The Nature of Solitude in Chopins Novel, The Awakening

The Nature of Solitude in Chopins Novel, The Awakening The name of the piece was something else, but she called it ‘Solitude. When she heard it there came before her imagination the figure of a man standing beside a desolate rock on the seashore. He was naked. His attitude was one of hopeless resignation as he looked toward a distant bird winging its flight away from him.(47) All along the white beach, up and down, there was no living thing in sight. A bird with a broken wing was beating the air above, reeling, fluttering, circling disabled down, down to the water...when she was there beside the sea, absolutely alone, she cast the unpleasant, pricking garments from her, and for the first time in her life she stood naked in†¦show more content†¦The word desolate is used to describe the rock, offering up connotations of a barren, dismal lifelessness. The figure of the man is naked, or exposed and defenseless. His demeanor reflects hopeless resignation as he views a distant bird winging away from him. Here resignation can be taken to mean an unresisting acceptance of something as inescapable and as a surrender. Looking at this passage in this light, I cannot help but connect it with Robert. After finally vocalizing his love for Edna, Robert is in a way naked, free of the pretenses of socially conscious manners. Following this admission, however, Rob ert leaves off waiting for Edna, gives up on fulfilling his love, due, I think, in many ways to the social consequences that this would surely bring. Thus Robert too is hopelessly resigned to social moires which influence him to let his forbidden love wing away from him. This passage then foreshadows both Roberts resignation and Ednas own experience at the end of the novel. The second passage repeats several of the same images. On the beach there is no living thing in sight and Edna is absolutely alone. Thus the desolation and solitude from the first passage reappear. The figure of the bird is also depicted again, only in this instance the bird has a broken wing and reel[s] down, disabled towards the water, closer to the figure of EdnaShow MoreRelatedPersonal Demoralization In The Awakening1561 Words   |  7 PagesPersonal Demoralization in The Awakening To demoralize someone is to dishearten or discourage them and cause them to lose hope. Kate Chopin uses words like â€Å"depressed† (56), â€Å"hopeless† (56) and â€Å"despondency† (p115) to describe Edna Pontellier, the heroine, in The Awakening. 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The Abuse Of Illicit Drugs Presents A Detrimental Effect...

The abuse of illicit drugs presents a detrimental effect on the health and well-being of millions of Americans. People begin to use drugs for a wide variety of reasons: to feel euphoric pleasure, energy or self-confidence; decrease anxiety or depression; increase cognitive or athletic ability; because of rebellion, peer-influence, or simple curiosities (FIX). Initial users are likely to experience seemingly positive effects and are naà ¯vely constrained by the addictive propensities of these drugs. Eventually, continued usage can lead to the impairment of self-control - the first indication of addiction (NIDA). The National Institute on Drug Abuse (NIDA) defines addiction as â€Å"a chronic, relapsing brain disease that is characterized by†¦show more content†¦Sacrifices of relationships, money, integrity, health, and household are all typical characteristics of an addict who fails to recognize their problem (FIX). Nearly all Americans are related to or know someone who is currently struggling with addiction. Collectively, drugs can corrupt families and communities, damaging society by evolving an unhealthy population of potentially menacing neighbors and coworkers. Throughout the last decade, there has been a significant increase in illicit drug use among Americans aged 12 and older. According to the Substance Abuse and Mental Health Services Administration (SAMHSA), the National Survey on Drug Use and Health (NSDUH) expressed a shift from 8.3% of the population using illicit drugs in the past month in 2002, to 9.4% (24.6 million people) in 2013 (SAMHSA). Within the 2011 NSDUH report, rates of marijuana use were primarily responsible for the rise from about 6.1% in 2008 to 6.9% (about 17.4 million people) in 2010 (2ND YEAR). Although this increase may be related to recent media coverage of medical marijuana legalization in some states and the impact that has on decreasing publicly perceived risks (@HIGHEST), the persistent growth of substance abuse issues in the United States is attributed to several decades of failing prohibition efforts and underachieving prevention and rehabilitation methods (FIX). More than

Dr. Jekyll and Hyde analysis free essay sample

The only reason he would be acting like this, even though Jekyll is ofa higher class, he wants to be associated with Hyde for a reason he does not want his friends to know. As if Jekyll was not acting odd enough already he defends Hyde no matter he does, Jekyll always attempts to justify Hydes actions. Also he has listed everything in his will to Mr. Hyde for unknown reasons at the time only raising more curiosity from the charcters in the book as well as the reader. Throughout known history London has been seen as a symbol of wealth and prosparity, but Stevenson shows the other side. And if any time he dozed over, it was but to see it glide more stealthily, even to dizziness, through wider labyrinths of lamp-lighed city, and at every street corner(Stevenson 8). The city of London is drastically different from peoples general idea of that city. We will write a custom essay sample on Dr. Jekyll and Hyde analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Most people think of all the hisorical landmarks and areas, not the poorer sections that Stevenson tends to focus on. He may be doing this to help sumbliminatley further the idea of the duality in people. Maybe trying to convince the people that if a city can be split in its personality so can the people of this world. Earlier the Ying-Yang was compared to Jekyll and Hyde and it was extremly well demonstraighted towards the end of this book when it is revealed to the reader that Jekyll revealed he wanted to be Hyde. The power of volventary chance be forfieted, and the character of Edward Hyde become irrevocably mine0ekyll/Hyde 48). Jekyll had always wanted to be a rulebreaker like Hyde, growing up in wealthy family he had a reason and a need to rebel against what was exspected of him. Jekyll seemed to want to live on the other side of life to experience all aspects of what life at the ime had to offer. It is Just a natural instinct of some people to rebel out of not being satisfyed. Or, in Dr. Jekylls case wanting to experence the other side in this world. Stevenson repeatedly brings up this idea throughout the text, while never coming out and saying it. Stenson is able to bring this idea up in every readers mind multiple times. This story was also possibly wrote to show everyone that has read it that nobody is purely good or evil, there is no black or white, that everyone no matter what they do is Just a shade of gray. Dr. Jekyll and Hyde analysis By zooglicious

Human Resource Management and Lean Manufacturing

Question: Discuss about the Human Resource Management and Lean Manufacturing. Answer: Introduction The company that is selected for the study while describing various aspects of human capital and strategic human resource management is Tesco PLC. Tesco is a supermarket multinational giant based on United Kingdom. The industry that is chosen for describing the human resource capital of the company is supermarket and retail industry. Globally many supermarket retail giants are ruling in their country of their origin but also in the other countries of the world. However, Tesco is listed under London Stock Exchange FTSE 100. Tesco is expanding its business operations in Germany. It is a vital decision of the strategic management department of Tesco in the process of business operations expansion. Globally supermarket sector is very competitive in nature. Many companies are expanding their operations in order to attract more customers by developing quality products at an affordable price. Price war is a vital aspect that is the driving the industry of supermarkets on a global basis. In the last five years, it is seen that the trends of the industry has been drastically changed. The nature of the products and the values of the companies are different. Apart from that, the taste and preferences of the customers regarding in the various ranges of products are also changing in the last five years. It is an important fact that in the economic recession, Tesco along with other supermarkets with the help of advanced technologies is successful in accepting the change in the market and fulfil the demands of the customers worldwide. Evaluation of International business environment Internalisation is the current trend that every business is adopting in order to achieve economies of scale. Apart from that, the main motive is the revenue generation along with increased brand image. In this context, Tesco at present has its business operations in 11 countries of the world. However, Tesco is in verge of expanding its market in Germany. Internalisation process includes many processes such as selection of appropriate modes of entry, market analysis, competitor analysis, value chain analysis. There are many theoretical frameworks, that companies usually use in order to formulate their appropriate form of internalisation strategy (Ulrich 2013). The theoretical frameworks include value chain analysis, porters five forces, porters diamond model, Porters generic strategies, Ansoff matrix, etc. The above-mentioned theories will help Tesco on doing business operations in the German market. A proper market research about the external market analysis is described in this sect ion of the study. Through PESTEL analysis, Tesco will help to gather a knowledge of the market environment of Germany and its developments from the last five years. Regarding external market, it is seen that the trends of shopping is changed a lot. Apart from that, the level of customer service of the supermarkets is increasing and has been changed a lot. All the supermarkets present in Germany such as Aldi, Lidl, etc. are using modern technologies in order to provide excellent customer service while attracting more customers towards their company. Apart from them, price war between the companies of the supermarkets is the main area of competition in terms of revenue generation as well as customer attraction (Budhwar and Debrah 2013). Tesco in German market not only implements cost leadership strategy but also it maintains an economy of scale in the process of manufacturing, distribution, marketing, etc. However, PESTEL analysis will help the company to gain an understanding of the different aspects o f the external market challenges. Tescos strong point of focusing the customers and improving their shopping experience will help the company to overcome the challenges and utilizing the opportunities available in the external market. PESTEL Political factors: Tesco is a company that operates on global basis. It is the biggest multinational supermarket giant in UK. Hence, performance of Tesco is highly favoured by the legislations of UK. Similarly German political condition is favourable for continuing the business operations of Tesco. As Tesco will employ huge number of German employees, German government will provide support to the company. Economic factors: Economic factors of Germany are stable. The growth of German economy is stable. Tesco will be able to generate huge profits from the German market. The food and grocery market of Germany is improved which will support the business operations of the company. International business of the company will be the benefitted by the favourable economic conditions (Mondy and Martocchio 2016). Socio-cultural factors: Socio cultural factors include the behaviour of the customers while purchasing goods. The decision-making factors of the consumers come under the socio cultural factors. The trend of rising of buying products is changing. German trends of shopping have been changed from one stop to bulk shopping due to wide changes in the society. Demographic changes are also prevalent in Germany. Technological factors: Germany is technologically advanced. Tesco will avail the benefits of using modern technologies of retail market. It is seen that Germany has leading supermarket chains that are spread in many countries of the world. Companies such as Aldi Lidl, etc, have a deeper reach in the perspective of technology but also in terms of technological aspects (Kramar 2014). Environmental factors: Environmental factors include sustainability in terms of protecting the environment. German government is very concerned about the environment and its effect from the companies. Tesco will have to abide by the rules framed by the German regulatory bodies. Tesco must focus on their strategic management department of the company so that they can cover the all-possible sustainable strategies in their business operations. Legal factors: Legal factors include the employment laws, human right laws, consumer protection laws, laws related to marketing, etc. that Tesco has to abide by while providing privilege to the German workers in their company. It will help in building trust with the employees as well as with the consumers (Brewster et al. 2016). Company profile Tesco is one of the largest retailers of the world that serves millions of customers through its online and offline stores. Every year Tesco is successful in accomplishing its business and strategic goals. However, the three values of Tesco are that Tesco treat people about their actual way of treatment, it tries hard to satisfy their customers and its every little help is responsible for creating a huge difference to the consumers. Main motive of Tesco is to continuous improvement of the experience of the shoppers by providing excellent customer service. The core business objectives of Tesco are to simplify the price of the products while improving ranges through continuous innovation of products (Truss Mankin and Kelliher 2012). It will lead to deliver excellent customer service by improving the shopping experience of the consumers. The business priorities of Tesco are to regain the competitive advantages not only in the markets of UK but also in the German market, to strengthen and protect the balance sheet and rebuilding transparency and trust. In this perspective, the regaining of competitive advantage in the German market is most important. The highlighted themes in this context are making the German shoppers trip easier, better availability of everyday products and stable, lower prices so that German shoppers can build trust on Tesco. Another aspect is trust and transparency both in terms of customers and employees of the German branch of Tesco. The strategic human resource department of Tesco will have to focus on the performance management systems of the employees so that it can meet the goals set for the business operations (Armstrong and Taylor 2014). It is seen that in many branches of Tesco, outside UK, the expected outcomes regarding the employee performance is not matching the actual performance of the employees. Finally, it leads to unexpected level of customer service. In the new branch of Germany, these activities will not be entertained. Hence, many changes are to be done that are mentioned in the recommendation section of the study. Evaluation of HRM theories Organizational culture is a vital aspect that is important for every company which are adopting different methods of internalization. Strategies of strategic human resource management and organizational culture are related with each other. Companies that are going global must adopt the culture of the target country. Cross-cultural dimension are to be maintained in order to get the maximum productivity from the employees working in the different strategic business units of the company. Adopting the new culture will help the company in building trust not only to the employees working in it but also to the customers of the company. The company to improve the element of culture in the organizational context can apply many strategic human resource models. They are described below. Harvard model: The model is used as a strategic map while concentrating on the softer part of the HRM aspects. Harvard model focuses on employee commitment. The model can be categorized into six categories such as situational factors, stakeholder interest, human resource outcomes, long term consequences, feedback loop, choice of human resource management policy. Michigan model: This model put emphasis on the harder aspect of HRM practices. It implies that people will be managed with the availability of the resources. As per the model, appraisal, rewards, selection and development are aligned to the organizational performance (Jackson et al. 2014). Guest comparative model: It is an integrated HRM practices that lead to superior organizational performance and individual performance. The model includes different types of strategies such as innovation, differentiation, focusing on cost reduction and quality that will lead to increase of good practices that influence commitment, quality of outcome and flexibility by selection, training, job involvement, job security, etc. The outcomes of the model are increased productivity, fewer conflicts, lesser complaints from the customers, etc. Warwick model: It is a model of human resource management that has an analytical approach that recognizes different impacts of the various roles of various personnel functions on different context of human resource strategy. The context are defined as inner context, outer context, HRM context, business strategy context, etc. Motivational theory: The theory explains various factors which affect a behaviour that is goal directed. It influences various approaches that are used in different strategies of HRM while enhancing employee engagement. It is a situation where people are focused in their work. The organizations are motivated in achieving higher levels of performance (Knies et al. 2015). Human capital theory: Human capital theory of human resource management illustrates the way that companies follow in order to utilize the skills, capabilities, and abilities while enhancing the capability of the organization and their impact on contribution to the productivity of the employees. Organizational values in terms of economy is related to the efficiency of the workers while achieving the organizational outcomes and accomplishing organizational goals. Tesco in its every branch of operations also uses human capital theory. However, it helps in utilizing different skills and abilities of the newly recruited people in the new branch (Marler and Fisher 2013). Recruitment and selection process Recruitment and selection methods of an organization are the main area of focus of the company while improving organizational process. Tesco is a multinational supermarket retail chain that is focused on delivering values to its customers. The organizational values can be provided to the customers only when the employees have a proper and in depth understanding of the organizational goals and objectives. Recruitment and selection methods are the strong areas of Tesco that is responsible for recruiting quality candidates from the German talent pool. Apart from that, Tesco is following many methods and strategies of rewards and recognition for their employees so that they can form the asset of the organization (Storey 2014). The process of recruitment is defined as the pool of qualified applicants that are selected for working with Tesco. Tesco applies various types of recruiting process while recruiting candidates such as internal processes of recruiting, external recruiting, and alte rnative ways. Internal approaches of training include promoting transfer, job-posting, union through assigning, dependents of decreased retired employees. On the other hand, external approaches of training include employment agencies, advertising, walk-ins, e-recruitment, employee referrals, college recruits, etc. Apart from that, alternative ways of recruiting methods include overtime, leasing employees, temporarily workers, part time workers, and outsourcing (Morgeson et al. 2013). In terms of recruitment, Tesco at first considers internal recruitment plans in order to fill their vacancies by employee referrals and other mentioned approaches. After that, if any suitable employee is not being selected from the internal management then the company focuses on internal e-recruitment methods while advertising their available vacancies in the intranet of Tesco. In terms of selection, the applicants are chosen in a way so that the company can get the best output from the selected candidates from the country (Bratton and Gold 2012). Apart from that, the participation and reward strategies of Tesco are lucrative that helps in talent management of the different levels of employees. Different approaches of training Training and development is considered as very crucial for the success and organizational development. Training approaches are beneficial for both Tesco and its employees. As a result of training, the employee base of the organization will be stronger in terms of efficiency and productivity. After the process of orientation, training will take place. Tesco follow the processes of training in order to enhance skills, knowledge and capabilities of the newly recruited employees of Tesco in its German branch (Alfes et al. 2013). Tesco has a different set of values that the employees of the new branch must know so that they can understand the organizational culture and organizational values in a proper way. It will lead to provide excellent customer service. However, there are different approaches of training and development that Tesco will have to adapt in the German branch such as in-house training, on job training, off job training, etc. In Tesco, on job trainings are provided to the employees of all departments in the everyday working basis. On-job training of Tesco will provide benefit to both semi-proficient and in-proficient employees. The newly recruited employees are trained in the practical working scenario so that they can be aware of the problems and challenges in their work areas. The motto of on-job training of Tesco is learning by doing (Buller and McEvoy 2012). On the other hand, off job Tesco in the German branch of operations will newly start training. As the main head office of Tesco in United Kingdom, hence the important decisions related to human resource department and other strategic management department of the company. New employees of Germany will be provided training in few areas from the corporate head office of Tesco in order to provide excellent customer service by improving the shopping experience of the German customers (Paill et al. 2014). There are differences in both types of training approaches in terms of results and way of providing the training. Cultural difference is an aspect that is important for managing the organizational performance in different branches of operations. Performance Management System Performance management is defined as the goal oriented process that direct towards ensuring different organizational process that helps in maximization of productivity of the teams, employees and organization as a whole. Performance management is considered as the major player that will help Tesco in achieving the organizational goals while enhancing the value of the employees (Jiang et al. 2012). Different types of performance management systems include incentive goals and improvement of the performance of the employees. Modern businesses focus on the performance management systems so that their productivity can be improved. In the perspective of performance management system, every workers of the organization is equally important. Organizational culture of Tesco is an important aspect that the company focuses so that they can serve better to the customers. If the performances of the employees are not up to the mark, then they are not be able to serve the customers by meeting their demands. Hence, Tesco will implement Integrated Learning and performance management in order to accomplish the goals and objectives set for the business objectives. German employees should be measured as well as the customers of the company should be checked (Renwick et al. 2013). Different kinds of performance appraisals as well as automated solutions are to be formulated by the company while developing the careers of the employees. Individuals of the company must be aligned with the corporate goals of the company. In Tesco, both operational performances of the department as well as the performance of the company towards the community are concerned because the company values are aligned with focusing the customer needs. Internal audit is done on the perspective of measuring the organizational performance as well as individual performance. German employees will be more in number in terms of employees from UK (Obeidat et al. 2016). The strategic management department of the company along with the human resource department of the company will be responsible for maintaining all the steps of performance management systems. Relation between HRM and organizational performance Many issues are faced by the organizations that are adopting the process of internalization especially in the aspect of strategic human resource management. Tesco will also face in the aspect of strategic human resource department. There is a direct and indirect relationship between organizational performance and HRM. Employees of the organization sometimes faces lack in understanding regarding the understanding of the process in which strategic HRM is responsible for creating increased performance and organizational performance (Stahl et al. 2012). Little understanding is required about gaining a proper knowledge of the mechanisms of the strategic human resources practices. Black box model in this situation will help the company in mitigating the issues in HRM. The black box acts as a mediator between the HRM practices and organizational performances. There are many concepts that are included in the different aspects of the black box. The model acts as a casual pathway between the organizational performance and the HRM practices of the organization. The relationship between different aspects of the HRM aspects is complex in nature. Different practices of HR include training, selection, rewards, appraisal, involvement status, job design and job security. The mediating variables of these aspects are abilities of the employees, skills of the employees, understanding the role of the workers, skills of the employees, structure of work, motivation of the work, opportunities of work, etc. The HR related issues are all mentioned in the black box model (Stone and Dulebohn 2013). Organization goals of Tesco are focused on the commitment of the employees in improving the different types of shopping experiences of customers. Organizational commitment is an aspect that should be considered by every employee of Tesco in order to provide his or her best to the organization. As a multinational retail giant, the company not only focus on to the development of new products while serving the demands of the German people in the market but also to the level of service provided by the employees to the shoppers (Jabbour et al. 2013). Importance of compensation and benefits Compensation is defined as the systematic approach that will provide both monetary and non-monetary approaches while putting emphasis on the values of the employees. Benefits are provided to the employees in return of their work done. Compensation in Tesco is a tool which is used to by the management department of the organization in order to use resource capabilities while improving the performance of the company by encouraging employees to perform well in their respective fields of work (Hendry 2012). Compensation in Tesco is used for achieving various purposes while assisting the human resource department in the field of job satisfaction, job performance and recruitment. Tesco will adjust the compensation as per the business objectives, goals, requirements and other available resources of the company. Compensation is used in many purposes such as: Recruiting and retaining qualified employees Increasing or maintaining morale satisfaction of the employees Rewarding and encouraging peak performance Achieving internal and external equity Modifying practices of unions through negotiations (Shields et al. 2015) Improving job performances, job evaluation, job satisfaction Retention and recruitment of talented and qualified employees is one of the goals of the human resource department of Tesco. The cost and availability of the qualified candidates that have applied for the open positions available in Tesco Germany is also determined by the external market factors. However, Tesco will introduce many compensation plans for their German employees in order to boost up the performance of the companies while enhancing competitive advantage to the employees (Chuang et al. 2013). Ideal compensation has so much benefits and is responsible for having a positive impact on the performance of the employees of Tesco. The employees of Tesco will be encouraged by the systems of performance management and compensation while driving excellence in their field of work. However, benefits of Tesco will enhance job evaluation process while setting up a standard for the job in order to create unique standards of the job assigned to the new German workers (Sourchi and Liao 2015). Conclusion: Tesco is a supermarket giant that has a well reputation in Britain as well as in its other 11 locations in 11 countries of the world. The company is in the verge of expanding its business operations in Germany. There are many challenges that are mentioned in the study both in terms of internal and external environment. In terms of external environment, it is seen that the Germany is very competitive in terms of supermarkets. Tesco will face tough competition from Aldi and Lidl that has a huge market share as well as high reputation in the market. Apart from that, they are also having a well maintained supply chain and distribution channel between their facility sites and the departmental stores. Besides these there are also other issues related to the human resource capital management that Tesco might face while expanding its business operations. Supermarkets of Germany are competitive in nature. They are serving the customers at their level best not only in terms of best quality pro ducts but also in terms of excellent customer service. Apart from these activities, the government laws and regulations of Germany are also responsible for modification of some of the business operations. Tesco will have to abide by the laws and regulations of the government of Germany in order to maintain its business operations smoothly. Regarding the external environment, Tesco must choose the suppliers and distributors widely so that it can utilize the best from them in order to maintain a low cost in the perspective of manufacturing. Lower cost manufacturing along with selling goods to the customers of the target by maintaining a standard quality will be the future strategy of Tesco while penetrating German market (Stredwick 2013). Tesco will have to conduct market research not only in terms of product development but also in terms of competitive human resource advantage. Competitive advantage in terms of human resource capital is a vital aspect that will help Tesco in gaining an increased market share in the supermarket industry. Human capital measurement in this aspect is necessary for increased customer satisfaction (Shatouri et al. 2013). Strategic human resource management i ssues of Tesco are also related to the external environment that are explained in the study. Retail industry is based on both products and excellent customer service. Human capital is a factor of consideration of Tesco when it is not operating on its home country. Recruitment of German people is more profitable for Tesco than recruiting people from UK. Apart from that, the methods of compensation and benefits of the employees must be modified as per the employment regulations of Germany (Boella and Goss-Turner 2013). Non monetary benefits can be added in order to motivate the new German workers of the company. Tesco must build trust to the consumers of the Germany in order to recruit quality people for the company. Different types of performance measurement techniques that are discussed above must be implemented at regular interval so that the real talents of the company will get highlighted (Nickson 2013). References Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Boella, M. and Goss-Turner, S., 2013.Human resource management in the hospitality industry: A guide to best practice. Routledge. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New Challenges for European Resource Management. Springer. Budhwar, P.S. and Debrah, Y.A. eds., 2013.Human resource management in developing countries. Routledge. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), pp.43-56. Chuang, C.H., Chen, S.J. and Chuang, C.W., 2013. Human resource management practices and organizational social capital: The role of industrial characteristics.Journal of Business Research,66(5), pp.678-687. Hendry, C., 2012.Human resource management. Routledge. Jabbour, C.J.C., de Sousa Jabbour, A.B.L., Govindan, K., Teixeira, A.A. and de Souza Freitas, W.R., 2013. Environmental management and operational performance in automotive companies in Brazil: the role of human resource management and lean manufacturing.Journal of Cleaner Production,47, pp.129-140. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), pp.1-56. Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), pp.73-85. Knies, E., Boselie, P., Gould-Williams, J. and Vandenabeele, W., 2015. Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance.The International Journal of Human Resource Management,26(3), pp.421-424. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), pp.1069-1089. Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), pp.18-36. Mondy, R. and Martocchio, J.J., 2016. Human resource management.Human Resource Management, Global Edition. Morgeson, F.P., Aguinis, H., Waldman, D.A. and Siegel, D.S., 2013. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), pp.805-824. Nickson, D., 2013.Human resource management for hospitality, tourism and events. Routledge. Obeidat, B., Al-Sarayrah, S., Tarhini, A., Al-Dmour, R.H., Al-Salti, Z. and Sweis, R., 2016. Cultural Influence on Strategic Human Resource Management Practices: A Jordanian case study.International Business Research,9(10), p.94. Paill, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study.Journal of Business Ethics,121(3), pp.451-466. Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), pp.1-14. Shatouri, R.M., Omar, R., Igusa, K. and de So Pedro Filho, F., 2013. Embracing green technology innovation through strategic human resource management: A case of an automotive company.American Journal of Economics and Business Administration,5(2), p.65. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O'Leary, P. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Sourchi, S.M. and Liao, J., 2015. The positive impact of high performance work systems (HPWS) on employee commitment and self-sufficiency in strategic human resource management (SHRM) in Kurdistan.European Journal of Business and Management,7(3), pp.80-109. Stahl, G.K., Bjrkman, I. and Morris, S. eds., 2012.Handbook of research in international human resource management. Edward Elgar Publishing. Stone, D.L. and Dulebohn, J.H., 2013. Emerging issues in theory and research on electronic human resource management (eHRM).Human Resource Management Review,23(1), pp.1-5. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Stredwick, J., 2013.An introduction to human resource management. Routledge. Truss, C., Mankin, D. and Kelliher, C., 2012.Strategic human resource management. Oxford University Press. Ulrich, D., 2013.Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.

Favorite Artist Power Point Project Essays - Hip Hop, Music

Favorite Artist Power Point Project Tupac (Tupac Amaru Shakur ) 10 important facts Born in New York City Born on June 16, 1971 He was first inspired to rap when a friend of his was killed while playing with a gun His first song was about gun control More of his music has been released since his death than when he was alive. Ten albums have been released after his death in 1996; all have gone platinum. Tupacs real name was Lesane Parish Crooks. Tupac wrote his hit song "Dear Mama" while in prison. When he first moved to California, Tupac was homeless for 2 years. Even though he considered himself from the West coast, he was born in Bronx, New York. He was also known as Makaveli. Death Row Records Me Against The World March 14, 1995 6544-92399-1 All Eyez On Me February 13, 1996 DRPC 00003 Better Dayz November 26, 2002 0694970702 Until The End Of Time March 27, 2001069490843 R U Still Down? [Remember Me] November 25, 1997 1241-41628-2 The Don Killuminati (The 7 Day Theory) November 5, 1996 INT2-90039 Time Line 1986- He is born in NYC 1988- Tupac's family moves to Baltimore where he enrolled in the Baltimore School for the Arts. Here Tupac writes his first rap under the name MC New York. 1990- Tupac joins Digital Underground as a roadie/dancer/rapper 1991 Tupac achieves individual recognition with the album "2Pacalypse Now," which spawned the successful singles "Trapped" and "Brenda's Got A Baby." He was inducted into the Hip-Hop Hall of Fame in 2002 and Library of Congresss National Recording Registry in 2010. He has given an outlook on Society from his position and he is influential because other people were/are in the same situations his mother founded the Shakur Family Foundation (later renamed the Tupac Amaru Shakur Foundation or TASF) in 1997.(its mission is to provide training and support for students who aspire to enhance their creative talents. He changed the world with his music, it had meaning to it unlike rap music today. He has inspired many rap artists. "Every rapper who grew up in the Nineties owes something to Tupac," wrote 50 Cent" Tupacnation

Lessons Learned Essay Example

Lessons Learned Essay Example Lessons Learned Essay Lessons Learned Essay Essay Topic: A Lesson Before Dying Jhesson Ynoa Eng11 – 1857 May 10, 2010 In the essays that we have read this semester, the authors were effective in helping their readers to learn something from the authors various subject matters, which could be used in the readers’ own lives. I have chosen four essays that I have read this term from which I have learned from. The four essays I decided on are: â€Å"Shooting an Elephant† by George Orwell, â€Å"Sex, Lies, and Conversation† by Deborah Tannen, â€Å"What Really Scares Us† by David Ropeik, and â€Å"Delusions of Grandeur† by Henry Louis Gates, Jr. In George Orwell’s â€Å"Shooting an Elephant† Orwell writes of his experience in British ruled India in the early Twentieth Century. At the time, he was a young, inexperienced soldier stationed there to help protect the Queen’s interests. While he was there, he had to do something that had made some ethical conflicts within him. Orwell had to kill an elephant that had run rampant in lust throughout a village. In its rampage the elephant destroyed a truck, a hut, and killed a villager. The villagers were obviously upset about the situation and he was called upon to restore the order before anything or anyone was hurt. Throughout the ordeal, he decided that it was best to kill the elephant. His reasons for doing so, however, were not as clear-cut. He said his ultimate decision was to not look bad in front of the villagers that gave him a degree of shame. Orwell’s decision is to keep a measure of order and respect within the community. The British presence there has to be kept where respect and discipline are always maintained. If not, the anarchy that would eventually ensue would make laws and codes harder to enforce. â€Å"The people expected it of me and I had got to do it; I could feel their two thousand wills pressing me forward, irresistibly. With such vast odds against the troops there, if he showed the slightest weakness, the villagers would pounce upon him; everything would descend into chaos. At that precise moment, he realized that the British rule there was utterly void and useless, â€Å"And it was at this moment, as I stood there with the rifle in my hands, that I first graspe d the hollowness, the futility of the white man’s dominion in the east. † What choice did he have then? No more than when the damage done by the elephant was done. In order to preserve the common good, he had to do something he did not want to. Lessons learned from this essay are the effects of imperialism or as Orwell called it, the â€Å"evils of Imperialism†. It is obvious that Orwell didn’t shoot the elephant because he wanted to but because of the influence from the British oppressors. One can use this essay as an example not only to notice the effects of bad influence amongst an entire population but learn of imperialism and its negative effects. Even though one has been conquered they don’t have to become as them which can lead to even more unjust doing. In Deborah Tannen’s â€Å"Sex, Lies, and Conversation†, Tannen explains how differently men and women perceive conversation in their relationship. She states that the lack of conversation is generating conflicting issues from both men and women who are in a relationship. This is due to the fact that men and women have very different expectations of communication. Tannen describes how differences in communication start during childhood socialization. Tannen states that for women, as for little girls, intimacy is the fabric of relationships, and talk is the thread from which it is woven. For young girls and women, conversation what creates and maintains friendship. By sharing secrets, thoughts, and feelings girls and women build intimacy in their relationships. As for boys, Tannen explains that bonds between boys can be as intense as girls’, but they are based less on talking, more on doing things together. Since they don’t assume that talk is what creates a relationship, men don’t know what kind of talk women want. Young boys are more inclusive with each other, creating larger groups of friends. Within these large groups, boys compete with each other to avoid the subordinate position. Intimate conversation is a form of weakness for boys and men which can play a role in women’s complaints that men don’t listen to them. Some men really don’t like to listen, because being the listener makes them feel one down, like a child listening to an adult. One impression of not listening results from differences in the mechanics of conversation. Deborah Tannen studies videotapes made by psychologist Paul Dorval of children and adults talking to their same sex best friends. Within all ages, the girls and women face each other in conversation with direct eye contact. Unlike the boys and men, who would not face one another and periodically glanced around the room. By facing away and little eye, it gives women the impression that the men are not listening. Another habit described in the essay is the switching of topics. Women in conversation about problems will ask probing questions, and express agreement and understanding. Men in the other hand are not as inquisitive. They will dismiss each other’s problems with simple statements and switch to a topic about themselves. Women perceive these responses as insensitive and unsupportive. Tannen also describes how a woman’s conversational habits are just as frustrating to men. In close comfortable surroundings, women overlap each other, finish each other’s sentences, and anticipate what the other is going to say. Men feel this behavior is an interruption, intrusion, and lack of attention. Women also love to talk to one another, expressing agreement and support but men see their conversational role as pointing out the other side of the argument. Women don’t mind another point of view as long as it is in the form of a suggestion or inquiry rather than as a direct challenge. All these differences in this essay begin to clarify why men and women have such different expectations of communication. Tannen suggests, once men and women understand these differences, improvement in communication will come naturally. In the future one can use the information in this essay to recognize his or her differences when it comes to conversation and learn to alter their behavior to improve communication with their partner, rather than right and wrong which can lead to breaking up or divorce. In David Ropeik’s â€Å"What Really Scares Us†, Ropeik argues that Humans perceive risk through emotions rather than reasoning even though we obtain a highly advanced brain which gives us the power to reason. Ropeik says that the reason humans perceive risk emotionally before reasoning is because our brains are biologically built to fear first and think second. The brain has two parts that are built mainly for reasoning and emotion. One of these parts is called the prefrontal cortex, behind your forehead, which is the area where we do a lot of our reasoning and thinking. The other part, which is the brain’s key emotion center, is the amygdala. Because of the way the brain is built, information gets to the amygdale first before getting to the prefrontal cortex. In that case a person would react emotionally fearful before ever having a chance to reason and consider the facts. The turning of raw sensory information, for instance confusing a stick for a snake, into fear is due to the built-in patterns in our brains that interpret sensory information that help us subconsciously filter incoming messages, making us more afraid of some things than others. Ropeik also uses statistical information which makes Ropeik’s argument a lot more effective. For instance when Ropeik talks about dread, one of the emotional factors that determine our fears, he states â€Å"Things that can kill us in really awful ways seem riskier. We’re more afraid of being eaten alive by a shark (odds, 1 in 281,000,000) or dying in a plane crash (1 in 9,000,000) than dying from heart disease (1 in 300). † The use of numbers in Ropeik’s essay almost makes it unimaginable to be eaten by a shark or dying in a plane crash. The difference is vast. But, don’t think that because of the odds it is alright to not fear a shark. A shark attack might seem rare but they do occur. One could never believe that they could be the victim a heart attack but due to our fears, when we’re on a plane or at the beach that fear of dying in a crash or being eaten alive succumbs us. When we hear heart attack, most might laugh it off and think that it could never happen to them. The numbers in the other hand tell a whole different story. Using the information from this essay one can learn not to be so fearful of things that are unlikely to happen. In the future one should do a lot more reasoning then letting their emotions get the best of them. Fear is nothing but a state of mind which can sometimes trap us. In â€Å"Delusions of Grandeur† by Henry Louis Gates, Jr. Gates argues about the importance of education for black youths. African American students should take their education a lot more serious rather than aspire to careers as athletes. Gates states that African American youngsters believe that they have a much better chance of becoming another Magic Johnson or Michael Jordan than they do of matching the achievements of Baltimore Mayor Kurt Schmoke or neurosurgeon Dr. Benjamin Carson, both of whom, like Johnson and Jordan, are black. He also uses statistics which very few people would believe if they weren’t reading them in the pages of Sports Illustrated. Here are the facts: There are 1,200 black professional athletes in the U. S. There are 12 times more black lawyers than black athletes, 2-1/2 times more black dentists than black athletes, and 15 times more black doctors than black athletes. Considering the statistics, becoming a professional athlete is more like a dream than reality. As Gates stated, â€Å"In reality, an African-American youngster has about as much chance of becoming a professional athlete as he or she does of winning the lottery. † The odds of winning the lottery are 18 million to 1 and that is only a single state lottery. Nevertheless, the blind pursuit of attainment in sports is having a devastating effect on the African-American people. Henry also argues that public schools fail to educate athletes which lead to the school almost failing to educate everyone. Only 26. % of black athletes at the collegiate level earn their degrees. For every successful educated black professional athlete, there are thousands of dead and wounded. Yet young blacks continue to aspire to careers as athletes. The thought of sports being the â€Å"only way out† for young blacks should be sought out. These young athletes must understand that education is the best method to achieve success. A sport is an alternative, if he or she is that good. From this e ssay people learn of the effects that sports has brought amongst young blacks. It isn’t entirely their fault but also the fault of public schools. In the future we can use this information to inform the young blacks, whether it’s our friend, a classmate or even our next door neighbor, who strive to be professional athletes, of the effects of sports that can hold them back from a good education. These essays which I have read and studied this semester proved to be worthwhile. They have learned from them things that I in the future can use to my advantage. The lessons learned from all four of these essays can help everyone in various ways. Whether it was George Orwell’s â€Å"Shooting an Elephant† and its lesson of imperialism or Deborah Tannen’s â€Å"Sex, Lies, and Conversation† and the lesson of men and women’s expectations of communication. Whether it was David Ropeik’s â€Å"What Really Scares Us† and its lesson of reasoning and emotion or Henry Louis Gates’ â€Å"Delusions of Grandeur† and its lesson of the importance of education for black youths. All these essays have something in common and it’s that they all have a lesson to be learned which will be used for the better of ourselves and for the better of others. 1. Orwell, George. â€Å"Shooting an Elephant† Rhetorical Choices, ed. Keith Gilyard. New York, Pearson Longman, 2007: Pages 66-73. 2. Tannen, Deborah. â€Å"Sex, Lies, and Conversation† Rhetorical Choices, ed. Keith Gilyard. New York, Pearson Longman, 2007: Pages 454-459. 3. Ropeik, David. â€Å"What Really Scares Us† Rhetorical Choices, ed. Keith Gilyard. New York, Pearson Longman, 2007: Pages 533-535. 4. Gates, Henry Louis, Jr. â€Å"Delusions of Grandeur† Rhetorical Choices, ed. Keith Gilyard. New York, Pearson Longman, 2007: Pages 247-249

New York City Essay Example | Topics and Well Written Essays - 2000 words - 1

New York City - Essay Example The purpose of this paper is to evaluate the philosophy of the city by taking in consideration three different mediums that represent similar or different aspects of the city. Each person has a different view of the city and the purpose of this paper is to view the city from their perspective. In order to bring about a suitable understanding of the city, three different Medias are taken. These include photographs of the subway by Walker Evans, The Empire State Building and the postcard titled, ‘Future of New York’. Walker Evans, in his representation of New York has taken pictures of random people in the subway without their consent. The Empire State is the landmark for NYC and represents the city in various fronts. The postcard shows a futuristic view of New York, taking in view the rapid pace of development within the city. Thus, each medium has brought forward a different aspect of the city that is apt from their perspective. New York City New York City is one of the most famous and populated cities of USA. This city is the center of all economic activities including education, technology, commerce, trade, art, fashion etc. New York can be termed as the capital of the modern world with its enterprising nature. New York is able to enjoy such popularity on account of it being a city with the port. It is because of this importance of the city that New York continues to be an important part of representing American throughout the world. When people talk about American, they conjure up an image of the lively bustling streets of New York with its diverse population compromising of people from all races, religious and casts.