Tuesday, December 31, 2019

Use of Language in Frankenstein Essay - 637 Words

How does Mary shelly use of language in chapters 1 and 5 show the contrast in the atmosphere and Victor Frankenstein’s behaviour. Question: How does Mary shelly use of language in chapters 1 and 5 show the contrast in the atmosphere and Victor Frankenstein’s behaviour. Frankenstein was written in 1818 by a young lady called Mary Shelly. Shelly had never had any school education but her farther taught her at home. When Shelly was 19 she completed her novel Frankenstein. The book Frankenstein was published in 1818. Shelly got the idea whilst she was in Lake Geneva, when she was challenged by Lord Byron to write a horror story. The story Frankenstein was based on scientific development that was being introduced at the time.†¦show more content†¦In chapter one victor is very happy we know this because he speaks lovingly of his parents and speaks to Elizabeth with high emotions for example he calls her his promised gift. In chapter five he describes the weather as being dark, gloomy and cold e.g. it was a dreary night in November that I had behold my toils. The surroundings in the beginning of chapter five to Victor are very relieved to have created his monster. Chapter five is very dark because its in November this makes the atmosphere a lot better. The difference between the weather and surroundings in chapter one and five is chapter 1 is very cheerful and full of life and chapter five is very dark and evil. This shows the contrast between the two scenes. In paragraph two Shelly plays with Victors reactions to the monster e.g. I had selected his features beautifully and beautiful great god!. Shelly achieves a feeling of horror by putting in the detail of the monster e.g. yellow skin scarcely covering the muscles. In paragraph three Shelly tells the reader that victors dreams had become a nightmare because Victor says all of his regrets and says nothing positive about the creation of the monster, this means he hated the monster and would not nurture it. In paragraphs four, five, six and seven shelly describes victor as a nervous wreck. Victor is becoming ill and he was really down. Victor says he has created aShow MoreRelatedThe Power Of Passion In Mary Shellys Frankenstein1253 Words   |  6 Pagesbooks. In Mary Shelly’s novel Frankenstein, the devotion that the Frankenstein and his Monster have for their passion exemplifies and, in the end, causes their eternal suffering. In the story, Frankenstein is rescued from freezing to death in the Arctic by a researcher named Walton. Frankenstein tells Walton his life story and how he made the biggest mistake of his life which was pursuing the acquirement of knowledge. In her narrative, the author uses mirroring language to prove that the passion forRead MorePower ; S Passion For Knowledge In Mary Shelleys Frankenstein848 Words   |  4 PagesThrough her use of language of curiosity, Shelly states that one’s passion for knowledge is overpowering. Frankenstein is talking to Walton about his mistakes through his quest to acquires knowledge. He explains that it is better for people to think they are the only people in the word than to try and become greater than their nature will allow. He starts telling Walton his story. He states , â€Å"No one can conceive the variety of feelings which bore me onwards, like a hurricane, in the first enthusiasmRead MoreAnalysis of the Creation Scene from Mary Shelley’s Frankenstein and Kenneth Branagh’s 1994 Film Version912 Words   |  4 PagesAnalysis of the Creation Scene from Mary Shelley’s Frankenstein and Kenneth Branagh’s 1994 Film Version One of the key themes in Mary Shelley’s ‘Frankenstein’ is human arrogance. Frankenstein’s curiosity leads him to play the role of God. In a way Frankenstein is responsible for the monster and has ultimately become a father figure to the monster. Frankenstein abandoning the monster leads up to it turning evil and looking for revenge. Therefore, parenting is another themeRead MoreFrankenstein by Mary Shelley739 Words   |  3 Pageshumanity, nature, and divinity (â€Å"Romanticism 1†). English Romanticism being trendy in Europe, people would vent their outlooks onto their personal fiction works such as Mary Shelley. Shelley uses vivid creativity and romantic elements to create one of her admired novels, Frankenstein. In Shelley’s novel, Frankenstein, most of the characters prove their compassion for mankind, prove their rejection of technology and science, and prove their involvement in a romantic quest. These several characteristicsRead MoreInfluence Of Enlightenment In Frankenstein1530 Words   |  7 PagesThe story of â€Å"Frankenstein†, by Mary Shelley is about a scientist Victor Frankenstein who creates a monster. â€Å"I began the creation of a human being† (Shelley 54). Frankenstein was influenced by the natural philosophers of the prior generations. Frankenstein w as among the enlightenment scientists that belied that the natural world has the answers to all the mystery in the world. They conducted various studies of the natural world and humanity to understand everything about how the universe and GodRead MoreWays Mary Shelley Makes the Reader Sympathize with the Monster in Frankenstein1021 Words   |  5 PagesWays Mary Shelley Makes the Reader Sympathize with the Monster in Frankenstein In the novel ‘Frankenstein’, the writer Mary Shelley presents a character in the form of a monster who causes great destruction. He is directly responsible for the deaths of William, Clerval and Elizabeth, as well as contributing to the deaths of Justine and Victor Frankenstein. Despite these acts of violence, Mary Shelley makes the reader sympathise with the Monster. She is able to do thisRead MoreAnalysis Of Mary Shelley s Frankenstein 1685 Words   |  7 PagesMary Shelley’s Frankenstein, written in 1818, explores the dangers of scientific endeavours attempting to domineer the sacred realm of nature through ego driven pursuits of knowledge and discovery. This exploration also extends to the destruction caused when a man’s hubris overrides his moral and spiritual discourses, damaging the nature of humanity and society. Shelley adopts an ambivalent attitude towards man kind’s search for advancement through the quest for knowledge, scientific discovery andRead MoreMary Shelleys Frankenstein1689 Words   |  7 PagesDiscuss the extent to which one of the following novels is informed by contemporary social issues: Great Expectations Fathers and Son, Frankenstein. The novel I have chosen to discuss is Frankenstein. Written in 1818 by Mary Shelley, Frankenstein is classified as a gothic novel, however, Shelly uses both realist and non-realist techniques. I will be looking at her reasons for writing the novel and what influenced her, as well as the realist and non-realist techniques used. I will be looking atRead MoreEssay on Mary Shelleys Frankenstein903 Words   |  4 PagesFrankenstein is a story about a scientist who creates a living creature that ends up wreaking havoc on his life. He begins life as a happy person but then has a life of tragedy and horror. Though Victor Frankenstein and his creature oppose each other, they develop similarities between each other as the story progresses. Mary Shelley wrote the story Frankenstein as a challenge in Switzerland. The idea of a man creating life in the form of a monster came to her in a dream. She incorporated this ideaRead MoreShelley s Views Of The Dangers Of Knowledge1679 Words   |  7 Pagesdangers of knowledge contained in her novel Frankenstein â€Å"You seek for knowledge and wisdom, as I once did; and I ardently hope that the gratification of your wishes not be a serpent to sting you, as mine had been,† this fragment of Victor Frankenstein’s conversations with Robert Walton exemplifies Mary Shelley’s views of the dangers of knowledge, in her novel, â€Å"Frankenstein; or, The Modern Prometheus,† where main characters Robert Walton and Victor Frankenstein ruthlessly peruse knowledge. The theme

Monday, December 23, 2019

Essay about Similarities and Differences of Mesopotamia...

Features | Mesopotamia | Shang China | Community Development * Large settlements * Stable food supply * Trade and communication | Most of the settlements began along the borders of Mesopotamia and date from the 10th to the 9th millennium BC. Because of the dry climate and flooding of the river, farmers had to adapt and eventually began to grow crops of fruits and vegetables. | People settled towards the middle or lower parts of the Yellow River in places called urban centers. They built the 1st real cities in China; they also built palaces and temples. The settlements began to start crops along the Yellow and Yangtze Rivers. In the growing industry fishing became popular just like agriculture, even handcrafting. |†¦show more content†¦Music was a significant and sophisticated role. | In the industry of hand crafted goods their pottery showed various types of patterns carved or painted onto them, even stones had fine pictures painted onto them. They usually wr ote in a special ink, they had various forms of writing like hieroglyphics, and self-explanatory characters. They usually carved these onto animal bones or tortoise shells. Architecture was built into houses made of wood or carved out of the earth into rows. They listened to folk music and palace music. With their practice in bronze they made fine musical instruments, people engaged into music but they were divided into 3 sections; Wu, music slavery, and Gu. | Developed Technology * Technical process * Technology and work * Technology and settlement patterns | The development of the calendar was based on their observations and studies of the stars, moon, and sky. They also established a number system; a year was cut into 12 months, a month into 30 days, a day into 12 hours, an hour into 60 minutes, and a minute into 60 seconds. They also divided a circle into 360 degrees of the 60 arc minutes. Settlement patterns were based on the environment of the area and the need for a stable water supply. | The Shang developed the cycle of the moon, their calendar lasted for 366 days, and they have many records about solar eclipse, lunar eclipse and nova. TheShow MoreRelatedMesopotamia, Egypt and China Essay871 Words   |  4 Pagescivilizations of ancient Egypt, Mesopotamia and China were all different but were also developed similar ways of doing things. The political, economic and intellectual outlooks of these ancient peoples say a lot about their ways of life. The religious views of Egypt and Mesopotamia were rather different. II. Politics The political thinking of these ancient civilizations definitely had their differences and also their similarities. A. Mesopotamia Mesopotamia was divided into city-states. TheyRead MoreThe Link Between Earth And Heaven1278 Words   |  6 PagesKingship—Linking Heaven and Earth: Try to imagine these three distinct situations: The year is 1124 B.C.E and in China, the Zhou dynasty has recently prevailed over the largely successful Shang Empire. Just years earlier in approximately 3100 B.C.E, near the smooth flowing Nile, a conqueror by the name of Menes (Narmer) was in the process of establishing a centralized state which was to be ruled by the supreme pharaoh. Back in â€Å"the land between the two rivers†, Babylonian ruler King Hammurabi wasRead MoreComparing The River Valley Civilizations1509 Words   |  7 PagesComparing and Contrasting River Valley Civilizations In the following treatise, the research that will be presented will provide criteria involving similarities and differences in three attributes of life in the four primary river valley civilizations. The river valley civilizations are composed of Mesopotamia, Egypt, the Indus Valley, and China. While each of these civilizations is unique in their habits and traditions, they share many similar qualities. For this work to be as comprehensive asRead More Seeds of Trees Essay1172 Words   |  5 Pagescivilization is an advanced state of a society possessing historical and cultural unity. There are four early river valley societies that had successfully met the requirements to be called civilizations: Mesopotamia, Egypt, China and India. These four civilizations encompass several similarities as to how they developed, including location, spirituality, governmental structure and forms of written communication. Location played a fundamental role in the development of these four civilizations. TheyRead MoreThe Birth of Civilization18947 Words   |  76 Pagesthe Near East? EARLY INDIAN CIVILIZATION page 16 WHAT INFLUENCES did the first Indus valley civilization have on later Indian religious and social practices? EARLY CHINESE CIVILIZATION page 23 WHY DID large territorial states arise in ancient China? THE RISE OF CIVILIZATION IN THE AMERICAS page 27 HOW DID agriculture influence the development of civilizations in Mesoamerica? 1 he earliest humans lived by hunting, fishing, and collecting wild plants. Around 10,000 years ago, they learnedRead More The History of Art Essay4153 Words   |  17 Pagesscholars to represent their cultures mythological belief in aiding the deities if their time period in reproduction. Without the scientific knowledge of later generations, it is assumed that these figures were representations to invoke fertility. Mesopotamia art was centered in what are now Iran and Iraq. The developing cultures (Assyrians, Sumerians, Babylonians, etc) in the area, between the Tigris and Euphrates Rivers, which is sometimes called the Cradle of Civilization or the Fertile CrescentRead MoreWorld History AP8768 Words   |  36 Pagesthey conquered. †¢ All empires sought to foster an imperial identity that transcended more local identities and loyalties. †¢ All empires ultimately collapsed. 2. In what ways did these empires differ from one another? What accounts for those differences? †¢ Some empires sought to rule through local elites; other empires sought to rule with a more centralized power structure. †¢ Some empires were new; others drew on older traditions. †¢ Some empires lasted for considerably longer periods than others

Sunday, December 15, 2019

Human Resource Planning National University Of Sciences Technology Free Essays

string(193) " forecast their needs for manpower into the future, forecast their internal labour supply for meeting these needs, and identify the gaps between what will be needed and what will be available\." HUMAN RESOURCE PLANNING NATIONAL UNIVERSITY OF SCIENCES TECHNOLOGY, PAKISTAN ARQUM NAVEED Abstract Human Resource Planning (HRP) is a difficult topic to discuss, particularly at the time of increasingly disruptive business environments causing far more disturbance, which increase the tension between the need for planning and the difficulties of prediction. Although a difficult subject, the underlying purpose is straightforward, HRP is referring with having the right people at right place and with right skills. The intensions of this document are to check the nature of, and to what extent companies are able to manage this complexity. We will write a custom essay sample on Human Resource Planning National University Of Sciences Technology or any similar topic only for you Order Now For this document, different firms have been used in order to identify if there are any firm-specific differences regarding HRP traditions. Results from our investigation of the studied firms shows that the degree of stability in their respective firms, in terms of employee turnover and economical fluctuations, clearly affects the way in which they approach HRP. Key-words Human Resource Management, Strategic Planning, Human Resource Planning. 1. Introduction Organizations are under increasing pressure to find ways to implement their strategies in a fast changing business environment, in which planning lifecycles tend to shrink to reduce the ‘time-to-market’ intervals. At the same time, organizations are putting more and more emphasis on adjusting the organization and employees in their attempt to achieve business goals . â€Å"HRP is usually seen as an essential feature of the ideal-type model of human resource management, even if it does not always appear to be given high priority in practiceâ€Å"(Rothwell, 1995). The issue of efficient planning for people was brought up before the introduction of human resource management. One possible explanation was presented by Storey (1995), who presents that as the developing business environment forces organizations to plan effectively and efficiently for the people resources, the rapid changes in the business environment also makes it difficult for organizations to plan with accuracy. In the light of this we want to investigate to what extent organizations plan for HR in today’s business environment. 2. Human Resource Planning – Concept Clarification As in many areas of personnel management, there is confusion about the precise meanings of the terms used to describe the human resource planning functions. According to Taylor (1998), â€Å"The main distinction is between those who see the term ‘human resource planning’ as having broadly the same meaning as the longer established terms ‘workforce planning’ and ‘manpower planning,’ and those who believe ‘human resource planning’ to represent something rather different. † According to Bramham (1994), â€Å"There is a big distinction between the two terms. He argues that ‘manpower planning’ is essentially quantitative in nature and is concerned with forecasting the demand and supply of labour, while ‘human resource planning’ has a far wider meaning, including plans made across the whole range of personnel and development activity. These activities include soft issues such as motivation, employee attitudes and organizational culture. † The opposite opinion is that, the term ‘human resource planning’ is simply a more modern and gender-neutral term with essentially the same meaning as ‘manpower planning. Both are concerned with looking ahead and using systematic techniques to assess the extent to which an organization will be able to meet its requirements for labour in the future (Taylor, 1998). They are thus undertaken in order to assess whether an organization is likely to have ‘the right people, with the right skills, in the right places at the right time’ (Ibid). Accordin g to this definition, human resource planning is a relatively specialized sub-discipline within the general activity undertaken by personnel managers. There are different views of the specific meaning of HRP. We argue that it is more than a quantitative approach, as we believe that issues such as employee retention, attitudes and motivation are essential features for having the right people, with the right skills, in the right places at the right time. Thus, we agree with Bramhams’s view that HRP has a wider meaning, encompassing â€Å"soft† HR issues and it is the one that is accepted for the purpose of this text. 3. The Evolution of HRP Since the origins of the modern industrial organization, human resource planning has been a management function (Walker, 1980). Division of labour, specialization, organization of management into levels, work simplification, and application of standards for selecting employees and measuring their performance were all principles applied early in industrial management (Ibid). Planning for the staffing of work to be done is not something that has become popular in recent years. This is something that has grown to become what it is today. The relatively sophisticated techniques available to management today are outcomes of a long period of evolution in practices, which started decades ago with simple, pragmatic, short term planning. The techniques used by management tended to fit contemporary conditions and events (Storey, 1995). During the first part of the 20th century, for example, the focus in manpower planning was upon the hourly production worker. The aim of improving efficiency through work engineering and early industrial psychology applications was consistent with the need to improve productivity and introduce greater objectivity to personnel practices (Ling, 1965; Merril, 1959; Yoder; 1952). During the Second World War and the post war years, the focus intensified on employee productivity. There was also greater concern regarding the availability of competent managerial personnel, as there was a talent shortage in combination with significant demand for goods and services. New technologies and interests in behavioral aspects of work also added complexities to the manpower planning task. In the 1960’s the demand for high talent personnel increased due to high technology programmers, rapid corporate expansion and diversification. In order to handle this increase, manpower planning practices were focused on balancing supply with demand, particularly demand for managerial, professional and technical personnel. According to textbooks written during the later part of the 1960’s, manpower planning was viewed as a system linking the organization with its environment (Patten, 1969; Vetter, 1967). Walker (1980) argues that the most common view of manpower planning at that time, which also dominated the literature until the 80s, was that â€Å"companies forecast their needs for manpower into the future, forecast their internal labour supply for meeting these needs, and identify the gaps between what will be needed and what will be available. You read "Human Resource Planning National University Of Sciences Technology" in category "Essay examples" Further, manpower planners develop plans for recruiting, selecting and placing new employees, provide for training and development and anticipate necessary promotions and transfers (Burack et al, 1972; Geisler, 1967; Henemann et al, 1968; Wikstrom, 1971). The 70s came with new legislation, court decisions and governmental regulations. Management attention then turned to affirmative action planning and other aspects of compliance. While many companies adopted the techniques that had been introduced by leading companies during the previous decades, ther experimented with new tools such as career planning, activity analysis, and reshaping of work (Walker, 1980). The majority of companies, however, were mainly concerned about the compliance with the significant new regulations governing discrimination, safety and pensions. Generally, it was an unsettled decade, during which managers had to deal with the energy crisis, uncertain costs and profits, the slowing of business expansion and the increased concern regarding women’s liberation and reverse discrimination (Bramham, 1994). However, according to Bramham, it was during this time or decade that â€Å"manpower planning† was broadly being termed â€Å"human resource† planning and became widely established as a staff activity in major business and governmental organizations (Ibid). The term â€Å"human resource planning† implied a scope broader than just supply-demand balancing or quantitative forecasting. Human resource planning shifted focus from being a quantitative approach, although recognizing its importance, to a more comprehensive view of the process encompassing both needs forecasting and program forecasting (Ibid). During the 80s and early 90s, human resource management researchers and professionals tended to place greater emphasis on employee attitudes and on the development of personnel strategies to search for the enhancement of positive employee feelings and commitment (Zeffane and Mayo, 1994). Generally, these strategies lacked sufficient concentration on the need to control the flow of personnel within and across organizational boundaries (Walker, 1989). According to Richards-Carpenter (1989), this meant that human resource planning took a backward step in priority placing within the overall human resource management system. However, due to the increasingly uncertain socio-economic climate during the 90s, it was anticipated that the HRP function was to become the focal activity, as it was increasingly becoming an essential function across the organization (Zeffane and Mayo, 1994). Damm and Tengbland (2000) argue that in the future, the role of the HR personnel is to provide and develop an attractive organizational environment in which the individual feels inspired to grow and develop his/her competence. Furthermore, they say that individual organizations will not necessarily be responsible for the individuals’ competence development; it is rather the individuals’ responsibility to make sure that they develop their competencies in order to attract future employment relationships. The ultimate situation is when the individual feels that the organization provides the best resources available in order for them to grow and develop their competencies. Damm and Tengblad also argue that two very important future working areas, for individually focused personnel work, will be guidance consulting and employee brooking. There will be a need for people who work with professional career service to assist the individuals with their career planning if the individual will be responsible for their own careers. In a labour market that is increasingly characterized by time limit employment rather than life long contracts, there will be a constant requirement to link competence demand with competence supply. The employee brokers can assist in the process of identifying the different potentials and overlapping between demands since they have a better overview than the individuals have. This could mean that it will still be necessary with employees working with personnel-related questions; however, much of the â€Å"strategic personnel work† will not be as important since individuals will be responsible for their own competence development (Damm and Tengblad, 2000). 4. The Contemporary Purpose of HRP The effective HRP can help anticipate potential future difficulties while there is still a choice of action. Forward planning should enable the organization to develop effective personnel strategies related to such activities as recruitment and selection, training and retraining, management development and career progression, transfers and redeployment, early retirements, salary levels, anticipated redundancies, and accommodation requirements. Bramham (1987) presents a more detailed view of six basic objectives, which are quite similar to those mentioned by Mullins (1996) that is thought to onstitute the purpose of HRP. The first objective and a major purpose behind the use of HRP is to give an organization a broad, forward-looking insight into not just the number of employees, but also the type, skills, and attributes of the people that will be needed in the future. HRP provides the information on which recruiters base their activities and it reveals what gaps there are between the demand for and supply of people with particular skills (Bramham, 1987; Storey, 1995; Mullins, 1996). The second objective aims to reveal what training and development activities need to be undertaken to ensure that existing employees and new recruits possess the required skills at the right time. The longer and more specialized the training is, the more significant accurate HRP is to the organization’s effective operation (Bramham, 1987). Manpower costing is listed as the third objective and explains how HRP assists in cost reduction by aiming to work out in advance how organizational operations can be staffed most efficiently. This is of even more importance when new ventures or projects are considered because it provides information on which to base vital decisions (Bramham, 1987). The fourth objective presented by Bramham (1987) is redundancy. HRP is an important tool in the anticipation of future redundancies and therefore allows remedial action to be taken, such as recruitment freezes, retraining, and early retirements so as to reduce the numbers involved. Another advantage associated with HRP, presented as the fifth objective, is collective bargaining. In organizations with a strong trade union presence, HRP provides important information for use in the bargaining process. It is particularly significant when long-term deals are being negotiated to improve productivity and efficiency. In such situations, the information provided by HR forecasts enables calculations to be made concerning how great an increase in pay or how great a reduction in hours might be conceded in exchange for more productive working methods and processes (Bramham, 1987). The sixth and last objective presented as a purpose of HRP deals with the planning of accommodations, such as future need for office space, car parking, and other workplace facilities. Such considerations are of great importance, especially to organizations expecting fast expansion or contraction of key operations. As with the other five objectives described above, HRP also here aims at controlling costs over the long term by forecasting the future (Bramham, 1987). 5. External and Internal Influences on HRP 5. 1External Influences on HRP A lot of things have changed from when HRP first gained widespread popularity. The stability of the smooth sailing years, as Champ (1995) refers to the age of US corporate domination between 1948 and 1973 is gone. Today’s dynamic environment, filled with global competition and business discontinuities, define the arena in which HRP must flourish. The need for analysis of changing scenarios, therefore, has to be an integral part of the HRP process (Rothwell 1995). The first step in HRP is usually the â€Å"environmental† scan. If this review has not already been carried out in some depth as part of the formulation of corporate strategy, consideration of critical trends may be a major contribution, which the HRM function can make to the organization (Institute of Personnel Management 1992). The growing internationalization of business in the face of changing patterns of world trade, the emergence of new competitors and new markets and changes in the older industrialized countries, all have some impact on the labour markets of even the smallest firm trading in national market (Taylor, 1998). Most larger and medium-sized companies are, however, likely to be trading internationally (Rothwell 1995) in some way and will need to understand the labour markets in those countries, if they are to recruit staff abroad or if they expect to send their own staff to work there. The whole issue of international management development has major implications for strategic planning and for human resource forecasting and implementation. Evidence so far suggests that there are many inadequacies in both planning and implementation of management mobility, and that there is a widespread reliance on ad hoc use of expatriate managers (Ibid. 995). International and political issues are clearly closely linked, the move towards greater European unity, the unification of East and West Germany, the opening of Eastern Europe, The World Trade Centre bombings etc. , are just a few examples of events with implications for business planning. The political complexion of a government tends to affect the typ e of economic policy in place, the attitude to full employment, trade union and employee rights, as well as the level of support for private or public sector enterprises. External political factors, especially the broader social and regulatory legacies of industrial relations, provide a socio-political context in which managerial strategies have had to develop, and by which they have been conditioned (Lucio and Simpson 1992). At a time of economic recession in particular, the costs of worker protection policies can be very costly for companies. An awareness of population trends is critical in understanding labour markets, and national population statistics are readily available. Rothwell further states that planning to take account of demographic trends is not often done early enough. Also, a lack of advance planning tends to increase labour costs, as firms have to increase wages and salaries in order to retain staff or poach them from other firms. Public policy emphasis on training, the co-ordination of a plethora of national vocational qualifications, and the setting of national education training targets all mean that some aspects of estimating external competence supply will be improved. Data on graduate qualifications are readily available, but interpreting likely trends in supply and demand is complex (Pike et al. 1992). Demand-side factors stem mainly from business strategy, but need to take account of other skills that may be needed; for example in physical environmental awareness and the implications for products or processes and energy use; or in marketing, in concepts of relational marketing, customer education and general supply chain management. If mergers or acquisitions are expected, is new expertise needed to handle that? Or if organization structures are changing to create flatter organizations or new internationalized business market divisions, are there skills available in managing networks, managing projects or managing cross-culturally? Firms that use competence-mapping techniques may be able to provide data relevant to HRP, but where these activities are done by different people and/or at different locations, such linkage cannot be made (Rothwell, 1995). Consumer attitudes tend to be surveyed more regularly than those of employees, but shifts in employee preferences are perceptible, often on a generation basis. The generation of people born in the 70s and 80s are more individualistic, less likely to accept authority, expecting to have a say and be given a choice, and also to be putting more emphasis on quality of leisure and family life. The priority perks for those in work are those related to health and to education and training. Employees are also less likely to remain with one employer. These attitudes are found particularly among â€Å"knowledge-workers†, and may be modified over-time by experience of recession and widespread white-collar unemployment (Rothwell, 1995). If a major difference between HRP and manpower planning lies in its emphasis on motivating people (Bramham 1989), understanding the starting point and The incorporation of both individual and organizational needs is therefore the major challenge for HR planners and should be reflected in the application of the planning process to the ways in which people are employed (Ferner and Colling 1991) 5. 2Internal Influences on HRP Zeffane and Mayo (1994) argue that in the context of the supply-demand equation, a range of internal factors require consideration for the purpose of evaluating existing (or anticipated) supply from within the organization. The supply side issues that HRP should address include the organization’s policy on growth from within or by means of outside recruitment; the policy on pay and remuneration, and the organization’s view on employee development. In this context, the conventional human resource plans take into consideration a series of supply side statistics, such as company growth, the age distribution of employees, skill levels, turnover ratios and the overall profile/distribution of employment across job categories. Zeffane and Mayo (1994) further state that among all these, age and retirement are emerging as important considerations in workforce planning in the current socio-economic climate. These factors (i. e. age and retirement) are strongly related in the sense that retirement takes place on the attainment of a certain age. Catering for age is necessary and is becoming increasingly the subject of a more elaborate mathematical modeling for workforce (Mohapatra et al. 1990). The more contemporary approaches to HRP need to consider current (and anticipated/future) changes in the make-up and aspirations of the workforce. Long-term macro-level forecasts seem to suggest that people in the future will have even greater desire for self-development and discovery (Taylor, 1998). These aspirations may trigger requirements for changes in existing corporate structures and management systems. As a result, human resource professionals and their organizations may capitalize on the advantage of potential employees who may be creative and self-motivated, but they will also face the problem of developing an environment that will attract and hold such individuals (Taylor 1998). 6. Different Types of Human Resource Planning 6. 1Succession Planning One adaptation of traditional HRP that takes place mostly in larger organizations is the development of a succession planning function. Storey (1995) argues that chief executives often see this function as the major rational for any form of HRP. While in some organizations it may be focused mainly on the few top positions, the need to consider at least a five-year-period can mean that it becomes a more significant operation, and eventually drives a whole management recruitment and development programme. According to Taylor (1998), succession planners are mainly interested in ensuring that their employer has enough individuals with the right abilities, skills and experience to promote into key senior jobs, as they become vacant. According to Jackson and Schuler (1990), succession planning differs from traditional HRP in the sense that the succession planning process covers a narrower group of employees but does so with a higher degree of intensity. As succession plans concern relatively few employees, they can be considerably more sophisticated the time span is also longer than that of traditional HRP. Succession plans often involve forecasting and planning the progress of individuals 20 years ahead or more (Walker, 1992, Storey, 1995). Storey (1995) argues that succession planning is most often associated with hierarchical organizations in which individuals develop careers by moving upwards and sideways over a number of years as they acquire the required skills and experience. The aim of this is to ensure that enough individuals with the potential to succeed to senior positions are available when an appointment needs to be made. Rothwell (1994) states that three candidates are typically identified for each senior post: one who is ready now and could succeed immediately if necessary; one who will be ready, if needed, in two or three years’ time and one who will be ready in five years’ time. Taylor (1998) comments, in addition, succession planners have an input into decisions about the numbers of graduates that are employed on graduate training programmers’ each year. In technical terms, succession planning involves collecting and manipulating data about individuals and tracking their performance and progress as they move from job to job over a period of time. . 2Career Planning This type of HRP is by some viewed as a more fashionable term to use than succession planning and ostensibly is more individually focused (Storey, 1995). Furthermore, like succession planning, broadly interpreted, it requires an understanding of processes that can integrate an individual’s characteristics an d preferences with the implications of: organizational culture, values and style, business strategy and direction, organizational structure and change, reward systems, training and development system, appraisal and promotion systems. According to Taylor (1998), career planning emphasizes much more on the individual’s responsibility for his/her own career development. ‘Mentoring’ and ‘coaching’ systems, whether formal or informal, may be introduced to assist in this. Storey (1995) argues that common problems associated with this kind of planning are related to key people leaving, or to managers’ lack of broad experience. The requirements of different types of organizations (static; fast growing; international etc. ) for detailed planning clearly vary (Ibid). Storey further states that the need for creating ‘bridges’ between different occupations and for the identification of ‘development positions’, are both significant techniques in career planning. The predominant influence of this type of planning is that of the organization’s needs, as interpreted by particular managers, at certain phases of its development and it is said that career planning may be interpreted very differently by those who experience it (Storey, 1995). Storey continues to say that the ‘myths’ of the organization in this sense may also be significant: â€Å"those who decode them appropriately are those who obtain advancement. 6. 3Contingency Planning Contingency planning is seldom given any attention by authors within the HR field, but according to Taylor (1998), it can be seen as an approach that is almost universally applicable. Contingency planning involves planning possible responses to a variety of potential environ mental scenarios, and the result is that HRP effectively switches from being a reactive process undertaken in order to assist the organization in achieving its aims. Taylor further argues that it becomes a proactive process undertaken prior to the formulation of wider organizational objectives and strategies. The main purpose of contingency planning in the HR field is the provision of information on which decisions about the future directions the organization takes are made (Taylor, 1998). 6. 4Competency Planning Another adaptation of traditional HRP is skills planning and is, according to Speechly (1994), particularly appropriate in situations where there is a variety of different methods by which employee needs can be met. The basic principle of this method is to shift away from a focus on planning for people and instead concentrate mainly on skills. Taylor (1998) argues that instead of forecasting the future supply of and demand for employees, skills planning involves predicting what competencies will be needed one to five years ahead, hence, leaving open the question of the form in which these will be obtained. Further, skills-based plans incorporate the possibility that skills needs are to be met either wholly or partially through the employment of short-term employees, outside consultants, as well as by permanent members of staff (Taylor, 1998). . 5Soft Human Resource Planning There has been some disagreement in the literature over the term ‘soft human resource planning’ and its perceived meaning (Taylor, 1998). Marchington and Wilkinson (1996) give one broad definition as being ‘synonymous with the whole subject of human resource management. ’ Torrington and Hall (1995) have a narrower definition involving planning to meet ‘soft’ HR goals – particularly cultural and behavioral ob jectives. Torrington and Hall also use the label to give meaning to a distinct range of HR activities which are similar to hard HRP in approach, but with a focus on forecasting the likely supply and demand for particular attitudes and behaviors rather than people and skills. According to Taylor (1998) soft HRP can thus be seen as a broadening of the objectives associated with the traditional approaches of HRP. Soft HRP accepts that for organizations to succeed in the current environment they need more than the right people in the right place at the right time. In order to contribute to the creation of a successful organizational culture, they also need to make sure that people have an appropriate outlook and set of attitudes. Further, even more essentially argued by Taylor, by undertaking systematic soft HRP Organizations will be alert to long-term shifts in attitudes to work among the Labour force in general, allowing them to build these considerations into their general planning processes. Such issues are not taken into account by traditional HRP according to Taylor (1998). . Conclusions Regardless of the organizational size and industry the underlying motive behind HRP is to have the right people, with the right skills, in the right places, at the right time. However, the ways to realize this motive do differ from one organization to another depending on the individual prerequisites. This could be illustrated by breaking down the motive, where finding the right people, with the right skills is the essential condition for having them at the right place, at the right time. In times of organizational growth or downsizing organizations naturally focus on hiring or retaining the right people with the right skills. However, organizations with a modest employee turnover can focus more on having the people in the right place i. e. concentrating more on making sure that the existing workforce is utilized in the optimal way. While there are different prerequisites between organizations, determining their approach to plan, we can also see a general change affecting the ability for all organizations to plan. Historically, there has been turbulence in the business environment such as technological developments and erratic economic fluctuations, however it is not these factors per se that has caused the change today, but rather the speeds in which discontinuities occur. This is made evident by the fact that companies no longer plan in the same way as they did ten to fifteen years ago when the more static conditions allowed the organizations to plan with more accuracy. Today organizations do not plan more than three years ahead and the plans are revised both annually and quarterly. This development has put the organizations in a dilemma; the greater the need for planning the more difficult it becomes to plan. In the light of this, some theorists question planning since it is virtually impossible to foresee changes with any accuracy. However, this view appears to have little, if any relevance among the organizations, where planning is viewed as a less formal process. The common understanding among the companies is that it is impossible to follow a plan rigorously but they still plan. From this we draw the conclusion that planning is more than just forecasting the future, it is rather the planning process itself that adds value to the organization. By incorporating plans made across the whole range of personnel and development activity the organization becomes more alert to changes and prepares itself for future discontinuities regardless of their nature, thus admitting that change will occur is more important than foreseeing the future. Organizations that embrace this way of thinking plan to a greater extent than in the past in the way that it involves a broader definition of HRP, incorporating not only quantitative measures but also soft issues. However, the fact is that environments vary across industries, organizations and over time. Some organizations occasionally experience disruption. But at the same time others are experiencing relative stability. Thus, organizations are very much influenced by their individual prerequisites limiting their abilities to plan to the extent as described above. Two findings concerning HRP seems to distinguish themselves, firstly we can see a general change among all companies in the way they plan for HR, secondly HRP is still very much based on individual prerequisites. 8. Analysis Human resource planning is probably one of the most critical elements in linking the work of the human resources function to the business goals of the company. It is important to recognize that certain aspects of human resource management tend to have potentially high strategic consequences. Especially in the areas of policy development and implementation it is obvious and difficult to refute advice that effective human resource policies require human resource planning, which in turn, requires effective integration with an organization’s strategic planning process. It is evident that human resources planning are becoming more and more important in business circles. Because business profits are squeezed by inflation and a weakened economy, management is also concerned with personnel costs and is seeking to achieve increased output with the same or fewer staff. During our research we have found evidence supporting the above statement, where organizations with a high employee turnover tend to focus on the planning for supply and demand of HR, while organizations with low employee turnover lean more towards internal issues of HRP. Logically counting heads becomes more important in times of growth or downsizing, thus the nature of the HRP shifts towards a quantitative approach. Consequently organizations experiencing more stable periods can focus on softer HRP, i. e. concentrating on the creation of an environment that stimulates personal development and motivation among the employees. Our impression during the research is that all companies have the intention to focus more on internal HRP, thus companies do not decide to be either quantitative or qualitative in their approach, and it is rather a natural selection based on the individual prerequisites. However, we can see a risk with not having a balanced view in terms of external and internal HRP. Among the companies with an explicit internal focus there is a lack of attention for external developments and trends, thus we can see an inherent risk of becoming â€Å"fat and happy† which in turn requires reactive actions in times of major change. References †¢ Beer, S. (1972). Brain of the Firm, New York, Herder and Herder. †¢ Beer, S. (1974). Designing Freedom. Toronto: CSC Publications. †¢ Bell, D. J. (1989). â€Å"Why Manpower Planning is Back in Vogue†. Personnel Management, (July). †¢ Bramham, J. (1987). â€Å"Manpower Planning,† In S Harper (ed. ): Personnel Management Handbook. London Gower. †¢ Bramham, J. (1988). â€Å"Practical Manpower Planning,† in Harper, S (ed): Personnel Management Handbook. London. Gower. †¢ Bramham, J. (1994). Human Resource Planning. (2nd Eds). London. IPD. †¢ Ferner, A. , Colling, T. , (1991). Privatisation, Regulation and Industrial Relations† British Journal of Industrial Relations 29(3), September †¢ Gratton, L. , Hailey, V. H, Stiles, P. Truss, C. (1999). Strategic Human Resource Management: Corporate Rhetoric and Human Reality. Oxford University Press Inc, New York. †¢ Gustafsson, J, Leijon, S Targama, A. (1978). Synpunkter pa Personalplanering. Kompendiet – Lindome. †¢ Hedberg, B. L. T. , Bystrom, P. C. Starbuck, W. H. (1976). â€Å"Camping on the Seesaws: Prescriptions for a Self-Designed Organisation. † Administrative Science Quarterly. , Vol. 21, Issue 1 (Mar) pp. 41-65 †¢ Henemann, Selzer. 1968). Manpower Planning and Forecasting in the Firm: An Exploratory Problem? Office of Manpower Policy, Evaluation and Research, U. S. Dept. of Labor, March. †¢ Herriot, P. (1992). The Career Management Challenge: Balancing Individual and Organisational Needs. Sage Publications Ltd. London †¢ Hollinshead, G. Leat, M. (1995). Human Resource Management: An International and Comparative Perspective. Pitman Publishing. †¢ Mintzberg, H. (1976). â€Å"Planning on the Left-side and Managing on the Right-side. † Harvard Business Review. (July-August). †¢ Mintzberg, H. (2000). The Rise and Fall of Strategic Planning, New York. Prentice Hall. Mullins. L. J . (1996). Management and Organisational Behaviour. (4th Ed). Pitman Publishing UK. †¢ Mumford, A. (1997). Management Development Strategies for Action. (3rd ed. ). Short Rum Press Ltd. †¢ Rothwell, W. J. , (1994) Effective Succession Planning. American Management Association, New York. †¢ Rothwell, S. (1995). â€Å"Human Resource Planning. † In J Storey (ed. ): Human Resource Management – A Critical Text. London. Routledge. †¢ Schneider, L. (1962). â€Å"The Role of the Category of Ignorance in Sociological Theory: An Exploratory Statement. † American Sociological Review, 27: pp. 492-508 †¢ Speechly, N. (1994). â€Å"Uncertainty Principles. Personnel Today (May) †¢ Starbuck, W. H. (1965). â€Å" Organisational Growth and Development† In J. G. March (ed. ), Handbook of Organisations: pp. 451-533. Chicago: Rand McNally. †¢ Starbuck, W. H. (1975). â€Å"Information Systems for Organisations of the Future. † In E. Gr ochla and N. Szyperski (eds. ), Information Systems and Organisational Structure: pp. 217-229. New York: de Gruyter. †¢ Taylor, S. (1998). People and Organisations, Employee Resourcing. The Cronwell Press Ltd, UK. †¢ Torrington, D. Hall, L. (1995). Personnel Management, HRM in Action. Prentice Hall. †¢ Walker, J. W. (1989). â€Å"Human Resource Roles for the 90’s. Human Resource Planning, 12. 1 pp. 55-61 †¢ Walker, J. W. (1992), Human Resource Strategy. New York: McGrawHill. †¢ Wickesberg, A. (1961). Organisational Relationships in the Small Manufacturing Firm. Minneapolis: University of Minnesota. †¢ Wilson, B. (1987). â€Å"Manpower Planning of Future Requirements. † International Journal of Manpower Planning. †¢ Yoder, D. , (1952). Personnel Principles and Policies. Prentice Hall,Englewood Cliffs, N. J. †¢ Zeffane, R. Mayo, G. (1994). Planning for Human Resources in the 1990’s: Development of an Operational Model. Un iversity of New Castle, New South Wales, Australia. How to cite Human Resource Planning National University Of Sciences Technology, Essay examples

Friday, December 6, 2019

Elian Gonzalez Essay Research Paper Elian should free essay sample

Elian Gonzalez Essay, Research Paper Elian should remain in the United States Elian Gonzalez, a 6 year-old Cuban male child, was found Thanksgiving Day cleaving to an interior tubing off the seashore of Miami after his female parent, along with nine other people, drowned while flying Communist Cuba in a boat. ( Elian Gonzalez Timeline Part I, 1 ) . Since he arrived there has been a batch of contention over who should hold ownership of this kid. Some of the issues involved include the differences between the Torahs of the Cuban authorities and the U.S. authorities. Another fact is that if the male child returns to Cuba, he will be sent off from his male parent at the age of 11. Third, the female parent, Elizabet Gonzalez lost her life but was successful in acquiring Elian to the U.S ( Cunha, 14 ) . Finally, Castro manipulates the male parent. Therefore, Elian should be able to remain in the U. S. A batch of inquiries have been raised about whether Elian should be returned to the slave province of Cuba as his male parent demands, or remain in the U.S. with his paternal parents ( Cunha, 3 ) . Some of the inquiries that come to mind are if the male parent wanted his boy to populate in Communist Cuba, does he hold the right to coerce his boy to make so ( Cunha, 4 ) . Parents do non have their kids ; they are the defenders of them ( Cunha, 5 ) . Elian s male parent has non a individual right to put his boy in a absolutism where persons do non be ( Cunha, 6 ) . Coercing Elian to populate in an oppressive absolutism is a misdemeanor of Elian s right. Keeping Elian in the U.S. does non go against the male parent s rights ( Cunha, 7 ) . Castro is go againsting the rights of Juan Gonzalez, Elian s father, by forestalling him and his male parent from go forthing Cuba physically ( Cunha, 9 ) . The Cuban dictator is go againsting the male parent s rights by endangering to incarcerate Elian s male parent if he commits the political offense of differing with the Cuban State ( Cunha, 10 ) . If there is no difference between Cuba and the U.S. , why does Cuba utilize force to maintain people in, and why do we utilize our force to maintain people out ( Cunha, 12 ) ? What is Elian s best involvement: life in America or life in a tropical prison cantonment where they are missing nutrient ( Cunha, 13 ) ? Obviously, Elian s female parent knew the reply. She died seeking to get away Cuba with her boy. She found freedom deserving deceasing for thanks to the Castro government ( Cunha, 15 ) . His male parent, Juan, lacks the abilities to supply the rudimentss for Elian. That is nutrient, security, justness, freedom and the right to be happy and to populate a good life ( Ruddy, 17 ) . The Miami relations do non miss these necessities and hold proven that with what they have already provided him ( Ruddy, 18 ) . They took him to Disney World, celebrated Christmas in the U.S. , and enrolled him into school. They have most likely already given the male child a better life than the male parent did. If we send him back, we are allowing Castro hold his manner, and he is a really evil adult male ( Ruddy, 21 ) . Elian is merely a babe. He should be allowed to populate in the U.S. and have freedom. That is what his female parent wanted him to make ( Cunha, 22 ) . They are utilizing Elian as a plaything and Castro is stating, He is mine non yours ( Jacoby, 23 ) . If we return Elian to Castro s detention, believing that it truly doesn t affair, so we truly wear T believe that we stand for something ( Jacoby, 25 ) . Elian does non desire to return to Cuba, but wants his male parent to travel to Miami with him ( Jacoby, 26 ) . Right now Elian, his male parent, stepmother, and half-brother moved from Andrews Air force base to the Wye Plantation ( Elian Timeline Part I, 29 ) . There was besides a work arrest on April 25 in Miami by the Cuban-Americans and their supports that are protesting the method the federal authorities took ( Elian Timeline Part I, 28 ) . They have found the INS paperss authorising the remotion of Elian ( Elian Timeline Part 1, 31 ) . A batch of the republicans demand hearings on the federal foraies and wonder if they were necessary ( Elian Timeline Part I, 30 ) . The dealingss between U.S. and Cuba have been bad from the yesteryear. In the 1960 s, Cuba established close ties with Soviet Union and served as the alternates in Africa and several Latin American states. This fueled the cold war tensenesss and kept the dealingss distrust during the 1960 s. In the 1970 s, we began to patch together the broken ties until Cuba launched a large-scale intercession in Angola in 1975. Even though Cuba sent military personnels to Ethiopia and they allowed Soviet Union to set forces on the island. In the 1980 s 125,000 Cubans were sent to the U.S. by the Cuban authorities as the Mariel Bontlift. In 1984, the U.S. and Cuba negotiated an understanding for normal in-migration and sent those excludable to the U.S. jurisprudence back to Cuba. In the 1990 s, 30,000 Cubans came to the U.S. due to the nutrient deficits and blackouts that erupted in Havana. The Cuban military shooting two U.S. aircraft killing three U.S. citizens and one U.S. occupant in 1996. Cuba and the United States do non acquire along existent good, hence, to reason the essay, Elian should remain in the U.S. ( USA-CUBA Relations, 36-39 ) . Work Cited Unknown. # 8220 ; Elian Gonazalez Timeline Part I. # 8221 ; . Cunha, Mark Da. # 8220 ; Who should hold legal Custody of Elian? . Ruddy, Christopher. # 8220 ; Keep Elian Free. # 8221 ; . Jacoby, Jeff. # 8220 ; If Elian Returns to Cuba, Misery Awaits. # 8221 ; . Unknown. Usa-Cuba Relations.

Friday, November 29, 2019

Rhetorical Analysis on Obesity free essay sample

The obesity epidemic is rapidly spreading throughout America, reeking havoc on the nation. I have chosen two articles that discuss this issue and use different rhetorical strategies to convince the reader of the causes of this deadly epidemic as well as different aspects of the disease that should be focused on when researching treatments options. Examining the different rhetorical strategies used in the articles proves that, although logos arguments can be a good way to convince an audience of your point, use of ethos and pathos arguments is a much more powerful strategy to inform and convince the reader to take action. Peggy Ward-Smith’s article entitled Obesity – America’s Health Crisis discusses of the obesity epidemic in America and the consequences of America’s lackadaisical approach to pursuing a cure to this deadly disease. She explains the devastating health affects that obesity has on the body and brings to light the severe financial burden that this disease has had on the American economy and the American people. We will write a custom essay sample on Rhetorical Analysis on Obesity or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page After significantly describing facts and figures regarding the monetary costs associated with obesity, she goes on the explain the emotional hardships obese people undergo due to the prejudices that still exist against obese people. She describes the strain obesity has caused on our healthcare system and declares that not enough is being done to prevent this disease. After addressing both the health and socio economic affects of obesity, voices her opinion on the best treatment plan for overcoming obesity such as, â€Å"an initial exercise program should consist of a short, low-intensity program, which gradually increases to 30 minutes/day as strength and fitness improve† (Ward-Smith 244). She also addresses the importance of acknowledging the affects of behavioral therapy on obesity, for health and socio economic benefits saying, â€Å"behavioral therapy involves changing diet and physical activity patterns and habits toward behaviors that promote weight loss† (Ward-Smtih 244). This will not only benefit the health of those suffering from obesity, but makes her point more enticing by pointing out that, â€Å"for every $1 invested in these programs, the return on that investment is estimated to be between $0 and $5†, which shows that the potential economic return could be incredibly beneficial to the economy. She then explains how medications and surgeries can also greatly assist those dealing with this issue. The main objective of the article is to show that America should be taking greater action to combat this disease to benefit, not only the health of obese Americans, but to also relieve some of the pressure that obesity has caused on the American economy. Levitan and Davis’ article Emotion and Eating Behaviors: Implications for the Current Obesity Epidemic also discusses issues related to obesity, but takes a different approach both in subject matter as well as stylistically. They begin by using a case study of a lady named Jane who has a problem with binge eating that has caused her to become obese. They discuss how an emotional relationship with food causes many people to overeat and how this factor has greatly contributed to the obesity epidemic. They describe the addictive qualities of food and say that an â€Å"emotional relationship with food†¦brings with it long-term consequences, most commonly obesity† (Levitan and Davis 784). They also reveal that there are genetic factors and chemical imbalances in the brain that should be focused on in future research. Although both articles discuss the problem of obesity in America and its devastating affects, they disagree on the approach to solve the problem as well as their approaches at convincing their audience of their beliefs. Peggy Ward-Smith’s article focuses heavily on logos arguments, but also features subtle hints of ethos and pathos arguments as well. The first page uses a combination of logos, ethos, and pathos arguments to strengthen its case. The article begins with using tables to show how to calculate your body mass index to help put obesity in perspective. Beginning the argument by using percentages such as the fact that, in 2003, â€Å"obesity rates grew 74%† (Ward-Smtih 242) is a powerful example of a logos argument because you cannot easily argue with statistical proof and mathematical calculations. Ward-Smith then peppers in more facts about the exorbitant amount of money that has been spent on obesity in recent history. Using a phrase like â€Å"overweight and obese Americans cost the American economy over $117 billion† brings an ethos argument into play by addressing a sense of patriotism involved in fighting this thing that is sucking money out of your economy. Directly after, she also adds a pathos argument, discussing the prejudices facing obese people today stating that, â€Å"weight bias was significantly greater than biases against both gays and Muslims† (Ward-Smith 242). She explains that, â€Å"bias, prejudice, and discrimination have been associated with obesity explains and that â€Å"safeguards from weight bias do not exist† (Ward-Smith 242). This seems to be the only real pathos argument used, which leaves the reader with little emotional connection to the issue. Although using all three types of arguments may seem like a powerful way to drive a point home, I found it made the article seem inconsistent and ineffective. The majority of the rest of the article is rich in logos based arguments, stating percentages of people affected by obesity related diseases and offers various medical approaches to solve the problem, such as diet, exercise, medication, and surgery. Although the arguments were somewhat convincing, they did not have much emotional appeal that would drive the reader to really want to make solving this issue a high priority if they are not directly affected by the issue of obesity. Levitan and Davis’ article uses a different rhetorical strategy to convince the reader of their point-of-view. Using a combination of logos, ethos, and pathos arguments make the reader identify heavily with the issue of obesity and give the reader a desire to stand up to make a change because of this. Starting the article with a case study instantly draws the reader in through the use of ethos and logos rhetorical strategies. The case study is an example of appealing to ethos because it brings a high level of credibility to the argument and also draws the reader in through pathos through a sense of feeling compassion for the subject that automatically leads the reader into a mind frame of desire to understand more about Jane’s condition and help her situation. It brings a particular story to the table rather than, well, tables, and percentages, and allows the reader to instantly feel a deep connection to the subject. Rather than focusing on the medical and health affects of obesity like the Ward-Smith article, the Levitan and Davis article exposes a less popular subject of â€Å"an emotional relationship with food† involving â€Å"rituals† and â€Å"addictive qualities† all to â€Å"temporarily suppress negative emotions† (Levitan and Davis 784) that lead to obesity. They further their pathos argument by associating obesity with â€Å"negative mental health outcomes that markedly decrease one’s quality of life† (Levitan and Davis 785) and strengths this argument by adding a logos argument stating later in that same paragraph, â€Å"current strategies to prevent and treat obesity are currently unable to override the basic evolutionary processes that have protected humans from starvation over millions of years by making high-caloric foods a rich source of pleasure and reward† (Levitan and Davis 785). The later remarks linking obesity to a need to increase serotonin levels and genetic abnormalities also offer a compelling argument that also appeals to pathos by causing the reader to understand that obesity may be out of one’s control due to these physical factors that with current knowledge and science, we cannot cure. Bringing light to this aspect of the disease further supports this pathos argument, â€Å"recent evidence suggests that the brain reward circuits can be activated with natural rewards like food, just as with drugs of abuse† (Levitan and Davis 789). All in all, both articles have elements that make them powerful arguments, however the Ward-Smith article Obesity-America’s Health Crisis heavy emphasis on logos and ethos arguments with little appeal to pathos subtracts from its ability to provide the reader with a real sense of connection to the issue, leaving the reader with little impetus to actively combat the issue. The Levitan and Davis article Emotions and Eating Behavior: Implications for the Current Obesity Epidemic, on the other hand appeals heavily to both logos and pathos. The article causes the reader to feel a personal connection to the issue and appeals to the reader’s emotions to deepen this connection. Use of logos and ethos arguments strengthen the argument by bringing credibility to the article, which all work together to give the reader more of a desire to actively pursue their desired solution to the problem.

Monday, November 25, 2019

A sociological look at JAWS essays

A sociological look at JAWS essays The movie I choose to review was Jaws, which is one of my favorites and a timeless classic. A traditional story about man against beast takes place on an island that depends on its summer tourist business. When the summer season in threatened by a series of shark attacks three men are sent out to track down a great white shark. The three main (human) characters are Brody (Roy Scheider), the police chief, who came to the island from New York looking, so he thought, for a change from the fears of the city. There's Quint (Robert Shaw), a caricature of the crusty old seafaring salt, who has a very personal reason for hating sharks. And there's Hooper (Richard Dreyfuss), the rich kid turned oceanographer, who knows best of all what a shark can do to a man, and yet is willing to get into the water with one The movie starts just before the summer boom with a girl running out in to the ocean for a midnight dip. She is undoubtedly attacked by a shark and when she is found on the beach the next morning the town officials dismiss the find as a boating accident. Chief Brody who is not convinced of that is was a boating accident fears it was a shark attack. With the safety of not only the islanders but also the coming tourist crowds Brody tries to close the island off the tourists until the problem is solved. The Mayor sensing what Brody is up to stops the Chief from cutting off the islands only means of income. The Mayor tells Brody that no one is sure what happened to the girl and no decision like this can be made with the evidence at hand. Brody unwillingly agrees. When there is another attack, this time on a small child and in broad daylight, a meeting is called to discuss what to do about the islands problem. The Chief decides t call the mainland for help but being an island of fishermen the locals have only on thing on their minds. This is where we get to meet Quint. Quint is convinced that the only way to solve the prob...

Thursday, November 21, 2019

Financing sources in Vietnam Essay Example | Topics and Well Written Essays - 4250 words

Financing sources in Vietnam - Essay Example Such policy reforms have proved beneficial with regard to China, Malaysia, Indonesia and Thailand. These countries have also benefitted from network associations, cluster linkage to markets, and novel support arrangements. Policy support has been established as being crucial for the growth of SMEs in Vietnam. B. Business Support Services Privatisation emerged as a strategy for restructuring the large state owned enterprises (SOEs) into SMEs (Gibb and Lyapunov, 1996). A solution that is at variance to this initiative has been proposed by McIntyre (2002). This procedure states that the dismantling of large firms may fail to promote the growth of SMEs. This notion has been vindicated in Asia, and this can be attributed to the lack of a suitable support regime. For instance, the Chinese SMEs require the support of the large firms. Dallago and McIntyre (2003) have cited the experiences of the CEE nations to show that by themselves, the SMEs do not have the capacity to grow. The presence o f institutions and supporting mechanisms that have been properly developed is indispensable for the growth of these SMEs. C. Supporting Infrastructures It has been proposed by Wattanapruttipaisan (2002) that competitiveness can be rendered not only by natural resources and location, but also by contemporary global information and knowledge. It can also be promoted by participation in clusters involving firms, supplier networks, or producers and matching products; consumers and distributors; continuous learning and enhanced flexibility and efficiency. The SMEs were furnished with a new information flow and knowledge base, due to network association. This base has the capacity to emerge as a significant model for efficient resource distribution, via policy measures emanating from the market and the state. Support of the Government in Vietnamese SME Development It was recognised, during the project’s conceptualisation in the year 1994 that the furtherance of SMEs had to be ensur ed. However, a comprehensive document that described the procedures to be adopted by the Government, in order to support SMEs was conspicuous by its absence. Subsequently, the accomplishments and the works supported by the project had been viewed keenly in the highest echelons. Towards the end of the year 1998 a comprehensive assessment was conducted, which disclosed that the project had significantly affected discussion and formulation of the policy related to SMEs. The Central Institute of Economic Management (CIEM), in February 1997, reviewed the administrative and legal situation in Hanoi and Ho Chi Minh City (HCMC). The emphasis was upon identifying the impediments to the formation and development of SMEs and the provision of recommendations to the Government. The CIEM, true to its calling of being an important entity in drafting policy pertaining to business, compiled and examined most of the documentation relating to the establishment, operation and dissolution of business. I t also conducted panoptic interviews with SMEs, and central and local policy making agencies. In January 1998, the stakeholders completed the twin tasks of discussion and validation, and this was due to the workshops in HCMC and Hanoi. The recommendations of this report, in the context of an

Wednesday, November 20, 2019

Clothing Essay Example | Topics and Well Written Essays - 750 words

Clothing - Essay Example Clothes possess a number of functional roles, like offering protection, shelter and also helping us accentuate our physical appearances. Clothes play vital roles in carrying forward messages related to social or religious inclinations, marital status, etc. For example, In India, a married woman wears colorful clothing with the red sindoor. However, a widow gives up decking herself with jewellery and wears a white sari, that denotes her marital status. It also acts as a medium of depicting one's profession or nationality. To quote another example, ladies belonging to the Islam wear the burkha in accordance with their religion, which again denotes identities. Clothes also convey modesty and ethics, and the type of clothing plays a dominant role in assessing a person's character, while also portraying his background and Thus clothes possess numerous functional duties. A number of factors come to the forefront in deciding about the kind of clothing that dominate varied regions of the world. ... Over the last twenty centuries, clothing per se has undergone metamorphosis. However, besides the huge changes that have occurred, some very evident stereotypes have emerged, as well. Certain set rules and demarcations have emerged with the passage of time, that still dominate the current scene of clothing. One of these major trends has been the clear demarcated clothing type for both the genders. Almost all cultures and regional divisions across the globe have their own ancient dressing formats, as one can call it. Each such culture sets aside a specific kind of clothing for women, in separation from that for men. In the European culture for instance, men wear a pair of pant and shirt, while women wear skirts and blouses or gowns. However, in the East, ladies wear salwar kameez or saris and men wear the dhoti or kurta pyjama. Therefore, this set distinction between men and women clothes wear is a product of century-wise lineage brought down till date! Human nature seeks innovation and change. This applies to clothing, too. Across centuries, clothes have been altered, adapted and transformed into fashion statements of each era! New horizons are obviously emerging in terms of clothing. However, the change seems to still continue to be mere adaptations or variations of the age-old bequeathed ideas. This the era of Ungendered and Unisex Clothing, or clothing that both the genders can attire themselves in. In today's fast paced modern world, clothes also carry significance when worn according to the occasion,

Monday, November 18, 2019

What are the advantages and disadvantages of independence in Education Essay

What are the advantages and disadvantages of independence in Education - Essay Example On the other hand, the study of Raban (2001, 34) showed that â€Å"along with the cognitive growth, social opportunities influence learning; indeed, learners of all ages are more motivated when they can see the usefulness of what they are learning and when they can use that information to do something that has an impact on others†. It should be noticed however that the personal development of children (or adults) participating in a specific educational site is not an easy task. In fact there are many issues that need to be considered both by the legislators and the schools’ administrators regarding the presentation of appropriate patterns to children and adults that participate in specific educational programs. An issue that usually arises in this context is the role of ‘independence’ in education and its possible influence in the cognitive development of children and adults. Current paper examines the issue of ‘independence’ (especially its ad vantages and disadvantages) as it can be observed in educational sites around the world referring indicatively in certain forms or types of ‘independence’ as they have been identified and evaluated by academic researchers in the particular sector. Relevant results of empirical researches made in this area – whenever their retrieval was possible – are also going to be presented in order to support the credibility of the assumptions made on the particular issue. In order to examine the issue of independence in education we should primarily refer to the role of participants in educational sites regarding the delivery of the curriculum and the cognitive approaches developed in these sites in general. The involvement of personal attitudes and of the human factor has been found to be crucial for the formulation of an appropriate strategy by the school administrators when communicating with learners. Regarding this issue, it is noticed by Skrtic et al. (1991)

Saturday, November 16, 2019

Identifying Personal Strengths And Weaknesses English Language Essay

Identifying Personal Strengths And Weaknesses English Language Essay A reason for identifying personal strengths and weaknesses is to help achieve success in my professional life, personal life, as well as the role that I play in a learning team to be most effective goals. We also have under developed areas or weaknesses that need improvement. By identifying these strengths and weaknesses, we can better ourselves, and we can improve the weaker areas while using our strengths to our advantage. Part of what makes every person unique is a personality that consists of both strengths and weaknesses. My personal strengths are having a good sense of humour, taking responsibility for my actions, ability to be trained quickly, and finding the most efficient way to execute a process. My weaknesses consist of having a lack of discipline to complete undesirable tasks, procrastination, punctuality, and introversion. MAIN BODY I believe that finding the humour in any situation is my key to maintaining a positive attitude. Having a good sense of humour is very important and helps me deal with lifes day-to-day stresses. I enjoy an open banter with close friends and making fun of their decisions which, in hindsight, were found to be unwise. In addition, I can also laugh about something absurd that I did. It is important that I take responsibility for my decisions and actions. More often, it seems that people are not held accountable. Society, in general, seems to be tolerant of excuses and reasons why a person should not be blamed. If I made a mistake, I am able to accept the consequences of my action. Learning how to do things has always come easily to me. Once I have been shown how to operate something or what process to follow, I am able to repeat it correctly. As a child I effortlessly learned how to play several instruments; the piano and flute. As an adult, when I am given an assignment to complete at college, I will find the quickest and easiest way in order to complete the task. I hope to maintain my effortless ability to learn as I continue through school.   My lack of discipline often causes me to procrastinate with getting things done. If I know something can be accomplished on another day then I will wait. This weakness has caused me to rush around at the last minute to get things done. Often, I get frustrated with myself for not starting sooner, but procrastinating continues to be a challenge.   This weakness also leads to my inability to be punctual. I am frequently late to many functions because I do not leave myself enough time to prepare. Luckily, I have close friends who are tolerant and continue to include me on their invitations. At times, I paid the consequences for being late; doctors appointments had to be rescheduled and opportunities were missed. Because one of my weaknesses is being an introvert, I am often viewed as snobbish and boring. This makes it difficult for most people to relate to me and makes it harder for me to make acquaintances. I look forward to working in teams at school to help me overcome this obstacle. As I spend more time with someone, I get more relaxed around that person and become more outgoing. I am thankful to have a small group of close friends with whom I am very comfortable.   These attributes are a result of outside influences and life experiences. By recognizing my weaknesses, I am able to take the following steps towards making progress in order to avoid procrastinating, I have begun utilizing my planner to schedule my time wisely; whenever I find myself being critical, I remind myself that I am in no position to be judgmental; and when I catch myself being reclusive, I remind myself to not be afraid of making a stupid comment. Everyone has personal weaknesses. Those of us who are wise recognize them and try to overcome these character flaws. Others ignore their personal weaknesses and find themselves repeating mistakes and leading unfulfilled lives. The secret to self-improvement is to discover your fallibilities and either correct them, or find a way to turn them into strengths. I have many weaknesses. Only my mother thinks that I am perfect. But I see the flaws. Just as I look into a mirror and examine my face for wrinkles and gravy hairs on a daily basis, I also look into my soul to see my inner imperfections. While a little Botox and hair colouring can fix your outer defects, the inner journey to self-improvement is not quite as easy. You have to be able to see your own faults. The secret of how to overcome your personal weaknesses lies within you and how willing you are to look within your true self. CONCLUSION What one person considers strength could be viewed by another as a weakness. Knowing my weaknesses helps me to plan ways to overcome them when I am doing tasks and interacting with others. I need to be kinder to myself and less rigid about things being just so. I also need to be more sensitive and understanding of others who do not embrace my perfectionist habits. I believe to be a life learning experience. I have certain personal strengths and weaknesses. Knowing what I am good at and what I am weak in can help me to become better person. Recognizing weaknesses along with having the desire to improve on them is a skill that I have. If I realize I have a weakness in a certain area of my life, I will work to improve myself in that area. I also use my personal strengths to improve myself in the areas where I am weak. Greatest personal strength that permeates into other areas of my life is persistent to be good at anything that I do. I set high standards for myself. I believe in doing things well in order to be successful with what I do and with the commitments I make.   QUESTION 2 INTRODUCTION To drive yourself to have passion in study to look over the material before you read it. Warm up the mind on the subject matter before you begin to study. Get yourself interested in the material that you are about to study. Imagine why it actually is important to you or else make up a reason that motivates you to pay attention. Read with total focused concentration in alpha using the tri-focus technique for the duration of your attention span. In eyes closed Alpha, imagine that you are fully confident that you know the information and will be able to recall it anytime, especially under pressure. Go back over what you just read, very quickly over what you realized that you already knew. Go very quickly over what you totally understood. Although think over, what you dont need to know stop and study only what is left. Review what you know, study only what you didnt get the first time through. MAIN BODY As in a real life as a student I will make myself to have the passion in studying is like I have to keep on studying every day instead of hoping the material will bring you into a focused concentration state, my focus my concentration first on my peaceful place and then shift over to the material I am learning. Another thing about paying attention is that it is much easier to pay attention to something when i have some kind of idea what I am going to pay attention to before I am pay attention to it. Its much easier to move into the process of learning, when the mind/spirit/heart is warmed up. So step one, i scan the material. This is not reading, or even skimming. I were take a look at what I am about to read, just looking at a few words on each page, the words that pop out for me, just thinking about what subject this is, before i read it. The subject of studies is all connected to and revolves around human activity. A study of these is only going to improve the quality of our own life. This thought may help me to love studies. I will make it a part of myself and my lifestyle. If i incorporate studies into my everyday schedule within a short amount of time i will find that it has become second nature for me to study. Regardless of what I am want to study and i should always try to be curious and most importantly enjoy what I am doing. I shall think of new ways to learn and try to apply what I learn to things that i see happening around me. Its great to see myself to enthusiastic and willing to study. I might have to use fantasy. Make myself impressing with the subject I am going to studying. So what do i love in life? Bring it into my studies. While I am studding I should keep it fun.not stressful it is just my interest that i found something interesting, and then i discover how do that? That is study by practice and keenness on the subject. I ought to motivate by myself when I am studying. I provide myself to have a free time. Make sure that I am sitting in a comfortable place, with adequate lighting and no noise. In one of my articles about stress i explained how such external factors can prevent you from concentrating while studying and thus reduce the effectiveness of your studying methods. The key to effective studying isnt cramming or studying longer, but studying smarter. I can begin studying smarter to the passion in studies. Another extremely important studying tip is to make me more passion in studies is to make sure that information is being stored inside me as long term memory and not my short term memory. By writing what i studied or by studying it over and over again me will make sure that the information was stored in my long term memory. So while I am reading i try to make it colourful and pretty of the studying pages an also I willing to choose a room that i feel comfortable being in. Like a library, in a classroom, Starbucks, Tim Hortonsà ¢Ã¢â€š ¬Ã‚ ¦ Anywhere that will make me feel motivate and inspired while I am studying. Also, try to relax, watch a funny show or do something that makes me feel good so that at the next step while am prefer to study i will have the passion to study again. As a student i also have to avoid studying all my subjects at the same time. Research shows that there is better remembering and less interference if only one subject is learned during a particular study session. I use a partner that is another good recitation strategy is to get with a partner and quiz each other. This is most effective when my partner has already done significant studying and of course not only should each partner ask for simple facts from the material, but it is especially helpful if partners make up questions for the other partner to answer. This is kind of study will make me to be passion in the studies well. I will remind myself that study is not only motivate its helps myself to have passion now and forever so all i need to do is just keep taking action on studying. CONCLUSION Lastly, I give myself the time to learn that material, rather than try to take every single bit of information in at once. I put that in the corner of my eye while I am studying. I will definitely going to have the passion in studies and i will be smarter in study with the passion. What I usually do is when i complete one of the studies I set for myself and obligation to give myself a reward. The reward system gives me more an incentive to reach that goals in part of already achieve my passion on studying. This will makes me to drive myself to have passion in study.

Wednesday, November 13, 2019

Engrave New Footprints In The Sand :: essays research papers

There were two strolling hearts that reposed on a huge rock at a near shore. As the sunset revealed its passion, they watched over the two sets of footprints they engraved in the sand. The scene had made them thought of eternity..two becoming one. There was heaven in their hearts and each step engraved a zeal of an endless love. But such heart-felt scene ended when the waves of the sea rushed towards the shore and washed the sand, leaving the sets of footprints unseen. Suddenly, the lovely sunset was covered with dark clouds and the soft breeze altered into a fierce wind. Heaven, then, became an illusion; the dream ended into a nightmare. And the rock were both of them once dreamt was left alone, all alone... When we fall in love, it is our great desire to let the feeling remain in hearts. Often, we feed this feeling by clinging to the other. Sometimes the demand for satisfaction is needed because of the fear of starving the heart. As we marvel towards the odyssey of our lives, we may pass to the point wherein our hearts become empty and longing. We feel the need to quench ourselves by seeking the oasis of love. Still, there are hearts that remain at lost and leave themselves to die and wither. Many of us find it easy to play the melodies of love, but when things get rough and out of tune, we would actually avoid it and sometimes, go silent. There is also a tendency to give up and escape from the reality. We must remember that the more we unravel the wonders of love, the more challenges we have to take. The sweetness of life's bitter can be achieved if we accept the challenges of love. This acceptance motivates us to grow.

Monday, November 11, 2019

Rabindranath Tagore’s Nobel Prize Acceptance Speech Essay

I was an obscure individual in those days. My name was hardly known outside my own province, but I was quite content with that obscurity, which protected me from the curiosity of crowds. And then came a time when my heart felt a longing to come out of that solitude and do some work for my fellow beings, and not merely give shape to my dreams and meditate deeply on the problems of life, but try to give expression to my ideas through some definite work, definitive service. The one thing, the one work, which came to my mind was to teach children. It was not because I was specially suited for this work of teaching, for I have not had myself the full benefit of a regular education. For some time I hesitated, but I felt that as I had a deep love for nature, I had naturally love for children also. My objective in starting this institution, Shanti Niketan, was to give children full freedom of joy, of life and of communion with nature. I myself had suffered when I was young, the impediments which were inflicted upon most boys at school and I have had to go through the machine of education which crushes the joy and freedom of life for which children have such insatiable thirst. My objective was to give freedom and joy to children. So, I had a few boys around me, and I taught them, and I tried to make them happy as their playmate and companion. I shared their life, and I felt that I was the biggest child of the party. And we all grew up together in this atmosphere of freedom. The vigour and joy of children, their chats and songs filled the air with a spirit of delight, which I drank every day I was there. In the evening, at sunset, I often used to sit alone, watching the trees of the shadowing avenue and in the silence of the afternoon, I could hear distinctly voices of children in the air, and it seemed to me that these shouts and songs and glad voices were like those trees, which come out from the heart of the earth like fountains of life towards the bosom of the infinite sky. And it symbolised, it brought before my mind, the whole cry of human life all expressions of joy and aspirations of men rising from the heart of humanity up to this sky. I knew that we also, the grown-up children, send up our cries of aspiration to the Infinite. In this atmosphere, I used to write my poems Gitanjali, and I sang them to myself at midnight under the glorious stars. In the early morning and afternoon glow of sunset, I used to write these songs till a day came when I felt impelled to come out once again and meet the heart of the large world. I could see that my coming out from the seclusion of life among these joyful children and doing my service was only a prelude to my pilgrimage to a larger world. I felt a great desire to come in touch with people of the West, for I was conscious that the present age belongs to the Western man with his superabundance of energy. I felt that I must, before I die, come to the West and meet the man of the secret shrine where the Divine presence has his dwelling, his temple. And I thought that the Divine man with all his powers and aspirations of life is dwelling in the West. And so I came out. After Gitanjali had been written in Bengali, I translated those poems into English, without having any desire to have them published, being diffident of my mastery of that language, but I had the manuscript with me when I came out to the West. And you know that the British public, when these poems were put before them, and those who had the opportunity of reading them in manuscript before, approved of them. I was accepted, and the heart of the West opened without delay†¦.

Saturday, November 9, 2019

The Typical Practices Employed by Chinese Companies in Africa

The Typical Practices Employed by Chinese Companies in Africa Introduction China is one of the fastest growing economies in the world. In the last three decades, China experienced a rapid growth in its gross domestic product (GDP). This growth was characterized by a rapid expansion of both domestic and foreign companies in China. The companies focused on serving all market segments in order to increase their revenues. This has led to the saturation of most industries in China.Advertising We will write a custom essay sample on The Typical Practices Employed by Chinese Companies in Africa specifically for you for only $16.05 $11/page Learn More Consequently, most Chinese companies have had to look for alternative investment destinations. In this regard, Chinese firms have embarked on overseas investments through acquisitions and foreign direct investments (Mobius 2011). Africa is one of the destinations that have benefited from the Chinese companies’ growth plans. Even though the Chinese companies that are operati ng in Africa have contributed to economic growth, their operations have always been associated with malpractices such as poor pay. This paper sheds light on the practices that have been employed by the Chinese companies in Africa. The Practices of Chinese Companies in Africa Chinese companies have always been associated with labor malpractices in Africa. Such malpractices include poor pay, long shifts and physical harassment of employees. Workers in Chinese companies often complain of deplorable work environments and exposure to health hazards. These allegations are likely to be true since most of them are based on empirical research findings. However, the occurrence of these malpractices varies from country to country (Polgreen French 2007). Chinese companies can be found in nearly all African countries. However, complains about labor malpractices or unethical behavior are common in countries with weak governance systems. For example, Zimbabwe is led by a dictatorial regime that h as little regard for its citizens’ welfare. Consequently, the government has never taken any disciplinary action on the Chinese companies. On the country, Chinese companies in stable countries such as Kenya and South Africa have hardly been accused of any unethical behavior. Thus, the unethical behaviors of the Chinese companies can be attributed to poor governance in specific countries in Africa. For instance, corruption is one of the factors that prevent most African countries from taking disciplinary action against Chinese companies.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is apparent that not all Chinese companies usually engage in malpractices in Africa. Generally, cases of unethical behavior are common among companies that are operating in labor intensive industries such as the mining sector (Polgreen French 2007). For example, in Zimbabwe the complaints w ere raised against a Chinese construction company. This can be attributed to the fact that workers in this sector lack adequate education. Thus, they often tolerate the Chinese malpractices in order to protect their jobs. Finally, the malpractices can be attributed to the business culture of the Chinese companies. Long shifts are common in China where the Confucianism philosophy encourages hard work. Africa’s Attractiveness to Chinese Companies The factors that have contributed to the increase in the number of Chinese companies in Africa include the following. First, the demand for commodities such as oil, gold and copper is very high in China due to the rapid growth of its economy (Mobius 2011). The rapid growth in the country’s population has also increased the demand for foodstuffs. Africa has adequate land for food production. Additionally, it is rich in various minerals and raw materials. Consequently, Chinese companies are moving to Africa in order to extract min erals and raw materials. Moreover, they are interested in importing agricultural produce from Africa. Nearly 80% of exports from Africa to China are raw materials and agricultural produce. The Chinese government has negotiated trade agreements with over 45 African countries in order to facilitate exportation of commodities from Africa to China. Second, most African leaders have focused on establishing close relationships with the Chinese government. African leaders believe that they can learn important lessons from China in regard to development. The Chinese government has embarked on supporting African states by financing the construction of infrastructure such as roads, ports and railway systems. These facilities are often constructed by the Chinese companies since African firms lack the capacity to construct them. This explains the sharp increase in the number of Chinese construction companies in Africa. Third, positive economic growth in Africa has presented growth opportunities to Chinese companies. Disposable income in Africa has been rising steadily in the last decade. Moreover, the expansion of the manufacturing and agricultural sectors has increased the demand for machines and equipment in Africa. China has been able to produce cheap machines and consumer goods (Etzkowitz 2011, pp. 76-90).Advertising We will write a custom essay sample on The Typical Practices Employed by Chinese Companies in Africa specifically for you for only $16.05 $11/page Learn More Hence, most African countries are importing machines and equipment from China. Most Chinese producers are relocating to Africa in order to improve the competitiveness of their products by eliminating exportation costs. Some companies have established retail outlets in Africa in order to maintain full control of their products and services. Fourth, China is interested in investing its foreign reserves in different economies in order to avoid the risks associated with investin g in one economy. The Chinese government has focused on giving credit to African countries at relatively low interest rates. The loans are normally processed by Chinese banks. This has led to an increase in the number of Chinese banks in Africa. Finally, tourism has attracted several Chinese companies to Africa (WTO 2010, pp. 1-51). The African continent has some of the best tourism destinations in the world. However, African firms lack the capital and the technology to serve the tourism industry. The Chinese companies have taken advantage of this situation by increasing their investments in Africa’s tourism industry. For instance, Chinese restaurants can be found in nearly all capital cities in Africa. Moreover, Chinese airlines are operating in nearly all major cities in Africa. Staffing Strategies Ethnocentric Staffing Strategy In this strategy, the holders of key positions in an overseas subsidiary of a multinational corporation are recruited from the company’s par ent country. This means that the managers of the subsidiary will be expatriates. The local citizens, on the other hand, are expected to fill the non-managerial positions. The advantages of this strategy include the following. To begin with, it enables managers to transfer the headquarters’ business culture to overseas subsidiaries in order to prevent cultural conflicts. Managers from the parent country are likely to have a better understanding of the headquarters’ organizational structure than local citizens. In this regard, employing expatriates facilitates implementation of the policies that are formulated by the company’s headquarters. The ethnocentric staffing strategy promotes effective communication between the company’s headquarters and the overseas subsidiaries (Bechet 2008, p. 123). This is because the expatriate managers are likely to have a good command of the language that is used at the headquarters.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More For example, most Chinese companies in Africa employ Chinese managers because most Africans have little knowledge of the languages that are used in China. The ethnocentric staffing strategy is important in economies with inadequate supply of talented or skilled employees. In this case, employing expatriates will enable the company to save the cost of training the locals before employing them. Finally, employing expatriates enables the headquarters to maintain its control of the subsidiaries. Despite its benefits, the ethnocentric staffing strategy has the following disadvantages. To begin with, it limits the career growth opportunities of local managers because the top positions must be filled by expatriates (Bechet 2008, p. 126). This can cause dissatisfaction and a high turnover rate in the company. The strategy also interferes with the private lives of the expatriates. For example, they might be separated from their families for a very long time. Finally, expatriates from the par ent country are often insensitive to the expectations of the host country employees. This can create tensions and high dissatisfaction among employees. Polycentric Staffing Strategy In this strategy, citizens of the host country are employed to manage the overseas subsidiary of a multinational corporation. Expatriates are hardly given the responsibility of managing overseas subsidiaries. The advantages of this approach include the following. First, it helps in eliminating language barriers that normally occur when expatriates are sent to overseas subsidiaries (Bechet 2008, p. 127). Second, employing the nationals of the host country is less expensive as compared to hiring expatriates. Third, it promotes career growth among the nationals of the host country. This helps in enhancing staff commitment and loyalty. The disadvantages of this strategy include the following. First, maintaining effective communication between the headquarters and the subsidiary can be difficult due to langua ge barriers. Second, the headquarters is likely to lose control of the subsidiary if the employees from the host country have weak links with the head-office (Bechet 2008, p. 128). Finally, the polycentric strategy denies the employees the opportunity to gain international experience. Geocentric Staffing Strategy The application of this strategy involves filling key positions by promoting the best performing employees in the organization (Glasgow 2001, p. 45). The employees are promoted regardless of their nationality. The main advantage of this strategy is that it enables the company to create a pool of talented international managers. Its disadvantages include the following. To begin with, implementing the strategy can be difficult because the labor laws in the host country might require the company to hire the locals. It is also associated with high training and relocation costs. Region-centric Strategy In this strategy, employees are transferred to subsidiaries in a different co untry, but within the same region. The main advantage of this strategy is that it enables managers to compete for positions at the regional level. This promotes high productivity (Glasgow 2001, p. 46). However, it can be difficult to implement due to the high relocation costs that are associated with it. Diversity Management Approaches Diversity management initiatives facilitate cohesion in a multicultural workforce (Forbes 2012). However, most Chinese corporations that are operating in the African market do not consider diversity management as an important organizational function. Thus, most of them do not have a diversity management plan or strategy. The diversity management programs in most Chinese companies focus on conflict resolution. The companies normally establish conflict resolution committees whose members are drawn from various departments. These committees are responsible for handling any conflicts that might arise between the African employees and their Chinese counter parts. Recruiting African workers is one of the methods that the companies are using to promote diversity. They usually allocate a specific number of positions to Africans. The remaining positions are reserved for Chinese workers. Moreover, senior management positions are usually reserved for Chinese expatriates. In most cases, Chinese companies hire Africans in order to comply with labor laws rather than promoting diversity (Cooke Saini 2012, pp. 16-32). Generally, language barrier is the main factor that prevents Chinese companies from implementing diversity programs. In a nutshell, Africans and Chinese can not communicate easily since they hardly speak the same language. Hence, the Chinese companies prefer to employ their nationals. In some companies, diversity training programs are used to teach a common language that can be used by everyone in the company. Companies with effective diversity programs focus on succession planning. In this case, Africans who are expected to succe ed Chinese nationals are usually trained before they assume their positions. The trainings usually focus on the Chinese business culture and the language that is used in the company’s headquarters. Culture Shock The Chinese business culture is significantly different from that in Africa. Some of the distinctions between the two cultures and their effects on Chinese employees include the following. First, Africans focus on achieving organizational goals in the short term. The Chinese, on the other hand, focus on achieving the goals in the long term. The effect of this difference is that the Chinese employees often disagree with their African counterparts on the goals that should be achieved and the methods that must be used to achieve them. Second, Africans believe in a professional management system in which recruitments are based on qualifications (Cooke Saini 2012, pp. 16-32). The Chinese, on the other hand, believe that senior managers must be hired from the family that o wns the business. In this case, Chinese employees tend to disregard human resource policies that advocate for equal employment opportunity. Finally, most Africans are able to speak international languages such as English. However, most Chinese can not speak in English. In most African countries, English is the official language that is used to conduct business. Consequently, most Chinese workers find it difficult to give instructions or to understand feedbacks from African workers. Conclusion Chinese companies are joining the African market in order to increase their revenues. The factors that are attracting Chinese companies to Africa include availability of raw materials such as minerals and oil. Africa has a high demand for Chinese machines which are often cheap and easy to use. Additionally, the demand for consumer goods in Africa is always increasing. These factors make Africa an ideal investment destination for the Chinese companies. Even though Chinese companies have contribu ted to economic growth in Africa, they have also been accused of engaging in unethical business practices (Polgreen French 2007). Poor governance in Africa is one of the factors that encourage Chinese companies to engage in malpractices. Most Chinese companies use the ethnocentric staffing strategy. Consequently, they lack effective diversity management programs. References Bechet, T 2008, Strategic Staffing, McGraw-Hill, New York. Cooke, L Saini, D 2012, ‘Managing Diversity in Chinese and Indian Organizations’, Journal of Chinese Human Resource Management, vol. 3 no. 1, pp. 16-32. Etzkowitz, H 2012, ‘The Triple Helix: Science, Technology and the Entrepreneurial Spirit’, Journal of Knowledge-Based Innovation in China, vol. 3 no. 2, pp. 76-90. Forbes 2012, Global Diversity and Inclusion. Web. Glasgow, K 2001, A Strategic Model of Temporary Staffing, McGraw-Hill, New York. Mobius 2011, China’s Growing Presence in Africa. Web. Polgreen, L French, H 2 007, China’s Trade in Africa Carries a Price Tag. Web. WTO 2010, Study on Chinese Outbound Travel to Africa. Web.