Songs and Poetry Essay Example for Free

Tunes and Poetry Essay Build up a pack which contains the accompanying : * One tune ( of a span of 3 †5 minutes ) and one sonnet ; * For the melody, you may either hold a set up tune and make your own unique verses or make your own tune just as unique verses ; * Your tune and sonnet must meet the necessities of the schedule and the educational program gauges of the essential ESL Classroom; * Provide a concise method of reasoning/avocation for your determination. * One exercise plan for a length of an hour for every one of the chose tune and sonnet. * Your exercise plan ought to incorporate worksheets, task sheets, and so on. All instructing helps are to be submitted along with the exercise plan. Your child will be evaluated on the accompanying measures : * Suitability of the melody and sonnet chose comparable to the exercise arranged; * Originality and imagination of showing thoughts/exercises planned; * Evidence of a degree of exercises that lead to effective learning of the proposed learning results; * Appropriate and an assortment of instructing materials. You may introduce your unit in the accompanying manners : * In booklet structure ; * In a ring record with clear separator; * Any different introductions which you regard to be powerful and appealing. Support/method of reasoning for the choice of tune . Tune: Old Pak Karim Had A Farm ( Adapted from Old Macdonald Had A Farm ) Genre: Nursery Rhymes * Age * The melody is reasonable with the focused on gathering, year 3 KSSR in light of the fact that it contains a little jargon and the understudies know about the words utilized in the tune. For a model, dairy animals, duck and pig. * Content * Teacher ought to pick a sonnet that support and inspires the understudies. So I for one conviction that the melody that I have picked will persuade andâ engage the understudies in the exercise as it centers around various sorts of creatures and the sounds they make. * Proficiency level * The basis of picking this melody to be educated to a Year 3 understudies is additionally a direct result of their capability level. At this essential level, I feel that the understudies are not presented to troublesome vocabularies however to just certain intelligible words. Along these lines, this significant component satisfies the decision of my melody that is ‘’Old Pak karim’’ in light of the fact that it contains straightforward words . Not just that, the mood and the beat of the tune is likewise comparable to the students’ capability level. It doesn't have a quick beat and confused music which will exhaust the understudies. * Interest * The tune that I have intended for the Year 3 KSSR understudies, creates inspiration among the understudies, create creative mind among them about creature, invigorates interest, draw on close to home understanding. I conviction that when an instructor proposes the understudies with an upgrade that the understudies have encountered previously, it will make them to enjoy that specific exercise since it is something of their advantage. Straightforwardly this tune will energize dynamic investment among the understudies, and make want to keep learning. * Culture * This melody will make a wonders to uncover the understudies whom are from urban zones and had never observed livestock, for example, dairy animals, pigs, etc. By utilizing this tune, instructor will have the option to uncover the understudies with a farmer’s way of life and their way of life. He/she may clarify the every day schedule of a rancher or various sorts of animals that can be found in a homestead. * Resources * This tune can be effectively found in the web and educators could essentially download the tune and have an intriguing exercise with regards to the study hall. Exercise plan Date | 21st March 2013| Time| 10. 00 †11. 00 am| Class | Year 1| Number of students| 25 understudies | Students’ level| Mixed capacity class| Theme| World of Knowledge| Topic| Animals and the sounds they make. | Focused/Main skill| Language Arts | Integrated skills| Listening, talking and composing | Curriculum Specification| 1. 1. 3 Able to tune in to, state out loud and discuss rhymes or sing tunes with direction. 1. 1. 4 Able to discuss an improvement with guidance3. 1. 1 Able to show fine engine control of hands and fingers by : ( a ) taking care of items and controlling them. 4. 1. 1 Able to appreciate nursery rhymes, jazz serenades and activity melody through non-verbal reaction. 4. 1. 2 Able to present nursery rhymes, jazz drones and sing activity tunes with right articulation and mood. 4. 3. 1 Able to deliver basic imaginative works with direction dependent on : ( a ) nursery rhymes 4. 3. 2 Able to participate with direction in a presentation dependent on : ( a ) nursery rhymes | General objective| To uncover understudies with various sorts of creatures and the sounds they make. | Specific Objectives| By the finish of the exercise, understudies ought to have the option to : 1. Tune in to the melody and participate in an oral action with 100 % exactness. 2. Appreciate and sing the melody with 100 % exact elocution. 3. Follow the activities and developments. 4. Make a straightforward inventive work, face veil as per their characters they are designated to. | CCTS| None| Grammar| Verbs | Vocabulary| Cluck, oink, quack, woof , moo| Teaching aids| 1. Pictures of various kinds of creatures. 2. White board 3. Melody cut 4. Speakers 5. PC 6. Manila cards 7. Marker pens 8. String | Moral values| Love the creatures. Collaboration. Gathering work. Sharing. | Previous information | Students are presented to a few kinds of creatures and they have been instructed to do creature veils. | Stage/Time| Content| Teaching Learning activities| Remarks/Rationale| Set enlistment( +-5 minutes ) | Talking about oneself. | 1. Instructor gets into the class and catch the students’ consideration by posing them barely any inquiry about themselves. Ex : Hello understudies, how are all of you feeling today? * Do you have any pets at your home ? * Can you name a portion of the livestock that you know. 2. In the wake of having the understudies to react, instructor continue to the following phase of the exercise. | Rationale The method of reasoning for having a two path association during a set enlistment is to guarantee that the understudies are prepared genuinely and intellectually. Having a two way correspondence will give a space for the understudies to revolt against themselves and rouses them to gain proficiency with the exercise that has been intended for them for that specific day. | Pre stage ( +-10 minutes ) | Introduction of a character. Various creatures. | 1. Educator glue a male character on the load up and acquaint him quickly with the understudies ( Refer to reference section 1 ) 2. Next instructor glues pictures of different creatures on the board. ( Refer to informative supplement 2 ) 3. The educator brings up scarcely any understudies and get them to name the creatures that has been glued before. 4. At that point, the educator requests that the understudies make the sounds that the creatures make. 5. Educator watches the students’ cooperation in the study hall. | Remarks-Now let me present Pak Karim. He has barely any creatures with him. | While stage ( +-20 minutes )| Listening appreciation - Cow, Duck, Chicken, Pig, Dog. | 1. Educator plays a tune cut ( Refer to reference section 3 ) and requires the understudies to watch and hear him out/her. 2. Next, instructor plays the tune cut and the understudies should sing the tune alongside the educator. 3. At that point, the educator plays the melody again and this time with not many developments and activities that is reasonable with the creatures. 4. Understudies imitate the activities and the developments done by the educator and moves around the homeroom to do the activities and developments along with the sound clasp. 5. When the melody has been sung, educator ask not many WH-inquiry to the understudies. Ex : what is the sound made by a canine? * What is the sound that a dairy animals makes? * Oink, oink,oink is made by which creature? 6. Instructor gets out scarcely any understudies, each in turn and request that they make sound and activities of specific creatures that they have learnt prior. 7. Enthusiastic execution will be compensated with applauds. | Rationale - This is to guarantee that the understudies have tune in and understood the melody well. - Claps are considered as an uplifting feedback for the understudies which will urge and persuade them to remain dynamic and take an interest in the exercise. | Post stage ( +-20 Minutes )| Language expressions | 1. Instructor isolates the understudies into 5 gatherings and delegate them to the animal characters that is associated with the tune entitled â€Å" Old Pak karim Had A Farm†. 2. Each gathering must have 1 novice, 2 middle of the road and 2 propelled understudies. 3. Educator appropriates 5 bits of A4 estimated manila cards, strings and hardly any marker pens to each gatherings. 4. When the educator is finished with the appropriation, she/he should give an unmistakable guidance on what must be finished by the understudies. 5. Educator stroll around the homeroom starting with one gathering then onto the next to screen the gathering action. 6. Following 15 minutes, educator request that the understudies wear the veil that they have made and get them to make the sound of the creatures by highlighting one gathering to another. 7. At that point the educator continues to the following phase of the exercise. | RemarksThe understudies should share a portion of the materials among the gathering individuals. This will by implication show them how to be open minded and to work in a gathering. | Closure( +-5 Minutes ) | Let’s chime in | 1. Educator asks the understudies whether they are prepared to sing a melody. 2. Educator request that the understudies stand up and chime in the melody with the instructor. 3. Each gatherings should make sound when their separate characters shows up in the tune. 4. Educator parts of the bargains ingraining virtues among the understudies. Ex :- You ought to consistently adore the creatures. * You ought not torment or murder them. | RemarksThe understudies sing the melody along with the veils that they have planned and made. | Appendix 1 Old Pak Karim Appendix 2 Pictures of various creatures . Reason/Justification for the choice of the sonnet. * Age * This sonnet is reasonable with the focused on bunch which is Year 3 understudies. Not just that, I conviction that this sonnet can be proposed to the understudies on the grounds that the understudies will have the option to fathom its substance. Adding to that, studen

Analysis on the Organizational Structure of Oman Air Essay

Investigation on the Organizational Structure of Oman Air - Essay Example The Sultanate of Oman’s Civil Aviation established the Oman Air, which started its activity in 1993. Before that occasion, in the year 1970, the Oman International Services was initiated. It was trailed by the foundation of Oman Aviation benefits on 1981 with an intend to extend its administrations offered to different carriers, for example, in load dealing with and ground taking care of. With the activity of Oman Air, this organization was liable for making a traffic center point in Muscat, which prompted the development of the travel industry, business, and modern. The organization originally offered non-stop trips in Colombo and Dubai, at that point prevailing by Trivandum, Kuwait, Karachi, and Sri Lanka from 1993-1994. In 1995, it began to open non-stop trips in India, Bangladesh, and Dhaka. The goal offered extended, yet it began to confine its activity since 2003. In 2005, it started to offer different goals until it extended globally. Oman Air was presented as the new c haracter of Oman Aviation Services (SAOC) on April 21, 2008 (Oman Air, 2012e). The organization submits itself in offering quality types of assistance to its objective markets, which is translated by 28 honors they got from the free segment. The organization was perceived as the Best Airline Worldwide 2011 dependent on the overview directed by the tourism publication (Oman Air, 2012f). SWOT Analysis Strength Oman Air has consumed the aircraft business since it is considered as the national bearer inside the nation. There is no opposition included on the grounds that the administration possesses 99.825% while others have a level of 0.175 (Oman Air, 2012a). The legislature is fundamentally limited in its promoting effort, which will expand the vacationer in Oman. Since it is the banner transporter of the Sultanate of Oman, it has been generally known in the nation. The market nearness of Oman Air is moderately high. Additionally, Oman is prominent for its cordiality. The organization wants to render comfort for clients while they traverse the nations. Besides, Oman Air leaves an impression of their administrations dependent on the global principles with accen tuation on quality and wellbeing. Oman Air was the primary carrier that offered satellite phone and web association. The interest in green innovation reinforced the brand name of Oman Air since current offices and airplane diminished carbon outflow. Shortcomings The inward structure of Oman Air mirrors its shortcoming. Because of the terrible showing of each division, the gainfulness of the organization is influenced. The huge hierarchical structure of the organization needs great authority and the board. The departmentalized structure isolates the consideration of the CEO, which debilitates the interdepartmental correspondence. The poor administration of HR assets in enlisting specialized and authoritative undertakings prompts the horrible showing of each division. It results to the organized strike by the Oman Air workers, which focus on higher wages (Pollack, et al., 2011, p.181). The contention inside the Oman Air is affected by legislative issues with respect to on poor adminis tration and defilement. The strike reminds the businesses to give chances to workers. Finally, the way of life of Oman Air has not yet adjusted in spite of the deviation in the social foundation of its staff. Openings Monopolization in the carrier business gives chances to the business activity of Oman Air. This organization is the main air bearer that offers benefits universally. When there is no opposition, the organization can be made sure about of its productivity and deals. Oman Air has no misgiving on the costs of air admission. In this manner, Oman Air takes into account the enormous market of voyagers in its nation. As per Rajasekar and Moideenkutty (2007, p.128), the number of inhabitants in voyagers in Oman is around 800, 000. Moreover, present day offices, for example, â€Å"new traveler terminal, a fresh out of the plastic new freight terminal, new building office, and in-flight providing food facility† can raise the gainfulness of Oman Air. The customers’

Its snowing, and Its Raining

It’s snowing, and “It’s Raining” Its snowing here tonight, so when I got home I decided to curl up on the papasan and catch up on some reading. This weekend, I got so caught up in applications that I didnt read Sundays New York Times, usually my favorite read of the week. The front page article in the Arts section was about the Korean pop star Rain: At 23, Rain, who has been labeled the Korean Justin Timberlake and the Korean Usher, is a serious and driven performer (with washboard abs, winsome looks and a Gene Kelly-like ability to leap through puddles while performing his hit song, Its Raining). He wants nothing less than to break down barriers, build cultural bridges and become the first Asian pop star to succeed in America. A few paragraphs later, the author turns to none other than MIT Comparative Media Studies professor Henry Jenkins for reasons why the popularity of Rain has grown in the US: Inevitably, non-Asian-Americans are discovering such easily accessible foreign culture, too. Because of the multidirectional flow of cultural goods around the world, there is a new pop cosmopolitanism, according to Henry Jenkins, professor of comparative media studies at the Massachusetts Institute of Technology. In an essay in Globalization (University of California Press, 2004), Professor Jenkins writes that younger Americans are distinguishing themselves from their parents culture through their consumption of Japanese anime and manga, Bollywood films and bhangra, and Hong Kong action movies. Previous Henry Jenkins appearances in this blog: On video games On Star Wars Harry Potter fandom On Bollywood

Ethical and Legal Dilemmas of Surrogacy Essay - 2979 Words

Ethical and Legal Dilemmas of Surrogacy Christie Blackwell HCA 322 Dr. Nine Bell June 17, 2013 Ethical and Legal Dilemmas of Surrogacy Many individuals have a life plan consisting of college, marriage, and then children. After numerous methods of conception, many couples are still unable to conceive a child. A woman who enters into a contract with a couple, agreeing to carry and birth a child, then hand that child over to the contracted couple, who is often unable to conceive own their own naturally is considered surrogacy (Pozgar, 2012). Surrogacy raises many ethical and legal issues for all parties involved. Is it moral or immoral to enter into an agreement with a woman to birth a child for money? What are the†¦show more content†¦On the flipside on the issue, can it not also be viewed that allowing these women to do as they see fit with their bodies as economic empowerment? The money provided to these women can used for various financial means outside of taking care of medical heath care for themselves and the child. The amount provided to each female varies depend ing on what she and the couple feel is sufficient, therefore any extra monetary compensation can used to help the women relieve themselves from other debts. Autonomy does provide the right that women get to choose their reproductive rights and that includes bearing children for those who cannot do so or for monetary stability. Suggesting that surrogacy dehumanizes her is another form of paternalism. Paternalism limits one’s autonomy for their own good (Pozgar, 2012). Some view altruistic surrogacy as a form of exploiting the surrogate. There is no monetary compensation to woman placing her health and well-being on the line for another’s benefit. 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My Motivation For Becoming A Health Care Professional

I have had a variety of experiences that contributed to my overall motivation to become a health care professional. My passion for medicine began when I was an adolescent being evaluated and taken care of by my pediatrician, Dr. Gonzalez. As a kid, I loved being active and playing several sports. However, I consistently had shortness of breath, wheezing, and tightness in my chest during my sports competitions, which my parents quickly noticed. I visited Dr. Gonzalez who knew from the symptoms and experience that I have asthma and prescribed both an inhaler and nebulizer for me to prevent further complications which allow me an opportunity to continue playing sports. I began succeeding playing all sports, and was extremely grateful for her medical knowledge, support, and advice. I was ecstatic knowing that she was going to ensure I stayed healthy and also become successful in various ways. . In middle school, I began looking into the health care careers to explore my options. 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Modern Education Is A Needs In The Future Free Essays

Weather the development of modern education is our needs as a modern country? The development of modern education in our country will give a huge impact in education sector especially to the students in primary school, secondary school, IPTA and IPTS. The modernization of education sector is consistence to our country goal to be developed country towards 2020. Moreover, we can take Japan as a example of success country in development of education such as they are no longer using text book In learning system but they use tablet to replace text book. We will write a custom essay sample on Modern Education Is A Needs In The Future or any similar topic only for you Order Now So, they can reduce the using of paper as well as they can control the greenhouse effect from logging. In conclusion, we also can make changes like Japan because the wealth of our country make all this changes are not impossible. The development of modern education will change the way of learning system among the students and teachers. What I mean is the student can get education from using ICT such as used it for searching information and knowledge to solve their problem in study. At the same time, they can improve their ICT skills. Other than that, I believe if they use all the benefits of technology in their learning, they can be a fast learner and knowledgeable student. Furthermore, the modernization of education sector will force our country to produce innovation and productivity students. This will lead our education through the highest level. From this we can see that the developed education will give a lot of beneficial to our country in all sectors. On the other hand, the modern education also have it own consequence like student will easily to be exposed by harmful content in Internet such as pornographic and violence activities that put by not responsible peoples. So, these consequences must be under controlled by the responsible. All in all, our education must get improvement to make sure all the students can get all the benefit. I believe if our government take all this advantage, it can make sure we will be one step beyond to the futuristic academic learning. It also will make our country as a role model to the others in development of education sectors to them. How to cite Modern Education Is A Needs In The Future, Papers

Marriage in China free essay sample

Research plan into the history of arranged marriages in Chinese society and outline of possible methods which can be used to analyse other factors also contributing to the marriage decline. Different countries have different customs and traditions in regards to love and marriage. In the western society we live in, the popular assumption about love and marriage is that they are equal, with marriage being a decision based on an individual couple. However in many other societies around the world, marriage acts as an extremely important ritual and the fundamental means of creating bonds between different families or predecessors. Marriage is not only the merging together of common individuals, but the merging of one family to another, in a bond regarded as mutually beneficial to the increase of fortune and power for each side. As an important way of merging bonds between families, the interests of marriage are often considered to be too great to allow young adults to select their own partners. We will write a custom essay sample on Marriage in China or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The establishment of marriage is found in nearly all societies in the world, this fact clearly reflecting the importance of reproductive and sexual functions in human life. In the history of marriage in China, traditionally, Chinese people married hrough the arrangements of their parents or most important family elders. This idea of an arranged marriage, made decision- making and finding a suitable partner, a tactical opportunity for parents to choose a spouse for their child, as someone from whom they felt they could gain social, political or financial benefits in the long term. As Jack. M. Potters book Chinas peasants expresses, The law did not substitute the necessity to form marriages on a basis of love, rather the law takes it for granted that marriages will be formed in a moral Chinese way, in a chinese cultural context and this is not a context which efines romantic love as an element in marriage choice (page191). However after years of control, and with an anti- arranged marriage campaign that began with the New cultural movement, came an increasing public demand for own- choice marriage partnerships and free love. During the peak of the May Fourth era, at a time when the New cultural movement was operating, this marked a significant turning point during which the traditional method of arranged marriage was to be completely threatened and overpowered by the Western ideas of free-choices and was supposed to be recognised as a more modern foundation for people to follow. However, what this marriage revolution brought to the modern Chinese society, was not only unprecedented freedom, finally being able to choose a partner for themselves and an extraordinary sense of romance and love, but it also brought with it, confusion, worry and disturbance. With an ever fast-growing market in China and recent decrease in numbers of marriage, the overall objective of this research is to allow us to develop a better understanding into the ideas set out by the Chinese communist party and whether arranged marriage was in fact a long term benefit or disadvantage to the current Chinese society of today. It will also provide research into other potential factors affecting this gradual decline in numbers, with elements such as the amount of impact a booming economy and higher education have on the people. With a long lasting tradition of repressive arranged marriages, and recent reports showing a staggering population of 249million unmarried young adults in urban cities, such as Shanghai, I have broken down clearly, the list of objectives I would like to achieve during this paper: 1)I would like to use this research paper to gain a more in depth understanding about this long lasting tradition in China, here the ideas originated from and the thoughts behind this, what were they trying to achieve? 2) I would like to find out, to what extent does exercising constant restraint on an individuals marriage freedom affect different sectors of Chinese society today, from small towns to the big cities. How have the old traditions affected the way people behave today towards marriage? 3) I would also like to analyse the affects of one of the worlds fastest growing economies on rate of marriage and whether the decline is generally more prominent in bigger cities. ) And finally gain any other insight as to other factors that could possibly be involved in the decreasing numbers of marriage, such as increase and improvement of a higher education and whether high gender imbalance means high marriage imbalance. The suggested research will consist of two main parts: The first stage will be to find and gather as many secondary resources to evaluate and uncover past and present marriage figures and any other useful graphs, diagrams, surveys journals and scholarly articles to find any indication of trends between other factors which may play an apparent part in the decline of marriage in China. The second stage will involve qualitative research to provide an in-depth, more personal outlook on possible underlying problems why this may be happening, and perhaps even gather other personal reasons from outside sources, that I have not yet come across myself, as to the pressures of marriage and why so many Chinese people in society today feel the need to marry a lot later in life, if at all. This will be done through interviews and group discussion with men and women raised both in the countryside and big cities. Although not a definite decision for my research, it would be interesting to conduct my own survey with a target audience of oth men and women born in different eras in China, to see if i can identify any correlation between age, place of birth, education and jobs. By the end of this research project I hope to achieve all my objectives which I have laid out above. Available documents from the National Population and Family Planning Commission (NPFPC) declare that China has a serious imbalance of gender, with about 26. 7 men per 24. 9 women, which has led to a similarly serious imbalance in the unmarried population for Chinese born in the seventies, eighties and nineties. The worst affected by the gender imbalance re Chinese born in the seventies, where there are currently 206 unmarried men for every 100 unmarried women. Those born in the eighties and nineties fare a bit better, although prominent imbalances still exists. Furthermore, as I mentioned previously about marriage rates between the countryside and bigger cities, according to these documents, in more modernised provinces and municipalities like Jiangsu, Shandong, Beijing and Shanghai the number of unmarried men and women are more closely balanced, leading me to believe that there is, in fact, a connection between job and marriage umbers which I would like to elaborate more on in my pa per. A large amount of work has been conducted already on the issue of the analysis of why both men and women choose to postpone marriage in China. As research shows, later marriages in China have become a growing social trend, with Chinese men postponing marriage on average by about 1. 4 years and women 1. 5. China’s 2000 national census reported that the average marriage age of a male in China was 25. 3 years old and 23. 4 for women. However, the 2010 national census reported that these averages had in fact increased to 26. 7 for men and 24. for women. Providing evidence a definite increase. At a time where many Chinese people are driven to get promotions and are coming of age at a time where exploding wealth and expectations for material success are high, I was interested to see that a survey last year on Sohu. com, claimed that 73% of corespondents said home ownership was a necessity for marriage today, with an almost equal percentage saying they found it difficult to even buy a house, this therefore leads me to believe more so that pressures of expectations from future partners is so high, many people are put off from this.

Jane Austens Emma Essays - British Films, Emma Woodhouse, Emma

Jane Austen's Emma Essays - British Films, Emma Woodhouse, Emma Jane Austen's Emma Jane Austen's Emma is a novel of courtship. Like all of Austen's novels, it centers around the marriage plot: who will marry whom? For what reasons will they marry? Love, practicality, or necessity? At the center of the story is the title character, Emma Woodhouse, a heiress who lives with her widowed father at their estate, Hartfield. At the beginning of the novel, she is a self-satisfied young woman who feels no particular need to marry, for she is in the rather unique condition of not needing a husband to supply her fortune. At the beginning of the novel, Emma's governess, Miss Taylor, has just married Mr. Weston, a wealthy man who owns Randalls, a nearby estate. The Westons, the Woodhouses, and Mr. Knightly (who owns the estate Donwell Abbey) are at the top of Highbury society. Mr. Weston had been married earlier. When his previous wife died, he sent their one child (Frank Churchill) to be raised by her brother and his wife, for the now-wealthy Mr. Weston could not at that time provide for the boy. Without Miss Taylor as a companion, Emma adopts the orphan Harriet Smith as a protg. Harriet lives at a nearby boarding school where she was raised, and knows nothing of her parents. Emma advises the innocent Harriet in virtually all things, including the people with whom she should interact. She suggests that Harriet not spend time with the Martins, a local family of farmers whose son, Robert, is interested in Harriet. Instead, Emma plans to play matchmaker for Harriet and Mr. Elton, the vicar of the church in Highbury. Emma seems to have some success in her attempts to bring together Harriet Smith and Mr. Elton. The three spend a good deal of leisure time together and he seems receptive to all of Emma's suggestions. The friendship between Emma and Harriet does little good for either of them, however. Harriet indulges Emma's worst qualities, giving her opportunity to meddle and serving only to flatter her. Emma in turn fills Harriet Smith with grand pretensions that do not suit her low situation in society. When Robert Martin proposes to Harriet, she rejects him based on Emma's advice, thinking that he is too common. Mr. Knightly criticizes Emma's matchmaking, since he thinks that the dependable Robert Martin is Harriet's superior, for while he is respectable, she is from uncertain origins. Emma's sister, Isabella, and her husband, Mr. John Knightly, visit Highbury, and Emma uses their visit as an opportunity to reconcile with Mr. Knightly after their argument over Harriet. The Westons hold a party on Christmas Eve for the members of Highbury society. Harriet Smith, however, becomes ill and cannot attend. During the party, Mr. Elton focuses his attention solely on Emma. When they travel home by carriage from the party, Mr. Elton professes his adoration for Emma, and dismisses the idea that he would ever marry Harriet Smith, whom he feels is too common for him. Mr. Elton obviously intends to move up in society, and is interested in Emma primarily for her social status and wealth. Shortly after Emma rejects Mr. Elton, he leaves Highbury for a stay in Bath. Emma breaks the bad news to Harriet Smith. As of this time, Frank Churchill has not yet visited his father and his new wife at Randalls, which has caused some concern. Emma, without having met the young man, decides that he must certainly be a good suitor for her, since he is of appropriate age and breeding. Another character who occupies Emma's thoughts is Jane Fairfax, the granddaughter of Mrs. Bates, an impoverished widow whose husband was the former vicar, and the niece of Miss Bates, a chattering spinster who lives with her mother. Jane is equal to Emma in every respect (beauty, education, talents) except for status, and provokes some jealousy in Emma. Jane will soon visit her family in Highbury, for the wealthy family who brought her up after her parents had died has gone on vacation. There is some indication that Jane might be involved with Mr. Dixon, a married man, but this is only idle gossip. Mr. Elton returns from Bath with news that he is engaged

Blanche of Castile, Queen of France

Blanche of Castile, Queen of France Dates: March 4, 1188 - November 12, 1252 Known for: Queen of France, 1223-1226; Queen Mother 1226-1252regent of France 1226-1234 and 1248-1252queen consort of King Louis VIII of Francemother of King Louis IX of France (St. Louis) Also known as: Blanche De Castille, Blanca De Castilla About Blanche of Castile:Â   In 1200, the French and English kings, Philip Augustus and John, signed a treaty which gave a daughter of Johns sister, Eleanor, Queen of Castile, as bride to Philips heir, Louis. Johns mother, Eleanor of Aquitaine, traveled to Spain to look over her two granddaughters, daughters of Eleanor of England and King Alfonso VIII. She decided that the younger, Blanche, was more suited for the marriage than the year-older Urraca. Eleanor of Aquitaine returned with the 12-year-old Blanche, who was married to the 13-year-old Louis. Blanche as Queen Accounts of the time indicate that Blanche loved her husband. She delivered twelve children, five of whom lived to adulthood. In 1223, Philip died, and Louis and Blanche were crowned. Louis went to southern France as part of the first Albigensian crusade, to suppress the Cathari, a heretical sect that had become popular in that area. Louis died of dysentery which he contracted on the trip back. His last order was to appoint Blanche of Castile as the guardian of Louis IX, their remaining children, and the kingdom. Mother of the King Blanche had her oldest surviving son crowned as Louis IX on November 29, 1226. She put down a revolt, reconciling (in a story with chivalric tones) with Count Thibault, one of the rebels. Henry III supported the rebelling barons, and Blanches leadership, with the help of Count Thibault, put down that revolt as well. She also took action against ecclesiastical authorities and a group of rioting university students. Blanche of Castile continued in a strong role even after Louis 1234 marriage, taking an active role in selecting his bride, Marguerite of Provence. Granted dower lands in Artois as part of the original treaty that brought her to her marriage, Blanche was able to trade those lands for ones closer to Louis court in Paris. Blanche used some of her dower income to pay dowries for poor girls, and to fund religious houses. Regent When Louis and his three brothers all went on crusade to the Holy Land, Louis selected his mother, at age 60, to be regent. The crusade went badly: Robert of Artois was killed, King Louis captured, and his very pregnant Queen Marguerite and, then, her child, had to seek safety in Damietta and Acre. Louis raised his own ransom, and decided to send his surviving two brothers home while remaining in the Holy Land. Blanche, during her regency, backed an ill-fated shepherds crusade, and had to order the destruction of the resulting movement. Death of Blanche Blanche of Castile died in November, 1252, with Louis and Marguerite still in the Holy Land, not to return until 1254. Louis never accepted Marguerite as the strong advisor his mother had been, despite Marguerites efforts in that direction. Blanches daughter, Isabel (1225 - 1270) was later recognized as Saint Isabel of France. She founded the Abbey of Longchamp, connected with the Franciscans and Poor Clares. Marriage, Children husband: Louis VIII of France (married 1200)children who survived to adulthood (of 12):1214: Louis IX, fifth child, first to survive1216: Robert, Count of ArtoisAlphonse of PoitiersSaint Isabel of FranceCharles of Anjou (Charles I of Sicily) Ancestors Father: Alfonso VIII of CastileMother: Eleanor, Queen of Castile (also known as Eleanor of England)Eleanor was the daughter of Henry II of England and Eleanor of Aquitaine

Benefits Management Plan for the Perth Arena Project Case Study - 1

Benefits Management Plan for the Perth Arena Project - Case Study Example The completion of Perth Arena program will be of great benefit to the entire indoor games on the basis of the infrastructure. If charges of both hosting the events and entry charges will be too high, the program is liable to fail since they will consider using other cheaper grounds irrespective of the available shortcomings. The maintenance of the arena will be quite sensitive. The arena will be preferred due to its infrastructure. All the services linked with the arena will have to be of high standard so as the project to succeed. The arena’s success will be greatly determined by the arena’s management. The main problem with this project will be competition. Although the project has a competition advantage based on its infrastructure pricing will make it face competition from arenas which charge cheaply. However, the arena will be preferred in holding international events over other arenas or fields in Australia. This implies that this is a golden opportunity that the arena has.1

Performance Management and HR Budgeting for H2O Essay

Performance Management and HR Budgeting for H2O - Essay Example The purpose of performance management is to create significant performance indicators, so that employees can follow their own performance levels. This method can help them manage their activities, correct their weaknesses and provide a plan for the right processes to maximize their performance. Performance management measurement is about accountability – to the organization and then to one’s self. We can tell that the organization’s performance management system is working well if we notice the following signs: high morale for the members of the team; effective teamwork even across different departments; promotion decisions are well formulated; goals are achieved; people are motivated; appraisals executed effectively; and terminated employees are well informed of their performance. (Horwitz, 2005, p. 5) Performance management philosophies Performance management systems developed by organisations are based on the philosophy which emphasizes employee performance. T his system motivates employees to perform well and work for organizational objectives. Performance management philosophy refers to developing an organized method of evaluation that requires performance expectations, monitors the job of the employees, evaluates their performance, and uses the information from this evaluation for management decisions and also for providing resources. (Bhattacharyya, 2011, p. 11) A management philosophy may start with the hiring process. The initial step is to focus on an applicant’s goals, capabilities, career focus, and so on. As soon as the applicant passes the tests, he/she becomes a member of a high-performing team. The developed performance management system allows the employees to know the company’s performance requirements and incentives, based on job results, and also to acquire new ways how to effectively perform up to the next performance cycle. According to Kandula (2006, p. 11), performance management is the result of utilita rian instrumentalism, which means it encourages hiring human resource at the lowest cost, retaining employees as long as they are useful, and termination of the contract if it is not anymore effective. Organizational culture plays a critical role in the development of performance management in an organization. Organizations with a supportive or collaborative culture have the chance of developing performance management processes that share information about improving employee performance. A reward system may create a desired performance rather than a punitive system which may result in unsatisfactory performance. (Micklitsch & Ryan-Mitlyng, 1996, p. 18) Performance management includes all possible initiatives managers undertake to have high performance among employees. These initiatives focus on giving performance appraisal, rewards and recognition to motivate high performance (Heslin, Carson, & VandeWalle, p. 89). Performance appraisal is almost similar to the principle of performan ce management. Many organizations of today are still applying the traditional method of performance management, i.e. ‘the maintenance-oriented, regulatory and administrative human resource management’ (Kandula, 2006, p. 11). This is a barrier to the application of performance management practices. There is a resistance on the part of the employees, and it can slow down the

HR Policies and Practices

HR Policies and Practices Motivating and Retaining a Multigenerational Workforce Through HR Policies and Practices Abstract In todays workforce management must learn to engage their employees who are of different generations and backgrounds. With roughly half of the workforce primarily Baby Boomers who are expected to retire within the next decade, management must learn to cope with loosing primary employees and training Generation Y and X employees on how to successfully complete Baby Boomers jobs. In the meantime, management must also learn how to keep each generation motivated and feel appreciated in order to produce the companys mission statement successfully. HR professionals will need to ensure management is aware of what the future holds by strategically planning and aligning employees to reach future goals. Introduction There are three generations that make up todays workforce: Baby Boomers, Generation X, and Generation Y. In order for management to successfully manage their organization, they must understand what drives and motivates each generation, what specific behaviors each generation posses, and what values they each perceive as important for their work environment. Since each generation is different, experts suggest that managers adjust their style of leadership in order to avoid problems (Crampton, 2006). The focus of the recommendations tends to be on Generations X and Y. Less attention is given to Baby Boomers and Veterans, because after all, they are about to retire (Crampton, 2006). As management begins to focus on what makes these generations different from one another, they will be able to maximize the organizations profits and prolong competitiveness in the future economy. To better understand each generation, we must gain knowledge about each one individually. Piktialis (2006) briefly describes each generation: â€Å"-Baby boomers, ages 41-59, make up almost half the U.S. workforce. They grew up during an era of economic prosperity and experienced the tumult of the 60s at an impressionable age. Baby boomers tend to be optimistic, idealistic and good team players. They are driven, love challenge and want to be stars and build stellar careers. Because they have had to compete with each other at every step of their careers, they can be highly competitive. -Generation X, ages 28-40, makes up just 29 percent of the workforce. This generation witnessed parents experiences with corporate downsizing and restructuring in the 70s and 80s. Raised in an era of two-earner households and rising divorce rates, many of them got a childs-eye view of work-centric parenting. They value flexibility, work-life balance and autonomy on the job, and appreciate a fun, informal work environment. They are constantly assessing how their careers are progressing and place a premium on learning opportunities. They are technologically savvy, eager to learn new skills and comfortable with change at work. They appreciate frequent and honest feedback from their managers and mentors. -Generation Y, ages 27 and younger, makes up just 15 percent of the U.S. workforce. Over the next two decades that percentage will grow to approach that of the baby boom in its prime. Generation Y tends to be well organized, confident, and resilient and achievement oriented. They are excellent team players, like collaboration and use sophisticated technology with ease. They are comfortable with and respectful of authority and relate well to older people. More than any generation that has come before, they are comfortable with diversity. They want to work in an environment where differences are respected and valued, where people are judged by their contributions and where talent matters.† (Piktials, 2006) As future managers, we need to analyze each generation separately and devise recommendations on how to fully engage employees to the commitment of the company. Here we will analyze Baby Boomers, Generation X, and Generation Y in more depth and learn what makes each one unique as well as how to properly communicate and achieve success. Baby Boomers Baby boomers were born between 1946 and 1964 and are predominantly in their 40s and 50s. They are well-established in their careers by now and hold positions of power and authority. This generation constitutes a large majority of corporate executives and other managerial positions of power. Their typical characteristics include optimism, politically conservative, and they are active, competitive, and focus on personal achievement and accomplishment. They work hard maybe too hard, and are often stressed out. They like to set and reach goals, continuously seek self-improvement, care for children and aging parents, and complain about things at work but accept them as part of the job. They are an idealist generation that has predominately experienced a world of peace (Fransden, February, 2009). With single-parent households, growing children, aging parents, demanding jobs, and approaching retirement, baby boomers cant find enough time to go around. Collectively they pushed the work week from a long-time standard of 40 hours up to 60, 70, or more hours per week. They often experience conflict with younger generations who do not share their values. Their primary work focus makes them the generation most susceptible to burnout and stress-related illness (Fransden, February, 2009). Baby boomers are characteristically loyal, work-centric, independent, goal-oriented and competitive. They believe that Gen-Xers and Ys lack work ethic and commitment to the workplace, and should conform to a culture of overwork. Baby boomers equate work and position with self worth; they are clever, resourceful and strive to win. Boomers are well suited to organizations with a strong hierarchal structure, and may have a hard time adjusting to workplace flexibility trends (Brazeel, 2009). Understanding the workplace differences between generations is more important now than ever. As companies look to hire over the next several years, they will interview and evaluate candidates spanning three age generations. Interviewers will meet with a multitude of candidates, and will come face to face with generational differences. Taking into account the foundational characteristics of each generation will add to a more robust assessment and selection of talent that meets organizational values and goals (Brazeel, 2009). In 2005, one in four workers was over age 50. By 2012, it will be nearly one in three, according to the U.S. Bureau of Labor Statistics. In fact, between 2002 and 2012, the fastest-growing group in the nations workforce will be the one made up of people between ages 55 and 64 (Cadrain, 2007). Labor statistics indicate that nearly 80 million Baby Boomers will exit the workplace in the next decade. These employees are retiring at the rate of 8,000 per day or more than 300 per hour. This is an unprecedented loss of skilled labor (Kane, February 2, 2010). As the shortage of workers escalates exponentially, future-focused leaders need to be strategic about how to keep t heir boomer talent engaged. The key, according to career counselors Beverly Kaye and Joyce Cohen, is to focus on the aspirations that middle-aged people in the professional workforce have developed overtime. Most senior boomers want to remain productive and to leave their mark on their company and their profession. Good managers will find ways to engage boomers interests and in so doing reduce attrition among their ranks (Anonymous, January 2010). Kaye and Cohen suggest that there are five strategies to engage baby boomers: Contribution: Encourage boomers to tap their unused talents. Help them explore their skills and interests and determine which ones spark creativity. How to begin? Ask each senior employee pertinent questions to discover their interests and talents. Ask questions like, â€Å"What are the favorite parts of your job?† and â€Å"What would you like to do more of?† or â€Å"Less of?† and â€Å"What would you like to learn in the next two years? H ow can I help you reach these goals?† (Anonymous, January 2010). Competence: Encourage boomers to raise their competence levels and quotients. In this era of self-management, employees must continually upgrade their skills and hone their behaviors. Besides content expertise, employees should develop their technical skills, be more aware of other generations, balance work and life, expand their language ability and cultural know-how, integrate new information, deal with change, and transfer knowledge. All of these are essential survival skills and abilities in the new workplace. Good management will help senior employees find a niche in the expanding array of new competencies (Anonymous, January 2010). Competition: Help boomers look internally and externally at whats happening in their professions. Managers need to coach direct reports to ensure they are aware of the impact of globalization, competition, deregulation, new technologies, and emerging skills that change the nature of their work. Employees should know how their current organization could be threatened in the not-too-distant future. At staff meetings or informal gatherings ask all employees, but especially boomers, questions like, What areas are growing within the firm? What are trends that could impact how we do our work here? What skills would it be smart to increase over the next three to five years? To get ahead of the curve in the profession, what could you and the firm be doing right now (Anonymous, January 2010)? Choices: Help boomers identify their desired type of work, level of commitment, and plan of action. Options like cross-training, rotational assignments, travel opportunities, short-term sabbaticals, temporary assignments, and transition management need to be carefully considered and implemented as needs arise. To begin, initiate a dialogue about their interest in each of these learning vehicles (Anonymous, January 2010). Changes and concerns: Encourage their ability to transfer knowledge and take ownership for making it happen. As baby boomers retire, the issue of knowledge transfer is essential and is everyones responsibility. Are experienced boomers working every day with younger people to help them understand problems and solutions? Legacy-leaving is a viable, cost-effective way to solve problems internally, escalate creativity and build the next leadership tier (Anonymous, January 2010). These five areas are fertile ground to launch and expand conversations. It doesnt matter who or what launches the discussion; what matters is that these conversations take place. Boomers have carried the ball for years. The shift to a new backup role will not be easy for many of them. But many others, with the capable guidance of firm managers, will realize that easy or not new responsibilities will be better than walking away (Anonymous, January 2010). There are skills shortages already among health professionals, teachers and public administrators. The average age of a registered nurse is now 47. There are upcoming shortages among scientists, engineers and manufacturing employees. Employers are beginning to take more notice and more action about the impending drain on talent and loss of knowledge, according to findings of a Society for Human Resource Management Weekly Online Survey of 483 HR professionals in March/April 2007, titled Future of the U.S. Labor Pool (Cadrain, 2007). Some examples of best practices for recruiting and retaining workers ages 50 and over are the Atlanta-based Home Depot and the CVS drugstore chain. Both have created a 50-plus employee brand: CVS promotes Talent is Ageless, and Home Depot promotes Passion Never Retires. â€Å"Both companies feature pictures of older workers on their web sites and have made their hiring and screening practices age-neutral (Cadrain, 2007). Some employers, such as Stanley Consultants of Muscatine, Iowa, have formal phased retirement programs that allow employees to move into retirement gradually by reducing their work schedules and permitting them to continue to receive a portion of their salaries as well as benefits such as health care and pension funds. Carondelet Health Network of Tucson, Ariz., has a seasonal worker program where older employees work fewer than three-, six- or nine-month contracts. Borders, of Ann Arbor, Mich., and CVS have snowbird programs aimed at retirees who split their time between homes in different climates. Home Depot offers benefits and tuition reimbursement for anyone who works more than 10 hours a week. The company provides annual wellness visits to identify and prevent chronic health conditions. Finally Baptist Health of South Florida (BHSF) has raised the level of its hospital beds to ease back strain on employees caring for patients (Cadrain, 2007). Generation X Generation X is the most interesting of today, being in between the Baby Boomer and Gen Y generations. This generation consists of those born between born between 1961 and 1976. They are mostly known as the â€Å"latch key kids, because they came up during a time when their mothers had to work and they had to stay home alone (Glass, 2007). Very different life events shaped members of Generation X the term coined by British authors Charles Hamblett and Jane Daverson in their 1964 book Generation X. Canadian author Douglas Coupland popularized this terminology making it part of the lexicon in his book of the same name (Glass, 2007). A growing body of literature suggests that this current group of young potential managers (also referred to as Gen X, Xers, and the Baby Busters) is a generation that appears to be significantly different from its predecessor (Sirias, Karp Brotherton, 2007). Born at a time when the divorce rate was twice the rate of Baby Boomers when they were children; there are far less members in Generation X than that of Baby Boomers. This is because there was easier access to birth control and also because people decided to have smaller families. There was no decision or way of controlling this during the Baby Boomer times (Glass, 2007). During the time of Gen X production, the US Social Security system began to come under scrutiny as potentially not being able to pay Gen Xers in their retirement years; an issue that still exists with Gen X and Gen Y today. This was also a time when it was popular for both parents to be working; something not at all common during baby boomer time. The term latch key kids stems from this, being kids who came home to an empty house, with a key literally on a chain (Glass, 2007). Glass suggests that its also important to recognize that these parents experienced one of the first rounds of mass corporate layoffs in the 1980s, which also shaped their childrens own work-related viewpoint (2007). This was a time when many factories were coming to an end and many people were being laid off. Mothers that were used to staying home and being housewives now had to go out and work to support their family. This is the cause for Gen Xers have little trust and faith in the organization they work for, and more so putting their family first. According to Sirias, Karp Brotherton, â€Å"Since an individuals work habits first develop in the early teens, the economic and political climate prevailing at the time of formation can strongly influence an individuals work values. Although a workers values do change as the individual matures, the generational experiences tend to influence work values more than age or maturation† (2007). The way the members of this group were raised, the things they saw and went through, are all contributing factors of them being the most criticized generation. Its critical for management to understand the different traits and styles of the generations. Generation X is characterized by many traits, but the most important being work/life balance, which is something they dont feel Baby Boomers have. Compared to baby boomers, they are often seen as skeptical, less loyal, and extremely independent (Glass, 2007). According to the SHRM study, there are three main areas where the generations differ: work ethic, managing change, and perception of organizational hierarchy. Xers tend to feel that if the work is done, it does not matter how it was done or where; they are much more concerned about the outcome than the process. They have a strong since of working on their own and become extremely irritated when micromanaged (Glass, 2007). Because they have been raised in the milieu of such things as computer-training, latch key social conditions, the shopping mall, MTV, video games and a myriad of other contributing environmental factors, current literature suggests that the Xers have demands, expectations, values and ways of working that are quite different from those who make up the current strata of management, particularly the Baby Boomers (Sirias, Karp Brotherton, 2007). With this being said, boomers and Xers are constantly at odds; and its managements job to break that barrier, by offering different forms of resources and ways of communicating. Members of Generation X feel that if they did not struggle for balance in their lives, all they would do is work; since due to the prevalence of PDAs and wireless technologies, they can and are expected to work everywhere. They are results oriented, and do not focus or care about the method used to achieve the results. Many Xers see baby boomers as resistant to new technologies and change. Also, when it comes to communication, they will use whatever form is most efficient, which is similar to the preference of baby boomers (Glass, 2007). Xers strive for balance in their lives, particularly between work and family, since they would be consumed by work given the technology to work anytime from anywhere (Beautell Wittig-Berman, 2008)). Another important trait for managers to understand about Gen Xers, is the fact that they truly enjoy feedback. Regardless of if its positive or negative feedback, they want to know how they are doing; which is contrary to baby boomers, who require little feedback. This can sometimes be a problem when an Xer is managing a Baby Boomer, because the Baby Boomer can become insulted due to specific instructions. This can also be a problem, because the younger managers sometimes feel intimidated by the boomer, making it difficult for them to give accurate feedback (Glass, 2007). So, how can management overcome this important trait within Generation X? Glass suggests simply asking the employer or employee what his or her expectation is regarding feedback and instructions, and then learning to adapt ones own approach to the answer (2007). A great manager will understand that some require more and less attention than others, just as well as some require different styles of feedback than others. There are several ways management can leverage everyone and win; and when doing so, there are four basic areas to focus on for overcoming generational conflict: changing human resource policies/corporate philosophies, ensuring an environment of effective communication, incorporating collaborative decision making, and developing internal training programs that focus on the differences (Glass, 2007). Glass states that, â€Å"Every generation wants to earn money, but that is not the only deciding factor in choosing and staying with a job. To better explain this, Xers are yet again compared to baby boomers. Boomers dont care to hear or learn about stock options, because they dont have time to exercise this type of benefit. On the other hand, Xers are greatly interested in this subject and trust when their companies actually teach about and offer this type of benefit (Glass, 2007). In terms of an example of how Gen Xers and Baby Boomers get along, one can bring up mentoring. Baby boomers tend to enjoy teaching or mentoring their younger generation. At the same time, Gen Xers seek the opportunity to learn and have extremely high standards for self-improvement (Glass, 2007). As mentioned earlier, the most important trait of Generation X is work/life balance. This is critical for management to understand, because a Gen Xer will pick a lower paying job if it offers less stringent work hours and far better benefits, in turn allowing for a greater work/life balance. Gen Xers will likely focus more on firms offering maternity leave and daycare benefits, which again, allow flexibility (Glass, 2007). They tend to focus more on the benefits, culture and flexibility of an organization when making a job decision. If a promotion is available, Xers will be more concerned about how everything else is affected before making the decision. They have begun to construct the strong families that they missed in childhood. Many organizations have not achieved the flexibility and work-family support that is consistent with their way of thinking (Beutell Wittig-Berman, 2008). Although its important to find a way to motivate and retain the other generations, this is a critical area to understand when trying to reach that goal with Generation X. The needs of most employees will change throughout their working lives; they may take on caring responsibilities, want to live in another country, or decide to embark on a completely different career. If one organization cannot meet these needs, they will not hesitate to look elsewhere for one that can (Deegan, 2009). Few companies adjust to these flexibility needs, but as Gen X becomes the new managers of companies in the future, this is likely an area that will change. Generation X brings a lot to the table, including a fresh perspective, effortless techno-literacy and an easy adaptability to change. As they take their places in the workforce, their ability to work effectively in teams will contribute directly to the success of their organizations. This is why its so critical for management to understand the different traits of the generations (Sirias, Karp Brotherton, 2007). Sirias, Karp Brotherton suggests that there are three variables that are important to gen Xers, which are: * Self-reliance Xers feel that individuals have to have the self-confidence to be able to perform their individual tasks. They strive to give 110 percent and if they do less than this, they are seen as a free rider or a burden to the team. * Competiveness Xers have a high level of competiveness, which should not be seen as an obstacle, but more so an opportunity. * The willingness to sacrifice yourself for the team To gen Xers, this represents a reflection as to the team should operate and that self-sacrifice is needed for team success. If management focuses on motivation in these areas when dealing with Generation X, success is prevalent. Its important to understand whats needed to retain the generation and its things like this that assist in that area (Sirias, Karp Brotherton, 2007). Gen Xers urge for individuality and have a higher potential for task effectiveness. As the workforce becomes more heavily populated by generation x, what needs to be considered are approaches in which organizations can modify team values and structures to meet the changing needs of the individual team members. Beautell Wittig-Berman suggests that Gen Xers value work-life balance, growth opportunities, and positive work relationships. They want challenging work that can be accomplished in a single day working flexible hours. They value flexibility and expect their employer to accommodate their work-family-life issues (Beautell Wittig-Berman, 2008). Work-family-life or what one can consider to be flexibility is by far the most important aspect of any company to Gen Xers. Although this may seem odd or overwhelming, companies that learn to adapt to this need can reap the benefits of this generation. The benefits that can stem from using flexibility as a motivating factor as follows: * Increased retention Employees are more likely to stay with a company that adapts to their needs and seems to care about their overall well being and not just the company. * Higher engagement and productivity Happy workers produce great goods or service. * Enhanced recruiting and competitive position When employers enjoy where they work, they have a habit of bragging to others about the company, which can lead to those individuals seeking the company when applying for new employment. * Reputation as an â€Å"employer of choice† Again, happy employees brag about the company, which leads to the word spreading of the company being one to work for. * Improved scheduling and coverage across time zones and continents This again stems from the employer feeling happy and content at work, which makes it simple for employees to work overtime when needed. This also makes it easy for everyone to learn to work together. * Reduced real estate costs Sometimes being flexible means allowing employees to work from home, which in turn saves the company space that would have normally been used. Employers that get the business case for flexible work arrangements will reap the rewards through increased employee engagement and loyalty, which in turn will drive their business to even higher levels of performance and productivity (Beautell Wittig-Berman, 2008). Managers should try to make work meaningful and fun for Gen Xers and understand their skepticism for what it is: a reflection of their honest observations about the relationship between employer and employee (Gibson, Greenwood and Murphy, 2009). Meeting employees needs does not mean compromising on performance; its about enabling employees to their full potential (Deegan, 2009). In sum, the relationship between the employer and employee is whats being judged. They dont just care about working, but more so about how work adapts to their personal life. Companies that pay close attention to the main motivating factor of Gen X will quickly run into understanding that flexibility is the key with this generation. Generation Y Although demographers often differ on the exact parameters of each generation, there is a general consensus that Generation X ends with the birth year 1977. Born in the mid-1980s and later, Generation Y legal professionals are in their 20s and are just entering the workforce. With numbers estimated as high as 70 million, Generation Y (also known as the Millennials) is the fastest growing segment of todays workforce (Rothberg, 2006, para. 1). According to the author of â€Å"Generation Y†, these folks â€Å"grew up with technology and rely on it to perform their jobs better† (Kane, 2008, para. 2). This generation prefers to communicate through e-mail and text messaging rather than face-to-face contact and prefers webinars and online technology to traditional lecture-based presentations. They always have cell phones and all sorts of other gadgets on hand (Kane, 2008). Some suggest that Generation Y people live on the fast track, and that they are â€Å"willing to trade high pay for fewer billable hours, flexible schedules and a better work/life balance† (Kane, 2008, para. 3). â€Å"While older generations may view this attitude as narcissistic or lacking commitment, discipline and drive, Generation Y legal professionals have a different vision of workplace expectations and prioritize family over work† (Kane, 2008, para. 3). Generation Y people are also achievement oriented. Just as mentioned on the article, the author describes this generation as one that has been: â€Å"Nurtured and pampered by parents who did not want to make the mistakes of the previous generation, Generation Y is confident, ambitious and achievement-oriented. They have high expectations of their employers, seek out new challenges and are not afraid to question authority. Generation Y wants meaningful work and a solid learning curve† (NA, 2006, para. 4). The authors of Leadership and the Future: Gen Y Workers and Two-Factor Theory describe Generation Y as being more idealistic than Generation Xers when it comes to the workplace but compared to Baby Boomer workers, they are described as being more realistic (Baldonado Spangenburg, 2009). They value teamwork and seek the input and affirmation of others. Part of a no-person-left-behind generation, Generation Y is loyal, committed and want to be included and involved. â€Å"Generation Y craves attention in the forms of feedback and guidance. They appreciate being kept in the loop and seek frequent praise and reassurance. Generation Y may benefit greatly from mentors who can help guide and develop their young careers† (Johnson Hanson, 2006, p.5). Rothberg states that those workers who are part of Generation Y workers â€Å"have a reputation for experiencing boredom and frustration with slow-paced environments, traditional hierarchies and even slightly outdated technologies† (2006). Dr. Larry Rosen, author of the Mental Health Technology Bible and TechnoStress: Coping with Technology @Work, @Home, @Play, argues that: â€Å"The biggest difference between members of Generation Y and those who came before them is that they have spent their entire lives surrounded by technology.†Technology just is for them. Its part of every aspect of their lives, unlike a lot of the people they will be coming to work for (Rothberg, 2006, p. 2). He suggests that the difference is more than a generational experience gap; its a difference in personality. Some state that the reason this generation is so different is because they grew up during one of the best economic times in the last 100 years, allowing them to grow with more luxuries than other generations (Rothberg, 2006). Baldonado Spangenburg point out that a survey was conducted in order to guide a descriptive study of Generation Y. It was designed to â€Å"explore motivational needs of Gen Y and their impact in the workplace† (2009, p. 2). Upon analyzing responses, several recommendations were provided in order for managers to be able to motivate this new workforce generation. The following is a list of suggestion provided by the authors in the article Leadership and the Future: Gen Y Workers and Two-Factor Theory: The authors suggest that companies should: 1. Support work/life balance in the workplace According to the article, Gen Y believes that their personal life is just as important as their professional life. It is recommended for companies to consider options such as fitness facilities/discount membership, education/training opportunities, flexible working arrangements, family leave policies, and childcare/eldercare programs. 2. Provide Gen Y workers with opportunities to grow in their job -Managers can provide Gen Y with challenging work as their skill and knowledge progresses. 3. Use achievement as a way to reward/motivate Gen Y workers Generation Yers are very interested in being recognized in their work environment. Suggestions include: employee of the month award and gift certificates among others. 4. Managers must clearly articulate safety and fun at work to employees. Having a fun and comfortable working environment can greatly motivate Gen Y cohort, according to the author. 5. Generation Y workers enjoy challenges. That is why the authors suggest increasing responsibility as a reward. This is considered a good motivator for this ever changing generation. 6. Finally, it is suggested for managers to create a fair salary/compensation package. (Baldonado Spangenburg, 2009, para. 14). According to the authors of the article Dont be so Touchy! The Secret to Giving Back to Millenials, constant feedback is an almost critical ingredient in performance and job satisfaction (Ferry Sujanski, 2009). The children of Baby Boomers, the Millennial Generation, have been raised in an atmosphere of high expectations, plenty of feedback and heaps of praise. They have received feedback on class assignments at each stage

Rhetorical Analysis of “Pink Think”

Women have been told what to do since the beginning of time. â€Å"Pink Think† furthers that idea. This article by Lynn Peril explains what influences have impacted the way females act and think. Emotional appeal, the use of the theory pink think and her use of specific examples from history all come together to establish her case that women have been expected to fit into a specific mold in order to be a successful woman in life. Every woman feels the need to fit in with society. By fitting in, the woman would get the perfect guy, be successful in life and feel included.Lynn Peril shows how the attitude of Pink think made women feel the need to fit in. There were articles that showed the joys of housewifery. Women who read these articles felt that if they were a housewife and enjoyed the aspects of it written in the article, they fit in. It is a trait in women that all women want to fit in. We look in magazines and wish to look and dress like the models. This was what women th ought about Pink think. It was the â€Å"in† way to act and think. Women who thought this way fit in and those who did no wanted to so that they could fit in.Lynn Peril shows how Pink think made women want to fit in, and it worked. The theory of Pink Think is a set of ideas and attitudes about what constitutes proper female behavior. It was very popular from the 1940s to the 1970s. The theory of Pink think is the main argument of this essay. The cultural mindset of Pink think touched every female. The women read about it in articles, teens learned about it in their home economics textbooks, and little girls learned the feminine behaviors in games such as Miss. Popularity.With all the aspects of a woman’s life having some type of Pink think, it is no wonder women felt the need to fit into this mold. Pink think also told women that femininity was the only way to get and marry a man. And that was the only way to have a child, which was what women were supposed to do. Pink think also â€Å"made beauty, charm, and submissive behavior of mandatory importance to women of all ages in order to win a man’s attention and hold his interest after marriage. † It made women believe the only thing to do in life was to please a man.Pink think took over the way women act and thought in order to fit into what society thought a woman should be like. The use of specific examples in â€Å"Pink Think† helped Lynn Peril show that this theory influenced women in any stage of their life. Pink think influenced women from the way they put on their bathing suit to the choice of contraception. The example that had a real influence on me was the Miss America competition of 1961. Nancy Fleming’s answer to just kick both of her heals off and continue down the runway was a good one, but her answer that too many women were working and they should just be at home was shocking.Also the fact that she won after that answer really surprised me. Fleming was p utting women throughout the country down and saying they should just stay at home and have no place in the workforce. Women should have the choice to work or stay at home. I do not think the role model for America should have told the world that women are over powering men and her place is in the home. Peril’s use of several specific examples allows her to connect to deferent readers. By having several examples, Lynn Peril expands the audience that she affects.By using emotional appeal, the use of Pink think, and several specific examples Lynn Peril shows readers how women were influenced to act and think a certain way. Some of these attitudes are still looming around today. Just because Pink think was popular from 1940-1970, does not mean the idea does not show up today. Women are still expected to act and think a certain way. Lynn Peril showed how women were supposed to act back then, and it has changed in present day, but some ideas are still around. Rhetorical Analysis of â€Å"Pink Think† Women have been told what to do since the beginning of time. â€Å"Pink Think† furthers that idea. This article by Lynn Peril explains what influences have impacted the way females act and think. Emotional appeal, the use of the theory pink think and her use of specific examples from history all come together to establish her case that women have been expected to fit into a specific mold in order to be a successful woman in life. Every woman feels the need to fit in with society. By fitting in, the woman would get the perfect guy, be successful in life and feel included.Lynn Peril shows how the attitude of Pink think made women feel the need to fit in. There were articles that showed the joys of housewifery. Women who read these articles felt that if they were a housewife and enjoyed the aspects of it written in the article, they fit in. It is a trait in women that all women want to fit in. We look in magazines and wish to look and dress like the models. This was what women th ought about Pink think. It was the â€Å"in† way to act and think. Women who thought this way fit in and those who did no wanted to so that they could fit in.Lynn Peril shows how Pink think made women want to fit in, and it worked. The theory of Pink Think is a set of ideas and attitudes about what constitutes proper female behavior. It was very popular from the 1940s to the 1970s. The theory of Pink think is the main argument of this essay. The cultural mindset of Pink think touched every female. The women read about it in articles, teens learned about it in their home economics textbooks, and little girls learned the feminine behaviors in games such as Miss. Popularity.With all the aspects of a woman’s life having some type of Pink think, it is no wonder women felt the need to fit into this mold. Pink think also told women that femininity was the only way to get and marry a man. And that was the only way to have a child, which was what women were supposed to do. Pink think also â€Å"made beauty, charm, and submissive behavior of mandatory importance to women of all ages in order to win a man’s attention and hold his interest after marriage. † It made women believe the only thing to do in life was to please a man.Pink think took over the way women act and thought in order to fit into what society thought a woman should be like. The use of specific examples in â€Å"Pink Think† helped Lynn Peril show that this theory influenced women in any stage of their life. Pink think influenced women from the way they put on their bathing suit to the choice of contraception. The example that had a real influence on me was the Miss America competition of 1961. Nancy Fleming’s answer to just kick both of her heals off and continue down the runway was a good one, but her answer that too many women were working and they should just be at home was shocking.Also the fact that she won after that answer really surprised me. Fleming was p utting women throughout the country down and saying they should just stay at home and have no place in the workforce. Women should have the choice to work or stay at home. I do not think the role model for America should have told the world that women are over powering men and her place is in the home. Peril’s use of several specific examples allows her to connect to deferent readers. By having several examples, Lynn Peril expands the audience that she affects.By using emotional appeal, the use of Pink think, and several specific examples Lynn Peril shows readers how women were influenced to act and think a certain way. Some of these attitudes are still looming around today. Just because Pink think was popular from 1940-1970, does not mean the idea does not show up today. Women are still expected to act and think a certain way. Lynn Peril showed how women were supposed to act back then, and it has changed in present day, but some ideas are still around.

Life After Wpa Essay Samples

Life After Wpa Essay Samples The Most Popular Wpa Essay Samples You must find the most suitable resources for your essay along with patience when finding the most suitable inspiration to write. Following this comment, the author offers several information about the elephants' right to live. Reflection of this issue and discussion of the references utilized in the paper The topic discussed within this paper is a significant one for Americans since it reflects American history and helps to discover the right answers to existing questions in the area of social security. Be certain to adhere to these directions with care as opposed to simply agreeing or disagreeing or writing an extensive overview of the report. A lot of people find writing as an effective means to share their thoughts and opinions. One of my favourite things about writing is that there isn't any correct or wrong answer. Unless you're an extremely talented baker, most likely the reply is no. A response to this question should mention the youngster's strengths, their athletic and societal interests. It may help you brainstorm some tips for your next scholarship essay. Thus employing an expert for doing your essays could be the correct option. Writing a high school essay if you've got the tips about how to do essay effectively. Writing a persuasive essay can be challenging because you're not just presenting the research materials which you've gathered but you're trying to influence your readers. Such last-minute searching never becomes futile, which causes unfinished essay assignments and ends in a poor grade. When picking a high school essay format, step one is to recognize the kind of essay you want to write. The major portion of a brief essay is known as the body. The price generally changes depending on the essay type. For instance, the price of a persuasive essay will differ from a proposal essay. High school essays are structured very similarly whatever the topic and excellent essay structure will let you write an obvious essay that flows from 1 paragraph to the next. Moreover, our English-speaking writers make sure every order has original content and an appropriate structure. You should outline all facets of the prompt. It isn't as demanding as other kinds of academic papers, but nevertheless, it can provide you an overall insight on writing providing you with the fundamental skills of information gathering, creating an outline, and editing. Using criticism employed by the author points out that individuals have a tendency to forget the previous great deed one time a calamity perceived to have resulted from negligence hits a corporation. The absolute most important element of this sort of essay is the sort of materials you will use and cite. For instance, the WPA made an important effect on Oklahoma. In fact, millions of American people were thrown out of work on account of the negative effects of financial crisis. Roosevelt, in an effort to curb the impacts of the depression, created the New Deal. The Meaning of Wpa Essay Samples We're a company that specializes in professional writing service. Writing is a rather strong tool. Scholarship provi ders would never tell you exactly what they are searching for in an essay. Pros of selecting an affordable essay service Availability Everywhere on the web, you can get one or other essay services. What You Should Do to Find Out About Wpa Essay Samples Before You're Left Behind Our rates are reasonable, and it permits you to have your paper revised at no cost. Its cost can hamper the standard of the content produced. Buy essays from us and you could always be sure of high-quality paper that could assure you quality grade. It is a good idea to look for the one which has a superior reputation and offers high-quality papers at economical prices. You don't need to return to school to prepare for the GED test. GED Online lets you prepare for the GED test by utilizing online classes and practice tests. These tests will construct your confidence and your time management abilities. Practice tests are the best method to receive ready.

The Rise and Fall of the Roman and Islamic Civilizations

Early Rome began like many other early civilizations. Sometime between 1,500 and 1,000 B.C.E. groups of warlike people, speaking a common language we refer to as Italic, began moving into the Italian peninsula from across the Adriatic Sean. One of these peoples was the Latins. By 800 B.C.E. the Latins established Seven Hills near the Tiber River. Around this same time the Etruscans moved into present day Italy. The Etruscans turned seven villages into the city of Rome ruled by a monarchy. 509 B.C.E. the Romans overthrew the Etruscan king replacing the monarchy with a republic, in which citizens elect representatives to govern. During this time two social classes clashed for control; the patricians and the plebeians. The patricians were†¦show more content†¦The Roman Empire peaked under the rule of Trajan 98-117 CE. The Pax Romana: Piece and Prosperity reigned for 100 years (96-180 CE). Some of the accomplishments of the time were architectural domes, concrete used in the con struction of buildings, arches, aqueducts, roads and bridges, and a system of law. The fall of Rome was most likely caused by a combination of internal and external pressures. One of the external pressures was the Germanic Goths who were increasingly attacking the Northern frontier along the Danube River during the reign of Marcus Aurelious 161-180 CE. Marcus Aurelious died of chicken pox in March of 180 CE and was succeeded by his son Commodus. Commodus disliked the administrative component of being ruler and neglected it which lead to dissatisfaction among the senate. He tried to eliminate this by becoming a dictator, became feared and hated by the senate. His sister and conspirators attempted assassination in 182, ten years later he was strangled in his tub. This demonstrates the political unrest in the late period of Roman rule. By the 3rd Century plagues and increasing economic autonomy in the vast empire made it unmanageable. Emperor Diocletion thought the way to save the emp ire was to spit it into Eastern and Western halves. The Eastern Empire consisted of Anatolia, Syria, Egypt, and Greece. The western empire consisted of Italy, Gaul, Spain, Britain, and North Africa. Constantius was co-ruler in the easternShow MoreRelatedModel Essay Comparison Essay Post-Classical Civilizations1304 Words   |  6 PagesQuestion: With the collapse of the classical civilizations, post-classical civilizations arose shortly thereafter. Compare the factors that led to the rise post-classical civilizations from 500 CE to 1200CE between two of the following regions- Europe, East Asia, Africa or the Middle East. Model Essay Comparison Essay Post-Classical Civilizations With the collapse of the Roman, Gupta and Han empires, the world was left in a period of chaos with little structure in most areas. 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