On becoming white :: Ethnicity Personal Narrative Racial

On getting white As an European outsider in the USA, I have experienced numerous new social wonders in the last 4 _ years that have provoked me to see who I am in an unexpected way. This experience has been significantly more spellbound by the way that I have lived the vast majority of that time in Los Angeles, a blend to be dealt with. Coming to America, I anticipated that these adjustments should my Irish self yet the power of getting conscious of my mark of 'whiteness' has derided the restrictions of my expectations. This comprehension truly resulted when I previously began function as an instructive advisor in a private position for seriously genuinely upset adolescent young ladies. Being in such a subjective situation of intensity was troublesome enough with individuals who have issues with control and absence of regard from older folks however I additionally happened to be the main male in this situation at the office and a white person for sure. 90% of my customers happened to be Latina or African American. This ethnic blaze point didn't at first trouble me due to my absence of attention to its reality and my credulous assurance that it was not significant for my restorative and instructive objectives. Be that as it may, obviously I had not so much considered around then what being 'white' truly involves in this general public. Thought of one's character is clearly key to effective instructive and remedial mediations yet it took the genuine encounter of being what I call white-washed to cause me to understand that skin shading may really have something imperative to do with one's apparent personality. The occurrence really happened in my home in a cliché ordinary cooperation with a handyman who was fixing our shower. Right off the bat, the handyman who was Caucasian ceaselessly shelled his more youthful, Latino partner with racial abuse generally to the tune of you inept Mexican. At the point when he understood that we were gazing at his remarks he clarified that his right hand gets it from his mom's side. This youngster was in certainty the handyman's child! He at that point went onto discussing how America is today, and how being a kindred American, I ought to get that. Obviously I promptly reacted with: I'm not American, to which he countered: Goodness! I thought you were white!.....I mean American. I feel that this sneak past the handyman uncovers something vital about mentalities, suppositions and convictions about ethnic personality that is available to semiotic investigation.

The Son Of A General Essay Research free essay sample

The Son Of A General Essay, Research Paper Child of A General He is Korea # 8217 ; s savage arm. To the Japanese, he s the most needed. Would you be able to think whom? Truly, you re right! He might be seen as one of the most extraordinary legends of Korean History. He was the kid of an observed General and he drove one of the greatest Korean Mafia ever. By the name of Kim Doo-Han, he is perceived by numerous individuals today of the twentieth century. For what reason is this feline so of import? During the mature ages when Korea was under the guideline of Japan, numerous patriots battled for independency ; and one most sweetheart saint was Kim Doo-Han. In the first place, Kim was a vagrant and was well on the way to hold been affected by numerous individuals of the outsiders, which was his get bringing down point as a hood. As he became more seasoned, Kim became to be known as the. We will compose a custom paper test on The Son Of A General Essay Research or on the other hand any comparative subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Jjang x, ( expecting the foreman ) , of ChongNo, probably the biggest locale claimed by the Japanese. Kim Doo-Han dreaded no 1, yet everybody dreaded him. At whatever point individuals heard the name.Kim Doo-Han x, they would bow their caputs down and his casualties would net out. The Japan s Hayashi clique focused on Kim and his packs so as to take over ChongNo, which held the most impressive pack of Korea. In add-on, this irritated the Nipponese from involving Korea. Kim couldn T permit this continue for he was too much acceptable of a warrior that scarcely anybody took him down.At chief, Kim Doo-Han utilized his quality and battling achievements to demo off. He was a characteristic brought into the world soldier and since he realized that, he would go around squashing up other Mafia pioneers. Be that as it may, he needed to larn from option to wrong # 8211 ; fighting for a ground and to discover when it is a decent clasp to battle. Until Park Sung-Gi, a writer, affected Kim Doo-Ha n to battle for sake of his kindred Koreans. In spite of the fact that Kim couldn t peruse or make, he d ask individual else to peruse him one of Park s most noteworthy books back in those yearss. When Hayashi, a Nipponese Yakuza pioneer in Korea, began doing issue in ChongNo, numerous individuals believed that Korea went to a terminal. It was so when Kim Doo-Han battled for his state, however alongside for his pride, that individuals gave over their wants to him for the triumph of independency against the Japanese. Despite the fact that Kim was sent to detain a few times, he got out so natural since he was such an epic figure to numerous Koreans. Moreover, a Nipponese General for his fortitude and fighting for his caring grown-up females supported him. Kim Doo-Han experienced love to despise, win to lose, and smashing to getting round. For case, Kim was gotten by the Hayashi inner circle ordinarily and was pummeled until the Hayashi s thought he d learn non to inconvenience oneself them. Of class he wouldn Ts have surrendered just like that. The strong Kim Doo-Han effectively pass on back his darlings from them and to dissolve away the cadre. At last one twenty-four hours, he assembled every one of his packs in Korea for an enormous road fight against the Hayashi. Numerous individuals were harmed or either dead during the fight. The bulls came to neckline the individuals engaged with the fight, while Kim Doo-Han fled executing two Nipponese examiners. At long last, Kim turned into a transitory and during his hideaway at ManJu, he had numerous fights with Chinese savages, which in certainty expanded his prominence outside of Korea. Lamentably after the huge fight, numerous Korean packs eased off and aligned with the Hayashi clique, and the remaining enemy of Japanese were the ChongNo Mafia driven by Kim. With the guide of his followings and his companions, particularly.Wangcho x and Kim Dong-Yi, he returned to ChongNo and there the Hayashi jumped on their articulatio genuss. Consequently the Japanese were losing their pride and began pulling back from Korea.

Job Offer Rejection Letter Example (incl. 6 Templates)

Job Offer Rejection Letter Example (incl. 6 Templates) Have you been offered a job but want to reject it?You probably feel guilty about it. You think you are doing the wrong thing. You applied for the job, did the interviews and now the offer is here, you don’t want it.Take heart. This is not something strange.It may be that you have never rejected a job before but for the recruiters and hiring managers, they have experienced this before. They have received job offer rejection letters many times.So don’t be too hard on yourself about this.HOW TO DECIDE WHETHER TO REJECT A JOB OFFERThere is one thing you however need to be sure about. Do you really want to reject the job offered?It’s important that you understand that rejecting a job offer is a final decision.You would have a very difficult time if you were to later on decide that you’re changing your mind.Take time and think this through.To help you with that process, consider the below tips.Find out the reason(s)If you are about to reject the offered job, then you must have a re ason. There could also be several reasons.This should not be a case of looking for a reason. The reason should already exist.In most cases, reasons for rejecting job offers fall into the below categories. You can still have a reason that is outside of this list.1. Personal reasonsThese are the most cited reasons for rejecting job offers. This is because they can cover many reasons without the need for detailed disclosure. But in essence, personal reasons center around your convictions, strong preferences or other things not directly related to the job.Examples of personal reasons could be inconvenient working hours, working schedules, commuting distance etc.These can be connected to the job but have a personal touch to them. It might be for example that the working hours will deny you some quality family time.It is always important to know what you value in life. These are the things which determine how much joy and satisfaction you have in life.If the workplace is far and you will be disconnected from your family for long er, then it is understandable to look for alternatives.2. Career reasonsAccepting a job is not just about pay, as important as that is. There is usually another factor in your working other than the pay. This is career progression.You want to have a career which will experience growth. Otherwise how will you grow? Source: ERE Recruiting IntelligenceYou may realize that the job does not offer you the best chances to grow.Maybe you have not seen opportunities for promotions. Maybe there is no appreciation or rewards.Anything that can hinder your progress is not worth compromising on.3. Low payYour earnings are a great way to measure your career level. Though salaries differ from one employer to another, they still offer a means of gauging where you stand.If you’re bringing in more value and the pay offered is little, you wouldn’t be mistaken to reconsider.Although salary can rarely be enough, you should look at the whole job offer package before making a decision.In some cases, an employer can give you a lower pay but substitute it with great benefits. These are all within your decision.4. InstinctsThere are few ways of explaining how your instincts have made you reject a job offer. This is something only you might understand. And that means that explaining to the hiring manager can be chall enging.Maybe you met your would-be boss and sensed that working with him would be stressful. Maybe a look at how the staff were working just made you uncomfortable.Maybe you spotted a seemingly-small incident and it put you off completely.Still, following your instincts is wise.5. Discomfort about companyResearching the company you applied to doesn’t come to an end after the interview. So you probably kept on digging, or you just saw in the news, that they are in financial distress. Or maybe there is a scandal involving the CEO.Watching them handle the situation makes you wonder what is going on within the walls. If such situations cause you discomfort, your values could feel attacked.If you value integrity, you may not want to be where there are scandals.6. Changes in job descriptionIn some cases, the job offer given by the employer differs significantly from what was written in the job advertisement.This may not be a case of providing further explanation of the job using a total ly different job description.If this is what happened, then you can consider rejecting the job. First of all, there is the obvious integrity issue.Could it be that the company is not sincere?Or it could be just an issue of the new description being a necessitated change.If you can’t work under the new arrangements, you can reject it.Try RenegotiatingJob offers are more often than not negotiable. From the pay to the benefits, you can negotiate many things. This is why it is not advisable to rush into rejecting a job offer on the basis of salary alone.When you receive a job offer, go through it keenly to note what exactly the offer contains. Read through the terms and conditions because some job offers contain clauses worth considering.If you see something you don’t agree with, find out whether it’s negotiable. Take note of all such things and call the hiring manager who sent you the offer. Find out if the specifics of the offer can be changed.Depending on the response you get, you will know which direction to take.Before making the call, ensure you have listed all the things you would like changed. This will help have the conversation take the least amount of time possible.It may be that no changes can be made or only a few. If a few, come to an understanding about them then think through the whole offer again.You will do yourself a big favor by maintaining balance in your thinking and negotiations.Ask yourself again why you applied for the job. Reconcile that answer to the issues you are looking at in the job offer.If you can’t come down to where the company is, then you’ll want to start thinking of how to communicate your decision.Consider Making a Counter-OfferSometimes, negotiating can go beyond just asking the company to change what they have offered. You can take the negotiations further and make a counter-offer.Making a counter-offer is a bigger challenge to the employer than the negotiation for minor changes. When renegotiating, the whole conv ersation is based on the original offer. You are simply trying to make changes.Making a counter-offer is quite different. You are ditching the given offer and coming up with a new one which is completely different.A counter-offer comes after an unsuccessful negotiation. It can also happen as part of the negotiations.If you take this route, you should have a very clear picture of what you want to achieve.If the other party decides to negotiate the counter-offer you made, they will be tackling specific items.For that reason, while making your counter offer, be specific and know how much you can let go of.When mentioning pay, ensure you indicate whether it is the basic or gross. If talking about benefits, mention them.Be sure to include things like opportunities to work from home and leaving early on certain days. The counter-offer you make should fit all your needs.It can also include work-from-home days. These will lower your commute costs and give you ample time with your family.Buy More Time to Think About ItAfter all these, you may still not be sure whether to accept or reject. You can get yourself some time to think about it. Note however that the employer likely knows that you want more time to consider.Whereas this is not a problem as such, it can keep the company from moving at the required pace.If you will eventually say “Yes,” then the company would want you to start working soonest possible.They will also know that they have finalized on the vacancy-filling process thus move to other matters. On the other hand, if you were to say “No,” then they will have to pursue one of the other candidates.So for the company, they will be looking to finalize this quickly. They can even try to push you to make a decision quickly.If you need time, just ask them to give you at least 24 hours.If they are pressed for time, then ask for some hours. Just try and get some time away from the interview room to think about the offer.HOW TO REJECT A JOB OFFERIf after a ll the considerations you still decide that you don’t want the job, then it’s time for the actual work. This is where the real work comes in.The negotiation and counter-offer might have been a challenge. But communicating that you are declining the job is more challenging.Unless you have written several of such letters before, there will always be a sense of fear to this process.You know that you are supposed to avoid burning bridges.Will rejecting a job offer you have engaged with the company about be seen as burning bridges? What will the hiring manager think about you? What will the recruiter who recommended you for the job say?It is true that your decision may disappoint someone. But you don’t want to say “yes” to the job only to please someone else.These tips will help you deal with the situation quickly so you can get another job and continue building your career.Do It Soonest PossibleBeing professional requires that you act respectfully towards the company. Understa nd that they have a need to finalize this process and so save them time.The fears you have will only serve to make the situation worse.What you also need to remember is that you might need that HR later in life.Or you might want to apply for another position in that company some time in the future. Consider these things and communicate promptly.Making prompt communication also helps you move on faster.When your thoughts and emotions are freed from the company, you are able to look for other jobs.Or focus on any other companies you are waiting for responses from.Be HonestWith the situation being as tricky as it is, and being inexperienced in such communication, you may think of lying. You might decide to come up with a false reason.One which is strong enough to convince the hiring manager that it is completely out of your control.You do not want to do that. Do not practice lying with HR officers. In many cases, a little questioning can expose the lie.Apart from that, lying is also an unethical act which you should avoid getting into.At the beginning, we discussed the need to know what your reason for rejecting the job is.If you are clear about that, then you have no need to worry about coming up with a response.All you will have to do is communicate it well.And as mentioned, hiring managers are not necessarily shocked by rejection letters. All they desire to have from you is feedback.The questions you will be asked revolving around your decision to decline the job will be for the purposes of making improvements.Companies know that they also have to improve their process. They therefore appreciate any feedback received.Be TactfulBeing honest is not a ticket to respond with something like, “I didn’t like the attitude my would-be boss showed.” Such a statement is honest but unprofessional.It can also be rude, whether the person has a bad attitude or not.Being tactful requires that you be sensitive to the other person’s opinions and perspective.For that rea son, you should always maintain a positive attitude during the communication.This works well to maintain a good impression of you.The example letter provided at the bottom of this article will help you see how to be tactful.Keep It Short And ProfessionalThis tip should give you some comfort. It should increase your confidence before making that crucial communication.You have your reasons for rejecting the job offer. You have agreed with us that you need to be honest. You have drafted a sample communication which is tactful so as not to burn bridges.Now that it has come to the communication itself, it needs to be short.Do not be tempted to explain your reason so that it is better understood. Do not try to defend yourself as though you have made a mistake. Just keep the communication clear and professional.In keeping it short, the body of the letter should not be made of many lines. Three lines of text should be enough. A maximum of three paragraphs should make up your written communi cation.On matters professionalism, consider this letter as important as your cover letter.Ensure the letter is well punctuated. It must be written in line with grammar rules and ensure you proofread it before sending.Give Reason and Appreciate Them for the OfferNow this is where the rubber meets the road.Despite what you may have thought is best, HR experts agree that the best way to communicate a job offer rejection is through the phone.Yes, a phone call. Sounds scary but you will see the reason for this.A phone conversation is more prompt than any other form of communication.Keep in mind that the best communication is whereby you pass the message and the other party understands it.To understand the message, they might need to ask questions.At the end of the 5 minutes or so, you will have dealt with the situation and pushed it out of your way. If you were to solely rely on letters or emails, you might get a response with questions.Responding would mean there is a lot of possible ba ck and forth communication. Wouldn’t it be better to have only one conversation with both parties understanding each other?As you prepare to make the communication, remember to thank them for the opportunity they have offered you. Tell the person something positive about the company or the position you were offered.Let them know that you appreciate the process you were taken through. This appreciation should come first then state the reason for rejecting the job.If asked to give more details about your decision, do not say much as that can drag you into unnecessary discussions.As long as your decision is final, just stick to the reason, maybe communicating it slightly differently while avoiding details.Confirm in WritingAfter you have made the call, it is best to follow it up with a written confirmation of the same. This can either be a hard copy letter or an email. Follow the lead of the company.If they sent you a hard copy job offer letter, respond similarly. If they sent you an email, reply using email.In the event that you were just called and got informed about the offer, you can respond using email. This is the most common form of business communication today. Make it polite and professional.JOB REJECTION LETTER EXAMPLETo give you an idea of how such communication can be done, here is an example letter. This is for an offer made through an email and so the response takes a similar form.The reason given is that of career goals not aligning with the specifics of the job.Still, the email is short and to the point without giving much details.Ex?m?l? 1Email Subject Line: Job Offer â€" [Your Name]Dear [Hiring Manager’s Last Name],Thank you very much for offering me the role of senior software developer. Considering my career goals, I regret that I have to decline the offer since it is not the best fit for me.I truly enjoyed every moment shared with you and the rest of the team at [Company Name]. I wish you all the best in your future endeavors. It is my si ncere hope that you will find the best person to fill the vacancy.Once again, I thank you for the consideration.Sincerely,[Your Name]Ex?m?l? 2[D?t?]C?th?rin? H?r??rOperations ManagerABC C?m??n?50 C?r??r?t? PlazaS?m?t?wn, ST 00000D??r Ms. H?r??r:Thank ??u very much for ?ff?ring me the assistant m?n?g?r ???iti?n. After ??r?ful consideration, I regret th?t I must decline your ?ff?r. Although you w?r? most ?n??ur?ging in ?utlining futur? advancement ????ibiliti?? within ABC Company, I have accepted ?n?th?r opportunity th?t i? m?r? in lin? with m? ?kill? ?nd ??r??r g??l?.I ?nj???d m??ting you and the rest of your t??m. You h?v? b??n m??t kind ?nd gr??i?u? thr?ugh?ut th? interview process, ?nd I ?nl? wi?h th?t circumstances ?ll?w?d me to ?????t your ?ff?r.Best wi?h?? for your ??ntinu?d success.Sin??r?l?,J?hn D??Ex?m?l? 3Subj??t lin?: Job ?ff?r â€" [Y?ur n?m?]D??r Mr./M?. [in??rt last n?m? of hiring manager],Th?nk you v?r? much f?r offering m? th? r?l? ?f [in??rt n?m? ?f ???iti?n] with [in ??rt ??m??n? n?m?]. Th?ugh it w?? a difficult d??i?i?n, I h?v? ?????t?d a position with ?n?th?r ??m??n?.I ?in??r?l? enjoyed ?ur conversations and v?r? much ???r??i?t? ??ur t?king tim? t? int?rvi?w m? ?v?r th? ??ur?? ?f th? ???t f?w w??k?.Again, th?nk ??u for ??ur tim? ?nd consideration; best wi?h?? in your continued ?u?????, ?nd I hope our ??th? ?r??? again in th? futur?.Sin??r?l?,Ex?m?l? 4Dear Mr M?rri?,I would like t? th?nk you ?g?in for ?ff?ring m? the ???iti?n ?f S?l?? Associate ?t GHB Company. I g?nuin?l? ???r??i?t? the time ??u ???nt with m? ?nd your ??n?id?r?ti?n for th? ???iti?n.I h?v? ???nt ??m? time r???n?id?ring your j?b ?ff?r and I h?v? ??n?lud?d th?t thi? j?b is n?t th? b??t fit for my skills and ?x??ri?n??. I b?li?v? it i? in th? b??t interests ?f b?th myself ?nd the ??m??n? t? turn d?wn the j?b offer. I am v?r? ??rr? f?r ?n? inconvenience that this m?? cause.I enjoyed learning more ?b?ut your ??m??n? ?nd I wi?h ??u ?nd ??ur ?t?ff mu?h ?u????? in th? futur?.Sin??r?l?J? n? D??Ex?m?l? 5D??r S???t?r,Th?nk you v?r? mu?h for offering m? th? ???iti?n of Senior Sw?m? Correspondent. Aft?r careful d?lib?r?ti?n, I’v? d??id?d t? accept ?n?th?r ???iti?n th?t’? m?r? in lin? with m? experience ?nd m? g??l?. I really appreciate ??ur tim? ?nd ??n?id?r?ti?n, though, as w?ll ?? th? ?h?n?? t? m??t ??ur ?x??ll?nt colleagues F?zzi? ?nd G?nz?. I kn?w ??ur team will ??ntinu? to achieve gr??t thing? in TV production, and I look f?rw?rd to h??ring ?b?ut ??ur ??ntinu?d ?u?????.B??t wi?h??,J?hn D??Ex?m?l? 6D??r [in??rt n?m?]I want t? th?nk ??u very much f?r offering m? th? r?l? ?f [insert r?l?] at [in??rt company]. I ???r??i?t? th?t ??u interviewed a numb?r of candidates ?nd will h?v? ???nt mu?h time r???hing ??ur d??i?i?n.I was very im?r????d by [insert ??m??n?], whi?h m?d? m? decision a difficult ?n?. Aft?r careful consideration, h?w?v?r, I have taken the d??i?i?n t? decline your offer ?f employment. Th? reason i? th?t I h?v? b??n ?ff?r?d a different r?l? at a m?r? se nior l?v?l, ?nd with a greater ????rtunit? t? d?v?l?? m?n?g?m?nt skills.I ?nj???d meeting you ?nd ??ur colleagues, wh? w?r? fri?ndl? ?nd professional thr?ugh?ut. I w?uld lik? t? wish you ?nd your ??m??n? the v?r? b??t f?r th? future and I thank ??u ?g?in f?r ??ur tim?.Y?ur? ?in??r?l?[??ur n?m?]CONCLUSIONCommunicating your rejection of a job offered should no longer be a problem.Follow these tips and use the example letter as a template if necessary.Just communicate and move on with your life. Help your friends too by sharing these tips with them.

Ordinal and Enumerated Data Types for Delphi

Performance Appraisal Systems in Red Square Industries - Free Essay Example

Sample details Pages: 8 Words: 2497 Downloads: 6 Date added: 2017/09/13 Category Advertising Essay Did you like this example? Title Page Performance appraisal systems in Red Square Industries Executive Summary The Red Square Industries implemented performance appraisal system. This report evaluates the current appraisal system and provides implementable solution to the problem. HR director analyses the advantage of the current performance appraisal system in terms of grading, discriminating on basis of performance, rewarding performance and performance appraisal record. Next, he analyses the disadvantage of the appraisal system in respect of lacking top management commitment, leniency bias, poor communication, violation of EEO and static performance appraisal. Following are the recommendations that the HR director provides to the CEO: †¢Top management commitment †¢Prevention of leniency bias †¢Dynamic performance appraisal †¢Enhancing communication †¢Legal treatment in performance appraisal system †¢Employees feedback Table of Contents Pg Title page Executive Summary 2 Table of contents 3-4 1. 0 Introduction 5 1. Background 5 1. 2Aims 5 1. 3Scope 5 2. 0Literature review 5 3. 0Analysis 6 3. 10 The advantage of the performance appraisal systems in Red Square Industries 6 3. 110 Major type of performance appraisal systems 6 3. 20 Performance appraisal objectives 6 3. 130 The performance appraisal record 7 3. 20 The disadvantage of the performance appraisal system in Red Square Industries 7 3. 21 Lack of top management support 8 3. 22 Leniency bias 8 3. 23 Poor communication 8 3. 4 Violation of EEO requirement 8 3. 25 Static performance appraisal 9 3. 30 Implementable solution 9 3. 31 Management commitment 9 3. 2 Prevention of leniency bias 9 3. 33 Considering the validity and accuracy of the performance system 9 3. 34 Dynamic performance appraisal 9 3. 35 Enhancing communication 10 3. 36 Legal treatment in performance appraisal system 10 3. 37 Employee feedback 10 4. Conclusion 10 Reference list 1. 0 Introduction 1. 1 Background The Red Square Industries implemented performance appraisal system. At same time, it has been troubled for some time by the apparent lack of effectiveness of the appraisal system. 1. 2 Aims The purpose of the report is to evaluate the current performance appraisal system in terms of advantage and disadvantage. As well as, provide the relevant solutions to overcome the problems. 1. 3 Scope The pros of the current performance appraisal system consist of the grading, discriminating performance, rewarding performance and the performance appraisal record. Don’t waste time! Our writers will create an original "Performance Appraisal Systems in Red Square Industries" essay for you Create order In turn, the cons of the current system include that lacking top management commitment, leniency bias, poor communication, violation of EEO and static performance appraisal. Finally, the recommendation comprises with top management commitment, prevention of the leniency bias, dynamic performance appraisal, considering the validity and accuracy of the performance system, enhancing communication, legal treatment in performance appraisal system and employee feedback. 2. 0 Literature review The current performance appraisal system brings some advantages to Red Square Industries. For example, the rewards are corresponding to the related contribution, which is supported by Khan, Farooq and Ullah (2010). They state that the change in reward affects the change in the motivation and performance of employees. At the same time, there are some disadvantages of current performance appraisal system existing in the Red Square Industries. It could reduce the feeling of satisfaction and organisation commitment by the certain types of performance (Stathakopoulos 1997) when lacking top management commitment. In addition, the leniency inhabits the delineation of the rating quality (Frah and Dobbins 1989). What is more, the employees belong to the union are more lenient and only those rated 1 2 get bonus payments, which against the opinion that the EEO in performance appraisal is the minimum requirement (‘EEO is everyone’s responsibility’ 1981). The unfair treatment also creates ill feeling to the employees that may ‘doom the most carefully constructed appraisal system’ (Jawahar 2007). Finally, employee feedback is one of the recommendations. Nickols (2007) states that the Performance appraisal provides employees with feedback regarding their performance to reduce errors and waste, increase quality and enhance employee motivation, commitment. . 0 Analysis 3. 10 The advantage of the performance appraisal systems in Red Square Industries 3. 110 Major type of performance appraisal systems Stone (2010) expresses that performance appraisal systems focus on the individual employee. To judge the performance of staff, the organisations choose several performan ce systems, including grading. 3. 111 Grading Grading system could describe workers’ performance clearly in specific performance levels, comprising with superior, good acceptable, marginal and unsatisfactory (stone 2010). Stone (2010) further argues that the forced ranking distribution is the refinement of the grading system, which places the fixed percentage in each grade. For example, the Red Square Industries adopt the forced distribution as its appraisal system. Particularity, the top 10 per cent are superior performers, the next 25 per cent are good performers, the next 45 per cent are acceptable performers, the next 15 per cent are marginal performers and the bottom 5 per cent are unsatisfactory performers. As a result, the evolution expresses the performers and non-performers. At the same time, it helps managers to overcome the problem that overrating, underrating or rating people as average (stone 2010). Also, it requires managers to take more time to consider about their employees (stone 2010). 3. 120 Performance appraisal objectives 3. 121 Discriminating on the basis of performance The organisations must distinguish the subordinates who perform well or not in the company. Stone(2010) notes that the inadequate performance can not exist in the organisation. He further stresses that the failed performers would be supplied opportunity and assistance to improve their grads, but they will be transferred, demotion or termination if they can not match the requirement. For instance, Red Square Industries give employees rated 5 roughly 3 to 6 months to improve their performance by training before they get sack. Grote (2000, cited in Stone 2010) notifies that the organisation like’ Microsoft annually weeds out about 5 per cent of its employees through its performance appraisal system’. The up or out program brings great benefits to the organisation. it not only motivates those well- done performers by discriminating the good performers and non-performers, but also it saves much potential costs if they continue keeping the poor employees , such as dissatisfy the customers, damage public images, lost sales (stone2010). In a word, the Red Square Industries discriminate staff, which is one of performance appraisal objectives. 3. 122 Rewarding performance Most organisations would reward the employees who have contributions. Stone (2010) indicates that based on the objective measure of performance like forced distribution system or performance based discrimination, the organisations make decisions that who is being rewarded. In Red Squared Industries, the salary increases and bonus payments are performance related. Those rated 1,2 and 3 would receive relevant salary increase. Those rated 1 or 2 would get bonus payments. The employees rated 4 and 5 are given legally required increases. As Murray (2005, cited in Stone 2010) says that ‘if you deliver, you will get paid but if you do not deliver, you will suffer the impact of that’. As a result, the reward performance related system motivates the staff to contribute and approach good performance. In addition, the different level of contribution, the rewards that staff receives are correspondingly different. The bonus payments are only rewarded to those rated 1 or 2. Those rated 4 and 5 only get legally required salary increases. Stone (2010) points out that the excellent performers with higher rewards and the lesser performers with least rewards could ‘encourage a performance-oriented behaviour and a performance-oriented culture’. Therefore, the change in reward affects the change in the motivation and performance of employees (Khan, Farooq and Ullah 2010). Employees may lose their passions and give up forwarding if everyone gets the same awards no matter how good the performance is. In other words, the top performers would be motivated to keep remaining their excellent contributions while the bad performers would be encouraged to do better due to the incentive of the high performance related awards. 3. 130 The performance appraisal record The record is the document that records the ’performance rating and comments for employees’ (stone 2010). As we know, the Red Square Industries do make the performance appraisal record to note down the distinction of subordinates’ performance. The record could largely help the organisation identify those who play important role in achieving the objective of the organisation. 3. 20 The disadvantage of the performance appraisal system in Red Square Industries 3. 21 Lacking top management support The factor that lack of top management support is the barrier to the effectiveness of performance appraisal schemes (stone 2010). Stone (2010) supports his opinion that ‘the best CEOs never hesitate to fire when they must’. However, the managers of Red Square Industries are reluctant to fire trouble some non-performing employees who belong to a union. As well as, they refuse to rank anyone as a 4 or 5. They fail to follow the grading system and discriminate on the basis of performance. Otherwise, the managers send the wrong signal to employees that they do not need to worry if they do not perform well (stone 2010). What is worse, it could reduce the feeling of satisfaction and organisation commitment by the certain types of performance (Stathakopoulos 1997). 3. 22 Leniency bias Leniency bias occurs when manager rates their employees either consistently high or low’ (stone2010). For example, some managers argue that their department is different. They say that most of their employees are stars or starlets and refuse to rank anyone as a 4 or 5. Leniency bias is one of the aspects that cause rating errors. It makes the appraisal system become inaccurate and nonsense (stone2010). Farh and Dobbins (19 89) further support Stone’s perspective, they say the leniency inhabits the delineation of the rating quality. 3. 23 Poor communication Negative communication and participation inhabit development scheme, hence prevent the appraisal process (Lansbury 1998, cited in Stone 2010). In Red Square Industries, when a ‘star’ is perceived by co-workers as really belonging to another ranking group, they are reluctant to communicate and cooperate. What is worse, the rating system fosters envy and negative competition. The typical attitude is that if they are hothots, let them solve the problem. As a result, it stops employee development that is the aim of performance appraisal. 3. 24 Violation of EEO requirement EEO requires ‘performance appraisal must be job-related and non-discrimination’ (stone 2010). However, employees in Rea Square Industries rated 5 who belong to a union are treated more leniently in terms of termination and pay increases than the employees who are not union members. Additionally, those with a 1 rating are referred to as ‘star’. Those with a 4 or 5 rating are called ’dog’. Employees rated 3 are called ‘workhorses’. What is worse, bonus payments are only given to those rated 1 or 2 and those rated 4 or 5 are only given legally required increases. Many managers claim that the forced distribution of employees creates too much ill feeling due to the unfair treatment. Jawahar (2007) says that ‘an unfavourable reaction may doom the most carefully constructed appraisal system’. What is more, EEO in performance appraisal is the minimum requirement (‘EEO is everyones responsibility’ 1981). 3. 25 Static performance appraisal The appraisal program is not successful among the managers and workers in the Red Square Industries. Mohrman (1995, cited in Stone 2010, p. 295) says that ’they are concerned with the past performance rather than with improving future performance’. People look back where they have been and do not attempt to explore how to grow and develop. For instance, those rated 3 become unmotivated, because they regard their rating as meaning they are only average. The static performance can not match the aim of the performance appraisal of the employee continual development. 3. 30 Implementable solution 3. 31 Management commitment To succeed the performance appraisal system, it requires the management commitment (Regel 1987, cited in Stone 2010). Regel (1987, cited in Stone 2010,p. 04) further states that ‘all members of the management team need to understand appraisal’s purpose and should agree that it is critical for management to participate in and support the system’. Therefore, if the management commit to the appraisal system, it will work. 3. 32 Prevention of leniency bias Due to leniency bias, the rating error generates. Therefore, the managers should prevent it to create the fair and accurate appraisal system. T he managers of Red Square Industries should correctly distinguish the performance. As a result, the appraisal system would not be nonsense and it ould facilitate employees to grow and develop. 3. 33 Considering the validity and accuracy of the performance system Sometimes the rating will not reflect the actual judgement, so it requires the manager to recognise this (stone2010). Stone (2010) further illustrates that ensure performance related are being assessed to achieve validity and make sure generating the consistency results to reach reliability. 3. 34 Dynamic performance appraisal Stone (2010) explains this system is not just judgement about performance, but the motivation to employees toward new goals. The Red Square Industries workers should learn to improve themselves relying on the rating system. Compared to the static program, the dynamic program is ‘more likely to be effective, credible and sustainable’ (Anderson 1992, cited in Stone 2010, p. 315). 3. 35 Enhancing communication Positive communication develops the employees themselves and facilitates job satisfaction (Stone 2010). The workers in the industries should cooperate and well communicate to each other, no matter others’ rating. Help each other and improve together to accomplish the organisational goal. 3. 6 Legal treatment in performance appraisal system Get rid of the call like ‘dogs’ or ‘workhorses’ which refer to those rated a 5 and 4 respectively, which will eliminate the ill feeling of employees. Furthermore, the fairness of the appraisal system would encourage people to participate to the organisation. Legal treatment is the desire of employee. Also, it is the proces s of EEO. 3. 37 Employee feedback Performance appraisal provides employees with feedback regarding their performance to reduce errors and waste, increase quality and enhance employee motivation, commitment (Nickols 2007). There are pros and cons of performance appraisal system in Red Square Industries. Employee feedback could help to minimize the disadvantages of the appraisal system. 4. 0 Conclusion In a word, the current performance appraisal system presents advantages in the Red Square Industries. Firstly, the grading system describes the specific performance level, which helps managers to overcome the overrating, underrating, rating people as average and requires managers to take more time to consider about their employees. Secondly, discriminating performance leads to motivate those well- done performers and save potential costs. Thirdly, reward performance results in motivating contribution and good performance. Finally, performance appraisal record helps to identify those who play important role in achieving the objective of the organisation. There are also some disadvantages of the current performance appraisal system. Firstly, it lacks top management commitment, which leads to send wrong signals and reduce the feeling of satisfaction to employees. Secondly, the leniency bias causes rating errors and inhabits the delineation of the rating quality. Thirdly, poor communication stops employee development. Fourthly, the Red Square Industries violate EEO which is everyone’s responsibility. Last but not least, the static performance appraisal can not match the aim of the performance appraisal of employee continual development. Finally, the solution comprises with top management commitment, prevention of the leniency bias, dynamic performance appraisal, considering the validity and accuracy of the performance system, enhancing communication, legal treatment in performance appraisal system and employee feedback. Reference list ‘EEO is everyones responsibility’ 1981, Management Review, Vol. 70 Issue 3, (online ebscohost). Farh, JL Dobbins, GH 1989, ‘Effects of self-esteem on leniency bias in self-reports of performance: A structural equation model analysis’, Personnel Psychology, Vol. 42 Issue 4, p835-850,(online ebscohost). Jawahar, I 2007 ‘The Influence of Perceptions of Fairness on Performance Appraisal Reactions’, Journal of Labor Research, Vol. 28 Issue 4, p735-754,(online ebscohost). Khan, KU, Farooq, SU Ullah, MI 2010, ’The Relationship between Rewards and Employee Motivation in Commercial Banks of Pakistan’, Research Journal of International Studies, Issue 14, p37-54, (online Ebscohost). Nickols, F 2007, ‘performance appraisal’, Journal for Quality Participation, Vol. 30 Issue 1, p13-16, (online ebscohost). Stathakopoulos, V 1997, ‘Effects of Performance Appraisal Systems on Marketing Managers’, Journal of Marketing Management, Vol. 13 Issue 8, p835-852, (online ebscohost). Stone, RJ 2010, Managing Human Resources, 3rd edn, John Wiley Sons, Milton.

Communication Studies Introduction Free Essays

Introduction Theme: The Generation Gap Research Question: How has the generation gap affected the current generation and caused a negative change in society’s values? According to http://www. investopedia. com, the generation gap refers to the differences found between members of different generations. We will write a custom essay sample on Communication Studies Introduction or any similar topic only for you Order Now More specifically, it is used to describe the differences in actions, beliefs and tastes between the younger generations in comparison to the older generations. Within Trinidad and Tobago, factors of the generation gap are quite evident in society. Several norms, mores and values established by the previous generations have been undermined and obviated by the current generation, the generation gap is also prevalent in today’s music, fashion and the way we speak. As such, it has been observed that the delicate structure and order of society which has enforced proper ethics and morals amongst its citizens has begun to deteriorate, given way to a more chaotic and immoral generation. It is a fact of life that the generation gap â€Å"is something that has existed and will continue to exist as long as man resides on this earth. It is not restricted to certain parts of the world, to certain times of human history or to certain cultures. That is why this â€Å"clash† is a fact of a life accepted by all generations, all over the world and through all time. This topic will help me investigate the reasons why the differences of generation gap have widened greatly in the 20th and 21st centuries and how it has contributed to the negative change in society. I am going to use an argumentative essay in my reflective piece as I think it best suits the theme of my project. In the essay, I’ll look at the points which support my topic while still touching on the benefits of the generation gap. These points will then be explained in greater detail in my oral exposition so that persons would have a better understanding of the chosen topic. The theme synchronizes with my interests in pursuing my sociological career path and information acquired from this project would also help with improving my student- teacher relationship and my relationship with my parents and come to better compromises as I will now better understand the older generation’s differences and point of views on current trends. How to cite Communication Studies Introduction, Papers

Research Proposal on HIV in Botswana

Question: Discuss about theResearch Proposal on HIV in Botswana. Answer: Introduction A human immune-deficiency virus is a form of a retrovirus. Retroviral is a type of RNA virus that attacks the DNA, treating it as an intermediary for its replication. The process is always referred to as retro. When one contracts an HIV, without treatment, it will develop into AIDS. The virus load rapidly develops itself in the DNA during the first 1-12 weeks on obtaining the virus. Afterward, they undergo a latency period of 6-10 years. The virus load will then rise during the stage that a person is said to have AIDS. Botswana as one of the countries in the sub-Saharan Africa is rated as the third with most prevalence in HIV infection. The state has made adequate efforts to try and reduce HIV infection rate. This paper will review an overview of the PMTCT on the current state of HIV in Botswana. Also, it will highlight some reasons to why there is a higher percentage of MTCT in the country. This paper will give way to integrating faith-based strategies in the administration of the P MTCT and Option B+ strategies in the fight against HIV Prevalence According to a report by the World Health Organization on statistics concerning regional HIV among women, ii was evident that Sub-Saharan women constitute 60% of all women across the world that are living with HIV. Specifically, in Botswana, it is noted that the prevalence rate has reduced since the year 2003 due to a different program that was put in place by the government and other institution. Furthermore, other reports suggest that the national prevalence of HIV infection through MTCT is the most common means of HIV transmission in countries such as Tanzania, Nigeria and Ghana (Boateng, Kwapong, Agyei-Baffour, 2013; Gourlay, et al., 2016; Iwelunmor, Ezeanolue, Collins, Michael, Chinenye, Gbenga, 2014). Botswana has recently been affected by the new strategies put in place to eradicate the epidemic nature of HIV/AIDS. Efforts by the Government to Fight HIV In the year 1999, the government of Botswana introduced the initiative to prevent the spread of HIV known as the Prevention of Mother-to-Child Transmission (PMTCT). Later on, Gates Foundation in collaboration with Harvard AIDS scheme and other pharmaceuticals firms such as Merck kicked off a treatment program in August 2010. In this program, the use of anti-retroviral drugs was administered to those with the late stage phase of the disease. Furthermore, the government launched their first-ever national strategic plan to fight HIV/AIDS epidemic in the year 2004 through conducting routine checking for each citizen. In the year 2011, the Ministry of Education in collaboration with the Stanford University launched the Teach AIDS software that was designed to educate locals on the significant steps to undertake to minimize HIV infection. As seen above, these are the efforts that the country has actively taken to fight off HIV infection. Additionally, the collaboration of PMTCT and the Opt ion B+ strategies have yielded a commendable outcome regarding prevalence rates of HIV in the country. Literature Review First, with other African countries having implemented the uptake of the PMTCT service, it is evident that program has significantly impacted on reducing the epidemic nature of HIV. According to a cohort study in Tanzania, it was noted that the implementation of the PMTCT service in collaboration with the Option B+ have shown a greater improvement in initiating mothers and children who are HIV positive to follow the Anti-Retroviral Treatment fully even though the women within Tanzania have low-income levels (Gourlay, et al., 2016). Additionally, in a study conducted in Nigeria, it was found that some socio-cultural factors influenced the implementation of the PMTCT such as employment levels as well as the role of culture in the implementation of the PMTCT program. Another study in Ghana, suggests that the knowledge level of HIV-positive women on ART therapy and PMTCT primarily affected their adherence ART treatment. In Botswana, The PMCTCT was collaborated with the use of the Option B+ on the account to reduce the epidemic levels of HIV(Coutsoudis, Goga, Desmond, Barron, Black, Coovadia, 2013). The current situation in Botswana indicates that a child survival depends on the maternal health; therefore, the conditions of the mother will affect the survival of the infant. Maternal health conditions have a relationship in the transmission of the HIV from the mother to the infant because of the greater virulence of infecting strain. Additionally, poor transfer of passive immunity through breast feeding has increased the maternal-infant burden of HIV. There are different factors that have impacted the implementation Option B+ and the PMTCT programs. A study by Ndubuka, Ndubuka, Li, Marshall, and Ehiri (2013) suggests that HIV-infected women in Botswana need to be more knowledgeable and informed about infant breastfeeding attitudes and practices so that children can be protected from MTCT. Socio-economic factors have primarily affected by these two projects in the country. Researchers have suggested that the PMTCT program in collaboration with the Option B+, have created more positive outcomes in the fight against the HIV epidemic in Botswana since time immemorial. Evidently, the test uptake for PMTCT rose from 49%b in 2002 to 98% in 2014, the program uptake increased from 27% in 2002 to 95% in December 2014 as well an integration of the PMTCT into the SRH services and introduction of counselors to the program to help subjects understand the importance of such a program. Option B+ or the lifelong ART refers to as the use of drug therapy for prevention of mother-to-child transmission (PMTCT) in all HIV+ pregnant and breastfeeding women despite the consequences of the CD4 decrease in cell count for the rest of their life(Haire Jordens, 2015). Research suggests that using ART has been more effective in reducing transmission rates and its cost-efficient nature puts it as a simple program to implement within the country. Use of Option B+ has also met some challenges in Botswana because of the presence of a weak community-based therapy support, a reluctance of females to start ART, infant feeding issues, shortage of human capacity, and so on. Option B+ has impacted positively in other countries such as Malawi, in that it has reduced HIV transmission throughout the country(Kim, et al., 2015). Recommendations In merging the two programs, the implementers such as the government and other involved agencies are faced with some difficulties as they have to consider many factors such as the social structure, cultural structure, and economic factors. Further, most of the researchers have not evaluated the impact of faith on these two programs. If given an opportunity, my research will majorly focus on how faith-based beliefs affect the implementation of the option B+ and the PMTCT program. Furthermore, a focus on educating the public through translators and faith leaders is a key factor in boosting the outcome of the two programs and overcome barrier to full implementation such as political ties and male involvement and participation. Conclusion Botswana was once rated as the third country with the highest HIV prevalence rate around the world. But the government has been able to fight off the prevalence rates to minimal figures through the implementation of the PMTCT combined with the use of Option B+. The program can be said to be successful although the Vision 2016 has not yet been achieved. As the concerned parties strive to implement the program, challenges are present, either, socio-cultural or economic. In future, research must be undertaken to way out the influence of faith-based beliefs on prevention of HIV in the country. References Boateng, D., Kwapong, G. D., Agyei-Baffour, P. (2013). Knowledge, perception about antiretroviral therapy (ART) and prevention of mother-to-child-transmission (PMTCT) and adherence to ART among HIV positive women in the Ashanti Region, Ghana: a cross-sectional study. BMC women's health , 13 (2), 1. Chi, B. H., Stringer, J. S., Moodley, D. (2013). Antiretroviral drug regimens to prevent mother-to-child transmission of HIV: a review of scientific, program, and policy advances for sub-Saharan Africa. Current HIV/AIDS Reports , 10 (2), 124-133. Coutsoudis, A., Goga, A., Desmond, C., Barron, P., Black, V., Coovadia, H. (2013). Is Option B+ the best choice. Southern African Journal of HIV Medicine , 14 (1), 1-52. Gourlay, A., Wringe, A., Todd, J., Cawley, C., Michael, D., Machemba, R., et al. (2016). Uptake of services for prevention of mother-to-child transmission of HIV in a community cohort in rural Tanzania from 2005 to 2012. BMC health services research , 16 (4), 1. Haire, B., Jordens, C. (2015). Mind the gap: An empirical study of post?trial access in HIV biomedical prevention trials. Developing world bioethics , 15 (2), 85-97. Iwelunmor, J., Ezeanolue, E. E., Collins, O. A., Michael, C. O., Chinenye, O. E., Gbenga, G. O. (2014). Socio-cultural factors influencing the prevention of mother-to-child transmission of HIV in Nigeria:a synthesis of the literature. BMC Public Health 2014 , 14(771), 1. Kim, M. H., Ahmed, S., Hosseinipour, M. C., Yu, X., Nguyen, C., Chimbwandira, F., et al. (2015). Brief Report: Impact of Option B+ on the Infant PMTCT Cascade in Lilongwe, Malawi. Journal of acquired immune deficiency syndromes (1999), , 70 (1). Ndubuka, J., Ndubuka, N., Li, Y., Marshall, C. M., Ehiri, J. (2013). Knowledge, attitudes and practices regarding infant feeding among HIV-infected pregnant women in Gaborone, Botswana: a cross-sectional survey. BMJ open , 3 (11), 1. Rowley, C. F., MacLeod, I. J., Maruapula, D., Lekoko, B., Gaseitsiwe, S., Mine, M., et al. (2016). Sharp increase in rates of HIV transmitted drug resistance at antenatal clinics in Botswana demonstrates the need for routine surveillance. Journal of Antimicrobial Chemotherapy , 71 (5), 1361-1366. Zash, R., Souda, S., Chen, J. Y., Binda, K., Dryden-Peterson, S., Lockman, S., et al. (2016). Reassuring birth outcomes with tenofovir/emtricitabine/efavirenz used for prevention of mother-to-child transmission of HIV in Botswana. JAIDS Journal of Acquired ImmuneDeficiency Syndromes , 71 (4), 428-436.