Oscar Wilde A Brief Biography - 660 Words

Background Information: Oscar Fingal O’Flahertie Wills Wilde, son of William and Jane Wilde, was born October 16, 1854 in Dublin, Ireland. Wilde was born into a well educated and literate family, as his father was an ear and eye surgeon who had written multiple books during his practice. His mother was also a writer; she wrote articles relating to Irish nationalism, the rights of women along with multiple poems, essays, and stories (Shuman). Oscar excelled in school and received multiple recognitions in religious and classical studies while attending the Portora Royal School. This recognition continued into his time at Trinity College of Dublin where he received the Classical Demyship scholarship to Magdalen College, Oxford. He received his bachelor’s degree from Oxford in 1878, but continued to study further. Afterwards, he took part in the theatre and opera performances. Wilde and his acquaintances had the belief that one should surround themselves only around beaut iful things. W. S. Gilbert and Sir Arthur Sullivan, a musical theatre group that Wilde was associated with, sent him to the United States for a year on a lecture tour on aestheticism and other topics because he was so passionate about the topic. He spoke to the large group of people that his tour attracted and gave 125 lectures throughout the United States and Canada. In 1884 Wilde married Constance Lloyd, and from there had two sons. Yet, he became involved in a relationship with Alfred Douglas. WildeShow MoreRelatedThe Importance Of Being Earnest By Oscar Wilde1243 Words   |  5 PagesBiography An exuberant nonconformist and controversial playwright, eminent author Oscar Wilde produced critically acclaimed literary works that defined the essence of late Victorian England. Posthumously recognized for his only novel The Picture of Dorian Gray and satiric comedy The Importance of Being Earnest, Wilde initially acquired criticism for his immoral and unconventional style of writing. Additionally, to his dismay, strife followed Wilde in his personal life as he was notoriously triedRead MoreRace and Culture in the Literary Work of Wendy Chang and Junot Diaz1718 Words   |  7 Pagespost-colonial immigrants. In Junot Diaz’ The Brief Wondrous Life of Oscar Wao, Oscar de Leon’s disconnection from the society around him is continuously portrayed. Born and raised in New Jersey to Dominican parents, Oscar De Leon’s experience is an example of how cultural borders play a role in everyday life. Oscar struggles to reconcile into the American culture, and also fails at blending into the Dominican culture he inherited from his immediate family. Oscar instills a sense of â€Å"them† to the AmericanRead MoreVictorian Novel9605 Words   |  39 PagesEngland but also in Germany, Russia end even the United States. â€Å"History is the essence of innumerable biographies†, claimed Carlyle. Biography itself had a huge influence on the shape of the Victorian fiction. The biography takes its origin back in the Romantic experience of a unique and developing individual reflected in the genre of ‘self-development romance’. However, the romantic biography did not bring the subject to the novel but rather changed its scope of focus to the nature and meaningRead MoreCleanth Brookss Essay Irony as a Principle of Structure9125 Words   |  37 PagesNietzsche: The Birth of Tragedy from the Spirit of Music, Truth and Falsity in an Ultramoral Sense * Walter Pater: Studies in the History of the Renaissance * Émile Zola: The Experimental Novel * Anatole France: The Adventures of the Soul * Oscar Wilde: The Decay of Lying * Stà ©phane Mallarmà ©: The Evolution of Literature, The Book: A Spiritual Mystery, Mystery in Literature * Leo Tolstoy: What is Art?[edit] The New Crit icismHowever important all of these aesthetic movements were as antecedentsRead MoreEnlightment of Education in Pygmalion and Educating Rita9449 Words   |  38 Pages | |[pic][pic] |1.   Social conditions in England in the beginning of the 20th century | |Ð’Ð ¾Ã ¹Ã'‚Ð ¸ Ã'‡Ð µÃ'€Ð µÃ · Facebook |2.   Shaw’s biography and his place in the development of the English literature | | |2.1   Early life and family | |Ðâ€"Ð °Ã ±Ã'‹Ð »Ã ¸ Ð ¿Ã °Ã'€Ð ¾Ã »Ã'Å'? |2.2  Read MoreWalts Whitmans Vision of America in Leaves of Grass17685 Words   |  71 Pageswhisper So long! » Walt Whitman, So Long !, Deathbed edition (1892) †© 2 Walt†©Whitman’s†©vision†©of†©America†©in†©Leaves†©of†©Grass†© †© Contents†© I. †© Introduction†©Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†©4†© Starting†©point†©Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦.†¦.†©4†© Short†©biography†©Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†©5†© Historical†©context†©Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†©7†© Thematic†©analysis†©of†©poems†© a. Beauty†©of†©the†©country†©Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†©8†© b. Democracy†©Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†©17†© c. War†©Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.†©25†©Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesed. p. cm. Includes indexes. ISBN-13: 978-0-13-283487-2 ISBN-10: 0-13-283487-1 1. Organizational behavior. I. Judge, Tim. II. Title. HD58.7.R62 2012 658.3—dc23 2011038674 10 9 8 7 6 5 4 3 2 1 ISBN 10: 0-13-283487-1 ISBN 13: 978-0-13-283487-2 Brief Contents Preface xxii 1 2 Introduction 1 What Is Organizational Behavior? 3 The Individual 2 3 4 5 6 7 8 Diversity in Organizations 39 Attitudes and Job Satisfaction 69 Emotions and Moods 97 Personality and Values 131 Perception and

Should Parents Be Allowed to Spank Their Children

Should Parents Be Allowed To Spank Their Children? The inhuman act of corporal punishment at home that is discouraged globally by a number of pressure groups and social welfare organizations should be completely banned, and parents should be allowed to spank their children. Physical violence practiced on children also known as corporal punishment has been discouraged globally by a number of pressure groups and social organizations for a number of reasons with serious consequences for violators. In this paper, I will examine the arguments for and the arguments against corporal punishment explaining why I support my thesis. Firstly, Corporal punishment and violence at homes lower a child’s self esteem. Physical violence practiced on a†¦show more content†¦However, very few sources support this theory as more sources support the opposite that corporal punishment and spanking is wrong, because there are more disadvantages than advantages of spanking and therefore in such cases the arguments against corporal punishment outweigh the arguments for corporal punishment and the advantages of such a concept become negligible. Advocates of corporal punishment have suggested that a child who is spanked during childhood is usually better behaved than one whose parents don’t believe in spanking their children. Although, logically this theory may be sensible, but in the long run it isn’t practical. If parents have such an austere attitude in raising their children it is likely that such parents will never be able to develop an ideal relationship with their children. Also, this theory has again been acclaimed by very few sources, and eventually in this case the arguments against corporal punishment will outweigh such an argument that supports corporal punishment making it neglible. Therefore, after critically analyzing and evaluating the thesis of this paper and all the arguments for and refuting the arguments against it, I agree with the claim that corporal punishment at home, school or any otherShow MoreRelatedParents Should Not Spank Children1657 Words   |  7 PagesParents should not spank children Spanking is a method that most of parents use to punish their children after they have done something bad, which can help a child not to do the same thing again or over and over. It has been the way of discipline for many years. According to Julie Crandall, â€Å"65 percent of Americans spank their children, which means 3.5 out of 5 parents spank their children†. This study clearly shows us that parents more parents spank their children. ParentsRead MoreCorporal Punishment Is A Used Form Of Discipline Around The World1516 Words   |  7 Pagesphysical force without causing harm with the intention of disciplining or modifying behavior in children. Pain, but not injury is how corporal punishment is distinguished from physical abuse. Many ask, when does corporal punishment become physical abuse? According to The Federal Child Abuse Prevention and Treatment Act of 2010, child abuse is when Any recent act or failure to act on the part of a parent or ca retaker which results in death, serious physical or emotional harm, sexual abuse or exploitation;Read MoreParents Should Not Spank Their Children Essay examples1654 Words   |  7 Pagesinjury. So, are parents actually teaching their children violence? When a parent spanks a child, whether they are aware of it or not, they are teaching that child violence. They are teaching them that hitting someone else is okay. In his article The 13 Ways Spanking Harms Children, Michael J. Marshall, PhD, says that children who are spanked engage in more hitting and fighting than those who are not physically punished by their parents. Relying on spanking when parents think its neededRead MoreHistory of Spanking Essay1386 Words   |  6 Pagesthe birth of the nation Americans have wrestled about the topic of spanking children for discipline. We waver back and forth for a while it is okay and expected that we will discipline the children by using corporal punishment. Then everything changes and for years it is no longer acceptable. It has been the subject of many heated debates and will continue to do so as long as we have parents and as long as they raise children. In the long run we will find out if spanking turned out to be an asset orRead MoreChildren Should Not Withhold Discipline From A Child845 Words   |  4 PagesSpanking children is used as a form of discipline if brought upon with a valid reason. Peoples opinions may very because everything has an extent it can be taken to expressly discipline. Disciplining children has been an widely controversial topic for many years as in the forms, the things used to discipline children, and the extent. One of the many forms of discipline is positive discipline. Witch focuses more on encouraging the child instead of focusing on the punishment. A parent using positiveRead MoreArticle Review of Corporal Punishment and Child Behavioral and Cognitive Outcomes through 5 Years of Age900 Words   |  4 PagesUrban Birth Cohort Study. Summary This study examined the prevalence and determinants of spanking of children at 3 years of age and the associations between spanking and externalizing behaviour and receptive verbal ability at age 5 years. The authors first identified the determinants of spanking through a review of works on spanking. (Berline et al. 2009;). They found that gender of the children played a factor, which boys more likely to be spanked than girls. (4). They also found the age, experienceRead MoreThe s Irish By Gish Jen And The Son From America By Isaacs Bashevis885 Words   |  4 Pagesbarefooted and never looked down upon but in Washington that was a different story. One of the most difficulties Santosh had to face was that he had fallen in love with a black woman (page 1014) that he called hubshi, in his country that was not allowed. From there he started feeling like he was being dishonored toward his culture and religion. Once an immigrant moved to the United States, he/she has to face many challenges. What might be acceptable in Washington might not be acceptable where theyRead MoreWhy Spanking Children Is Wrong1453 Words   |  6 PagesWhy Spanking Children is Wrong Parents have been spanking thei r children for hundreds of years, but recently this practice has come into question. The concern is not regarding the effectiveness of spanking but the correctness of spanking. Parents should not be allowed to strike their children. Child abuse is defined as any unnecessary or intentional physical or emotional or sexual mistreatment of children. Spanking is not the only method of child discipline. Spanking is not even the most effectiveRead MoreFactors That Influence Middle School Parent s Decision1303 Words   |  6 Pagesfor the purpose of this control of the child’s behavior†, corporal punishment was almost universally approved of and used by parents in at least the first three quarters of the 20th century. In 1977, the US Supreme Court found that the Eighth Amendment, which prohibits cruel and unusual punishment, did not apply to school students, and that teachers could punish children without parental permission. The use of Corporal Punishment in schools has also been found to be associated with a host of theRead MoreChild Discipline2495 Words   |  10 PagesForms of Discipline: What is best for the child? Children are like flowers, if well taken care of they will bloom. If ignored or tortured, they will wither and die. Child discipline is one of the most important elements of successful parenting. Today, many people have this notion that physical abuse is in no way a solution to helping children discern between right and wrong. Since generations children have been taught the art of discipline through physical punishment. Often this approach to disciplining

Resourcing and Rewards Management At Organizations In 2015

Introduction Human Resource Management forms the backbone of any organization and shapes up the way an organization manages its available resources and guides them towards attaining of a set of organizational goals and objectives. In the past most organizations were utilizing their conventional forms of resourcing and rewards practices which was largely neglected and only operations of the organizations were the key focus. In todays era, global organizations have learnt the need of making sure that they have effective resourcing and rewards practices which adequately portrays the company as an employee friendly company. Resourcing is defined as the set of practices through which a company creates an opportunity through a need for a particular job role within the organization and substantiates it with a series of activities which attracts and recruits adequate individuals with the desired qualifications and skills. On the other hand Rewards practices are defined as the set of principles which prev ails within an organization and facilitates the management to show appreciation for the efforts put in by its employees (CEO 1993). The present set of competition which companys face in a global context is pretty high and it is the level of efficiency within the organization and the kind of human resource practices which a company has which defines whether a company is capable of fighting its competitors and emerging as a competent leader. The future i.e. about 10 years from now which would be the year 2015, the competition and efficiency standards would be at a different level altogether. This can be evident when one compares the current scenario with what it was a decade back. Organizations would need to resource the right kind of people who are efficient enough to help the organization grow and move in the direction the management expects it to. The experts believe that in the future there would be a huge shortage of resources. It includes both physical as well as humans as the drivers which form an integral part of any company of any scale. With such shortages, the need for right kind of resourcing and reward s practices to get the right talent and retain the existing talent becomes critical. The evaluation below gives a perspective of the resourcing elements, the current practices, the flaws which need to be dealt with, and the areas company need to keep the right focus when it comes to developing the policies of human resource management (Employment Studies 2009). Resourcing and Rewards Management at organizations in 2015 The Human Resource Management of the next decade and in 2015 would be largely focused and revolve around the following elements. There are 6 different practices which would be evident in organizations in the coming years and would need to be supplemented by the right kind of technology for retaining the right talent. Recruit the right people In order to retain the effective employees, an organization would need to ensure that it recruits the right people for the right roles. With the right set of candidates and performers it would ensure that they become strong contributors which remain valuable for the organization. Similarly, employees those are good for specific positions in an organization and are known to perform as per expected standards are the ones who would like to stay with the organization for a longer period of time. An organization as a part of its talent acquisition process would need to identify the potential top performers by use of various analyzing skills, experience, fit, and matching it to the talent profiles of the external candidates. This entire process of effective recruiting would need a streamlined process. Using the technology and solutions, companies would need to utilize the automated skills-based matching as well as automated workflow for enabling the recruiters to hire by focusing over eval uation of the short listed candidates (Future of Work 2020). The 1st step for this would be to drive the quality into the selection and recruiting process. A company would need to define the kind and quality of individual one requires for a specific position within the company. The entire selection process has to be grounded over the foundation of the proper specification for the job requirement. Further the staffing department needs to hire managers for setting out the criteria which would bring success to the dedicated job. The three important criteria which would bring success at doing the above process would include: Knowledge, skills and the abilities Attitudes and motivation Cultural fit in regards to the organization and the customers The use of above elements when backed by the right set of tools and technologies would aide managers to hire effectively (Site Resources n.d.). The things which have to be kept in mind while making use of the above processes and elements include: Requirement of being clear on competencies which is required for success. Then the managers would need to base their hiring decisions and further effectively recruit for retaining the candidates. Managers would also need to have the ability of articulating what the top performers need to do and how they should be doing it. Further they would not only need to understand the skills but also the behaviors which the top performers use for being successful (CIHRM 2006). Have a robust Line Management Capacity After the process of hiring completes the major responsibility for keeping the right talent is left on the heads of a manager. The manager would be responsible for directing, guiding, as well as evaluating the employees. In order to equip the managers for their jobs, it is important to have the correlating talent management practices which are embedded in the everyday business management practices. Therefore managers would need to gain visibility for the corporate goals and create and alignment with the tasks as well as projects undertaken. This would be facilitated by managing people with the use of easier access to good and timely information, data and facts. It needs to be substantiated by the use of skills and intuition. The future line managers would need to have a single system of record which can be used in a regular course of business operations. For instance, progress of the projects which align with the goals need to be readily tracked along with the quality of the differen t activities performed. For facilitating the everyday need of talent management and resourcing activities, there has to be proper use of seamless integration of ubiquitous business applications like Microsoft Outlook (NA Business press n.d.). The aspect of usability for managers and employees would be the most important criteria for talent management solutions. It would require more intuitive, easy-to use interface like the Web 2.0 consumer like functionality like amazon, google, ebay, etc. All these applications come with unprecedented opportunity for acceptance as well as self-service among the employees, line managers as well as the executives. The future organizations would need to embed the optimized talent management process by the talent lifecycle requires solutions which needs to be to their core and useable by stakeholders. Usability is said to drive faster adaptation and enable the other value propositions (SHRM n.d.). The elements which offer the perfect blend for resourcing and hiring the right managers and facilitate the existing ones would include: Management of people by use of facts and data Single system used for different aspects of talent management Offer intuitive as well as useful talent management systems which are designed especially for the line managers. Include context based analytics. Prompting everyday interactions with the talent management tasks. Integrating talent tools with the business tools such as Microsoft Outlook. Get constant feedback over clearer goals It is important for all the members of a particular workforce to work towards the right goals. The policies and requirement would in a sense increase and the resourcing needs to be substantiated by ensuring that talented employees understand the way they could contribute towards success of their teams, departments, and the organization as a whole. It would also need a clearer direction and knowledge about the interest levels, commitments, engagement levels as well as the retention rates. With a demand to have a highly work environment it would be important to have goals which are well-defined which people aim for achieving. They act as a touchstone for performance planning and facilitates appraisal and rewards. Human Resource Management includes performance management and alignment of goals. The goals would be required to be inextricably linked to the best practices of the performance management process of the company (SHRM n.d.). The future employees would be keener in wanting to know their performance reviews and the process which provides a frequent as well as a fact based feedback. Several surveys have revealed that employees demand a much fairer and performance based rewards system. This trend is set to be there in the next decade especially when the demand and work requirements would be highly defined. Organizations who would not offer a frequent feedback would be surprised when they might receive an unexpected resignation notice from their employees. It thus would be more important to receive feedback and feel valued as a contributor to the progress of a company. It would further facilitate the engagement and retention especially when there is a large chunk of multigenerational workforce. The 4 reasons which would form the basis of boosting the satisfaction levels with performance management processes and boost employees satisfaction as well as engagement are: Performance management needs to be a process of an ongoing employee evaluation as well as development in a way where employee performance which is based on facts as well as actions gets assessed on a regular basis. The review process would need to provide a critical feedback in regards to employee work performance as well as attainment of the assigned objectives. Management review process need to be related to the mastery of the core competencies as well as skills which are associated with the respective designation (GOV 2013). A performance management process should encourage the managers and the employees for talking on a regular basis regarding the goals as well as developmental plans which encompass the social as well as unstructured learning options. Meaningful discussions and clear communications would form the basis of employee engagement and retention. Managers would need to convey their matters and explain how the goals of the employee aligns with the departments and the goals of the organization. It needs to be substantiated by the use of current data as well as feedback. Further the manager would also need a clear line of sight over the alignment of these goals and business objectives. Empower the employee career management process There are employees which also includes the top performers who do not contemplate the career planning till they get unsatisfied with their current job positions. This dissatisfaction might lead to voluntary turnover in case employees do not have any kind of access over the ongoing career path inside the organization. As per studies related to drivers of employee engagement and retention, it suggests that the challenging and meaningful work with growing career opportunities is very inspiring. There have been many cases where the employees needs and desires are black box for an employer (Shell n.d.). By the year 2015, the needs and wants would definitely increase with higher level of sophistication. Therefore organizations would need to offer challenging roles which are meaningful in nature for engaging the minds as well as hearts of talents for producing results and deliver creativity by supporting it with innovation. Employees would require opportunities and career growth inside the organization. Hence, a unified talent management solution could provide employees with a self-directed career development solution which is based on the same platform over the performance data and information regarding the internal opportunities. Organizations would be using on-demand software which provides supportive tools on the web browser would empower the employees for taking responsibility over their own career planning and development. Employee would be creating focused and dynamic career plans which would engage and motivate them. The organizations would use easy to use tools which would dy namically push the job opportunities for employees who would be able to pursue the careers inside the organizations rather than outside (SHRM n.d.). This would require for tapping comprehensive talent management solutions which would help employees in identifying their competency gaps and creating action steps for closing those gaps. Employees would even see their career path which a similar member in the company had followed for getting them to a desired position. Organizations would need to use technology for determining and identifying the specific skills and preferences for their talented employees which includes interest areas as well as willingness for travelling and relocating. This would further need to be substantiated by attempting for meeting these preferences. Organizations would be able to offer an application for actively connecting with the employees through the social networking channels with the other employees in respect to interests and ways to learn new skills (Future of Work 2020). Proactive talent mobility The coming decade will see a sea change in terms of the policies adopted by companies. One drastic shift would be embracing employee mobility by way of lateral redeployment along with internal promotions. This would play a crucial element of rewards program of the company as well. It would be seen that a large number of organization would start to recognize and start focusing on succession planning well in advance. It would help in providing career progression and reducing the employee turnover. A few Organizations today fill open positions through internal redeployment which helps them in reducing the costs of recruitment and in a turn increases the retention rate and hence the employee satisfaction. It means that effective succession planning would be a key player in terms of resourcing and demand a much fairer means of such promotions and redeployment. Organization would be inclined towards having some level of performance management automation which would enable past employee performance research in the way of carrying out a selection process. Employees on the other hand would look forward to get rewarded based on their hard work and the contributions they make. This means companies would need to record all the data of their performances and make the important selection decisions based on the objective criteria and standards (Employment Studies 2009). Internal mobility program would be handy for ensuring top talent is retained within the organization. It is a well-known fact that the top talent of any organization has several choices and is expected to leave the organization more than any other average employee. This is a step which is natural as the talent looks for the better career path alternatives which he has. But when the company would use the internal mobility program, it would make them appear safe and retain the top talent within the organization. Turnover costs would be reduced substantially and would leave any aspect of negative impact on productivity within the organization. In the coming years this would be far more visible practice at most of the big multinationals. Its application may also be seen in medium sector organizations where companies are on the lookout for reducing their costs (CEO 1993) Stringent Measuring mechanisms facilitating continuous Improvement In organizations where analytics is considered to be an essential tool, automated reporting and analysis has always been the fundamental practice for carrying out the core operational departments of the organization. Business intelligence would be one of the critical elements which would be used as a credible source for managing the finances as well as measuring the progress for work within. Companies would be highly equipped with software and systems for tracking information from all the labor pools. By collecting combined data on talent management practices along with talent acquisition activities, performance as well as succession management, compensation levels, workforce alignment with corporate goals, turnover, etc. With a series of multiple learning management applicant tracking, human resource systems, organizations would be more focused to create metric rollups which makes sense (CIHRM 2006). The talent management systems with analytics dashboard would be utilized by recruiters as well as managers to capture data as well as offer present actionable information for further improvement. With this access to information companies would be able to analyze, and optimize the staffing and the deployment strategies. The workforce analytic solutions would provide an in-depth insight to the complete talent picture and empower people for taking action. Integrated systems would be highly used and mean that decision makers would no longer be forced to review the old reports as the reports would be available to them around the clock. The effectiveness of the resourcing and rewards and management practices would be evaluated with the use of data metrics which would largely combine: Quality of the hiring Hiring through source Bench strengths of the key staffing positions Voluntary as well as involuntary turnover Internal Mobility Promotional levels which includes the leadership developments Retaining the high performing staffs Number of employees reaching the performance levels which is aligned with the business strategy (GOV 2013) Conclusion The above 6 areas would form the backbone of all the resourcing strategies of organizations and help in creating a well-directed rewards and recognition plan. Future organizations would become increasingly dependent on technology and would focus on reducing their costs and expenses. Employee focus and the need for satisfying the employee needs would be more than it has been ever before. A difference which would be evident would be the increased demand of specialization while carrying business activities. For each task and job role companies would be inclined to have a straight forward specification requirement and select the candidates based on certain skills an qualifications. The Rewards and Recognition plans would be largely influenced by the need for inspiring the employees to work far more effectively towards achievement of organizational goals. It would also be designed in a manner which gives the employees a sense of belonging and encourage them to contribute in every possible manner. References CEO 1993, Effective Rewards Systems: Strategy, Diagnosis, Design and Change, accessed on 12th January 2015, https://ceo.usc.edu/pdf/G935225.pdf Employment Studies 2009, Increasing the effectiveness of reward management, accessed on 12th January 2015,https://www.employment-studies.co.uk/pdflibrary/hrp6.pdf Future of Work 2020, Managing a Remote Workforce: Proven Practices from Successful Leaders, accessed on 12th January 2015,https://thefutureofwork.net/assets/Managing_a_Remote_Workforce_Proven_Practices_from_Successful_Leaders.pdf Site Resources, Is a common CSR framework possible?, accessed on 12th January 2015,https://siteresources.worldbank.org/EXTDEVCOMSUSDEVT/Resources/csrframework.pdf CIHRM 2006, Best practice and key themes in global human resource management: project report, accessed on 12th January 2015,https://www.cihrm.jbs.cam.ac.uk/research/downloads/ghrra_report.pdf NA Business press, An Equitable Total Rewards Approach to Pay for Performance Management, accessed on 12th January 2015,https://www.na-businesspress.com/JMPP/MujtabaWeb.pdf SHRM, Rewards Strat Report, accessed on 12th January 2015,https://www.shrm.org/hrdisciplines/benefits/Documents/07RewardsStratReport.pdf AICPA, Global Trends for 2015, accessed on 12th January 2015,https://www.aicpa.org/Research/CPAHorizons2015/GlobalForces/DownloadableDocuments/GlobalTrends.pdf GOV 2013, Industrial Strategy: government and industry in partnership, accessed on 12th January 2015,https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/210099/bis-13-955-construction-2015-industrial-strategy.pdf Shell, The future business environment: trends, trade-offs and choices, accessed on 12th January 2015,https://www.shell.com/content/dam/shell/static/future-energy/downloads/shell-scenarios/shell-global-scenarios2015summary2005.pdf

Analytical Summaries free essay sample

Please read all instructions before beginning the assignment so you do not miss any grading components. The completed tutorial should be posted no later than NOON on Sunday November 20th. Analytical Summaries For this assignment, you will compose two short critical essays explaining and evaluating arguments by other authors. This assignment allows you to analyze an issue from a variety of perspectives and assess arguments for or against the issue. By focusing your attention on how the original authors use evidence and reasoning to construct and support their positions, you can recognize the value of critical thinking in public discourse.Compare the language used to depict direct experimentation, after-the-fact evidence, and values questions. Article 1 Predictive Probes by Jerry E. Bishop Several years ago, Nancy Wexler’s mother died of Huntington’s disease, a hereditary and always-fatal affliction that strikes in midlife. Since then, Ms. Wexler, the 38-year-old president of the Hereditary Diseases Foundation in Santa Monica, Calif. We will write a custom essay sample on Analytical Summaries or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page , has lived with the uncertainty of whether she, too, inherited the deadly gene. That uncertainty may soon be resolved.A few months ago, scientists announced they were on the verge of completing a new test to detect the gene for Huntington’s disease (formerly called Huntington’s chorea). But deciding whether to submit herself to the test is an anguishing choice for Ms. Wexler. â€Å"If I came out lucky, taking the test would be terrific, of course,† she says. â€Å"But if I came out unlucky, well †¦Ã¢â‚¬  Her dilemma is an extreme example of the kind thousands of Americans will face in the not-too-distant future as scientists learn how to pinpoint genes that cause or predispose a person to a future illness.The test to detect the Huntington’s disease gene should be ready within one to two years. Researchers already have detected some of the genes that can lead to premature heart attacks and, in the near future, hope to spot those that could predispose a person to breast or colon cancer. Eventually, scientists believe they will be able to detect genes leading to diabetes, depression, schizophrenia and the premature senility called Alzheimer’s disease. â€Å"Extraordinary Power. † â€Å"This new technology has an extraordinary power to predict any disease where there is any kind of genetic influence,† Ms.Wexler says. â€Å"Instead of looking in a crystal ball to see your future, you’ll look in your genes. † Doctors long have been able to crudely predict a person’s future illness. By studying disease patterns, for example, they can say that heavy cigarette smokers have 10 times the risk of developing lung cancer as nonsmokers and that middle-aged men with high blood cholesterol levels have higher-than-normal risk of heart attacks. Geneticists also look at family medical pedigrees to determine the chances of children inheriting any of the 3,000 known genetic disorders. But such predictions are similar to casino odds. Doctors can’t predict which smokers will actually develop lung cancer, which individual will have a premature heart attack or which child actually inherited a defective gene. Genetic probes, however, will change predictive medicine. The probes are synthetic versions of genes that cause disease. Tossed into a test tube with a small sample of a person’s own genetic material—his DNA—the probes cling to and identify their natural counterparts. â€Å"Raft of Questions. †Proponents of predictive medicine cite its potentially tremendous benefit in that it will allow, in some instances, people to take preventive measures to ward off certain illnesses. â€Å"But it also raises a raft of questions on almost every level—social, psychological, personal, legal and ethical,† says Ms. Wexler, a psychologist who has specialized in the problems of victims of genetic diseases. Such problems range from how and when to tell a seemingly healthy person he or she has a gene for a possibly fatal disease to whether employers, insurance companies, or even the government should know a person carries such a gene.Nowhere are the social and ethical questions surrounding genetic probes more apparent than in the case of Huntington’s disease. Although the disease is caused by inheritance of a mutant gene, the symptoms usually don’t show up until between ages 30 and 50. The disease is characterized by slow but steady mental deterioration that begins with moodiness and ends fatally with severe mental illness. One tragedy is that carriers of the fatal gene often don’t know their condition before having children of their ow n. Children whose parents are known carriers grow up haunted by the 50% probability that they, too, carry the gene.Late last year, however, a team of scientists from several institutions reported making a breakthrough that will lead to a test for the Huntington’s disease gene. With the aid of experimental genetic probes, James F. Gusella, a doctor at Massachusetts General Hospital, and his colleagues studied the genes of 135 members of a large family in Venezuela that is plagued by Huntington’s disease. While the team didn’t find the gene itself, they did discover an unusual genetic variation that seems to accompany the mysterious gene when it is passed along.Hence, it might serve as a â€Å"marker† for the Huntington disease gene. Preparing for Problems. Dr. Gusella and Integrated Genetics, Inc. , a small biotechnology company he works with, are sifting through genes of Huntington’s-disease families looking for a second genetic marker, which would make the test more than 99% accurate. They then must confirm the mutant gene as the only cause of Huntington’s disease, meaning the test probably won’t be available for a year or two. Researchers, however, already are preparing for problems the test will create.

Martin Eden as Jack London essays

Martin Eden as Jack London essays Jack Londons best novel Martin Eden is full of despair and fight with the failures and disappointment. It is nearly as moving as the biography of the author himself. Jack London perfectly revealed the life of the sailor and worker, which is very similar to his own life story in spirit and content also. The main character of the book, Martin Eden worked extremely hard to reach the heights of intellectual development. He worked not only by studying, but also he had to stand a lot of hard physical work, from which he had to make his living. The American Dream of success fascinated both Martin Eden and Jack London. Martins destiny reflects the experiences of the authors own life. During the first years of writing, Jack London met with many difficulties, which influenced Edens literary work too. Furthermore, Jack London hated oppression and capitalism. The same we can say about Martin Eden. He was out of bourgeois world, but could not return to his class also. Both Martin Eden and Jack London ended their lives by committing a suicide. Eden, as well as London could not find the way through stereotyped society and their life, full of contradictions. On the other hand, there are also some differences in the stories of those two men. Firstly, Martin Eden was not married at all, while Jack London had two wives during his life. Secondly, Martin Eden had no children. What is more, Martin was much younger when he committed a suicide than Jack London at the time he ended his life. Also, Jack Londons mother was alive, while Martin had only a sister. In conclusion I think that Martin Eden is very realistic and persuasive story, in which author frankly tells the sweets and the bitters of life of a young man, according to his own experience. ...

The Starry Night by Anne Sexton and Vincent Van Gogh Essay

The Starry Night by Anne Sexton and Vincent Van Gogh - Essay Example Sexton’s intense tone mirrors the passion of van Gogh’s â€Å"Starry Night.† The painting depicts â€Å"the fire that smoldered within† van Gogh (Dietrich). The canvas is in turmoil. Sexton’s poem also throbs with deep agitation: The sky is hot, â€Å"The night boils,† (†¦4); the stars are alive and move; â€Å"†¦the moon bulges†¦Ã¢â‚¬  (8) and gives birth to life. The poem echoes the painting’s hallucinatory tone with its hot, dramatic, unstable voice. Sexton’s liberal use of verbs like â€Å"boil,† â€Å"bulges,† â€Å"push,† â€Å"swallows,†Ã¢â‚¬ split† and â€Å"sucked† demonstrate her inner turmoil. Except for the silence of the town, the poem depicts a world of turbulence. Sexton’s tone conveys the message that her starry night, like her inner life, is in a state of ferment. Sexton’s poem is a feast of imagery. She matches the rich graphics of van Gog h’s poem with the skilful use of figurative language. Sexton makes van Gogh’s vibrant night a ravenous beast: â€Å"†¦that great dragon†¦Ã¢â‚¬  (14) which is to devour her. The thick, serpentine swirl of his brush becomes the â€Å"†¦old unseen serpent†¦Ã¢â‚¬  (10) which swallows the stars. Her words, â€Å"†¦in its orange irons† (8), conjure an image of the moon as a captive who is forced to give birth to the stars. The most striking image is that of the lone, black tree silhouetted in the foreground of van Gogh’s painting, which Sexton metaphorically compares to a â€Å"†¦drowned woman†¦Ã¢â‚¬  (3). Just as van Gogh’s tree reaches out to the Heavens for help, Sexton depicts herself as a lost woman seeking solace in the skies.

Code Of Ethic Compliance Essay Example | Topics and Well Written Essays - 500 words

Code Of Ethic Compliance - Essay Example Forced! It does not work. A peaceful mind is the first requisite in any endeavor. The tendency of the mind is to wander. The mind has to be kept under intellectual supervision but that is possible only through inducing the right assessment of priorities. Mind reacts to the stimuli from the world, and responds accordingly, but a preoccupied mind leads to a confused response. The first priority of teacher should be to enhance mind concentration or availability to draw the attention totally and completely. Where is the room of any doubt for the one who is convinced that the task is within his capacity This should be the essence of very education. A conducive environment must be created by the educator to build high self confidence and high self esteem within students. Attitude makes the difference. The educator should become a source of positive attitude for the students. Louis A. Berman said "A good teacher is a master of simplification and an enemy of simplism". A educator must promote simple living but high thinking attitude. This greatly helps in intellectual development which in turn will do. According to William Arthur Ward "The mediocre teacher tells. The good teacher explains. The superior teacher demonstrates. The great teacher inspires". An educator has to lead by example. One has to act than to lecture.