Analytical commentary holiday hw1 radio Essays - Human Behavior

Analytical commentary holiday hw1 radio Essays - Human Behavior Analytical commentary The transcript presented is a written piece of a conversation extract ed off the triple M Drive show called Kennedy and Molloy with interlocutors being Jane Kennedy ( JK ) and Mick Malloy (MM) who lament about the banning and height reduction of the "monkey bars' from the playground as they cause injuries. The social purpose of this segment is to persuade the audience to be on their side and take into consideration the importance of the monkey bars and how they help kids have fun, they also buil d rapport with the audience. The tone between the two varies in different parts of the conversation just as exemplified by the rise (\) and fall (/) sign on lines 85, 86 and 93. It is also friendly and mostly informative throughout the transcript which is encouraged by the nature of being work mates and buddies in the radio show business. The primary function is to talk about the monkey bars and how fun they were however, the simultaneously existence of the function moves into a number of social purpose as the two main interlocutors aim to build intimacy between each other which is evident on line 2 as JK refer to MM as Mick . A third party, the dj is also introduced into the conversation where he has an input on the matter. FUNCTION] The general function of this par ticular radio segment is for MM and JK to persuade the audience to be on their side when it comes to the monkey bars on the playground and how they affect the kids, MM states on like 1 how angry the banning of monkey bars makes him feel. The emotive expression shows how MM really feels which is angry, he persuades JK to agree with his opinion on the monkey bars. The interaction between the interlocutors also arises the function of informing as they start to list all the other things like trampolines ( line 95), bunkbeds (line 98) skiing (line 119) and rollerblading (line 121) which have the same effect on kids as the monkey bars do. The semantic field which is radio show also determines the function of the transcript, just like most radio shows, MM and JK are no stranger to persuading their audience, advertising their opinions and informing their audience about different matters at different occasions, th ey utilise this segment to do that. SOCIAL PURPOSE The social purpose of this text is to build rapport with the audience, this can be exemplified by line21 where MM uses inclusion language as he says "we all learnt". This al so helps the audience reminisce how much fun they had playing on the monkey bars at the playground . And the use of inclusion helps build the social solidarity between the audience listening to the radio show and the interlocutors . This also gives the audience a sense of belonging as they can relate to the matter at hand. As you read through the transcript we can see that the Australian slang is being used for example on line 24 JK says undies referring to underwear. This makes it easier for the Australian audience listening to the radio to understand what he's talking about since it's an Australian slang and jargon . This stimulates the social purpose since it allows the audience and interlocutors close the social distance between one another. The semantic field of radio and also playg round related makes it easier for the people who have been on monkey bars to relate to the issue. REGISTER The informal register is employed in this transcript through the use of Australian slang narrated on line 24 undies'. This gives the audience a sense of belonging while giving them a bit of a chuckle. The context in which the undies is mentioned also shows informality as it's said in a humorous way. The inform ality is also affected by the intonation and other vocal effects together with the vivacious dynamo supports the function of persuading while keeping the same informal register as the addition of slang such as " me ears" on line 4 and compounding on line 5 (we've) is utilised.

Commerative speech on Bruce Lee Essay Example

Commerative speech on Bruce Lee Essay Example Commerative speech on Bruce Lee Paper Commerative speech on Bruce Lee Paper Essay Topic: The Godfather Introduction Born between 6 and am on November 27 1940, both the hour and year of the dragon, his symbolic birth marks the start of a new age, the age where a new martial art style is created which supersedes any other form of martial arts that has ever existed, the age where the Asians will never be looked down upon again by the Westerns, the age of this powerful man called Bruce Lee. Bruce Lee is a Chinese born in the States who was introduced to his first martial arts style called Wing Chunk at the early age of 13. Despite being relatively small in size for an Asian, he possesses the tremendous amount of speed and strength He was very dedicated to martial arts and trained very diligently to win in various boxing championships. He then got interested in acting as a career later in his life and became one of the most influential pop culture figures in American and around the world. His philosophy in martial places huge emphasize on mimicking the nature of water; being able to adapt to any situations by continually moving to find a way around obstacles. His philosophy also stressed the idea that one must adapt what is useful, remove what is unneeded, and create something unique. This important system could be easily applied to many specializations in life which is why it has such a profound impact on individuals from various walks of life. He brought Asian culture into American society ND helped to remove stereotypes between the East and the West. Bruce Lee revolutionized the depiction of unarmed combat in action films, laying the foundations for future action stars such as Sylvester Stallion, Arnold Schwarzenegger, Chuck Norris, and more recently, Jackie Chain and Jet Lie. Having a huge impact on many of them and he also helped to open the doors for Asians in American cinema. He possesses an indomitable spirit from the determination to get into the Hollywood acting industry despite the countless setbacks and rejections he as faced. Body He has contributed greatly to the martial arts community. Being an exceptional martial artist, he synthesized various national martial techniques which included various aspects taken from karate, Kemp, boxing, ate swoon do, Judo, Juju-jujitsu, gung if and other forms of unarmed combat and revolutionized it by creating his own fighting system called Jet June Do, which he described as the style with no style. His new fighting system was arguably the forerunner of what is known today as mixed martial arts, which is best recognized by he organization the Ultimate Fighting Championships (AFC). The founders and fighters of the JIFF unanimously agree that Bruce Lee was one of the godfathers of mixed martial arts. Lee emphasized constant evolution via cross-training by absorbing what was useful and rejecting what was not. Brought martial arts to prominence in the West. When asked what kind of black belts he possessed, Lee replied I dont have any belt whatsoever. That is Just a certificate. Unless you can really do it that is, defend yourself successfully in a fight that belt doesnt mean anything. I think it might be helpful to hold your pants up, but thats about it. Hence, the notion that anyone with dedication can be a master appealed to the masses and became the basis of his message. He wanted to break down Asian stereotypes through films Being an American Chinese, he wanted to change the depiction of Asian people in Western films. In all of his films, he wanted to represent a strong, masculine, and dominant Chinese-American hero that was proud of his cultural heritage and openly embraced both his American and Chinese background. As a Chinese-American icon, Lee did more than any other actor in the period to advance the cause of racial equality for Asians living in the United States. A definitive statement from his second Hong Kong produced martial arts film, Fist of Fury (1972), that the Chinese are no longer the sick men of Asia reinforces one of the key messages he was seeking to promote throughout his life: that Chinese Americans were not the weak and subservient individuals that the American media stereotypically portrayed. The racism he experienced in China, compounded with the subtle, and sometimes overt, call discrimination he felt in America, arguably convinced him that the Asians needed to be portrayed as strong individuals that could overcome the lingering stereotypes that plagued them. He emerged as an international star and eventually helped breakdown stereotypes through films to make Chinese Gung If generally accepted by Caucasians. He does not only stand on the Chinese side. Bruce Lee was one of the first Chinese Gung If teachers in the United States to teach non-Chinese. Despite the Chinese community not allowing him to set up his own martial arts school to take in non-Chinese, he did not allow racial discrimination to affect him. He instead chose to see people as individuals and stood his ground, even though he was challenged to fight as an ultimatum to stop teaching people other than those of Chinese decent. Strong determination and the spirit of never giving up His abdominal and forearm workouts were known to be particularly intense. Because of his zealousness, Bruce Lee injured his back causing damage to his sacral nerve in 1970. The injury was due to overstraining and lifting too heavy during.

Real-Time Systems in Information Technology Term Paper

Real-Time Systems in Information Technology - Term Paper Example The holdup and dimension of the transistors have concentrated tremendously evaluated to a combination of years previously. The poignant object (however not suddenly) is that these developers have not to approach free. Through steady variable towards sub-micron age plenty of new troubles, as well as confronts, should be tackled; exclusive of that the forecast of Moores law would be detained and termination of CMOS technology within a couple of years will be observed. These new expansions have placed the foundation of the Real-Time Operating system. These systems have provided us lot advantages regarding effective working in the industrial areas, common life, and computing. An RTOS is a multitasking operating system that is planned for computer applications by means of a rigid time limit. RTOS applications comprise a number of manufacturing robots, spacecraft, vehicle engine regulators, little-embedded computer arrangement, engineering control as well as a number of huge level computin g arrangements (Silberschatz, Galvin, & Gagine, 2002). An untimely instance of a huge level real-time OS was business dealing out capability urbanized by US Airlines as well as IBM for the Airline of Sabre that is also acknowledged as the Sabre online reservations system. In a computer system, the OS is the software that is in charge of the management and administration of computer hardware as well as for the essential functions. Moreover, it offers bases on which we can execute other software applications such as MS word or media player (Silberschatz, Galvin, & Gagine, 2002). As OS develops, yet additional services are estimated to be the general foundation. Nowadays an operating system can be essential to offer Internet and network connectivity. They can be necessary to care for the system from damage through virus (Silberschatz, Galvin, & Gagine, 2002).  

Themes Of Landscape And Wilderness In Cinematic Films Essay

Themes Of Landscape And Wilderness In Cinematic Films - Essay Example 2. Examine the scope of landscape and wilderness in films. 3. Highlight the nature of landscape and wilderness as characters within films. Despite the progressive change, which land undergoes, two key predictions can be made about land, especially with regard to the establishment of new landscapes: i.e. landscapes transpire in light of people’s expectations, as well as their previous encounters, or landscapes evolve from a shift in mindset and from a changed connection between the environment, society and self. This means that changes that are embedded on a landscape are not typically similar to changes that are wrought on land. According to Sobieszek, the theme of landscape has undergone a dramatic change since early times, especially between the 1950s and 1980s. It is clear that a relatively new order of landscape has engulfed cinematic films that seem to take hold of the imagination of not only the writer and film director, but the audience, as well. The radical change in the perception of landscape is that from a solid yet permanent view to one that is marred by treachery and transmutation. In essence, differ ent media create new landscapes. For instance, in the film Walkabout of 1971, Roeg offers what can be perceived as a typology that showcases photography of locations such as Australian auk lands in the late 20th century. Roeg embodies a formalist concept by rendering the settings of landscapes devoid of human presence through settings such as deserts, flat horizons, vacant highways and fields (Harper and Rayner, 2010, 71). All these locations convey an essence that is at odds with the echo of Hollywood fictions. This allows films to level the meanings that they are originally meant to convey. Landscape in cinematic films adopts quite a different stance compared to still images, which are frozen depictions of landscape. Landscape in cinematic films incites the feeling of culture and cross-over between popular cinema and photography. Historically, landscape is initially associated with painting, and this is evidenced by the numerous depictions of landscapes in exhibitions and art muse ums around the world. Launched in the seventeenth century, the portrayal of emerging infrastructures of channels, harbours and roads that ran through sheltered country sides illustrates the claim that landscape depiction and description through picture is a product of the shift from feudal to capitalist economies (Harper and Rayner, 2010, 58). This paper argues that landscape facilitates new perceptions and venues of analysis and interpretation of cinematic films. Simply put, landscape emerges when the setting becomes the subject of the cinema rather than an object within the entire cinematic film. When applied to films, landscape enables a variation from plot, characters and psychology towards elements that are rarely taken into account in mainstream film. The main challenge thus becomes the discussion of landscape as a comprehensive expression in its own right, as well as its own agenda in other instances. Landscapes can be appreciated as encompassing numerous interacting ideas, t raditions, as well as inventions rather than something that is either out there or can be fixed on films. This paper will conduct a discussion within the realm of films over the period between the year 1970 and 2009. This is a period marred by a number of uncertainties and upheavals, as well as immense successes in the media industry and especially with regard to films. Through this period, there has been immense focus on film and landscape as avenues of the contested perception of individuals, and how film makers investigate the practices, properties and traditions of global cinema that is

Ancient and Medieval Political Theory Essay Example | Topics and Well Written Essays - 1500 words - 4

Ancient and Medieval Political Theory - Essay Example Plato was an enemy of democracy because according to him, he identified deficiencies in the Athenian democracy. Plato asserted that the Athenian democracy promoted inherent class tension did not focus on promoting equality and liberty of all the people and it was incompetent form of governance (Plato 295). Aristotle offers the best explanation about just city because according to him, a regime is that which provides ‘eidos’ or form to a certain political community. This type of regime by description means a distinct end or ‘telos’ that a regime will hold as its authoritative manner of life. This implies that the regime will organize the authoritative institution within that particular political community. Therefore, a regime is the scheme or form, which arranges political society with respect to its bureau or offices particularly the sovereign. Aristotle argues that the polis is the political environment or society and the political society has power over the citizens or the governed. Aristotle states that what structures the political society is the scheme or structure of the community that has power over and governs over all the other schemes or forms of political community or society that influence human habitat (Aristotle 21-3). According to Plato, inherent class tensions were evident in the disunity between the Athenian classes that lacked discipline and respect to the ordinary citizens because of power. This according to Plato came from the incentives of the governed not to submit to the opinions of the governors. Democratic society in this sense goes on to abuse as contemptible people who honor and respect the authorities and preserves its approval in personal and public life for governors or rules who act like subjects and subjects who act like governors or rulers. Consequently, this leads to dictatorship and revolution. Plato explains that this eventuality leads to totalitarianism which is the most cruel and unjust system of

Recruitment Strategy at HiTec International

Recruitment Strategy at HiTec International Introduction: Problems: Advice: Step 1Provide a Positive Working Environment Step 2Recognize, Reward and Reinforce the Right Behavior Step 3Involve And Engage Step 4Develop Skills and Potential Step 5Evaluate and Measure   Introduction: HiTec International is the company which is emerging organization. It has annual turnover of more than $19billion in current and employs more than 30,000 people across the world. The headquarter of HiTec which is located in West Dublin employs 2500 people in which 90% are permanent employees and remaining are on contract basis. HiTec have some expertise in procurement of hardware and bespoke programming solutions for corporate customers to aid them in boosting the utilization of the web. HiTec likewise give a complete after sales services which go beyond maintenance of software. The organization is perceived as worldwide business sector pioneers in a few of its central line of business. Because of the focused market that HiTec works in development and persistently advancing engineering improvements through innovative work division is vital to the organizations future achievement. HiTec offers workers brilliant terms and states of livelihood with top-pay rates, liberal extra plans, rebates, benefits, and wellbeing and life coverage. The earth in which they work is extremely alluring with superb offices, for example, staff cafeterias, wellness offices and valet administrations. Staff retention is great; turnover levels are at present at 5% of which half are represented by dismissals and non-renewal of fixed term contracts. Problems: HiTec are encountering some troublesomely with discovering sufficient number of workers with the obliged aptitudes to reach its development needs. Because of the quick moving nature of the industry which makes it difficult to usefully employ graduates with limited experience and train them. With the time, they learned a lot of skills and then moved on to another organization to learn more skills. HiTec likes the people which are employed in companies to who with HiTec has a customer relationship and in partner companies but HiTec has a long standing policy to not recruit from these sources. However, HiTec is recruiting people through advertisement in national newspapers and with the use of headhunters but this also not succeeded because through national newspapers the people who are properly qualified are few and head hunters are also not succeeded due to target labor market is so small. Advice: HiTec should explore the fundamental reasons of people leaving the jobs. HiTec should distinguish new methods and strategies, for example, making a developing leaders program, giving preparing to directors, and enhancing their representative distinguished program. As a result, they will draw in better ability and all the more significantly will have the capacity to hold best individuals. And the HR Department will be more satisfied in light of the fact that they wont spend all their time conducting training. HiTech can improve their ability to attract, retain and improve productivity by applying the following five-step PRIDE process: P Provide a Positive Working Environment R Recognize, Reward and Reinforce the Right Behavior I Involve and Engage D Develop Skills and Potential E Evaluate and Measure Step 1Provide a Positive Working Environment HiTec should provide a positive working environment to its employees to retain them for a longer period. Employees quits the jobs for many reasons but one reason for quitting them is the relationship with their first line-supervisor because the fact is that managers and supervisors are totally unaware with their actions that can affect employees. Manager training is a critical aspect for an effective retention strategy. Suitably trained managers play a key part in an effectual recruitment and retention policy. Managers need the skills, tools, and knowledge to help them understand their employees retention needs and be able to implement a retention plan designed to increase employee engagement in the organization. Step 2Recognize, Reward and Reinforce the Right Behavior Cash and profits may draw in individuals to the front entryway; however something else needs to keep them from going out the back. Individuals have a fundamental human need to feel acknowledged and pleased with their work. Recognition and motivation projects help address that need. A fruitful prize and recognition program does not need to be confused or lavish to be compelling. Hitec ought to offer prize to its workers. In a few organizations CEO frequently give their extravagant auto keys to their workers for a week or for an outing. This inventive approach to remunerate workers has a greater effect than money. In the event that you gave someone a $200 reward, it wouldnt mean all that much. When somebody gets to drive an auto for a week, they always remember it. For Example, At First American, administrators exhibit a Greased Monkey Award to the machine specialist who is best in determining issues with machine programs. The recompense is a plastic toy monkey in a container of Vaseline alongside a $50 supper testament. A supplies wholesaler remunerates each workers work celebration with a cake and a check for $200 for every year utilized. Twice a year workers kids get a $50 reserve funds security when they accumulate their everything As report card. Whats more, they compensate workers with a Security Bonus Program. They screen each representatives driving record twice a year, and any individual who has a reference is expelled from attention. Those representatives staying toward the end of the year separate $2,000. On Fridays, all representatives pivot employments for one hour. This fabricates a stronger group, solidarity, and enhances correspondence inside the organization. Step 3Involve And Engage The directors of Hitec ought to be included and captivate with the workers. Individuals are more dedicated and captivated when they can help their thoughts and proposals. This provides for them a feeling of proprietorship. Hitec ought to have a capacity to make and produce new and creative items. Keeping in mind the end goal to encourage the trade of thoughts inside offices, they ought to support a yearly Idea Exposition. Amid the article, researchers and designers showcase ventures and thoughts they are chipping away at. This procedure makes a solid atmosphere of development and captivates each one of the individuals who take an interest. Organization should have a unique way of making its employees feel valued and involved. One wall within the company contains the photographs of all employees who have worked there more than five years. Their equality program goes beyond the typical slogans, posters, and HR policies. There should no reserved parking spaces or other perks just for executives everyone is an equal. This is one reason why companies can be best employer company. Step 4Develop Skills and Potential For the vast majority, vocation opportunities are generally as vital as the cash they make. In a study by Linkage, Inc. more than 40 percent of the respondents said they would consider leaving their present boss for an alternate occupation with the same profits if that employment gave better vocation improvement and more prominent difficulties. So Hitec ought to create abilities and possibilities for their staff to hold them/ Hitec ought to find that why they were losing gifted individuals to different organizations and they ought to lead passageway reviews to discover what number of representatives who left to take new occupations and vocations outside the organization and can accompany the same employments and professions inside Hitec. As an issue they ought to make with an intranet-based improvement and profession guiding project for all representatives. This will bring about over of workers who left the organization and representatives will exploited the project and perspective inside employment opportunities. Not just does the system give new openings for work, however Career Connections offers an assemblage of profession improvement instruments, for example, assessments toward oneself, apparatuses to create continues, and articles on different occupation looking for techniques inside the organization. Gifted individuals wont stay in a vocation in the event that they see no future in their position. To wipe out the inclination of being in a deadlock work, each position ought to have an individual advancement plan. Step 5Evaluate and Measure Nonstop assessment and endless change is the last venture of the PRIDE framework. The main role of assessment is to measure advance and figure out what fulfills and de-fulfills your workforce. The assessment procedure incorporates the estimation of demeanor, confidence, turnover, and the engagement level of the workforce. Here is an agenda of things that ought to be incorporated in Hitecs assessment and estimation process. Carry out an employee satisfaction survey at least once a year. Improve your contracting methodology to make a finer match between the singulars abilities and employment prerequisites. Examine those divisions that have the most elevated turnover rates. Hold chiefs in charge of maintenance in their area Initiate interviews and surveys concerning the real reasons people come to and leave your organization. Provide flexible work arrangements for working parents and older workers. Start measuring the cost of turnover. Focus on the key jobs that have the greatest impact on profitability and productivity. Design an effective employee orientation program.

Flaws In Germinal :: essays research papers

The Flaws in Germinal At first glance, one might say the capitalist system is righteous and it leads to more productivity, but upon discreet examination, the system has numerous flaws. As we discussed in class, one of the main flaws was the inability of the workers to advance themselves in society beyond the point of keeping food in their stomachs. One generation after another follow each other down below into the mines without cessation. First and foremost the company needs to insure that all members of the mine town have enough to eat, enough to wear, and a roof over their head. The company can possibly provide clothing and food through a ration-based system that guarantees the people will not die of starvation or frostbite. These are necessities that the company should provide even if they are in debt. The workers should also receive a salary based on performance and profits of the company. This spending money can be used for amenities or the worker can save it if he or she one day desires to move away and attempt to start a better life somewhere else. The root of the problem lies with the education the residents of the mine town receive. Children as young as seven or eight are being sent down to work in the mines when they should be starting school. If families are unable to pay for schooling a type of â€Å"indentured worker† system might work out where children can attend school for free if they agree to provide the company with a year(s) work when they become of age to work. That also brings up the issue of child labor. Children should not work until at least 16 and even then they should not be responsible for dangerous and important jobs such as securing the limbering. Another important issue concerns the rights of the workers. Workers’ unions should be set up and all should join to make sure that the company does not use and abuse the workers. Unions should unite all workers with the same profession across the region. A strike when carried out effectively will cripple the company and force them to pay higher wages.

Mister Pip of Lloyd Jones Essay

The narrator of Mister Pip is Matilda, a young girl growing up on an island in the south Pacific. As the story unfolds it becomes gradually more apparent that this island is in the grip of a brutal war. Matilda is deflected from the impact of the threatening violence by her fascination with Mr. Watts the only white man on the island and the person who has the task of teaching the island’s children. His only text is Great Expectations and he manages to cast a strange spell over the children and their parents using Dickens’s story in various ways. The book has the quality of a fantasy where the characters achieve moments of liberation through storytelling. The central character Matilda asserts, â€Å"stories can help you find happiness and truth.† This belief is borne out as the story unfolds and Matilda triumphs in spite of horrendous suffering. I found the character of Matilda’s mother to be the most convincing. She makes an amazing journey from religious fundamentalism to heartbreaking heroism culminating in the perfect climactic line; â€Å"I am here as God’s witness.† The whole book is a witness to the power of fiction; Matilda claims that Great Expectations is the â€Å"one book that supplied me with another world at a time when it was desperately needed.† As I read it I came to accept that this could be true and that Mister Pip might very well turn out to be a classic piece of fiction that stands the test of time. If there is a flaw it is in the last twenty pages which deal with Matilda’s life outside her island home. The adult Matilda is not as convincing as the child narrator who observes the wonderful and strange things that happen in Mr Watts’ classroom. It is nevertheless a delightful and searing book which might well send you back to Dickens as a kind of bonus.

I vs. Me

I vs. Me I vs. Me I vs. Me By Maeve Maddox Some personal pronouns have two forms, one that is used as the subject of a verb and one that is used as the object of a verb or preposition. Subject forms: I, he, she, we, they My sister and I live in Texas. We raise chickens. (subject forms) Jack and she moved to Paris. They love it there. (subject forms) Object forms: me, him, her, us, them Mary gave me your address. (indirect object of a verb) The neighbors invited my wife and me to dinner. (object of a verb) We met him at the movies. We met her there too. We like them. (objects of a verbs) Jack writes to him every day. We went with them. (objects of prepositions) Presumably, these distinctions are taught to children in school. Supposedly, teachers and other school personnel model this usage to the students. Yet this is what we hear all around us: â€Å"Me and my friends went to Miami.† â€Å"The Governor invited my wife and I to dinner.† Those of us who know and care that I is a subject word and me is an object word react to such usage with feelings–if not cries–of outrage, but they continue. Actors portraying psychologists, FBI agents, and medical examiners declare, â€Å"Me and my colleagues interviewed the suspect.† â€Å"Him and his girlfriend were seen on the balcony.† â€Å"Make a reservation for Megan and I.† Don’t the actors know better even if the scriptwriters are semi-literate? The answer may well be that both actors and scriptwriters â€Å"know better,† but don’t care. They may desire to speak in a nonstandard way to show their freedom from what they regard as stuffy rule-following convention. On the other hand, they may not â€Å"know better.† They may genuinely believe that it’s correct to use Me as a subject and I as an object in a compound, even though they would never use them that way when the subject or object is not a compound. With grammatical constructions–as with Big Lies–if we hear them often enough, they will eventually â€Å"sound right.† Language changes inexorably from generation to generation. Pronouns alter more slowly than any other part of speech, but they do change. English once had three pronoun numbers: singular, dual, and plural. We lost the dual form early on. The singular second person pronoun thou and its forms thee, thy and thine dropped out of popular speech in the 16th century. (The Quakers retained some of the usage.) The second person plural went through some changes before settling on you for both singular and plural. Before you won as the all-purpose second person pronoun, ye was the subject form and you was the object form. The distinction was still being observed in the KJV translation of the Bible, but in popular speech, ye and you were becoming muddled: No doubt but ye are the people, and wisdom shall die with you. 1611 translation of Job 12:2 A southwest wind blow on ye And blister you all over! Shakespeare’s The Tempest, c.1611. As painful as the thought is to those of us who care, the mix-up of me and I in compound subjects and objects may become the norm. What do you think? Is there any way to reverse the trend? Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:Bare or Bear With Me?Cannot or Can Not?Sentence Adverbs

Type of performance appraisals

Type of performance appraisals Introduction The function of performance appraisal is to provide feedback on performance of employees during evaluation. Feedback is valuable to both the employees being appraised as well as the management of the company. Some of the most critical resolutions of an organization, including transfers, salary reviews, firing of employees and promotions, depend on the way the employees perform in their jobs. Organizational resources allocations are also based on performance appraisal.Advertising We will write a custom essay sample on Type of performance appraisals specifically for you for only $16.05 $11/page Learn More As such, an ideal assessment format enhances organizational development, analysis and flow of communication. This report discusses three performance appraisal formats, including, self-assessment, 360-degree feedback and management by objective. Also, discussed are the advantages and disadvantages of these performance appraisal formats. The 360-de gree feedback method The 360-degree feedback provides a very ideal way of assessing the employee’s strengths and weaknesses. Its main aim is to help the employees improve on their performance. According to Edwards and Ewin, feedback from multiple and respected sources such as superiors, peers and subordinates tend to have more impact on people than a single source (215). Many employees view performance information, from this approach, as fair, credible, accurate and motivating. Employees are likely to be motivated to change their habits to reach the standards of their co-workers than comply with what is imposed by their seniors (Edwards and Ewin 216). In industrial psychology and Human Resources, 360-degree feedback is a feedback system that originates from the employee’s closest workmates. It is sometimes referred to as multisource assessment, multisource feedback or multi-rater feedback. This feedback relies on superiors, peers and subordinates, who help in issuing d irect information regarding the employees’ performance. In some situations, this can be concerned with feedback from vendors, customer and other parties that are involved in an organization. A 360-degree response is different from an upward response, which involves strict use of reports, or the conventional performance assessment where only the managers and supervisors are charged with assessment of employees’ performance. The supervisor-only performance appraisal relies on the supervisor’s judgment and, therefore, it is subjective. They consume a lot of time, and they are disliked by those giving and receiving them. They are done once a year and they assess the employee’s performance and give the management the information it needs when promoting or increasing payment for the hardworking employees (Edwards and Ewen 253).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Le arn More 360-degree Feedback system also helps improve the quality of employees and performance measures by using multi-raters, hence providing a more comprehensive and balanced view. According to Edwards and Ewen, the information provided is more credible, valid and reliable since the sources interact frequently with the employee while at work (213). Single source appraisals do not give accurate information; they tend to give inflated evaluations that give every employer a high performance rating. This results into an environment where employees feel that they are entitled for promotions or salary increase without giving them the much-needed information for growth and development. This creates a tense atmosphere, between managers and the employees, since the managers find it hard to provide critical and specific feedback. The 360-degree appraisal (or multisource assessment or full circle feedback) collects information from close workmates of the employee under evaluation, r egardless of the position. The intelligence that these people disclose helps in determining the strengths of the employee and areas that need improvement (Edwards and Ewen 250). Different researches (Rao 125) reveal that the 360-degree feedback system helps in the development and improvement of employees since it helps them know the perspective of their performance. According to a five-year study (Walker and Smith 26), it was found that there was no improvement in the ratings between the first and second years, but higher scores were realized between the second, third and fourth years. According to Edwards and Ewen, the employee performance increased between the first and the second year and administrators kept this improvement two years later (215). Advantages of 360-degree appraisal The main advantage of a 360-degree feedback is that it provides a comprehensive view of an employee’s performance. In addition to providing feedback from various viewpoints, it helps minimize th e biases inherent in evaluations. Many appraisers are likely to cancel out the various biases of different raters, and their different perspectives combines to give a more accurate, complete and honest picture. The feedback that cuts across multiple aspects individually assists the employees decide whether their performance appraisal is done consistently. Individuals are able to acquire information on how other workmates thinks of them.Advertising We will write a custom essay sample on Type of performance appraisals specifically for you for only $16.05 $11/page Learn More Research shows that some employees do not like managers who analyze them when they do not directly interact with them. The employees can also be helped to agree to information through acquisition of direct information from colleagues and customers – this should be done anonymously to make sure no one is victimized. Disadvantage of 360-degree appraisal One notable disadvantage of 360 -degree feedback system is that employees find it difficult and uncomfortable to offer honest feedback to their managers. This can also happen between employee-employee evaluations. To avoid criticism and retaliations, the system should not reveal the names of the contributors – this will also encourage employees to provide information without fear of victimization. However, a question comes to mind. Since different raters observe different behaviors, what is the basis upon which these ratings are observed? It has been found that subordinate can easily witness various characters of their seniors, as opposed to the colleagues at the same level with them. In addition, various clients are able to understand the employees that serve them. It is, however, difficult to give consistent, positive and negative information on an employee despite the gain of the insights of the perceptions of the employee. Management by Objectives (MBO) MBO is a modern method of performance appraisal. T his method requires an agreement between the employees and managers on specific objectives within a deadline. For instance, a company may instruct a sales manager to increase his taxes by 25 percent within a period of 3 months. Once the goal is set, it is now up to the sales manager to plan how to achieve the objective. This technique helps identify success or failure much easier. Management by objectives (MBO) system helps the management set achievable goals. It also helps the management achieve the best results from the available resources. MBO aligns objectives and subordinates objectives to the firm; therefore, it helps enhance the organizational performance. According to Ducker, MOB operates if the objectives are known for 90% of the period not known. However, many critics argue that Peter Ducker’s MBO concepts are hard to implement. Nevertheless, when every employee understands and comprehends the aims of an organization, then their development and effectiveness will be helpful in attaining the goals that the management seeks. Advantages of MBO If the employees can be able to meet the set goals or even exceed them, then they are considered to have performed acceptably well (Rao 125). Management by objective format provides that the performance of an employee is noticeable; however, the behavior of those employees can only be deduced.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This observation result from the fact that this approach assumes that it is extremely difficult to break down the components that shape the employees’ performance. This method provides that the aspects of employees’ performance should not be differentiated. Alternatively, harmonization of the different aspects is recommended, so that the behaviors of the employees can be observed more effectively and directly. MBO principle involves all the personnel at all levels in framing the objectives of the organization. They are delegated with certain powers and freedom, and then made to involve themselves toward achieving the objectives of the company. Ducker points out that involvement towards a common goal as an enterprise is build by true and committed team that wields individual’s efforts towards a common effort. Their contributions may differ, but they should all be pointing to one direction; achieving the goal of the organization (Dannemiller 214). The efforts of t he employees should all be directed towards one direction and their contribution must come together to produce a complete goal, without gaps, fiction or unnecessary duplication of efforts. According to Peter Ducker, the possibility of managers to control their performance is one of the greatest advantages of an MBO approach (Dannemiller 214). Self-control helps motivate the employees, hence making them desire to do the best. This helps widen the vision and paves way for high performance objectives. Self-control motivates the managers to act, not because somebody demands or talks into doing it, but because the objectives of the organization demands it. The manager acts, not because somebody demands or requires him to, but because he decides to act, as a free man. Disadvantages of MBO Since there is an assumption that the behaviors and performance of the employees can be successfully measured by management by objective format, there are some challenges that arise. Management by object ive performance appraisal motivates the employees since they are accorded some autonomy, and they feel that they have contributed towards achievement of the organizational goals. Nonetheless, this scenario could cause unworkable prospects regarding what is achievable. The employees together with the managers should be able to check practicability of different situations when applying management by objective. Nonetheless, this is a source of flaw because it is clear that, currently, firms should uphold high level of flexibility so they can endure their challenges. However, flexibility leads to loss of clarity. Failure of performance can also be experienced when flexible objectives are circumvented. Employee Self-Assessment In employee self-assessment approach, employees are given the opportunity to evaluate themselves. In this system, both employees and the managers receive forms that contain the performance standards. The performance standards in question are the levels of training, job proficiency, written communication, development efforts and other interpersonal skills. Since both the evaluation forms are similar, both the manager and the employee address them line by line. In case a substantial difference appears between the employee’s self-assessment and the manager’s assessment, they both discuss the reason for the difference. The employer and manager eventually agree on a common overall evaluation, which is used to determine salary or wage increase. Self-assessment helps the employees think and give critical considerations about their performance in meeting their performance expectations. Supervisors and managers have recently shunned away from providing employees the opportunity to conduct their self-assessment for the PAMP (Performance Assessment and Management Process). These individual assessment methods allow employees to give important feedback and involve them actively in the final performance review session. Whether the manager and the employee agree or not, regarding the performance, self-assessment opens channels of communication that lead to a successful PAMP outcome. Advantages of self-assessment Self-assessment ensures that the employees are actively involved in the assessment process – this also means that they have an active role to play in the course of assessing their performance. As such, employees are able to monitor their own performance as opposed to merely receiving feedbacks from their seniors. This kind of empowerment gives them an opportunity to become more engaged in both the review process and their performance generally. This approach gives the mangers an opportunity to understand their employees in a wider view, hence having a better position to improve their perception and performance. However, depending on how close managers are to the employees, it is always challenging to comprehend the factors that affect the employee’s performance. Self-assessment helps managers to vie w performance in their own perspectives and get the employees’ side of assessment. It also helps the manager realize the strengths and weaknesses of different employees and their respective training needs. Since managers and employees cannot have the same impression on the employees performance, employee self-assessment helps to avoid differences in perceptions before the review meeting is convened. There is a lot of information that the managers do not know, and it will be damaging if the employees speak out the differences in a performance review meeting. At times, managers have very different information that affects employee ratings and; therefore, it will be unfair to judge them using that information only. Furthermore, this method helps in pointing out the variations that are not easily observable, therefore, according the managers an opportunity to plan for their review congregations. It also ensures fair performance ratings and fruitful discussion. Self-assessment app raisal also promotes more effective discussions about priorities, performance, challenges and other factors affecting the employees. Research shows that when a subject touches or affects people, they tend to provide their side of the bargain and then listen to opinions from others (Dannemiller 250). With this technique, the employees can assess their own back ground information and performance, and then sit back and wait to hear the opinion of their managers. One tool, which determines the effectiveness of management, is the way the employees and the managers conduct their discussions. A two-way communication; that is, between the employees and their managers is an evidence that issues such as performance, challenges and priorities can be discussed and resolved amicably. The two-way discussion can be enhanced by a performance management plan, which tries to evade domination by the mangers during the evaluations this could put off the employees. It also inculcates a culture of a two -way communication in the entire organization, hence making it more successful. Disadvantages of Self-assessment Self-assessment appraisal is subjective and hence limited. Although the method helps the employees to assess their own performance, usually, the accuracy and effectiveness of this assessment is hampered by personal bias, communication breakdown, and self-perception. Employee self-assessment also tends to bring the aspect of non-accountability to employees. After the assessment is over, employees often find limited motivation for change. Nevertheless, involvement of other parties in this process could inculcate accountability because the employees will be compelled to act in a certain manner. Although the extrinsic motivational methods influence the employees’ performance, they cannot be relied upon to produce long-term goals. This is partly because they are bound to transform with the adjustments in the operating environment. Also, they do not provide an environmen t of sharing ideas through teamwork as each person competes to be the best individually rather than as an organization. Conclusion Some of the most important resolutions of an organization, such as transfers, salary reviews, firing of employees and promotions, depend on the way the employees perform in their jobs. MBO method requires an agreement between the employees and managers on specific objectives within a deadline. The 360-degree feedback provides a very ideal way of assessing the employee’s strengths and weaknesses. In employee self-assessment approach, employees are given the opportunity to evaluate themselves. Organizational resources allocations are also based on performance appraisal. As such, an ideal assessment format enhances organizational development, analysis and flow of communication. The three methods of performance appraisal discussed in this report have been found to be very essential, not only to help managers execute their duties, but also for employee s’ assessment and motivation Dannemiller, Kathleen. Management by objectives (MBO) in student services. Michigan: University of Michigan, 1960. Print. Edwards, Borman and Jade Ewen. 360-Degree Feedback: The Powerful New  model For Assessment And Performance Improvement. New York: AMACOM, 1996. Print. Rao, Raju. 360 Degree Feedback and Performance Management System. New York: Excel Books, 2009. Print. Walker, Dimmock and John Smither. â€Å"A five-year study of upward feedback†, what managers do with their results matters? Personnel Psychology 52.2 (1999): 393–423.Print.

Love and like (comparison and contrast Essay Example | Topics and Well Written Essays - 500 words

Love and like (comparison and contrast - Essay Example When someone loves someone, the former is overwhelmed with the thoughts of the latter. Love throws a curtain over the drawbacks of the beloved. The lover can only see the good qualities in the beloved. A mother loves her child. Even if the child is not very beautiful, he/she might be the most beautiful child to her mother among all the children in the world. A mother has so intense feelings for her children that she can even sacrifice her own life for her children. Such power only reflects in a relationship which is grounded in love. An individual may not have a very rational reason to love someone. Love just happens even; sometimes, even without a reason. To like is to appreciate someone. People like others because they see some qualities in them that they appreciate. They can tell others why they like someone. An individual does not necessarily have to get anything in return for liking someone. While liking is sufficient to cultivate friendship, it does not suffice to cultivate a marital relationship. On the other hand, love is too powerful a feeling to be between friends. While friendship is also a very important relationship and many people often use the word â€Å"love† to describe the feeling they have for their friends, yet it is often a misinterpretation and overstatement of the feeling. However, friends rarely have feelings of love for each other as well. Liking is a more suitable way of rationally judging an individual than love. Both words â€Å"love† and â€Å"like† are used in positive sense. Both words are the names of feelings. However, the two terms differ in that love demands sacrifice whereas liking does not. It is for the very reason that while a marriage can sustain when there is love, there are good chances of its breakage when there is only liking between the marital partners. People generally have more rational reasons to like others than they have to love others. To conclude, â€Å"love† and â€Å"like†

Tea Culture between Asian and Western Countries Essay

Tea Culture between Asian and Western Countries - Essay Example British afternoon tea was the most popular during ceremonies. Anna the Duchess of Bedford was the inventor of the afternoon teas. At the time it was only the wealthy individuals who could manage to buy tea. The wealthy individuals could then invite their friends so as to celebrate the festivities. The tea was later stored in the Chinese porcelain and served with other delicate goodies like sandwiches, cakes, scones, tarts, cream, biscuits and bread. Tea from India was stored in silver tea-pots which was later poured into bone-china cups. This was symbolic in terms of the economic wealth of an individual. The Britons also had the high tea which was taken during dinner time and tea breaks which was normally during mornings as part of their strict customs. In all the occasions, the European took tea when celebrating with friends and families.In Chinese, the tea was taken in a special environment. During the large parties and the imperial tea festivities, it usually involved many partici pants.