Us Economy Essays (1668 words) - Taxation, , Term Papers

Us Economy Introduction How easy is it for smaller business men to achieve the Aamerican dream. How to stop corporate domination. The question I pose to you is Is the American Dream still achievable? The opportunity is there but for what select few is the opportunity available to. If the resources are out there but I can't tap into the resources they rae of no use to me. (Make note of the fact that we live in a market economy. Body Just about every definition of the market in the dictionary connotes an oppurtunity as a place where goods are bought and sold.(cite dict.) As an abstraction, a market is the possibility of sale. Goods find a market, and we say there is is a market for a service or commodity when there is a demand for it, which means it can and will be sold. Markets are opened to those who want to sell and a convenience for those looking to purchase.(cite 2) The market represents conditions as regards, opportunity for, buying and selling.(cite 2) The market implies offering and choice. The way a market economy works is that there are market pressures that develop for different commodities. The pressures work in one direction for a while, but at the same time pressures are budding that work in the opposite direction. As people look forward and see there's going to be some profit made from their production, they'll make decisions to increase volume, usually hiring more people, buying more materials, often bidding up their prices. When people are competing in the same market, that tends to generate more and more pressure in the direction of expansion. But at the same time, as costs and possibly interest rates rise, pressures begin to operate in the other direction, against profits.(cite 1) The public as a whole must get their fair share of the benefits. Macroeconomic reforms should translate into a more efficient delivery of public services, equity, social welfare and social security.(cite 3) The Economic Policy Institute (EPI) has released its findings on American living standards. The report, issued every other year on a decline that begsn in the late-1970's. The EPI's report also contends that the Americans are working more for less money because of slow growth in wages since 1989. According to the report, wages in the bottom 80% of men have declined since 1989. The report also contends that 20% of women have experienced a decline in trsl esgrd dincr the 1980's, a period in which wages fell but family income increased because of longer hours at work and increased participation of women in the workforce. Critics assert that the report wrongly focuses on declining wages as a gauge to the income of the American family. Such critics find spending a more appropriate means by which to measure income.(cite 4) One proposal would birng back the 10% income deduction for second earners that was eliminated in the Tax Reform Act of 1986.(cite 5) Under that rule, a couple with two earners can deduct from taxable income 10 percent of the earnings of the spouse with the lower earnings(generally, the wife) up to 30,000 of earnings.(cite 5) Since almost all married working women earn less than 30,000, this is equivalent to a 10 percent reduction in the wife's marginal tax rate.(cite 5) To get a sense of how substansial this offset would be, consider a typical middle-class two earner couple. The husband earns 45,000 per year, and the wife earns $15,000 per year by working 1,000 hours at $15 per hour. They pay tax at a marginal income tax rate of 28 percent plus a payroll tax of 7.65 percent.(cite 5) They also pay at a typical state income tax rate of 5 percent.(cite 5) As a result, the wife's $15 per hour wage produces only a net of $8.90 per hour.(cite 5) If she didn't change her work, the deduction would reduce her taxable earnings from $15,000 to $13,500.(cite 5) With a marginal income tac rate of 28 percent, that would cut her tax payments by 420 per year.(cite 5) That's how the current method of revenue estimation would evaluate the revenue effect of the deduction, a $420 revenue loss. But the 10 percent cut in her effective marginal income tax rate (which would result from deducting 10 percent of her earnings from taxable income) would raise her net hourly take-home by a little less than 5 percent, from $8.90 per hour to $9.32 per hour.(cite 5) Statistical studies of the labor supply of

Watergate2 essays

Watergate2 essays In June of 1972 an event occurred that changed the course of history. On June 12, 1972 there was a break-in at the Watergate Hotel. When the police arrived they found 5 men equipped with electronic bugging devices and burglary tools at the headquarters for the Democratic National Convention. Two of the individuals were James McCord and G. Gordon Liddy, both members of the committee to re-elect the president. A third suspect was E. Howard Hunt, a former CIA agent and White House aide. When the news broke President Nixon claimed that no one in the White House had any prior knowledge to the burglary. The break-in was part of an elaborate plan by CREEP to sabotage Nixons opposition for re-election. A week after the break in Nixon agreed to cover up the White Houses involvement in the break in. Nixon claimed that any further investigation of the scandal was a threat to national security and needed to cease immediately. This plan seemed to work until early 1973 when the trial for the Watergate break-in began. Nixon had his chance to come clean at this time, but he chose not to. This only made things worse for him Once the trial began his involvement in the cover up became greater, and involved blackmailing by those who were on trial for the The Watergate trial was brief, 5 of the defendant plead guilty and the other 2 were convicted by the jury. Before Judge Sircia sentenced the defendants there was a letter written by McCord read to the court that implicated that higher ups in the White House Administration had prior knowledge of the burglary and had committed perjury. Nixons cover up was beginning to come apart and he told the American public that he had no prior knowledge of the break in or the cover up that followed until March 21, which was a lie. By April 30, 1973 Nixon was under extreme pressure and announced to America the ...

Assessing user needs in tourist information centres Essay

Assessing user needs in tourist information centres - Essay Example About 32% of the travellers stopped to get tourism related information. Common reasons of staying at tourist information centres were easy reach, rest rooms and comfort and not leaving the interstate. 52% of the surveyed welcomed the idea of tourist information centres away from the interstate locations. Tourist information centres are, thus, crucial communication channels in tourism promotion by arousing curiosity of travellers about tourist destinations. The survey indicates the dire need of developing some system to fulfill travellers’ information-needs (Fesenmaier, 1994). A visitor information centre is a First Stop for travellers. Its refreshing, appealing and aesthetic surrounding adds to the charm of a visiting place. The visitor centre of Old Naples is a model of the reputation and growth, the Old Naples has made. The visitor centre is equipped with interactive bells and whistles, booths, kiosks, and visuals. Features include: Visitors stop by the information centres for a number of other reasons like to view the calendar of events on roll, to pick up their savings card, avail internet access, read restaurant recommended and reviewed, avail discounted hotels and get reservation, get information on visiting destinations and rental’s information (http://www.napleschamber.org/chamber/vic.aspx). According to research made by Li, Hwang, and Fesenmaier, University of Illinois, tourist information centres are used mostly to get information on highway maps (82.1%), Illinois Travel Guide (26.9%), Appealing information (23.7%), residing information (21.7%), and recreational activity information (13.8%). The least accessed information was on area guides (6.4%), shopping (5.1%), and Golf Illinois Guide (3.4%). Interesting thing came to the notice was that those who visited the information centre for information gathered a good chunk of travel material in comparison to other visitors. Relevancy of trends was

The water pollution of the Yellow River Essay Example | Topics and Well Written Essays - 2750 words

The water pollution of the Yellow River - Essay Example Currently, the Mother River is slowly dying. Stained with pollution, crowded with ill-conceived dams, tainted with sewage, it diminishes at its mouth to a lifeless trickle. There were many occasions during the 1990s that the river didn’t reach the sea at all (Wang, Xuejun, and Edwin, 282). It is no hallucination. The huge oasis in Ningxia, near the Yellow Rivers which runs 3,400-mile from the Plateau of Tibet has survived for close to 2,000 years, since the Qin emperor posted an army of peasant engineers to grow crops and build canal for soldiers protecting the Great Wall (Wang et. al.177). Many residents are trying to carry on that tradition today. Lured here almost three decades ago by the limitless supply of water, farmers near the river banks cultivate cornfields along the Great Wall next to the Yellow River (Selden, Mark and So, 152). From the irrigation canal, many residents appreciated the green expanse and loved the rivers power and always believed it was the most beautiful residence under the sun (Wang, Xuejun, and Edwin, 282). However, this earthly bliss is fading fast. The proliferation of industries, factories, cities, and farms which are considered goods of Chinas magnificent economic boom is affecting the Yellow River by making it dry (Wang et. al.168). All the water that is remaining is being polluted and poisoned by these disposals. From the canal bank another surreal flash of blood-red toxic chemical waste streaming from a pipe are considered the greatest pollutants of the Yellow River. These drainage makes the water turn garish purple (White and Matthew, 47). The canal drains into the Yellow River that was inhabited by turtles and fishes (Selden, Mark and So, 154). Currently, the water is toxic to be used for irrigation purposes. In addition, goats and livestock die within hours of drinking from the canal (Wang, Xuejun, and Edwin, 283). The hazardous pollution comes from chemical and pharmaceutical factories next to Shens

Overreaction Hypothesis and Contrarian Strategy (the efficiency of Essay

Overreaction Hypothesis and Contrarian Strategy (the efficiency of financial markets) - Essay Example The OR hypothesis states that investors overreact to information, and that there are two ways by which investors exaggerate their reaction. In the face of bad news, for example, some investors think that the reality is worse and react over-pessimistically, while some think that the reality is not as bad as it seems and react over-optimistically. So while bad news can be factored in by rational investors according to EMH and their effect on the value of the stock can be calculated before these investors begin to do anything (buy, sell, or hold), some investors are claimed by behavioural finance proponents as acting in irrational ways, making decisions based on their overreaction to information. The effect of overreaction is a large decline in stock prices when pessimistic investors begin to think that the bad news is not true and that the reality is much worse than it really is. The opposite effect holds in the face of good news: investors may overreact and think that the reality is better, so they buy stocks in the market. This shows that some investors are biased in the way they interpret information, and this bias causes stock price anomalies that can be exploited by investors by using a contrarian strategy.

Recruitment and Selection in Effective Human Resources

Recruitment and Selection in Effective Human Resources The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment and selection, as a part of effective Human Resource Management is the key to achieving a competitive advantage for an organization. Nowadays, one of the most important concerns for all the business is that of people. The emphasis is on having the right people in the right place at the right time (Lanz, 1988). Seeking new employees is an essential element for each employer, not only in organisations where particular emphasis is placed on the companys human resources policy. Each employer wants to hire the most appropriate candidate for the job who not only has the right qualifications but whose personality will blend in well with the companys structure. The choice of the right people to form a team in organization is one of the most important factors leading to its success. Hence, to achieve this, a company has to pay a huge attention on the recruitment and selection process. Effective recruitment and selection procedures are vital in attracting and retaining high quality staff so every company should take them deeply into consideration. Moreover, human errors are much more expensive in comparison to such assets as land and capital, and often result in serious irreversible consequences. Here I need to add what are the goals of this dissertation I thinkà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.and what Ive included in a first chapter, secondà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ RECRUITMENT AND SELECTION Definitions of recruitment and selection Conducting business activities and competition between companies in developing international markets show, that Human Resource Management is the source of permanent competitiveness in contemporary business. This domain is not a single, simplified function, but a group of plans, systems, tools, processes and services. Each of these elements provides huge possibilities for profit, provided that one can use effective solutions in exploiting them. As the field of Human Resource Management has strongly changed in recent years, organizations were obligated to become more dynamics and complex. John Storey (2001, p.6) says that It is human capability and commitment, which in the find analysis distinguish successful organization from the rest. This sentence is essential to understand the fundamental tensions and ambiguities associated with Human Resource Management. People are non-material assets of a company and due to their importance have a strategic function. For that reason, recruitment and selection process should be permanent implicated and developed in company structures. According to Pilbeam Corbridge (2006) recruitment and selection process is based on action between applicant and job, which is dependent on stating a need by an organization, using the most appropriate recruitment and selection techniques and on reviewing, evaluating and modifying the recruitment and selection system in the light of experience. Bratton Gold (2003) defined recruitment like a process of generating a pool of capable people to apply for employment to an organization. Furthermore recruitment is a process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, developing their interest in an organization and encouraging them to apply for jobs within it (Mondy Noe, 1993; Crawford, 2004). During this process, efforts are made to inform the applicants fully about the selection criteria of the required competencies that will lead to effective performance, as well as career opportunities the organization can provide the employee. Whether or not a particular job vacancy will be filled by someone from within, or outside, the organization depends on the organizations human resource policies, the requirements of the job to be filled, the talent to be found and, often, the organizational politics surrounding the decision (Nankervis et al., 2002). Beardwell (1994, p.192) als o indicates that the process of recruitment has two important purposes. Firstly, recruitment should focus on both attraction and retention of the interest of applicants suitable for a given job. Secondly, it should create a positive image of the organization in the eyes of people who come in contact with it. Newell and Shackleton (2000, p.113) define recruitment as the process of attracting people who might make a contribution to the particular organization. The importance of the recruitment function is clear when one realizes that by hiring the most competent applicants the firms performance can be significantly enhanced. In the course of this stage, it is the employer who must encourage the best candidates to apply for a position in the company. Selection is the process of selecting candidates who have relevant qualifications to fill jobs in a company (Mathis, R., 1991, p. 209). For the employer it is a stage during which decisions are made on who is the most appropriate of all the job applicants. The key point of selection is how to make fair and relevant assessment, which indicates strengths and weaknesses of applicant (Boxall P., Purcell J., 2003, p.141). Conversely, the quotation by Townley (1999, p.97) defines the notion of selection in that (à ¢Ã¢â€š ¬Ã‚ ¦) by definition, it involves a process of discrimination, and the opportunity for managers to emphasize employee acceptability or the good bloke syndrome, rather than suitability residing in task-based criteria. It is a much diversified process: it may be short and simply boil down to reviewing and closely reading job application documents, and hiring a person. Or it may be a longer process also including a job interview and other techniques aimed at finding the best people. Pilbeam Cordbridge (2006) assert that good recruitment and selection is important element of the HR strategy, its forecasting requirements and a key to getting the appropriate people to attain a business goals. Moreover, recruitment and selection is a necessary element of people resourcing strategy, due to communicated policies, procedures and practices can considerably play a part in effective organizational performance, (à ¢Ã¢â€š ¬Ã‚ ¦) to good employee relations and to a positive public image (Pilbeam Corbridge, 2002). Both the activities are directed towards obtaining suitably qualified employees. Recruitment activities lay the groundwork for the selection process by providing the pool of applicants from whom the selectors may choose. Although, the two activities are closely connected, each requires a separate range of skills and expertise, and may in practice be fulfilled by different staff members. Recruitment and selection are the most important activities in an ongoing cir cle (shown in Fig.1.1) of an organisation as a whole. Figure 1. Recruitment and selection in an organization (Pilbeam Corbridge 2006, p.143) Inappropriate selection and recruitment decisions can have a range of undesirable consequences for the organization and the recruit, including: reduced organizational effectiveness, invalidate reward and development strategies, unfair for the person applying for job and higher rates of turnover. Recruitment and selection are one of the most fundamental elements of the strategy of human resources managing. A wise choice of employees plays a key role in the functioning of an organization. Framework: Recruitment Selection Recruitment and selection are works of the same system and they are so closely connected, although as Foot Hook (cited in Rayner Smith, 2005 p.121) suggest that each requires a separate range of skills and expertise, and each function may in practice be fulfilled by different staff members, or indeed the recruitment function, but not normally the selection decision, may be outsourced to an agency, so it makes sense to treat each function separately, but Pilbeam Corbridge (2006) note that they are not mutually exclusive functions. Hence is many approaches to recruitment and selection tend, however they distinguish that a system has inputs, which are the candidates, a processing unit, which consists of various methods and techniques and outputs, which are also effective employees or candidates, who go back to the labour market and are or eliminate by the recruiters or choose to exit from the process. As Figure 1.2 shows, the recruitment and selection process and techniques are influ enced by the external factors like legal framework, economic situation, social and demographic changes, competitor activity, labour market characteristics and has some sub-systems to it which are interdependent to each other, changes in one will effects the others and also the quality of output. According to Pilbeam Corbridge (2006) theory the systems approach gives an analytical skeleton and allow diffusion through the selection and recruitment sub systems, which are: attraction, reduction, selection and transition. Whereas Kochan Barocci model (cited in Beardwell, Holden Claydon, 2004) point out that organizations have life cycles, and that recruitment, selection and staffing policies vary according to an organizations perceived stage in the cycle. While Goold and Campbell conclude that human resource strategies depend on management profile, whether is it strategic planning, financial control or strategic control (ibid.). Furthermore Anderson and Shackleton (1998, p.15) notice that recruitment and selection as a system is (à ¢Ã¢â€š ¬Ã‚ ¦) comprised of a series of inter-related components. Important observation about the maxim of chronological dependency, says that it can only be as accurate as decision made in early stage to pre-screen down number of applicants. They emphasize that assessment techniques should predict and also affect on the future performance of employee. It is important here, to say that Human Resource Planning (HRP) is connection between strategic business planning and strategic Human Resource Management. This connection is the most visible in the recruitment and selection of specific numbers of employees with particular abilities, which match to companys requirements. This view made by Paul Iles (2001, p.139) shows why employees, as the most valuable assets in company, should be align to strategic business plan. Nowadays is a lot of variations in recruitment and selection practices, reflecting an organizations strategy and philosophy towards the management of people. That is why many organizations developed frameworks, which allowed them approve a variety of selection and recruitment techniques in order to identify and confess the right people (Bratton, J. Gold, J., 2003, p. 223). Figure 2. The System Approach to recruitment and selection (Pilbeam Corbridge, 2002), p. 115. Process of recruitment and selection Recruiting is an extremely complicated process consisting of many phases. Before recruiting, the company needs to proceed with planning phase. Each organization thus must consider a number of important steps in the planning phase. Firstly it should forecast human resource needs, than specifies job requirements as well as identifies and uses appropriate recruitment channels (Beaumont, P., 1994, p. 57). When planning to recruit one should also include: discussions with clients to predict future hiring needs; maintenance of a contacts network (candidates, employees, competitors); development and maintenance of a strong employee referral program; investment in recruiter training and development; cooperation with management to ensure adequate budget (American Management Association International, Aug 2006, p.10). The command to start the recruitment process comes from senior managers and should be based on a review of the situation to determine that recruitment actually exists. It means, that it should be made recognition of the needs for new human resource. To minimize the risk of wasted money, job analysis should be well done. For the first, job description should be written very carefully. A job description makes it possible for the recruiter to outline what duties, responsibilities and the reason behind the vacancy i.e. expansion, member of staff retires, and the position within th e structure of the organization (Beardwell, I., 1994, p. 195). The first step in the development of a job description is to establish the purpose and general objectives of the post, and then to analyse the requirements of the job. This process is called job analysis, and is particularly important in circumstances where you are preparing a job description for a new or significantly changed post. Job analysis helps to clarify the duties, responsibilities and other job demands. It also helps to identify the skills, abilities and experiences that someone would need to possess to be able to perform satisfactorily in the role (UCD Staff Manual, August 2005, p. II). The process of writing a job description can be very time consuming, especially if company dont provide any system for job analysis. This involves other co-worker from department in context to collect essential information about business nature and actual duties. To accurately recruit candidates, the second part of job analysis personnel specification is required (Beardwell J., 1994, p.195). Person specification is amongst one of the important factor of recruitment and selection that comes after the job analysis and job description as it relates to the person doing the job. Job analysis is the first stage of the whole recruitment and selection process and everything else is built upon it. It aims at finding out what is involved in the job that is now vacant. The effects of a mistake at this point are likely ricochet throughout all subsequent stages whereas job description involves the task and the scope of the job. The person specification profile is the people characteristics required to do the job effectively. The fact that an employer draws up a person specification demonstrates an attempt to introduce some objectivity into what can otherwise be very subjective process. Rather than relying on personal judgements about the knowledge, skills and qualities the successful candidate should possess, the emp loyer with a person specification is following much more methodical and reasoned process. The person specification can be included with the information sent to the candidates to give them more detail about the requirements. It is a good practice to design and send to candidates a form showing each requirement and how it will get assessed (Foot Hook, 2005). Two well-established systems of person specification frameworks discussed by Beardwell and Claydon (2004, p. 205) are (Roger, 1952) seven-point plan and (Munro Fraser, 1954) similar five point plan, illustrated in Table.1.1 and 1.2. It is important to be as precise as possible about the skills, knowledge, qualifications and attributes that are required for the job and about the experience and personal characteristics that are needed. It is good practice to specify what is essential or the minimum required to perform the job, as well as what is desirable. It is also necessary to think about the context of the job and the wider org anisational requirements to specify any elements of person-organisation fit that are important. Munro Fraser (1954) Impact on others: physical make up, appearance, speech, and manner Acquired qualifications: education, vocational training, work experience Innate abilities: quickness of comprehension and aptitude for learning Motivation: individual goals, consistency and determination in following them up, success rate Adjustment: emotional stability, ability to stand up to stress and ability to get on with people Table 1. Person specification framework (ACAS cited in Beardwell Claydon, 2004). Rodger (1952) Physical make-up: health, appearance, bearing and speech Attainments: education, qualification, experience General Intelligence: Intellectual capacity Special Aptitudes mechanical, manual dexterity, facility in use of words and figures Disposition: acceptability, influence over others, steadiness, dependability, self-reliance Circumstances: any special demand of the job, such as ability to work unsocial hours, travel abroad Table 2. Person specification framework (ACAS cited in Beardwell Claydon, 2004). When the process of job analysis has been completed and clearly identified, the next step in recruitment process is to attract quantity of suitable applicants with desired features. Company should consider some factors, like companys budget, level of vacancy, time and selection technique in order to choose the right way in recruitment process. Larger companies generally have a larger budget and are more able to find the best candidates for the job. Effective use of recruitment tools depends on the available budget. This due to the fact that recruiting is expensive and the more selection techniques used the higher the cost to the company, but in doing this the company has a better chance of finding the best candidate. The cost of recruitment and selection is not the only cost the company has to include in its calculation searching new candidates. The other costs the organization should take into consideration are costs of training selected candidates to undertake contributing role to the organization as well as the costs of recruiting and selecting the à ¢Ã¢â€š ¬Ã… ¾wrong person (Cornelius, N., 1999, p. 29). Every company should adapt recruitment and selection costs to its policy, capabilities and vacancy and on this basis consider if to recruit internally or externally. Furthermore the level of vacancy is another one of the factors a company should consider before choosing a specific method of recruitment and selection. The decision making process is stipulated by individual needs of a company. In order to start the process of recruitment a company should have free vacancies. In fact, managers should decide if a free capacity either proves to be a job opportunity for a potential employee or whether there is an alternative option to resolve the situation. Hence, recruitment and selection processes should not be taken, when there is another opportunity, like reassigning the task to other employees or automated task, so than human resource are no longer required. We need to notice, that the higher level of vacancy provides more sophisticated methods of recruitment (Newell, S., Shackleton V. 2001, p. 25). Another concerning question a company should frankly answer is what kind of selection technique they need to apply, i.e. the one which may facilitate effective employment. A company should frankly answer the question concerning the kind of selection technique they may need to apply, i.e. the one which may facilitate effective employment. Bratton (2003, p.227) notes that appropriate selection technique should recognize the way in which people differ and must be extended to a prediction of performance in the workplace. The twenty-first century organization of work has lost a variety of available methods which give credibility to techniques that attempt to measure peoples attitudes and overall personality. The literature on the subject of organization differentiates between many selection techniques. The basic methods like application form or curriculum vitae are rudimentary to employment interviews. This phase of recruitment process is called pre-screening candidates, which will help t o reduce the numbers of unsuitable candidates and to apply more detailed methods of assessment. After pre-screening is time for candidate assessment. An extensive range of assessment methods is currently available to the recruiter like : biodata, assessment centre, work sample, references are very useful and reliable. Nevertheless the use of interviews is still the most popular selection method in the world. Branine (2008) founds interviews to be the main part of the selection process and that there had been awareness of the danger of subjectivity in the conduct of interviews. To avoid such danger, Gabb (1997, p. 64) argued that companies often prefer an interview panel of two or sequential interviews with different people. A recent comparative study of six countries found that the interview was one of the most popular selection methods. Despite, interviews being reported very often to be subjective and unreliable. It seems that the face-to-face contact with the applicant and the po ssibility of assessing the candidates social and communication skills are the main advantages of the interview, and hence the main reason for using it. While the trio of application form, interview and references is still popular, there have been further developments in incorporating those with the use of assessment centers which has been reported to be in the increase (Branine, M., 2008). Assessment centers are described by Pilbeam Corbridge (2006, p. 157) as useful in penetrating behaviors relating to interpersonal relationships, leadership, influencing ability, sociability, competitiveness, self-motivation, tolerance, persuasiveness, and decisiveness. Assessment centers have become popular venues for the selection of candidates, the identification of their potentials and the assessment of their training and development needs. The number of multinational companies from the USA has increased, more and more large companies are using a variety of tests ranging from ability to aptitude, personality and intelligence, especially those companies who receive a large number of applications and those needing more skilled employees. But as Marchington Wilkinson (cited in Beardwell, I., Holden, L. Claydon, T., 2004) quote none of the techniques, irrespective of how well they are designed and administered, is capable of producing perfect selection decisions that predict with c ertainty who is or who is not bound to be a good performer in a particular role. Figure 1.3 shows the accuracy of selection methods. According to Beardwell et al. (2004) the enlargement in using assessment centers and selection testing like a more accurate methods, can help to improve the effectiveness of the selection process. Though, assessment centers are believed to be the most influential selection method in organizations, but still the higher percentage of the firms considering interviews to be the most important selection method. However, doubts about accuracy push employers to approve the interview formats or supplement the interview with the other selection methods such as tests or work simulation (Beardwell et al., 2004). Data about accuracy of various types of selection techniques covers large differences within each technique. It needs to be considered in that point reliability and validity, but the detailed aspects of these two key criteria, which are already mentioned, are going to be explained in the following part of this dissertation. Table1.3 The predictive accuracy of selection methods Source: Anderson and Shackleton cited in Beardwell et al. (2004, p. 216)) Selection methods concept of validity reliability Reliability and validity, as statistical concepts, are very important for selection methods. Reliability is a link to the extent to which a selection technique achieves consistency in measuring. The statistical analysis normally provides a coefficient reliability. In summary of results, the higher will be coefficient (that is, the closer it is to 1.0) the more dependable the technique (Bratton J., 2003, p.235). Figure 3 shows the validity, estimated by meta analyses, of many selection methods. Good selection methods must meet four basic requirements: practicality, sensitivity, reliability and validity (Price, A., 2000, pp. 148-149). Practicality of the selection method means that it should meet the constraints of cost and time, whereas sensitivity focuses on distinguishing one candidate from another. Reliability of the method can be considered in three aspects: test-retest reliability the duration should not have an impact on the score when doing the same tests; inter-rater reliability the same scores should be given by different interviewers; internal consistency different questions measuring the same competence should give comparable results. Equally, validity has also three aspects: face validity tests are more acceptable when candidates find relevant questions; construct validity and predictive validity how well the suitability of candidates for the position is predicted (Price A., 2000, p. 149). It is possible to make a credible selection decision when the requir ed criteria are clearly marked out. If the criteria are not made clear it will be difficult to make an appropriate decision and will also be difficult to validate the selection process (Torrington, D., 2005, p.142). According to the study of Levy-Leboyer mentioned in the Cornelius book (1999, p. 39), the validity of many selection methods is debatable and that is why they should be used with care. As the high validity the following selection methods are thought: work sample, aptitude test, assessment centre and cognitive test. Medium validity has bio data, and the low validity: references, interviews, personality tests, whereas graphology and astrology do not have any validity (Cornelius N., 1999, pp. 39-40). Moreover validity studies carried out by Taylor (1998) and referred to by Armstrong (2006) found conventional interview methods to be questionable and suggested that alternative selection methods such as biographical data, assessment centres and work tests are more accurate methods of selection. While many studies in recent years have raised concern about selection and validity, the most widely used methods remain the classic trio application form, interview, and references (Taylor 2001). Early research showed that unstructured interview did not have high validity, so as to improve its validity interview should be more structured. It means that all applicants are asked the same questions and the same dimensions are used to assess applicants. Structured interviews should potentially increase the quality of decisions made (Newell, S., 2001, p. 33). However, according to Heffcutt Arthur (1994, pp. 184-190) improving the structure of interview does not increase validity. The question remains therefore, that if these methods are among the least valid, why are they still so popular? Armstrong (2006) suggests it is the comfort factor and that recognition needs to be given to the fact that both interviewers and interviewees like them and have grown to expect them. This is also known as mentioned before face validity. He also suggests that most interviewers / organisations may not be aware of what the research suggests. When compared with other selection methods, the classic trio is relatively low-cost and provides the opportunity to have a face to face meeting. In examining selection methods, Armstrong (2006) further suggests that too much innovation in selection methods may turn prospective candidates off. While some organisations may see this as a form of de-selection, the danger is that potentially high calibre and not just the less suitable candidates may be turned off by lengthier and more drawn out selection processes; even if they are more valid. However, Cornelius argues that using different methods of selection can increase the certainty of selecting the right applicant in a fair way (1999, p. 40) Figure 3 is based on Schmidt and Hunters (1998) review and shows the validity, estimated by meta analyses, of many selection methods. Source: Schmidt, F. L., Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research .Findings. Psychological Bulletin, 124, 262-274.

They Flee From Me by Thomas Wyatt :: sixteenth-century lyric poem poetry

Thomas Wyatt, "They Flee From Me" Set of Multiple-choice Questions Analyzing a Poem Sir Thomas Wyatt's sixteenth-century lyric "They flee from me" is an enigmatic poem that pleases at least partly because it provides no final certainty about the situation it describes. Yet the poem, while in some respects indefinite and puzzling, is nevertheless quite specific in its presentation of a situation, particularly in the second stanza, and it treats a recognizable human experience--that of having been forsaken by a lover--in an original and intriguing fashion. They flee from me, that sometime did me seek with naked foot stalking in jay chamber. I have seen them gentle, tame, and meek That now are wild, and do not remember (5) That sometime they put themself in danger To take bread at my hand: and now they range, Busily seeking with a continual change. Thanked be fortune it bath been otherwise Twenty times better, but once in special, (10) In thin array after a pleasant guise * When her loose gown from her shoulders did fall, And she me caught in her arms long and small, * Therewithal sweetly did me kiss, And softly said, 'Dear heart, how like you this?' (15) It was no dream: I lay broad waking. But all is turned thorough my gentleness Into a strange fashion of forsaking, And I have leave to go of her goodness, And she also to use newfangleness. (20) But since that I so kindly am served, I would fain know what she hath deserved. *manner or style * slender The image developed in the first stanza is especially striking, with its suggestion of once tame and friendly animals who have reverted to wildness and will no longer risk the seemingly innocent taking of bread from the speaker's hand. This stanza establishes at once the theme of change, a change from a special, privileged condition to one of apparent mistrust or fear, and the sense of strangeness (no explanation is given for the change) that will continue to trouble the speaker in the third stanza. Strangeness is inherent in the image itself -- "with naked foot stalking in my chamber" - -- and the stanza is filled with pairs of words that reinforce the idea of contrast: "flee"/"seek," "tame"/"wild," "sometime"/"now," "take break"/"range." Most interestingly, we are never told who "they" are. Moving from this somewhat disconcerting description of the speaker's present situation, the second stanza abruptly shifts the reader to an earlier moment in the speaker's life when "Thanked be fortune, it hath been otherwise/Twenty times better.

Commentary on Macbeth soliloquy Essay

â€Å"To-morrow, and to-morrow, and to-morrow, Creeps in this petty pace from day to day, To the last syllable of recorded time; And all our yesterdays have lighted fools The way to dusty death. Out, out, brief candle! Life’s but a walking shadow; a poor player, That struts and frets his hour upon the stage, And then is heard no more: it is a tale Told by an idiot, full of sound and fury, Signifying nothing. â€Å" Soliloquy is a speech made by a character alone on the stage or thinks she/he is alone. Through soliloquy, the audience gains an honest and direct experience of that character’s mind. In this particular soliloquy, Macbeth expresses overwhelming despair. This soliloquy encompasses the entire experience of Macbeth’s kingship, short to the entire play. Imagery, time, dictions and repetition each have its constituency in shaping this important soliloquy. The passage reveals to the reader the despair and desolation of Macbeth just before the deciding battle with Macduff and Malcolm. Just before the soliloquy, Macbeth has been informed that Lady Macbeth is dead. The sudden departure of Lady Macbeth marks the lost of Macbeth’s only love and trusty as well as the ties to the world. By now, Macbeth is all alone, as most of the previously mentioned Thanes have taken side with Malcolm. After this soliloquy, Macbeth is informed that the Birnam wood is moving towards Dunsinae. This unexpected action by the English army confirms the witches’ prophecies and Macbeth’s fear. Macbeth realizes that perhaps the witches tricked him and reveals his sense of regret as he wishes to â€Å"undone the world.† Nevertheless, at the end of the scene Macbeth chooses to die as a solider. This soliloquy takes a sharp and abrupt change in atmosphere from the falsely over-confidence to despair and futility. In the previous dialogues, Macbeths mocks the incoming siege as â€Å"a siege to scorn.† Lady Macbeth’s sharp death cry fails even to disturb Macbeth in any way. Macbeth’s failure to respond to Lady Macbeth’s cry shows to the reader that Macbeth’s sense and emotion have become numb, as Macbeth says himself he no longer feels the â€Å"taste of fear.† The most probable cause that triggered the sudden outpour of grief and desolation by Macbeth can be attributed to the sudden departure of Lady Macbeth, as Macbeth finds himself all alone in this world. The vocabularies used in this soliloquy express deep depression and desperation: â€Å"creeps†, â€Å"to the last,† â€Å"fools,† and â€Å"dusty death.† Words like â€Å"shadow,† â€Å"no more,† â€Å"nothing† conveys the pointless Macbeth feels his career as a king and perhaps even his entire existence. Much of the dictions used in this soliloquy are extremely depressing. Every single line is reeked with Macbeth’s depression as Macbeth said life is but a pointless tale told by an â€Å"idiot†, referring to himself. Imagery is crucial to all Shakespearean plays. This extraction of Macbeth is no exception. Shakespearean imagery mainly uses comparison, which includes metaphor and simile. The purpose of imagery is to create vivid pictures that deepen the dramatic effects as well as give the audience the pleasure to imagine the particulars of the play. Darkness is an important imagery in Macbeth. As most of the scenes happen at night. But when taking into account that the murder of Duncan also happens at night, darkness seems to be the archetype of evil. However, in this particular passage, darkness represented by â€Å"life is but a walking shadow,† coupled with â€Å"brief candle† imply the briefness and insignificance of Macbeth’s life. Macbeth dismisses the light and desires for darkness in â€Å"out out, brief candle!† The image of a dead king’s dusty body presents the audience a vivid visual of how hopeless and abandoned Macbeth feels. Time is also important to this passage. Time as a whole in the play seems to play against Macbeth and this point is illustrated in this passage as well. In this extract, time and repetition goes hand in hand to create an emotional force to show how time goes against Macbeth. â€Å"Tomorrow, tomorrow and tomorrow,† followed by â€Å"day to day,† to the â€Å"last syllable of recorded time.† Literarily, these featureless repetitions of time to the audience are boring. To Macbeth, these featureless repetitions are but a mere advance from a moment to another, utterly pointless and even torturous; to the audience it shows the extremities of Macbeth’s despair and desolation. By literal repetition of time, Shakespeare deepens the dramatic effect of the sense of despair and futility. Macbeth’s thought moves from tomorrow to yesterday to everything he has done is merely laying the passage to his â€Å"dusty death.† By the end of this passage, it can be said Macbeth actually welcomes and embraces death in order to liberate himself from this multitude of disastrous feelings. In the previous acts, the reader sees the struggles between Macbeth’s dark â€Å"desires† and conscience. However, in this extract the reader sees almost a liner development towards despair and futility. A big part of Macbeth’s tragedy is that Macbeth himself realizes and recognizes the emptiness of his life. In the latter half of the soliloquy, Macbeth juxtaposes his life to a â€Å"brief candle† and a poor actor on stage that â€Å"frets† and â€Å"struts† his â€Å"brief† hours upon the stage until he is heard â€Å"no more.† Clearly, Macbeth bears sardonic remarks about his brief career as the king and power. Macbeth’s sarcastic remarks go to a point where he loses self-respect and self-identity for a moment when he calls himself an â€Å"idiot† and his life â€Å"signifying nothing.† Many critics, including Mr. Taylor feel that this is the play’s most important soliloquy and certainly one of the most famous soliloquy from all Shakespeare’s plays. Although the purpose of every line in this extract is to create a sense of futility and despair, nevertheless, the extract’s strength lies with the successful accomplishment of drawing sympathy from the audience by engaging them in a direct link with Macbeth as he expresses the futility of human endeavors, thus, making the Shakespearean play, Macbeth a successful tragedy.

Advancement opportunities as a professional nurse

Nursing is one of the fastest growing professions in the healthcare sector.   More than 60 % of the nurses work in hospitals, and the remaining work in the physicians practices, clinics, research centers, governmental organizations, etc.   With relation to advancements, nurses have several in relation to the field that they have chosen.   Advancements depend on experience, training, skills and knowledge.If a nurse possesses advanced knowledge and skills, they could be considered for a promotion.   The chances of growing for nurses professionally are unlimited.   However, nurses would also have to upgrade their knowledge by attending continuing education programs, workshops, etc (Healthcare Careers, 2007 & Cincinnati Children's Hospital Medical Center, 2007).A staff nurse can be promoted to a nursing supervisor or head nurse.   She would play a supervisory role and ensure that a small team of nurses delivers appropriate patient care.   A staff nurse could also be promote d onto a managerial post depending on the experience and training received.They would play a role in the management, marketing, quality assurance, monitoring and planning out the clinical services.   Such nurses would be having a leadership role (Healthcare Careers, 2007 & Cincinnati Children's Hospital Medical Center, 2007).Nurses also play a major role to play in clinical research and could seek advancement of positions in this field also.   Nurses would play a major role in drug trials.   They would participate in several activities such as the informed control process, ensuring that the protocol is followed and implemented, administering the drugs to the patient, determining the response to treatment (including benefits and risks), etc.   Nursing would be working as ‘study coordinator’ in the field and would report directly to the principal investigator.   Nurses frequently provide data regarding safety issues, and feasibility to the principal investigator s.   They also ensure that the regulatory guidelines are being followed.The position of nurses in the field of nurses could also be advanced.   They could be placed in specialized positions in which the study is highly specialized to one specialty or super-specialty of medicine such as psychiatry, molecular medicine, neurology, oncology, etc.   Such nurses would be dealing with advanced forms of drug therapy and using advanced devices in biomedical research.They would more closely have to monitor implementation of the protocol and management of the patient.   Nurses would be enjoying greater independence and more responsibilities when their positions are advanced.   They would be playing a leadership role controlling the activities of several other nurses who would be working under them (Stromberg, 2007).References:Cincinnati Children's Hospital Medical Center (2007), Professional Development, Retrieved October 4, 2007, from Cincinnati Children's Hospital Medical Center We b site: http://www.cincinnatichildrens.org/careers/nursing/ed.htmHealthcare Careers (2007), Employment and Advancement Opportunities for Registered Nurses, Retrieved October 4, 2007, from Healthcare Careers Web site: http://www.health-care-careers.org/registered-nurse-career-employment.htmlStromberg, S. (2007), Clinical Research Nurses — Safeguarding Clinical Trials, Retrieved October 4, 2007, from The University of Texas M. D. Anderson Cancer Center Web site: http://www.mdanderson.org/publications/conquest/display.cfm?id=ad4b5b2d-e960-4129-8cabc56c89f96769&method=displayfull&pn=b52ca1cb-dc3f-4683-b023d13993bfdd62

Free Essays on McDonalds

McDonald’s is a company that operates, franchises, services, and continually grows in the quick service restaurant business. According to McDonald’s, approximately 80% of McDonald’s restaurants are in eight markets: Australia, Brazil, Canada, France, Germany, Japan, the United Kingdom and the United States. McDonald’s has restaurants all over the world in 121 countries serving 46 million customers each day. McDonald’s also has other partner restaurants with brand names such as: Aroma Cafà ©, Boston Market, Chipotle and Donatos Pizzeria generating $1 billion in annual sales collectively. McDonald’s is comprised of many restaurants that are operated by the company, however they also have a large amount of franchises. Under the terms of the franchise arrangements, the franchisees are operated under joint-venture agreements. McDonald’s relies heavily on its franchising activities with approximately 70% of the restaurants being owned and operated by independent business people all over the world. The company is an equal opportunity franchiser with a proven 34% of franchiser and 70% of applicants being US minorities and women (McDonald’s, 2002). McDonald’s offers support in all areas of franchising from operations, training, advertising and marketing to real estate, construction, purchasing and equipment. In 2001, franchise sales amounted to 24,838 million dollars with company-operated sales and affiliated sales amounting to 15,297 million dollars (McDonald’s, 2002). McDonald’s also maintains a strong sense of social responsibility. They are responsible for many contributions to local community development, disaster relief, educational programs, worldwide recycling, resource conservation, and waste reduction programs and of course the Ronald McDonald House Charities. In 2001, McDonald’s has $1,419,800,000 for their outstanding efforts of goodwill. There are a lot of factors that make McDonald’s into a g... Free Essays on McDonald's Free Essays on McDonald's McDonald’s is a company that operates, franchises, services, and continually grows in the quick service restaurant business. According to McDonald’s, approximately 80% of McDonald’s restaurants are in eight markets: Australia, Brazil, Canada, France, Germany, Japan, the United Kingdom and the United States. McDonald’s has restaurants all over the world in 121 countries serving 46 million customers each day. McDonald’s also has other partner restaurants with brand names such as: Aroma Cafà ©, Boston Market, Chipotle and Donatos Pizzeria generating $1 billion in annual sales collectively. McDonald’s is comprised of many restaurants that are operated by the company, however they also have a large amount of franchises. Under the terms of the franchise arrangements, the franchisees are operated under joint-venture agreements. McDonald’s relies heavily on its franchising activities with approximately 70% of the restaurants being owned and operated by independent business people all over the world. The company is an equal opportunity franchiser with a proven 34% of franchiser and 70% of applicants being US minorities and women (McDonald’s, 2002). McDonald’s offers support in all areas of franchising from operations, training, advertising and marketing to real estate, construction, purchasing and equipment. In 2001, franchise sales amounted to 24,838 million dollars with company-operated sales and affiliated sales amounting to 15,297 million dollars (McDonald’s, 2002). McDonald’s also maintains a strong sense of social responsibility. They are responsible for many contributions to local community development, disaster relief, educational programs, worldwide recycling, resource conservation, and waste reduction programs and of course the Ronald McDonald House Charities. In 2001, McDonald’s has $1,419,800,000 for their outstanding efforts of goodwill. There are a lot of factors that make McDonald’s into a g...

Weekly journal week4 Essay Example | Topics and Well Written Essays - 750 words

Weekly journal week4 - Essay Example This gave me a lot of freedom to be myself and also paved the way for me to work independently and under very little supervision. Generally, the day was very successful as I was able to communicate well with the customers on issues that the management wanted given to them. DESCRIPTIVE: On the second day, I was made to work with the customers yet again as I was assigned the role of customer relations strategist. What this role meant was that I was supposed to suggest practical ways in which the company could increase its customer base. REFLECTIVE: A unique feature of the day’s role was that I was given the freedom to come out with my own strategy on finding out what the customers expected from the company and how this could be achieved to ensure that we built faith with the customers and in turn enhanced our services to them. This was a challenging task but having worked as a PR for the company, I was offered the opportunity to identify a lot of these ways by which we could win the hearts of customers. In confirming my ideas, I designed a simple questionnaire, which I gave out to customers who visited the company premises. They indicated their desired service treat and these were coded and forwarded to the administration. DESCRIPTIVE: The third day saw a repeat of what was started on the second day. This means that I was made to act as a customer relations strategists again. What I did differently from the previous day was basically to collect feedback from the questionnaire that was instituted the day before. REFLECTIVE: This day did not start as challenging as the previous day because I had held the same position before. New customers were given new questionnaire as old one’s were forwarded to the management. There was a brief meeting with the management to discuss ways of implementing the suggestions. The finance and budget officer was in the meeting to budget for

Grading System 2 Essay Example | Topics and Well Written Essays - 750 words

Grading System 2 - Essay Example Furthermore, this must also be a system that not only grades the students for performance, but the expectations of the system must be clearly laid out so that the students know what they should be striving for. In order to create a timely program for grading and assessing student work, one must start with the classroom schedule itself. At the beginning of the semester a class calendar should be either prominently displayed or distributed for the students to review along with he teacher. This schedule will allow students an overview of expectations for the class as well as the dates of reports and tests and well as their results. This also helps the teacher to maintain workflow schedules for grading and class time use. The use of a calendar will also familiarize the students for later coursework at high school and college level situations. A schedule will also allow students who are absent to keep up with the coursework and requirement from home, while waiting to return to school. There will also be no question about the timeliness of homework, when it is due and when it is considered late. The next primary grading mechanism is the use of a rubric for both overall classroom performance and for individual assignments. This solidifies the requirements for the student to achieve and makes a more focused effort by both teacher and student to attain those goals. Notar, Zuelke, Wilson, and Yunker state this as a "table of specifications" in regards to specific tests: Teachers should make use of the test blueprint--the Table of Specifications. A Table of Specifications identifies not only the content areas covered in class, it identifies the performance objectives at each level of the cognitive domain of Blooms Taxonomy. Teachers can be assured that they are measuring students learning across a wide range of content and readings as well as cognitive processes requiring higher order thinking, The use of a Table insures