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.

Impact of Corporate Scandals on Individuals, Entities Society The Case of Adelphia

In recent years, numerous organizations have captured public attention for their involvement in spectacular cases of corporate fraud, leading to a multiplicity of negative consequences at every level of society (Mishina et al., 2010). The present paper aims to use the 2002 corporate scandal involving executives of Adelphia Communications Corporation to demonstrate the negative impacts of corporate fraud on individuals, corporations, businesses and the society at large.Advertising We will write a custom research paper sample on Impact of Corporate Scandals on Individuals, Entities Society: The Case of Adelphia specifically for you for only $16.05 $11/page Learn More In 2002, family business owners John Rigas (co-founder and CEO), Michael Rigas (executive vice president for operations) and Timothy Rigas (chief financial officer) were accused of defrauding Adelphia in excess of $ 2.5 billion by engaging in a variety of conspiracies involving securities fra ud, wire fraud and bank fraud. In summary, the Rigas were accused of violating the RICO Act, breach of fiduciary duties, waste of corporate assets, abuse of financial control mechanisms, breach of contract, unjust self enrichment, and fraudulent conversion of corporate assets into private ownership (Diana, 2005). Researchers are in agreement that such illegal activities progressed by the very executives entrusted to safeguard the interests of the firm often result in adverse consequences for the individuals involved, the entity, as well as the society (Mishina et al., 2010). At the individual level, the culprits not only lose their jobs and earnings but also their professional reputation and social standing. In the case scenario, the Rigas were arrested and successfully prosecuted for defrauding the cable company, hence exposed to public shame and ridicule for their involvement. By extension, their ‘successful’ corporate careers were put to an abrupt end. Additionally, these individuals were exposed to immense physical and psychological anguish as they languish in prison. Corporate frauds are also known to negatively impact on the general population in various ways. For instance, there have been instances where taxpayers have been forced to bear the brunt of corporate scandals through taxation (Johnson et al., 2005), and also through increased costs of products and services (Pathak Wells, 2008). Although the U.S. federal government did not use taxpayers’ money to bail out the cable company as has happened with other companies involved in corporate frauds, it is highly possible that the general public suffered as they put up with inflated costs of services provided by Adelphi.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is also important to note that the shareholders of the company must have been exposed to enormous physical, psycho logical, financial suffering and loss as they came to terms with the fall in share price and risk of losing their investments entirely due to the damaged firm reputation (Pathak Wells, 2008) The adverse impacts of corporate fraud are more severe at the entity level, particularly in terms of damaged firm performance, loss of image and reputation, loss of access to important resources, loss of net income leading to a reduction in shareholders’ equity, lowered credit rating, as well as eminent collapse and/or bankruptcy (Mishina et al., 2010). Although Adelphia did not collapse, the exists overbearing evidence to suggest that other big companies such as WorldCom and Enron were brought down to their knees and indeed collapsed under the heavy weight of corporate scandals (Johnson et al., 2005).  Lastly, the society at large is negatively affected by corporate scandals. For instance, while banks and other lending institutions are put in jeopardy as they are unlikely to retrieve the funds that were given to the firm in case it goes under, community members suffer the anguish of increased taxes to cover for fraudulent activities. Employees working for companies engaged in fraudulent activities are more likely to lose their employment and income, triggering a scenario whereby a sizeable number of community members have considerably reduced disposable income which bears a direct effect on the rest of the firms operating within the community as people will not be as inclined to eat out, purchase new vehicles or real estate, or spend money on anything else but the essentials (Pathak Wells, 2008). References Diana, T. (2005). Corporate executives and auditors try on SOX. Business Credit, 107(5), 24-30. Johnson, S.A., Ryan, H.E., Tian, Y.S. (2005). Executive compensation and corporate fraud. Web.Advertising We will write a custom research paper sample on Impact of Corporate Scandals on Individuals, Entities Society: The Case of Adelphia specifically for yo u for only $16.05 $11/page Learn More Mishina, Y., Dykes, B.J., Block, E.S., Pollock, T.G. (2010). Why â€Å"good† forms do bad things: The effects of high aspirations, high expectations, and prominence on the incidence of corporate illegality. Academy of Management Journal, 53(4), 701-722. Pathak, J., Wells, A. (2008). Financial Fraud: Causes, consequences and the accounting profession’s role – A Canadian perspective. ICFAI Journal of Audit Practice, 5(1), 24-35. This research paper on Impact of Corporate Scandals on Individuals, Entities Society: The Case of Adelphia was written and submitted by user Junior Hoover to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Chaining Forward and Chaining Backwards

Chaining Forward and Chaining Backwards When teaching life skills such as dressing, grooming or perhaps even cooking, a special educator often has to break down the task to be taught in small discrete steps. The first step for teaching a life skill is to complete a task analysis. Once the task analysis is complete, the teacher needs to decide how it is to be taught: chaining forward, or chaining backward? Chaining Whenever we do a complete, multistep task, we complete the component parts in a specific order (though there can be some flexibility.) We start at some point and complete each step, one step at a time. Since these tasks are sequential we refer to teaching them step-by-step as chaining. Chaining Forward When chaining forward, the instructional program starts with the beginning of the task sequence. After each step is mastered, instruction begins at the next step. Depending on how severely a students abilities are compromised by their disability will depend on what level of support the student will need for each step of instruction. If a child is unable to learn the step by having it modeled and then imitating it, it may be necessary to provide hand over hand prompting, fading instructional prompting to verbal and then gestural prompts. As each step is mastered, the student completes the step after begin given a verbal command (prompt?) and then begins instruction in the next step. Each time the student has completed the part of the tasks they have he or she has mastered, the instructor will complete the other steps, either modeling or hand over handing the tasks in the order you will be teaching the student. An Example of Chaining Forward Angela is pretty severely cognitively disabled. She is learning life skills with therapeutic support staff (TSS) aid provided by the county mental health organization. Rene (her aide) is working on teaching her independent grooming skills. She can wash her hands independently, with the simple command, Angela, its time to wash your hand. Wash your hands. She has just begun to learn how to brush her teeth. She will follow this forward chain: Angela gets the pink toothbrush from her cup and the toothpaste from the top vanity drawer.When she has mastered this step, she will unscrew the cap, she will wet the bristles and put the paste on the bristles.When she has mastered opening the toothpaste and squirting it on the brush, the child needs to open his, her mouth wide and begin to brush the top teeth. I would divide this into several steps and teach it over a couple of weeks: Up and down on the bottom and top on the side opposite the dominant hand, up and down on the same side, up and down in front and back of the front teeth. Once the whole sequence is mastered, the student can move on to:Rinsing the toothpaste out, front and back. This step will have to be modeled: there is no way to hand over hand this skill.Replace the toothpaste cap, put the cap, brush and rinsing cup away. An Example of Backward Chaining Jonathon, aged 15, lives at a residential facility. One of the goals in his residential IEP is to do his own laundry. In his facility, there is a two to one ratio of staff to students, so Rahul is the evening staff member for Jonathon and Andrew. Andrew is also 15, and also has a laundry goal, so Rahul has Andrew watch as Jonathon does his laundry on Wednesday, and Andrew does his laundry on Friday. Chaining Laundry Backwards Rahul completes each of the steps Jonathon will need to complete the laundry, modeling and reciting each step. i.e. First we separate the colors and the whites.Next we will put the dirty whites in the washing machine.Now we measure the soap (Rahul might choose to have Jonathon open the soap container if twisting off lids is one of Jonathons already acquired skills.)Now we choose the water temperature. Hot for whites, cold for colors.Now we turn the dial to regular wash.Now we close the lid and pull out the dial.Rahul gives Jonathon a couple of choices for waiting: Looking at books? Playing a game on the iPad? He may also stop Jonathon from his game and check out where the machine is in the process.Oh, the machine is done spinning. Lets put the wet clothing in the dryer.Lets set the drying for 60 minutes.(When the buzzer goes off.) Is the laundry dry? Lets feel it? Yes, lets take it out and fold it. At this point, Jonathon would assist in taking the dry laundry out of the dryer. With assistance, he would fold the clothing, matching socks and stacking white underwear and t-shirts in the correct pile s. In backward chaining, Jonathon would observe Rahul do the laundry and would begin by assisting with removing the laundry and folding it. When he has reached an acceptable level of independence (I wouldnt demand perfection) you would back up, and have Jonathon set the dryer and push the start button. After that is mastered, he would back up to removing the wet clothing from the washer and putting it in the dryer. The purpose of backward chaining is the same as that of forward chaining: to help the student gain independence and mastery in a skill that he or she can use for the rest of their life. Whether you, as the practitioner, choose forward or backward chaining will depend on the childs strengths and your perception of where the student will be most successful. His or her success is the real measure of the most effective way to chain, either forward, or backward.

Creativity and Innovation Essay Example | Topics and Well Written Essays - 3000 words

Creativity and Innovation - Essay Example In my case, it is the latter that made me realise my creative potential, and helped me to plan my career as an Interior Designer Event Manager in future. Over the years, a number of theorists through case studies, research methods and experiments, have attempted to understand the innovation and creativity amongst individuals, in a better way. All these efforts have significantly contributed in broadening the comprehension of the subject, in spite of the disagreement in between the theorists along with their hypotheses that still remain to be substantiated fully. But, it has been unanimously agreed that there are no definite rules concerned with the sources of creativity. According to Teresa Amabile, the Head of the Entrepreneurial Management Unit at Harvard Business School and also a doctorate in Psychology has stated that creativity is actually a confluence of Creative Thinking, Knowledge and Motivation. Creative Thinking relates to the problem approaching mechanism of the people, which is dependent on the working and the thinking style of the individuals. Knowledge refers to the relevant understanding that an individual brings in o rder to bear a creative effort. Teresa Amabile stresses on the fact that motivation is an accepted key to creative production, and most of the important motivators are passionate and are interested in the work. Knowledge has been described as the relevant information that an individual brings in order to bear a particular problem. According to Howard Gardner, there are two types of knowledge that are required for creativity, namely, long term focus and in depth experience. Creativity rests on the particular ability to combine previous disparate elements in new ways that implies the need for much broader focus along with varies interests. Key aspects of Creative Thinking, as suggested by Amabile, comprise of the following: Combining knowledge from the previously disparate fields Comfort in disagreeing with the others and trying to find out solutions that depart from status quo The specific ability to step away from a particular effort and return later with some fresh perspective The ability to persevere in dry spells and difficult problems Motivation, on the other hand, comprises of intrinsic interest, childlike curiosity and perseverance that border obsession, collectively set the individuals, who in turn, change the culture apart from rest of mankind. It has been noticed that much of the work of Amabile focuses on the role of intrinsic motivation and finding out the ways in which the intrinsic motivation can be improved both in the workplace as well as in the classroom. (Karlyn Adams, September 2005, A) The revised view of Amabile acknowledges the fact that probably two types of extrinsic motivation exist namely, non-synergistic motivation and synergistic motivation. Non-synergistic motivation refers to the controlled motivations and synergistic motivations refer to the enabling and informational motivations; synergistic extrinsic motivators actually enhance and support intrinsic motivation, while non-synergistic motivators hinder the inherent or the intrinsic motivation. In relation to this, Amabile stresses that in educational contexts, the reward for schoolwork should always be viewed in the light of their impact on the creativity. This intrinsic motivational theory is well reflected in the lives of great creators, like that of Picasso, Einstein and Gandhi. All these great personalities

Sense and Sensibility Essay Example | Topics and Well Written Essays - 500 words

Sense and Sensibility - Essay Example Taking up the theme of hypocrisy we can see how women in that century were generally side-lined even by their own flesh and blood as demonstrated by Henry Dashwood when he turns over his entire estate to his son knowing fully well that his wife and daughters would be left destitute and commiserating with them on their fate. John Dashwood, too turns out to be a bigger hypocrite for after having shamefully neglected his sisters, he comes to seek Elinor’s sympathy and says, â€Å"†¦..for otherwise we both wished very much to have invited you and Marianne to be with us, while your kind friend there was attending her daughter. And now to be so rewarded! I wish, with all my heart, says poor Fanny, in her affectionate way, that we had asked your sisters instead of them." (Austen, 228) And has the gall to wait to be thanked, which the cordial Elinor does. Lucy acts disgracefully and lays open her hypocritical nature when she claims that she had asked Edward to end their engageme nt as it would not be a very happy one (after Edward had been disinherited) and that Edward had refused when in fact, it was Lucy who had refused to end the engagement earlier. Both John and Lucy are epitomes of hypocrisy because they profess to be concerned about others’ welfare or are effusive in their praise for someone while all the time they are plotting how to take advantage of them. Lucy is a person who cannot restrain herself from her selfishnessâ€Å"†¦.. and secretly resolved to avail herself, at Delaford, as for as she possibly could, of his servants, his carriage, his cows, and his poultry." (Austen, 253) even towards someone who had been of such help to her. The characters in Austen’s novel are generally very aware of the importance of money and though people like Elinor take it in the right spirit (not underestimating or

History Of Entrepreneurship In Mauritius Business Essay

History Of Entrepreneurship In Mauritius Business Essay Several measures and policies have been implemented since independence regarding SMEs, the priority of the government of maximizing social welfare has been considered through the creation and promotion of entrepreneurial businesses. The origins of SMEs in Mauritius begins in the 1960s when Mauritius was experiencing a timid industrialization change-over with the main objective of supplying the local market with imported goods and helping the country to gain a certain autonomy. At that time, the government was encouraging the production of different types of commodities such as manufacturing of blades, electrical bulbs, batteries, soap, welding and steel work for construction, refining edible oils, plastic industry, food canning, industrial poultry breeding, yogurt manufacturing, biscuits, shoes and so on for the domestic market. The Ministry of Commerce and Industry established the Small Scale Industry Unit (SSIU) in 1976 which in 1983 became the Small Industry Development Organizati on (SIDO), the primary aim of such company was to provide general advice and guidance to small businesses and in 1988, the Small Scale Industry (SSI) experienced a true change-over through the presentation of the Small Scale Industries Act. This act promoted the development of the SSI by adopting a legal definition of SSI, voluntary registration of SSI, duty exemption on production equipment and the setting up of an advisory board. The Industrial Expansion Act 1993 consisted of the SMIDO Act which was considered as the next landmark in promoting entrepreneurship in Mauritius, the idea was to establish a framework for consolidating, expanding and enhancing the competitiveness and developing a SME sector. The government implemented a Ministry of SMEs in December 2003 and two years after the Small Enterprises and Handicraft Development Authority (SEHDA) was created following the union of the SMIDO and the National Handicraft Promotion Agency (NHPA). The SEHDA main objective was to prom ote a more effective and efficient use of available resources allocated to the entrepreneurial sector in Mauritius. The SEHDA Act 2010 was replaced by the Small and Medium Enterprises Development (SMEDA) Act and this was the latest development with regards to the SME policy framework in Mauritius. The SMEDA nowadays works under the aegis of the Ministry of Business, Enterprise and Cooperatives and represent one of the most well-known organizations promoting entrepreneurship in the Mauritian economy. Definition of entrepreneur and entrepreneurship Who is an entrepreneur? The term entrepreneur has been defined in various forms over the past years based on professional experience of individuals or based on observations and researches made to understand what an entrepreneur is. According to the Irish-French economist Richard Cantillon (1725), an entrepreneur is someone who accepts to pay a certain price for a commodity (for instance materials) and to resell it at another price thus deciding about the practical use of resources while consequently admitting the risk of enterprise. The French economist Jean-Baptiste Say (1803) stated that a business person is an economic agent who regroups all factors of production- land, labor, and capital and produces a product as such shifting economic resources out of an area of lower productivity to a higher one. The American management consultant Peter Drucker (1964) stated that an entrepreneur is one who looks for and respond to change, thus enjoying opportunities by converting a source into resource. Another defini tion implied that an entrepreneur is an individual starting a new business in a new market where no one before has started business, this was stated by W.B. Gartner in 1985. Thus it can be seen that the definition of an entrepreneur varies according to time and according to observations and perceptions of people who considers it as mainly individual making money by accepting to take risks to achieve his/her goal. But in order to understand clearly the concept, a simpler but direct definition should be considered and as such, an entrepreneur is an individual who decides to take the risks of managing a business and especially manipulating factors of production such as land, labor and capital for the sake of making profit. The main characteristics that an entrepreneur should possess are enthusiasm, intelligence, creativity, determination, courage to take risks, communication skills, human relation abilities, business secrecy, administrative ability, ability to manage pressure, leading skills, technical knowledge, problem-solving skills and so on. Entrepreneurs are classified based mainly on Functional characteristics being innovative, imitative, skeptical, cautious, or resistant to change. Development angle- being eager for expansion, survival, efficient, or concentrated only on local trading. Types of entrepreneurial business- manufacturing, wholesaling, retailing, or service business. Nine personality types of entrepreneurs- being an improver, advisor, highly qualified, highly creative, visionary, analyst, optimistic, leader, determined. Types of motivation- motivated by profit, rewards, and self-fulfillment. Types of area- urban or rural entrepreneurs Types of gender- male or women entrepreneurs. What is entrepreneurship? The term entrepreneurship has also been defined by some researchers, economist and consultants where different meanings have been developed in order to clarify what it is really. According to the economist Joseph Schumpeter in the 1930s, entrepreneurship employs the concept of gale of creative destruction where past innovations on the market are replaced by new ideas thus implementing new concepts for boosting economic growth. The two American economists Peter Drucker (1970) and Frank H Knight (1921) stated that entrepreneurship deals with taking risks for the sake of making money , the acts of free enterprise is often subjected to no guarantee that the individual will be able to challenges the market uncertainties. Entrepreneurship is considered to be a major driver of economic growth for a country according to the American economist David B. Audretsch, in Mauritius for instance, SMEs re greatly participating in the development of the country, especially in reducing poverty and unem ployment. But for now, let us define what entrepreneurship is really. It is the process of increasing business interests by adopting creativity and innovation in a way to set up an enterprise. It is the action of an individual involve in minimizing the use of resources and taking risks in order to generate profits. In Mauritius, free enterprise is usually referred to as Small Medium Enterprises (SMEs) where a small enterprise is defined as a business generating an annual turnover of around 10 million rupees and medium enterprise is defined as a business having an annual turnover of not more than 50 million rupees. The SMEDA in collaboration with the Ministry of Business, Enterprise and Cooperatives aims at promoting emergence and competitiveness of SMEs, advising the Ministry regarding how to control the SMEs sector and implementing support programmes. http://www.sbmgroup.mu/images/653_200_sme.gif Incentives for entrepreneurship For the past decades, there have been many incentives and supports given to enterprises for the promotion of the SME sector in Mauritius. The Ministry of Business, Enterprise and Cooperative has been working with different institutions to be able to provide the most services possible to small and medium enterprises, the budget 2012-2013 has considered financial services which include the release of Rs 3bn of loans from the banking sector to SMEs till 2014 at an interest rate of 3% above the repo rate that is 8.5 % and processing costs and related charges will be renounced. Here is a list of the different institutions and support schemes given to entrepreneurs. Small and Medium Industries Development Organization (SMIDO) Export Credit Guarantee Insurance Scheme: Joint effort of SMIDO and SICOM Ltd Protects the exporting SME against failure of buyer to pay all export transactions after shipment Pays 85% of the invoice value to the policyholder in cases of default Export Assistance Scheme Financial support to enable SMEs forward samples of their products abroad to prospective buyers 50% refund on airfreight subject to a maximum of Rs. 2000 twice a year Start-Up Scheme Financial support of up to a maximum of Rs. 100,000 to entrepreneurs to set up their enterprise Prospective recipients have to enter Business Plan Competition Training, Consultancy and Benchmarking Impart new and develop latent Skills, and Knowledge of entrepreneurs in various areas/fields through Training programmes, workshops and seminars Company analysis and guidance Business Counseling and Information Information and guidance to potential and existing entrepreneurs Assist entrepreneurs to prepare or update a comprehensive business plan Monitoring of business and advice Feasibility Study Grant Scheme Grant equivalent to 50% of the costs of a feasibility study for a viable project Max. amount granted Rs. 75,000 Study is to be undertaken by an approved consultant/consultancy firm Mauritius Industrial Development Authority (MIDA) Export Business Support Scheme Financial support for participation in trade missions organized by MIDA funding of up to 75% of cost of stand and 25% refund on the cost of air tickets Financial support for participation in other trade shows funding of up to 60% of cost of stand and 25% refund on the cost of air tickets International Credit Checking Service 50% refund on the cost of each search effected, subject to a max. of 5 company checks per annum SME Exhibition Centre Virtual Exhibition Centre Showcase and Communicate products of SMEs to both local and foreign buyers. Industrial Buildings/ Estates Rental of industrial buildings tailor-made for SMEs Overseas Market Testing Free testing of products in selected markets Assistance, Advice and Information Advice on Development of Promotional Tools Advice on Export Documentation Product Information in selected markets Assistance in Market Research Trade Information Centre Assistance and guidance for marketing trips Loans offered by the Development Bank of Mauritius (DBM Ltd) Scheme Max. Quantum Allocated Max. Loan Amount Interest Rate   (per annum) Term   (years) Start-ups 90% of cost of project Rs 200 000 8% 4 Financing of Production Equipment 70% of cost of equipment Rs 3 m 10 11% 5 Technology Improvement Scheme 60% of cost of project Rs 1 m 9% 6 Working Capital 70% of cost of stock Rs 400 000 to Rs 1 m 10 12% 4 Business Sector 70% of project costs Rs 3 m 12% 5 Construction of Office Commercial Space 70% of project cost Rs 3 m 12% 7 Construction of Industrial Building 60% to 90% of project costs Rs 3 m 11.5% to 12% 10 Printing Publishing 60% of cost of new equipment Rs 3 m 10% 5 Local Newspaper 60% of the cost modernization Rs 2 m 8% 5 General Service 70% of cost of project Rs 3 m 12% 5 Freeport Sector 75% of working capital requirements Rs 1 m 12% 5 ICT Sector 75% of cost of project Rs 1 to 5 m 8% 5 Joint Venture with Overseas Partners Rs 1 m 10% 6 Export Development Fund (for Overseas Market Surveys and Participation in Trade Fairs) 70% of project cost Rs 100 000 3% 3 Selected Investment Schemes Scheme/Certificate Qualifying Activities Key Incentives Export Enterprise http://smido.intnet.mu/images/bullet.gifManufacture of goods principally for exports No customs duty or VAT on raw materials and equipment Corporate tax of 15% No tax on dividends and capital gains 60% remission of customs duties on buses of 15-25 seats 50% exemption on the normal registration fee for the purchase of land and buildings 50% relief on personal income tax for 2 expatriate staff Pioneer Status Enterprise http://smido.intnet.mu/images/bullet.gifActivities involving above average technology and skills   http://smido.intnet.mu/images/bullet.gifActivities likely to enhance industrial and technological development No customs duty on raw materials and equipment as per schedule list Corporate tax of 15% No tax on dividends Strategic Local Enterprise http://smido.intnet.mu/images/bullet.gifManufacture of goods for local market http://smido.intnet.mu/images/bullet.gifActivity likely to further economic, industrial and technological development Corporate tax of 15% No tax on dividends Small and Medium Enterprise http://smido.intnet.mu/images/bullet.gifManufacturing activity subject to an investment in production equipment not exceeding Rs 10m No customs duty on production equipment and raw materials as per schedule list Corporate tax of 15% Freeport Enterprise http://smido.intnet.mu/images/bullet.gifOperations in the Freeport   http://smido.intnet.mu/images/bullet.gifGoods for export only http://smido.intnet.mu/images/bullet.gifStorage, assembly, redistribution and logistics No Corporate tax No tax on dividends No customs duty on raw materials, goods and production equipment Reduced port handling charges for all goods destined for re-export Barriers to entrepreneurship in Mauritius Development of entrepreneurs in Mauritius List of organizations engaged in promoting entrepreneurship Small and Medium Enterprises Development Authority (SMEDA) Mauritius Industrial Development Authority (MIDA) Development Bank of Mauritius ( DBM) Board of Investment (BOI) Mauritius Freeport Authority (MFA) Association Of Mauritian Entrepreneurs ( AME) Human Resource Development Council (HRDC) Conclusion

Prom Nights from Hell Chapter Thirteen

Miranda sat in the car watching the power boat disappear on the horizon, taking Sibby wherever she was going. You have no time to relax, she reminded herself. Deputy Reynolds might be headed for prison, but he can still talk, and you know he lied about how he found you, which means someone at Chatsworth knows something, and then there's the question of who put the bounty on your head and- Her cell phone rang. She reached across the seat to grab her suit jacket and tried to jam her hand into the pocket to get the phone, but the handcuff bracelet kept getting caught. She turned the jacket over and dumped everything onto her lap. She caught it on the last ring. â€Å"Hello.† â€Å"Miranda? It's Will.† Her heart stopped. â€Å"Hi.† Suddenly feeling shy. â€Å"Did you, um, have fun at prom?† â€Å"Parts of it. You?† â€Å"Me too. Parts of it.† â€Å"I looked for you after the bomb threat, but I didn't see you.† â€Å"Yeah, it got kind of hectic.† There was a pause and they both started talking at once. He said, â€Å"You first,† and she said, â€Å"No, you,† and they both cracked up and he started, â€Å"Listen, I don't know if you were planning to come to Sean's place for the after-party. Everyone is here. It's fun and all. But-† â€Å"But?† â€Å"I was wondering if maybe you'd want to get breakfast instead. At the Waffle House? Just the two of us?† Miranda forgot to breathe. She said, â€Å"That would be completely fantastic.† And remembering she wasn't supposed to be too eager, added, â€Å"I mean, that would be okay, I guess.† Will laughed, his warm-butter-melting-on-break-fast-treats laugh, and said, â€Å"I think it would be completely fantastic, too.† She hung up and saw that her hands were shaking. She was having breakfast with a guy. Not just a guy. With Will. A guy who wore space pants. And thought she was hot. And possibly crazy. Which, p.s., accessorizing with handcuffs is not exactly going to help. She tried again to snap the bracelets with her hand but she couldn't. Either these weren't normal cuffs or knocking out ten people in one night-actually eight, since she'd done two of them twice-was the limit of her strength. Which was interesting, her strength having limits. She had a lot to learn about her powers. Later. Right now, she had half an hour to find some other way to get the cuffs off. She started shoving things from her lap back into the pocket of her suit jacket so she could drive, then stopped when she saw an unfamiliar box. It was the one Sibby had given her when they met-could it seriously be only eight hours ago? What had she said, something odd. Miranda remembered it now, Sibby handing her the name sign and the box and saying, â€Å"This must be yours.† But with the emphasis different. â€Å"This must be yours.† Miranda opened the box. Inside, nestled in black velvet, was a handcuff key. Are you ready to own your future? It was worth a try.

Hardy Neutral Tones †Pathetic Fallacy Essay

Throughout Neutral Tones, Hardy effectively communicates his feelings about love using the natural world and its (neutral) colours and characteristics. His use of rich imagery of the natural world produces a melancholic note about love, which resounds through the whole poem portraying the end of an affair between Hardy and his former lover. The backdrop of the poem is set in the first stanza as a ‘winter day’. Hardy uses the time of year to convey a sense of melancholia as winter often has a negative connotation and is associated with colder feelings and emotions. In this way, ‘winter’ could be representing the frosty nature of the relationship and how Hardy’s former lover was cold towards him. The descriptions in the first stanza are all colourless (neutral tones) which suggests that Hardy feels as if he has no colour in his life, no love. His negative feelings about love are conveyed especially effectively here because they are expressed right at the beginning of the poem – this sets an unhappy tone for the first stanza, which deepens further into the poem. In the second line of the first stanza, Hardy describes the sun as ‘white’ and ‘chidden of God’. His use of the colour ‘white’ suggests that his feelings about love are blank (or neutral), lifeless, and even depressing. It contrasts with the typical colour of the sun – yellow – a symbol for vibrancy and happiness, both emotions that Hardy does not feel about or achieve from loving the woman. In addition, the sun and pond are circular and non-angular in shape; this portrays that Hardy feels as if there is no escape from the negativity that he finds to be attached to his love and that it is never ending, in a loop. Hardy also may have meant for the sun to symbolise his relationship – God could have made it shine with yellow positivity, but instead He has made it a drab white tone; perhaps Hardy feels as if his relationship and love have been condemned by God. Hardy’s miserable feelings are further emphasised by the alliteration of the letter ‘L’ in ‘a few leaves lay’ – when read aloud, the sound of the letter creates a kind of idle yet unsettled tone which relates to Hardy’s feelings towards love. He feels idle yet unsettled in the sense that whilst he cannot do anything to stop his affair from falling apart, he does not wish for it to do so. The ‘L’ sound contrasts with the ‘S’ sound later in the line, which is a harsher, more acute sound, perhaps representing the attitude of the lover towards Hardy at the end of their affair. The image created by the ‘few leaves’ symbolises Hardy’s feeling that the love between him and his lover is disintegrating; the leaves are related to natural life dying, but in this instance Hardy uses a metaphor to relate the leaves instead to love dying. The ‘starving sod’ suggests that Hardy feels that his relationship is ‘starving’, as if it were not being ‘fed’ enough love to keep it strong and happy and it has therefore been reduced to ‘sod’ – treaded on and not special. The leaves that ‘had fallen from an ash, and were gray’ symbolise the way that Hardy and his lover have also ‘fallen’ out of love. ‘Ash’ could mean ashes as well as the type of tree, carrying on the theme of death that was introduced earlier in the stanza. Also, the colour of ashes as well as the leaves is ‘gray’, a neutral colour, suggesting that Hardy has quite reserved feelings about love. In addition, the description of the fallen leaves from the ash is quite gentle – that is, that the language is relatively reserved. This conveys the lack of passion that Hardy and the woman share within their relationship. At the end of the third stanza, Hardy’s lover’s bitter grin is described as sweeping ‘thereby/Like an ominous bird a-wing†¦Ã¢â‚¬â„¢ This suggests that Hardy feels a sense of impending doom about love and his relationship with the woman as if he knows that something harmful is bound to happen in the future and that the relationship is going down a dangerously steep downhill slope, destined for a crushing ending. The ‘bird a-wing’ kind of represents how his love and passion for the woman is flying away, like a bird. Another interpretation is that Hardy feels that the ‘ominous bird’ mocks him, circling over him like a bird of prey – he is stuck in a cycle of love and pain in his relationship whilst the he imagines the bird soaring free. In the last stanza, Hardy refers to the sun as â€Å"God-curst†. This depicts a change in Hardy’s feelings about love from the beginning of the poem – his language starts to show anger, rather than sadness. The reader or listener may interpret this as a religious reference from Hardy – perhaps he feels that his failing love is inevitable because it has been predefined by God (this introduces the idea of fate coming into the equation). The poem starts and ends with the same location and memory – the pond. This suggests that Hardy feels like he cannot escape from the constant cycle of love and pained grief that he has been experiencing, and that his memory of the pond scene and his feelings about love keep on repeating in his head; perhaps Hardy feels somewhat trapped within his own mind with no escape. Hardy’s description of the natural world at the end of the poem, ‘Your face, and the God curst sun, and a tree,/And a pond edged with grayish leaves.’ is very blunt and mostly monosyballic symbolising blankness, as if Hardy’s feelings are numb. This contrasts greatly with the much more emotive and descriptive language he used at the beginning to depict the same objects. This change suggests that Hardy has changed his view about love to a more cynical one, feeling as if love ‘deceives’ and tricks him. Hardy uses this paradox to combine the feeling of melancholia and the notion of a passionless relationship, emphasising the point that what passion there once was between Hardy and his lover is there no longer.

The Effects Of Water Pollution On African People - 1744 Words

An organization describes the effects of water pollution on the african people. Using a blog titled as â€Å"Ghana Water Project† to inform those who are coping with water pollution how serious the issue is, providing solutions to those who want to grasp the issue and take it in their own hands, and supply contact information to our research and the Safe Water Network. The Safe Water Network will receive donation that are given through our blog. The Safe Water Network is an organization that began in 2009 that installed â€Å"locally owned Safe Water Stations that would provide reliable, affordable, safe water to communities in need† (2009, para. 1). As of the water crisis currently in africa has improved because of solutions like the Safe Water Network project and the Rehabilitation of Korle Lagoon and its river. A reminder that water pollution is causing death to wildlife, the environment, and even humanity. As the Safe Water Network’s motto states â€Å"Toge ther we can do more† (2009, para 1). Water pollution is a serious global issue that is massively affecting Africa. The lack for proper sanitation due to poverty and the inadequacy of knowledge that the african people uphold sustain an environment full of injurious pollution. As the people continue to bathe and drink in such water, lives are put at risk. As the â€Å"Ghana Water Project† we assembled an organization to provide education globally about the effects of water pollution and assist in funding the Safe Water NetworkShow MoreRelatedWhat is Hydraulic Fracking?1027 Words   |  4 PagesSouth Africa, Karoo. The Karoo is at risk of contamination of ground water and in possible danger of losing its indigenous ecosystem. The effects of fracking are not only detrimental to the environment but also to the communities around the Karoo. 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