Charles Boycott - Free Essay Example

Sample details Pages: 10 Words: 3133 Downloads: 6 Date added: 2017/06/26 Category People Essay Type Argumentative essay Tags: Social Issues Essay Did you like this example? A boycott is a coordinated effort to avoid purchasing goods and services from a particular company or person. Boycotts are designed to apply pressure on companies, forcing them to reform their ways in a way which satisfies the people involved in the boycott. The term â€Å"boycott† references an actual person, Captain Charles Boycott, an Englishman who was responsible for managing land in Ireland in the 1800s. Don’t waste time! Our writers will create an original "Charles Boycott" essay for you Create order When his tenants pressured him to lower their rents, he refused to do so, and evicted them. In response, the tenants organized, denying him goods and services. His crops rotted in the fields because he had no farm workers, he was unable to get deliveries of food and supplies, and he found himself neatly cut off from the community. By 1880, the â€Å"Boycott Treatment† was being used in other places, and the word quickly spread to other languages and regions of the world as well. (Morton S.1997.) According to business dictionary, Industrial action during which an employer withholds work, and denies employees access to the place of work. In effect, it is a strike by the management to compel a settlement to a labour dispute on terms favourable to the employer. When lock out action is taken by several employers in concert, it is called a joint lockout. Also called shut out. (https://www.businessdictionary.com/definition/lockout.html) In 1913 worlds biggest lockout occurs kno wn as dublin1913. When Larkin was in power he wants to break the anti-union stance of the Dublin United Tramway Company (DUTC). It was owned by William Martin Murphy a conservative nationalist and ex-MP, who was also proprietor of the citys biggest newspaper, largest department store and hotel, and had founded the Dublin Employers Federation in 1912.Murphy demanded that all DUTC employees forswear membership of the ITGWU or be dismissed. Larkin struck back by calling the tramway-employees in his union out on 26 August 1913. The company responded by locking them out, at which point Larkin orchestrated a wave of ‘sympathetic strikes, affecting other parts of Murphys empire as well as those businesses supporting him. After discussion, the employers federation then agreed to support the DUTC by locking out all employees who belonged to Larkins union and attempting to replace them with strike-breakers. By September, the dispute involved 20,000 employees across the city along with their 80,000 dependants. January 1914, it was evident that the workers had lost the dispute. Mostly unskilled and lacking the resources for a prolonged campaign, they had begun to drift back to work on the employers terms. (War and Conflict 1916 Easter Rising, report on BBC history) COMMON CAUSES OF INDUSTRIAL CONFLICT Wage Demands The wage and salaries is often the major cause of disputes between an employee and employer. It also refers to a demand by employees for an increase in their wage rate or changes to the way in which their wages are calculated or determined. As well, wage demands may relate to pay rates may need to be adjusted to compensate employees in times of inflationary pressures such as GST and interest rates. Employees are more likely to seek wage increases to maintain their standards of living. Working Conditions Disputes often happen over issues of working conditions and safety at the workplace. Include disputes concerning issues such as leave entitlements, pensions, compensation, hours of work. Its Employers duty to monitor physical working conditions and provide sufficient protective clothing and equipment, first aid facilities, quality working equipment and amenities such as lunch rooms, change rooms and toilet facilities. Employees will take action if there is a risk to either their or others health and safety. In February 2009 2,200 judges in Spain staged a 24-hour strike to demand better working conditions and more staff in the judicial system, local media reported. About 62 percent of the 4,000 judges in the country joined the strike. The strikers demanded recruitment of at least 250 new judges each year in the next fives, to bring the number of judges in the country up to the European average. They also want a more efficient working environment with the use of computers in court s, and an ease in their workload. In response, the government said it was making efforts to improve conditions and the judges had no right to strike. Minister of Justice Mariano Fernandez Bermejo said a strike was not the answer to the judges concerns. Though strikes are not the solution and not the right choice but employees often choose no matter which occupation they are. (https://en.youth.cn) Management Policy Disputes are often the result of inadequate consultation by management with their employees. Disputes over changes that management wishes to implement will often cause industrial conflict. Matters include terms and conditions of employment, new awards and agreements, award restructuring, outsourcing and technology acquisitions and structural change. A very famous model of change in organization is Lewins Three Step Change Model â€Å"according to Lewin, successful change can be planed and requires unfreezing the status quo, changing to a new state, and refreezing to make the change permanent†. (â€Å"Management† P Stephen and C Mary) Unfreezing involves encouraging individuals to discard old behaviors by shaking up the equilibrium state that maintains Changing new attitudes, values, and behaviors are substituted for old ones Refreezing involves the establishment of new attitudes, values, and behaviors. Most people dont like change because they dont like being c hanged. When change comes into view, fear and resistance to change follow they forgot the obvious benefits. Employees fight against change because they:  · Fear to losing the job.  · Dont understand the change and its implications, or  · Dont think that the change makes sense, or  · Find it difficult to cope with either the level or rapidity of the change. Lots of conflict and strikes takes place because of change in the organisation. Fear of losing jobs is most common reason of strikes. In June 2009 British Airways 40000 Stuff went on strikes when BA boss Willie Walsh canonised 2000 job cut from 14000 flight attendants. Strikes in British Airways lost  £401M last year. (Article from guardian.co.uk, Tuesday 9 June 2009) British Airways cabin crews are set to strikes over the Christmas holiday which is very busy season for BA. Strikes will run between December 22 and January 2 as they told. It will create millions of pound losses for BA and also create bad reputation to the customers. Cabin crew union said they had left no choice by British Airways. Cabin crew association criticised the airline for making cuts which it said would affect the quality of service to customers. (Sky New,14.12.2009) Another example will be the royal mail employees strike for job redundancy and salary cut. Royal mail creating a big change in techonogy.they are installing automatic sorting machines which can do 50 peoples work in very short time. Profits were up by 4%, or  £7m, in the six months to September 2009, when deliveries in some parts of the country were hit by unofficial strikes. The daily postbag averaged 72m, down by 3m from the previous year and 12m fewer than in 2006. Around 5,000 jobs were cut in the six-month period, bringing the total number to 60,000 since 2002, through voluntary redundancy or natural turnover. (An article by Alan Jones published on Friday, 11 December 2009 on Belfast Telegraph) (business.timesonline.co.uk) Political Goals and Social Issues This usually refers to non-industrial issues, but rather involves wider issues directed at persons or situations rather than those relating to the employer-employee relationship. Employee unions, federations and associations will often undertake actions that are unrelated to the basic wages and conditions of their members. Exclusion from decision making in business Conflict can arise when employees believe that they havent been given the opportunity to have their say for example. not inviting employees to meetings. It occurs when an employer does not involve employees in decisions that affect them. Many firms now try to develop a corporate climate in which disputes are minimised through collaborative working relationships, and by training staff in procedures, policies and guidelines for managing disputes. PREVENTION OF INDUSTRIAL CONFLICTS Prevention of industrial disputes may have different methods. These methods â€Å"cover the entire field of relations between industry labour include enactment enforcement of progressive legislation, works committees councils, wage boards, trade boards, profit sharing co-partnership, education, housing, welfare work all such measures which can bridge the gap between the employers the employed.† The significant preventive measures may be broadly outlined as below: Labour welfare Officer Sec. 49 (1) (2) of the factories act, 1948, specifies that every factory wherein 500 or more workers are ordinarily employed, at least 1 officer must be appointed, where the number of workers are in excess of 2,500, the assistance or additional welfare officers are required to be appointed to assist the welfare officer. Those who can help to find out the conflict and possible solution in reasonable time. (R. Paul page48) Standing orders Majority of the industrial disputes are related to conditions of employment. To prevent the industrial conflict relating to employment conditions, standing orders are formulated. It was made obligatory that standing orders should govern the conditions of employment under the industrial employment (standing orders) act of 1946. The standing orders regulate the conditions of employment from the stage of entry to the stage of exit or retirement. (B. L. Gupta page97-98) Grievance procedure Grievances generally arise from daily work bases. Grievances of the employees are redressed by the management. Management can prevent the occurrence of industrial disputes by solving the individual problems. Collective bargaining As discussed earlier, collective bargaining helps for settlement of issues prevention of industrial disputes. Government also helps trade unions govt. to come closer to each other come to an agreement. Strong trade unions Strong trade unions have the stability of membership, sound financial position healthy polices. Such unions think act constructively for the mutual benefit of the employees the management. These practices naturally prevent the industrial conflicts. Labour co partnership profit sharing Labour co partnership profit sharing create a sense of belongness among the employees they fill that they are the partners in the company. As such, they think act for the benefit of the company. Joint consultations A Joint consultation between the employees employer are the differences between them prevents industrial conflicts. SETTLEMENT OF CONFLICTS The methods of the settlement of conflicts generally include those mentions in the below 1. Investigation This is conducted by a board or court appointed by the government. It may be voluntary or compulsory. If the investigation is conducted on an application by either or both the parties to the dispute, it is voluntary. If the Government appoints a Court of Inquiry to investigate into a dispute without the consent of the parties, it is compulsory. Investigations do not aim at bringing about the settlement of disputes directly, but by analyzing the facts, they aim at bringing about an amicable solution. When the investigation is compulsory, the strikes lock-outs are required to be stopped employers should not make any change in the conditions of employment. The result of investigation has no serious effect on the dispute because the general public is least bothered to make note of the dispute. 2. Meditation Another attempt to settle disputes is Meditation. In this method, an outsider assists the parties in their negotiation. It takes place with the consent of both the parties. The mediator performs the messengers job for both the parties he neither imposes his will nor his judgment upon them. The main aim of meditation is the settlement of disputes by brining about a voluntary agreement. There may be three kinds of meditation: a. The Eminent Outsider; b. Non-Government Board; c. Semi-Government Board. If meditation is conducted skillful sympathetically along proper lines, it can bring about the adjustment of differences that might otherwise contribute to stoppage of work. 3. Conciliation The main objective of a condition arbitration is to reunite the two conflicting groups in the industry in order to avoid interruption of production, distrust etc. Conciliation is a process by which representatives of both workers employers are brought together before a third party with a view to persuading them to arrive at some sort of settlement. It is an extension of collective bargaining with third party assistance. It is the practice by which the services of the neutral third party as used in a dispute as a means of helping the disputing parties to reduce the extent of their differences to arrive at an amicable settlement or agreed solution. It is a process of rational orderly discussions of differences between the parties to a dispute under the guidance of a conciliator. Conciliation machinery consists of a conciliation officer board of conciliations. The conciliator induces the parties to a course of action. He plays the role of an innovator, protector, discussion leader, stimulator, advisor, face saver. He acts as a safety value a communication link. The task of conciliation is to offer advice make suggestions to the dispute on controversial issues. 4. Voluntary Arbitration If the two parties to the dispute fail to come to an agreement, either by themselves or with the help of a mediator or conciliator, who agrees to submit the dispute to an impartial authority, whose decision, they are ready to accept. The essential elements in voluntary arbitration are: ? The voluntary submission of dispute to an arbitration; ? The subsequent attendance of witness investigations ? The enforcement of an award may not be necessary. 5. Compulsory Arbitration / Adjudication Where trade unions are week, the method of Compulsory Arbitration is used. Compulsory Arbitration is utilized generally when the parties fail to arrive at a settlement though the voluntary methods. In India, Compulsory Arbitration is enforced because collective bargaining was not used for regulating wages other conditions of employment. It may be said that Compulsory Arbitration may be at times under certain circumstances, necessary desirable. The nature, scale timing of state intervention should be suited to the needs of different occasions. The objective of state intervention in the field of industrial relations should be to do social justice make the weaker party equally strong to enable it ultimately to stand survive on its own settle its differences through negations collective bargaining. Compulsory Arbitration is one where the parties are required to arbitrate without any willingness on their part. Any one of the parties may apply to the appropriate governments to refer the dispute to adjudication machinery. Lockout/tagout in a DOE facility may serve three functions. The first function, defined by both OSHA and DOE Order 5480.19, is to protect personnel from injury. The second function closely related to that, is to protect systems and equipment from damage. The third function of lockout/tagout is part of the overall control of equipment and system status. A properly performed lockout/tagout ensures that the operating staff is aware that the affected equipment cannot be operated. Coordination of lockout/tagout with the operating staff helps ensure that necessary operations and safety functions can be performed without exceeding the approved operating criteria for facility systems or causing unexpected hazardous releases to the environment. Both functions are necessary for the overall safe operation of DOE facilities, in accordance with guidelines published by the Department of Energy, Office of Environment, Safety, and Health. Some considerations affecting the use of lockout/tagout are identified in the following sections. 4.1.1 Protecting Personnel from Injury The primary emphasis of the lockout/tagout program is to protect personnel from injury. Lockout/tagout is required when maintenance is to be performed on equipment, unless the criteria listed in Section 4.1.4 of this document are met to qualify for exception to the lockout/tagout program. After the equipment has been isolated from all sources of potentially hazardous energy and material, locks (if used) and tags are applied to the isolating devices to ensure that the equipment cannot be operated inadvertently. 4.1.2 Protecting Equipment from Damage When equipment problems that could destroy or severely damage the equipment are detected, a lockout/tagout may be used to remove the equipment from service and prevent its operation until corrective maintenance can be performed. If lockout/tagout is used to protect the equipment, the procedures are identical to those used when the purpose is to prevent personnel injury first, isolate the equipment from all sources of potentially hazardous energy, then apply locks and tags to prevent accidental or inadvertent operation. In some facilities an alternative system is used for equipment protection. In this system, the equipment is not physically isolated from all energy sources but rather is tagged to indicate the specific conditions under which operation may be permitted. This system uses caution tags, which are discussed in Section 4.11. The use of caution tags is not permitted as a lockout/tagout to protect personnel from energy or hazardous material sources. 4.1.3 Other Uses of Lockout/Tagout In some situations, it may be necessary to prevent inadvertent operation of a functional system. The following example illustrates this: Fresh nuclear fuel for a particular reactor must be kept dry (free from water) until it is ready to be loaded into the reactor. This is necessary to prevent the possibility of an inadvertent criticality. When fuel is received in the facility, it must be transported through an area where a fire-protection sprinkler system is installed. During the time nuclear fuel is present in the area, it may be appropriate to isolate, lock, and tag the fire-protection sprinkler system to prevent its operation. In this case, the lockout/tagout is not related to any maintenance activity, but the situation requires that the system be inoperable for safety reasons. Locking out valves on storage tanks to prevent environmental impact during maintenance may also be an appropriate use of lockout/tagout. References: †A New Dictionary of Eponyms 1997†, Morton S. Freeman published by Oxford University Press 1997. War and Conflict 1916 Easter Rising report published on BBC history by BBC. www.bbc.co.uk/history/british/easterrising/prelude/pr05.shtml accessed on 13.12.09 â€Å"Management† seventh editionBy Stephen P Robbins, Mary Coulter page 340-341 https://en.youth.cn) accessed on 12.12.2009 guardian.co.uk, Tuesday 9 June 2009 business.timesonline.co.uk/tol/business/industry_sectors/support_services/article6952480.ece accessed on 11.12.2009 â€Å"Global Perspectives of Occupational Social Work† R. Paul Maiden page 48 â€Å"The Industrial employment (Standing orders) act, 1946† by B. L. Gupta, India Publisher University Book Agency, 1968 Biblography HUMAN RESOURCE MANAGEMENT Personnel HUMAN RESOURCE MANAGEMENT P. SUBBA RAO. Pages (376 381, 382 389) Human Resource Management V. S. P. RAO. Pages (444 454, 509 520) Managing Human Resources E. A. RAMASWAMY. Page (87) HUMAN RESOURCES MANAGEMENT N. G. KALE. M. AHMED. HUMAN RESOURCES MANAGEMENT C. B. MAMORIA. S. U. GANEKAR. Web Support www.images.google.co.in www.projects.forumes.managementparadise.com www.search.yahoo.co.in www.altavista.com www.hrm.com

Burnt Shadows The Similarities And Trauma Caused Using...

Shanaz Rahim USSY 288K – Hiroshima Mark Pedretti, 30 April 2012 Reality and Fiction: The Similarities and Trauma Caused Using the Narrative Form in Burnt Shadows by Kamila Shamsie Narrative Forms, Reality, and Trauma The narrative forms of the â€Å"hermeneutic and proairetic codes† proposed by Roland Barthes Peter Brooks highlights the two ways a fictional novel creates suspense (qtd. from Brooks 18). The hermeneutic code is caused by unanswered questions in the plot, while the proairetic is the anticipation the reader feels. In a sense, we can see these two devices as working together to create a narrative as a whole. As readers, we keep reading the natural sequence of actions (proairetic) to understand the overall plot of the novel (hermeneutic). The plot â€Å"might be best thought of as an overcoding of the proairetic by the hermeneutic, the latter structuring the discrete elements of the former into the larger interpretive wholes, working out their play of meaning and significance† (Brooks 18). The consciousness of an ending signifies a desire to understand the meaning of the novel on both a plot level and a cosmic level. In Tzvetan Todorov s â€Å" Narrative Transformations,† Todorov advances structural narratology using works of Victor Scholovsky and Vladimir Propp to understand the meaning of a novel, its â€Å"wholeness† (qtd. from Brooks 91): Narrative operates as metaphor in its affirmation of resemblance, in that it brings into relation different actions, combines them

Blood Promise Chapter Two Free Essays

Chapter Two Going for her instead of me was bad form on the Strigoi’s part. I was the threat; he should have neutralized me first. Our positioning had put Sydney in his way, however, so he had to dispatch her before he could get to me. We will write a custom essay sample on Blood Promise Chapter Two or any similar topic only for you Order Now He grabbed her shoulder, jerking her to him. He was fast-they always were-but I was on my game tonight. A swift kick knocked him into a neighboring building’s wall and freed Sydney from his grasp. He grunted on impact and slumped to the ground, stunned and surprised. It wasn’t easy to get the drop on a Strigoi, not with their lightning-fast reflexes. Abandoning Sydney, he focused his attention on me, red eyes angry and lips curled back to show his fangs. He sprang up from his fall with that preternatural speed and lunged for me. I dodged him and attempted a punch that he dodged in return. His next blow caught me on the arm, and I stumbled, just barely keeping my balance. My stake was still clutched in my right hand, but I needed an opening to hit his chest. A smart Strigoi would have angled himself in a way that ruined the line of sight to his heart. This guy was only doing a so-so job, and if I could stay alive long enough, I’d likely get an opening. Just then, Sydney came up and hit him on the back. It wasn’t a very strong blow, but it startled him. It was my opening. I sprinted as hard as I could, throwing my full weight at him. My stake pierced his heart as we slammed against the wall. It was as simple as that. The life-or undead life or whatever-faded away from him. He stopped moving. I jerked out my stake once I was certain he was dead and watched as his body crumpled to the ground. Just like with every Strigoi I’d killed lately, I had a momentary surreal feeling. What if this had been Dimitri? I tried to imagine Dimitri’s face on this Strigoi, tried to imagine him lying before me. My heart twisted in my chest. For a split second, the image was there. Then-gone. This was just some random Strigoi. I promptly shook the disorientation off and reminded myself that I had important things to worry about here. I had to check on Sydney. Even with a human, my protective nature couldn’t help but kick in. â€Å"Are you okay?† She nodded, looking shaken but otherwise unharmed. â€Å"Nice work,† she said. She sounded as though she were forcibly trying to sound confident. â€Å"I’ve never†¦ I’ve never actually seen one of them killed†¦Ã¢â‚¬  I couldn’t imagine how she would have, but then, I didn’t get how she knew about any of this stuff in the first place. She looked like she was in shock, so I took her arm and started to lead her away. â€Å"Come on, let’s get out to where there’s more people.† Strigoi lurking near the Nightingale wasn’t that crazy of an idea, the more I thought about it. What better place to stalk Moroi than at one of their hangouts? Though, hopefully, most guardians would have enough sense to keep their charges out of alleys like this. The suggestion of departure snapped Sydney out of her daze. â€Å"What?† she exclaimed. â€Å"You’re just going to leave him too?† I threw up my hands. â€Å"What do you expect me to do? I guess I can move him behind those trash cans and then let the sun incinerate him. That’s what I usually do.† â€Å"Right. And what if someone shows up to take out the trash? Or comes out of one of these back doors?† â€Å"Well, I can hardly drag him off. Or set him on fire. A vampire barbecue would kind of attract some attention, don’t you think?† Sydney shook her head in exasperation and walked over to the body. She made a face as she looked down at the Strigoi and reached into her large leather purse. From it, she produced a small vial. With a deft motion, she sprinkled the vial’s contents over the body and then quickly stepped back. Where the drops had hit his corpse, yellow smoke began to curl away. The smoke slowly moved outward, spreading horizontally rather than vertically until it cocooned the Strigoi entirely. Then it contracted and contracted until it was nothing but a fist-size ball. In a few seconds, the smoke drifted off entirely, leaving an innocuous pile of dust behind. â€Å"You’re welcome,† said Sydney flatly, still giving me a disapproving look. â€Å"What the hell was that?† I exclaimed. â€Å"My job. Can you please call me the next time this happens?† She started to turn away. â€Å"Wait! I can’t call you-I have no idea who you are.† She glanced back at me and brushed blond hair out of her face. â€Å"Really? You’re serious, aren’t you? I thought you were all taught about us when you graduated.† â€Å"Oh, well. Funny thing†¦ I kind of, uh, didn’t graduate.† Sydney’s eyes widened. â€Å"You took down one of those†¦ things†¦ but never graduated?† I shrugged, and she remained silent for several seconds. Finally, she sighed again and said, â€Å"I guess we need to talk.† Did we ever. Meeting her had to be the strangest thing that had happened to me since coming to Russia. I wanted to know why she thought I should have been in contact with her and how she’d dissolved that Strigoi corpse. And, as we returned to the busy streets and walked toward a cafe she liked, it occurred to me that if she knew about the Moroi world, there might be a chance she also knew where Dimitri’s village was. Dimitri. There he was again, popping back into my mind. I had no clue if he really would be lurking near his hometown, but I had nothing else to go on at this point. Again, that weird feeling came over me. My mind blurred Dimitri’s face with that of the Strigoi I’d just killed: pale skin, red ringed eyes†¦ No, I sternly told myself. Don’t focus on that yet. Don’t panic. Until I faced Dimitri the Strigoi, I would gain the most strength from remembering the Dimitri I loved, with his deep brown eyes, warm hands, fierce embrace†¦ â€Å"Are you okay†¦ um, whatever your name is?† Sydney was staring at me strangely, and I realized we’d come to a halt in front of a restaurant. I didn’t know what look I wore on my face, but it must have been enough to raise even her attention. Until now, my impression as we walked had been that she wanted to speak to me as little as possible. â€Å"Yeah, yeah, fine,† I said brusquely, putting on my guardian face. â€Å"And I’m Rose. Is this the place?† It was. The restaurant was bright and cheery, albeit a far cry from the Nightingale’s opulence. We slid into a black leather-by which I mean fake plastic leather-booth, and I was delighted to see the menu had both American and Russian food. The listings were translated into English, and I nearly drooled when I saw fried chicken. I was starving after not eating at the club, and the thought of deep-fried meat was luxurious after weeks of cabbage dishes and so-called McDonald’s. A waitress arrived, and Sydney ordered in fluent Russian, whereas I just pointed at the menu. Huh. Sydney was just full of surprises. Considering her harsh attitude, I expected her to interrogate me right away, but when the waitress left, Sydney remained quiet, simply playing with her napkin and avoiding eye contact. It was so strange. She was definitely uncomfortable around me. Even with the table between us, it was like she couldn’t get far enough away. Yet her earlier outrage hadn’t been faked, and she’d been adamant about me following whatever these rules of hers were. Well, she might have been playing coy, but I had no such hesitation about busting into uncomfortable topics. In fact, it was kind of my trademark. â€Å"So, are you ready to tell me who you are and what’s going on?† Sydney looked up. Now that we were in brighter light, I could see that her eyes were brown. I also noticed that she had an interesting tattoo on her lower left cheek. The ink looked like gold, something I’d never seen before. It was an elaborate design of flowers and leaves and was only really visible when she tilted her head certain ways so that the gold caught the light. â€Å"I told you,† she said. â€Å"I’m an Alchemist.† â€Å"And I told you, I don’t know what that is. Is it some Russian word?† It didn’t sound like one. A half-smile played on her lips. â€Å"No. I take it you’ve never heard of alchemy either?† I shook my head, and she propped her chin up with her hand, eyes staring down at the table again. She swallowed, like she was bracing herself, and then a rush of words came out. â€Å"Back in the Middle Ages, there were these people who were convinced that if they found the right formula or magic, they could turn lead into gold. Unsurprisingly, they couldn’t. This didn’t stop them from pursuing all sorts of other mystical and supernatural stuff, and eventually they did find something magical.† She frowned. â€Å"Vampires.† I thought back to my Moroi history classes. The Middle Ages were when our kind really started pulling away from humans, hiding out and keeping to ourselves. That was the time when vampires truly became myth as far as the rest of the world was concerned, and even Moroi were regarded as monsters worth hunting. Sydney verified my thoughts. â€Å"And that was when the Moroi began to stay away. They had their magic, but humans were starting to outnumber them. We still do.† That almost brought a smile to her face. Moroi sometimes had trouble conceiving, whereas humans seemed to have too easy a time. â€Å"And the Moroi made a deal with the Alchemists. If the Alchemists would help Moroi and dhampirs and their societies stay secret from humans, the Moroi would give us these.† She touched the golden tattoo. â€Å"What is that?† I asked. â€Å"I mean, aside from the obvious.† She gently stroked it with her fingertips and didn’t bother hiding the sarcasm when she spoke. â€Å"My guardian angel. It’s actually gold and†-she grimaced and dropped her hand-â€Å"Moroi blood, charmed with water and earth.† â€Å"What?† My voice came out too loud, and some people in the restaurant turned to look at me. Sydney continued speaking, her tone much lower and very bitter. â€Å"I’m not thrilled about it, but it’s our ? ®reward’ for helping you guys. The water and earth bind it to our skin and give us the same traits Moroi have well, a couple of them. I almost never get sick. I’ll live a long life.† â€Å"I guess that sounds good,† I said uncertainly. â€Å"Maybe for some. We don’t have a choice. This ? ®career’ is a family thing-it gets passed down. We all have to learn about Moroi and dhampirs. We work connections among humans that let us cover up for you since we can move around more freely. We’ve got tricks and techniques to get rid of Strigoi bodies-like that potion you saw. In return, though, we want to stay apart from you as much as we can-which is why most dhampirs aren’t told about us until they graduate. And Moroi hardly ever.† She abruptly stopped. I guessed the lesson was over. My head was reeling. I had never, never considered anything like this-wait. Had I? Most of my education had emphasized the physical aspects of being a guardian: watchfulness, combat, etc. Yet every so often I’d heard vague references to those out in the human world who would help hide Moroi or get them out of weird and dangerous situations. I’d never thought much about it or heard the term Alchemist. If I had stayed in school, maybe I would have. This probably wasn’t an idea I should have suggested, but my nature couldn’t help it. â€Å"Why keep the charm to yourselves? Why not share it with the human world?† â€Å"Because there’s an extra part to its power. It stops us from speaking about your kind in a way that would endanger or expose them.† A charm that bound them from speaking†¦ that sounded suspiciously like compulsion. All Moroi could use compulsion a little, and most could put some of their magic into objects to give them certain properties. Moroi magic had changed over the years, and compulsion was regarded as an immoral thing now. I was guessing this tattoo was an old, old spell that had come down through the centuries. I replayed the rest of what Sydney had said, more questions spinning in my head. â€Å"Why†¦ why do you want to stay away from us? I mean, not that I’m looking to become BFFs or anything†¦Ã¢â‚¬  â€Å"Because it’s our duty to God to protect the rest of humanity from evil creatures of the night.† Absentmindedly, her hand went to something at her neck. It was mostly covered by her jacket, but a parting of her collar briefly revealed a golden cross. My initial reaction to that was unease, seeing as I wasn’t very religious. In fact, I was never entirely comfortable around those who were hard-core believers. Thirty seconds later, the full impact of the rest of her words sank in. â€Å"Wait a minute,† I exclaimed indignantly. â€Å"Are you talking about all of us-dhampirs and Moroi? We’re all evil creatures of the night?† Her hands dropped from the cross, and she didn’t respond. â€Å"We’re not like Strigoi!† I snapped. Her face stayed bland. â€Å"Moroi drink blood. Dhampirs are the unnatural offspring of them and humans.† No one had ever called me unnatural before, except for the time I put ketchup on a taco. But seriously, we’d been out of salsa, so what else was I supposed to do? â€Å"Moroi and dhampirs are not evil,† I told Sydney. â€Å"Not like Strigoi.† â€Å"That’s true,† she conceded. â€Å"Strigoi are more evil.† â€Å"Hey, that’s not what I-â€Å" The food arrived just then, and the fried chicken was almost enough to distract me from the outrage of being compared to a Strigoi. Mostly all it did was delay me from responding immediately to her claims, and I bit into the golden crust and nearly melted then and there. Sydney had ordered a cheeseburger and fries and nibbled her food delicately. After taking down an entire chicken leg, I was finally able to resume the argument. â€Å"We’re not like Strigoi at all. Moroi don’t kill. You have no reason to be afraid of us.† Again, I wasn’t keen on cozying up to humans. None of my kind were, not with the way humans tended to be trigger-happy and ready to experiment on anything they didn’t understand. â€Å"Any human who learns about you will inevitably learn about Strigoi,† she said. She was playing with her fries but not actually eating them. â€Å"Knowing about Strigoi might enable humans to protect themselves, though.† Why the hell was I playing devil’s advocate here? She finished toying with a fry and dropped it back on her plate. â€Å"Perhaps. But there are a lot of people who would be tempted by the thought of immortality-even at the cost of serving Strigoi in exchange for being turned into a creature from hell. You’d be surprised at how a lot of humans respond when they learn about vampires. Immortality’s a big draw-despite the evil that goes with it. A lot of humans who learn about Strigoi will try to serve them, in the hopes of eventually being turned.† â€Å"That’s insane-† I stopped. Last year, we’d discovered evidence of humans helping Strigoi. Strigoi couldn’t touch silver stakes, but humans could, and some had used those stakes to shatter Moroi wards. Had those humans been promised immortality? â€Å"And so,† said Sydney, â€Å"that’s why it’s best if we just make sure no one knows about any of you. You’re out there-all of you-and there’s nothing to be done about it. You do your thing to get rid of Strigoi, and we’ll do ours and save the rest of my kind.† I chewed on a chicken wing and restrained myself from the implied meaning that she was saving her kind from people like me, too. In some ways, what she was saying made sense. It wasn’t possible that we could always move through the world invisibly, and yes, I could admit, it was necessary for someone to dispose of Strigoi bodies. Humans working with Moroi were an ideal choice. Such humans would be able to move around the world freely, particularly if they had the kinds of contacts and connections she kept implying. I froze mid-chew, remembering my earlier thoughts when I’d first come along with Sydney. I forced myself to swallow and then took a long drink of water. â€Å"Here’s a question. Do you have contacts all over Russia?† â€Å"Unfortunately,† she said. â€Å"When Alchemists turn eighteen, we’re sent on an internship to get firsthand experience in the trade and make all sorts of connections. I would have rather stayed in Utah.† That was almost crazier than everything else she’d told me, but I didn’t push it. â€Å"What kind of connections exactly?† She shrugged. â€Å"We track the movements of a lot of Moroi and dhampirs. We also know a lot of high-ranking government officials-among humans and Moroi. If there’s been a vampire sighting among humans, we can usually find someone important who can pay someone off or whatever†¦ It all gets swept under the rug.† Track the movements of a lot of Moroi and dhampirs. Jackpot. I leaned in close and lowered my voice. Everything seemed to hinge on this moment. â€Å"I’m looking for a village†¦ a village of dhampirs out in Siberia. I don’t know its name.† Dimitri had only ever mentioned its name once, and I’d forgotten. â€Å"It’s kind of near†¦ Om?† â€Å"Omsk,† she corrected. I straightened up. â€Å"Do you know it?† She didn’t answer right away, but her eyes betrayed her. â€Å"Maybe.† â€Å"You do!† I exclaimed. â€Å"You have to tell me where it is. I have to get there.† She made a face. â€Å"Are you going to be†¦ one of those?† So Alchemists knew about blood whores. No surprise. If Sydney and her associates knew everything else about the vampire world, they’d know this too. â€Å"No,† I said haughtily. â€Å"I just have to find someone.† â€Å"Who?† â€Å"Someone.† That almost made her smile. Her brown eyes were thoughtful as she munched on another fry. She’d only taken two bites out of her cheeseburger, and it was rapidly growing cold. I kind of wanted to eat it myself on principle. â€Å"I’ll be right back,† she said abruptly. She stood up and strode across to a quiet corner of the cafe. Producing a cell phone from that magic purse of hers, she turned her back to the room and made a call. I’d polished off my chicken by then and helped myself to some of her fries since it was looking less and less like she was going to do anything with them. As I ate, I pondered the possibilities before me, wondering if finding Dimitri’s town would really be this simple. And once I was there†¦ would it be simple then? Would he be there, living in the shadows and hunting prey? And when faced with him, could I really drive my stake into his heart? That unwanted image came to me again, Dimitri with red eyes and â€Å"Rose?† I blinked. I’d totally spaced out, and Sydney was back. She slid back into her spot across from me. â€Å"So, it looks like-† She paused and looked down. â€Å"Did you eat some of my fries?† I had no clue how she knew, seeing as it was such a huge stack. I’d barely made a dent. Figuring me stealing fries would count as further evidence of being an evil creature of the night, I said glibly, â€Å"No.† She frowned a moment, considering, and then said, â€Å"I do know where this town is. I’ve been there before.† I straightened up. Holy crap. This was actually going to happen, after all these weeks of searching. Sydney would tell me where this place was, and I could go and try to close this horrible chapter in my life. â€Å"Thank you, thank you so much-â€Å" She held up a hand to silence me, and I noticed then how miserable she looked. â€Å"But I’m not going to tell you where it is.† My mouth gaped. â€Å"What?† â€Å"I’m going to take you there myself.† How to cite Blood Promise Chapter Two, Essay examples

The Oppression Of Females In Advertising Essay free essay sample

, Research Paper The Oppression of Females in Ad: Desirable behaviour is sought by people throughout the universe based on how one is brought up and the outlooks one is bombarded with on a day-to-day footing. When people begin to organize certain outlooks in life at that place get down to be formed stereotypes. It is from here that advertisement finds its most powerful arms. By concentrating on these culturally formed stereotypes they can explicitly impact people, and by feeding on these implicitly realized features of people they can besides impact behaviour. This seems comparatively harmless to the advertizer who merely wants to sell his/her merchandise, but it becomes harmful when it begins to perpetuate certain unwanted stereotypes to the point of cementing them in waxy heads. The word picture of females in advertisement perpetuates these stereotypes and robs other females of the opportunity to organize original sentiments. Using the ads presented here as illustrations, the portraiture of adult females can be broken down into several classs. We will write a custom essay sample on The Oppression Of Females In Advertising Essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page First is the thought of beauty. The majority of each ad is devoted to the beautification of adult females # 8217 ; s hair, face, and organic structure. Womans are bombarded with airbrushed, absolutely lit, invariably happy images of gorgeous theoretical accounts that portray every ideal of our society. The chief subjects are the undermentioned: make-up, aroma, chests and cleavage, and tonss of tegument. First make-up. Womans are non expected to be presentable without the aid of the latest chemical techn ique to take defects, darken eyes, lengthen ciliums, coat the lips, and take radiance. Next is the word picture of aromas. The basic constructs behind aroma ads are of sex, familiarity, alien drugs, and flight from world. By protraying the aromas as some kind of alien pheromone they seem to insinuate that one will be wholly resistless and that without the usage of aroma one could neer pull a adult male. Then there are the existent theoretical accounts. These adult females break the school miss norm that the mean adult females was brought up keeping true. The theoretical accounts reveal a overplus of flesh non accepted as norm within this society. This conflicts greatly with how much the mean female reveals. The world is that North America is non merely all white beautiful, immature, healthy, in form, good – off people running about with no attention except the Latess manner tendencies. It is clip corporations stop lavishing adult females with a desirable image that they can no n trust to achieve. If one Michigan to see the impressionability of the human head, particularly the immature 1s, it becomes scaring to believe that these blazing stereotyped word picture # 8217 ; s can be picked up in any library or apothecarys shop for anyone to read. Of class I believe that people should be allowed to explicate their ain sentiments and have freedom to read and look at whatever they choose, but I feel that the people developing these advertizements should move with a little more duty towards society and pay more attending to what they are publishing.

King Henri IV Essays - Dauphins Of France, Knights Of The Garter

King Henri IV King Henri IV was born at Pau in Bearn on December 13, 1553. Raised by his mother, Jeane d'Albret (Queen of Navarre), Henri was brought up in a remote castle in the Pyrenees. He grew up amongst the peasant children of that area and raised on a diet of bread, cheese, and garlic. As a youngster Henri was brought up in the Protestant faith, which was the opposite of his father's wishes. As result, Henri was taken to Paris on his father's orders and given a Catholic tutor. However, he stubbornly refused to attend Mass. Consequently, after the death of his father, Henri was once again instructed by a Protestant tutor. By the age of ten, Henri had already changed religions twice. Remaining in Paris, Henri attended classes at the College de Navarre. Gradually he learned to speak and write fluent Latin and Greek, and he had managed to attain some Spanish and Italian. In 1567 Henri reestablished himself in Pau, reuniting with his mother and sister Catherine. His education was continued, this time including fencing and military arts. Five years later, after an outbreak of several religious wars, the marriage between Henri and the reining king's sister, Marguerite de Valois (a Catholic), was arranged so as to bring temporary peace to France. After Henri's mother's death, the wedding took place. The two were wed on August 18, 1572 at Notre-Dame. Little did the new king know, that day would mark the prelude of a great tragedy. During the wedding, Catherine de Medici consented to the assassination of Admiral de Coligny. On August 22 he was shot at from a window but was merely injured. The Huguenots (French Protestants) were enraged. Queen Medici finally agreed that a general massacre was the only solution to terminate Admiral de Coligny. Before dawn on Sunday, August 24, 1572, the Duc de Guise's swordsmen broke into the Admirals bedroom. He was brutally skewered with a pike, then his corpse was thrown out of a window and hanged by the ankles from the public gibbet. The signal was given and the Paris mob was unleashed. The mob was totally merciless, savagely slitting the throats of all possible Protestants without the willing pity unto children and pregnant women. The Louvre was transformed into a slaughterhouse; the bodies of dead and tortured Huguenot bodies gathered along staircases and piled up against walls. Henri and his cousin Conde were spared only for the sake that they beheld royal blood within their vanes. After that, Henri was forced to change his religion for a third time. In addition, he remained prisoner at court for four years. After the death of King Charles IX, Henry of Navarre's cousin, Henri III became king. King Henry made peace with the Huguenots. After being defeated multiple times by superior Catholic armies, King Henri III turned to Henri of Navarre for help. The help of Henri of Navarre made it once again possible for Henri III to recover his lost powers. Together the pair soon controlled the entire area between the Loire and the Seine. On July 30 he besieged Paris with an army of 40,000. On the peak of this achievement, the king was stabbed by Dominican friar, Jacques Clement. Henry III died that night after ordering his followers to take an oath of allegiance to Henri of Navarre. As result, Henri by name became king of France. However, Henri was refused loyalty by most of his subjects on account that he had been excommunicated and that he was Catholic. Only a mere sixth of France supported Henri. His only source of the reconciliation of loyalty, he soon found, would to be to appeal to those who preferred peace rather than religious war. After victoring numerous accounts of battle with Catholics, Henry IV eventually managed to besiege Paris with 15000 men in May. Unfortunately, Paris remained totally Catholic. Henri then decided to starve the city into submission rather than cause war. By July Paris was pathetically hungry. Cannibalism was a common case?children could be seen chased through the streets by starving elders. People resorted to eating dead dogs (including the skin), rats, garbage, and flour made from bones (those who ate the flour died). Thirteen thousand French died of starvation. Paris did not give up. They were by far too proud to surrender to a heretic king. That September Paris was saved by the Duke of Parma who shipped food across the Sine to the city. Henri revoked as winter drew near. In the summer of 1591 Henri was reinforced

The British Inventor and Industrial Designer Sir James Dyson

The British Inventor and Industrial Designer Sir James Dyson British industrial designer, Sir James Dyson is best known as the inventor of the Dual Cyclone bagless vacuum cleaner, which works on the principle of cyclonic separation. In laymans terms, James Dyson invented a vacuum cleaner that wouldnt lose suction as it picked up dirt, for which he received a  Ã¢â‚¬â€¹U.S. patent  in 1986 (U.S. Patent 4,593,429). James Dyson is also well known for his manufacturing company Dyson, which he founded after failing to sell his vacuum cleaner invention to the major manufacturers of vacuum cleaners. James Dysons company now outsells most of his competition. James Dysons Early Products The bagless vacuum cleaner was not Dysons first invention. In 1970, while he was still a student at Londons Royal College of Art, James Dyson co-invented the Sea Truck, with sales amounting to 500 million. The Sea Truck was a flat-hulled, high-speed watercraft that could land without a harbor or jetty. Dyson also produced: the Ballbarrow, a modified wheelbarrow with a ball replacing the wheel, the Trolleyball (also with a ball) which was a trolley that launched boats, and the land seafaring capable Wheelboat. Inventing Cyclonic Separation In the late 1970s, James Dyson began inventing cyclonic separation to create a vacuum cleaner that would not lose suction as it cleaned, inspired by his Hoover brand vacuum cleaner that kept clogging and losing suction as it cleaned. Adapting technology from the air filter in his Ballbarrow factorys spray-finishing room, and supported by his wifes art teacher salary, Dyson made 5172 prototypes to perfect his bright pink G-Force cleaner in 1983, that was first sold by catalog in Japan. (see additional images for photo) Say Goodbye to the Bag James Dyson was unable to  sell his new bagless vacuum cleaner design to an outside manufacturer or find a UK distributor as he originally intended, in part because nobody wanted to rock the huge market for replacement cleaner bags. Dyson manufactured and distributed his own product and a brilliant television advertising campaign (Say Goodbye to the Bag) that emphasized the end to replacement bags sold Dyson vacuum cleaners to consumers and sales grew. Patent Infringement However, success often leads to copycats. Other vacuum cleaner manufacturers began to market their own version of a bagless vacuum cleaner. James Dyson had to sue Hoover UK for patent infringement winning $5 million in damages. James Dysons Latest Inventions In 2005, James Dyson adapted the wheel ball technology from his Ballbarrow into a vacuum cleaner and invented the Dyson Ball. In 2006, Dyson launched the Dyson Airblade, a fast hand dryer for public bathrooms. Dysons most recent invention is a fan without external blades, the Air Multiplier. Dyson first introduced Air Multiplier technology in October 2009 offering the first real innovation in fans in more than 125 years. Dyson’s patented technology replaces fast-spinning blades and awkward grilles with loop amplifiers. Personal Life Sir James Dyson was born on May 2, 1947, in Cromer, Norfolk, England. He was one of three children, whose father was Alec Dyson. James Dyson attended Greshams School in Holt, Norfolk, from 1956 to 1965. He attended the Byam Shaw School of Art from 1965 to 1966. He attended the Royal College of Art in London from 1966 to 1970 and studied furniture and interior design. He went on to study engineering. In 1968, Dyson married Deirdre Hindmarsh, an art teacher. The couple has three children: Emily, Jacob, and Sam. In 1997, James Dyson was awarded the Prince Phillip Designers Prize. In 2000, he received the Lord Lloyd of Kilgerran Award. In 2005, he was elected as a Fellow at The Royal Academy of Engineering. He was appointed a Knight Bachelor in the New Years Honours December 2006. In 2002, Dyson set up the James Dyson Foundation to support design and engineering education among young people. Quotes I just want things to work properly.A lot of people give up when the world seems to be against them, but thats the point when you should push a little harder. I use the analogy of running a race. It seems as though you can’t carry on, but if you just get through the pain barrier, youll see the end and be okay. Often, just around the corner is where the solution will happen.

Rivington Hospital Laundry Department Essay Example | Topics and Well Written Essays - 1500 words

Rivington Hospital Laundry Department - Essay Example The existing budget is more than enough to demoralize her. This budget may cause some serious changes in the apparent behaviour of the laundry supervisor as she is not happy and satisfied with the way she has been held responsible for every cost of the laundry department. Different kinds of behaviours can be displayed by the laundry supervisor, the details of some of them are provided below: Quality Compromise The biggest change in the behaviour of the laundry supervisor would be shown in terms of the quality that she provides. After this performance report, her aim and objective would be to cut the cost and meet the targets specified in the budgets, and in doing so, if the quality of laundry service is compromised, she would not focus on it too much. After all, the administrators are more concerned with meeting the budgets, in this way the overall quality of the department may likely be hampered by such move of the administrators. Restricting the Activity Level Since the major cause of adverse variances in the existing budget is the increase in the activity level due to which more laundry services were provided and as a result the level of costs also increased in every manner, including the excessive cost of hiring an additional worker, therefore, the laundry supervisor would try to restrict the activity level to the budget level and may not provide the laundry services to the additional activity level so that the budgeted activity level should not be crossed. In this way, the excessive cost can be reduced which occurred as a result on increasing the actual activity level. This move would surely decrease the overall activity level of the hospital but result in meeting the budgeted costs. Falsification and Misrepresentation The laundry supervisor may also use some negative tactics in order to provide a better picture to the administration by reporting the falsified and misrepresented figures of the activities of the laundry department so that budgets can be ful filled accordingly. This step would cause the likelihood of frauds in the hospital. On a concluding note, if the administration is quite keen in getting the budgets fulfilled by the laundry department, it would have to include the laundry supervisor in budget setting activity so that a unanimous budget can be established which would surely be challenging but at the same time achievable to the laundry supervisor. b) Criterion for Variance Investigation The investigation of variance is undoubtedly an important objective of the organization such that the organization is more interested to find out the root cause of such variances. The variances may be either favorable or adverse in nature. The organization should focus on investigating both types of variances because generally the favorable variances are considered as good and they are not investigated but they have serious negative implications behind them. Managers normally try variances to be more favorable because in this way their performance would be marked high and they would be appraised on a better note. But on the other side of the picture, the favorable variances are pulled out deliberately by those managers such as hiring the low-skilled workers or even unskilled workers and purchasing the poor quality raw material etc. In this way, the favorable variances leave negative impacts and harm the overall organizational goals. The overall criteria to examine the variances should be based on the nature and

Gender, sexuality, and race are less biological facts than the outcome Essay

Gender, sexuality, and race are less biological facts than the outcome of contextually-specific discourses and discursive practices. Explain with reference to no more than two aspects of identity - Essay Example al., 1998). Gender discrimination also implies that the people of opposite sex, generally the female section of the society, are more often discriminated as compared to their male counterparts. However, feminists have argued with lieu to the modern phenomenon that professional potentialities and abilities do not differ within the modern society among the two genders. It is rather that gender based or racial discrimination existing in the society restricts them to become at par with the male members that has been affecting communities in their healthy developments (Mottier, 1999). Racism has been a common phenomenon since the past generations, wherein people of different nations have been experiencing the harmful impacts of racial discrimination, especially in their workplaces (Caluya, 2013; Books, 1992). Emphasising these facts, the essay aims at elaborating on the trends of gender, sex and race discriminations prevailing in the society in context to individuals’ identity rela ted aspects. Gender inequality/discrimination has emerged as one of the major issues in this society, which has commonly targeted the female section of the society. Discrimination between the two genders has been prevailing since the early generations affecting a particular section of the society (Alsop et. al., 1998). However, due to the continuous modernization of the society, gender/sexual discrimination has reduced to a certain extent, although such trends are still prevalent in some societies (Weeks, n.d.). According to the past studies, the root cause triggering such discrimination has been related to people having limited concern regarding the biological differences, but emphasise more on the arbitrary dissimilarities between the two genders, considering the outcome as a discursive practice. Undoubtedly, gender inequality/discrimination imposes strong negative impacts on the society, as females are often not considered equal to that of their male counterparts and

Final-44 Essay Example | Topics and Well Written Essays - 250 words

Final-44 - Essay Example the annexation of Texas took place in 1845 when the white settlers fought for freedom from Mexico and petitioned the newly formed Republic of Texas for the Union for statehood. Then the western border between the US and the Canada was agreed to be situated at 49o of north latitude. Later, US won the Mexican war in 1848 and thereby conquered California and New Mexico through the Guadalupe Hidalgo Treaty. Afterwards, by the Gadsden Purchase, the southern Arizona was taken in 1853 from Mexico1. Thus, by the 1853 agreement, the US achieved the Manifest Destiny that constitutes the contiguous states. Annexing Texas was so important that the Manifest Destiny could have ended without it. Texas was neither part of US nor an independent state since 1836 as Mexico did not affirm Texas’s independence and also, they threatened America of war in case of providing any assistance to Texas. Thus, Texas had to acquire help from other countries in order to pay for their military expenses. Subsequently, Texas signed treaties with France, Belgium and Holland in 1839 and 1840. Moreover, the Great Britain was also looking forward to Texas so as to control or acquire the United States. Hence, the US annexed Texas so that the foreign powers can be inhibited from harming America. Annexation of Texas led to the war with Mexico that further brought additional territory under US control2 as discussed above. Americans settled the great western frontier after crossing the Mississippi River. A massive westward movement evolved after the discovery of gold in California. The annexation of the southw est territories played a significant role in the expansion of US without which the Manifest Destiny was unachievable since this annexation resulted in to an inchoate union of the conflict territories in to a successful democracy stretching throughout a continent full of fertile land, natural resources and

Hrm approaches in different work systems

Hrm approaches in different work systems HRM Approaches in different Work systems: A comparison between manufacturing plant and call centre of high street bank Ting Wang As Peter Boxall and John Purcell (2008) mentioned in literature, work system refers to â€Å"choices about what work needs to be done, about who will do it, and about where and how they will do it†. Each work system contains its features to interact with operation choices as well as HR management. This paper mainly focus on the relationship between work systems and strategies of HR, especially in comparing 2 different types of work systems and their corresponding approaches to HR. I will explain this in the main 2 parts follow a 3-step-way: environment analysis, work system and HR approaches. Approaches to in manufacturing plant Assume there is a new, high technology and capital intensive manufacturing plant in York. Since the plant is a new entrant in the industry, its aim is basically cost control and expending market share. The capital intensive, high technology feature and cost control demand determine the plant has to limit the number of employees and enhance their abilities and efficiency in work. As we can see, the plant is a typical model of manufacturing firms. Manufacturing industry initially employed low paid labors to accomplish simply, repeated work and without a basic knowledge requirement. It was argued by Watson (1986) that workers were machines using motor not mental skills. As the technology developed rapidly these years in manufacturing industry, machines can mostly take over the jobs done by labors and push the employees to another level called â€Å"high involvement† (Lawler, 1986), and other similar approaches as â€Å"high commitment† (Arthur, 1992), â€Å"high performance† (Huselid, 1995) or â€Å"sophisticated† (Koch and McGrath, 1996). James, Chester and Robert (2002) concluded former literatures and described high involvement work systems (HIWSs) being utilized by provide employees skills, information, motivation, and latitude to gain the work forces competitiveness. The high involvement approaches was discussed by Vandenberg, Richardson and Eastman (1999) based on Lawler (1986) high-involvement work processes, which contains 4 factors as â€Å"PIRK† model. In â€Å"PIRK† model â€Å"P† stands for power, â€Å"I† means information, â€Å"R† refers to reward and â€Å"K† is defined as knowledge. By this means, a set of HR approaches can be generated through enhance each variable of â€Å"PIRK† to achieve final outcomes. For instance, training opportunities can be used as a HR approach to enhance employees knowledge and directly improve their abilities to solve problems. This is a direct way of using the model as Batt (2002) mentioned in his work, and the indirect way influence employees motivation and satisfaction to make them feel comfort and safe at work. In general, the HR approaches can be used in a manufacturing plant includes the following key practices: 1. Teamworking. As we mentioned before, the plant is highly concentrated on making use of technology and capital resources, teamworking is a chance for employees to get involved in important events in the plant. It can affect workers in organizational commitment, work satisfaction as well as knowledge improvement. 2. Advanced training. The plant has needs on innovation and product design to compete in the market as a new comer, therefore the training has to be of some technical level which is firm-related and more difficult than general training. Advanced training can better helps employees to gain information and knowledge, and reduce the chance of turnover. 3. Incentive practices. In a newly plant, if there is extra budget can be used on rewards, there should have some incentive practices. Not only this method can motivate employees to devote more, but also it can enhance their responsibilities to the plant, if the rewards are actually shares of the plant. There are much more approaches can be used in this plant to improve performance, however, the effectiveness still becomes an uncertain question, since there is no measurements to evaluate the whole process. Approaches to call centre for a high street bank In comparison, we imagine there is a call centre to be established for a high street bank. Bank industry is more of service-oriented, call centre in a high street bank is not expected to bring about profit directly. The employees responsibilities are to solve problems that already happened in the past or expected to be happened in the future. They give the answers from a wide-ranging question bank which contains the frequent asked questions and edgy questions. All of them attached answers below so that the operators on the phone can answer different questions with in a short time. Besides the answers, operators from the call centre also needs to be use properly words, expressions, tunes, and strictly follow a standardized formula to do the whole telephone communications. The features of call centre determined the employees they wanted are more general background, better in communication just like a good listener with excellent understanding and ability of oral expression. Service market is more labor intensive compared to manufacturing industry, and call centre can be categorized into the â€Å"Tightly Constrained† work systems, according to Herzenberg (1998)s typology of work systems. Herzenberg describe this type of service as â€Å"high volume, low cost, standardised quality, tight task supervision, low to moderate formal education of workers, and limited training†. Boxall (2003) followed Herzenbergs work and defined 3 types of competition and work organization in private sector services. Based on his definition, call centre belongs to â€Å"Massive service firms† which related to a mix of mass markets and higher value-added segments. There are significant differences in HR strategies between a high-tech manufacturing plant and a high street call centre. Though Boxall (2003) pointed out that firms aim for high-valued segments in services are more likely to use HIWSs approach in HRM, a call centre still can not fit the HIWSs very well. One of the reasons as I mentioned before is that call centre â€Å"is not expected to bring about profit directly†. In this case, even if using HIWSs to improve service quality and enhance employees happiness index can be worked out, that wont generate extra profit for the bank. Customers may choose another bank since they discover their current bank really disappointed because of a poor quality telephone service, but they are less likely to choose a bank just based on its perfectly high level of telephone service. After examined the features and work system of call centre, a figure (Figure 1) will be given out to illustrate the properly approach of HRM which is suggested to be adopted by a call centre manager. The figure contains both the approaches and requirements. Left side stands out the key approaches of HR which match the middle and right features of employees. Key HR approaches Employee competency Employee commitment General training; Communications; Performance appraisal; Standardized behavior; Communication skills Stress level; Work balance; Figure 1: Approaches used in call centre The HR approaches are used to enhance either employee competency or commitment to achieve further outcomes. They looks much simpler compared with manufacturing plant, that is because the two firms have different features and outcomes. Conclusion It is obviously that a manufacturing plant adopts different HR approaches compared with a call centre. The reasons are various and hard to distinguished, since there are so many factors inside or outside the firms and interact with each other all the time. However, there are three main reasons affect the HR management within different work systems. First one is production factor. Whether the firm is capital intensive or labor intensive determines the scale and cost of employees as the former tends to hire fewer employees with high requirement and the latter tends to keep adequate employees with general knowledge backgrounds. The second factor is product differentiation. An industry which requires highly differentiation product the information and knowledge is needed all the time therefore the HR approach in training is intensive and specialized so that the worker can apply it to work and enhance performance. By contrast, a call centre offers almost the same service to different custo mers; therefore the training approach is more basic and contains rules, regulations to achieve consistency and homogeneity. The third factor is profitability. Profitability differs in specific types of positions; a research department manager in manufacturing plant usually generates more profits than a telephone operator in call centre. In that case the manager will gain job satisfaction through rewards and involvement in business decision making, whereas the telephone operator may feels less satisfied in work and has turnover intention. The reason is simply because firms need to keep profitable employees stable and ignore or pay less attention on the common employees without competitive advantage. The 3 factors reflects how the work system and HR aims combined together to affect HR approaches. These approaches, however, meet a major challenge of measures. Previous literatures like Arthur (1992, 1994), Huselid (1995), James, Chester and Robert (2002) did empirical work on measures to evaluate effectiveness of HR approaches. James, Chester and Robert (2002) state the relationship between a differentiation-oriented competitive strategy and its performance is positive. Whether all these approaches and measurements can be trusted in the bounds of good sense or practicality is a big issue we should focus on the future.

Mobilize Leaders to Accelerate Results :: essays research papers

Mobilize Leaders to Accelerate Results http://www.iveybusinessjournal.com/view_article.asp?intArticle_ID=538   Ã‚  Ã‚  Ã‚  Ã‚  In this article coauthors, Brian Brittain, John Swain and Janice Simpson outline three tactics that have succeeded in unleashing productive energy and accelerating business results for organizations that have used them in a conscious and disciplined manner. Moreover, the ideas discussed in the writing are heavily related to the concepts confered by Chapter 12 in the textbook referring to strategic leadership. Specifically, Figure 12.4 shows a diagram of an exercise for gaining effective leadership. The author's ideology for their 3 common practices of strategic tactics known as; Beyond the cascade, Live the Story, and Implement a Sustaining Leadership Strategy are easily reflected by the materials are similar to the 3 directions of the exercise.   Ã‚  Ã‚  Ã‚  Ã‚  In the fast-changing global workplace, there is no longer one organizational structure that can be used universally to increase organizational performance. Change is the only constant in today's global, knowledge-based economy. Leaders need skills necessary to think and act strategically in translating mission into objectives, developing plans and programs to accomplish objectives, and to implement plans and programs. Each organization, department, and division must define the best systems and structures for its specific vision, mission, strategies, and competencies. The leader must get input and support from the experts who are busy doing the work of the organization and create alignment with customers and stakeholders. The International manager/executive as well as public sector executives and manager should create a road map to build organizational systems that are dynamic, flexible, and outcome focused that are successful in creating high performance. Some pra ctical results I found to be important include:   Ã‚  Ã‚  Ã‚  Ã‚  1) Link organizational competencies to outcomes and results defined in your   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  strategic plan.