for candidates. The condition of the organization could also be a factor. If it is unstable, the employees will surely look for a more stable organization. They would not want to stay long in an organization that could close any time. Employees will not exert as much effort in achieving organizational objectives if there are not reassured that their jobs are secure. 2.2 Organizational Commitment Organizational commitment is the relative strength of an employees attachment or involvement with the organization where he or she is employed, in this case the dairy business. Organizational commitment is important because committed employees are less likely to leave for another job and are more likely to perform at higher levels. An organization would have a higher productivity by creating a higher job satisfaction for the employees. By this, they would believe that the organization would be a career path and a tremendous future in the long run, which would make them concern about the quality of their work. Hence, they would be more committed to the organization, and the organization would have higher retention rates and lower employee turnover. With this, organization commitment also includes as a cause of employee turnover. Organizational commitment is when individuals who were highly committed to their organization would be less likely to think about leaving the organization. Wh en an employees need and desires has been satisfied and their skill has been utilized, an organizational commitment of an employee has been developed. It has become a very strong negative effect on turnover, which means, the lower the organizational commitment, the higher the tendency for an employee to leave. Throughout the workplace employees must be given numerous opportunities to feel committed to the organization. Overall management culture and style driven by the top management actions are strongly related to the degree of employee commitment. These correlations bring to light the importance of having strong managers and their roles in the overall organization. If employees are directly committed to their group, their commitment to the overall organization will be higher. Organizational Commitment is highly valuable. Studies have highlighted that commitment has a great impact on the successful performance of an organization. This is because a highly committed employee will identify with the goals and values of the organization, has a stronger desire to belong to the organization and is willing to display greater organizational citizenship behavior i.e., a willingness to go over and beyond their required job duties. And if human resources are said to be an organizations greatest assets, then committed human resources should be regarded as an organizations competitive advantage. Committed employees are more likely to perform beyond the call of duty to meet customers needs and organizations goal. They are highly motivated to work to the best of their ability. These traits are essential for continued customer commitment and ongoing revenue and growth for an organization. Committed employees remained in the employment of the company longer, resisted competitive job offers, did not actively look for other employment and recommend the company to others as a good place to work. The longer the companies kept their employees, there would be no need for additional expenditure to train new employees. 2.3 Job Hopping An individual with strong desire to try different jobs for fun or and readily changed their jobs for as little as one Malaysian Ringgit is a sign of job hopping behavior. This type of individual also leads to employee turnover. Some with highly educated individuals are more keen to job hop due to the availability of vast options in the job market. Younger generations are thought to be job-hopping to be materialistic, and as a result they tend to hop from one job to another for a better salary and benefit. A huge concern to most companies, employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is highest. Weak company identity tends to face higher employee turnover as the employee worry about their career future. 3.0 IMPACT AND EFFECT OF EMPLOYEE TURNOVERS There are many negative impacts to an organization due to employee turnovers compared to positive impacts. However, despite substantial evidence regarding turnovers negative consequences for firms, several studies including many of those above are noted offsetting positive effects. For example, the economic perspective on turnover suggests that turnover reflects the beneficial aspects of worker mobility, such as the improvement of matches between employees and firms over time. Companies should take a deep interest in their employee turnover rate because it is costly part of doing business. When a company must replace a worker, the company incurs direct and indirect expenses. These expenses include the cost of advertising, headhunting fees, human resources cost, loss of productivity, new hire training, and customer retention. On the contrary, turnover can adversely affects operational efficiency, especially for complex processes that require close teamwork and high amounts of assumed knowledge. Where there is continuing instability in the workforce, consequences can include increased stress and tension amongst those remaining employees who have to fill the gaps left by departing employees, declining employee morale, and decreased productivity due to loss of work group synergy. High turnover rate can do a lot of damage to your organization than overworking your employees. One of which is the turnover cost. When you lose an employee, you need to look for someone new to fill the post. Although the person is qualified, you still need to train the person, consider a few errors during the operation, and go through the adjustment period. Apart from the cost you incurred, it will also give you a bad image in the public. They will speculate about the reasons why your employees do not last long in the organization. They will question the management skill of the leaders of the organizations. Consequently, this will also affect the judgment of your potential investors. Minimizing employee turnover rate is one of the most important tasks of managers. This is because a high turnover rate among others implies that the organizations concerned are probably incurring high costs of operations. The costs of employee turnover are due to the costs of retaining workers, the costs of training and development loss of business, loss of productivity, and also increased in business risks. Therefore, companies that are not able to reduce their employee turnover figure will likely lose their competitiveness in the long run. High turnover can be a serious obstacle to productivity, quality, and profitability at firms of all sizes. For the smallest of companies, a high turnover rate can mean that simply having enough staff to fulfill daily functions is a challenge, even beyond the issue of how well the work is done when staff is available. Turnover is no less a problem for major companies, which often spend millions of dollars a year on turnover-related costs. When the employee leaves, productivity will usually take a downturn because other workers may have to add the former employees duties to their own workload, at least temporarily. For service-oriented professions, such as management consulting or account management, high employee turnover can also lead to customer dissatisfaction and turnover, as clients feel little attachment to a revolving contact. Customers are also likely to experience dips in the quality of service each time their representative changes. When long-time employees leave, they often take valuable institutional knowledge or intellectual assets with them. It would costs employers a lot of time and money to replace these assets. Many business owners are mistaken that the cost of replacing employees is merely the price of an advertisement and headhunter fees. However, both direct and indirect cost must be taken into consideration. When an employee gives notice (usually two to four weeks), he or she has already mentally checked out months prior to the announcement, costing the company significant dollars for a nonproductive employee. The current employees never want to see one of their colleagues leave. The atmosphere in the office takes on a different tone. Current employees question their own career decision. These scenarios slow down the organizations productivity. And they also cost money. The current employees gain increased workloads to offset the vacant position. This causes burnout, inefficiencies and unproductive wo rkers, which again can be costly. One must realize that it usually takes a new employee approximately six months to get up to speed. Those first six months are a costly investment for the employer without any true benefits for the newly hired talent and the company until six months or more into the future. Human resource development is less likely to be a priority for management. Companies will be disinclined to invest in training and career development for staff if they believe that they cannot hold staff. In addition, where there is high employee turnover human resource personnel are likely to be pre-occupied with the base level tasks of recruiting and training new staff. This, in turn, means that there will be fewer opportunities to implement staff development initiatives and other strategies that could enhance the skills and productivity of existing employees. Organizational psychologists have also claimed that workers efforts may be highest when they first join an organization and may decrease over time. These conflicting views concerning the effects of turnover suggest that one must not view turnover as a monolithic concept, but rather as a contingent phenomenon. The relevant question thus becomes not whether turnover has positive or negative effects on performance, but rather under what conditions it is more harmful or beneficial to the firm. 4.0 IMPROVING THE MANAGEMENT OF EMPLOYEE TURNOVER Today, most of the companies believed that in order to achieve and sustained effectively, human resource management (HRM) needs to be efficient. Effective HRM can be main factor for the success of an organization. In the new economy, it has become a trend of employees staying on for a short duration in any one organization, which results to many problems. Failure in managing human capital will create fatal problems to the company, especially in country like Malaysia, which is a multiracial country. Therefore, most of the organizations, both domestic companies and multinational cooperation (MNCs) tend to focus more on HRM as a key of success. 4.1 Hiring the right people Hiring the right people from the start would also reduce turnover. Managers should have a clear idea of the types of people they want to hire for each position, write detailed job descriptions and commit to hiring the best candidates rather than the first candidates who meet minimum requirements. An organization is encouraged to use personality traits and leadership style theories to determine the personality type and leadership style posses by job applicants and future candidates before actually employing them. A computer-based application that integrates personality traits and leadership styles will be valuable to any organization seeking the right people with the right personality and the right competencies. With this, there are more chances for an employee to be satisfied with the job given, and reduce employee turnover. 4.2 Employee Retention Most companies try to reduce costs by eliminating search, advertising and referral fees. They spend countless hours calculating cost per hire. With the current competitive marketplace, companies often utilize every source available to locate and hire top personnel. Companies should concentrate on retaining key employees, because real costs begin to add up when employees leave. Retaining your most seasoned and talented employees helps ensure your organizations strength. Its more important than ever to put strategies in place to avoid the overarching costs of employee turnover causes, and keep skilled, high-level producers motivated and invested. Employees in an organization have always been key asset, as their departures could have a significant effect on the implementation of the organizations business plans and may eventually cause a parallel decline in productivity. As such, employee retention was important to the long-term growth and success of the company. Retaining the best employees would ensure customer satisfaction and effective succession planning. It would also increase investors confidence, as they are concern with the organizations capacity to perform in such ways that would positively influence the value of their investment in the company. Hence, it is undeniable that uncontrolled employee turnover could damaged the stability of the company and consequently the national economy. Too often employee retention is viewed as a process or function of the human resources department. Somehow there is an expectation that the recruiting staff should not only identify and hire employees, but that they should also ensure their retention through some sort of strategy or program. The reality is that employee retention is everyones responsibility. Managers are able to reduce unwarranted employee turnover because the most important factors driving employee satisfaction and commitment are largely within the direct view and control of the manager. These included providing recognition, regular feedback and ensuring fair reward accordingly to an employees contributions and value to the organization. 4.3 Creating a Positive Relationship between Employer and Employee Good communication and feedback between management and employees is a means to reduce these problems. A positive relationship between communication and commitment was detected highlighting the importance for management to ensure that communication channels remain open to allow for better transmission of information. Employees may also have a desire to pursue with a higher education or to improve their performance, so that they can accomplish more tasks within the same period of time. By increasing their inputs, employees may get higher outputs such as better pay and benefits. By doing so, it may lead to a higher level of satisfaction. However, factors like the lack of financial resources may prevent the employee from the opportunity of taking additional courses to upgrade themselves. In addition, other factors like problems from outside of work may affect an employees job satisfaction. Therefore, employees may wish to discuss and express their concerns with their immediate superiors. Bringing the problems that employees have to the managers attention will indeed be benefiting for the employee as they can work together to make any special arrangements in mutual agreement. When employees interact with their superiors, the manager will be able to determine the employees level of job satisfaction and in turn determine the employees level of commitment. To maximize human resource and lower employee turnover, companies could focus on building relationship and support, as well as develop programs to handle stress management, decrease work dissatisfaction and enhance loyalty to the organization. It is proactive to deal with turnover at the thinking stage by enhancing commitment that has to do with building relationship and increasing participation as well as contribution to organizational goals. It is also vital to involve staff in the organizational process that not only empowers them but also increases their loyalty to and identification with the company. There are also cases when the employees leave because of their fellow employees or his superiors. Clashes of personalities are common in the workplace. When an employee can no longer stand the tension in the workplace, he may opt to leave the organization. It does not matter if he finally got his dream job or receiving a generous paycheck. If he no longer has peace of mind, he will look for another job. The relationship between employee and employer or their direct supervisor is also crucial. Not only do organizations need a performance management system that recognizes and rewards supervisors for meeting objectives that reduce employee turnover, supervisors need to understand what steps they can take to meet their responsibility in employee retention and job satisfaction. The only way to truly understand employees is to ask them what they want and to find out what can be done to help them reach their goals. By asking, becoming involved, and being accountable, supervisors can go a lo ng way in improving employee job satisfaction as well as retention. 4.4 Increasing Job Satisfaction Those employees who feel that they are cared for by their organization and managers also have not only higher levels of commitment, but that they are more conscious about their responsibilities, have greater involvement in the organization, and are more innovative. Managers and organizations must reward and support their employees for the work that they do because this perceived support allows for more trust in the organization. All people have a desire to be needed and to feel valuable, including at their place of business. Consistent praise from a manager boosts an employees confidence and makes him happy about his place inside the organization. People perform at a much higher level when they feel happy and confident. When they dont feel important, people become withdrawn and complacent and start looking for other places to work. Being an employer is somewhat like being a parent figure. One must continuously provide security and make your employees feel wanted and needed. In terms of assessment and promotion, the fairness in the decision making process is crucial for commitment. The organization should communicate clearly how decisions are made and why some people and not others did get promotions. Satisfied employees tend to be more loyal to their organization. Generally, when people are satisfied with their jobs, they will have a positive attitude feeling about their jobs. In their minds, other jobs would not be better than the current one. Therefore, it is unlikely that they will change their jobs. Employees prefer to stay in their company and work hard for a return. If employees feel that the company treats them fairly or well, the workers will feel that they are responsible to keep working hard for their companies. Also, in order to maintain their current satisfied jobs, employees will perform well and work effectively, which is beneficial for the company. Therefore, in order to increase the employees level of commitment, the manager can try to increase their employees level of job satisfaction. For an organization to be successful, its managers must ensure that their employees have a high level of job satisfaction in order to mutually have a high level of organizational c ommitment. Managers may also apply job rotation so each employee will have an opportunity to perform different tasks using various skills and talents. By using this method, it may be able to further increase the interests the employees would have in their job. Moreover, managers should motivate employees to be more helpful, considerate, friendly and good-natured to their co-workers and supervisors, because this would increase the employees job satisfaction and may motivate the urge to help out other co-workers. Indeed, providing sufficient opportunity for promotion to employees would significantly increase job satisfaction because promotions reflect valued signals about a persons self- worth. 4.5 Increasing Organizational Commitment Organizations can increase employee commitment by providing them with fair and reasonable working practices in a rather cost-effective way. Research has found that the more committed the employee is to the organization, the greater the effort exerted by the employee in performing tasks. Highly committed employees wish to remain associated with the organization and advance organizational goals, and are therefore less likely to leave. Job performance has been reported to be higher for employees with strong affective commitment. The underlying assumption is that they will work harder at their jobs and perform them better than those with weaker commitment. On the personal level, there are benefits for strong affective commitment; for example, working in an environment in which one is positive about has implications for reduced stress levels. Alternatively, affective commitment could lead to negative consequences for life beyond the organization. By obtaining affective commitment from employees may have positive effects for the organization, even though some of the magnitudes of the findings are not very high. To stay committed, employees should feel valued and recognized by management. Motivation constitutes a central element when going through the process of human learning. If the organization does not possess the ability to motivate its employees, the knowledge within the organization is not practically used to a maximum. Therefore, it becomes the aim of every learning organization to find the factors that enable it to motivate its employees to continuous learning and to take advantage of this knowledge to ensure its living. It is unlikely that employees will be committed if they are not sufficiently motivated. Another key to employee satisfaction is implementing formal training programs that provide employees with clear paths for advancement. Employees are more likely to remain loyal to businesses committed to staff development and promoting from within. Induction training and socialization are carried out, which are vital in gaining employee commitment. It is essential to reinforce a sense of self-worth within newcomers, which can be achieved through a supporti ve environment. In addition, employees may try to increase their intrinsic motivation, which is self- applied. If employees set goals for themselves, and these are achieved, the employees will be able to feel a sense of accomplishment. This may in turn lead to an increase in the level of satisfaction at their job and thus affect their level of organizational commitment. 5.0 CONCLUSION In todays highly competitive labor market, there is extensive evidence that organizations regardless of size, technological advances, market focus, are facing human resource challenge. Employee turnovers are results of employees dissatisfaction of one or more factors. Measures can be taken to prevent turnover and to improve other operating results as well. There need to be greater appreciation of the costs and consequences of high employee turnover, and a willingness to change established personnel management practices. Employees are one of the most important determinants and leading factors that determine the success of an organization in a competitive environment. Therefore the way people are managed has a major impact on their commitment and on organizational performance. Advantages of gaining employee commitment have been perceived to be lower labor turnover, extra role behavior, and better product quality and employee flexibility leading to the firms competitive advantage. Thus, given the contribution that a highly productive trained employee can make to organizational productivity, keeping such an employee should be a high priority to the organization. Organizations can secure this commitment by engaging in fair HR practices such as procedural justice, good communication, increased participation, more supportive management and reasonable rewards. Finally, it is important to note that simply implementing HRM practices such as benefits, job descriptions, or standard of procedure is not enough to earn employees commitment. In order to enjoy the benefits of a fully-committed employees, therefore a stable and high-performing workforce, dairy producers must offer a workplace with effective performance feedback and opportunities for participation.

Thomas More’s Utopia and Aldus Huxley’s Brave New World :: Utopia Essays

Thomas More’s Utopia and Aldus Huxley’s Brave New World , are novels about societies that differ from our own. Though the two authors have chosen different approaches to create an alternate society, both books have similarities which represent the visions of men who were moved to great indignation by the societies in which they lived. Both novels have transcended contemporary problems in society , they both have a structured, work based civilization and both have separated themselves from the ways of past society. It is important when reading these novels to focus on the differences as well as the similarities. The two novels differ in their views of love, religion, and the way to eliminate social classes. These differences seem to suggest that if we do not come closer to More’s goal in Utopia, we will end up in a society much like that of Huxley’s Brave New World. Thomas More’s Utopia, is a small island where there is no greed or crime. The inhabitants of this island live as equals, no one does more work than another person and everyone feels secure with their place in society. By abolishing money and private property, More would rid society of greed and social ambition. Most of all, he wants to curtail pride, the evil he believes is at the root of all evils -- "the infernal serpent that steals into the hearts of men, thwarting and holding them back from choosing the better way of life." Likewise, in Aldus Huxley’s Brave New World, crime and greed have been eliminated and everybody is satisfied with their social status. This similarity between the two novels suggests that the authors may have seen a link between social status and crime. Indeed, in western civilization, it is evident through statistics that a large amount of crime takes place amongst the lower class. Both authors saw that by eliminating the self pity and jealousy that comes with a lower social status, they would also be eliminating the crime and greed that comes with it. In order to maintain a society free of social inequality both authors set up a civilization based on strict societal structure. In More’s Utopia, a system was set up so that all work was completed.

Rhetorical Analysis of an Advertisement :: Advertising, Marketing

Rhetorical Analysis of an Advertisement Advertisements are all over the place. Whether they are on TV, radio, or in a magazine, there is no way that you can escape them. They all have their target audience who they have specifically designed the ad for. And of course they are selling their product. This is a multi billion dollar industry and the advertiser’s study all the ways that they can attract the person’s attention. One way that is used the most and is in some ways very controversial is use of sex to sell products. For me to analyze this advertisement I used the rhetorical triangle, as well as ethos, pathos, and logos. The target audience is both males and females in their late teens to mid twenties. This company gets the male side of the equation by getting their attention and interest drawn to the attractive woman on the right with bright colors drawing your attention there as well as the bottle of whiskey which is right in the middle of the page. Then what gets these peoples attention to stay there is the fact they have an incredibly good looking female who is posing in next to nothing. Then a way that they try and get the females to look at the advertisement and read it is by showing a very plain girl who seems to be very typical of girls during their younger years. Then beside they show the same girl who now has become a women who is very attractive and just seems so much more powerful and sure of herself. One way that you can achieve that is if you drink Evan Williams Kentucky straight bourbon whiskey. The purpose is to get young adults even ones that are under age to drink their whiskey. One piece of specific information that is sent across to you is that the whiskey is aged for seven years before it is sold. The writer’s whole purpose of this advertisement is to try and sell Evan Williams Kentucky Straight Bourbon Whiskey. The reason that I think that it advertises to people that are under age because the girl that is on the left in my opinion seems to be under age. Then they got that bottle of whisky which is in between each of the pictures. The author of this advertisement is all about sexual stereotypes such as blonde hair blue eyes and a very large breast size.

Christian Mission to Muslims :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Since September 11, the Muslim communities have been under siege by the media and the entire world. We have seen how the miss conceptions of Muslims have spread all over the media. As a Christian I begin to think that they should be treated as normal people. â€Å"When a radical fundamentalist, start a sect with ideas that differ from what the Muslim religion stands for, we begin to stereotype all the Muslims as the same. But when a Christian begins a killing spree a cross the nation, know one stereotypes all the Christians as one.†   Ã‚  Ã‚  Ã‚  Ã‚  As a Seventh Day Adventists Christian, I believe that we as a church body, we have to reach this people with compassion and understanding, because not all of them are evil like they are shown to be. I believe that ignorance is the root of hatred, an as Christians, we should be like Jesus, understand them, and cater to their needs.   Ã‚  Ã‚  Ã‚  Ã‚  To be able to understand the Muslim mind we have to learn their background and how their religion was develop. Is hard to learn when you already have preconceived prejudices about Muslims, but that’s when we have to pray to God for wisdom, understanding, and an open mind.   Ã‚  Ã‚  Ã‚  Ã‚  Islam originated in the seventh century A.D. During this time, Islamic scholars were very fluent in the areas of physics, mathematics, chemistry, astronomy, geography and medicine. Muhammed (570-632 A.D.) was the founder of Islam. He became an orphaned at the age of six, when he became a teenager he decided to join the merchants who traded goods from town to town along the caravan routes. He became a master trader for a businesswoman, then married the woman who was a widow.   Ã‚  Ã‚  Ã‚  Ã‚  Muhammed was a man with a lot of spiritual insight, but he became depressed by the commercial greed and the excess of polytheism around him, he spent most of the time in seclusion and meditation. Muslims believe that while Muhammed was meditating in a cave, the archangel Gabriel appeared to him. The vision came to him first in 610 A.D. and thereafter at intervals over the next 22 years, revealing the word of Allah. Muhammed is believed to have been illiterate, for that reasons he dictated the visions to his companions who wrote them down. Then 30n years later the writings were compiled in the Koran. The Koran is the Muslims most holy book. Christian Mission to Muslims :: essays research papers   Ã‚  Ã‚  Ã‚  Ã‚  Since September 11, the Muslim communities have been under siege by the media and the entire world. We have seen how the miss conceptions of Muslims have spread all over the media. As a Christian I begin to think that they should be treated as normal people. â€Å"When a radical fundamentalist, start a sect with ideas that differ from what the Muslim religion stands for, we begin to stereotype all the Muslims as the same. But when a Christian begins a killing spree a cross the nation, know one stereotypes all the Christians as one.†   Ã‚  Ã‚  Ã‚  Ã‚  As a Seventh Day Adventists Christian, I believe that we as a church body, we have to reach this people with compassion and understanding, because not all of them are evil like they are shown to be. I believe that ignorance is the root of hatred, an as Christians, we should be like Jesus, understand them, and cater to their needs.   Ã‚  Ã‚  Ã‚  Ã‚  To be able to understand the Muslim mind we have to learn their background and how their religion was develop. Is hard to learn when you already have preconceived prejudices about Muslims, but that’s when we have to pray to God for wisdom, understanding, and an open mind.   Ã‚  Ã‚  Ã‚  Ã‚  Islam originated in the seventh century A.D. During this time, Islamic scholars were very fluent in the areas of physics, mathematics, chemistry, astronomy, geography and medicine. Muhammed (570-632 A.D.) was the founder of Islam. He became an orphaned at the age of six, when he became a teenager he decided to join the merchants who traded goods from town to town along the caravan routes. He became a master trader for a businesswoman, then married the woman who was a widow.   Ã‚  Ã‚  Ã‚  Ã‚  Muhammed was a man with a lot of spiritual insight, but he became depressed by the commercial greed and the excess of polytheism around him, he spent most of the time in seclusion and meditation. Muslims believe that while Muhammed was meditating in a cave, the archangel Gabriel appeared to him. The vision came to him first in 610 A.D. and thereafter at intervals over the next 22 years, revealing the word of Allah. Muhammed is believed to have been illiterate, for that reasons he dictated the visions to his companions who wrote them down. Then 30n years later the writings were compiled in the Koran. The Koran is the Muslims most holy book.

EBooks vs. Traditional Books Essay

I have compared and contrasted eBooks and traditional books. There are many similarities on these different kinds of books as well as many differences. Reading is one of the most important things that have an impact on people’s life. Technology now has also made an impact on books. Now there are e-readers like: kindle, nook, and IPad. The first kind of book is the EBooks. There are many positive things about the e Books. E Books are very useful for traveling, it doesn’t take much space, or it doesn’t weigh much. Some EBooks also have backlight to help them when there isn’t much light. EBooks are also efficient like their battery can lasts for more than 10 days. EBooks also allow the readers to format the fonts and size of the text. The second kind of book is the Traditional Books. Traditional books are available in libraries and bookstores, most of the time you can even read there because they are very quiet. Readers pick up books and are able to visualize how close they are to conquering those books, and how far they have come in doing so. Even after you have finished reading the book you can get profit out of it by selling it. You also don’t have to carry around an electronic device that you might get damaged with watch as to traditional books they pages only get wrinkled. A book seems so worthless compared to an EBook, but it has its own advantages. A book that is on a shelf would last longer than an EBook, for an e-reader’s battery will eventually run out, and the books that were saved in your device may get lost. A paper book is not as fragile as an e-reader, if you drop an e-reader it may get more severely damaged than a paper book. A paper book’s cover attracts customers with visual appeal, and the feeling of the paper itself and flipping the page is something that only paper books have. The designs of paper books tend to make them look beautiful too. Paper books remain readable for many years, but e-books will keep develop as technology develops; so you have to frequently replace it. Some paper books also have more value than e-books,  especially historical books. Despised all the differences, there are similarities between paper books and e-books. One similarity is that both paper books and e-books purpose is to give knowledge and entertain readers. Another similarity is that both books have variety of books that you could choose and read. They also transmit the author’s message to the readers. You will never get tired of reading. Paper books and e-books/e-readers are both beneficial and they are useful in different times. You don’t have to worry about weight or space when you are traveling with e-readers, but the paper books give you physical appeal. So maybe e-books are better for travelers and paper books for collectors. People usually store paper books, instead of e-books in archives. Books were and will always be part of our daily life.

Leadership Skills: Qualities of a Great Leader

As mentioned by the musician, the essential task of leadership is â€Å"changing the way work works, so you can improve the work.† In other words, leaders lead their group or team by influencing them to clear their minds about something they are not sure about and persuade the group to move towards the right path by sharing collective knowledge. The good leaders have that vision to see the future to avoid the fear of unknown or unknowable. Gary Yukl defines leadership as â€Å"the process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives.† (Rowe & Guerrero, 2011) Moreover, the management tries to perfect the current processes or procedures to fulfill the overall objective of the organization. However, leadership is based on sharing the collective knowledge and influencing a group of people to look at different alternatives to solve a problem. Moreover, the musician describes the five L â€Å"qualities† of good leaders. Following are the five L â€Å"qualities†: Leaders do lead: The first quality is that leaders are accountable for leading their group or team and they lead from front or behind. In other words, leading from the front means that the leaders actually tell their group or team members what to do and they explain them how to accomplish different goals. However, some leaders believe in leading from behind which means they empower their group or team to think what they need to accomplish and how they should accomplish those tasks. Depending on the situation, these leaders decide whether to lead from the front or behind. Leaders listen: The second quality is that leaders must have good listening skills. Without listening to their followers, leaders cannot understand their point of view and it makes it hard for them to lead effectively. After all, the job of a leader is to share the knowledge among all group or team members and without communication effectively, it is impossible to lead. So, leaders must have good listening skills, so they can give proper feedback to their followers. Good leaders not only listen with their ears but they also use their eyes to listen to their followers. Sometime words that are unsaid say a lot and good leaders are aware of this fact. Leaders learn continuously: The third quality is that a good leader understands that the learning never stops and he/she tries to learn from people around. Leaders learn by observing how people behave or how they react to different issues. Leadership is all about making a difference, so if a leader is unable to make a positive change to the group or team he/she is leaders, he or she is not a good leader. So, good leaders always look over the shoulders of their followers to continue learning and it helps them to test their own skills. They need to look ahead, for example, if things are going their way in the present, they don’t rely on that, but they are always keen to improve themselves. Leaders love: The fourth quality is that good leaders always admire the good work of their followers. Leaders make their followers believe that nothing is impossible if the followers are determined enough to achieve their goals. A good leader knows how to take that extra step to make a difference and this skills distinguish a good leader from a great leader. Leaders know how to create that atmosphere in which the followers believe that they are following a good leader. Without believing the principles of their leaders, it is hard for the followers to walk in the same direction and good leaders know how to make their followers believe them. Leaders lose with grace: The fifth quality is that leaders know how to lose with grace. When a team experience failure, a good leaders knows how to step up and take responsibility for that failure. For instance, when Canucks failed to advance to the second round of the Stanley cup playoffs, the captain of Vancouver Canucks took full responsibility by saying, â€Å"we choked.† This is a sign of a good leader who knows how to lose with grace. Good leaders do not believe in pin pointing fingers at different individuals after the team fails to accomplish their objectives. A good leader makes his/her team believes that if they win, they win as a team and if they lose, they lose as a team. I strongly agree that these qualities are individual attributes but this does not mean that an individual who was not born with these qualities cannot adapt them. Any individual who is determined to lead a team can use these qualities to influence his/her followers. For example, I always feel that I can lead our cricket team but I panic when we lose continuously. However, it does not mean that I can’t adapt the quality of losing with grace. I believe that if i work hard enough, I can adapt that quality. Even though I don’t know much about the music industry, but I think we have good leaders in all sectors. In the music industry, people influence lives of many followers without any direct connection with them. For example, Michael Jackson was indirectly leading so many youngsters to follow their dreams. He was an inspiration for many teenagers, but he might not have had all these qualities. He shared love with his followers and he motivated them to take that extra step to achieve success. However, it is tough to say that people from the music industry have all these qualities because more than anything else, it depends on your individual character. In my field of study which is accounting, these five L qualities can play a major role for leaders to lead. For example, the accounting manager of the company I work for use most of these qualities to lead our accounting group. He is a very good listener which helps us to tell him our side of the story because his perspective is different from ours. At Kwantlen, Barbara who was my accounting teacher uses these qualities to influence her students to achieve success. She is always keen to help students by making them think about different accounting issues and she also focuses on learning from the students by listening them carefully. In order to learn these five qualities, it is better to focus on each quality step by step. The first step would be to become a good listener. This can be done by becoming more patient to calm yourself down. Once an individual becomes a good listener, the next step would be to learn how to appreciate good work of your co-workers, friends, followers and even family members. This would help an individual to gain confidence of people around him/her. After that, focus on sharing knowledge because this would allow an individual to believe in continuous learning. Once the individual has all these qualities, the next step would be to lead people or group by using techniques such as leading from front or leading from behind. It all depends on the situation or issues that individual is dealing with. The last step would be to learn to share the success and failure among all group members by sticking together as a group.

My (Not So Unique) Holiday Family Traditions Essay

When our Sociology class was assigned to write about family traditions, I instantly became nervous because I couldn’t think of one tradition off the top of my head that was special and unique to my family. I sat there and wondered, should I tell the truth and reveal the fact that my family doesn’t have any traditions? Should I make one up and fake my way through the entire thing just to get a good grade? Should I take someone else’s family tradition and call it my own? As you can probably tell, I was completely stuck. I feel as though my family traditions are ones that are shared with other families around the world. The typical family traditions that I’m referring to are about are during the Thanksgiving and Christmas holidays. During Thanksgiving, we always have our annual family dinner down at my grandmother’s house. All the women of the family cook different dishes such as turkey, stuffing, mashed potatoes, green beans, etc. The women usually si t around the dinner table while the men of the family assemble in the living room and watch TV, typically football. The children of the family usually sit at a separate table and after they are done, they usually go outside to play. Christmas traditions and the traditions of Thanksgiving are much in the same. Occasionally after everyone gets their stomachs full, we usually play a game called â€Å"catch phrase.† There is never a dull moment when we play this game. It is similar to charades in which you hold a device that shows you a word that you must describe to your teammates without saying the word directly. When I was assigned this essay, I went to my mother, hoping that we had a tradition that I just overlooked. Needless to say, I was back at square one, she couldn’t think of any that were unique! I began to look to my peers for help, which resulted in the usual, â€Å"Just say something obvious, like, ‘On the twenty-fifth day of December, my family opens presents that are left underneath an artificial tree by an obese man who has some strange obsession with red clothes and non-existent animals who can fly’!† That wasn’t much help either. In comparison to the traditional Caucasian holiday traditions, I researched via internet on the African Am erican holiday traditions. A common statement that I found was that â€Å"Today’s Thanksgiving and Christmas dinners are just a taste of how African Americans used to eat.† Before you slice into that sweet potato pie, douse those greens in hot sauce or cut a corner of macaroni and cheese this holiday season, consider where those traditions came from. In the late 19th  century, geography factored in how people celebrated the yuletide season. During this time, African Americans lived mostly a rural existence, which translated into a farm-to-table lifestyle. I found a blog of two sisters discussing their African American culture during the holiday seasons. Sisters Norma Jean and Carole Darden discussed their history and recipes in recounting African-American life and culture. Their grandmother’s traditions were passed down to them in which they will pass them down to their children and so on. She lived on a dairy farm and wanted milk and cream in the family’s dishes. A favorite dish was painted Christmas cookies, made with rose water and orange-flower water. Norma will be preparing Thanksgiving dinner for her family in November. She’s been cooking since age 9. Her dinner table will have turkey with corn bread dressing on the side, many quarts of giblet gravy, whole cranberry sauce and mashed potatoes. But in h omage to her stepfather, she’ll make smoked oysters for an appetizer, corn and peas as a side dish as well as yams in a cast-iron pot, without marshmallows. Just as he taught her. We live in an age in which it is hard to spend time together as a family. Many families today wonder if having quality time together is a thing of the past. We are inordinately busy, for one thing, whether household bread-winners or college students. Also, the definition of family has changed. We are dealing with new definitions and characterizations of the idea of family. Some of us have traditional families. Some families have divorced, single, and/or remarried parents, creating a rather confusing family tree. Some people choose to live their lives alone, but may still be close enough to some friends to consider them family. Whatever the circumstances, many of us honestly don’t know how to celebrate together. We may even see the word â€Å"tradition† as something dulling and old, having no meaning for or application to us personally; something usually being forced upon us. It is up to us to create new family traditions. Celebrating is not hard. We all know about celebrating and have some ways of doing it. The only challenge is to find new ways. Why do we need to celebrate tradition? It gives us something to look forward to and makes a formal statement that there are some things in life to be grateful for. The notion of honoring tradition is unsettling for some people; let alone creating new ones. We seem to think that traditions must be heavy and complex ideas that had been around for hundreds of years and will be around  for a hundred more. In my opinion, this is not true. It need not be big or religious at all. I believe a tradition is something that you do once that feels good, so you do it again and again. Tradition is in all our lives in one way or another. Without participation in such activities there would be no family bond or pride. Being involved in these activities brings people closer and makes us understand who we are. Everything we do and every day of our lives we take part in a tradition in one form or another. After writing this paper, I realize that my family traditions may not be unique to others, but they are special to me and the members of my family and that is something that I will always cherish and hope to pass down to future generations.

Affording EU Homes

The ever rising housing demand in Europe, and indeed all over the world is forcing countries to develop measures ensuring that all people across income lines get decent accommodation.Being among basis human rights, states are obligated to develop and maintain systems that consistently help citizens with their housing needs. In this regard, individual EU countries are under, the Union supposed to ensure that the basis human right of hosing is provided, failure of which could lead to disciplinary action from the secretariat as well as ridicule from other members.However, the question whether the Brussels should have a say in member country housing policy has been rising and consistently debated at national and regional level. As a contribution to this debate, this paper shall investigate whether the European Union as a body has a part to play in national hosing policy development; it shall be argued that Brussels has no role to play at the national level. However, Brussels should provi de guidelines and targets to be followed by individual member countries.The paper shall pass Italy's decentralization and Localization of housing problems as the best framework that EU should copy.   The concluding part would reiterate on important points made in the paper.Brussels' Role in National Housing PolicyCurrent arrangement at the regional levels have national governments take control of their nation's housing policies (Priemus, 2006, p. 1). This ensures that individual countries develop and maintain policies that are in line with national demand. In addition, countries are able to wither through business cycles affecting their industries without affecting other nations.Having each country take care of housing policies further mean that member countries are able to see and learn for best practices used in different nations. This diversity of policies are hard for EU officials to manage, which explains why national governments should continue taking the center stage.Despit e the independence of national governments in managing their countries' housing markets, it has been reported that the European Union has been slowly making inroads into the management of the sector, a matter that many countries are not very comfortable-with (Priemus, 2006, p. 1). The EU comes into the management circle in the name of streamlining housing industry in the entire region. One route that is consistently used by the EU is the pretext of assuring that social aspects of housing are met by all members.That is, members of the community without abilities to provide themselves with shelter are considered and equally attended. Due to the need of providing shelter for all in the region, EU authorities have been pushing national governments to adopt a single approach to the issue. This however requires minimal state intervention and increased role of the European Union in running of housing affairs in the region.The loss of national control of the housing market is not being take n lightly by European governments and the electorates. One reason being that the sector is seen as so vital such that the state and local stakeholders have to be involved with day to day running of the industry.National governments should less be involved in the management of housing industry as is in Italy, which means that even the EU should stay clear of housing. Reason: the one-size-fits-all policy of development would not be effective in meeting housing goals than the policy of decentralization (Eurofound, 2006, p. 7).ReferencesEyk, H. (2002). EU & Housing. Amsterdam. Housing Ministry.Eurofound, (2006). Social Dimensions of EU Housing. Dublin: Eurofound.Longo, G. (2006). Coupling Localization and Urbanization of Housing in Italy.   Ljubljana:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   ENHR.Premus, H. (2006). EU and National Housing Systems. Ljubljana: ENHR.Toa, A. (2007). Italian Housing Policy. Roma: University of Roma.