Friday, November 29, 2019
Myne Own Ground free essay sample
The 17th century was an important time period as the New World continued to develop into a society run by English settlers. The book, Myne Owne Ground, by Timothy Breen, focuses on the colonial history of the 1600ââ¬â¢s. However, what is discussed in the book does not detail what was accomplished in this time period. Rather, Breen pinpoints the classes of people such as slaves, indentured servants, and free blacks; how they came to become part of those groups and when racism first started. For decades, not all blacks were slaves and servants. Some blacks were free men in the New World. That would only become a short memory, though, as the idea of being non-white turned into the biggest embarrassment in American history; slavery. Historians make everything interesting. One would think that racism started when the first black people came to Virginia. And from then on, all English setters in the New World automatically loathed blacks because they were ââ¬Ëdifferent. We will write a custom essay sample on Myne Own Ground or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page ââ¬â¢ But of course, a historian comes in and makes us all look dumb. Myne Owne Ground particularly focuses on one free black man named Anthony Johnson, also known when he came to America as ââ¬ËAntonio a negro.ââ¬â¢ His story reshaped what historians originally thought about early colonial history. Anthony arrived in Virginia in 1621 and was stationed to work in the Bennett plantation to work in the tobacco fields as a slave. After a year of this new life, the Indians (you know, the people who are still mad about this whole colonial settlement going on) decided to attack and kill over 350 colonists, 52 of those people being part of the Bennett plantation. Anthony was one of the rare survivors. Breen notes that from 1625-1650, Anthonyââ¬â¢s life becomes somewhat of a mystery because of lost or unrecorded events. Historians do not know how he became Anthony Johnson (back then, blacks were not even given surnames). However, the puzzle of those missing 25 years can start to be solved in 1625 when Anthony met his future wife and bearer of 4 children, Mary. It is unknown when this new family moved to Northampton, Virginia, but what is known (and respected) was the amount of hard work Anthony and his family put into being successful. Hard work in the fields led to the growth and production of tobacco, a very popular crop in the colonial time period. Throughout the next couple decades, Anthony gained the respect of all of Northampton, including his neighbors and even the court system. He took advantage of being a free man. In a new world where the death rate was at an unprecedented number due to illnesses, diseases, starvation, changing climates, and Indian attacks, Anthony not only survived the fun game of life in the 17th century, but he also put his family in a position to be successful in a white manââ¬â¢s world. Because Anthony was successful, free, and respected by his peers, it is believed that racism didnââ¬â¢t start immediately, but gradually grew over time. To support my point, it is important to note the 1640 act regarding the gun law different people were restricted to. The act stated and urged masters of families to do right with their weapons and distribute it for the betterment of their families, with the exception of negros. The act did not say that a free man like Anthony had to give up his weapons. This tells us that in 1640, nearly 20 years after Anthonyââ¬â¢s arrival, racism hadnââ¬â¢t hit its peak in Virginia. The act was more about the taxation of weapons; however, this law did discriminate against some blacks, (servants and slaves) a starting point for what was to come. Servants were white or black people from different countries that came to the New World seeking for new beginnings. Being tricked and brainwashed that the New World was all peaches and cream, the servants were bought by masters and had to serve for 5-7 years before they could be free individuals. Slaves, on the other hand, had minimal chance for light at the end of the tunnel. Both at the time, however, were not characterized as people, rather property. More historical studies show that 1640 marked a turning point year for the unfair treatment of blacks. Two white servants and one black servant attempted to flee, but failed. The white servants received 30 lashes and years of extra service. The black servant received 30 lashes and was ordered to serve the rest of his life, ultimately becoming a slave. Breen emphasizes multiple more instances like the example above of black mistreatment ranging all the way to the 1670ââ¬â¢s. Free blacks were still there until the early 1980ââ¬â¢s, after Baconââ¬â¢s Rebellion. It is a mystery to historians, but free black families no longer appeared in the records. One idea is that there were black slaves coming into America by the thousands and because of this, whites were being overwhelmed with the ratio between races. Therefore, whites stripped blacks of any power that they had. Another speculation was that blacks, coming from different cultures, didnââ¬â¢t understand the technological advantage in the growing New World, and eventually hit extreme poverty and did not survive. No matter what the cause, 1688 marked the year free blacks were taxed as slaves. A 1699 act told newly freed blacks to leave the colony within 6 months time. And finally, in 1723, it wasnââ¬â¢t only the colony the free blacks had to flee from; it was the country. Out casting and slavery to all blacks was the end result by the early 18th Century, nearly 100 years from the time Anthony Johnson first came. Northamptonââ¬â¢s free blacks did not survive. Their surprisingly dramatic rise in the New World did not continue for the generations they expected. By the time 1723 rolled around, everything they accomplished was only a memory. For the average black person, what was once a hopeful dream turned into a haunting reality.
Monday, November 25, 2019
Rachel Carson Opinion essays
Rachel Carson Opinion essays There is no point in beating around the bush, explaining how the movie was laid out, her background, or what her objectives were. Rachel Carson was nothing short of a modern day super woman. Not unlike super heroes we read about in comic books, the things she went through for other people and creatures was phenomenal. There aren't a whole lot of people who can truly say they dedicated their life to the well being of others, and I'm not only talking about humans. If anything, we were her last concern. With proper knowledge and testing, we would have known better than to use those pesticides in such an abundant manner. Granted, pesticides seemed insects, but people had to have been noticing the affects these dangerous chemicals were having on the wildlife and people most commonly exposed. Man truly stepped on his own foot in this episode. It must have been so lonely for her to be, what must have felt like, the only person in the world who knew what was really going on. Rachel Carson seemed to be a most remarkable woman. She fought through the slander, the barriers of school, and the governments twisted way of getting things done. She exposed pesticides for what they truly were and for that I know I am grateful. We assume that if a major company or our government is doing something odd, that it is with good reason or at least its been tested. This goes to show us that even our government is only made up of man. Man, who doesn't necessarily know everything. Rachel Carson Video Regarding Pesticides. 1994 ...
Friday, November 22, 2019
Areas Research Paper Example | Topics and Well Written Essays - 500 words
Areas - Research Paper Example Therefore, the total number of square units in the rectangle will be ââ¬Ëb times hââ¬â¢, which is the area of the rectangle. Thus, the area of a reachable is given by: The line DC is extended to point F. The line AE is perpendicular on the line DC and the line BF is perpendicular on the line DF. The shape (triangle) represented by enclosures ADE and BCF are same (congruent triangles). Therefore, if we cut part ADE from the parallelogram from left and place this to the right on part BCF, than the enclosure ABFE will be a rectangle with base b and height h. Therefore, the area of the parallelogram ABCD will be equal to the area of the rectangle ABFE that is given by: The line DA is parallel to line BC and the line DB is parallel to the line AC. The enclosure DACB represents a parallelogram with base b and height h. The line AB divides the parallelogram DACB into two congruent triangles. Therefore, the area of the triangle ABC will be half the area of the parallelogram DACB, which is given by: Figure 5 shows a trapezoid (enclosure EFGH) with bases b1 and b2, and height h. This trapezoid can be separated in two triangles, triangle FGH and triangle FEH. Thus, the area of the trapezoid will be sum of these two triangles. The triangle FGH with base b1 and height h. and the triangle FEH with base b2 and height h. The circumference C of a circle is equal to its diameter d times Ãâ¬, or 2 times its radius r times Ãâ¬. Finding the area of a circle is related to finding the area of a parallelogram. A circle can be separated into congruent wedge-like pieces, as shown in figure 6 (left). These wedge-like pieces can be arranged to form a figure similar to a parallelogram as shown in figure 6 (right). Thus, the circle has an area that is relatively close to the area of the parallelogram-shaped figure. Therefore, we can use the formula for the area of a parallelogram to find the area of a circle. In
Wednesday, November 20, 2019
General Douglas MacArthur Essay Example | Topics and Well Written Essays - 2500 words
General Douglas MacArthur - Essay Example General MacArthur was supposedly larger-than-life, outspoken, talented and egoistic, and he often courted controversy. (History). One of his trademarks was the corncob pipe he smoked, which was custom made by ââ¬ËThe Missouri Meerschaum Companyââ¬â¢, which continues to manufacture the pipes in his honor. He graduated from the US Military Academy at the top of his class in 1903. (Biography). He was the intense American military pioneer who saved the Pacific, yet Freda Bender says General Douglas Macarthur had an astounding delicate side outside the war room. (Cardy). After Graduating at the top of his class in 1903, he was positioned in the Philippines and around the United States, served as a helper to his father in the Far East and partook in the American the occupation of Veracruz, Mexico, in 1914. After the United States entered World War I in 1917, Macarthur helped lead the 42nd "Rainbow" Division in France and was elevated to brigadier general. (History). From 1919 to 1922 Douglas Macarthur served as the superintendent of West Point and founded a mixed bag of changes expected to modernize the school. In 1922 he went on to marry socialite Louise Cromwell Brooks (1890-1965). The two separated in 1929, and in 1937 Macarthur wedded Jean Faircloth (1898-2000), who soon attacked the Philippines with whom he had one kid, Arthur Macarthur IV, the accompanying year. In 1930 President Herbert Hoover (1874-1964) named Macarthur head of staff of the Army, with the rank of general.
Monday, November 18, 2019
Health Care Delivery System Essay Example | Topics and Well Written Essays - 500 words
Health Care Delivery System - Essay Example What I find most compelling about this website is that it also provides information on Health Professions and Clinician Recruitment & Services. The mission statement under the icon Health Profession statesà ââ¬Å"Increase the populations access to health care by providing national leadership in the development, distribution and retention of a diverse, culturally competent health workforce that can adapt to the populations changing health care needs and provide the highest quality of care for allâ⬠This statement along with other provided information (such as Grants, Student Assistance Program, information on Health Professional Shortage Areas) leads me to conclude that the site also aims to attract people to enter the health care industry. There are many web sites on the internet that provide information, and the purpose of this web site is no different. What makes this web site different and more superior, and therefore, of more value to the information-seeking public is the way that the information on the site is structured and presented. The information that is most sought out after is presented clearly on the home page, making it easily accessible for anyone who seeks information ranging from health care systems to grants and other programs. The latest information concerning the US health care system, as well as the location of individual health care centers, are also easily accessible, and even though I agree with my colleagueââ¬â¢s analysis, I must state that what I find most compelling for this web site is designed by the HRSA to represent a vital link of its goal to provide better access to health care for the population, in the modern age of technology, utilizing its maximum capacity. The FDA regulates all advertising, promotional and labeling materials as part of their effort to protect the health of the public. There are many guidelines that provide the Biotech and
Saturday, November 16, 2019
Strategic Human Resource Management
Strategic Human Resource Management INTRODUCTION: Strategic Human Resource Management (SHRM) is a subject that is in continues phase of transition, from its first emergence in the mid-1980s. In past two decades many authors, theorists and consultants suggested variety of theories and models which can be practically applied in the organization to manage people more effectively. However, according to Legge (1995) and Grantton et al (1999) cited by (Michael Armstrong 2004: 1) there is often a gap between rhetoric of SHRM and reality. Therefore, the main emphasis of this assignment is on the practical execution of these theories and models with the particular reference to Telenor Pakistan (Subsidiary of Telenor ASA, Norway). For the better understanding of the Strategic HRM it is essential to know the basic concept of HRM: it can be defined as strategic and coherent approach to the management of an organizations most valuable assets the people working there who collectively and individually contributes to the achievement of its objectives. (Armstrong and Baron 2003: 3). Development of SHRM: In the last 15 years SHRM has grown considerably. According to Schuler et al. (2001) the development of SHRM is two phased transformation: from personnel management to traditional human resource management (THRM), and then from THRM to SHRM. To survive in the cut-throat competition, organization HR must focus on a new set of priorities, which are more business and strategic oriented such as flexible workforces, quality improvement, team-based job designs, employee empowerment and incentive compensation. Definition of SHRM: Strategy is derived from the Greek word strategia, which means Generalship. The term strategic has been borrowed from the military and modified for the use in business. In business, as in the military, strategy bridges the gap between policy and tactics. Together, strategy and tactics bridge the gap between ends and means. (http://home.att.net/~nickols/strategy_definition.htm) In spite of high focus paid by different scholars the term SHRM still remains unclear. Some theorists have suggested SHRM as an outcome, others have suggested it as a process, and other scholars have recommended it as a combination of both: outcome and process. As an outcome, (Wright and McMahan 1992) cited by (Armstrong 2004: 41) defined SHRM as the pattern of planned HR deployments and activities intended to enable a firm to achieve its goals. Likewise, (Snell et al 1996: 62) described SHRM to be organizational systems designed to achieve sustainable competitive advantages through people. As a process, (Ulrich and Lake 1991) defined SHRM a process of linking HR practices to business strategy. Furthermore, (Bamberger and Meshoulam 2000) suggest that SHRM is a competency-based approach to personnel management that focuses on the development of durable, imperfectly imitable, and non-tradable people resources. Cited by (Chang and Huang 2005: 436) Truss and Gratton (1994) Considered SHRM both: process and outcome, and defined SHRM as the linkage of HR functions with strategic goals and organizational objectives to improve business performance and cultivate an organizational culture that fosters innovation and flexibility. Cited by (Chang and Huang 2005: 436) Michael Armstrong ultimately defines strategic HRM as an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management, reward and employee relations. (Armstrong, 2006: 115). In the absence of a common definition, broadly theorists and Authors have been reached to an agreement on its basic function of SHRM, which encompasses designing and implementing a set of internally consistent policies and practices that ensure the human capital of a firm contributes to the achievement of its business objectives (Schuler MacMillan 1984, Baird Meshoulam 1988, Jackson Schuler 1995) cited by (Wei, L. 2006: 49). APPLICATION OF MODELS AND THEORIES: The chosen organisation is Telenor Pakistan (100% owned subsidiary of Telenor ASA, Norway). The Human Resource department is known as Human Capital Division at Telenor; Company regards employees as human capital from which a return can be attained by investing prudently in their development. This concept of managing people is also supported by authors like Fomburn at el 1984 and Guest 1999 cited by (Armstrong 2004: 7) Background of Telenor Pakistan: Telenor Pakistan is one of the leading mobile networks in the country, 100% owned by Telenor ASA-(Norway) and adds on to its operations in Asia together with Thailand, Malaysia and Bangladesh. Telenor launched its operations in March 2005 headed by the CEO Tore Johnson as the single largest direct European investment in Pakistan. Telenor spread across Pakistan, creating 2,200 direct and 20,000-plus indirect employment opportunities. (www.telenor.com.pk) Key facts about Telenor-ASA Group: Employs more than 34,000 people worldwide. Ranked as 7th largest mobile operators in the world. Ranked 5th in Business Weeks 2007 global ranking of the top 100 performers in the technology industry, beating Microsoft, Apple and Nokia Recorded revenues of NOK 91.1 billion (USD 15.9 billion) at the end of 2006 a 37% increase compared to 2005 (www.telenor.com) Telenor PK has been consistently profitable with highest customer satisfaction. This success is reflected in the Revenues increased by 31% and estimated market share increased by 4%. In the year 2007 Telenor has won many prestigious awards like PSHRM (Pakistan Society of Human Resources Management) Preferred Graduate Employer Award 2007, the best brand award, and the most Innovative Mobile Operator at the 6th SAARC Communication Industry Conference 2007, The above landmarks are the true reflection of motivated and well developed human recourse. This can be associated with the dedication and professional excellence of Telenor employees towards the ultimate goal customer delight! (www.telenor.com.pk) Practical Application of Valuing HR: To get the insight of how Telenor Pakistan practices Strategic HRM, first it would be appropriate to know the meaning of SHRM. In 1986 Hendry and Pettigrew suggested that strategic HRM has four meanings: The use of planning; A coherent approach to the design and management of personnel systems based on an employee policy and manpower strategy with underlying philosophy; Matching HRM activities and policies to some explicit business strategy; and Seeing the employees as a strategic resource for the achievement of competitive advantage (Cited by Armstrong, 2006: 114). As the test of fire can only produce the fine steel the application of Hendry and Pettigrew can be reflected by the real example when implementation of planning, good management of human resource brought the Telenor back on track: right after the cartoon controversy of Prophet Muhammad (PBUH) in Jan-06, things got worse for Telenor Pakistan. This incident caused outrage in the Islamic world resulting in consumer boycott for weeks, numerous demonstrations and other protests. In Pakistan due to the western image of Telenor, it became one of the earliest victims of this incidence, resulting drastic slump in sales, and complete abandon of all marketing campaigns. The situation was so critical that Telenor has to make some important decisions as the company had to announce annual salary increments and yearly bonus due after the performance appraisal of past year. Due to the heavy losses and limited funds, it was tough for thee management to pay out the annual bonus to staff. However, analysing the situation closely company decided to pay it out, since it was the right of employee who worked hard in past year. This action of Telenor really standout as other companies has decided otherwise. This made the employee more faithful and loyal towards the company. Furthermore, company was in big dilemma to go for downsizing or not. Lay off would be the common way for other but Telenor decided to retain all the employees; this was even against the employees expectation, as most of the sales people has nothing to do at that time. Yet again to encourage the employees moral and develop their faith in the organization took this bold step. These practical examples can be seen as true picture of how Human capital division regard the people as the most valuable assets for the organisation. Creating Conducive Environment: McGregor in 1960 at the MIT Sloan School of Management came up with two sets of assumptions about human nature (see the Table below). McGregor called these two contrary sets Theory X and Theory Y: with the assumptions underlying that people at work are negative for theory X and people at work are positive and progressive for theory Y. Table of Assumptions Theory X and Theory Y Outdated (Theory X) Modern ( Theory y) Assumptions about people are: Assumptions about people at work: Most people dislike work; they do avoid it when they can. Work is natural activity, like play or rest. Most people must be coerced and threatened with punishment before they will work. People require close direction when they are working. People are capable of self-direction and self-control if they are committed to objectives. Most people actually prefer to be directed. They tend to avoid responsibility and exhibit little ambition. They are interested only in security. People generally become committed to organisational objectives if they are rewarded for doing so. The typical employee can learn to accept and seek responsibility. The typical member of the general population has imagination, ingenuity and creativity . Source: http://www.netmba.com/mgmt/ob/motivation/mcgregor/ Being one of the modern organizations Telenor PK human capital division operates with the norms of theory Y. In one of the interviews, CEO Telenor Pakistan Tore Johnsen said: At Telenor Pakistan our philosophy is to unlock the hidden human potential by building expertise and by providing an energizing environment. Telenor is a young organization with an average employee age of 27 years which means that we are interested in finding young talent and equipping it with the competencies that the fastest growing network requires in one of the fastest growing mobile markets in the world. (http://www.telenor.com.pk/pressCenter/pressrelease.php?release=97lang=en) Telenor HR managers always put high emphasis on incessant customer-centred and employee-driven expansion; such kind of encouraging atmosphere makes employees more confident and allowed them to work freely, whereby they can take their own initiatives to set future direction for the organization which attains competitive advantage. Benefiting Employees to Create Competitive Edge: SRHM is developed in three important phases. All of them hold vital importance to understand the subject and these three phases were: the human relations movement, the total quality management movement, and the contingency approach to management. Theories forwarded by Elton Mayo, Douglas McGregor and Mary Parker Follett were most influential in the human relations movement. Mayo suggested managers to look deep into the emotional side of the employees. On the other hand Follett argued that managers should inspire and stimulate job performance instead of simply demanding it. She also emphasised on quality circles employee empowerment. (http://books.google.com/books?id=AiIPAAAACAAJdq=Mary+Parker+Follettei=2U0qSMj6GJXEyQTUyYmnCg) These viewpoints instigate new way of thinking about human nature behaviour. HR managers in Telenor Pakistan hold tight to these views by providing flexible working environment to staff and hiring only those employees who can understand the companys strategy. Staffs are benefited by profit sharing and incentive schemes which can keep them focused to work more efficiently. Taking the high care of emotional side of employees, one of the benefits that company provides is the free medical treatment policy which is exactly the same for all the staff e.g. from president to junior officer all are entitled for same health benefits. Talking to the local press Nayab Baig (VP HCD) said: we believe in continuous improvement of employees and taking the standards of service to the utmost levels of excellence. (www.telenor.com.pk) Management skills: According to (Kreitner and Kinicki 2004: 6) there are 11 skills exhibited by effective managers, as shown below: In Telenor above mentioned skills are often displayed by the HR managers to deal with the employees in order to induce high performance and employee morale. Moreover these skills also play a vital role in building the climate of trust and motivation among the team members. Lower turnover rate from all the departments of the company as compared with other telecom operators and consistency with higher employees satisfaction, are the factors that exhibit the high involvement and administrative expertise of HR managers in Telenor. To set every staff member in the same direction Human capital Division uses the technique known as Hochin which means compass to check the direction. To enhance the communication level Telenor operates Open environment in offices, whereby there are no cabin for senior staff and every employee from president to junior officer need to work on the same floor. This also inculcates fun and informal culture in the company. With the help of clear communication managers make sure that companys vision and mission, as well as job description are clear to the employees. To provide the feedback on employees performance there is automated IT-system known as TDP (Telenor Development process). This helps company to use performance relationships that can achieve the purpose SHRM to create competitive advantage. Employee Motivation: Terence Mitchell in 1972 proposed a model that provides the basis for how motivation among staffs influences job behaviours and performance. Following is the model which combines the elements from different motivational theories to explain the relationship between motivation and job performance. As mentioned in the below diagram, employees bring set of unique characteristics to the work place, such as their ability, emotions, moods, job knowledge, traits and values, these individual set of skills are then enhanced by the motivational process and transformed into the job performance. Individual inputs Ability, job knowledge Dispositions and traits Emotions, moods, and affect beliefs n value Skills Motivated behaviour Focus: direction, what we do. Intensity: effort, how hard we try Quality: task strategies, the way we do it. Duration: persistence, how long we stick to it. Performance Motivational Process Arousal Attention Intensity and Direction persistence Job context Physical environment Task design Rewards and reinforcement Supervisory support ancoaching Social norms and organisation culture Enable, limit Source: TR Mitchell, Matching Motivational Strategies with Organisational Contexts, in Research in Organisational Behaviour, Vol19, ends LL Cummings and BM Staw (Greenwich, CT: JAI Press, 1997) P 63. To motivate the employees at all levels Telenor offers competitive pay, excellent benefits and exceptional advancement opportunities. With the caring atmosphere Telenor provides relaxed and enriching working environment. Furthermore, training and further education programs ensure a high professional standard amongst all staffs. Such motivational tools create bunch of talented and loyal workforce which plays a crucial role in the organizations ongoing business success. Moreover, to get the 100% commitment from the employees Telenor uses following management criteria for all managers for annual evaluations. They are; (a) Passion for business (b) Change and constant renewal (c) Operational excellence (d) Empower people (e) Integrity. Source: http://www.telenor.com.pk/careers/whyTelenor.php Task 2: Role of the HR Function: According to (Armstrong 2003: 38) The role of HR function is to enable the organization to achieve its objectives by taking initiatives and providing guidance and support on all matters relating to its employees. Moving one step further Michael Armstrong emphases on basic aim of HR function which is to deal effectively with everything concerning the employment and development of people and the relationship that exist between management and workforce. As the personnel standards (Lead Body 1993) cited by (Armstrong 2003: 39) suggested that Personnel management is exercised as a part of full management process and cannot be viewed in isolation. Although a support activity it must be proactive. It must promote business solutions that take advantage of opportunities stemming from business issues just as it must find solutions to apparent constraints. Activities of HR functions: According to (Mithis and jackson 2006: 6) the HR function becoming transactional as organizations compete globally. Furthermore they have suggested seven key HR activities which ideally the every FR function should perform in the organization, those activities are as follows: Strategic HR management Equal employment opportunity Staffing HR development Compensation benefits Health, safety and security Employee and labour relations By combining the HRM function with business strategy, SHRM creates more efficient and effective arrangement and utilization of human resources to attain the organizational goals, and which helps organization to gain a competitive advantage. Telenor Pakistan has developed strong relationships among teams, which helps in creating high levels of coordination and therefore instigating high levels of quality and performance efficacy. This is only possible because of HR function is performing the required tasks within the organization. All the HR activities mentioned above are critical for the success of Telenor and theses activities are often displayed by the Telenor leadership at the top and the frontline managers, to create an environment in which employees can achieve the level of excellence, by not only performing their jobs effectively but also developing their skills and capabilities to the ever changing demands of contemporary organization. The main focus of SHRM is to develop the firms capability in order to deal with changes in an external environment through a better utilization of human resources. Telenor Pakistan has embedded this strategy in their core business, so the company can respond quickly to external changes. HR Function Models: There have been many attempts to categorize the work of the HR function in order to analyze its verity, diversity and complexity. One of the oldest and perhaps one of the best models was proposed by Karen Legge in 1978 cited by (Marchington and Wilkinson 2005: 131). In 1986 Tyson and Fell came up with their own building Site analogy in which they have identified three roles for the personal function. However, Tyson and Fell (1986, p24) rejected the assumption that HR assumes great maturity as it develops along the continuum. Storey (1992) forwarded another model which was updated by Caldwell (2003). This model proposes fourfold map based on two dimensions: the degree to which HR is strategic or operational, and the extent to which it intervenes and has a high profile. (Marchington and Wilkinson 2005: 131-132) Author (date) Categories for the HR roles Reasons for differentiation Legge (1978) Conformist innovator Deviant innovator Problem-solver Relating the work of HR to the values and norms of the organisation Looks for new innovation often based on social values not economic ones Identifying and resolving problems Ways to gain power and influence Tyson Fell (1986) Clerk of the works Contracts manager Architect Predominately administrative serving the needs of line managers Often where systems and procedures and heavily formalised involving industrial relations Greater integration into corporate strategy HR planning and development are important Time-span for decision-making Degree of discretion Involvement of HR Story (1992) Caldwell (2003) Handmaiden Regulator Adviser Change-market Provide a service to meet the demands of the line managers Mainly concerned with managing problems and discontent Operate at strategic level, provide support for line-managers and work to help shape policies and practices Internal consultant leaving much of HR practice to line managers Level-strategic or tactical Degree of interventionism Ulrich (1998) Administrative support Employee champion Change agent Business partner Improving efficiency within function and organisation Improving contribution commitment and engagement of workforce Improving the organizations ability to transform and change Implementing and developing the strategic plans of the organisation Level, focus and time-frame Managing processes for people (Armstrong, 2006, pp. 76-81) Ulrich in 1998 pointed out that there is sort of disconfirmation between the activities that HR perform and the real work of organization. He believes that HR should not be defined by what it does but by what it delivers. Furthermore he proposed that HR can deliver excellence in for in four different ways: (a) Business partner (b) Administrative support (c) Employee champion (d) change agent. Ulrich model for the HR function: Source: (Marchington and Wilkinson 2005: 135) Application of Models: All of the above stated models hold great value in present world, but the model that fits the Telenor Pakistan HR function is combination of these; Proposed Paradigm: Deviant Innovator Architect Regulator Change agent Employee champion Deviant innovator: Here the HR looks for new innovation driven from social values rather than economic ones. Telenor Human Capital Division plays this role by providing equal opportunities to all employees and providing flexibility in working hours where the staffs is studying or doing some other courses. Empowerment is the key in this role of HR, in Telenor Pakistan line managers are encouraged to delegate authority to their lower level, where by encouraging junior staff to gain confidence and develop their capabilities to cope the future demands. Architect: According to Tyson and Fell this is the most sophisticated role of Hr function it is concerned with grand designs at a senior level and the integration of HR into the broader business plans. Telenor HR managers display the quality of architect by creating the right culture in the organization e.g. open environment to promote speedy work and higher level of communication. Secondly operating as business managers rather than personnel professionals, those can proactively work to analyse the present and future needs of employees. Regulator: Telenor HR work as regulator by managing and resolving departmental conflicts, for example, different incentive plans for Sales and Customer services department can create discontentment among the employees, such issues are regulated by HR to compensate the staff equally. Moreover, HR develops policies practices, and level of hierarchy at which decisions are taken. Change Agent: This role of HR seeks to develop new processes culture and providing new vision to the company. Human Capital Division in HR work as change agent in a manner that it develops the organizations ability to sustain the change forces and transform vision into reality. For instance the service centres operations timings were increased from 9:00am to 9:00 pm to cater the changing demand of customers. However, to facilitate employees company has provided conveyance allowance with higher rate of pay to keep the workforce motivated. Employee Champion: HR in Telenor performs this role by working as a representative of employees by conveying the concerns of the employees to the higher management. Furthermore, as suggested by Ulrich, HR department keep regard of things by which employees are kept motivated and will to work beyond contract when needed. For example in Telenor there is IT regulated system know as service desk, if any employee has any issue he/she can log that complaint on the system and HR will take care of that issue. Source: (Marchington and Wilkinson 2005, pp 132-135) Horizontal vertical Integration: HRM Align: Alignment of Human resources simply means integrating people management decisions with a core business strategy of the organization. By align or integrating human resources management into the organisations planning process develops and promotes strong relationship between HR and management. By this action of management it ensures that the management of human resources contributes towards the achievement of desired goals of company and for any shortcomings managers are held answerable for their HRM decisions. In contemporary organization like Telenor Pakistan, in routine the work requires high level of coordination and most of the work is interdependent among the employee groups. To facilitate high level of coordination and to generate quick response all the Telenor employees are trained for multitasking with very little job description, which clearly mentions one thing at the end: Working for Telenor is better than working for department. This kind of HR structure prevents its not my job attitude and the absence of rigid work roles develops strong partnerships between different departments and create efficacy. Why to align? Study of (Miles Snow 1984, Baird Meshoulam 1988, Wright McMahan 1992) related to SHRM put high emphasis on creating fit between HR practice and business strategy. Implementation and execution of effective HR policies and the design of a HR system align with the firms overall strategy, are vital for the successful implementation of business strategies which can gain competitive advantage.(Lengnick-Hall Lengnick-Hall 1988). HR alignment increases the firm capabilities to better serve and anticipate its customers needs, aggrandizes the organisations strength to implement strategic business goals, and provides decision-makers with vital information for resource provisioning. Finally, it is important for the firms accountability. By regularly defining, maintaining, assessing and communicating HR goals throughout the organisation ensures that the management of human resources contributes towards the mission accomplishment. For any shortcomings managers will be liable for their HR decisions. There are the other areas as well where HR office contributes to align with mission accomplishment, such as HR function working as a consultant, for instance Telenor Pakistans HR office provide consultation to the manager rather than telling manager what he/she can or cannot do. (Wei, L. 2006) Horizontal Integration: One of the vital roles of Strategic HRM is create horizontal integration which aims to ensure that the different elements of the HR strategy fit together and are mutually supportive. (Hendry C and Pettigrew A, 1986: 2), also cited by (Michael Armstrong, 2006, p156). (Walker, J. W. 1992), described strategic HRM as the means of aligning the management of human resources with the strategic content of the business. Vertical integration: Vertical integration focuses on developing a reciprocity or two-way communication between strategic planners and human resource planners in organisations (Milkovich et al., 1983). Walker, J. W. 1992 in his book Human resource strategy suggested that vertical integration is necessary to provide congruence between business and human resource strategy so that it supports the accomplishment of the business. Such two-way methods of communication results in meaningful information regarding human resource being fed into the strategic planning process. Following is the graphical presentation of how the Horizontal and vertical integration creates an overall fit for the organization. Determinants of Both Types of Fit: In Telenor Pakistan Integrative strategies are executed by involving the coordination of human resource planning and the personal functions such as recruitment, training, and career management. These strategies are also practiced to minimize the cost and to instigate efficient coordination of resources to obtain their maximum output. Telenor horizontal and vertical integration goes a long way in building a team that is vibrant and well coordinated for achieving the corporate objectives and long-term goals. Moreover, Telenor practice Vertical integration, to emphasise the congruence of a HR measures with the strategy the firm is pursuing. This in long term can gain a competitive advantage for the organization. Telenor HR exercise vertical and horizontal integration by the help of following Hr tools: Clarifies goals and objectives Encourages participation Planning and organises Facilitates work Provides feedback Empowering and delegates Recognises good performance In practice Telenor HR in many ways influence the achievement of horizontal fit and vertical fit, as achieving both kinds of fits are necessary for company to performance efficiently. More importantly the vision of Telenor is HR and customer oriented which embraces the theories and models discussed above: Our vision is simple: Were here to help. We exist to help our customers get the full benefit of communications services in their daily lives. The key to achieving this vision is a mindset where every one of us works together: Making it easy to buy and use our services. Delivering on our promises. Being respectful of differences. Inspiring people to find new ways. Source: www.telenor.com.pk. Recommendations: Follow are the recommendations to improve the vertical and horizontal integration: (a) There is nothing permanent except change; likewise the top management role in Telenor Strategic Human Resource Management Strategic Human Resource Management Introduction This point of time when globalization become a natural phenomenon, bring human resource in a lime light. A large number of organizations viewed human resource as a source of competitive advantage. There is greater acceptance that distinctive competencies are obtained through highly developed employee skills, distinctive organizational cultures, management processes and systems. However, it is necessary to invest the concept with clear meaning. In todays highly competitive business environment, organizations cannot sustain excellent performance unless they develop a competence for rapid, continuous strategic change. According to Edward E. Lawler (2008) the source of competitive advantage has shifted in many organizations from reliability to innovation and flexibility. Further argue that it is a combination of the right structure and the right people that provides the foundation and tools for creating competitive and innovative organizations. Traditionally, human resource has been considered a factor only after the strategic business decisions are made. Human resource issues were not even discussed during the decision to purchase the business. One human resource executive put it succinctly when he said ââ¬Å"the line job is to tell us where the business is going and then it is up to us to find the people to develop.â⬠Companies like GM and AIG are some of the example when they sour large number of their stake because they had not considered the human resource implication of their purchase. However, companies such as IBM, GE, and Intel use of human resource management as an integral part of strategy formulation. Indeed, many companies have begun to require the human resource component in their strategic plan. Where they begun a great deal of experimentation and problem solving to decide what data are required, what issue should be considered, and how they can relate to the various aspect of the business. The major emphasis in strategic planning has doubtless been on formulation. This led to a conclusion up until 1980 that much time and thought had gone into analyzing and planning strategy yet very little into implementation. But after 1980 it changes to the effective implementation of the strategy. i.e getting people to do the right things to make strategies happen. In this respect, the human resource tools become central and focus. Strategic Human Resource Management Strategic human resource management is a multipart process which is frequently developing and being studied and discussed by academics and commentators. Its characterization and associations with other aspects of business setting up and strategy is not complete and estimation varies involving writers. It has been defined as: * All those activities affecting the actions of individuals in their efforts to put together and put into action the strategic needs of business. (Schuler, 1992) * The prototype of planned human resource deployments and activities anticipated to facilitate the forms to attain its goals (Wright, Macmahan, 1992) In general, Strategic human resources management is defined as the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. Boxall and Purcell (2003) argue that strategic HRM is apprehensive with explaining how HRM influences organizational performance. They also point out that strategy is not the identical as strategic plans. Strategic planning is the formal procedure that takes place, generally in larger organizations, defining how things will be done. However strategy exists in all organizations even though it may not be in black and white and expressed. It defines the organizations behavior and how it tries to cope with its environment. Strategic HRM is based on HRM philosophy incorporating the concept of strategy. So if HRM is a logical approach to the management of people, strategic HRM now implies that that is done on a planned way that integrates organizational goals with policies and action sequences. Coppers Lybrand (CL) consider HRM and its development as their top priority. The administration is determined in hiring and retaining skilled and competent workers. Each worker should meet the demands of the highly competitive and growing business industry worldwide. Chairman and CEO says that the attraction and retention of people, which they consider as the highest intellectual capital is the critical objectives of CL. The Basic Architecture of HR Source: Brian Becker et al. 2001 Implementing Strategy There are four generic human resource activities of all the organization 1. Selection/ promotion/ placement process Example of Chase Manhattan bank During the period between 1975and 1980 the bank underwent major managerial changes key to the bank s successful turnaround from a troubled bank in the mid -70s was a careful strategic level selection and placement of executive. Historically in banking in general and specifically at chase senior level positions were based on historical precedent with old-boy net works playing a major role. Also the tradition incident based on historical precedent with old-boy net works playing a major role. Also the tradition in banking was reward those with banker skills not those with managerial skills which were implicitly considered to be less importance .Under the stress of serious performance problems chase manhattan when the trust manager retired corporate management decide that the department whose operation had been essentially stable should focus on a more aggressive growth strategy instead of seeking a veteran banker chase hired a man whose experience had been with IBM because it was felt h e brought a strong marketing orientation to the trust department which the new strategy required. Similarly, when chase reorganized it retail banking business from a low margin operation in which the stress was keeping down costs of to a more expansionary business offering broader consumer financial services it hired because of his entrepreneurial skills an executive who had been a division chief of a small industrial firm and had a track record of entrepreneurial management experience. 2. Reward processes Good selection is the sine qua non of performance. Once people are in job and perform however they should also be rewarded for good performance. These incumbents should also be developed to improve performance and prepare them for a new position. The linkage to reward outcomes reduces or eliminates the developmental value of appraisals. Rather than an opportunity for constructive review and encouragement, the reward-linked process is perceived as judgmental, punitive and harrowing. For example, how many people would gladly admit their work problems if, at the same time, they knew that their next pay rise or a much-wanted promotion was riding on an appraisal result? Very likely, in that situation, many people would deny or downplay their weaknesses. Nor is the desire to distort or deny the truth confined to the person being appraised. Many appraisers feel uncomfortable with the combined role of judge and executioner. 3. Development process Ensuring that organization has an adequate supply of human resource talent at all levels is no easy task especially when organization is going to a rapid strategic changes. The key is to have a human resource planning system that make accurate forecast. In order to plan for the future, an accurate inventory of current human resource stock is important. This should include both the current individual performance and the future potential of an individual. 4. Appraisal process A basic human tendency to make judgments about those one is working with, as well as about oneself. The human inclination to judge can create serious motivational, ethical and legal problems in the workplace. Without a structured appraisal system, there is little chance of ensuring that the judgments made will be lawful, fair, defensible and accurate. Appraisal systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified. In many organizations but not all appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. Sue Peattie It has been seen that Food market continuous to grow rapidly since 1990 in UK. (Sue Peattie). In order to full fill the demand of the market, markets had to use all available marketing tools. Promotion is one of the major adapted tools to maintain or increase the sales. However, more focus remains on price base promotion. As more and more competition is coming into market. This tool needs more attention. Business tends to use different kinds of promotions to attract more and more sales. Buy one get free one free, buy three in price of one, bundle deal are good attraction for promotion. Example: ââ¬Å"During 1972-82, US per capita consumption of variety meats (offal) reached a high of 5.66 lb in 1977 and then declined to 4.21 lb in 1982. The objective of this market test was to measure the effects of promotional and merchandising strategies on food store sales of selected beef/pigment variety meats. Promotion took place in 8 test stores of one food chain in three test markets (Salina, Topeka, and Wichita, Kansas) during three eight-week test periods (TP). Promotional and merchandising strategies tried were: (1) a special clearly designated display section for variety meats; (2) point of purchase (POP) price signs; (3) colored wall posters; (4) POP nutritional information and recipes; (5) newspaper advertising at two conventional supermarkets; (6) in-store advertising at all stores; (7) price specials; (8) personal salesmanship; and (9) product taste samples. Average weekly sales (lbs) of total variety meats increased in every test store from TP-1 to TP-2. Sales of 5 beef it ems (heart, liver, sweetbreads, tripe and oxtail) increased significantly. Retail sales increased 9.6% in the test stores compared to a 6.0% seasonal increase in purchases by all stores associated with a wholesale supplier (AWG). A seasonal decline in lbs of variety meats sold of 19.6% in test stores from TP-2 to TP-3 was matched by a 19.1% drop in wholesale purchases by all stores. Promotion in TP-2 increased retail sales over those of TP-1, but continued promotion in TP-3 did not lead to further sales increases.â⬠(Source: http://www.cababstractsplus.org/abstracts/Abstract.aspx?AcNo=19901880256) Strategic HRM and human capital management Many writers have argued that strategic HRM and human capital management (HCM) is one and the same thing, and certainly the concept of strategic HRM matches that of the broader explanation of HCM relatively well as the following definition of the main features of strategic HRM by Dyer and Holder (1998) shows: * Organizational level because strategies involve decisions about key goals, major policies and the distribution of resources they be inclined to be formulated at the top. * Focus strategies are business-driven and focus on organizational effectiveness; thus in this perspective people are viewed first and foremost as capital to be managed in the direction of the achievement of strategic business goals. * Framework strategies by their extraordinarily nature provide unifying frameworks which are at once broad, contingency-based and integrative. They incorporate a full accompaniment of HR goals and activities planned specifically to fit extant environments and to be commonly reinforcing or synergistic. This argument has been based on the information that both HRM in its appropriate sense and HCM rest on the supposition that people are treated as assets rather than costs and both focus on the importance of adopting an integrated and strategic move toward to managing people which is the concern of all the stakeholders in an organization not just the people management role. However, the perception of human capital management complements and strengthens the idea of strategic HRM relatively replaces it. (Armstrong and Baron, 2002) Strategic HRM could consequently be viewed as the essential framework within which these estimation, reporting and management course of action take place and make sure that they are iterative and communally reinforcing. Human capital consequently informs and in turn is shaped by strategic HRM but it does not substitute it. Strategic HRM and business performance Since the mid 1990s, CIPD and others have been generating evidence for the impact of people management practices on business performance. Much emphasis has been put on the importance of ââ¬Ëfit. In other words it is argued that HR strategies much fit both with each other and with other organizational strategies for maximum impact. The main areas of practice which all the researchers agreed have an impact on performance are around job design and skills development. However, CIPD work found that practices alone do not create business performance. They can create ââ¬Ëhuman capital or a set of individuals who are highly skilled, highly motivated and have the opportunity to participate in organizational life by being given jobs to do. However, this will only feed through into higher levels of business performance if these individuals have positive management relationships with their superiors in a supportive environment with strong values. All these factors will promote ââ¬Ëdiscretionary behavior, the willingness of the individual to perform above the minimum or give extra effort. It is this discretionary behavior that makes the difference to organizational performance. Conclusion The SHRM idea is a influential idea if function properly within an organization. HR groups are able to plan for potential growth and react to any changes that may take place. In addition, SHRM allows companies to completely make the most of their human assets to make real improvement over their competitors. This advantage comes from having the HR policies and strategies perfectly aligned with the corporate goals so that the organization has the right human capital, right remuneration packages and training methodologies to allow the employees to efficiently do their jobs. There may also be an remarkable view of HRM as an implicit part of the major strategic change Initiative, relatively as a critical stand alone component of reform. This view may now be Changing as more and more people realize the need to reform human resources management as an equal and necessary component of overall Government-wide reform and reinvention. In short, SHRM allows an organization to create a competitive advantage with their human capital by aligning their strategic goals with their HRM systems. Author Ronald Sims states it clearly when he writes: ââ¬Å"Successful organizations in the prospect must strongly make parallel their HRM strategies and programs with the external opportunities, competitive strategies, and their only one of its characteristics and core capability. Organizations that fail to clearly define HRM strategy or competitive strategy that explicitly incorporates human resources will not be successfulâ⬠(Sims, 2002, p. 30). Bibliography # ARMSTRONG, M and BARON, A. (2002) Strategic HRM: the key to improved business performance. Developing practice. London: Chartered Institute of Personnel and Development. # SCHULER, R.S. (1992) Strategic human resource management: linking people with the needs of the business. Organizational Dynamics. Vol 21, No 1. pp18-32. # WRIGHT, P.M. and MCMAHAN, G.C. (1992) Theoretical perspectives for SHRM. Journal of Management. March. pp215-247. # BOXALL, P. and PURCELL, J. (2003) Strategy and human resource management. Basingstoke: Palgrave Macmillan. # DYER, L. and HOLDER, G. Strategic human resource management and planning. In: DYER, L. (ed) (1998) Human resource management: evolving roles and responsibilities. Washington DC: Bureau of National Affairs. Cavusgil, T.S. and Zou, S. (1994), ââ¬Å"Marketing strategy-Performance relationship: an investigation of the empirical link in export market Venturesâ⬠, Journal of Marketing Research, Vol. 58, January, pp. 1-21 Sims, R. R. (2002). Organizational success through effective human resources management (1st ed.). Westport, CT: Quorum Books. Truss, C., Gratton, L. (1994, September 1994). Strategic human resource management: A conceptual approach. The International Journal of Human Resource Management, 5(3), p. 663.
Wednesday, November 13, 2019
Research Paper on Gregory Rasputin -- Biography biographies bio
Grigori Rasputin was not a very great person in history. A great person in history does good and important things for his people, country and the world. Early Life and Family: Grigori Efimovich Rasputin was born on January 10, between 1864-1872, along the Tura River in the village of Pokrovskoye. Rasputin was married to Praskovia Fyodorovna in 1889. His mother was Anna Egrovna and his father was Efim Rasputin. Grigori had three children with Praskovia, named Varya, Maria and Dmitry. Because of his constant drunkenness and "sexual appetite," the people of Pokrovskoye resented Rasputin. He grew tired of peasant life and in 1901, left behind his family and home in Siberia as a pilgrim. During his travels, Rasputin visited Greece and Jerusalem and, in 1903, Rasputin arrived in St. Petersburg where he claimed to be a holy man with healing powers. In St. Petersburg, Rasputin was able to catch the attention of St. Petersburg's religious leaders with his stories and beliefs. Years as a Monk: At the age of 18, Rasputin spent three months at the Verkhoturye Monastery. Because of his exceptional physical endurance and perseverance, Rasputin was successful at Verkhoturye. During his time at Verkhoturye Monastery, Rasputin became fascinated with the Orthodox faith known as the Skopsty. Followers of this faith believed that, in order to reach godliness, you had to sin. This religious attitude explained Rasputin?s controversial personal life of drinking and sleeping with women. Rasputin left the monastery and traveled throughout Russia and the holy land as a holy man and healer. During his travels, Rasputin caught the attention of the Russian church with his knowledge of peasants and religious teachings. In 1905... ... disturbed by a group of Petrograd workers, after the February Revolution. They carried Rasputin?s body to a nearby forest and burned it. In Rasputin?s last days, he became suspicious and wrote a prophetic letter describing his death. In the letter, Rasputin wrote that if he were to be murdered by a noble, that noble would be cursed for twenty-five years and Russia would fall into chaos. Bibliography Arnold, Phyllis. The Soviet Union. Edmonton AB: Westweb Press, Canadian Social Sciences Services Ltd., 1984. Beeche, Arturo. The Evil Monk. www.eurohistory.com/rasputin.html, 2006. Fuhrmann, Joseph. World Book: Rasputin. Chicago IL: World Book, Inc., 2001. ________. Grigori Rasputin. en.wikipedia.org/wiki/Rasputin: Wikipedia Inc., 2006. Moynahan, Brian. Rasputin: The Saint Who Sinned. New York: Perseus Books Group, 1999.
Monday, November 11, 2019
Children and the Effects of Television Essay
Television programs were created for children to learn everyday skills, but it can come to start affecting children today because they watch too much they start lacking in physical activity and some can become distant and violent. Studies have shown that children can become obese, violent and even dependent on television if watched too much television. Television can influence children in many different ways like becoming obese, become dependent on it too much; change school habits and even can become violent with watching different types of shows. It is time for parents to start standing up and take control over what and just how much their children watch television. It is said that children watch too much television even though some studies have proven that different types of childrenââ¬â¢s television shows tend to effect children in different ways also they learn new things faster. Shows like Blueââ¬â¢s Clues, Chuggington, Dinosaur Train, Mickey Mouse Club House, and Team Umizoomi are all filled with educational values that help children develop skills that they need. Blueââ¬â¢s Clues is a much liked show by children ages 2-4. According to ââ¬Å"Common Sense Mediaâ⬠(2012), ââ¬Å"In fact, Blueââ¬â¢s Clues does a very fine job of treating its young viewers as the multifaceted individuals that they are.â⬠T his is very important to young children because it makes them feel as they are a part of something special when they watch shows like this. With these types of shows teach children how to have different types of important social skills, teamwork, science, alphabet, numbers, math problems and even have physical fitness in them which are some of the things that a child needs to know. With these types of show is just what children need to help them expand their brains. According to PEDÃÅ"K (2012) ââ¬Å"Whichever program it may be, it has behavioral, mental and emotional effects.â⬠(p.224).On the other hand more children are watching more television shows for an entertainment purpose which has no educational vales in them. Shows like Sponge Bob Square Pants, The Simpsons, Batman, and The Teenage Mutant Ninja Turtles which consist of having violence, rudeness, and poor role models for children are the ones that are shaping our children in this day of age. It is up to the parent to make sure that their children are getting the correct balance of fun, education, and physical activity to help them grow. Studies have shown that cartoons have the most major impacts on children because in the cartoons to children it is something done every day and ok to act out likes the character on television. According to ââ¬Å"Kids Health from Nemoursâ⬠(1995-2012),â⬠Kids who view violent acts are more likely to show aggressive behaviorâ⬠which has become an issue to many different children around the world today. Children are like little sponges soaking up everything they can because every little boy and girl wants to be like their favorite cartoon hero or character. How much time a child watches television is a major factor in childrenââ¬â¢s behavior and their physical health. Whenever parents allow their children to sit in front of the television and watch more than four hours a day then parents could be running a risk of their child to become more dependent on television to keep them entertained, and this can become very harmful to a childââ¬â¢s health, or to their mental state as well. It can be hard on a parent try to clean house, cook a meal, and even do school work with children becoming bored, and parents just do not have the time to spend with them and then so it seem to be a helpful tool to be able to help at the time for them to watch television. One of the things that you can do to make sure when the appropriate times and what is the appropriate showââ¬â¢s to watch according to ââ¬Å"Kids Health from Nemoursâ⬠(1995-2012),â⬠Come up with a family TV schedule that you all agree upon each week. Then, post the schedule in a visible area (e.g., on the refrigerator) so that everyone knows which programs are OK to watch and when. And make sure to turn off the TV when the ââ¬Å"scheduledâ⬠program is over instead of channel surfing.â⬠Instead of giving your children television time when they experience boredom some suggestion to them is to go outside and make believe that they are the characters in their favorite learning television show. Another thing is get them some flash cards with math, spelling or any type of learning cards. If you distract children from television with something better then you will have a child that cares less about the television and more about playing with their learning games. Common assumption say that violent television shows can mold a child to be either violent when they get older or they develop a fear of being hurt. Children take what they see and apply it to what they do, kind of like the saying ââ¬Å"Monkey see monkey doâ⬠type of thing. According to Willson (2008) ââ¬Å"Wilson also shows that childrenââ¬â¢s susceptibility to media influence can vary according to their gender, their age, how realistic they perceive the media to be, and how much they identify with characters and people on the screen.â⬠â⬠(p. 87) Children need positive role models in their life and someone to look up to in life and most children have their television characters. Parents can usually see the signs in a child just by the way they are when watching a certain television show, and the way that they act if they cannot see the television show is a sign that a parent needs to watch the television show to see what it is that is addicting about the show to their child to make them act out. There are many different types of signs to help parents know if the show that your child is watching is appropriate for them or if it is not appropriate for them. Some of the signs that parents want to look for is if they have trouble in school, with drawn away from friends and family just to name a few, and if you see these problems then as a parent should step in and try to pull the child/children away from the television shows that they watch. Some say that it cannot be done but studies have shown that if there is more quality time spent between parents and their child/children then they will more than likely not have the desire to watch television. Over the past 2 weeks I have been conducting my own personal study on how to keep your children from watching too much television and kept some notes on the effects it had on them. They are more a fan of watching different television shows and not wanting to even play with their toys. So one day I went to the store and bout some board games, activity books, coloring books, learning flash cards and even some reading books. What it is that I have found is that if I just took an hour of my time to interact with them to help get them started and interested in one of the activityââ¬â¢s that I have bought and got them started on one of them with me that I could leave them and do my school work, house work and even cook dinner and not one-time did I hear the words ââ¬Å"I want to watch television Aunt Becca!â⬠So if parents just make the time to take time out of your time just to get them interested is a tremendous outcome in the end. Obesity is one of the most dangerous side effects that are found in children that watch more television than get out and do physical activities. When children watch television after eating or while eating breakfast, snacks, lunches, and dinner are found that they donââ¬â¢t want to get up, stop watching television and go outside and play with friends or siblings. Now they are doing nothing to help burn off the calories that they are consuming then they run a risk at becoming obese and develop other health issues later in life. According to ââ¬Å"How T.V. Effects Your Childâ⬠(1995-2012), ââ¬Å"Studies have shown that decreasing the amount of TV kids watched led to less weight gain and lower body mass index (BMI ââ¬â a measurement derived from someoneââ¬â¢s weight and height)â⬠. One of the things that can help children avoid becoming hungry while watching television is by trying to minimize the commercials, because commercials are filled with yummy foods and snacks that they like to eat. One of the things to help with that would be when there is a commercial on pull them away to do some sort of activity like, clean their room, fold cloths, or just by even having them come in and explain what it is that is going on in their television show. Monitoring what children watch on television is one of the best things that you can do to keep our children from becoming obese, violent, dependent on television, and less disruptive in school. In conclusion there are many different pros and cons of television and the effects that it has on children can go both ways, but it is up to the parents to make sure that their children get the physical activity, mental education and correct role models that they need to make sure that they live a more healthier and active life style. Because our children are the future of America and parents want to make sure that their future is going to be a bright and active life. Reference: PEDÃÅ"K, Dr. Ã
ž. B. (2012, January). A STUDY ON CHARACTERISTISCS OF PARENTSââ¬â¢ TV VIEWING AND CHILDRENââ¬â¢S OPINIONS ON THE CARTOONS THEY WATCHED. International Journal of Business and Social Science, 3(1), 224-233. How T.V. Effects your child. (2011). Retrieved from http://www.nemours.org/content/nemours/wwwv2/patientfamily/khlibrary/articles/21720.html Willson, B. J. (2008, Spring). Media and Childrenââ¬â¢s Aggression, Fear, and Altruism. , 18(1), 87-118.
Saturday, November 9, 2019
Diapause - Definition of the Term Diapause
Diapause - Definition of the Term Diapause Diapause is a period of suspended or arrested development during an insects life cycle. Insect diapause is usually triggered by environmental cues, like changes in daylight, temperature, or food availability. Diapause may occur in any life cycle stage ââ¬â embryonic, larval, pupal, or adult ââ¬â depending on the insect species. Insects inhabit every continent on Earth, from the frozen Antarctic to the balmy tropics. They live on mountaintops, in deserts, and even in the oceans. They survive frigid winters and summer droughts. How do insects survive such extreme environmental conditions? à For many insects, the answer is diapause. When things get tough, they take a break. Diapause is a predetermined period of dormancy, meaning its genetically programmed and involves adaptive physiological changes. Environmental cues arent the cause of diapause, but they may control when diapause begins and ends. Quiescence, in contrast, is a period of slowed development that is triggered directly by environmental conditions, and that ends when favorable conditions return. Types of Diapause Diapause can be either obligatory or facultative: Insects with obligatory diapause will undergo this period of arrested development at the predetermined point in their life cycle, regardless of the environmental conditions. Diapause occurs in every generation. Obligatory diapause is most often associated with univoltine insects, meaning insects that have one generation per year.Insects with facultative diapause undergo a period of suspended development only when conditions require it for survival. Facultative diapause is found in most insects and is associated with bivoltine (two generations per year) or multivoltine insects (more than two generations per year). Additionally, some insects undergo reproductive diapause, which is a suspension of reproductive functions in adult insects. The best example of reproductive diapause is the monarch butterfly in North America. The migrant generation of late summer and fall goes into a state of reproductive diapause in preparation for the long journey to Mexico. Environmental Factors That Trigger Diapause Diapause in insects is induced or terminated in response to environmental cues. These cues may include changes in the length of daylight, temperature, food quality and availability, moisture, pH, and others. à No single cue solely determines the start or end of diapause. Their combined influence, along with programmed genetic factors, controls diapause. Photoperiod ââ¬â A photoperiod is the alternating phases of light and dark in the day. Seasonal changes to the photoperiod (such as shorter days as winter approaches) cue the start or end of diapause for many insects. Photoperiod is the most importantTemperature ââ¬â Along with photoperiod, changes in temperature (such as an extreme cold spell) can influence the start or end of diapause. The thermoperiod, alternating phases of cooler and warmer temperatures, also influences diapause. Some insects require specific thermal cues to end the diapause phase. For example, the woolly bear caterpillar must endure a period of chilling to trigger the end of diapause and continuation of the life cycle.Food ââ¬â As the growing season ends, the diminishing quality of their food sources may help trigger a diapause phase in an insect species. As potato plants and other hosts turn brown and dry, for example, Colorado potato beetle adults will enter a state of diapause. à Sources: Encyclopedia of Entomology, 2nd edition, edited by John L. Capinera.Borror and DeLongs Introduction to the Study of Insects, 7th edition, by Charles A. Triplehorn and Norman F. Johnson.The Insects: An Outline of Entomology, by P. J. Gullan and P. S. Cranston.Biology of Arthropoda, by D. R. Khanna.Developmental Biology, 10th edition, by Scott F. Gilbert.
Wednesday, November 6, 2019
science ethics essays
science ethics essays The main character, Alfieri in the story of the Halfway house had the power of administration and thus was granted the great responsibility of playing God by judging which applicants gets their desire to go through the Fold, and which ones do not. Alfieri had to face some ethical dilemma while playing the role of God. He had no quota; if he cared to; he could send all his applicants through to their destination or turn them all away. But the one would be irresponsible, the other inhuman. The two sentences in this quote are the key to the ethical problem that Alfieri has to faced as a judge at the Fold, because as the judge, he has to decide which applicants gets to pass through the Fold by balancing the pros and cons of helping each applicant; and not just send all of the applicants through it, since the consequence of sending a wrong person through would be unbearable. For example, if Hitler was sent through the Fold to get help from aliens to destroy the world, the world would be destroyed. However, he could not just send everyone back, because that would be crude and inhumane, since there are people who really need help. He has to be careful in judging which applicant gets saved. In other words, the two sentences are the key to the ethical problem because they point out the essence of Alfieris problem, which was trying to be responsible so that there would be no horrible consequence resulting from his decisions and humane in his decision so that people that needs help can receive it. The quote from Halfway house not only applies to the story itself, but also real life problem. In facing the decision of providing insurance to the American public, President Clinton had to experience problems like Alfieri had. The problems that the president faces can be related to the quote mentioned above. As stated in the quote, ...he could send all his applicants through to their destination...but...would...
Monday, November 4, 2019
H.W Assignment Example | Topics and Well Written Essays - 500 words - 2
H.W - Assignment Example Secondly, teams at the workplace improve professional relationships, cooperation, and understanding among workers. Consequently, improved quality and quantity of work output enhances organizational success. In addition, teams significantly contribute towards enhancing motivation among employees. Further, they also help in shaping up trust among employees and the top management resulting into better and high productivity. It is imperative for every manager to adopt initiatives that ensure improvements in team performance. The foremost step is to organize for a day trip. Manager should organize for trips in an effort to reward the employees who showed exemplary performance in their past work. Bonding, free interaction, and encouragement take effect. Further, it gives employees break from work. The second way of improving performance is through encouraging informal address. At this point, managers take a break from the norms of formal interaction with the employees and urge them to speak freely (Griffin and Gregory 261). As a result, workers and their bosses share ideas through open communication hence maintaining healthy work relations. Management should also recognize and celebrate performance of identified exemplary employees. The employees who achieve excellence or success in their duties demand appreciation and recognition. Management rewards the employees with either promotion or special packages that motivating workers and inspires the other employees. Managers should encourage group discussion sessions that act as a forum for successful team members to shares their achievement with colleagues. Similarly, the managers may inquire about employees about their views and suggestions. Consequently, the gesture promotes teamwork, employee confidence, value, and a feeling of belonging by all staff members. To ensure effectiveness in the team, manager should conduct activities including employee feedback
Saturday, November 2, 2019
No topics Essay Example | Topics and Well Written Essays - 500 words
No topics - Essay Example Police crackdowns can target specific crimes, individuals, or geographic areas. They can involve an increased police presence, a commitment to more severe punishment, or other forms of legal sanctions. In Boston, Kennedy reported on how the local authorities would reach out to the gangs and communicate their intention to reduce violence by bringing every available legal tool to bear on them. This process of 'pulling levers' would dramatically increase the cost to a gang for committing acts of violence. Instead of just one member being arrested and prosecuted for a murder, the system would up the enforcement level of probation, outstanding warrants, and illegal street activities on all the gang members. Sherman reported that similar results were shown in regard to a variety of other settings and crimes. Sherman noted that increased enforcement and greater sanctions can reduce crime. However, the strategy needs to be flexible, because as the crackdown continues it may loose its effectiveness. It may be more effective to move geographical locations and targets on an ongoing basis. Reducing crime in New York City is a never-ending task, as officers put pressure on the streets and target selected criminals and criminal activities.
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