Critical Analysis on the book Tracks by James Welch Essay

Basic Analysis on the book Tracks by James Welch - Essay Example Misshepeshu, the submerged manito, impacts the wealth and accessibility f land and ocean creatures which extraordinary impact the food flexibly (Vecsey 74). This matchi manito is credited with most noxious acts occurring in or around the water. As indicated by Chirstopher Vecsey, an Ojibwa religion researcher, It could cause rapids and turbulent waters; it regularly sank kayaks and suffocated Indians (74). In any case, it is additionally known to asylum and feed the individuals who fell through the ice (Vecsey 74). The persuasive nature f Misshepeshu is something in which Nanapush and the other tribesmen solidly accepted. For instance, when Fleur comes back to the lake from Argus, the town encounters a period f great angling and no lost pontoons. They credit this to Fleur's capacity to keep the lake thing controlled (Erdrich 35). Since the manito f the lake is mollified, individuals are reluctant to scrutinize the relationship that Fleur has with the beasts in dread f chafing him. The two stories open with the presentation f Fleur Pillage, the champion f the novel. Quickly, the peruser sees an unmistakable contrast in the two storytellers' depictions f Fleur's appearance to the clan. The clan senior Nanapush, likewise the initial storyteller, is the first to discover Fleur Pillager after an assault on her family. He takes note of that she is around seventeen years old...[and] so hot that she'd lost her spreads, and now she clustered against the cool wood run, gazing and shaking (Erdrich 3). At the point when the peruser continues to Pauline's account, they understand that Nanapush never referenced Fleur's connection to the lake beast. The nonattendance f the Misshepeshu from Nanapush's story proposes that he is OK with his framework f convictions. His language and tone tells the peruser that his isn't scanning for new importance throughout everyday life or religion. He was raised an unadulterated variety Chippewa and he grasps these roots. To Nanapush, the lak e beast has consistently been a section f his battle for endurance. He has seen both the great and the malicious f Misshepeshu, never scrutinizing its activities however living with them. As opposed to Nanapush's account, Pauline's is dominated by a distraction with the lake beast f Matchimanito. At the point when she presents Fleur, she shows no worry for Fleur's prosperity, yet rather bewilderment over Fleur's capacity to avoid the demise f Misshepeshu. Pauline depicts the beast: Erdrich's decision f demon proposes to the peruser that Pauline has been educated in Christianity. This is reaffirmed to the peruser when it is found out f Pauline's longing to a join the religious community. The Christian vision, presently marked in her psyche by preachers, won't permit her to see the water manito as a contributing part f her life, however just as a definitive miscreant: the Christian Devil. Confounded concerning her religion and her personality, Pauline at last moves into a religious community to live in disconnection f the clan and Misshepeshu. In any case, she is attracted away every day to visit the lake where Fleur and Eli live, incapable to stop the musings about the beast who, she guarantees, is her seducer. The double nature f the lake animal conflicts with her new convictions as a Christian and is the source f her misconception. Though the nuns at the religious circle implore one God speaking to the total flawlessness f

The Ideal Late 1700 Woman

The Ideal late 1700 Woman Susanna Rowson and Judith Sargent Murray were ladies from the late 1700s who had their own picture of the perfect lady. Susanna Rowson’s Charlotte: A Tale of Truth and Judith Sargent Murray’s On the Equality of the Sexes were composed to instruct, advise, and to direct ladies in the correct way. Murray and Rowson would have liked to change the manner in which ladies were being enticed by men and the manner in which they were seen by society and themselves, Susanna Rowson and Judith Sargent Murray saw women’s jobs in the early United States comparative. During the 1700s ladies had fundamental instruction of perusing and composing and most were prepared to become moms and house spouses. Women’s work was to deal with the youngsters at home, cook, clean, and do housework; they were kept from the world. They had nothing to do with legislative issues, government, or lawful issues except if their significant other permitted them to do as such off camera. Susanna Rowson’s thought process recorded as a hard copy Charlotte was unadulterated, she composed â€Å"If the accompanying story should spare one hapless reasonable one from the blunders which demolished poor Charlotte, or salvage from looming hopelessness the core of one on edge parent, I will feel an a lot higher delight in thinking about this silly execution, than might result from the acclaim which may go to he most exquisite completed bit of writing whose propensity may debase the heart or deceive the comprehension. † Rowson composed Charlotte to attempt to change the manner in which young ladies were instructed. I accept she needed guardians to show their little girls that they ought to tune in and focus on the exhortation her folks give her, yet in addition to encourage them of the results can come on the off chance that they choose to go in their own way rather than what her folks had anticipated her. Susanna Rowson apologized for her novel since everybody expected a cheerful completion yet got the inverse. When Charlotte’s father was on his way for her from England, she died after she brought forth her ill-conceived little girl Lucy Temple. Many addressed, for what reason did Charlotte need to kick the bucket? Rowson composed, â€Å"The brain of the adolescent energetically gets at guaranteed joy and blameless commonly, it thinks not about the risks hiding underneath those delights, till past the point where it is possible to keep away from them. † I accept the explanation Rowson did this was to attempt to show young ladies that there are advantages and disadvantages in each choice they make. Rowson’s aims were to control young ladies carry on with the perfect life she accepted was intended for a ladies in the late 1700s. Mademoiselle La Rue’s life was one she affirmed of; she â€Å"had ran off from an onvent with a youthful official, and, on coming to England, had lived with a few distinct men in open resistance of all good and strict duties†. Despite the fact that La Rue had been with a few men she was solid and never permitted men to wander away from her way. Mademoiselle had never been al lured by a man. Susanna Rowson’s had confidence all together for a young ladies to grow up and have the perfect life, she ought hear her out guardians as well as do as it's been said. Ladies during the 1700s were just given fundamental instruction and prepared to be housewives. Judith Sargent Murray’s On the Equality of the Sexes was composed to give ladies the training they merited and required. Murray felt that ladies could do more than housework; she accepted they could do likewise as men if not to be superior to them. To demonstrate that ladies and men were equivalent and ought to get similar instruction she questions, â€Å"May not the scholarly powers be gone under these four heads-creative mind, reason, memory, and judgment? † As the Enlighten ladies she offered proof to all that she said or composed. She demonstrated that people had a similar ability to envision. She composed â€Å"but as verifications of an inventive personnel, of a vivacious imagination†, Murray’s proof that ladies had a creative mind was tattling. In the event that ladies didn’t have a creative mind how might they have the option to thought of such intriguing gossipy tidbits and tattle? Murray proceeds to state, â€Å"Are we inadequate in reason? We can just explanation from what we know, and if a chance of gaining information hath been denied us, the inadequacy of our sex can't reasonably be derived from thus. † She is stating on the off chance that they show ladies material science, brain research, and different subjects other than the nuts and bolts they can demonstrate they have a similar intensity of thinking as men. She at that point demonstrates that ladies likewise have the intensity of memory, since ladies retain stories and offer them with others. Murray composed, â€Å"Female would get watchful, their judgment would be empowered, and their accomplices forever being cautiously picked, a troubled Hymen would then be as uncommon as is currently the opposite. † She accepted if ladies had similar training as men, ladies would be keen as well as better spouses. Murray accepted that everybody was brought into the world equivalent yet society instructed them that they were extraordinary. To demonstrate that balance is given essentially she questions, â€Å"Will it be said that the judgment of a male of multi year old is more savvy than that of a female’s of a similar age? † She contrasted multi year olds with demonstrate that they are equivalent until they get the opportunity to class. Once in school society doesn’t permit ladies to have a similar chance to learn. They are naturally placed in various schools where they are shown distinctive material. She proceeds to state â€Å"How is the one commended and the other discouraged by the opposite methods of training which are received! The one is educated strive for and the other is early bound and restricted. Ladies are constrained and that is the reason they don't have a similar information as men do. She accepted ladies ought not just get instructed on not being allured by men yet additionally felt that they ought to have similar training as men. Murray accepted ladies ought to have a similar op en door as men in the public arena. Ladies ought to have the option to freely accommodate themselves, yet because of absence of instruction they were not permitted to do as such. Murray brings religion into her exposition when she composes, â€Å"our spirits essentially equivalent to yours; a similar breath of God quickens, excites, and empowers us†. She demonstrates that men are the same as ladies when they came into this world. God brought a similar breath into the two people so what improves men? Susanna Rowson and Judith Sargent Murray both proposed to reach, as Rowson composed, the â€Å"young and neglectful of the reasonable sex†. At the point when she composed Charlotte: A Tale of Truth, she needed to shield helpless young ladies from doing an inappropriate thing. She composed, â€Å"Oh my dear girlsâ€for to such just am I writingâ€listen not to the voice of adoration, except if authorized by fatherly recommendation: be guaranteed, it is presently past the times of sentiment. Rowson felt that ladies should know a portion of the nuts and bolts to shield themself from rakes, and needed to instruct them to wed the correct man. She felt as though young ladies were effortlessly tempted by men. She cautions the peruser by composing â€Å"In undertakings of adoration, a youthful heart is never in more peril than wh en endeavored by an attractive youthful warrior. † For instance, Charlotte chose to oppose her folks and turned out to be impractically associated with Montraville, a man her folks objected to. Charlotte was a youthful guileless multi year old young lady that got allured by an appealing man that guaranteed â€Å"the world† to her. He vowed to wed her however rather, took her to New York, and afterward he surrendered her and their unborn youngster. Charlotte’s destiny turned sour when she chose to follow her heart rather than her folks. She was lured and double-crossed by the man she fell profoundly infatuated with, this is the thing that Rowson was attempting to forestall in the lives of her young perusers. In Part II of Judith Sargent Murray’s exposition she composed, â€Å"Praise is sweet to the spirit; we are quickly inebriated by enormous drafts of blandishment, which being amply controlled, is to the pride of our souls the most satisfactory incenses. In Murray’s paper she composes that ladies were allured by men with their savvy people. She felt that ladies ought to be instructed on how not to be enticed when a man attempted to tempt her. Rowson and Murray both accepted that ladies ought to be instructed on the best way to abstain from falling into enticement and how to spare their n otoriety. In the late 1700’s ladies were viewed as the seductress and rebuffed for alluring men. In any case, for what reason is it alright that men are permitted to entice ladies and pull off it? In Charlotte, Rowson attempts to illuminate everybody that men are the seductress, not ladies. Charlotte succumbs to Montraville’s falsehoods and selling out in light of the fact that she had compassion toward him. Rowson halted her story to put her contribution about ladies being excessively caring, â€Å"when once she has dismissed the premise on which notoriety, respect, everything that ought to be unforgettable to the female heart, rest, she becomes solidified in blame, will save no agonies to bring ceeds from that devilish soul of envy†. Men realize that once ladies begin feeling compassion toward somebody they drop the divider that they was there to shield them from turning into the fallen lady, Rowson and Murray needed this to change. Judith Sargent Murray and Susanna Rowson were keen ladies that needed young ladies to be instructed. They contrasted on their assessments on how much instruction a lady ought to have. Murray accepted that ladies ought to have similar instruction as men, and Rowson accepted there was a breaking point on the measure of training a lady ought to get. Both accepted that young ladies ought to be taught to the degree where they didn't fall into allurement and be set apart as a seductress. In their accounts they gave confirmation of what they accepted ought to be done and why.

Good Essay Topics

Good Essay TopicsEssay topics have been around since college students first began writing papers. Unfortunately, many college students don't realize the importance of essay topics and do not write properly. Poor essay topics can lead to essay critiques that are not helpful.The most important theme is the one that is true for the student and their experience. If you state the truth, it will be a good topic. Your essay should talk about the process that you used to get to your point. Find out what led you to your point and how you got there.Process essay topics are based on research, facts, and other areas. Students should discuss and look at facts such as how they got into your current predicament. Researching past situations is an excellent way to come up with a solution to your problem.Many people are anxious when starting college. There is no need to feel this way if you are a high school or even college student. Begin thinking about these types of topics early in your academic car eer.People can be nervous but there are ways to make your process essay topics effective. Be careful about mixing two topics together. Always write one topic and avoid the temptation to mix them up.Effective topics should be simple and easy to write. Students should focus on what they want to say and not on the writing itself. Things such as grammar and punctuation are important but not as important as how the information is presented.A brief description of the process in a paragraph or two is a good idea. People who do not know how they got into the situation may want to know how someone else got into it. Make sure the essay doesn't devolve into a long and drawn-out statement of how you got into the situation.The most important thing is to avoid plagiarism. Avoid using material or ideas from another student, teacher, or another student's project. You have done everything in your power to prepare yourself for this type of essay and just be safe and follow proper processes.

Comparative Essay World Literature I Analysis of the...

Franz Kafka, in his novella â€Å"The Metamorphosis†, and Harry Mulisch, in his novel The Assault, uses dark, lonely diction and imagery to create the isolation within the protagonists. The setting symbolizes how the protagonist’s isolation continues to enlarge throughout the book. At the beginning of both the novels, the setting is more open and light, which is compared to the characters’ isolation that is less bordered and complex. As the settings grow smaller and the characters become lonelier, Anton and Gregor’s isolation become more pronounced. Gregor is gradually becoming isolated by his family causing his transformation to progress rapidly, while Anton’s family is growing, but his isolation is conflicted upon himself, causing the setting†¦show more content†¦Similarly, the setting in The Assault also expressed Anton’s isolation as he moved from city to city, but is trapped within his own self-conscious as the memories of his past gradually keeps coming back to him as he tries to keep a normal life. At the beginning of the novel, Anton is taken away from his family by Nazis who have invaded their home, causing the base of Anton’s isolation. After Anton is taken from his home, he is sent to a jail where he meets a mysterious woman. As he recalls his past events with the woman, he is starting to shut down his ability to share his memories with other people, comparing to the setting that shows â€Å"darkness filled [with] black water† (Mulisch 32), representing the beginning of Anton’s isolation. Later in the story, Anton settles into his aunt and uncle’s home and begins his new life as a medical student. He returns to Haarlem where â€Å"he wanted to say goodbye once and for all† (Mulisch 61). Anton comes across an embankment, symbolizing his limitations, where he gazes across to his old home. Anton adds to his isolation as he â€Å"jerk[s] his face away from the water, in the other direction’ (Mulisch 76), further burying his past memories deep inside him as he can’t face the painful memories that lie ahead. As Anton grows older, he begins to push every bad memory aside and tries to forget about them, thus creating an abundance of built up issues. While his family and homes grow, his isolation continues to growShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesLinda Shopes, eds., Oral History and Public Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture in Recent America Joanne Meyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David M. Scobey, Empire City: The Making and Meaning of the New York City Landscape Read MoreOrganisational Theory230255 Words   |  922 Pagesthought-provoking, witty and highly relevant for understanding contemporary organizational dilemmas. The book engages in an imaginative way with a wealth of organizational concepts and theories as well as provides insightful examples from the practical world of organizations. The authors’ sound scholarship and transparent style of writing set the book apart, making it an ingenious read which invites reflexivity, criticalness and plurality of opinion from the audience. This is a book that will become aRead MoreProject Mgmt296381 Words   |  1186 Pages4 Projects and programs (.2) 2.1 The project life cycle (.2.3) App. G.1 The project manager App. G.7 Political and social environments F.1 Integration of project management processes [3.1] 6.5.2 Setting a schedule baseline [8.1.4] 6.5.3.1 Setting a resource schedule 6.5.2.4 Resource leveling 7.2 Setting a cost and time baseline schedule ( 1.3.5) [8.1.3] 6.5.2.3 Critical chain method Chapter 9 Chapter 10 Reducing Project Duration Leadership Chapter 2 Organization Strategy and Project Selection

The Protagonist in Willima Shakespeare´s Othello - 810 Words

The central character, or protagonist, in William Shakespeare’s tragedy Othello, The Moor of Venice is Othello. Aristotle defined the concept of a tragic hero as the destruction of a noble person, usually with a personal flaw, and this flaw determines their fate. Othello is a tragic hero with a tragic flaw in one of Shakespeare’s most known tragedies. Shakespeare so prominently exhibits the tragic flaw Othello obtains, allowing implications and thoughts, to overrun reality and show how just the insecurity one possesses can allow a person to become powerless. Othello’s actions essentially destroy him, with the intentional help of characters such as the infamous Iago. Othello’s tragic flaw centers on his insecurity of being an African Moor†¦show more content†¦Furthermore, Brabantio also joins in on the racial comments and cannot believe that Othello and Desdemona have eloped. â€Å"That thou has practis’d on her with foul charms, / Abusâ₠¬â„¢d her delicate youth with drugs or minerals† (593). Brabantio states that Othello participates in witchcraft and that witchcraft would be the only way Othello would have gotten his white daughter to take his hand in marriage. When Iago suggests to Othello that Desdemona has been unfaithful, Othello starts having epileptic fits and the thoughts of his wife’s faithlessness consume his mind. â€Å"May fall to match you with her country forms / And happily repent† (629). Iago is purposely trying to turn Othello against Desdemona by implying she compares him to the handsome men in Venice, and she will change her mind about her marriage to a black Moor. Othello believes Desdemona will eventually feel sincere regret about her wrongdoing and leave him for a Venetian man. Arthur L. Little, Jr. an Associate Professor of English, who also obtained his PhD in English through Harvard University stated â€Å"Like Othello’s search for Desdemona’s honor, the play probes into his blackness, always scrutinizing and presumably moving towards the origin and essence of his black presence† (304). As Othello begins thinking that his wife is involved in an affair, his reality becomes distorted. Othello now believes Desdemona could never love or be faithful to a black, foreign moor, such as him. â€Å"Haply, for I

What Makes Elderly People Have Different Tasting Abilities...

What makes elderly people have different tasting abilities versus young people? Why does an individual’s taste in food drastically change, as they get older? Experts in this field of study are still extensively researching these questions. However, many professionals agree that the combination of smell and taste are what causes an individual’s tasting abilities to change significantly as they age. As people age, there is a significant deterioration in their tasting and smelling capabilities. According to the article, â€Å"Aging Changes in the Senses† the number of taste buds decline as a person ages. In addition to the decreasing number of taste buds, the taste buds that do remain shrink in size. This reduction in taste bud number and size†¦show more content†¦As discussed in the article, â€Å"Aging Changes in the Senses†, when a person reaches the age of seventy, there is a dramatic decrease in these nerve endings in the nose resulting in a decline in mucus production by the nose. The purpose of the mucus in the nose is to allow the odors to stay in the nose long enough for the nerve endings to sense the particular odor. These elderly people not being able to sense these odors is detrimental to their tasting abilities, being that the majority of tastes are associated with odors. According to the article, â€Å"Taste and Smell† elderly people need an increased concentration of an element in the environment for them to be able to detect the scent properly compared to young people. This could be a potential threat to the elderly population’s health being that they are less likely to recognize harmful chemicals in the air. In addition, elderly people have been proven to find stronger smells less intense as they age due to these diminished nerve endings in the nose. When a person looses their ability to smell efficiently, this could cause a decrease in the enjoyment they have in food and their ability to distinguish all the different flavors of food, making eating overall more of a struggle for elderly people. Many concepts relevant to this topic are discussed in the article titled, â€Å"Decline in Taste and Odor Discrimination Abilities with Age, and Relationship between Gustation and

Employment Prospects & Labour Market for Employed Graduates Rate In UK

Question: Discuss about employed graduates rate in UK, employment and graduates and labour market and the graduates? Answer: Introduction: In todays world due to ever changing needs of the employer, the workplaces and due to the changing economy employment is no longer secure (Graduates: secure employment, 2008). For getting proper employment and to retain their positions in the workplace and to enhance their career vision, its necessary for the graduates to be professionally qualified and also have to build the employment skills. In this research it will be discussed how to improve the level of employment and to raise the service opportunities for the graduates. With the increased number of graduates in U.K population, number of people want to know that does have the degree will provide them with a job and will also provide them with pay packet. In a survey, it has come into light that due to the recession and increased number of graduates in U.K has resulted the graduates to be employed in such jobs where a degree is not required. The number of such graduates is 47%in the year 2013. The numbers of graduates are increa sing year by year in the year 1992 only 17% of the UK population did it graduations from the university and in todays time this ratio has been almost doubled. The Russell group which is an association of the 24 high ranking UK universities have only 31% graduates holding a bachelors degree. And looking at the salaries which these graduates earn is incredibly valuable. Out of every 10 people living in inner London 6 are graduates whereas in north east 3 residents out of 10 are having the degree (Graduates wanted in UK, 2010). When it is questioned what courses an individual should do for getting a job, answer is study medicine as 95% of graduates in the field end up with a job and 92% students get job having the degree of media and information. And the graduates with science get an annual salary of 45,604 as compared to the graduates with media gets an average annual salary of 21,008. Employed Graduates Rate in UK: Here in this report the graduates are referred as the one who have completed their education and qualifications to the A level standards. In 2013 there were around 12 million graduates in the U.K. Over the past few decades, there has been a steady increase in the number of the graduates. Almost 40% of the graduates worked in the health industry, public administration and in education. Male graduates are more likely to have skilled jobs as compared to the female graduates. The annual earnings of the graduates will reach the highest peak its later age as compared to the annual earnings of the non-graduate (Too many graduates in British industry, 1978). Graduates in 2013 having the degree in dentistry or medicine will be employed with highest annual salary pay. As per the data collected by the Higher Education Statistics Agency, in 2012-13 the employment ratio of the university leavers is almost 92.1% which is up as compared to the previous year data 90.8% Employment and graduates: In year 2015 almost 350,000 graduates will churn out from the Britain universities and by the end of this year, almost half of them will manage to find jobs where a degree is not required as a formality. But still employers keep on complaining for the shortage of the skills. In one instance on 1st June, the highest numbers of vacancies have been reported since recession by Adzuna which is a job search engine. As per the economist there is great difficulty while matching the graduates supply with the jobs available. Dale Mortensen, Peter Diamond and Christopher Pissarides won the economics Noble prize in 2010 for demonstrating that unemployment remains high at the time of vacancies. Its not so easy to assume that the sellers and buyers of labour markets can find each other immediately, whereas this only happens in the marketsafter a lengthy and costly search process. In order to conclude the problem these economists have begun to look in some surprising ways to get inspiration that is online dating (Bailey, 1980). For a graduate who is just 21 years old and is for the first time leaving the campus, there are few lessons which the online dating market and the economist have to teach. First of all he or she has to choose between a thin or thick market and most of these do choose the thick one and go towards the direction where the numbers of job opportunities are more (Chevalier, 2011). Secondly the qualities of online dating helps the graduates to highlight their qualities just by posting photos and should also effectively try to communicate their skills and strengths to the employer. In March 2014 in a university survey, it was published that the opportunities for employment is just down for three to four years. The advent of 9,000 per year tuition fees has made the applicants to the university to be in hard situation than comparatively previous generation students. Most of them now have a good life when in case they think about the courses and the locations to do the job. The happy news is that, those students who were graduating in the year 2015 and after that are the ones who are the healthiest ones they have been looking for years (Graduates in engineering and science rise over 100 per cent, 1977). This year the recruitment of British students for job shall definitely be reaching a higher level than any of the past 10 years according to Mr. Martin Birchall, who is the managing director working at the high fliers research centre, it recently in its paper published its report in 2014 on the situation of the job scene of the graduates, and the salary at the init ial level was also on the higher side. On the list of big graduate recruiters come the super companies such as Rolls Royce, Jaguar land rover, apart from this many big manufacturers, retailers, firms, technology companies etc. Also took part in huge graduate recruitment. Teach first however, puts these job searching graduates into so many challenging schools, and thus tops the chart of top recruiter of the year 2015, with a total around 2060 job vacancies, and was followed by PWC and the Deloitte (Wilton, 2011). Competition for the graduates to get the job may be very intense, but the top most companies are very keen to pick up the best available talent which exists in the market, the process of forging with the universities which are of top level has become increasingly very fast track way to do so. As per Mr. John Watkins, who is Director of Universitys career services, Placements are the key, Also the significant entry on the Students resume, as it enhances the skills, and lets them know about what exactly the requirement of the recruiters in todays time is, also brings it in their knowledge that what exactly may help them to grow quickly and expose their talents to the outer world (Employment of University Graduates, 1937). Other institutions has symphonised upon the ever growing significance of internships and placements, Employers are providing them with first and second years of students and further viewing them as those who shall become the future recruits. Labour market and the Graduates: Since the year 1960s, The UK government, which is very successive have implemented so many ways so as they expand the means of higher education and further increased the access from a large population, in order to provide degrees to the labour market entrants. This growth has been very rapid in the last 10 years of the 20th Century, The policies made and implemented at that tenure has been controversial and also has led to very heated conversations and debates in the local media and among delegates who are involved in business of graduate employment, and also between the relationships which lies in between the labour market and the higher education concept (Gbor, 2010). In the year 2002 the Education and Social research Council and Higher Education careers services Unit made a major investigation of the careers of the graduates and also the change in the labour market which concerns graduates. In the year July 1995, About 43 % of students who were employed were in jobs which were meant for the non graduates, and after around a gap of just 7 years after Dec 2002, this rate steeply goes fallen to just 11 %, Now this clearly indicated that initial graduate who is under employed is not a dependable indicator of a long time labour market outcomes. The rate with which the growth of graduate earnings has increased in the sixth to seventh year of their employment in the year 1995 was much more than the case if taken in the year 1980, thus this was evidence that the degree had continued to boost careers rather than just the jobs did. Only 6.5 % had a feeling and found that they were in dead end placements, and on the other hand around 48 % found their career path going in a positive direction with the present job with the present organisation, and around 40 % thought their careers to be prospective and emerging but still they wanted and were eager to get still better placements. Th is research represented the most significant and comprehensive investigation into graduate career growth path and mental in UK (Lee, 1988). It clearly gave a picture of link between job graduates who move as they cross these pathways and value that graduates along with their employers put upon the knowledge and skill which developed at the study level at the British universities. The Situation was positive, there was nothing which could be seen as oversupply of the graduates, though there were evidences that how the labour market was changing in response with the increase in supply. Over 7 years of graduation, there were very few instances or evidences of oversupply of the graduates or any kind of failure on the part of graduates to have become entered into the market in suitable occupations (Smetherham, 2006). The clear message which originated from all sources of researches and investigation made by the masters of researchers and economists at that time has been that the educational structure is needed to be enhanced and that too in a continuous manner, higher education has to be continuously provided to the eligible students continuously (Mar and Liang, n.d.). The career path of graduates evolves slowly, and even some of the students take 5 or more years to get settled into their jobs, even in some cases it needed additional study to settle down and in some cases the labour market had false starts or too early starts or some rethinking was required. There is a simple rule behind this that a good educational and strong planning needs a particular vision, and no short term performance factor indicators which are based upon career outcome which are measured in the first year after the graduation course. In order to gain wider and better studies good class educational researchers are require d (Moll, 1992). Conclusion: It is evident by a number of studies and evaluations that obtaining a college degree is always far better than not having one, as there are numerous changes of getting better employer if applied for a job with a genuine degree. There exists a large knowledge of books and studies which beckons the student who has a better degree than someone who lacks it, employers rate them far more and consider them to be wise, sophisticated, genuine by nature and capable, they are even considered to have been aware of good and bad which each time tries to lure the mind of youngsters at adolescent age (Murphy, 1991). Students having higher studies beckoning them are many sincere and hard working than who do not possess it. Higher studies always provide a student a chance to earn more by getting better packages offerings from employers, better treatment and further better positions in the employment organisations. Studies in the UK clearly state that better degree holders are no doubt fully better se ttled in their life than who lacks them. A bachelor degree holder generally works in fields like engineering and management and earns handsomely more than someone who holds a masters degree and works in social works and sectors of education (Computerised service matches graduates and jobs, 1972). So there is not one, but UN surprisingly, several numbers of upper hand benefits which an ore educated one enjoys. References Too many graduates in British industry. (1978).Prod. Eng. UK, 57(10), p.5. Bailey, J. (1980). Graduates must earn their places in industry.Prod. Eng. UK, 59(9), p.9. Chevalier, A. (2011). Subject choice and earnings of UK graduates.Economics of Education Review, 30(6), pp.1187-1201. Computerised service matches graduates and jobs. (1972).Stud. Q. J. UK, 42(169), p.92. Employment of United Kingdom University Graduates. (1963).Nature, 200(4905), pp.410-411. Employment of University Graduates. (1937).Nature, 140(3554), pp.1022-1024. Gbor, I. (2010). Experience-earnings profile and earnings flexibility: A missing piece in some labour market puzzles?.Acta Oeconomica, 60(1), pp.35-48. Graduates in engineering and science rise over 100 per cent. (1977).Prod. Eng. UK, 56(11), p.4. Graduates wanted in UK. (2010).njobs, 466(7304), pp.401-401. Graduates: secure employment. (2008).ITNOW, 50(3), pp.27-27. Lee, K. (1988). Inflation and Labour Market Adjustment: The UK Experience.Economica, 55(219), p.409. Mar, D. and Liang, Y. (n.d.). Labour Market Outcomes for Young Graduates Part A: Main Report.SSRN Electronic Journal. Moll, T. (1992). Rising Earnings Inequality and Returns to Skills in the United Kingdom Labour Market.Labour, 6(3), pp.45-70. Murphy, J. (1991). Over educated and under employed: British graduates in the 1990s.Journal of Education Policy, 6(2), pp.239-244. Smetherham, C. (2006). The Labour Market Perceptions of High Achieving UK University Graduates: The Role of the First Class Credential.Higher Education Policy, 19(4), pp.463-477. Wilton, N. (2011). Do employability skills really matter in the UK graduate labour market? The case of business and management graduates.Work, Employment Society, 25(1), pp.85-100.

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Victoria Ann Essays (784 words) - Fiction, Literature, Free Essays

Victoria Ann Essays (784 words) - Fiction, Literature, Free Essays Victoria Ann Mrs. Howard - Kongolo English 10 HN pd. 1 February 9, 2016 1984 Comparison Final In 1984 by George Orwell, Winston Smith feels that he has finally met Julia, who he can relate to in ways such as rebelling against the Party. Although they share and relate to various subjects, Julia and Win ston however are very different in ways including actions, thoughts, and feelings. Orwell describes the lovers as people who contradict in many ways but come together with a one central thought, that they hate the Party. Julia and Winston differ regarding their thoughts on the Party. Although both Julia and Winston experience the same hatred towards Big Brother, their thoughts and reasons don't agree. While Winston preoccupies himself with digging up the past and finding out what the government has hidden from them, Julia doesn't seem to show much care in what the Party does to their society. She has no particular reason to rebel against the government except for the reason being that she does it for her own pleasure. This starts to bother Winston and even tells her that she is "only a rebel from the waist down" (Orwell 168). The statement does not even come across as an insult to her because she is only interested in her relationship with Winston. "She hated the Party, and she said so in the crudest words, but she made no general criticism of it." (Orwell 116). This proves that Julia is not as interested in overthrowing the Party through indirect characterization. Contrarily, Winston is cons tantly worrying about the Thought Police picking up on his illegal thoughts or the Party finding out about his relationship. Through character analysis, they both show distinctions in their personalities. Julia is more free spirited, adventurous and takes risks. She is not concerned about what the Party is essentially doing to the people and fairly selfish, engrossed in rebelling with Winston only for the pleasures to be gained. She had her first affair when she was 16 with an old man who later committed suicide in fear of getting arrested. For example, when Winston asks Julia if she has had sex before, she answers with "Of course. Hundreds of times-well, scores of times anyway" (Orwell 109). She resorts to violence quicker than Winston and uses ill words to describe the government. "Julia, however, seemed unable to mention the party, and especially the inner party, without using the kind of words you saw chalked up in dripping alleyways." (Orwell 108). She busies herself with community service and other orthodox activities so t hat she can escape the Party's T houghtcrime radar. Contr astingly, Winston was always contemplative and curious, desperate to understand how and why the Party exercises such absolute power in Oceania. He lives h is life constantly dreading Big Brother, calculating his actions and repeatedly worries about getting caught by the Thought Police. With a further look into character depiction, Winston and Julia contrast in their appearance. From his physical description, he is described as a thirty-nine-year-old man who is run down and unhealthy whereas Julia is youthful and active. "His veins had swelled with the effort of the cough, and the varicose ulcer had started itching" (Orwell 27). Winston is introduced as weak and vulnerable but when he sees Julia for the first time, he wants to kill her because she was young and pretty. Some similarities they share is that they both despise the Party and are rebellious towards Big Brother. Their love was a form of rebellion and it began with the note she gave him saying "I love you" (Orwell 95). Winston was a married man and while they knew that having an affair was the biggest crime anyone could commit, they continued anyway. He constantly thought about overthrowing the Par ty while having his secret affair with Julia and expresses that he hates purity and goodness. The reason is because if Julia were to be virtuous, then she would be considered as every other woman living in the society. "'Listen. The more men you've had, the more I love you. Do you understand that?'" (Orwell 111). He loved Julia because he had someone to relate to on

Port Security Assignment Example | Topics and Well Written Essays - 1000 words

Port Security - Assignment Example Since great numbers of trucks move in and out of ports it is easier for the terrorist to carry harmful things to the port vicinity. Some ports also have fishing and recreational boats that terrorists could use as an aid in performing their terrorist activities. Terrorist can use the shipping system to import weapons of mass destruction and other hazardous materials. Even smuggling of personnel can be a thing of major threat. If terrorist attack the sea port with nuclear bomb a large area can be destroyed. Seaports attack can cause local and international destruction as it is globally connected. As there is lot of embarkation and disembarkation happening in the sea ports it is difficult to detect mal practices. Radical elements can import biological and chemical weapons to destroy the country which is a matter of great concern. The coast guards are the major unit active in the port area to maintain the security system. The security atmosphere at seaports remains uncertain because of port infrastructure remaining uncompleted and also due to lack of proper co ordination in conveying of information about threats. â€Å"There is a wide range of vulnerabilities at seaports, including critical infrastructure such as bridges and refineries, shipping containers with unknown contents, and the enormous volume of foreign and domestic shipping traffic† (Decker,2002). Ports operate in a complex mode transport system, and weak linkages between components may result higher vulnerability Large scale military deployment would require to transport equipment needed by military heavily by sea .If the ports are attacked there could be a severe civilian causality and they could lose time and also cargo. Since infrastructure is inefficient the full potentiality of deployment cannot be utilized. There is lack of central authority to monitor the activities of the personnel installed along the ports. Moreover during the course of deployment there can be non government

Marketing Research on Micro Beer Inc Paper Example | Topics and Well Written Essays - 2500 words

Marketing on Micro Beer Inc - Research Paper Example A research problem is frequently regarded as the nucleus of any study report. A research process is practically impossible to carry out without any proper definition about the problem of the research. The process of identifying a research problem starts with the proper recognition of the objective of the study. After the research problem has been identified, the next step is to translate it into a research hypothesis. Thus a research hypothesis is defined as the logical guess that provides a possible outcome of the study. A research problem is also considered as the most important as well as the foundation stage for any research study. In other words it acts as the basis of the study i.e. based on which the study is conducted. Now in the context of the project the problem which has been highlighted in the case is to determine whether the company Micro Beer can actually capitalize on the opportunity of importing and distributing the fine Belgian beer in the market of Naples, where the product is not sold. Hence the primary requirement which has been assessed according to the project is to portray the demand of Belgian beers in the adjacent areas of Naples.

Providing equal opportunity for employment Essay Example for Free

Providing equal opportunity for employment Essay RECRUITMENT GUIDE Chern’s will provide equal opportunity for employment to all persons regardless of any discrimination based race, color, sex, religion, origin, age or disability and will strive to achieve full and equal employment opportunity throughout its organization. Steps 1)Identify Job openings through human resource planning/ strategic plan. Any Employee resignations/terminations could be helpful in identifying any internal job openings. 2) Develop position requirement by specifying job description/ job specifications. Identify job duties and responsibilities in it keeping in mind essential functions of the job which are critical for the position (minimum requirement or any preferred qualification). 3) Develop the recruiting plan for posting period and placement goals and implement it. 4) Post the position and build the diverse pool of application. Develop and use application forms- One type of application form that can be used to predict performance is a biographical information blank (BIB) also known as biodata form which is a detailed job application form requesting biographical data found to be predictive of success on the job, about the background, experiences, and preferences. Respond is the score. They are good as they are difficult to fake. 5) Review application material and develop the short list. Recruiting from within the organization ( As Chern\s believes in internal recruiting so they could use different internal recruiting methods like Job posting( Notifying current employees about Vacant positions. Alternatively, Skills inventories ensure that internal candidates are identified and considered for transfer or promotion when opportunities arise). Some of the outside recruiting sources could be employee referrals as employees get bonuses if they refer someone. Alternatively, contacting former employees someone who already has worked with a company and had better knowledge of its culture and expectations. Educational institutions and online recruiting are best when the budget is low. One of the priority could be to hire a more diverse group. 6) Interview selected applicant- ask the only job-related questions, document selection process. The interview process is crucial. The approaches described below are simple, good practice and are relevant to the majority and minority candidates. * Develop questions based on the required and preferred skills and qualifications listed in the Job Description (JD). Candidates will respond differently based on work history, experience and skill level. * Be sure to ask the same set of core questions, listen carefully and allow candidates to respond adequately. Be prepared for candidates questions. The primary objective of the interview is to determine if the candidate can perform specific duties. * Take good notes during the meeting and immediately after, documenting the responses and job-related criteria. * Review duties and responsibilities of the job using the JD, individual qualifications, work history, relevant experience/training/educational background, career goals, travel requirements, equipment used and facilities, hours required, attendance requirements, performance expectations, any on-the-job training and staff development opportunities. * Identify potential management candidates clearly on interview notes. 7) Select finalist and verify job-related credentials- conducting reference checks 8) Make contingent job offer- request background check and education verification. 9) Close the notice of vacancy. 10) Schedule and conduct new employee processing. B) INCREASE FAIRNESS PERCEPTION When recruitment process is fair, and recruiters treat all applicants honestly and respectfully, it improves the chances of applicants accepting an offer for the job. The recruitment process should be relevant to the job and be consistent across all applicants. Make sure hiring is done to fill a real vacancy. It should be easy for candidates to apply.Also, explain the recruitment process to the applicant and give them the opportunity to show why they should be hired. Clear job description could help avoid discrimination of any sort. All applicants should be treated fairly throughout the selection and hiring process. High levels of fairness maintained throughout the recruitment process give Chern the best chance of recruiting top talent. Keep applicants informed of their progress or lack of progress through the process. Interviews should be conducted using standardized, approved methods with all questions to be predetermined by management. According to Stan M. Gully and Jean M. Phillips, authors of Strategic Staffing, there are three types of perceptions of fairness that applicants can feel related to a company’s recruitment and selection process. These are distributive, procedural and interactional fairness. Distributive is similar to how fair an applicant feels the hiring or promotion system is. Procedural refers to candidates beliefs that a company’s policies and procedures that guide the hiring or promotion decision were fair. It Includes the screening tools, tests, interview process as it relates to personality or integrity tests. Interactional fairness has to do with an applicant’s perception of treatment during the hiring process. If an applicant is no longer considered to be hired, they s hould be informed about is as soon as possible. Candidates feel important and create a positive image for those companies who follow them up on their applications and interview. When these things do not occur, the employer may find that there have been negative spillover effects as a consequence. When someone has a positive experience, he or she tells others and view the organization in a positive light. The same is true with a negative experience. The issue is that when someone does have a negative experience, he or she is much more likely to tell others about the experience and to discontinue association with the company. A good recruiter should be open to giving as well as receiving feedback. When using internal or external recruiters, Chern should ensure that the recruiter possesses characteristics that support candidates having a positive experience. These include being familiar with the position as well as the company. A recruiter who cannot answer questions about the job they are recruiting for or the company appears incompetent to the applicant, and this image is then attached to the company as well. Active listening skills, enthusiasm, intelligence, and trustworthiness all reflect well on the company. C and D) EMPLOYER BRAND Chern\s should define its mission and values that would flow through its employer branding communications. An ideal branding mission would be to inspire and influence others to connect with organizations core values. Like, Creating an environment where everyone feels welcome. Numerous methods could help in branding. Use of technology Digital marketing could attract new applicants as well engage and to retain the old one. Use of social media like facebook, twitter, and other sites helps the company to attract talent and reach masses. Employees who perform well and are there in the company from long can share their experiences through these sites or create their blog to let new candidates know what their experiences and success and failure stories have been so far. It would help talent connect and understand company\s culture. Photographs of any main events or about company\s environment could also be posted to drive traffic and interaction. It provides clear view of the organization. Communicating the brand image to employees from recruitment, into orientation and throughout their time with Chern’s will lead to the stronger brand image in the industry. It creates a positive image in their mind and makes them feel valued. What does company stand for should be listed on career page, known by all staff? Promote the family-oriented image the company holds with current employees and provide benefits that fit their needs will support the brand image. Having this firmly rooted family oriented foundation is the structure that supports employee empowerment and provides evidence of how the company values their people. When employees can understand the direction of their employer, see evidence that the employer cares about their well-being, they provide the best word of mouth advertising.

Inhibitory or Excitatory Potential Changes :: Drugs Psychology Psychiatry Medical Essays

Inhibitory or Excitatory Potential Changes Risperidone is a serotonin antagonist which blocks GABA-evoked currents in pyramidal neurons (Feng et al, 2001). Risperidone lengthens action potentials and blocks potassium current in rabbit heart muscle. In human atrial muscle risperidone decreases outward current but has no effect on inward current. It lengthens the repolarization of atrial and ventricular action potentials only at high drug levels. Risperidone reduces the membrane resting potential and prolongs action potential duration. In human heart preparations risperidone, at high drug concentrations, lengthens repolarization of atrial and ventricular myocardium. (Gluais et al, 2004).Risperidone lengthens the QT action potential of rabbit heart. It lengthens the action potential and blocks repolarization potassium flow. (Gluais et al, 2004). To decrease background noise when using a patch electrode a patch of membrane is isolated with a micropipette. This allows current measurement in the pico ampere range. The tube is sealed to the membrane by suction forming a "gigaseal" which refers to the electrical resistance across the membrane. Such techniques were instrumental in finding that ion channels are gated and modulated not only by voltage and external ligands but also by second messengers, regulatory proteins and by phosphorylation. Patch clamp recording can be used with any cell culture. Voltage dependant sodium, calcium, and potassium channels have a huge number of subtypes. Another large category is transmitter-gated channels regulated by nucleotides, intra-cellular sodium, and calcium, and GTP-binding proteins. There are hundreds of channel subtypes regulated by a variety of mechanisms. Activity of ion channels directly or indirectly affects second messenger calcium ionic concentration. Voltage-dependant calcium channels gate the entry of calcium ions and help shape the action potentials. The entry of calcium ions activates kinases, contractile proteins and ion channels. There are voltage-independent calcium channels activated by ligand binding of receptors on the outside of the cell membranes. Both receptor-linked GTP-binding protein and second messengers affect ion channel activity. Modulation of channel activity by applying agonists to the cell culture indicates a second messenger system. Patch clamp electrodes have been used on the calcium transporter channels in organelles such as endoplasmic reticulum and sarcoplasmic reticulum by rupturing the cell, isolating the organelle, and inducing the membranes to form vesicles. To study microbe channels techniques are used to merge several microbes into a giant microbe large enough to attach a patch electrode to (Rudy,B. & Iverson, L, 1991). Viruses contain coding to create ion channels in host membranes.

Critically Evaluate the Use of Personality Assessment in Work Settings

Critically Evaluate The Use Of Personality Assessment In Work Settings. What Are The Important Professional Issues? Abstract Personality tests are used in a work setting, predominantly for the purpose of recruitment and selection. A number of professional issues exist around the use of personality tests in this setting, and practitioners should be clear of the possible flaws involved in the use of personality tests. The literature has highlighted concerns with the faking of personality tests. Individuals faking tests can mean those who obtain the highest scores are the ones who are recruited.This should be considered where personality tests are used for recruiting the top candidates as opposed to being used for removing the least suitable candidates. The validity of personality tests has to be considered when being used for selection purpose. A high face validity of tests can increase the likelihood of faking tests; yet low face validity can result in the personality tests being reje cted by candidates. Practitioners have to also take into account a number of ethical issues before using personality tests in a work setting.Key Words: Personality testing; Faking; Validity; Recruitment; Ethics. Introduction Personality tests are used in a work setting at the stage of recruitment, and also once people are within a job, to assess their working preferences. Personality traits have been found to be predictive of a number of outcomes, ranging from health behaviours to task performance (Hough & Oswald, 2008). Work specific factors related to personality types include Job Performance, Work Motivation, Leadership and Adaptability (Morgeson et al. , 2007). Using the Big Five personality traits, Judge et al. (2001) found that Conscientiousness, significantly predicts job performance across different organisational settings, and Emotional stability also predicts overall Job Performance. Organisations wish to recruit the candidates who show the greatest probability of performi ng well in the role and those who are going to benefit the most from the use of all of the training opportunities provided by the organisation (Shum, O’Gorman & Myors, 2006:147). However, the use of personality assessments can be debated, and a number of factors have to be considered before using personality tests to make important decisions about individuals’ careers.The focus of this essay is on the use of personality assessment in organisations, primarily in recruitment and selection, and the issues practitioners need to be aware of before using personality assessments. Faking Faking of personality tests is been described by terms such as â€Å"response distortion, impression management, social desirability, displaying unlikely virtues, and self-enhancement† (Griffin, Chmielowski & Yoshita, 2007). The many definitions may account for the substantial number of published articles relating to the faking of personality tests (Morgeson et al. , 2007).Researchers h ave suggested that it should be expected that individuals will give inaccurate responses in self-report tests due to the value attached to the outcome (Hogan, Barrett, & Hogan, 2007). However, there is little consensus in the research, about the frequency of faking, or how to address the issue. As selection is often carried out in a top-down approach, where those who perform in the top 5-10% are selected to progress (Arthur, Woehr, Graziano, 2001), the possibility of candidates faking personality tests should be a serious consideration for practitioners, otherwise those who have falsely represented themselves will be selected.Where it is obvious what is being tested in self-report questionnaires, there is likely to be a greater opportunity to fake responses. The face validity of questionnaires is an important issue, as it is likely to contribute to faking. Furnham & Drakeley (2000) found that managers tend to use personality tests with high face validity, due to concerns about havin g to rationalise the use of the test to participants. Alternatively, using low face validity personality tests could mean the participants reject the appropriateness of the test, and do not fully engage with it (Kline, 2000:430).However, where face validity of personality tests is high, the accuracy of personality tests scores can be distorted by individuals who assume they know what the â€Å"best response† is, and give an extreme rating. Arthur et al. ,(2001) suggest that it is easy to assume the extreme scores on a scale are the most or least desired, due to the wording of questions. Ironically, ‘fakers’ may overrate themselves and appear to be inappropriate for a role.For example, conscientiousness has been found to be easier to fake than other personality traits such as â€Å"Openness to Experiences† (Griffin, Hesketh & Grayson, 2004); therefore individual who rate themselves to be overly Conscientious may be restrained by rules and be unsuitable for the position. Practitioners have to be aware of the limitations of high face validity and the likelihood of faked responses (Kline 2000: 255). Much of the research around faking of personality tests has been lab-based, and carried out on students (Judge et al. 2008), therefore the question as to whether they do cheat in reality needs to be examined (Griffin, Chmielowski & Yoshita, 2007). Hogan et al. ,(2007) looked at responses to personality tests in the application process for a customer service role, and compared responses given at two stages by 5,266 applicants, over a six month interval. Hogan et al. , suggested that if individuals do fake personality tests at the recruitment stage, they are most likely to do so once they have been rejected from the job on a previous occasion. The findings indicated little difference in the personality measures from time one and time two.These findings would suggest that not all applicants attempt to fake in actual recruitment settings. However , findings by Griffin et al. ,(2007) indicated that some participants do fake their personality when applying to jobs, and this has an impact on the rank order of scores. A professional implication of these findings is that practitioners have to be cautious when interpreting personality scores, but should not be cynical by disregarding personality measures totally. As well as being aware of issues around faking, practitioners should be aware of the methods used to reduce or identify faking.A proactive method used included the use of forced-choice, or ipsative inventories, in which neither option is more socially desirable than the other. An alternative option is to use instructional warnings against faking. A reactive method for â€Å"fixing† faking can be the use of social desirability scales or a lie scale within the inventory which indicate if a respondent is faking. However, there is little evidence supporting the effectiveness of strategies such as instructional warnings and forced choice item format (Hogan et al. , 2007), and social desirability questions are likely to be more transparent in their urpose, and therefore prone being to faked (Griffin et al. , 2007). With all of the issues surrounding faking of personality tests, it has been argued that instead of using the tests as a method of recruiting the â€Å"best† performers on the test, there is actually a greater benefit in using the measures as a form of rejecting the poorest performers when using tests to â€Å"select out† (Mueller- Hanson, Heggestad & Thornton, 2003). Using personality tests for selecting out applicants would allow those who have performed poorly, and those who have faked but not been successful in obtaining the benchmark score, to be rejected.Validity In the past decade there has been considerable evidence in the academic literature for the support of personality tests for selection, but a there have been concerns about the predicative validity of personali ty tests relating to work related behaviour (Meyer et al. , 2001). However, practitioners continued to use personality measures for selection purpose (Bartram, 2004), disregarding the academic arguments. Critics often highlight the â€Å"low† validity scores of the best predictor in the Big Five with Job Performance, Conscientiousness (r=0. 23; Judge et al. 2008), where as other methods of assessment, such as the use of General Mental Ability tests which have been found to have a predictive validity of r=0. 51 (Schmidt & Hunter, 1998). However, the validity score of Conscientiousness should not be dismissed. Meyer et al. , (2001) identified a large number of medical and psychological interventions, which produce correlations of approximately . 15 to . 30, are commonly accepted by professionals, such as taking regular aspirin to reduce risk of heart attacks. It can be argued that academics are actually focussing on a â€Å"gold standard† score of validity (Judge et al. 2008), and not looking at the benefits of other interventions that have similar predictive validities. Schmidt & Hunter (1998) suggest that using a combination of measures with relatively low validity on their own, when combined would be more than sufficient for use in recruiting, for example combining a conscientiousness tests, work sample tests and a job knowledge tests. Practitioners should have a clear understanding of the criterion validity of personality measures in relationship to job performance, and be aware of large degree of unaccountable variance that can occur.There is no guarantee that an individual who scores highly on a personality measure will be successful in their role, and an individual’s skills and ability are likely to account for a large part of their performance in the role (Shum et al. ,2006:161). Ethics It is important that ethical issues are taken into consideration when using personality measures in a work setting. First of all, organisations have to be aware of the qualifications required by the individual administering the personality tests and interpreting them.In the UK, the British Psychological Society sets a requisite standard through the attainment of Level A & Level B qualifications in order to administer and interpret both ability and personality tests. However, not all individuals who administer tests are responsible for interpreting the data, therefore the those who are administering the test should obtain the Occupational Test Administration qualification (British Psychological Society, 2000). Insufficient training on the use of a personality measure can result in misinterpretation of the results and render the test useless.Where individuals have not been provided with sufficient training to administer tests, there is the possibility of providing inconsistent instructions to participants, and leading to errors or biases in the results (Kline, 2000:9). An issue that ties in with the Level B training is that practi tioners are trained to use one specific test, therefore they may only ever use this one test, and not take into consideration the appropriateness of the test they are using for the specific needs of the organisation. Organisations need to be aware of the issues around the feedback they provide to individuals who take part in personality measures.How feedback is interpreted by individuals should be considered, and whether they will understand the meaning of the scores (Kline, 2000:431). Where a candidate completes a personality test, but does not score at the top of the group, they may feel they are not suitable for the organisation, or the type of role they are applying for. The implications of what is reported back to the candidates can result in an individual making major decisions about the type of role they apply for in the future, should they be told that they scored significantly â€Å"poorly† in the personality test (Toplis, Dulewicz & Fletcher, 2005:37).Practitioners should clearly explain the reason for the personality measures used, and ensure the feedback they provide will not have a negative impact on the individual. An important consideration for practitioners should be the possible biases held within personality tests, which can be biased towards a gender, race, social class or disability. These factors can influence the score of a personality test, and can mask actual scores (British Psychological Society, 2000). However, there is evidence to suggest that the use of personality measures balances out the biases of ability tests, when comparing different racial groups.Therefore the combined use of ability and personality tests can be beneficial (Bartram, 2004). When testing individuals with disabilities, factors such as the time required, the environment being tested in, and the method of testing, all have to be considered to ensure the testing process is fair (Toplis, Dulewicz & Fletcher, 2005:42). Conclusion Researchers have identified cl ear benefits in using personality measures in a work related environment, especially when recruiting to a post.However, the use of personality assessment should be considered as a supplementary method of selection into a role, due to the number of possible factors that can influence the results of a personality test. It is clear that faking of tests is a well researched area, however, little consensus exists with how to best address the possibility that individuals will fake a test that has a value attached to the outcome (Hogan et al. , 2007). One possible solution is to use the tests as a form of selecting out those who are in the lowest percentile (Mueller-Hanson et al. 2003), and using additional measures to support the selection of those who perform in the upper percentile. The concerns about the criterion validity of personality measures and job performance have raised doubts about the suitability of personality assessments. When comparing single personality traits with altern ative methods of assessment for their predictive validity, it is clear that alternative methods are stronger predictors of work related behaviours (Schmidt & Hunter, 1998), however, personality measures are still considered reliable measures, therefore should be used to supplement alternative methods or assessment.It is clear that the ethical implications of using personality assessments are an important factor, as they can influence the outcome of the tests as well as the responses of the participants. If practitioners do not follow the correct procedures by providing adequate instructions and ensuring standardised conditions, it is likely that individuals will reject the tests (Kline, 2000:9). It is also important to consider the effects of taking a personality assessment, and then knowing you failed to meet the cut off point.The way in which feedback is given can have detrimental effects of individuals therefore the issue should be approached with caution (Toplis et al, 2005:37). In conclusion, there are a number of issues that need to be considered when using personality assessments in a work setting. The benefit of gauging an individual’s behaviour through assessing their personality is clear, however, practitioners should be aware of the flaws in personality assessment, and be aware of alternative forms of assessment when selecting individuals for a job, to supplement personality assessments.Word count: 2173 REFERENCES Arthur W. J. , Woehr D. J. , Graziano W. G. (2001). Personality Testing In Employment Settings: Problems And Issues In The Application Of Typical Selection Practices. Personnel Review, 30(5),657-677 Bartram, D. (2004). Assessment In Organisations. Applied Psychology: An International Review, 53, 237-259. British Psychological Association,(2000). Psychological Testing: A User’s Guide Psychological. Leicester: The British Psychological Society Furnham, A. , & Drakely, R. (2000). Predicting Occupational Personality Test Scores.J ournal of Psychology, 134, 103-111 Griffin, B. , Hesketh, B. , & Grayson. D. (2004). Applicants Faking Good: Evidence of Item Bias In The Neo Pi-R. Personality and Individual Differences, 36 (7), 1545-1558. Griffith R. L, Chmielowski T. S, Yoshita Y. (2007). Do Applicants Fake? An Examination Of The Frequency Of Applicant Faking Behavior. Personnel Review, 36 (3), 341–355. Hogan, J. , Barrett,P. , & Hogan R. (2007). Personality Measurement, Faking, And Employment Selection. Journal Of Applied Psychology, 92,(5), 1270–1285 Hough, L. M. , &Oswald, F. 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Sexual Harassment Dress Code Attendance Policy - 964 Words

In this memo I will be addressing a several of the U-Turn company policy and procedures. Concerning Sexual harassment †¢ Dress code †¢ Attendance policy †¢ Vacation policy †¢ Discrimination †¢ Alcohol use, drug use, and smoking. I will be addressing these issues due to fellow coworkers not complying with the company policy and procedures. Everyone needs to read up on these polices to be aware of what is to be expected. Failure to comply with these rules will result in disciplinary action and can lead to termination. Sexual harassment Policy # 1.11 The general purpose of this policy is to establish a clear understanding of U-Turn policies and producers regarding all reported claims. All claims will be investigated and violators of this policy†¦show more content†¦Personal appearance and work attire must be maintained. Every person that’s works for this company is a representation of this company. This policy establishes appropriate guidelines within the workplace. Any inappropriate attire are failure to comply with any of the guidelines listed or supervisor will result is a person to be sent home and disciplinary action taken. 1. All employees should be in uniform. Neat and clean. Unless it is dress down day or unless your supervisor had given you instructions to dress down for special task. If this special task is on or off the job. No chest hair, excessive jewelry or tattoos shall not be visible. 2. Hygiene and grooming is expected to be neat and clean. No body piercing larger than normal loop earrings will not be tolerated. 3. Shoes shall be appropriate to the outfit worn in constants to the policy. No flip flops or High heels higher than 2 inches are prohibited. Smoking Policy 7.11 Smoking is prohibited on the campus of U-Turn and within 25 feet of the building or any of the companies’ vehicles. We are a company that strives for the safety and the health of our staff. Violation of this policy will be subjected to disciplinary action. The same rules applies to assumption of any alcohol beverages. Drug use is an automatic termination of employment. Attendance policy 9.11 Absence is considered as person who has refused to report to work or a person who