Night Essay Example for Free

Night Essay Elie Wiesel’s Night is a novel about himself and his family and their time in Auschwitz. This book describes the most gruesome event in human history, the Holocaust. It also describes the psychological effect that the Holocaust had on the young people and adults who survived the horrible event. In the interview with Bob Costas Elie describes some of the aspects of Judaism. The main setting of this book is in Auschwitz, a concentration camp in the Holocaust and is from Elie’s point of view. This book has a sad tone to it and this book has many different conflicts. First off, Elie Wiesel’s novel Night is Elie describing his time in the biggest concentration camp in the Holocaust, Auschwitz. The purpose of writing this novel in my opinion was to inform people of what actually happened in these concentration camps on a first-hand account. Secondly, many historical and psychological events were present in the book. An example of this is the descriptions of Auschwitz by Elie Wiesel. Elie also describes the crematories and gas chambers that were used to exterminate the Jewish people in Europe. Some psychological aspects of the Holocaust are that many kids knew that their parents were dead and had to go on with their lives. Also, During Elie’s interview with Bob Costas, he describes how his community was mainly Jewish and how the shops in the town were closed on Saturday and on Saturday and on the Sabbath people changed and became sacred. Lastly, the novel Night has two main settings. It takes place in a small town in Transylvania called Sighet. Also it takes place in Auschwitz, the largest concentration camp in the Holocaust. This book is told from the point of view of Elie. The tone of this book is a distraught tone. There were many conflicts in Night there was Man vs. Man with Jews against the Nazi regime. There was Man vs. self when the Jews had to tell themselves that they would make it through the Holocaust and survive. Lastly there was Man vs. nature when the Jews were running around in the night for 40+ miles. In conclusion, I really enjoyed reading Night because it gave me a better understanding of the Holocaust and what it felt like to be in a concentration camp. Night is an interpretation of the Holocaust from the perspective of a young boy named Elie Wiesel. The Holocaust is a tragedy not only of Jews but of all mankind because it deals with the question of human freedom and equality. It touches people ‘s souls because it is not just a narration about the Holocaust and its victims it is the author ‘s real memories with all the emotions and feelings . It is hard to refer this book to the memoir genre because the truth in it is combined with the invention it is a literary work not a documentary one. Nevertheless, we can see that under the main character, Eliezer, is hidden the author himself. After the occupation of Hungary by the Nazis , Eliezer and his father are separated from the mother and sisters and their terrible journey to the concentration camp of Auschwitz starts . They are exhausted , hungry and practically cannot move but it is only the beginning . One of the most terrible Eliezer ‘s memories is the picture of the hanging of fellow prisoners in the middle of the camp . Another terrible episode is a dreadful , slow death of a young boy , who was accused in collaborating with the Nazis ‘ enemies . Elie asks â€Å"Where is God ? Where is He? † This shows how the Holocaust affected Elie’s faith in God. http://essaytree. com/english-literature/criticism-over-night-by-elie-wiesel/ Elie Wiesel was born in the small town of Sighet in Transylvania, where people of different languages and religions have lived side by side for centuries, sometimes peacefully, sometimes in bitter conflict. The region was long claimed by both Hungary and Romania. In the 20th century, it changed hands repeatedly, a hostage to the fortunes of war. Elie Wiesel grew up in the close-knit Jewish community of Sighet. While the family spoke Yiddish at home, they read newspapers and conducted their grocery business in German, Hungarian or Romanian as the occasion demanded. Ukrainian, Russian and other languages were also widely spoken in the town. Elie began religious studies in classical Hebrew almost as soon as he could speak. The young boys life centered entirely on his religious studies. He loved the mystical tradition and folk tales of the Hassidic sect of Judaism, to which his mothers family belonged. His father, though religious, encouraged the boy to study the modern Hebrew language and concentrate on his secular studies. The first years of World War II left Sighet relatively untouched. Although the village changed hands from Romania to Hungary, the Wiesel family believed they were safe from the persecutions suffered by Jews in Germany and Poland. The secure world of Wiesels childhood ended abruptly with the arrival of the Nazis in Sighet in 1944. The Jewish inhabitants of the village were deported en masse to concentration camps in Poland. The 15-year-old boy was separated from his mother and sister immediately on arrival in Auschwitz. He never saw them again. He managed to remain with his father for the next year as they were worked almost to death, starved, beaten, and shuttled from camp to camp on foot, or in open cattle cars, in driving snow, without food, proper shoes, or clothing. In the last months of the war, Wiesels father succumbed to dysentery, starvation, exhaustion and exposure.

Banning the use of cell phones Essay Example for Free

Banning the use of cell phones Essay TITLE: Why banning the use of cell phones while driving should be mandatory nationwide. 1a.General purpose: To highlight the mis-use of hand-held cell phones whilst driving. 1b.Specific purpose: To reduce road fatalities; by persuading the Government of St.Vincent and the Grenadines to implement a law banning motorists from using cell phones on all roads (major and minor roads) in non-emergencies cases. 1c.Central Idea: Using a cell phone can distract motorists, leading them to taking their eyes off the road or to lose their concentration whilst driving which involves teens. Main Points: mis-use of hand-held cell phones road fatalities mandatory intervention Summarize the Key Points of Introduction 1. Cell phones can be useful in many situations. However they are now being mis-used in non-emergencies cases such as making or receiving regular standard calls, texting and being on others social network sites whilst driving. 2. Road fatalities have increased resulting from poor driving by motorists especially teens whilst they are on their cell phones. Many motorist, pedestrians and animals have been killed or seriously injured due motorist distractions. 3. The Government should implement a law banning motorist from using cell phones on all roads (major and minor roads) throughout St Vincent and the Grenadines as a means of reducing road fatalities Conclusion Cell phones have been around for over 30years and are now accessible to a range of people; they can be a valuable communication device. However, when used inappropriately, this can lead to road collisions and fatality. References * In 2006, Liberty Mutual Insurance Group Http//:ven.wikipedia .org/wiki/texting- while-driving In 2006 article American Automobile Association International Telecommunication Union (NTSB) Why banning the use of cell phones while driving should be mandatory nationwide. I will be highlighting why banning the use of a cell phones whilst driving should be mandatory throughout St Vincent and the Grenadines. I will be focusing on situations where the cell phone is being used for non- emergencies when driving. Cellular phones were first introduced into civilian life and the market place around the mid- 1980s. Before this period it was used mainly in the military and in some businesses. Over the years, there has been dramatic growth in the use cell phones. Today cell phones are available to everyone around the world regardless of their age or status. The indiscriminate use of hand held cell phones by persons while driving has resulted in many fatal accidents in recent years and as such is a compelling reason for Parliament to enact legislated to address this precautious situation by banning the use of cell phones while driving in St.Vincent and the Grenadines. It well established that in attentive caused by some forms of distraction is the most common cause of vehicle accidents, engaging in a conversation on a cell phone while driving is a serious distraction in the sense that people lose focus being so imbibed in the conversation that they become totally loss to the surrounding activities. It may be arguable that accidents caused by cell phone use are far less than those caused by other forms of distractions but that is not important in considering whether a total ban should be placed on the use of cell phone while driving. What is of utmost importance is the safety o the general public; it is not of prime necessity to use a cell phone while driving. A driver may be better advised to pull over at the side of road, stop and use his or her cell phone whether be in to dial a number or to receive an incoming call or text messages which is becoming more popular in today technology world. According to Liberty Mutual Insurance Group 2006 conducted a survey of more than 90 teen from twenty six high schools across United States. The result showed that 37% of students considering texting to be  Ã¢â‚¬Å"very† or â€Å"extremely† distracting. A study by the America Automobile Association discovered that 46% of teens admitted to being distracted behind the wheel because of texting. This distracting is alarming The risk of crashing while texting because reading or sending a text diverts the drivers eyes from the road for an average of 4.6 seconds—the same as driving the length of a football field, blind, at 55 mph. The International Telecommunication Union states that â€Å"texting, making calls, and other interaction with in-vehicle information and communication systems while driving is a serious source of driver distraction and increases the risk of traffic accidents increases by 23 times. While celebrities such as Oprah Winfrey have campaigned against texting while driving, there are reports that the message has not been getting through to teenagers. Perhaps the force and might of government authority might be able to get through to them. The practice has been viewed by many people and authorities as dangerous. It has also been ruled as the cause of some motor -vehicle accidents, and in some places has been outlawed or restricted. Is there any reason why my country St. Vincent and the Grenadines cannot emulate such a restriction? Cell phones have become a valuable devise for communicating with others. However, there are situations where it can be said that they are being misused. This would include texting whilst driving, receiving or sending calls and accessing face-book/Twitter and instant messaging on whatever social networks. I will make mention of how texting, using face book and using twitter could endanger the life of the driver, animals, passengers and/or other motorist and pedestrians on the road. (Road collisions and fatality). It is so sad that one’s life have to end just like that or turn into a vegetable because of someone else careless mistake and their future dreams are scattered. The use of cell phone while driving should not be allowed to continue unabsorbed in any civilized society where human life is valued at the highest. Laws should not only be enacted but they must be enforced and the punishment shall be such as to deter would be offenders. Therefore they must not only penalties but penalties should be rather serious and fitting the  offence of using a cell phone while driving. Cell phones have been around for over approximately 30years and are now accessible to a range of people; they can be a valuable communication device. However, when used inappropriately, this can lead to road collisions and fatality.

HRM in the London Olympic games

HRM in the London Olympic games The London 2012 Games is organized by two main bodies The London Organizing Committee of the Olympic Games (LOCOG) and the Olympic Delivery Authority (ODA). The Olympic Delivery Authority is funded by government and authority to develop and build new venues and infrastructures for Olympic Games and long term after 2012. LOCOG is funded by private sector which is responsible for preparing and performing 2012 Games. In this report examines different types of HR issues in ODA and LOCOG. Here discuss about the traditional view of personal management and new approach of Human Resources Management and discuss the effectiveness of principles and procedures for monitoring employees. This report thoroughly examined how LOCOG, a privately funded body and ODA as a public body, handle certain HR issues comparative to the best practice. Background The LOCOG (London Organizing Committee of the Olympic Games) is funded by private sector. It is responsible for performing the games. They are planning to employ around 100,000 people on the Games with 3,000 staff, 70,000 volunteers and many of contractors by 2012 Opening Ceremony. It is mainly responsible for performing Memorable Games in 2012. And it is also responsible for recruiting, selecting and training staff and volunteers and supervision of the four year Cultural Olympiad leading up to the Games. The Olympic Delivery Authority (ODA) is funded by government and it is mainly responsible to build and develop locations and infrastructure for the Olympic Games and using for long-term. Currently more than 10,000 workers work in Olympic park and Athletes village. The employees of the ODA cover a wide area of skills such as planning and project management, transport management and community liaison. CLM Consortium is the Delivery partner of the Olympic Delivery Authority. It is owned by CH2M Hill, Laing ORourke and Mace. CLM Consortium is working on behalf of the ODA by managing programmes of the constructing of places and infrastructures for 2012 Games. Mainly it performs project management for the ODA. Tasks 1.1 Because of the competitive environment in the open economy, Human Resource Management has become the most important factor for the efficiency of organization. Human Resources management arise from the Personal management. The difference between personal management and HR management can be discussed as theoretical. Personnel Management has more administrative environment background. Personal Management deal with Payroll, comply with law of employment, supervise related administration tasks. But Human resource management is managing workforce in the organization to achieve main objectives of the organization. When recognised the difference between the Human Resource Management and the personal Management, HRM can describe broadly in scope than Personal Management. Human Resource Management is supposed to incorporate and develop the personal Management, while focusing on creation and development of team works to achieve organizational goals. The personal management uses a unitary method while HRM uses Pluralist method. The Personnel Management deals with the selection, recruitment, job description and work load of the employees. When notice the relationship between employees and the management, can recognize Personnel Management involve for monitoring, supervising and controlling while HRM focus on nurturing and facilitating with relationship. 1.2 The role of the HR director of ODA must parallel with the changing needs of ODA. ODA is more adaptive, strong, easy change with trend and customer-oriented. The Olympic Delivery Authority (ODA) is the government body which is building places and infrastructures for the Games. As the Human Resource Director of ODA, HR Director needs to guide and manage the human resource services, policies and procedures and programmes for the whole organization. The key areas have to be directed by the HR director can discuss as follows. Recruiting new staff for the ODA Performance management and improvement systems Growth of the organization Employment and obedience with regulatory bodies Training and Development Documentation Development of Policies Facilitation of company-wide committee Administration of compensation and benefits Employee safety, Health and welfare The Human Resources Director initiates HR Practices which provide high performance culture, quality, efficiency and Values, achievement of goals and the recruitment and continuing development of a greater workforce in The Olympic Delivery Authority (ODA). The HR director directs implementation of services, policies and programmes over his staff. HR Director has to report to the CEO of Olympic Delivery Authority (ODA) and assists and instructs the company managers regarding Human Resource issues in the Olympic Delivery Authority (ODA). 1.3 Responsibility for Human Resource Functions rests with every manager in an organization (Weather et al, 1985; Weather and Davis, 1989). HRM is a responsibility of every manager in an organization. Even when a Human Resource department is created within the organization, a dual responsibility exists among operating managers and human resource experts. Individual managers involve in planning, selection, orientation, training, development, compensation and other personnel activities. Line managers find implementation of HR Practices at the operative level difficult and show lack of enthusiasm with their responsibilities. Though, line managers have become accountable for the implementation of HRM and therefore, their performance is serious for effectiveness of HRM of the Olympic Delivery Authority. The Line managers are highly skilled people. Now they are involving with needs of employees which create the better working environment in the organization. They have capabilities to support to the employees with many challenging circumstances they have to go through, as an example if an employee couldnt meet his targets at that time line manager would have regular intervals to decide what they have to do and fix a new target to achieve. Front line manager have to set clear prospects with his employees in terms of what they have to be delivered and how they are going to be delivered estimated products. Then front line manager has to be involved with leading the performance appraisals and approved personal development plans. After agreeing with personnel development plans, line managers must observe the weaknesses of their subordinates and identify the way of bridging the gap via training. The line managers should be able to identify the range of learning and development involvements which existing to them. The Line managers also responsible for effective provision of coaching and guidance and increase the satisfaction of employees, motivation and employees commitment, if the front line manager wants to be a really effective line manager; he has to identify his responsibility as a sponsor of his employees learning and development. 2.1 Human Resource Planning (HRP) is the process of determining future employee needs and deciding steps or strategies to achieve those needs for the purpose of accomplishing organizational goals and objectives. The institute of personnel management (UK currently known as Chartered Institute of Personnel Development) has defined HRP as HRP is a process which more systematic and continuous to analyze and organize the necessities of the human resource that need to be changed conditions and developed rules and regulations suitable for long term effectiveness of the organization. Because of HR costs and forecasts both affected by long term cooperate plans, HRP is an important part of cooperate planning and budgeting procedures. (Armstrong, 1992, p. 289) Information required in HRP process are information regarding future demand for HR and information regarding future HR supply. Information regarding future HR demand is; Olympic Delivery Authority (ODA) is considering about talented, enthusiastic and dedicated employees work within a greater range of job roles. Therefore, there is a high demand for skilled and unskilled people for those from the five London boroughs nearest the Olympic Park. The Olympic Delivery Authority (ODA) is accountable for building and developing places and infrastructures Olympic Games and use after 2012. Therefore, their strategic plan also decides future HR need for this project. Expected number of retirement, resignations, deaths and terminations from this project. Information regarding external factors such as economic, social and political forces prevailing in London. ODA has developed a strategy to outline how it will create new jobs. Information regarding HR supply is; Information of current HR in ODA There are more job opportunities to support for building of Olympic Park. The Olympic Delivery Authority (ODA) has Varity of job opportunities in Professional, Admin, Management, Technical, Information Technology and trades/operation level available in the Olympic Park. II Information required for possible replacements. The Olympic Delivery Authoritys Jobs Skills Stocks has obtained thousands of people for different types of jobs in Olympic Park. The aim of the ODA is offering more jobs up to 7% of the on-site labor force in construction for people who are unemployed previously. There are five steps involved in HRP process. Forecast future demand for HR. ODA has forecasted that the three major Stratford-based projects alone the Olympic Park, Olympic Village and Stratford City development will create around 30,000 jobs over the course of the construction period. Estimate future HR supply of ODA It can be anticipated by observing building and construction industry. Compare forecasted demand with estimated supply. Decide strategies to be taken to bridge the gap between future HR supply and demand. Assess the HRP effort of ODA. 2.2 Structured process for recruitment in LOCOG The London 2012 Organizing Committee (LOCOG) is planning to employ around 100,000 people on the Games with 3,000 staff, 70,000 volunteers and many of contractors by 2012 Opening Ceremony. As the biggest post-war campaign in the UK, LOCOG is waiting for self-motivated, talented and dedicated people who represent the diversity of London and UK to spread on greater range of volunteer roles. A person who selected to volunteer at the event will be known as Games Maker. LOCOG recruit employees in various ways. They allow applying apprentices, people with disabilities, school leavers and via a LOCOG technology internship program. Structure for Recruitment Process in ODA The Olympic Delivery Authority is planning to provide job opportunities for more than 10,000 people in a hard time for construction Industry while seeking to meet commitments to safety, employing, training and developing local people and trainees. A Job agent service, in cooperation with five Host Boroughs and Job Centre plus which match the job opportunities in Olympic Park with candidates who are living local areas and elsewhere in the UK, The National Skills Academy for Construction is funded by The Skills Funding Agency and the London Development Agency. This organizes training programmes within range of suppliers which is including Thames House Training Centre other than a Plant Training Centre for people to grow their skills that need to be success on the Olympic Park and endure their career development while they are working. A guarantee to another 250 traineeships to be created in the Olympic Park and Athletes Village including the specific necessities to take on trainees in future contracts. The Olympic Delivery Authority (ODA) collects and publishes figures on the Olympic Park workforce which is collect through the enrolment process to ensure transparency regarding the workforce. The workers in Olympic Park and Village have to be spent at least five days over the period of measurement applied. They are counting local workers only in the Olympic Park and Village who are giving permanent address in one of the five Host Boroughs. Before a person categorized as a resident there The Olympic Delivery Authority (ODA) doesnt have a minimum time period for the residency. Many of public authorities such as Her Majestys Revenue and Customs, Local Taxation and Valuation using this agreement, London 2012 is a Game for everyone, so they encourage to employment opportunities regardless of their age, gender, ethnicity, sexual orientation, faith or disability. Recruitment methods that can be used Simple word of mouth Job posting and bidding Skill inventories and management inventories Intranet Succession plan Employee referral (internal and external) Walk ins and write ins Educational institutes Employment agencies Professional institutes Advertising 2.3 Interview as a selection technique Selection interview is a face to face, oral and observational evaluation method of appraising an applicants acceptability with regard to a certain job. The interview creates on in-depth conversation between a prospective employer and an applicant for the purpose of deciding whether the applicant is the most appropriate person to fill the vacancy being considered. Interviewing has some distinct advantages over other alternative methods of selection. It gives the interviewer with an opportunity to assess the candidate in terms of self presentation, verbal abilities and behavioural characteristics such as way of talking, manners and sociability. Interviews can be adapted to various types of employees such as managerial, technical, clerical, skilled, semi-skilled and unskilled employees. It can fill information gaps and enable to clarify questionable responses. There are some disadvantages relating to method of interview. Errors associated with interviewers use of inappropriate standards are one of the disadvantages of this method. Those errors are Halo effect, personnel prejudice, pseudo-scientific premises and over-emphasise on one criterion. There can be problems with interviewee. One major error is inability of interview to listen. Also the interviewee attempts to behave in a pretended manner which is socially desirable. Normal interviewee attending an interview is nervous and fearful resulting in that he / she is not in a position to use his/her real skills, knowledge and attitudes to face the interview successfully. Alternative selection methods that can be used are application evaluation, background investigation of prospective candidates and conducting an assessment centers to identify the best candidates 2.4 To be selected for LOCOG Technology internship program, they use some frequently asked questions. There web site shows what is expected by LOCOG team. It is a structured process of selection. As an example for the question of how do I qualify for LOCOG technology team? would expect an answer of set of qualifications specifically mentioned for each post. The Olympic Delivery Authority (ODA) is the government body which is responsible for building and developing the places and infrastructure for the Games use after 2012. Therefore, they select the most appropriate candidates for the authority via apprentice programs, construction contacts, support organizations and offering job opportunities that related to construction and direct employment for women with contractors in the Olympic Park. ODA has a relatively unstructured mode of selection rather than LOCOG. 3.1 There are five steps involved in pay management process. They are job evaluation, pay survey, job pricing, adjustment of individual pays and finally monitoring and update the pay system. Job evaluation is a subjective process. It is a systematic method to determine the comparative values of jobs which are available within an organization. This is a proper and methodical comparison of jobs to regulate the value of one job comparative to another job and ultimately grade in salaries and wages hierarchy (Dessler, 2005) The purpose of job evaluation is to ensure that base pay of a job possess a good degree of relative equity. Under job evaluation, personnel traits of employees are not taken in to consideration There are five steps in job evaluation process. Appointment of a job evaluation committee. It is better to do job evaluation through a committee, specifically set up for the purpose consisting of persons who are more knowledgeable about the jobs. Examine job analysis information To examine job analysis information, there must be distinctly prepared job description and job specification for each of the jobs available in the organization. Decide the method of job evaluation. There are four methods of job evaluation. Job ranking Job grading Factor comparison Point system However, it was identified that the best method is the point system. Otherwise factor comparison method can be decided to use as the alternative method of job evaluation. Evaluation This step involves evaluating all the jobs available within the organization Rank the jobs according to relative importance After job evaluation, it is possible to ascertain relative worth of each job. According to the relative worth, all the jobs must be put in order of importance. They must be ranked according to the importance of the job. In fact, it is possible to build a hierarchy of jobs arranged by relative importance. After this ranking, financial values should be introduced. Factors of determining the pay are, Government / Legal requirement Olympic Delivery Authority (ODA) is a public body which is in control to build new places permanently and temporarily, works on present sports places, planning and implementation of transport infrastructures and facilities to help the Games, renovating the Olympic Park enduring after the Games. Mainly ODA has to make sure the new standards of project for sustainable development. Therefore, ODA must structure its pay system accordance with acts and ordinances of wages and salaries imposed by the government. Trade Unions Influence of trade unions to determine wages and salaries by controlling labour supply is a frequently seen fact. Trade unions use their power in order to increase wages and salaries by engaging in collective bargaining with employers representatives. Cost of Living Increase in cost of living may affect to increase wages and salaries. Cost of living of employees is measured by basing on a price index and then wages and salaries are adjusted according to changes of the price index. Demand and supply for labor Demand for labor of a certain job and supply of labor for that job influence on determining the wage or salaries of that job. Productivity Ratio between input and output is productivity. When productivity increases, organizations may give higher pays to its employees. Financial ability Organizations financial ability to pay is a major determinant of wages and salaries. Competitive pays The ODA offers competitive market salaries complemented by a performance-related bonus. 3.2 Rewards (Compensation/remuneration) include wages salaries, incentives and welfare facilities. Pay management is the HRM function that deals with development, implementation, and maintenance of a base pay system that is fair. It is the aggregate of all the activities involved in developing, implementing and maintaining a fair base system. It needs to decide whether competency based pay instead of job based pay is applied or not. Job evaluation and other steps of pay management focus on a job based pay not a competency based pay. Competency based pay is pay given to the degree of competency the employee has when the employees competencies increase, pay given to him/her increases. Job based pay is a pay given to the value of the job done by the employee. Mathis and Jackson (2000, p.421-2) describe: paying for competencies rewards employees who are more versatile and have continued to develop their competencies. In knowledge based pay (KBP) or skilled based pay (SBP) systems, employ staff at a base level of pay and receive increases as they learn to do other jobs or gain other skills and therefore become more valuable to the employer Aswathappa (2007, p.300) defines: In the skill based pay system, an employee is paid on the basis of number of jobs he or she is capable of doing or on the depth of his or her knowledge. In traditional system, the employees are given salary or wage base on their jobs held. Traditional system means job based pay system. Skill based system has some advantages. It will motivate employees to acquire additional skills which may reduce boredom and monotony. Then increased satisfaction occurs. Increased skills become useful to the organization. It will increase employee flexibility (having employees to do different jobs and transferability). It may increase effectiveness of work teams. There are disadvantages also. It increases cost of pay as employee increases their competencies. Requests for giving promotions from employees may increase. If employees or trade unions propose a skill based pay system to be introduced in an organization that is following a job based pay system. 3.3 Motivation is one of the strategic objectives of HRM. Motivation refers to the extent to which employees are willing to exert the necessary effort to perform their jobs well. Pay management ensures that pays received by employees meet absolute equity, relative internal equity and relative external equity. Sound management of incentives ensures increasing employee motivation so as to improve job performance. ODA is using these rewards and benefits in order to motivate their employees. They provide competitive market salaries, performance related bonuses, pension, ensure employee wellbeing, season ticket loans and gym memberships. When we consider two factor theory of Fredrick Hurzburg, these incentives can be classified in to both hygiene factors and Motivators. Salaries and wages, bonuses, pensions loans can be identified as hygiene factors and ensuring employees wellbeing and gym memberships are examples for motivators. 3.4 Establish objectives for each job and compare and monitor performance based on those objectives HRM of ODA must develop proper job descriptions and job specification for each job and frequently monitor them and ensure that they are up to the standard. Continuously allocate them in to a series of training programs in order to ensure their productivity. Frequently evaluating the performance of their employees. Creating a learning culture in London 2012. Implementing open door system and consider employee ideas in decision making. 4.1 ODA is expecting a highly skilled work force for building the stage of London 2012 Games will provide workers in London and UK unprecedented access to new jobs and career opportunities. This will leave a highly skilled workforce that can not only help deliver the Games, but one that is going to have satisfying and sustainable careers in construction after 2012. One of the key responsibilities of ODA is to convert the Olympic Park for long-term use after the Games. Therefore they can absorb some of skilled staff in to permanent cadre and allow them to maintain it in the long run. After 2012, ODA wishes to absorb other skilled employees to government jobs in construction side or provide job opportunities in the private sector. The LOCOG is responsible for performing the games. It is mainly responsible for performing Memorable Games in 2012. And it is also responsible for recruiting, selecting and training staff and volunteers and supervision of the four year Cultural Olympiad leading up to the Games. 4.2 Selection criteria for declaring redundancy of employee In UK the number of redundancies rises in the course of credit Crunch, mostly in construction and finance sectors. In this project redundancies occur when finish the construction of London 2012 and when some jobs are no longer needed for Olympic delivery Authority (ODA). The effect of the economic slowdown is established by less job opportunities. The selection criteria that going to be used by the employer should be identified clearly and exactly, It is usually contain of persons who carry out same jobs in a specific department, who works at a related site or whose work is expected to do so. Selection Criteria have to be based on objectives which including, Length of service period Attendance Records of Disciplinary Qualifications Competencies and Skills Work Experience Performance Last in, First out (LIFO) is not a suitable selection method for selection criteria, because the workers with less service are to be younger employees. Tribunals happy with point system which is scoring to each employees compared with related criteria. Scoring should be performed by two or more independent managers who know all employees in the London 2012.The scores should added together and give total of them to each employee. Sometime following reasons may unfair for selection of employees for redundancy and employees can claim under Unfair Dismissal or relevant Laws. Membership of the Trade Union Reasons related to pregnancy or maternity Sexual orientation Marital status Race or Skin Color Disability When selection is completed the employees who selected for redundancy should be notified by in writing. The London 2012 offer to employees to leaving the London 2012 to maintain their self-confidence and support them to find another job,

Lord of the Flies :: essays research papers

Often in our lives other people affect us in both negative and positive ways. In the case of Lord of the Flies, the kids influence one another while on the island, in mostly negative ways. These influences cause for mental changes in the brain. Most of the time, mental changes affect physical changes. However, in some rare occasions it is the other way around. While on the island the boys go through numerous physical and mental changes. Although mental changes are somewhat more significant than physical changes, physical changes are still very much apparent and can sometimes cause for mental change.   Ã‚  Ã‚  Ã‚  Ã‚  Crashing onto the island, the kids have immaculate, clean faces due to the fact that they attend a Catholic school which, incidentally, enforces a school uniform code. As time progresses, some of the kids, particularly the choir boys, dirty their faces because of their hunting adventures. As seen on page 69, â€Å"Jack, his face smeared with clays, reached the top first and hailed Ralph excitedly, with lifted spear.† After dirtying their faces, the choir boys proceed to paint them. Page 74 mentions, â€Å"I painted my face—I stole up.† In the beginning the face painting is only something they do for fun. However, near the end of the story it becomes so bad that Ralph cannot even recognize who was standing in front of him. On page 195, â€Å"A smallish savage was standing between him and the rest of the forest, a savage striped red and white, and carrying a spear.† It can be seen by this quote that the face painting becomes a mask of evi l over the choir boys’ faces. Nevertheless, besides their faces, there is a smaller, more inconspicuous physical change, hair.   Ã‚  Ã‚  Ã‚  Ã‚  Their hair is manageable and of appropriate length when they arrive on the island. As time passes, they develop more animal-like characteristics as their hair becomes long and tangled. On page 64, â€Å"His fair hair was plastered over his eyebrows and he pushed it back.† However, Piggy did not experience a significant change in length of hair; it can be inferred that this was meant to symbolize his difference from all the other boys not just in hair length, but also intellectually. On page 64 it states, â€Å"The rest were shock headed, but Piggy’s hair still lay in wisps over hi head as though baldness were his natural state and this imperfect covering would soon go, like velvet on a young stag’s antlers.

Impact of European Expansion on the Environment :: Environment Environmental Pollution Preservation

Impact of European Expansion on the Environment Technology has facilitated the transportation of a mass of people from one part of the world to another. This massive human travel, either it be the exploration, colonization, or trade of the early European nations or the contemporary infrastructure of trade, tourism, or globalization, has impacted the environment and the humans involved. This paper focuses on the era of European expansion to examine the effect of human travel on the environment and humans. The Europeans were not only responsible for the actual exploitation of natural resources in the places they discovered, but they also took diseases, new technologies, and non-native plant and animal species which had a tremendous impact on the native human population as well as the environment. The hunger for more natural resources and the need to trade for exotic goods were the main causes for European exploration and colonization. Even though religion was used as a â€Å"pretext† for European expeditions, â€Å"gold† was the real motive (1). Cippola further explains that, â€Å"Through the idea of mission and crusade the conquistadores succeeded where the medieval merchants failed and were able to reconcile the antithesis between business and religion that had plagued the conscience of medieval Europe†(2). Cipolla also discards Malthusian pressure as a possible cause for European expansion. Devastating and recurrent epidemics were constantly keeping the population growth in check and â€Å"no population pressure of any relevance was felt in Europe till the second half of the eighteenth century† (3). By eliminating these two powerful driving forces as the motivation for expansion, Cipolla claims that European expansion was basically a commercial venture (4). This expansion, being a very aggressive commercial venture, has some effect on the environment. The Europeans exploited the natural resources of the places they ‘discovered’. Excessive mining for natural resources and deforestation for shipbuilding are examples of environmental damages caused by European expansion (5). As the expansion spread throughout the world and the European Empires grew bigger and stronger, so did the pressure put on the environment to sustain this expansion. In addition to the actual exploitation of the natural resources of discovered nations and the harm to the environment associated with it, the Europeans brought with them diseases and introduced non-native plant and animal species that had catastrophic effect on to the native human population and the ecosystem, respectively. Even though the Europeans ventured into all the continents, the Americas were the ones that were greatly affected by the diseases that traveled with the Europeans.

Eulogy for Friend :: Eulogies Eulogy

Eulogy for Friend The phone rang in the early hours of the morning. Rolf G. informed us that Michael had suffered a heart attack a few hours earlier and had not survived. My wife whispered a few words I could not hear, sat silently on the edge of the bed for a moment, then turned to me and said, "Michael passed away at the airport, its just not fair. He was doing so well." No, it was just not fair. We try to share with Michael's family, with Kathy, Molly and Tom, Molly, Clint and Wendy and their families the grief they feel, but it is not really in our power to do so. We are compelled to measure the loss of our friend and colleague, father and husband each in our own way and turn instead to what we can share, the extraordinary life that touched us all. I spoke with Michael several times well before we had actually met. When it was determined that Marilyn and I were coming to a university in far off Montana, he called us in Washington, D.C. to welcome us, to ask questions about courses I wanted to teach, shared information about students and the university. A few weeks after the Fall term began that year, he came into my office and asked me a question about a Native American tribe that lived in the Montana western border region. "How did they subsist," I think he asked. I replied that they hunted and fished and planted crops, they were a "seasonal people." He liked that phrase. "Ya, Ya" and then he was back to his typewriter. Some months later, the first addition of his book Montana: A History of Two Centuries, written with colleague Dick R., came out. He gave me a copy and I was perusing through the early chapters, when there in the middle of a discussion about Montana's native people, was "Historian Thomas R. Wessel refers to them as ‘seasonal people'." It was a small matter that hardly enhanced his scholarly reputation of mine for that matter, but I came to learn it was typical. A quiet, generous gesture followed in the years we spent together in the Department of History and Philosophy, and after, when he climbed the administrative ladder to the President's Office. I would soon learn that I was hardly alone as a recipient of Michael's generosity and concern. Eulogy for Friend :: Eulogies Eulogy Eulogy for Friend The phone rang in the early hours of the morning. Rolf G. informed us that Michael had suffered a heart attack a few hours earlier and had not survived. My wife whispered a few words I could not hear, sat silently on the edge of the bed for a moment, then turned to me and said, "Michael passed away at the airport, its just not fair. He was doing so well." No, it was just not fair. We try to share with Michael's family, with Kathy, Molly and Tom, Molly, Clint and Wendy and their families the grief they feel, but it is not really in our power to do so. We are compelled to measure the loss of our friend and colleague, father and husband each in our own way and turn instead to what we can share, the extraordinary life that touched us all. I spoke with Michael several times well before we had actually met. When it was determined that Marilyn and I were coming to a university in far off Montana, he called us in Washington, D.C. to welcome us, to ask questions about courses I wanted to teach, shared information about students and the university. A few weeks after the Fall term began that year, he came into my office and asked me a question about a Native American tribe that lived in the Montana western border region. "How did they subsist," I think he asked. I replied that they hunted and fished and planted crops, they were a "seasonal people." He liked that phrase. "Ya, Ya" and then he was back to his typewriter. Some months later, the first addition of his book Montana: A History of Two Centuries, written with colleague Dick R., came out. He gave me a copy and I was perusing through the early chapters, when there in the middle of a discussion about Montana's native people, was "Historian Thomas R. Wessel refers to them as ‘seasonal people'." It was a small matter that hardly enhanced his scholarly reputation of mine for that matter, but I came to learn it was typical. A quiet, generous gesture followed in the years we spent together in the Department of History and Philosophy, and after, when he climbed the administrative ladder to the President's Office. I would soon learn that I was hardly alone as a recipient of Michael's generosity and concern.

Determinants of Intelligence Test Scores

Determinants of intelligence test scores Heredity Is the passing of traits to offspring (from its parent or ancestors)? This is the process by which an offspring  cell  or  organism  acquires or becomes predisposed to the characteristics of its parent cell or organism. Through heredity, variations exhibited by individuals can accumulate and cause some  species  to evolve. The study of heredity in  biology  is called  genetics, which includes the field of  epigenetic. Social Refers to a characteristic of living  organisms  as applied to populations of humans and other animals.It always refers to the interaction of organisms with other organisms and to their collective co-existence, irrespective of whether they are aware of it or not, and irrespective of whether the interaction is  voluntary  or  involuntary. Education In its broadest, general sense is the means through which the aims and habits of a group of people sustain from one generation to the next. [1]  Generally, it occurs through any experience  that has a formative effect on the way one thinks, feels, or acts.In its narrow, technical sense, education is the formal process by which society deliberately transmits its accumulated  knowledge,  skills,  customs  and  values  from one generation to another, e. g. instruction in schools. A right to education has been created and recognized by some jurisdictions: Since 1952, Article 2 of the first Protocol to the  European Convention on Human Rights  obliges all signatory parties to guarantee the right to education. At the global level, the  Nations’ International  of 1966 guarantees this right under its Article 13.Maturation Maturation is the process of learning to cope and react in an emotionally appropriate way. It does not necessarily happen along with aging or physical growth, but is a part of growth and development. A situation a person must deal with at a young age prepares them for the next a nd so on into adulthood. Maturation does not stop when physical growth ends – it continues through adulthood. An adult who loses a parent, for instance, learns to cope with a new emotional situation that will affect the way he or she deals with ituations that follow. physical factor A factor in the  a biotic  environment that influences the growth and development of organisms or biological  communities. Personality psychology Is a branch of  psychology  that studies personality and individual differences. Its areas of focus include: * Constructing a coherent picture of the  individual  and his or her major psychological processes * Investigating individual differences—how people are unique * Investigating  human nature—how people are alike Personality† can be defined as a dynamic and organized set of characteristics possessed by a person that uniquely influences his or her  cognitions,  emotions,  motivations, andbehaviors  in vario us situations. The word â€Å"personality† originates from the  Latin  persona, which means  mask. Significantly, in the  theatre  of the ancient Latin-speaking world, themask  was not used as a plot device to  disguise  the identity of a character, but rather was a convention employed to represent or  typify  that character.Personality may also refer to the patterns of thoughts, feelings and behaviors consistently exhibited by an individual over time that strongly influence our expectations, self-perceptions, values and attitudes, and predicts our reactions to people, problems and stress. In a phrase, personality is not just who we are,  Gordon Allport  (1937) described two major ways to study personality: the nomothetic and the  idiographic. Nomothetic psychology  seeks general laws that can be applied to many different people, such as the principle of  self-actualization, or the trait ofextraversion.Idiographic psychology  is an attempt to u nderstand the unique aspects of a particular individual. The study of personality has a broad and varied history in psychology, with an abundance of theoretical traditions. The major theories include dispositional (trait) perspective, psychodynamic, humanistic, biological, behaviorist and social learning perspective. There is no consensus on the definition of â€Å"personality† in psychology. Most researchers and psychologists do not explicitly identify themselves with a certain perspective and often take an eclectic approach.Some research is empirically driven such as dimensional models based on  multivariate statistics  such as  factor analysis, whereas other research emphasizes theory development such as  psychodynamics. There is also a substantial emphasis on the applied field of personality testing. In psychological education and training, the study of the nature of personality and its psychological development is usually reviewed as a prerequisite to courses in abnormal or clinical psychology. Abilities associatedSpatial visualization ability  or  Visual-spatial ability  is the ability to mentally manipulate  2-dimensional  and  3-dimensional  figures. It is typically measured with simple  cognitive tests  and is predictive of user performance with some kinds of  user interfaces. Verbal fluency tests  are a kind of  psychological test  in which participants have to say as many words as possible from a category in a given time (usually 60 seconds). This category can be  semantic, such as animals or fruits, or  phonemic, such as words that begin with letter  p. 1]  The semantic fluency test is sometimes described as the category fluency test or simply as ‘freelisting'. The COWAT (Controlled oral word association test) is the most employed phonetic variant. [2][3]  Although the most common performance measure is the total number of words, other analyses such as number of repetitions, number and length of clusters of words from the same semantic or phonetic subcategory, or number of switches to other categories can be carried out. 4][5] Verbal comprehension  is the ability to understand the  meaning  of  verbal stimuli. This may involve  listening comprehension,  reading comprehension  as well as  sentence comprehension  . Inductive reasoning, also known as  induction, is a kind of  reasoning  that constructs or evaluates general  propositions  that are derived from specific examples. Inductive reasoning contrasts with  deductive reasoning, in which specific examples are derived from general propositions.