Dialectic Journal for Catcher in the Rye - 1719 Words

Entry One Quote: â€Å"... and all that David Copperfield kind of crap but I don’t feel like going through it if you want to know the truth... my parents would have about two hemorrhages a piece it I tell anything pretty personal about them.† (Page 1) Response: This excerpt makes me very curious about his family members. The tone makes me believe that Holden probably is ashamed by them or he doesn’t like them when he describes them as â€Å"crap†. His parents’ attitude toward telling others personal stories is also confusing. It is not clear whether they are the ones inhibiting Holden from telling or not. I predict that Holden is reluctant when it comes to uncovering truths about his life. This quote is important because it gives me background†¦show more content†¦Many people in life have had moments where they have said something and regretted it immediately. This is the exact situation in which Holden was in. Holden had just had one of those relatable moments involving the guilt from saying something harsh and how it immediately affects him. However, he soon realizes that it is unfortunately too late to take back the words he had said. Entry Six Quote: â€Å"The fish-that’s different. The fish is different. I’m talking about the ducks.† (Page 82) Response: In this passage of the book, Holden is thinking scientifically. This supports the fact that he is smart after all, even though he his failing most of his classes. Often times, a teenager wants something so bad, they come up with crazy and somewhat stupid ideas and plans to help them obtain that something. Maybe this is because he does not want to try or maybe he wants to fit in with others who would not accept him if he was smart. In this metaphor, he is comparing himself the ducks in Central Park when the lagoon freezes over. What Holden is really saying is the fact that he would not know where to go if he stays living in a place full of phonies and rude people. The ducks cannot swim in ice and he will not stay in a school full of fakes. Entry Seven Quote: â€Å"She hasn’t felt too healthy since my brother Allie dies. She’s very nervous. That’s another reason why I hated like hell for her to know I got the ax

Gross domestic product v gross national happiness Free Essays

string(186) " industry should be boosting gross national happiness’’ \(Pollard, I 2008\) In this context, GNH challenges the one sided measure of social progress using GDP as the only indicator\." Introduction Human beings are created in a unique way. The qualities we engage differentiate us from one another, as we are gifted with unlimited blessings. We have almost full control over our actions and behaviour, which is the reason why we sometimes struggle to innovate new methodologies for our well-being. We will write a custom essay sample on Gross domestic product v gross national happiness or any similar topic only for you Order Now Going back in history we started our lives from caves until being part of this Global village. The question we ask, that are these changes such as measuring Gross Domestic Product (GDP) as well as Gross National happiness (GNH) really for the best? Within this assignment, in the light of Economics we will be discussing the way Nations/States manage their lives (well being). The main focus will be on explaining the differences between Gross Domestic Product (GDP) and what the state of Bhutan in the Himalayas call ‘Gross Nation Happiness’ (GNH). The assignment will then move onto discussing the main problems of measuring both GDP and GNH. GDP formally known as Gross National Income (GNI) has been elaborated from a Russian-born, American educated, and â€Å"Father of National Income Accounting†. Dr Simon Kuznet introduced the method of calculating National Income, although concept of National Income has existed for hundreds of years. Consistent measure of National Income remained invisible or nonexistent before Kuznet’s work. Byrns, R T. While the GDP and the rest of the national income accounts may seem to be arcane concepts, they are truly among the great inventions of the twentieth century. (Paul A. Samuelson and William D. Nordhaus) Like any other process, the method National Income (NI) has crossed many stages to become GDP. At this day and age we have a barometer to gauge the financial health of a Nation and yes, money plays a vital role to fulfil the necessities of life, but it has been proven that stress levels are much higher within the wealthier communities. The question, which arises here, is what is it that’s lacking, despite of having fair and good financial health, especially in developed countries, as the majority are still not living a happy life. Crabtree, S. (Oct 2009) However, GDP was intended to be a measure of economic growth. GDP was never planned to be a measure of overall social well-being. This western economic theory makes the statement that economic growth will enhance social well-being. Research has indicated that in most cases this statement is true, for example when basic human needs are better met. However, GDP is seen to be an imperfect measure, as it does not account for the environmental and social degradations that often accompany economic development. â€Å"Although gross domestic product (GDP) is not intended to be a measure of societal welfare, it is often used as such. One shortcoming as a welfare measure is that it fails to account for the non-marketed value of natural resource flows.† Turner, P. Tschirhart, J. (1999) Moreover, GDP was intended to help politicians with the circumstances of World War II. (Bureau of Economic Analysis, 2000). It was a guide to post-war economic policy and it is hard to underestimate its success. William M. Daley, U.S. Secretary of Commerce, stated that: â€Å"Since the end of World War II, when the GDP accounts were more fully developed and in wider use, the boom and bust swings are much less severe. They have had a very positive effect on America’s economic well-being, by providing a steady stream of very useful economic data.† The success of the GDP can be seen in its ubiquity, it has become the pre-eminent measure of economic and, to a large extent, social well-being. Gross National Happiness (GHN) on the other hand, which has been attributed to the former king of Bhutan, is seen more important than ‘Gross Domestic Product’ The former monarch is said to have made GNH the guiding philosophy of Bhutan’s development process, soon after his enthronement in 1972 (Thinley 2007). However, it was not until the late 1980s, that the king began to use the GNH concept openly in an attempt to ensure that economic development was in harmony with Bhutan’s culture, institutions and spiritual values (Ura and Galay 2004). Introducing Bhutan and GNH to outside ideas and institutions began in the early 1960s, and apparently picked up pace in the 1970s (Ura and Galay 2004). In that context, the GNH concept probably evolved as good-humoured play on words to make the point that the development process ought not be directed toward increasing GNP if this is at the expense of traditional values. Some critics have had difficulty in accepting the GNH concept. This is mainly due to the word ‘Gross’ as in GNH this does not appear to have any meaning, where in GNP it does, it also does not have a meaning corresponding to that in national income accounting. However, this has not prevented the GNH concept from becoming a national objective in Bhutan. Article 9 of the Constitution of this new democracy states: ‘The State shall strive to promote those conditions that will enable the pursuit of Gross National Happiness’. Furthermore, GNH has been debated around the world for many years. Nevertheless, it has received overwhelming support and encouragement from all over the world, be it scholars, educationists, politicians, researchers alike. In addition, GNH is widely discussed internationally. At least four international conferences have been held specifically on GNH, attracting participation by scholars from different disciplines and different parts of the world. (Ongmo, S Dec 2009) b) The reason for the overwhelming support and sympathy that the GNH concept is receiving worldwide is that the citizens everywhere are dissatisfied with the way societies are progressing currently in the world. They are increasingly concerned with their quality of life where GDP is the sole yardstick used for measuring social progress prompted by globalisation. Now people are demanding for more sustainable and complete approach to development taking into account dimensions such as social, environment and culture into policy framework. Comments such as the below have been made which is making GNH the next phenomenon. ‘Our industry should be boosting gross national happiness’’ (Pollard, I 2008) In this context, GNH challenges the one sided measure of social progress using GDP as the only indicator. The Bhutanese government refuses to consider GDP as a good indicator enough to measure development. It argues that GDP is simply a measure of the currency that switches hands and it doesn’t take care of the growing social problems and deteriorating natural resources of a nation. (Sonam Jamtsho, Principal, Peljorling MSS, Samtse ) In today’s age, we have mentioned GNH is a potential substitute for GDP. (Ray, Debraj (1998): Development Economics, New Delhi 1998.) As we have found that GDP has failed to measure on whether it has benefited the nation or not as its only focus has been on the on economy. Factors such as natural disasters haven’t been considered which could contribute to the GDP growth as it stimulates economic activities such as increasing demands for construction. Also I have fund that the measure of GDP isn’t accurate as there is fear that statistic errors along with pollution factors aren’t being included, which would affect the overall performance. GDP also fails to measure things like quality improvement, this is due to the fact GDP can only measure the price as value, but not the quality of goods being produced. Saturday, January 31, 2009, 17:19 Also when assessing the performance of nations, GDP is often the policy used to measure wealth. However, it fails to meas ure more delecate forms of wealth, which are maybe more important to the average persons well being. Harrell, E Sep 2009. Nevertheless, I have found that changes or adbating to different policies will be a real challenge as for example swapping our UK standard of living for that of an average Bhutanese citizen would be very hard to adabt . By Eben Harrell Wednesday, Sep. 16, 2009 In contrast, GNH has become a more complete indicator as it draws upon a broader set of social, environmental and health measurement. One of the GNH creators Lyonpo Jigmi Thinley states: â€Å"We have to think of human well-being in boarder terms. Material well-being is only one component. That does not ensure that you are at peace with your environment and in harmony with each other.† GNH aims to evaluate sustainability, wellbeing and quality of life. There are nine index variables and many different metrics, which it uses to measure GNH. For example some on the key measurements include total household income, the highest level of education, the value of voluntary work and unpaid housework, natural capital such as energy, air and water quality, sustainable transportation, levels of health and education, crime, pollution and recycling levels. However, GNH faces its own limitations. Certain elements which make GNH become possible such as happiness from love is in fact hard to be measured by a rare method as people have different perceptions towards what happiness really means to them. In addition, GNH is only an indication and does not solve the real problems. For example, after releasing GNH in Bhutan, the country still faces challenges such as poverty and alcoholism. It will be argued here that the happiness revolution might, instead of bringing about the return of â€Å"utility,† ultimately condemn this concept for being simplistic, and reveal that subjective well-being cannot serve as a metric for social evaluation without serious precautions. Fleurbaey, Marc(2009) However, no measure has yet be proven to be perfect as the concept of GDP has risen concern of why the world measuring its development, progress and even sense of success by the GDP, if it does not properly account for the things that are beneficial or destructive to society. After all, the economy is just the exchange of goods and services that are meant to enhance the standard of living. Economist Alan Greenspan, and even the inventor of GDP, Simon Kuznets, warned about using GDP to measure well-being and prosperity (Haggart, 2000). Policy makers and Nations such as the U.S have intended to make positive changes to improve the structure. U.S have requested the Bureau of Economic Analysis (BEA) to revise the way it measure’s GDP levels and growth. One of the changes consisted of switching to a chain-weighted method of computing aggregate growth which depends on the current price information. This allowed BEA to measure GDP growth more accurately by using a new, â€Å"chain-weighted† procedure which would eventually eliminate upward biases in the incoming data. This indicates that challenges have been reconised when gathering accurate data for GDP and that policymakers are to some extent trying to make changes to enhance the method. However, study has shown that there are drawbacks which aren’t allowing the new measure to work as swiftly as it was intended to, as there has only been a small impact on the analysis of the macro economy. The new data, however, showed that the economy has been gro wing a bit less rapidly over the last few years than they had expected. The new policy also didn’t alter any estimates of the effects of monetary and fiscal policy on inflation, employment, and the budget and trade deficits. Key data on inflation, such as the consumer and producer price indexes, will not be changed, nor will the data on employment or the budget and trade deficits. On the whole, the most significant consequences of the revised GDP measurement system may be that growth in recent years will be marked down and the chronic upward bias to ongoing estimates of aggregate growth eliminated. Policy makers have recognized that GDP successfully measures the national à ¥conomic strà ¥ngth, however, as discussed above ,GDP fails to measure things that ‘make life meaningful’. Morgan Housel – January 1, 2011. Collaborating GDP and GNH has been discussed in many states such as the U.S and the UK. Concepts of measuring both happiness and Gross are in talks, but research suggests that there is a lot of work involved, however, there are signs that they are working in the right direction. A strategy in the U.K which many of us are aware of, track trends that affect the communities well being by using data from the census surveys where government agencies that track health, the environment, the economy and other societal barometers. U.S on the other hand, are working with a research team at Princeton who are working with the Bureau of Labor Statistics to incorporate this kind of charting (census) into its new â€Å"time use† survey, which began last year and is given to 4,000 Americans each month. Dr. Alan B. Krueger, a Princeton economist working on the survey stated that: â€Å"The idea is to start with life as we experience it and then try to understand what helps people feel fulfilled and create conditions that generate that,† This method is intended to equip and educate the American quest for ever more income. But that benefit would have to be balanced against the problems that come with the increased stress imposed by additional testing. â€Å"We should not be hoping to construct a utopia,† Professor Krueger said. â€Å"What we should be talking about is piecemeal movement in the direction of things that make for a better life.† http://www.paradise-engineering.com/happiness/gnh.html China on the other hand, started using, what is known to be a complex index called Human Development Index (HDI), that was established by Nobel Prize laureate Amartya Sen, which was then replaced by Gross National Product in 1990. China, who is another nation which is attracted to the concept of Gross National Happiness (GNH) as they found it an urgent necessity to move away from the GDP-led approach to a more human-centred style of government. The difficulties that many nations are facing that happiness cannot be measured. The IEA, quite fairly argue that the satisfaction levels have not really gone up or down since records began in the 1950s might simply show that measuring happiness is a very imprecise science. As the authors point out, many happiness measurements are based on a three-point scale, with people asked if they feel unhappy, happy, or very happy. â€Å"Basing government policy on such an imprecise measurement would be like the Bank of England’s monetary policy board basing its policy decisions on whether people say they are feeling poor, rich or very rich†, they write. It’s not just rising income levels that don’t appear to affect happiness levels. Rising levels of violent crime also don’t appear to affect it. The high unemployment of the 1980s don’t seem to affect it. Nothing seems to affect it. It just continues in a straight, boring line. So what policy conclusions can we draw from thisNone, it would be fair to suggest. The main problems identified were indicators such as the service input as defining and measuring has become very complex as Some business have mixed service departments in which trying to differentia could be a hard task. Also measuring non market goods such as housework and raising a family is also a challenge. GDP figures also exclude the making of goods and services that are not sold within markets. This component includes housework, meals cooked at home, and child care provided by parents, as well as services volunteered for charities and other groups. For example, when parents care for their own children, the value of their care does not appear in GDP. However, when parents pay for child care, those services appear in GDP. GDP also includes only a very imperfect estimate of production of goods and services sold on the underground economy (or black market). This activity includes production of illegal goods and services (such as drugs and prostitution). It also includes production of legal goods that goes unreported to avoid taxes. Many estimates suggest that the underground economy in the United States amounts to between 5 and 10 percent of GDP; this figure is even larger in many other countries. Conclusion Also when renting a property the expenses appear in GDP as payments towards housing services, where on the other hand if you own the property GDP includes the government’s estimate of the rent that you would pay if you were renting. Also pricing of goods isn’t accurate as these are measured using old, higher prices, overstating the increase in the value of production. Research has also shown that double counting is also a major problem. How to cite Gross domestic product v gross national happiness, Essay examples

Recruitment and Selection Process in Organizations

Question: Discuss about the Recruitment and Selection Process in Organizations . Answer: Introduction Unconscious bias merely refers to the desired thoughts which help in influencing the behavior of the people without awareness. These biases are supposed to influence the preferred decision-making process of the concerned person. It becomes very important to understand the judgment, cultural backgrounds and the personal experiences of the people before making a suitable decision. The implicit bias refers to the different attitude or the stereotypes which affects the understanding, decisions and the actions of the people in an unconscious manner. It gives rise to gender discrimination, ethnicity, religion, disability, high ceiling, Langue and many more. Another definition of unconscious bias refers to that bias from which people are unaware and which took place outside of peoples control (Flew, 2015). Brain plays the most important role in this by making quick judgments and assesses the people as per the desired situation (BoatengBoateng, 2010). The background, different cultural envir onment and the personal experiences plays the major role in making the bias decisions in favor of a particular person. Unconscious biases can be defined as the biases which are the social stereotypes related to a certain group of the people reflecting their own conscious awareness ("How Badly is Your Unconscious Bias Affecting Your Recruiting Skills?", 2016). This research paper critically presents the literature evaluated by many of the well-known researchers in the past regarding the formation of the unconscious bias decisions. The research paper will help in discussing the desired aspects and the affects of the unconscious bias which is also called the hidden bias in the recruitment as well as the selection processes. Characteristics protects people against discrimination characteristics of the 2010 equality act reveals the different aspects of discrimination of the people from the unconscious bias decisions ("Discrimination: your rights - GOV.UK", 2016). The act evaluates the fact that the protected characteristics is against the law for discriminating anyone because of several factors. These are because of: Age Being a transsexual person Getting married or staying in a civil partnership Sex Sexual orientation Racisms including nationality, color, ethnic origin Disability Religion or beliefs These factors critically help in understanding the desired impact of the unconscious bias decision which affects the recruitment as well as the selection processes. It has been sent ht the people working in the different countries sometimes suffers from the effects of racisms based on nationality or religion and this generates great impact on the execution of the business processes of the concerned firm. These types of the discrimination critically affect the decision making processes and give rise to Unconscious bias decisions. Literature Review The past researchers have evaluated the fact there are many articles written in order to understand the desired impact and the concepts of the unconscious bias. The unconscious bias is the hidden bias which critically affects the execution of the business processes of a particular firm in several ways. It has been seen that the different attitudes and decisions of people critically affects the decision provided by other people. Moreover, the implicit biases are supposed to be more pervasive and it affects the partial and the impartial decision made by the HR managers of any of the concerned firm. The different examples needs to be evaluated in order to bring out the desired facts related to the affect of the unconscious bias from the behavior, personality and the experiences of the people. in some of the circumstances it is seen that the personality or the experiences or the achievements of the concerned person affect the decision which is going to be made by the recruiter. A differe nt example on the influencing of the decisions of the recruiters from the affect of Hidden bias is being provided throughout this paper. The use of the past literatures helps in indentifying the desired factors which creates enormous impact o the decision-making processes of the HR managers. Relationship between traditional practice of PM, industrial relation, and HRM There exists a vast relationship between traditional practices of PM and the industrial relation. In the words of (Desbordes, 2013) there are two related concepts that deal with many aspects of the organization and their employees and the two related aspects are personnel management and industrial relations (Disselkamp, 2009). Personal Management can be defined as maintaining, planning as well as monitoring the performances of employees associated with a firm in order to improve their respective overall performances (Fenton, 2015). The hidden bias is seen to be growing throughout different organizations on large numbers as people gets influenced by the suggestions, activities, attitudes and the behavior of the other people while interacting with them. Industrial relation deals with the employment relationship. It has mainly three faces: science building, ethical and solving problems. Impact of unconscious bias on organization The unconscious bias crates enormous impact on the recruitment as well as the selection processes and few of the illustrations have been provided in the file mentioned below. There should not be any other bias decision regarding the recruitment and the selection process as it critically affects the growth and the expansion of the firm on a large scale. As per the 2010 characteristics equality act there are three of the important points which creates enormous impact on the recruitment and the selection process, they are: Sexual orientation (Gender) Preferences to the females or to the males are seen in many of the firms and this somewhat affects the execution of the business practices. There should be rise of any unconscious bias decisions considering the gender of the people concerned. Disability The disability is another factor which affects the recruitment as well as the selection processes. There needs to be some considerations or seats available for the people suffering disability but the decisions of the interviewer should be hampered. As for Example: The case of Jordan reveals that there are two types of the people, one from the background of Palestinian who cannot work in a sensitive position within the government, whereas the original Jordanian cannot work with the bigger private firms from the owner of Palestinian (Sandvig, 2015). The biased or the hidden decisions needs to be reduced and the employees should be selected as per their skills, talent, ability and relevant experiences ("https://www.insights.com/files/unconscious-bias-article.pdf", 2016). Selection The fair selection methods need to be evaluated in order to enhance the overall performances of the firm (Kendrick, 2010). During the interview process, if someone is having more experiences and too aged then these critically affects the selection processes (Rohm, 2014).. Moreover, it has been seen that there are people who suffers from the unconscious biased decisions because of their age. Another example is the Horns effect which reflects the bad things about the candidate appearing for the interview ("How Badly is Your Unconscious Bias Affecting Your Recruiting Skills? 2016). As an example: The Halo Effect is another point to look upon as it affects the recruitment as well as the selection processes critically. During the interview processes, the higher reputation of the college of the candidate and the distinction or the higher grades of marks posses by him critically affects our decision. The person is then seen with the glow of his achievement and therefore affects the decision to in favor of him. Example: Similarity bias is another example which is see in many of the places during the interview round. If the interviewer comes across the candidate having similar personality to him or her them then the decision of the interviewer gets affected and this is one of the most useful examples of unconscious bias ("How Badly is Your Unconscious Bias Affecting Your Recruiting Skills? 2016). The above examples critically reveal the desired impact of the unconscious biasness on the selection and the recruitment processes. Example: Beauty Bias is another aspect which affects the diversity management practices. It is a matter of fact that people gets influenced by the most handsome person or beautiful girl and they start thinking that handsome boy or beautiful girls are considered to be the most successful for any particular business or firm ("How Badly is Your Unconscious Bias Affecting Your Recruiting Skills? 2016). Moreover, the 11/9 backlash on Muslims reflects the discrimination against the followers of Islam. This particularly evaluates the perception of the people regarding the Muslims living throughout America. The discrimination of the basis of the religion and culture affects the effectiveness of the workplace concerned. Every survey regarding the American society reflects no barrier to the advancement of the Muslims and this was supposed to be the major concern f or the people. America is not the perfect place but it can be considered to be the safer place for the Muslims s well as for those people following the Islam (McCormick, 2016). The 11/9 incident evaluates the biased decisions that took place against the Muslims and it affected the people throughout the country. Moreover, there are some of the issues related with the bias decisions such as the discrimination of the employees on the basis of nationality, gender, age, Culture and religion. Equity and Diversity: Equal opportunities needs to be provided to all of the employees associated with the firm as this helps in the reduction of the discrimination between the employees concerned. It has been that a person as well as the employees comes from diverse cultural backgrounds. As per the characteristics equality act of 2010, the following point needs to be considered in understanding the unconscious bias decisions related to diversity and equality: Racisms including nationality, color, ethnic origin Racisms based on nationality affect the business processes as well as it creates conflicts between the employees concerned. The diversity management practices are considered to be of great importance as they helps in maintaining the effectiveness of the firm irrespective of the nationality, color or origin of the candidate (Lomborg, 2015). Racisms consisting of religion, gender or caste The diversification of the people based on Many company or management try to motivate their employees by their pay scales or compensation but it is required to motivate them without getting influence by any other factors causing implicit bias (Girard Girard, 2011). Proper motivation of the employees leads to giving proper result and feedback improves their overall performances ("Googles latest accomplishment: refining marketing practice", 2012). For instance, when recruiting and selecting staff in the public sector and the private sector organizations in Jordan with regards to original ethnicity. Public sector organizations apparently tend to have unconscious bias by selecting original Jordanian candidate, whereas some private sector organizations clearly tend to recruit original Palestinian candidates. Notwithstanding that both of ethnics might have Jordanian nationality. Recommendations The top three recommendations for Human Resource Management are discussed as follows: Strategic Vision There exists a crucial advantage from the video interviews as it offers platform for the candidates to expresses their views regarding the particular matter asked during the interview. They are allowed to read the questions and then answer. It becomes important to understand the desired concepts and the examples reflecting the unconscious biased decisions coming from different situation which affects the recruitment as well as the selection procedures of the HR department. Demographics The right and the appropriate amount of education along with th training, these impacts of the unconscious biases can be reduced easily. The identification of the demographic factor should be understood as this lays crucial impact on the growth of a particular firm. It is the work of the HR leaders to check company's present image and to establish techniques in which HR workings support that particular vision of the firm. The identification of the different demographical factors will help in reducing the occurrence of the unconscious biased decisions. Transferring of Knowledge Conveying of the proper knowledge and the effective means of training to the recruiters as well as the employees of the HR department will help in overcoming the impact of the unconscious bias.The transferring of the suitable knowledge helps in bringing out the correct knowledge and reduces the chances of getting influenced by the different interactions of the people concerned. Identification of issues The issues coming between the recruitment processes needs to be evaluated in order to reduce the impact of the unconscious bias. The desired message of equality and awareness regarding the different culture of the people will help in reducing the unconscious biased decisions which comes in favor of a particular person. Conclusion The development of the biased decisions critically affects the execution of the work processes of the firm and thus, it becomes more important to understand the desired impact of the unconscious biased decisions on the entire firm. The implicit bias refers to the different attitude or the stereotypes which affects the understanding, decisions and the actions of the people in an unconscious manner. It becomes crucial to understand the actual definition of the implicit bias and a few of its characteristics as it plays vital role in the decision-making process. The research paper critically reveals the impact of the unconscious biases decisions of the HR managers affecting the firm and which should be equal for the employees and the motivation should be provided to all of the employees concerned. The implicit biases are supposed to be more pervasive and it affects the partial and the impartial decision made by the HR managers of any of the concerned firm. References Boateng, B. Boateng, K. (2010).Joomla! social networking with JomSocial. Birmingham, U.K.: Packt Pub. Chadwick, A. (2015). The "Social Media" Maneuver.Social Media + Society,1(1). https://dx.doi.org/10.1177/2056305115578133 Couldry, N. (2015). Social Media: Human Life.Social Media + Society,1(1). https://dx.doi.org/10.1177/2056305115580336 Coyle, T. Chan, M. (2015). Using Social Media for Professional Advancement: Lessons Learned.The ASHA Leader,20(3), online only. https://dx.doi.org/10.1044/leader.gs.20032015.np Desbordes, M. (2013). Latest sponsorship strategies and the need for research.International Journal Of Sports Marketing And Sponsorship,14(3), 1-1. https://dx.doi.org/10.1108/ijsms-14-03-2013-b001 Discrimination: your rights - GOV.UK. (2016).Gov.uk. Retrieved 21 November 2016, from https://www.gov.uk/discrimination-your-rights/types-of-discrimination Disselkamp, L. (2009).No boundaries. Hoboken, N.J.: Wiley. Fenton, N. (2015). Social Media Is.Social Media + Society,1(1). https://dx.doi.org/10.1177/2056305115578139 Flew, T. (2015).Social Media Governance.Social Media + Society,1(1). https://dx.doi.org/10.1177/2056305115578136 Girard, J. Girard, J. (2011).Social knowledge. Hershey, PA: Information Science Reference. Googles latest accomplishment: refining marketing practice. (2012).Journal Of Consumer Marketing,29(3). https://dx.doi.org/10.1108/jcm.2012.07729caa.002 Hogan, B. (2015). Mixing in Social Media.Social Media + Society,1(1). https://dx.doi.org/10.1177/2056305115580482 How Badly is Your Unconscious Bias Affecting Your Recruiting Skills?. (2016).Social Talent. Retrieved 21 November 2016, from https://www.socialtalent.co/blog/how-badly-is-your-unconscious-bias-affecting-your-recruiting-skills https://www.insights.com/files/unconscious-bias-article.pdf. (2016). Retrieved 21 November 2016, from https://www.insights.com/files/unconscious-bias-article.pdf Kendrick, R. (2010).Cyber Risks for Business Professionals. Ely: IT Governance Pub. Lomborg, S. (2015)."Meaning" in Social Media.Social Media + Society,1(1). https://dx.doi.org/10.1177/2056305115578673 McCormick, H. (2016).Cite a Website - Cite This For Me.Kenan-flagler.unc.edu. Retrieved 21 November 2016, from https://www.kenan-flagler.unc.edu/~/media/Files/documents/executive-development/unc-white-paper-the-real-effects-of-unconscious-bias-in-the-workplace-Final Rohm, A. (2014).Herding cats. New York: Business Expert Press. Sandvig, C. (2015). The Social Industry.Social Media + Society,1(1). https://dx.doi.org/10.1177/2056305115582047 Spanyol, T. (2014). Nuisance calls latest.J Direct Data Digit Mark Pract,15(4), 348-350. https://dx.doi.org/10.1057/dddmp.2014.31 Thomack, B. (2012). Time Management for Todays Workplace Demands.Workplace Health Saf,60(5), 201-203. https://dx.doi.org/10.3928/21650799-20120426-05 Tosoh launches its latest separation media. (2014).Filtration + Separation,51(1), 12. https://dx.doi.org/10.1016/s0015-1882(14)70025-4 Truss, C., Mankin, D., Kelliher, C. (2012).Strategic human resource management. Oxford: Oxford University Press. Werner, J. (2014). Human Resource Development Human Resource Management: So What Is It?.Human Resource Development Quarterly,25(2), 127-139. https://dx.doi.org/10.1002/hrdq.21188.

Quality of Supervision

Executive Summary Frontline employees are constantly in touch with clients. The frontline employees are very significant in the creation of a great customer experience. There is a need for a research to be carried out to find out how the quality of supervision the frontline employees are subjected to affects the quality of services they offer.Advertising We will write a custom coursework sample on Quality of Supervision specifically for you for only $16.05 $11/page Learn More Literature review has shown that the supervision is very necessary if the front line employees are to offer quality services. It has been shown that supervising helps to equip the frontline employees by identifying their areas of weakness which require being built on. Quality supervision encompasses many aspects that are quite beneficial to the frontline employees and which a positive impact on the quality of the services they will provide to the clients. Rationale for the study Glo balization has enhanced competition in various sectors of economy around the world. The hospitality industry is one of such sectors which have been heavily affected by the competition brought about by globalization. Due to the increased competition it has become imperative for business organizations, both in the hospitality industry and elsewhere, to offer high quality goods and services. It has come to the realization of the management in various sectors of the economy particularly those in the service industry that it takes more than premium quality of services and goods to satisfy the clients. In the hospitality industry the art of offering goods in a special manner is not new; actually this is the concept behind internal marketing popularized by services industries such as banks and hotels. Internal marketing involves proper handling of the employees by the management through various ways with an aim of expecting the employees to reciprocate back in turn by treating the clients well.Advertising Looking for coursework on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This means that as much as quality goods and services can be offered by an organization, there is a need for services to be provided in a quality way. This becomes very practical when the case is a hospitality industry. Offering of services in a great way often creates what is commonly referred to as great customer experience. Creating a great customer experience is one of the factors that hotel management anywhere strives to create. Most of the service industries create great customer experiences by utilizing the service of the frontline staff well. It must be appreciated that by default the clients interact most often with the frontline employees. It is therefore evident that the image that will be left in the mind of the customers will that presented by the frontline staff employees. It will therefore make a lot of sense for the management to heavily invest in the frontline staff. Investing in the frontline staff may take the form of training and even ensuring that the kind of supervision offered is of high quality. Having outlined the rational of the study we can briefly examine the management problem. Overview of the Management Problem Tourism is a key industry in Mauritius. The tourism industry in this island can be described as booming and consequently the hospitality industry is also on the rise. The hotels located in this island have been ranked among the world’s top hotels. The island being a tourist destination must ensure that the services offered by its hospitality industry are of high quality. It is important that the quality of the services offered by the hospitality industry is highly maintained to entertain the tourist who frequent the island and also probably to act as attraction for international events. One of the ways of enhancing service quality, as pointed out above, is through e nsuring that the services offered by the frontline employees is excellent. A fall in the quality of service offered by the frontline employees will definitely and drastically reduce the image of the hotels and other hospitality centers in this island. Of late there have been concerns over the quality of the services offered by the frontline employees. One of the ways to rectify this is by ensuring that the quality of supervision that the frontline employees are subjected to is improved. In order to ascertain this, a study will be carried out on some five resorts whose ranking ranges from three to five. Having identified the management problem, we embark next to find out the purpose of this research. Purpose of the Research In respect to the above discussion, this research proposal intend s to find out the if there is any correlation between the quality of supervision offered to the front line employees and the quality of services that they offer. This research is intended to expose any potential that may exist in form of raising the quality of supervision offered to the frontline employees.Advertising We will write a custom coursework sample on Quality of Supervision specifically for you for only $16.05 $11/page Learn More It is expected that by ensuring that the quality of supervision is of high quality, the services that the frontline staff offers will equally be upgraded. This sequence is expected to make the image of the overall company where the customer is being served great hence creating a great customer experience. This proposal is expected to present useful information by using a case study on the effect of quality supervision on the frontline staff in the hospitality industry. By taking a real life case study the research is expected to reveal vital information on the creation of great customer experience through the use of frontline employees when they are subjected to quality supervision. In order to carry out a resea rch on the aspect of impact of quality supervision on the quality of the services provided by the frontline staff, an appropriate research question was formulated. Research Question The research question which will be adopted for a research to be carried out is: what is the relationship between quality of supervision and the quality of performance of frontline employees in hospitality industry? This research question was formulated because, as argued above, the frontline employees, due to the fact that they most interact with the clients, they are largely responsible for creating a customer experience. It is therefore assumed that the kind of influence behind the frontline employees will be hugely responsible for creating a customer experience: supervision is one of such influences. The status of the case study subject was taken into account when the research question was being formulated. The research is expected to be carried out on five resorts whose ranking range from three to f ive stars. An assumption is made that the resorts with such rankings will probably have high quality goods and services and therefore the need to examine the way these services and goods are offered. Literature review Supervision plays a very vital role in determining employee performance in any sector. It is magnified when it comes to employees in the service industry especially frontline employees because they are usually in constant contact with customers. Supervision is usually seen as a form of parenting whereby senior managers are required to parent individuals according to their abilities in a specific area.Advertising Looking for coursework on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Supervision ensures that there is continuity and consistency in service given by those responsible for delivering specific service. Different authors have agreed that supervision involves training and guiding individuals to enable them realize their full potential in whatever they do. Many coaching theories suggest that every supervisor should be conversant with the service provided by those he supervises so that he can build the relevant work relationship with employees. This is why it is important for supervisors to foster trust, respect, and collegiality, attributes that enhance employee interactions in their respective areas of specialization. Supervision therefore, requires that both the supervised and the supervisor engage in a number of tasks in order to satisfy the needs of their customers. There are a number of ways through which quality of supervision affects the performance of frontline employees in the service industry. These are explored below, Quality of supervision ca n support employee service It is said that for any business to succeed, it must create a work environment that is positive and based on trust, exceptionality of service, collaboration, excellence in tasks, and creativity. However, to achieve these, it must ensure that the needs of those who represent the most important asset, customers, are made. These people are the employees. As already, mentioned, supervision involves training, coaching and guiding staff members so that they can perform to their full potential. An effective supervisor will notice the failings in his or her employees and therefore, recommend the required skills that they should train in to achieve productive potential. In the hospitality industry, employees are trained on how to deal with customers so that they can gain their trust. In doing this, they will be aiding in building customer loyalty. When supervisors guide their staff members in their performance of the required duties, they make employees feel part o f the company, feel wanted and are therefore motivated to work hard in ensuring customer satisfaction and therefore reap maximum returns for the organization. Training does not only bring about motivation, it also initiates creativity, and commitment in the employees so that they can move the organization to greater heights in terms of profitability (Wagen Davies, 1998, p. 90). When employees are involved in training, they feel empowered to work hard and provide quality services. Good supervision will enable management realize or recognize the potential in each of their employees. This helps management in providing the necessary tools and powers needed to enable them improve their performance consistently. It is said that in the business world, it is the human resource that differentiates one business enterprise from the other, but not what they produce. Therefore supervision helps to reveal weaknesses in employees and thus take quick remedial actions. Basing on these, one can ther efore, train, coach or guide employees into doing the right thing. Supervision goes hand in hand with feedback. Managers should therefore, give feedback to their employees as this also acts as a motivational tool for better service delivery. Feedback however, should be specific as this tends to be more positive than a general feedback (Wagen Davies, 1998, p. 90). Employees are human and they are bound to make mistakes, this means that once in a while, managers need to correct employee performance. Corrections require that mangers give employees feedback and explanation that is specific to what is needed to correct the problem. Supervision therefore, contributes a lot in supporting the quality of service that employees offer to customers. Giving feedback to frontline employees in the service industry can be as simple as telling them to smile to customers when attending to their needs to give them the impression that one has given full attention to their problem. A feedback should al ways be followed with an explanation of the required response. Frontline employees usually fail because most of them do not have adequate training. This is why it is important that through supervision, they are provided with coaching and encouragement. Good supervisors can do this by demonstrations so that staff uses them as their role models (Wagen Davies, 1998, p. 90). Many people who seek for employment look for jobs that will offer them support, training, and other opportunities that develop them into individuals who can take responsibility for tasks done. Many of the businesses in the services industry fail to recognize this desire in their employees and that is why they experience low customers turnovers. It has been mentioned above that businesses need to train, develop, involve and empower their employees so that they attain the competency they require in delivering services to customers. Many of the employees believe that this can only be achieved through skilled supervisi on from their managers. This is why it is important for supervisors to have knowledge in the particular area of supervision. Employees who feel that they are being supported, guided, coached or trained by skilled supervisors tend to be satisfied with their jobs because they believe that they are not just working to earn the cash, but they are being developed holistically. Quality supervision supports employee service, therefore, it enhances employee satisfaction (David, 2008, p. 1). From above, it is clear that supervision can act as a very crucial pillar in the provision of services by employees. In hospitality industry, service quality is very important. Delivery of service in the hospitality industry by frontline employees involves personal contact. This means that the effectiveness of employee management determines the quality of service provided to customers. Service quality in the hospitality industry spells out the nature of customer-employee interaction when delivering the s ervice. In business, competitive advantage is created by the quality of service created. This means that businesses that do not strive to improve their service quality will lose their customers. Services can be imitated; however, an employee cannot be easily imitated or copied. Untrained employees will deliver poor services, but those who are trained through supervision offer quality service to customers. As already mentioned, supervision enables managers to identify the strengths and weaknesses of their employees. Building on these strengths through training and coaching them in areas where they are weak and following these with continuous supervision will mould them into competent employees who will provide quality service to customers (Yang Fu, n.d., p. 219). Services are very unique from goods, because of this, employees form part of the service and the brand of the company. Research has shown that employee satisfaction brings about customer satisfaction, which translates to pr ofits and growth of an organization. The attitudes of frontline employees in the hospitality industry, influences greatly the attitudes of customers. Many call this â€Å"the spillover effect†, whereby, when employees take supervision positively, this feeling radiates into the way they perform their duties. Customers on the other hand, will absorb these radiations and end up as satisfied users of the services provided. This therefore, is reason enough to show that quality supervision supports customer services by making them feel motivated and therefore satisfied with their respective jobs (Sun Shi, 2009, 2009, p. 16). Quality of supervision as an obstacle to supervision Supervision is one way of managing staff performance and therefore should encompass consulting with those who are supervised. A manager supervising the work of his employees should involve them in laying down the procedures and performance standards. This will ensure that no one makes any assumptions and the refore, only the required service standard will be achieved. For instance, managers can lay down the procedures to be followed in receiving customers and showing them to their respective rooms. This will spell out the performance level that should be met. Consistent supervision by managers will make employees feel that they are being treated equally and fairly. However, if supervision is carried out inconsistently and in a disorganized way, then this can create anxiety and leave employees unsettled and their deliver poor service to customers. This is why it is important that managers supervise their employees and give them guidance and advice where necessary (Wagen Davies, 1998, p. 92). Many managers have a tendency of paying attention or are only concerned with those employers who are regarded as poor performers. They therefore, dedicate all their supervision on them in the hope that they are helping the situation. This however, creates another problem, whereby, the good performer s will start feeling abandoned or neglected. Supervisions of this type create frustration because good performing employees will feel that their manager is acknowledging their contributions. Research has shown that many employees feel encouraged by simply being noticed by their seniors. Another undoing of supervision is in situations whereby supervisors can blame employees for failures that are out of their control. In the hospitality industry, there are many factors that can contribute to poor performance. Take for instance, unexpected delays in flights or even accidents, good managers should acknowledge these. On most occasions, this is not the case; managers tend to blame it on their employees. Such blames are known attribution errors whereby supervisors attribute a lapse in performance to a lack of effort on the part of employees when it is clearly that poor performance was due to unavoidable circumstances. These are the issues that sometimes make supervision hinder quality of s ervice given because they kill employee morale their by reducing their productivity levels (Wagen Davies, 1998. p. 92). We have seen that supervision is a very important part of an organization. This means therefore, that the supervisor is a very vital component of the management team. Supervisors act as a bond or a link between employees and the general manager, this means that the he is depended on by the organization in ensuring that employees carry out their duties well to satisfy the needs of customers. A good supervisor therefore, should work in line with the standards of management, which are â€Å"planning, organizing, motivating, and controlling† (McIntosh, 1974, p. 1). Good and effective supervision will ensure that employees give their maximum contribution to the duties performed. However poor supervision can bring about the downfall of company because it will kill employee moral to work and therefore, will lead to poor service delivery, which can lead to the even tual loss in customers. When carrying out supervision most of the managers assume that all their employees are the same, they fail to appreciate the fact that people are different. The hospitality industry is very involving and wide. It there consists of employees who may be satisfied by their jobs and therefore, will appreciate the type of supervision given. While there other employees who may not be satisfied with their jobs but only work for the cash. In such a situation what may be regarded as motivation by one employee may not be seen as such by another. This may be due to poor supervision, and as humans, employees will avoid doing work whenever there is no supervisor in sight. This will then translate into poor quality of services provided to customers. Organizations in such situations are usually forced to come up with better systems of supervision. Some go to the extent of hiring supervisory services from outside their organizations. This leads into management narrowing the supervision span just to ensure that every employee aspect is under watch. Tight supervision like this one limits employee discretion and curtails their creativity that may help the company. Also employees under tight supervision will not get the job satisfaction that most employees yearn for when searching for employment. This therefore, suggests that poor quality of employee supervision will serve an obstacle to employee service. This in turn will lead to a lack of employee satisfaction in their job. If employees are not satisfied with their jobs, then they will produce poor quality services to customers (Theory X and Theory Y, 2011, p. 1). This literature review has shown that the quality of supervision can support or hinder the services given by employees. By employing an effective supervisory system that will ensure that front line employees in service industry are trained, coached, guided, and advised in their performances of services to satisfy customer needs, quality of serv ice provided will improve tremendously. If supervision places in mind the needs of its employees, then it will work in consultation with them in coming up with work related procedures to guide how tasks are to be accomplished. This will ensure that there is effective supervision, which will in turn increase employee job satisfaction. When employees are satisfied, this will exhibit in their motivation to work to their maximum. Good supervisors are those who listen to their employees and give then feedback and explanation on the right way to be taken. Poor quality supervision on the other hand may act as an obstacle to the services given. Workers who are not supervised effectively may not have the morale to work to their expectations and as such, will not achieve job satisfaction that can give them the morale to work hard. This will then translate into poor quality service given. Methodology Research Method With the aim of examining how quality of services offered by the frontline emp loyees in Mauritius is affected by supervision, this study will be carried out in Mauritius on some five resorts. The research will be undertaken in three phases: hypotheses formulation (already carried out above), carrying out of interviews and making use of questionnaires. It is significant that proper research methods are used to ensure comprehensive information will be captured in the course of carrying out the research. Data Collection In general, data collection methods can be classified into primary and secondary methods. For this study both the primary and secondary means will be used to collect data. In carrying out the research, emphasis will be placed on collecting data as this is likely to give a more relevant indication of how the services that the front staff employees offer are affected by the supervision. Primary Data As indicated above, primary data is very vital for validity of a research. Primary data gives the true picture of what happens at the ground hence nece ssitates drawing of relevant of conclusions. Although the research findings for this study is likely to be used in many geographical regions, this study will be focused on Mauritius and in particular on some five resorts which have already been identified above. In carrying out this research, two methods will be employed in the collections of primary data: interviews and questionnaires. The Interview Method It is anticipated that the use of interviews will yield very significant information which will go a long way to answer the research questions. There will be a need to use this tool professionally in order to yield sufficient information on the research question. Appropriate use of interviews as a form of data collection will include: asking the correct and relevant questions; using diplomacy to ask ‘hard’ questions; sensing when a person being interviewed is feeling uneasy about a questions and consequently restricting the question to make it easy for him/her to ans wer it. Due to availability of interviewees which might not be guaranteed, the research will have provisions for both face to face and telephone interviewees. There will be three categories of people to be interviewed: a representation of the frontline staff, some of the supervisors and some senior management personnel. The questionnaire method Questionnaires are anticipated to be quite helpful in the course of carrying out this research. The questionnaires are expected to be very hand especially for those who might be shy or for some other reason not will to face interviews. The questions will be kept anonymous to enhance frank airing of views without any fear of being pointed out by any person. Some of the questionnaires will be mailed to those who will answer them while some will be presented to the individual members in person. A cover sheet will be prepared which will be sent along with the questionnaire to enable the interviewee understand what is required of him/her. The use of interviews and questionnaires will largely help to collect information from the ground which will be expected to give some green light on the research question. Secondary Data Secondary data has been used above in the literature review section. Use of secondary data is very significant as it makes it possible to adequately prepare well for the research. By going through the secondary information on the research topic one gets to understand the task ahead and what is awaiting and thus makes the appropriate arrangements. Through the secondary information, it becomes possible for the formulation of the research questions, the hypotheses, and even coming up with expected challenges and limits. Collection of secondary was carried out by using Google with an intentional move being made to pick the most credible and current sources in order to give the most relevant and appropriate information about the topic. Limitation and Ethical Considerations There are limitations which are likely to occur when this research will be carried out. Corrective measures will be taken as explained below in order to ensure that the data collected is reliable. The first limitation which can be easily pointed out is the focus of the study. The study will be carried out on only five resorts. The five resorts are however highly ranked and it is hoped that they will represent the whole of the hospitality industry. Another limitation may be the use of the questionnaires. Since the study is expected to cover all the frontline employees, it will be expected that at some point the researchers will come in contact with some of the employees who are engaged in tasks which require little or no skills and probably it is expected that such employees may find it hard to go through the questionnaires. In such a case, the researchers will be required to carry out interviews with such employees and consequently collect their views. The highest standards of research ethics will be observed when this r esearch will be carried out. The data collected will be only used for the purpose of studies. Collections of primary data will be carried out through coding to enhance privacy. Permission from the relevant authorities will be sought to ensure that the study takes place without any confusion. Planning It is expected that a lot of time will likely be spent moving around in the course of carrying out the research. To ensure that time will be spent wisely and that no activity will be sidelined due to insufficient time allocation. The following Gant chart will be used in carrying out the research-there are likelihood of some adjustments being made on the chart to make it more convenient and inclusive of any relevant activities that may come up. References David, A. (2008) Generation Y as hospitality employees: framing a research agenda. Web. McIntosh, R. (1974) Employee Motivation and Work Incentives in the Service Industries. Web. Sun, A Shi, B. (2009) Employee Satisfaction vs. Servic e Performance-A Chinese hotel’s perspective. Web. Theory X and Theory Y. (2011) Theory X and Theory Y. Web. Wagen, A Davies, G. (1998) Supervision and leadership in tourism and hospitality. New York, NY: Cengage Learning EMEA. This coursework on Quality of Supervision was written and submitted by user Madilynn Andrews 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.

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Australia's Declining Birth Rate essays One great, recent and long-lasting concern for the nation of Australia is the precipitous decline in the Australian birth rate. The Australian birth rate is one of the lowest birth rates in the civilized world. Statistics have also shown that a growing number of Australian women are postponing childbirth later and later. This is not only true of teenage mothers but also young women in their twenties, whom are traditionally at their most fertile biological peak' as well as more economically and personally stable than teenagers. The most frequently cited reasons for the low Australian birth rate, an object of frequent debate in the nation, include the lack of available affordable childcare as well as the fact that more and more women are pursuing careers, eschewing motherhood until later in life, only then finding out that hey have problems with their fertility. Also, the proportion of the population aged 65, past childbearing age, has grown steadily in Australia since 1975. (Australian Health Trends, 2001) Since 1976, the Australian birth rate has been sinking below replacement levels for the nation. This recent fall since the 1970's is even greater than the fall that occurred with the introduction of the birth control pill to the nation in the 1960's. Unlike the single factor of the introduction of the birth control pill, the 1970's anti-teenage mother campaign waged by the government, cutbacks in the health system regarding prenatal and day care, and social trends that de-emphasized motherhood have all created a trend towards later childbirth and smaller families since 1976. The burgeoning wealth of the population, the lack of social status accorded to motherhood in general as well as early motherhood, and even the increased rate of travel amongst young Australians have all been blamed for this growing trend. Also, the higher rate of congenital abnormalities...

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Study Guide Questions for 'A Christmas Carol' A Christmas Carol is a famous Christmas novella by  Charles Dickens, one of the greatest authors in Victorian literature. While Dickens is usually known for his longer work this novella has remained popular since its publication. As the main character Scrooge is visited by the ghost of past, present and future he learns a valuable lesson about the meaning of Christmas and the cost of greed. The message of this show still rings true in this modern age which has helped make the story a Christmas classic. The novella has remained popular in English classes because of its strong moral message. Here are a few questions for study and discussion. What is important about the title? What are the conflicts in A Christmas Carol? What types of conflict (physical, moral, intellectual, or emotional) did you notice in this novel? What message is Dickens sending about greed? Do you think this message is still relevant to modern society? Why or why not?   If Dickens were telling this story in modern times how do you think the story would change?   How does Charles Dickens reveal character in A Christmas Carol? What are some themes in the story? How do they relate to the plot and characters? What are some symbols in A Christmas Carol? How do they relate to the plot and characters? Are the characters consistent in their actions? Which of the characters are fully developed? How? Why? Do you find the characters likable? Are the characters persons you would want to meet? Does the novel end the way you expected? How? Why? Why do you think it was important for Scrooge to travel to the past, present and future of Christmas?   Why did Jacob Marleys ghost appear to Scrooge in chains? What were the chains meant to symbolize?   What is the central/primary purpose of the story? Is the purpose important or meaningful? How essential is the setting to the story? Could the story have taken place anywhere else? What is the role of women in the text? How are mothers represented? What about single/independent women? What is the role of Tiny Tim in the story?   How does Fezziwig differ from Scrooge? Whats his purpose in the story?   What elements of this novel appear to diverge from the earlier works of Charles Dickens? How effective are the supernatural elements of A Christmas Carol? Why do you think this story has remained so relevant over the years?   Where there any parts of the story you think did not stand the test of time?   Would you recommend this novel to a friend? Study Guide A Christmas Carol TextQuotesVocabulary / TermsCharles Dickens Biography

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Law for Business Essay Example | Topics and Well Written Essays - 2000 words

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The company’s efforts Essay Explain some of the company’s efforts to localize its offerings and describe how Successful these efforts were. What could have been done differently? Think local, Act local. Think local, Act local. This is company’s efforts to localize its offerings. Global business philosophy changes 3A to 3P principle, 3A is Availability, Affordability, Acceptability. It meaning is to make customers buy get, affordable, willing to buy. 3P is Pervasiveness, Price to value, Preference. (2) Held Activities Coca cola localized their products is based on countries’ culture such as Malaysia is Coke EURO 2012 â€Å"Buka Coca-Cola, Buka Semangat Bola† contest. And McDonalds introduced about the World Cup drinking cup in the 2012 World Cup. Besides, Coca cola localized in China through the Chinese design in Beijing Olympics. Beijing Olympic Games torch bearer selection, Coca Cola to provide 18 places. As a global partner of Beijing Olympic Torch Relay , Coca-Cola ( China ) Beverages Ltd. officially announced : [ Coca-Cola ] Olympic torchbearer selection Shanghai area started , the selection of the theme Who lit the flame of my heart to the public 18 torchbearers places the Olympic spirit and the journey of Harmony theme brought to every corner of Shanghai . (3) Indication marks The other belongs to the Coca-Cola company brand drinks of all the packaging and advertising, it is the emblem and the Coca-Cola company honor cooperation. For example, Sprite, Fanta .The words, this is actually in the ascension and strengthening Coca-Cola brand. In addition, with the local brand beverage friendly cooperative relations, as well as local brand beverage special affinity, Coca-Cola has a better relationship. (4) Advertisement Through the advertisement implants, also can improve the local people accept rate, and local phase fusion, increase sales. For example, the bottle of packaging is the local custom picture. In the development of any drinks can use original brand sales channels, like this is advantageous to quickly open the market, but also can greatly reduce the cost. Coke, Sprite, fanta and so on three brand sales ratio roughly 2:2:1, development basic equilibrium. From several brand reputation, reputation to market sales, show integral consistent, distinct features, taste and can achieve complementary. According to the characteristics of the Chinese market, the Coca-Cola company expanding their drinks varieties, from oolong tea to the new age style of fruit punch, high heat energy drinks, and even to the most ancient drinking water. So which is more in line with the tastes of the locals , and make it easier for everyone to accept. localize its offerings after, Products with the local people more close contact, from popularity and good reputation degree, market sales, can have very big promotion.

The Populist and Progressive Movements Essay -- Progressive Movement P

The Populist and Progressive Movements The Populists and Progressive were form of movement that occurred during the outbreaks of the workers union after the civil war. The populists began during the late 1800s.The progressive began during the 1900s. There are many differences between these two movements, but yet these movements have many things that are similar. Farmers united to protect their interests, even creating a major political party. The party was called the peoples party which became known as the populist party. Populists drew its strength from rural areas. Populists tended to be poor and uneducated. They had ideas such as government ownership of major industries. The Populists supported labors demand for an eight hour work day. The most controversial Populist demand concerned the money supply. Farmers being both sellers and debtors, saw inflation as a way to improve their standard of living, but they wanted to expand the money supply. Farmers convinced the government to use silver as well as gold to back the money supply. The congress passed the Bland-Allison Act and the Sherman Silver Purchase. Populist platform urged congress to authorize free and unlimited minting of silver. The Populists were united in favoring the minting of silver to expand the money supply. Democrats agreed with the Populist, but most Republicans favor ed the gold standard and a smaller money supply. Democrats agreed on a presidential candidate that was with the mint silver, wh...

Remote Desktop

Ever wished you could access your PC from the road? With Remote Desktop inWindows 7, you can. Remote Desktop connects two computers over a network or the Internet. Once connected, you'll see the remote computer's desktop as if you were sitting right in front of it, and have access to all its programs and files. This feature is included with all editions of Windows 7, but you can only connect to computers running the Professional, Ultimate, or Enterprise editions. Use Remote Desktop to access one computer from another remotely. For example, you can use Remote Desktop to connect to your work computer from home. You will have access to all of your programs, files, and network resources, as if you were sitting in front of your computer at work. While you are connected, the remote computer screen will appear blank to anyone at the remote location who sees it. Server and Client Requirements The computing model for thin-client networking means that the horsepower is concentrated on the server end, not the client end. Because the server will be supporting dozens of people — maybe hundreds — this is not the time to skimp on power. Server Hardware The notion of using a bigger server so that you can skimp on client-side hardware isn't new. That's all a file server is: a computer running a big, fast hard disk so that you don't have to buy big, fast hard disks for everyone in the office. RDS servers are designed on a similar principle — if most of the processing takes place in a single location, you can concentrate the hardware resources needed to support that processing in a single location and worry less about power on the client end. Use a Powerful RD Session Host Server Since an RD Session Host server will be serving applications or full desktops to clients, you'll need to purchase or build a powerful server. Processing power and RAM are the most important resources. Depending on the types and number sessions you're supporting, you may also want to consider boosting disk access and network bandwidth. On the surface, calculating the needs seems straightforward. Just follow these steps: 1. 2. Calculate the resources needed for the operating system. 3. . Calculate the resources needed for a small number of sessions (such as five). 5. 6. Multiply the resources needed for your sessions based on the total number of sessions you plan to support. If you planned to support 100 sessions and you measured five sessions, you'd multiply by 20 (20 * 5 = 100 sessions). 7. 8. Add the total session resources needed for sessions to the resources needed for the operating system. Although this seems like simple math, it never seems to work out that way. Synergy is often hard to predict. Synergy (where the whole is greater than the sum of its parts) often results in something unexpected. Additionally, if the deployment is successful and users are happy with what they can do, they may end up using it much more than you anticipated. You don't need to tell this to the budget people, but it's best to add a buffer for the unknowns and to plan for expansion. Additionally, you should do some independent research starting with Microsoft's Remote Desktop Services home: www. microsoft. com/windowsserver2008/en/us/rds-product home. aspx. Core Hardware Resources For the purposes of running an efficient RD Session Host server, the bare minimum required to run Server 2008 R2 won't cut it. Although there are no hard-and-fast specifications for an RDS server, some general guidelines for server sizing follow: Processor Faster is better to a point. More important than a fast processor is one with enough cache so that it doesn't have to reach out to the (slower) system memory for code and data. Faced with a choice between more cache and more speed, go with more cache. Most RDS servers these days have multiple processors, and these processors have multiple cores. Although only multithreaded applications will actually use more than one processor at a time, if there are multiple processors, then threads needing execution can line up at both. Memory RDS servers tend to be memory bound, not processor bound. Get high-speed, error-correcting memory; get plenty of it; and be prepared to add more as you add more users or applications to the RDS server. The amount of memory you'll need depends on the applications that people use, the number of concurrent sessions, and the memory demands of the files opened in those sessions — computer-aided design (CAD) programs will stress the system more than, say, Notepad. Thankfully, the 64-bit operating system goes well beyond the 4GB limit. Start your calculations with at least 8GB of RAM for the server, and start adding based on the of number of users and memory required by the applications they'll run on the server. Windows Server 2008 R2 will support up to 2TB of RAM. Disk Consider Serial Computer System Interface (SCSI) disks on an RDS server if at all possible. A SCSI disk controller can multitask among all the devices in the SCSI chain. Most people believe that SCSI performs much better both Serial Advanced Technology Attachment(SATA) and Enhanced Integrated Drive Electronics (EIDE) disks, though some people are starting to find that high-end SATA solutions perform better than low-end SCSI solutions. Disk performance is an important capability in any server, especially so in an RDS server. Additionally, consider a Redundant Array of Inexpensive Disks (RAID) solution to increase the performance and/or fault tolerance of the drives. For a high-end RDS server, a RAID 1+0 solution provides both performance gains and redundancy. Network On a busy RDS server, consider load-balancing high-speed network cards, which can assign multiple NICs to the same IP address and thus split the load of network traffic. Another alternative is a multihomed server with one NIC dedicated to RDS session traffic. As far as network speed goes, sending application output and client-side input back and forth requires little bandwidth, but client-print jobs sent to mapped printers can take quite a bit of bandwidth. Mapped drives may also increase the load by making it possible to copy files back and forth across the RDP connection. Using the Performance Monitor The Performance Monitor (discussed in Chapter 17) can help you get an idea of how RDS sessions are stressing the server. Server load should scale closely with the number of people using the server; therefore, as long as you pick a representative group of about five people, you should be able to extrapolate your needs for larger groups. The key objects and counters for measuring eneral server stress introduced in that chapter will help you size your RDS servers. But a couple of Performance Monitor objects are worth examining to give you detailed information for your RDS server. Performance Monitor Objects Still Called Terminal Services Although the name of Terminal Services has changed to Remote Desktop Services in Windows Server 2008 R2, it's still called Terminal Services in Performance Monitor. It might look like a typo, but the two ob jects are called Terminal Services and Terminal Services Session. First, the Terminal Services object has counters representing the number of active sessions (sessions where the user has connected to the RD Session Host server and successfully logged on), inactive sessions (where the user is still logged onto the RDS server but has stopped using the session), and the total combined. Besides simply monitoring activity, you could use this to alert you when the number of active session reaches a certain threshold. Say you wanted to know when a server hosts more than 100 sessions. You could do this with a data collector set. Chapter 17 discussed data collector sets in more depth, but it's possible to set up a simple user-defined data collector set with an alert. This is done by creating the user-defined data collector set manually (not with a template), selecting Performance Counter Alert, and then setting the threshold for the active sessions. You can then set a task for the alert to notify you with a basic script or log the event to a file. Although you can get some session-level information from the Remote Desktop Services Manager, a performance object called Terminal Services Session provides quite a bit more data. Use the Remote Desktop Services Manager to find the session you want to monitor — sessions are identified in Performance Monitor by their session numbers, not user login name — and then add counters to monitor that session. Each session object has processor and memory counters that should look familiar to anyone who's used Performance Monitor, but it also has session-specific counters such as the ones in Table 25. 1. We haven't included all the counters here, just the ones to show you the kind of information that will be useful when you're calculating the load on the server and looking at the kind of performance the sessions are getting. Table 25. 1: Key Terminal Services Session Performance Monitor Counters Counter| Description| See Also| % Processor Time| Percentage of time that all of the threads in the session used the processor to execute instructions. On multiprocessor machines the maximum value of the counter is 100 percent times the number of processors. | | Total Bytes| Total number of bytes sent to and from this session, including all protocol overhead. | Input Bytes, Output Bytes. | Total Compressed Bytes| Total number of bytes after compression. Total Compressed Bytes compared with Total Bytes is the compression ratio. | Total Compression Ratio| Total Protocol Cache Hit Ratio| Total hits in all protocol caches holding Windows objects likely to be reused. Hits in the cache represent objects that did not need to be re-sent, so a higher hit ratio implies more cache reuse and possibly a more responsive session. | Protocol Save Screen Bitmap Cache Hit Ratio, Protocol Glyph Cache Hit Ratio, Protocol Brush Cache Hit Ratio| Working Set| Current number of bytes in the Working Set of this session. Virtual Bytes, Page Faults/Sec| Wait on the License Server When experimenting with Remote Desktop sessions to find out how many users you'll be able to support for each session, do not set up a license server; let the RDS server issue its temporary 120-day licenses for this purpose. Although this sounds counterintuitive, using the temporary licenses prevents you from unwittingly assigning per-device licenses to test equipment. See the  "Licensing Mode† section for an explanation of how licensing and license allocation works. Client Hardware. When connecting to an RD Session Host server via a native RDP client, you'll most often use a PC with a Windows operating system loaded, a Windows terminal, or a handheld PC using Windows CE. Native RDP Client In this context, a native RDP client means one available from Microsoft and thus implies Windows. Although Microsoft does not support other platforms (except for its OS X Macintosh client, available for download at www. microsoft. com/mac/products/remote-desktop/default. mspx), Hobsoft link sells a cross-platform (Windows, Mac, Linux, DOS) Java client at www. hobsoft. com/products/connect/jwt. sp, and there is a free Linux RDP client available at www. rdesktop. org. Windows Terminals In its narrowest definition, a Windows terminal is a network-dependent device runningWindows CE that supports one or more display protocols such as RDP or Independent Computing Architecture (ICA), the display protocol used to connect to Presentation Server servers. Many Windows ter minals also support some form of terminal emulation. For this section, think of a Windows terminal as any terminal device designed to connect to a Windows RD Session Host server; it can run any operating system that has an RDP client. A Windows-based terminal (WBT) is such a device that's running a Windows operating system locally — CE or (more rarely) Windows XP/Vista for Embedded Systems — and follows the Microsoft system design requirements for WBTs. The main thing defining a Windows terminal is its thin hardware profile: because the main job of most Windows terminals is to run a display protocol, they don't need much memory or processing power, and they don't use any storage. A Windows terminal includes a processor; some amount of memory, network, and video support; and input devices such as a keyboard (or equivalent) and mouse (or equivalent). The terminals don't generally have hard disks, CD-ROMs, or DVD players. The operating system is stored in local memory. Beyond those similarities, Windows terminals range physically from a â€Å"toaster† form factor to a pad to a small box that can attach to the back of a monitor — or even be part of the monitor itself. Some models of Windows terminals are wireless tablets, intended for people (such as doctors and nurses) who would ordinarily use clipboards and folders to store information. Although most Windows terminals are entirely dependent on their RDS server, a small set of them can run applications locally. The devices still don't have hard disks; the applications are stored in ROM like the operating system. The types of applications available depend on the terminal's operating system, since locally stored applications must run locally instead of just being displayed. Generally speaking, however, it's more common for Windows terminals to depend on an RDS server for applications. Windows terminals are most popular in environments where people are using a single application, where supporting PCs would be logistically difficult, or anywhere else that PCs aren't a good fit. However, PCs still outnumber Windows terminals as thin clients. Part of this is because many environments can't depend totally on server-based computing. Companies already have PCs, and unless they're refreshing the desktop entirely, taking away a powerful PC to replace it with a less-powerful terminal doesn't really make sense. PC Clients At this point, people are using more than twice as many PCs as Windows terminals for RDS server client machines. This isn't surprising. First, unless they're starting fresh, people already have the PCs. Even though WBTs are a little less expensive than low-end PCs (not much, though), they're still an added cost. Second, not all applications work well in an RDS server environment. It's often best to run some applications from the RDS server and some locally. Unless you're buying new hardware and don't anticipate any need to run applications locally, you're likely to have to work with PCs for at least some of your terminal clients. To work with Remote Desktop Services, the PCs must be running a Windows operating system, have the RDP display protocol installed, and have a live network connection usingTCP/IP and a valid IP address. Handheld PCs We're surprised that handheld PCs (H/PCs) aren't more popular than they are, given how handy they are. They're a terrific substitute for a laptop — inexpensive, lightweight, and thrifty with their power so that you can actually use them during the entire flight instead of having to give up two hours after takeoff. (You can also use one on a plane without worrying that the person in front of you will suddenly recline their seat and crack your laptop's display. ) Usually, they run Windows Mobile (previously known as Pocket PC). You can use wired, wireless LAN, or dial-up connections to connect to an RDS server. What an H/PC looks like depends on who makes it. Some (mine among them) look like a laptop's baby brother. Others fold into a little portfolio shape or are a flat tablet. Some are small pocket-sized deals that are too small to really work on. Some — the ones we prefer — have keyboards; others have only pointers. What all this comes down to is that an H/PC isn't really in a position to replace a desktop PC. Instead, it's usually used in cooperation with a desktop machine with which it's partnered

James Alan MCPherson- Personal Life

When one begins to look Into the life of James Alan McPherson you find a very common story among people of his time. Born In 1943 In the south, he lived during a time of segregation. He worked numerous odd Jobs while going to a Catholic school to help support his mother and siblings when his father developed a drinking problem and was jailed. McPherson felt that his father had abandoned his family and that it was his responsibility to help support them in his father's absence. His father had found it difficult to be licensed as an electrician even though he was a master electrician.Since he was a black man, he was repeatedly denied his license due to his race. McPherson left Georgia and continued to work at various Jobs as well as to continue his education. In 1 962 he was a server on the Great Northern Railroad while he attended school in Baltimore at Morgan State University. He graduated in 1965 from Morris Brown College. From there he went to Harvard Law School and University of Iowa. With his formal education completed he had Hue and Cry published In 1969. McPherson married and moved to San Francisco In 1974 to teach at the university ofSanta Cruz. He remained there for 2 years before moving on to teach at the university of Valhalla. Throughout his teaching career he continued to write and won a Pulitzer Prize in 1978. He was the first African-American to win the award. Rather than being excited and speaking to people about the award, he hid out and avoided people. He found no joy in the fact that he had won; instead he feared the reactions of his white counterparts. He was afraid their reactions since he was winning â€Å"their† award. In 1979 McPherson wife gave birth to a daughter, Rachel.He and his wife .NET through an unpleasant divorce. He tried to gain custody of his daughter through the courts but was not successful. During Earache's childhood visits, they would go to Disneyland and visit friends throughout the united States. During this tim e McPherson felt that he needed to spend his time parenting his daughter. During her childhood he TLD publish any works. Instead he worked behind the scenes. When Rachel started college he began to publish hills work again since he felt like he was free to do so. McPherson writing reflects the total of his life experiences.He is able to draw upon those experiences with segregation and the changes that he has seen through his lifetime. Works Cited Henry, DeWitt. â€Å"About James Alan McPherson. † 2012. Www. Shares. Org. 12 04 2014 . James Alan MCPherson- Personal Life By clansman When one begins to look into the life of James Alan McPherson you find a very common story among people of his time. Born in 1943 in the south, he lived during a and was Jailed. McPherson felt that his father had abandoned his family and that it continue his education. In 1962 he was a server on the Great Northern Railroad while f Iowa.With his formal education completed he had Hue and Cry published in 1969. McPherson married and moved to San Francisco in 1974 to teach at the University of University of Virginia. Throughout his teaching career he continued to write and won people. He found no Joy in the fact that he had won; instead he feared the reactions would go to Disneyland and visit friends throughout the United States. During this During her childhood he didn't publish any works. Instead he worked behind the scenes. When Rachel started college he began to publish his work again since he felt