Week4 Essay Example | Topics and Well Written Essays - 500 words - 1

Week4 - Essay Example This intellectual property will affect the Quick-Med Technologies in a great way, as the Rosacea disease is prevalent in nearly 16 million American, so a very effective technique of curing Rosacea will gives them a huge market and big profits because other treatments available have side effects and other companies can’t use this technique due to intellectual property rights of Quick-Med Technologies. Competing companies would be affected by this intellectual property of Quick-Med Technologies, as they can’t use this more effective technique and the current techniques have side effects so they are likely to face low sales of their products which are associated with the treatment of Rosacea. Advanced Cell Technology, Inc has many Intellectual properties in the area of regenerative medicine. They have utility patents like methods for treating retinal degeneration using human RPE cells and manufacturing RPE cells from human ES cells. Advanced Cell Technologies has acquired these patents because this is potentially a very large market, there are some 200 or more diseases of retina which effects millions of people worldwide, and that may be treated by using their technology of RPE cells. Secondly there are currently no available treatments for some diseases like Stargardts Disease and Age related Macular Degeneration, which can be treated with their new treatment technology, and which is potentially a 20-30 billion dollar market. These new intellectual properties will extend the companys patent coverage of the scalable manufacturing of human RPE cells for therapeutic use, this Intellectual property will further expands their patent estate with respect to protecting the use of RPE cells in a wide range of treatments. As this is a multibillion dollar market and there are currently no available cures for some of the diseases

Adapting Communication for Age of Pupils Essay Example for Free

Adapting Communication for Age of Pupils Essay When working with children each age group requires a different level of support and also a best way to communicate, communication doesn’t just change on the age of the child but also the child themselves. When working with children in the foundation stage F-1 it is appropriate to speak to children n there level whenever possible this helps the child to feel more comfortable as they haven’t got someone towering over them, also for the adult it helps them to hear the child correctly as younger children are likely to not be as loudly spoken and may lack in confidence. Also another non verbal communication in this age is to use lots of facial expression as children will pick up the meaning of a word or what context it is meant in by facial expression as well as tone of voice. Younger children also benefit from the use of actions to go with words such as having a hand action for hello waving etc. this makes language more remember able to them and easier for them to use. The verbal communication for this age needs to be simple, using words which the child will understand both the meaning of the word and the context it is meant in for example clear instructions are helpful such as â€Å" go and get your coats on, its cold today, they need to be done up, and then line up please† a opposed to â€Å" coats on† the children will not know to do up or line up. Clear tone of voice I also needed and children quickly respond to this if a member of staff has a calm happy tone of voice and changes to a stern tone the pupils are likely to recognise she is upset about something as her tone of voice has dramatically changed. Where as if a member of staff always had a flat tone of voice which doesn’t change children are likely to be less aware or able to pick up on the contexts things are meant as they are unable to relate to the changing of tone. See more:  Mark Twains Humorous Satire in Running for Governor Essay In KS-1 pupils have much better language skills and can use more complex words, Verbally I can use more complex words such as time words, and more complex description words when communicating with them light humour is also appropriate as they will be able to understand it. In KS-1 pupils are likely to find it a little unnerving If I were to always speak to them on their level as they are older and may see this as been spoken to like a baby, however eye contact is still important when speaking to them. Hand actions will no longer be needed at this stage, also facial expression is still important but needn’t be as exadrated. As children get older depending on their development they are likely to be able to communicate on a more adult level, exploring language and understanding its context and meaning, using humour and asking questions if unsure of how something is meant. The context of the communication. How I communicate with the CYPs in the settiing will be adapted also to the context in which I am talking for example when in the classroom working with a pupil on a task I will speak in a calm relaxed tone of voice, encouraging them while they do the task, if a pupil had been struggling I may change my tone of voice to a more enthusiastic pitch recognising their achievements. When in a classroom and a pupil might talk whilst the teacher is talking either to myself or another pupil usually saying their name in a stern tone and unsmiling face is enough to get them to correct their behaviour. Whilst in the playground speaking to a pupil on a social subject I can relax use light humour, be interested in what they are saying without asking inappropriate questions. I can use hand gestures and have a more relaxed pose. Communication differences. Pupils depending on their individual needs, preferences may need different communication from their peers for example is a pupil is quiet shy and quietly spoken they may feel more comfortable with the adult to speaking to them in a calm quiet manner whereas a adult being load and confident may make them feel very nervous etc. Pupils who have SEN. may need communication to be different to suit their needs for example if they have additional learning needs they may have difficulty understanding language as well as there peers and need simple language with actions and facial expressions to help them. Pupils with sight difficulties may need more physical communication such as leading around the room by hand or being allowed to explore activity’s by touch. Pupils with a hearing difficulties may benefit from visual aids around the classroom such as school rules such as no running. They may also need adults to repeat things to them if they are unsure and also for adults to always face them when talking to them to enable them to lip read, and speak in a clear load voice. TDA 3.1( 2.3) The differences between communicating with adults, children and young people. The way I communicate with adults and pupils varies depending on the context, however in a professional situation a lot of the communication is the same such as using a calm happy tone of voice, good eye contact and open body language. Some things which are different which may be appropriate for a child but not for a adult such as using a stern tone of voice to discipline a child, wouldn’t be suitable for use on a adult as they are adults and this would cause conflict as it isn’t my place to get them to correct their behaviour, Adults don’t need me to speak to them on their level although in some situations this may be useful for example in a noisy pace to bend down to talk to another adult who is seated. Depending on the age of the child humour used may not be appropriate although as with children as any humour used is likely to be hear by children it will remain light and clear so no one misunderstands its context and also humour must never hurt someone else’s feelings. Hand actions and exadirated facial expressions aren’t needed with adults as they might be benifitual to communicating with children. How to adapt my communication with adults to meet adults individual communication needs. Adults within the setting like children too will have their own needs, preferences when communicating Also their communication preferences may change depending on the situation/ environment they are in for example if a member of staff is outside in a busy playground supervising, they have to supervise the pupils so are unlikely to maintain full eye contact which in some situations may be seen as having bad communication however in this situation the child is paramount and they are putt ing the child’s safety first. Also in a noisy environment they are likely to need me to speak louder and clearly. In a situation where the member of staff may be doing some written work I will approach them quietly so not to disturb them as the written word may be important. Adults may also have a disability or need such as a hearing impairment which will mean I will need to make sure my face is visible when talking to them so that they can lip read, also I would never talk to them across the room but make sure I am stood in front of them when communicating with them, I will also speak in a clear load voice. Managing disagreements with CYP. If I were to become in a situation where myself and a child came into a disagreement I would firstly make sure the child has understood something I said probably by repeating myself and use simpler words. It may be that I may have misunderstood the meaning of something a child said so to confirm I will ask questions to make sure I am clear on the context they meant It in. It may be a achedemic disagreement for example a child telling me they have already read a certain book, I would refer to their home/ school book to check as all books children read are written down. Most disagreements via myself and a child can easily be resolved either by clarifying meaning, they might not have meant what they said in that manner , or if its about their school work I can check with the teacher or through any written records the school has that are relevant. In my setting I will have to maintain professional communication even if I disagree or experience any conflict with another adult. I would keep this unobvious to the pupils within the room instead dealing with the issue outside of the classroom at a appropriate time i.e. in the staffroom at a designated break time. I feel that in most instances I would be able to solve the issue with a verbal open conversation with the other adult explaining to them what I am unhappy about and why. However if the incidence was serious where the other member of staff showed a misconduct of practise i.e. racism poor health and safety etc. I may feel it appropriate to consult the head teacher of what has happen/what I have witnessed. I will refrain from criticizing the member of staff myself. In a more serious event I may be asked to write down what I have encountered if the head teacher needs to seek advice take the incident to the school governors or local authority. TDA 3.1 (3.2) An explanation of the importance of reassuring CYP and adults of the confidentiality of shared information and the limits of this. As part of safeguarding I in some cases am required to break any confidentiality if the information may mean a child is in potential harm or at risk from harm. Any disclosures from children concerning adults both within and outside of the school setting have to be reported to help risk to be assessed and prevented. In the case of adults it may be they a adult has concerns over another adults practise maybe due to a action taken by the adult , their mental health at a certain time or something a child has informed them off. When hearing any concerning information I will always firstly reassure the information giver that they have done the correct thing, I will them tell them that I cannot keep it to myself but will have to tell a appropriate person however it wont be told to anyone just the people who need to know. It is important that I tell them this so they don’t think of me a misusing their trust, or doing something to upset them, they need to know that the children’s safety comes first and any information that is passed on is done so only to protect them and only the relevant people will be told about it.

SOCIETYS SLAVES :: essays research papers

The books Brave New World, by Aldrous Huxley, and 1984, by George Orwell, are alike because they have comparable organizations. By using brainwashing techniques, censorship, and the obliteration of history, the leaders in Brave New World and 1984 control the thoughts and recollections of the people in their societies. Without using these techniques, the societies being controlled could not exist, because the people would not be disciplined like they needed to be. The citizens in these societies are slaves of the leaders, but cannot resist or do anything to change things for themselves. Chiefly, brainwashing was essential to accomplish while the children were young because then it would ensure that they would grow up to be model citizens in the society. Principally, love was disallowed in both societies, by the virtue that it would cause problems. Fights would begin over relationships that would cause uncertainty that was not needed in the society. When the citizens Brave New World were young, they were involved in sexual games that would introduce them to sex and portray it as something casual. "†¦.this little boy seems rather reluctant to join in the ordinary erotic play." (Brave New World, pg. 30) As they got older, they were not able to know love, or would not be able to distinguish it from sex, so it became the norm to 'have everyone'. In 1984, marriages were allowed, but on the grounds that the two people getting married were not in love. They wanted the people to feel like they were only getting married to be of service to the party (when their children were set up working with the Spies, growing up to be pawns for the Party). The one they were supposed to love was Big Brother. "You must love Big Brother. It is not enough to obey him you must love him." (1984, pg. 201) Everyone was designed so that people would feel like they were existing for the Party, and the Party is virtuous. People's reactions towards death was also deteriorated in Brave New World, so people would not show anxiety if one of their friends died. "What are these filthy brats doing here? It's disgraceful." "Disgraceful? But what do you mean? They're being death conditioned." (Brave New World, pg. 208) They would just continue on living in the society, as existing happily and productively was their purpose. In 1984, emotions about occurrences like death was frowned upon as well.

Reflective Paper

Reflective Paper – Effective Human Resources Management Theresa Tapley BUS 303 Dr. Kevin Righter March 13, 2010 Reflective Paper – Effective Human Resources Management Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce. Effective human resources management plays a vital role in the success of an organization and is an active participant in charting the strategic course of competitiveness, productiveness, and efficiency. An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, â€Å"action† is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5). EEO and Affirmative Action One external factor that has a powerful influence on my company's HRM unction is the equal employment opportunity and human rights legislation, which has a profound effect on our policies and procedures concerning recruiting, selection, evaluation, and promotion. The U. S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency that enforces laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability and retaliation for reporting and/or opp osing a discriminatory practice. This commission is empowered to file discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. No other regulatory area has as thoroughly affected HRM as the EEO programs have. It has implications for almost every activity in HRM and sets standards for hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining. Employers, to prevent employment discrimination in the workplace or to take remedial action to offset employment discrimination implement EEO programs, (Ivancevich, 2010, pg 65). According to the U. S. Equal Employment Opportunity Commission (EEOC) website, the EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The laws also apply to all type of work situations, including hiring, firing, promotions, demotions, harassment, training, wages, and benefits. During the employment selection process, each candidate should be evaluated on their qualification of the job requirements, based on their experience, education, and skill set. Many corporations use testing as an important tool. Rae T. Vann, general counsel of the Equal Employment Advisory Council, a national association of large federal contractors, observed, â€Å"When done properly, testing can be a very important tool in the employment selection process, and we commend the Commission on its efforts to improve the quality and fairness of tests and other job screening methods† (Title VII: Affirmative Action, 2006). I encourage my Clinical Managers to become familiar with the provisions of the EEO standards and guidelines. It is essential that they make every effort to seek counsel from our HR dept when initiating the interview and hiring process, dealing with poor performance, disabilities, demotions, appearance of harassment, and training and re-training. Throughout my five years of administrative management, I have unfortunately had to learn HRM and EEOC laws the hard way, through trial and error. With each mistake that I have made, such as not consulting the HR department before decreasing a dual role employee’s hours so that she could focus on one role due to extremely poor performance, I have learned the proper steps to come to the same conclusion. The decrease in hours caused her to lose her benefits and subsequently she filed an EEOC claim of discrimination and retaliation. Fortunately, due to proper documentation of the corrective actions, developmental action plan and the documented counseling, our HRM has adequate information to refute the claim. Now, I consult my HRM representative with any concerns, questions, or updates related to employee situations. Planning, Recruitment, and Selection Human resources planning are the processes by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization, reach its objectives. It involves forecasting of human resources needs and the projected matching of individuals with expected vacancies (International Labour Organization, 2010). An effective HR plan, also, provides mechanisms to eliminate any gaps that may exist between supply and demand. HR planning determines the numbers and types of employees to be recruited into the organization or phased out of it (Ivancevich, 2010). The Human Resource Planning Process incorporates strategic planning which will have a direct effect on the organization's profitability. The strategic plan must adapt to environmental circumstances. It must forecast how many and what employees are required for the organizations staffing requirements. Next, it must determine how many and what kind of employees are currently employed with the skills and training necessary for the future needs. Finally, after the HR system has analyzed the supply of and the demand or future workers, these two forecasts are compared to determine what action should be taken. Effective workforce planning is a critical element of effective strategic and operational planning. Workforce planning provides managers with a strategic basis for making human resource decisions. It allows managers to anticipate change ather than being surprised by events, as well as providing strategic methods for addressing present and anticipated workforce issues. The US Department of Health and Human Services states, â€Å"Organizational success depends on having the right employees with the right competencies at the right time. Workforce planning provides managers the means of identifying the competencies needed in the workforce not only in the present but in the future and then selecting and developing that workforce† (US Dept. Health and Human Services, 2010). The HR department for my company has implemented a staffing model tool that projects future, potential, or expected growth versus the actual census, the current staffing and skill set of that staff, and calculates the hiring needs of specific positions within the direct and indirect patient care. Once the future needs are determined, then the hiring process begins. Human Resources Development Training and development are processes that attempt to provide an employee with information, skills, and an understanding of the organization and its goals. Training and development are designed to help a person continue to make positive contributions in the form of good performance and advancement within the organization. A solid orientation program is the first step in developing an employee. It reduces anxiety and fears, reduces start-up costs of a new employee, reduces turnover, saves time for supervisors and co-workers, and develops realistic expectations, positive attitudes toward the employer and job satisfaction. Once will established in a specific position, then the manager and employee must set goals for development and advancement. Management and professional development is designed to reduce obsolescence and to increase employees’ satisfaction and productivity. An important part of development is the evaluation process. Performance management is the process by which executives, managers, and supervisors work to align employee performance with the firm’s goals. An effective performance management process determines and evaluates performance, provides feedback to the employees about their performance, and measures and monitors skill-set (Ivancevich, 2010, pg 251). The company that I work for has an excellent formal performance evaluation process that is very effective in the development the employee and the motivation to succeed. Appraising and managing performance at my workplace starts form the day of hire. Each newly hired direct or indirect patient care must attend a through and intensive training program. After 90 days, from date of hire, the new staff member is evaluated for suitability for the position. The manager will present a written 90-day evaluation to the staff member. This evaluation will result in a successful completion of the introductory period, determine a need for an extension of 30 days to improve and meet expectations, or termination due to being unsuitable for the position (this usually occurs when the staff member continually fails to follow policies and procedures and/or causing patient endangerment). Every manager must complete an annual evaluation for staff members under their direct supervision. The score on the evaluation determine the merit increase and caps set forth by the company. When a staff member is failing to follow policy and procedure, putting patient’s safety in jeopardy, tardiness or excessive absenteeism, insubordination, breaking confidentiality and HIPPA regulations, and etc. the manager will conduct corrective action in the form of documented counseling, written corrective action, final corrective action, 3 day suspension, and/or termination. To make this process more effective and ensure compliance with EEOC and federal and state regulations, both next level supervisor and the HR dept representative must approve all final corrective actions, 3-day suspensions, and terminations. Compensation and Benefits There are several reasons that an employer or corporation will offer benefits and services to their employees. One reason is to keep the organization competitive in recruit and retaining employees. Another reason is to keep a union out or because the union has won this during negotiations. Finally, is the fact that providing benefits and service contributed to increased employee performance and job satisfaction (Ivancevich, 2010, pg358). Federal and state governments mandate three benefits programs offered by private and not-for-profit employers. The three mandated programs are unemployment insurance, social security, and workers’ compensation. In addition to the benefits required by law, many employers provide other kinds of benefits voluntarily, such as, compensation for time not worked, insurance protection, retirement plans, FMLA or medical FMLA, life insurance, short and long-term disability, and various retirement programs and stock ownership plans. Some organizations offer tuition reimbursement and flexible benefits plans. Whenever I am interviewing a candidate for a position, I always spend a portion of the interview discussing and explaining our benefit package. Sometimes our hourly rate is not quite as high as our competitor, but our benefits and employee services usually out ways the difference in compensation. Safety and Health The Human Resource Management team of the dialysis company of which I am employed, works very closely with the National Institute for Occupational Safety and Health (NIOSH) to ensure that the most acceptable and innovative concepts in employee safety and health are used. The NIOSH is the primary federal agency that conducts research on the safety and health of the workplace. The Occupational Safety and Health Act (OSH Act) of 1970, to provide research, information, education, and training in the field of occupational safety and health established it in 1971 (Bradley, 2002). The NIOSH develops and promotes the use of national and state-based surveillance systems to identify, quantify, and track injuries and illnesses. Epidemiological analysis of these databases helps identify unsafe and unhealthy workplace conditions. NIOSH also supports laboratory and field research to further identify, assess, and control occupational hazards and exposures and the diseases and injuries they cause. In addition to identifying risks, the NIOSH develops and evaluates prevention measures such as control technology, personal protective equipment, and work practices. Through research internally within our company and the NIOSH, many improvements and standards have been put into place for water treatment safety and personal protective equipment. We have strong policies and procedures that protect both the employee and the patient from exposure to health or safety hazards. There are several reasons for establishing good occupational safety and health standards. First, on a moral note, an employee should not have to risk injury or death at work, nor should others associated with the work environment. The second is economical in nature. Many governments realize that poor occupational safety and health performance results in cost to the State, through social security payments to the incapacitated, costs for medical treatment, and the loss of the employability of the worker. The employing organizations also sustain costs in the event of an incident at work, such as legal fees, fines, compensatory damages, investigation time, and lost production, lost goodwill from the workforce, customers, and community. Lastly, from a legal standpoint, the occupational safety and health requirements may be reinforced in civil law and/or criminal law. It is a known fact, that without the extra â€Å"encouragement† of potential regulatory action or litigation, many organizations would not act upon their implied moral obligations. During a Frontline interview with assistant secretary of labor for occupational health and safety, John Henshaw, the question was asked, â€Å"How successful do you think OSHA has been at protecting workers in the United States? † Mr. Henshaw replied, â€Å"In the last 30 years, OSHA has made some tremendous strides in reducing injuries, illnesses, and fatalities. In the last six to eight years, injuries have gone steadily down and fatalities have gone down to the point where they are the lowest ever (Frontline, 2002). The dialysis industry is carefully scrutinized to uphold acceptable OSHA safety and health standards. We, also, have internal auditors that simulate inspections to ensure compliance and safe practices. Employee and Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment conditions. Most commonly, however, labor relations refer to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relations are thus crucial to industries like autos and airlines with heavily unionized workforces. In the United States, labor relations were profoundly affected by the National Labor Relations Act passed during the 1930’s, which gave workers the right to form unions and bargain collectively. Labor relations have been drastically affected by the passage of the Taft-Hartley Act, which prohibited the â€Å"closed shop†, as well as, the introduction of right-to-work laws in more than 20 states (Ivancevich, 2010, pgs 477). By the early 21st century, labor relations were less affected by labor unions, to which only 8 percent of private sector workers belonged in 2004, about half of the rate in 1983. The decline reflects the increase in labor relations consultants, who have helped managements avoid unionization (Anonymous, 2010). The presence of a union directly affects most aspects of Human Resources Management, including recruiting, selection, performance evaluation, promotion, compensation, and benefits, among others (Ivancevich, 2010, pg. 34). Unions were once thought of a being for blue-collar factory workers, but now even engineers, nurses, teachers, secretaries, salespersons, college professors, professional football players and even physicians belong to unions. Within my workplace, we have an ongoing informational and educational campaign against the unethical practices of recruitment and enticement for our employees. We offer seminars and counseling in regards to the unionization tactics. While facing declining membership, union officials have turned to highly questionable practice of organizing new members through a process called â€Å"card check†. With card checks, paid union organizers try to persuade workers to sign cards saying that they favor union representation. This persuasion comes in the form of deception, coercion, and harassing visits to worker’s homes. John Ivancevich describes this practice as the â€Å"authorization card† (Ivancevich, 2010, pg. 480). Under current laws, as soon as more than 50 percent of the workers sign a union authorization card, all employees within that organization will be required to participate in the union and pay union dues, even though not a single employee has actually been able to cast a personal, private vote. Often times, individual will sign the cards under intentional or unintentional misunderstandings or to get the organizer to stop harassing them, even though the employee may have no desire to join a union (Anonymous, 2010). Conclusion Human Resources Management is the heart of every organization. It serves as an advocate for each employee, while also protecting the organization from legal repercussions. Whether it is ensuring equal employment opportunity (EEO) compliance, providing job analysis, planning for the future staffing needs and subsequent recruitment and selection of qualified candidates, each of these areas are vital to a well-organized corporation. The HRM is paramount in the motivation, training, and development of employees. Ensuring a positive orientation experience, and concise performance evaluation and compensation will aid in retention and job satisfaction. Finally, the HRM has an extremely important role in labor relations and ensuring the safety, health, and wellness of the workforce. References Anonymous. (2010). When voting isn’t Private. Retrieved on February 26, 2010 from website: http://www. unionfacts. com/articles/cardCheck. cfm Bradley, J. (2002). National Institute for Occupational Safety and Health. Retrieved on 3/1/2010 from website: http://www. cdc. gov/niosh EEOC Office of Legal Counsel staff members (2006). Title VII: Affirmative Action. Retrieved on February 12, 2010 from website: http://www. eeoc. gov/eeoc/foia/letters/2006/vii_affimative_action. html Frontline. (2002). A Dangerous Business. Frontline Interview with John Henshaw. September 30, 2002. Retrieved on 3/2/2010 from website: http://osha. gov International Labour Organization. Retrieved on February 11, 2010 from website: http://wwwilo. org Ivancevich. J. (2010). Human resource management (11th ed. ). Boston: McGraw-Hill. ISBN: 9780073381466. US Department of Health and Human Services. Retrieved on February 10, 2010 from website: http://www. hhs. gov/ohr/workforce/wfpguide. html Reflective Paper Reflective Paper – Effective Human Resources Management Theresa Tapley BUS 303 Dr. Kevin Righter March 13, 2010 Reflective Paper – Effective Human Resources Management Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce. Effective human resources management plays a vital role in the success of an organization and is an active participant in charting the strategic course of competitiveness, productiveness, and efficiency. An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, â€Å"action† is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5). EEO and Affirmative Action One external factor that has a powerful influence on my company's HRM unction is the equal employment opportunity and human rights legislation, which has a profound effect on our policies and procedures concerning recruiting, selection, evaluation, and promotion. The U. S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency that enforces laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability and retaliation for reporting and/or opp osing a discriminatory practice. This commission is empowered to file discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. No other regulatory area has as thoroughly affected HRM as the EEO programs have. It has implications for almost every activity in HRM and sets standards for hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining. Employers, to prevent employment discrimination in the workplace or to take remedial action to offset employment discrimination implement EEO programs, (Ivancevich, 2010, pg 65). According to the U. S. Equal Employment Opportunity Commission (EEOC) website, the EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The laws also apply to all type of work situations, including hiring, firing, promotions, demotions, harassment, training, wages, and benefits. During the employment selection process, each candidate should be evaluated on their qualification of the job requirements, based on their experience, education, and skill set. Many corporations use testing as an important tool. Rae T. Vann, general counsel of the Equal Employment Advisory Council, a national association of large federal contractors, observed, â€Å"When done properly, testing can be a very important tool in the employment selection process, and we commend the Commission on its efforts to improve the quality and fairness of tests and other job screening methods† (Title VII: Affirmative Action, 2006). I encourage my Clinical Managers to become familiar with the provisions of the EEO standards and guidelines. It is essential that they make every effort to seek counsel from our HR dept when initiating the interview and hiring process, dealing with poor performance, disabilities, demotions, appearance of harassment, and training and re-training. Throughout my five years of administrative management, I have unfortunately had to learn HRM and EEOC laws the hard way, through trial and error. With each mistake that I have made, such as not consulting the HR department before decreasing a dual role employee’s hours so that she could focus on one role due to extremely poor performance, I have learned the proper steps to come to the same conclusion. The decrease in hours caused her to lose her benefits and subsequently she filed an EEOC claim of discrimination and retaliation. Fortunately, due to proper documentation of the corrective actions, developmental action plan and the documented counseling, our HRM has adequate information to refute the claim. Now, I consult my HRM representative with any concerns, questions, or updates related to employee situations. Planning, Recruitment, and Selection Human resources planning are the processes by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization, reach its objectives. It involves forecasting of human resources needs and the projected matching of individuals with expected vacancies (International Labour Organization, 2010). An effective HR plan, also, provides mechanisms to eliminate any gaps that may exist between supply and demand. HR planning determines the numbers and types of employees to be recruited into the organization or phased out of it (Ivancevich, 2010). The Human Resource Planning Process incorporates strategic planning which will have a direct effect on the organization's profitability. The strategic plan must adapt to environmental circumstances. It must forecast how many and what employees are required for the organizations staffing requirements. Next, it must determine how many and what kind of employees are currently employed with the skills and training necessary for the future needs. Finally, after the HR system has analyzed the supply of and the demand or future workers, these two forecasts are compared to determine what action should be taken. Effective workforce planning is a critical element of effective strategic and operational planning. Workforce planning provides managers with a strategic basis for making human resource decisions. It allows managers to anticipate change ather than being surprised by events, as well as providing strategic methods for addressing present and anticipated workforce issues. The US Department of Health and Human Services states, â€Å"Organizational success depends on having the right employees with the right competencies at the right time. Workforce planning provides managers the means of identifying the competencies needed in the workforce not only in the present but in the future and then selecting and developing that workforce† (US Dept. Health and Human Services, 2010). The HR department for my company has implemented a staffing model tool that projects future, potential, or expected growth versus the actual census, the current staffing and skill set of that staff, and calculates the hiring needs of specific positions within the direct and indirect patient care. Once the future needs are determined, then the hiring process begins. Human Resources Development Training and development are processes that attempt to provide an employee with information, skills, and an understanding of the organization and its goals. Training and development are designed to help a person continue to make positive contributions in the form of good performance and advancement within the organization. A solid orientation program is the first step in developing an employee. It reduces anxiety and fears, reduces start-up costs of a new employee, reduces turnover, saves time for supervisors and co-workers, and develops realistic expectations, positive attitudes toward the employer and job satisfaction. Once will established in a specific position, then the manager and employee must set goals for development and advancement. Management and professional development is designed to reduce obsolescence and to increase employees’ satisfaction and productivity. An important part of development is the evaluation process. Performance management is the process by which executives, managers, and supervisors work to align employee performance with the firm’s goals. An effective performance management process determines and evaluates performance, provides feedback to the employees about their performance, and measures and monitors skill-set (Ivancevich, 2010, pg 251). The company that I work for has an excellent formal performance evaluation process that is very effective in the development the employee and the motivation to succeed. Appraising and managing performance at my workplace starts form the day of hire. Each newly hired direct or indirect patient care must attend a through and intensive training program. After 90 days, from date of hire, the new staff member is evaluated for suitability for the position. The manager will present a written 90-day evaluation to the staff member. This evaluation will result in a successful completion of the introductory period, determine a need for an extension of 30 days to improve and meet expectations, or termination due to being unsuitable for the position (this usually occurs when the staff member continually fails to follow policies and procedures and/or causing patient endangerment). Every manager must complete an annual evaluation for staff members under their direct supervision. The score on the evaluation determine the merit increase and caps set forth by the company. When a staff member is failing to follow policy and procedure, putting patient’s safety in jeopardy, tardiness or excessive absenteeism, insubordination, breaking confidentiality and HIPPA regulations, and etc. the manager will conduct corrective action in the form of documented counseling, written corrective action, final corrective action, 3 day suspension, and/or termination. To make this process more effective and ensure compliance with EEOC and federal and state regulations, both next level supervisor and the HR dept representative must approve all final corrective actions, 3-day suspensions, and terminations. Compensation and Benefits There are several reasons that an employer or corporation will offer benefits and services to their employees. One reason is to keep the organization competitive in recruit and retaining employees. Another reason is to keep a union out or because the union has won this during negotiations. Finally, is the fact that providing benefits and service contributed to increased employee performance and job satisfaction (Ivancevich, 2010, pg358). Federal and state governments mandate three benefits programs offered by private and not-for-profit employers. The three mandated programs are unemployment insurance, social security, and workers’ compensation. In addition to the benefits required by law, many employers provide other kinds of benefits voluntarily, such as, compensation for time not worked, insurance protection, retirement plans, FMLA or medical FMLA, life insurance, short and long-term disability, and various retirement programs and stock ownership plans. Some organizations offer tuition reimbursement and flexible benefits plans. Whenever I am interviewing a candidate for a position, I always spend a portion of the interview discussing and explaining our benefit package. Sometimes our hourly rate is not quite as high as our competitor, but our benefits and employee services usually out ways the difference in compensation. Safety and Health The Human Resource Management team of the dialysis company of which I am employed, works very closely with the National Institute for Occupational Safety and Health (NIOSH) to ensure that the most acceptable and innovative concepts in employee safety and health are used. The NIOSH is the primary federal agency that conducts research on the safety and health of the workplace. The Occupational Safety and Health Act (OSH Act) of 1970, to provide research, information, education, and training in the field of occupational safety and health established it in 1971 (Bradley, 2002). The NIOSH develops and promotes the use of national and state-based surveillance systems to identify, quantify, and track injuries and illnesses. Epidemiological analysis of these databases helps identify unsafe and unhealthy workplace conditions. NIOSH also supports laboratory and field research to further identify, assess, and control occupational hazards and exposures and the diseases and injuries they cause. In addition to identifying risks, the NIOSH develops and evaluates prevention measures such as control technology, personal protective equipment, and work practices. Through research internally within our company and the NIOSH, many improvements and standards have been put into place for water treatment safety and personal protective equipment. We have strong policies and procedures that protect both the employee and the patient from exposure to health or safety hazards. There are several reasons for establishing good occupational safety and health standards. First, on a moral note, an employee should not have to risk injury or death at work, nor should others associated with the work environment. The second is economical in nature. Many governments realize that poor occupational safety and health performance results in cost to the State, through social security payments to the incapacitated, costs for medical treatment, and the loss of the employability of the worker. The employing organizations also sustain costs in the event of an incident at work, such as legal fees, fines, compensatory damages, investigation time, and lost production, lost goodwill from the workforce, customers, and community. Lastly, from a legal standpoint, the occupational safety and health requirements may be reinforced in civil law and/or criminal law. It is a known fact, that without the extra â€Å"encouragement† of potential regulatory action or litigation, many organizations would not act upon their implied moral obligations. During a Frontline interview with assistant secretary of labor for occupational health and safety, John Henshaw, the question was asked, â€Å"How successful do you think OSHA has been at protecting workers in the United States? † Mr. Henshaw replied, â€Å"In the last 30 years, OSHA has made some tremendous strides in reducing injuries, illnesses, and fatalities. In the last six to eight years, injuries have gone steadily down and fatalities have gone down to the point where they are the lowest ever (Frontline, 2002). The dialysis industry is carefully scrutinized to uphold acceptable OSHA safety and health standards. We, also, have internal auditors that simulate inspections to ensure compliance and safe practices. Employee and Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment conditions. Most commonly, however, labor relations refer to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relations are thus crucial to industries like autos and airlines with heavily unionized workforces. In the United States, labor relations were profoundly affected by the National Labor Relations Act passed during the 1930’s, which gave workers the right to form unions and bargain collectively. Labor relations have been drastically affected by the passage of the Taft-Hartley Act, which prohibited the â€Å"closed shop†, as well as, the introduction of right-to-work laws in more than 20 states (Ivancevich, 2010, pgs 477). By the early 21st century, labor relations were less affected by labor unions, to which only 8 percent of private sector workers belonged in 2004, about half of the rate in 1983. The decline reflects the increase in labor relations consultants, who have helped managements avoid unionization (Anonymous, 2010). The presence of a union directly affects most aspects of Human Resources Management, including recruiting, selection, performance evaluation, promotion, compensation, and benefits, among others (Ivancevich, 2010, pg. 34). Unions were once thought of a being for blue-collar factory workers, but now even engineers, nurses, teachers, secretaries, salespersons, college professors, professional football players and even physicians belong to unions. Within my workplace, we have an ongoing informational and educational campaign against the unethical practices of recruitment and enticement for our employees. We offer seminars and counseling in regards to the unionization tactics. While facing declining membership, union officials have turned to highly questionable practice of organizing new members through a process called â€Å"card check†. With card checks, paid union organizers try to persuade workers to sign cards saying that they favor union representation. This persuasion comes in the form of deception, coercion, and harassing visits to worker’s homes. John Ivancevich describes this practice as the â€Å"authorization card† (Ivancevich, 2010, pg. 480). Under current laws, as soon as more than 50 percent of the workers sign a union authorization card, all employees within that organization will be required to participate in the union and pay union dues, even though not a single employee has actually been able to cast a personal, private vote. Often times, individual will sign the cards under intentional or unintentional misunderstandings or to get the organizer to stop harassing them, even though the employee may have no desire to join a union (Anonymous, 2010). Conclusion Human Resources Management is the heart of every organization. It serves as an advocate for each employee, while also protecting the organization from legal repercussions. Whether it is ensuring equal employment opportunity (EEO) compliance, providing job analysis, planning for the future staffing needs and subsequent recruitment and selection of qualified candidates, each of these areas are vital to a well-organized corporation. The HRM is paramount in the motivation, training, and development of employees. Ensuring a positive orientation experience, and concise performance evaluation and compensation will aid in retention and job satisfaction. Finally, the HRM has an extremely important role in labor relations and ensuring the safety, health, and wellness of the workforce. References Anonymous. (2010). When voting isn’t Private. Retrieved on February 26, 2010 from website: http://www. unionfacts. com/articles/cardCheck. cfm Bradley, J. (2002). National Institute for Occupational Safety and Health. Retrieved on 3/1/2010 from website: http://www. cdc. gov/niosh EEOC Office of Legal Counsel staff members (2006). Title VII: Affirmative Action. Retrieved on February 12, 2010 from website: http://www. eeoc. gov/eeoc/foia/letters/2006/vii_affimative_action. html Frontline. (2002). A Dangerous Business. Frontline Interview with John Henshaw. September 30, 2002. Retrieved on 3/2/2010 from website: http://osha. gov International Labour Organization. Retrieved on February 11, 2010 from website: http://wwwilo. org Ivancevich. J. (2010). Human resource management (11th ed. ). Boston: McGraw-Hill. ISBN: 9780073381466. US Department of Health and Human Services. Retrieved on February 10, 2010 from website: http://www. hhs. gov/ohr/workforce/wfpguide. html

Lawn Tennis

Lawn Tennis A Research Paper Presented to Mrs. Nora May H. Cubal Mati School of Art and Trades City of Mati Davao Oriental SY:2011-2012 In Partial Fulfillment Of the Requirement in English IV Presented by Junave N. ceballos IV-Quezon I-Introduction Thanks to the wide coverage that television and other media gives to the game, tennis is now one of the most popular sports. How does one define the game? It is a game played with racquets and a light ball between two players. The players stand on opposite sides of a net placed in the center on a rectangular court that may be made of grass, clay or asphalt. It can also be played between two teams of two players. Racquetball, a variation of the game, is played in an indoor court with a specially marked floor and high walls off which the ball must be played. Tennis has a long history, and according to records available, its establishment can be traced to two separate incidents. In 1859, Major Thomas Henry Gem, a solicitor, and his friend Batista Pereira, a Spanish merchant, were living in Birmingham, England, and played a game that they termed â€Å"pelota† after a Spanish ball game. It was played on a lawn. This later came to be known as tennis, and in 1874 they formed the Leamington Tennis Club, which laid out the rules of the game. It was on 23 July 1884 that the first tennis tournament was held on the grounds of Shrubland Hall. Meanwhile, in December 1873, Major Walter Clopton Wingfield devised a similar game to entertain his guests at a party on his estate in Wales. It is believed that his version was adapted from an older sport of indoor tennis or royal tennis that had been invented in 12th century France. The world tennis comes from the French word â€Å"tenez,† an imperative form of the verb â€Å"tenir† which means â€Å"to hold. † This, apparently, was a cry used by the player who was about to serve the ball. The players or the teams, depending on whether it is a â€Å"singles† or a â€Å"doubles† match, stand on opposite sides of the net. One player is the server and the opposing player is the receiver. The server serves the ball, which is returned by the receiver. The ball has to go over the net into the service court opposite the server's. If the ball hits the net but lands in the service court, it is a void service. The server then gets a second chance. A proper service starts a rally in which the players alternate hitting the ball across the net. The first player or team that fails to return the ball loses the point. -1- II-Definition of Terms 1. action: Synonym for spin. 2. ad court: Left side of the court of each player, so called because the â€Å"ad† (â€Å"advantage†) point immediately following a deuce is always served from this side of the court. 3. advantage: When one player wins the first point from a deuce and needs one more point to win the game; not applicable when using deciding points. . advantage set: Set won by a player/team having won at least six games with a two-game advantage over the opponent(s). Final sets in the singles draws of the Australian Open, the French Open, Wimbledon, and the tennis Olympic event, as well as the Davis Cup, are all advantage sets. 5. all: Used by the chair umpire to announce scores when both players have the same number of points or the same number of games: 30–all (30–30), 15–all (15–15), two games all, four games all, etc. When both players are at 40, the preferred term is deuce. 6. ll-court: Style of play that is a composite of all the different playing styles, which includes baseline, transition, and serve and volley styles. 7. backhand: Stroke in which the ball is hit with the back of the racquet hand facing the ball at the moment of contact. A backhand is often hit by a right-handed player when the ball is on the left side of the court, and vice versa. 8. backspin: Shot that rotates the ball backwards after it is hit; also known as slice or underspin. The trajectory of the shot is affected by an upward force that lifts the ball. See Magnus effect. 9. ackswing: Portion of a swing where the racquet is swung backwards in preparation for the forward motion to hit the ball. 10 bagel: Winning (or losing) a set 6–0 (the shape of the zero being reminiscent of the round shape of a bagel). See also breadstick. -2- III-Discussion A. Tennis Courts The NTC has 120 acrylic hard courts (50 indoor, 50 outdoor), 6 clay courts, and 14 grass courts. B. Hard Courts: The NTC's 120 acrylic courts are a GreenSet Grand Prix Acrylic surface. The indoor courts have a sprung timber sub-frame, while the outdoor courts are laid directly on asphalt. This GreenSet surface is used at many international tournaments including Davis Cup, Fed Cup, WTA and ATP Masters Series events. C. Clay Courts: The National Tennis Centre boasts two different types of outdoor clay courts which have been designed to brave the elements of the UK climate and allow for the longest possible clay court playing season and maximum use. 4 Northern European Clay Courts (These are identical to the courts used at the Bastad ATP Tennis Event in Sweden) and 2 FRENCH-COURT ® synthetic clay courts. D. Grass Courts The LTA consulted All England Lawn Tennis Club head groundsman Eddie Seaward to advise on the installation of its four outdoor grass courts. The quality and playing characteristics replicate those found at the Wimbledon Championships. E. High Performance Training Facilities Along with its 22 tennis courts, the NTC is equipped with a state-of-the-art gymnasium, outdoor sprint track and hydrotherapy and plunge pools. The NTC has overnight accommodation for up to 54 people, along with a player lounge and recreation room to be fully equipped to host high performance players from out of town. -3- F. Sports Science Centre The NTC provides highly professional services in Performance analysis, fitness, psychology, physiotherapy and rehab, strength and conditioning, medical support and nutrition, led by Head of Player Support – Simon Jones Simon ensures that his team of highly qualified specialists, work in an Interdisciplinary way bringing an applied, player centered support service to Britain’s top players and coaches The Sports Medicine and Science Centre at the National Tennis Centre offers Britain’s elite players: * Physical therapies – physiotherapy, osteopathy and massage * Tennis Functional Movement Screening Sports medicine – general practice, sports medicine and specialist review * Sports nutrition * Sports psychology * Exercise physiology – Physical testing * Monitoring of training loads * Daily monitoring of hydration and physical readiness * Cardiac screening * Educational advisory service including Anti Doping * Performance analysis including fixed on court camera IV-Suggestion/Recommendation With over one million titles in the database, it isn't feasible to handpick recommendations for every film. That's why we came up with a complex formula to suggest titles that fit along with the selected one. The formula uses factors such as user votes, genre, title, and keywords to generate an automatic response. The system produces excellent results most of the time but since recommended titles are not manually chosen, occasionally they may include less than perfect matches, particularly on films where we don't have a lot of data/credits. -4- If you disagree with a recommendation for a given title and know of a better one, we encourage you to help us improve the results. While you can't modify the recommendations directly, updating the keywords will have the biggest impact on their selection. Look for the â€Å"Update† button at the bottom of the main title page and add more relevant (or just plain more) keywords and help make our Recommends feature more useful, more appropriate, and more fun. V-Summary Lawn tennis is a comparatively modern modification of the ancient game of court tennis. Maj. Walter Clopton Wingfield thought that something like court tennis might be played outdoors on lawns, and in Dec. 873, at Nantclwyd, Wales, he introduced his new game under the name of Sphairistike at a lawn party. The game was a success and spread rapidly, but the name was a total failure and almost immediately disappeared when all the players and spectators began to refer to the new game as lawn tennis. In the early part of 1874, a young lady named Mary Ewing Outerbridge returned from Bermuda to New York, bringing with her the implements and necessary equipment of the new game, which she had obtained from a British Army supply store in Bermuda. Miss Outerbridge and friends played the first game of lawn tennis in the United States on the grounds of the Staten Island Cricket and Baseball Club in the spring of 1874. For a few years, the new game went along in haphazard fashion until about 1880, when standard measurements for the court and standard equipment within definite limits became the rule. In 1881, the U. S. Lawn Tennis Association (whose name was changed in 1975 to the U. S. Tennis Association) was formed and conducted the first national championship at Newport, R. I. The international matches for the Davis Cup began with a series between the British and U. S. players on the courts of the Longwood Cricket Club, Chestnut Hill, Mass. , in 1900, with the home players winning. Professional tennis, which got its start in 1926 when the French star Suzanne Lenglen was paid $50,000 for a tour, received full recognition in 1968. Staid old Wimbledon, the London home of what are considered the world championships, let the pros compete. This decision ended a long controversy over open tennis and changed the format of the competition. -5- VI-Bibliography http://www. infoplease. om/ipsa/A0112966. html Wikipedia, the free encyclopedia www. hallamgrange. org. uk/  Ã¢â‚¬â€œ www. proline. com. sg -6- Table of Content I-Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦1 II-Definition of Terms†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 III-Discussion†¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3-4 A. Tennis Courts†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 B. Hard Courts:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 C. Clay Courts:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 D. Grass Courts†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3 E. High Performance Training Facilities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3-4 IV-Suggestion/Recommendation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4-5 V-Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 VI-Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6

How to be More Aggressive at Work, Without Looking Like a Jerk

How to be More Aggressive at Work, Without Looking Like a Jerk You’ve probably heard that being aggressive in the workplace is a good thing. The problem is being aggressive without coming off as â€Å"aggressive†. This is a very difficult skill for people to master, sometimes more difficult than various hard skills they possess. So what’s the secret to mastering this contradictory skill?  Source: [thinkconfidence]

The irrationality of human existence within the The Outsider by Albert Camus and A Dolls House by Henrik Ibsen Essay Example

The irrationality of human existence within the The Outsider by Albert Camus and A Dolls House by Henrik Ibsen Essay Example The irrationality of human existence within the The Outsider by Albert Camus and A Dolls House by Henrik Ibsen Paper The irrationality of human existence within the The Outsider by Albert Camus and A Dolls House by Henrik Ibsen Paper Essay Topic: Literature The Outsider reflects Camus philosophical theory, referred to as the theory of the absurd, that there is no rational meaning in human existence. He believes that humanity is unable to accept this truth and so search for meaning where, in actual fact, none exists. This idea is explored implicitly through the character of Meursault, the narrator and protagonist of the novel. Moreover, aspects of Camus theory can be identified within Ibsens play, A Dolls House. The play illustrates humanitys search for meaning of which Camus suggests, although Ibsens intention was merely to portray the oppression of nineteenth century marriages. In the novel The Outsider, the protagonist, Meursault, is depicted as a man who does not possess any rational meaning in his thoughts or actions. When put in a room with several other prisoners, most of them Arabs1 and is asked what he had done unlawful, Meursault simply replies that he killed an Arab1. Then, he carries on recounting other aspects of the occasion such as his sleeping mat and how he could just see the sea2 through the tiny window. This scene demonstrates how Meursault is not concerned with judgment as he does not ponder over what should or should not be said in order to conform to the accepted morals of society. His candid reply exhibits his irrational nature, both in thought and action, seeing as he does not think any further of the incident or have an explanation for what had happened. In addition, he carries on noticing the physical matters surrounding him despite their insignificance to the situation. Camus creates such a character to exemplify the true nature of human beings, according to him. He does not make it so that Meursault is a supporter of societys customs in order to clarify the characters status as an outsider. Meursault is perceived as an outsider to society because of his acceptance that there is no rational meaning in human existence. Furthermore, his way of thinking and the way he acts show no basis on reason, but more so, on irrationality. This proves that, for Meursault, rational meaning is nonexistent. Camus emphasizes this through the simple language used throughout the novel. He writes in first person perspective and without the use of adjectives and metaphors to reflect Meursaults straightforward nature and how his interest lies in physical truth rather than interpretations. An illustration is when Meursault receives a telegram from the home. It announces: Mother passed away3. Meursault only states that it could have happened today or yesterday but that he do esnt know. This reveals his concern for the physical truth and his lack of response to the situation. He does not continue on to expressing his sentiment which also illustrates his indifference to humanity. In contrast to Meursaults character, Ibsen creates his protagonist as one who does base thoughts and actions on the basis of rationality. When asked if it ever occurred to Nora Helmer, the protagonist of Ibsens play A Dolls House, that she was committing fraud by forging a signature on an official paper, she replies that it didnt mean anything to her because, at the time, her husband was in a critical state4. She then reasons for the fraud by saying she couldnt stand4 the man she made the deal with as he went through all those cold-blooded formalities4 knowing the difficult situation she was in. Unlike Meursault, Nora seems to be concerned with judgment as she attempts to justify her misdeed with an explanation. This is a representation of what Camus mentions in his theory as Nora searches for a rational meaning in order to conform to the social and moral standards set by society. Initially, Nora is conveyed as a complete adherent to the conventions of society. She did not question nineteenth century marriage norms and accepted her status as a wife and mother. Her husband, Torvald, addressed her as a little sky-lark5, a little squirrel6 as well as a little singing bird7. The recurrence of the word little suggests Noras insignificance and expresses Torvalds condescending attitude towards her. Further, these pet names signify her as purely a plaything. Nora is also symbolized as a plaything by the Christmas tree mentioned at the beginning of the play. She is comparable to a Christmas tree as it possesses a physical beauty about it and can also evoke feelings of warmth as a mother does. However, both the tree and Nora seem to be simple household decorations to Torvald as opposed to anything with genuine worth. As the play progresses, Nora finds herself being more and more oppressed by her marriage and decides to leave behind her family in search of an identity independent from her own as a wife and mother. Her rebellion against her family, and especially her husband, is foreshadowed at the very start of the play as she takes a bag of macaroons out of her pocket and eats one or two5 against her husbands favor. When asked of the matter, she lies directly to him and states that she would never dream of doing anything8 that he didnt want her to. This remark contrasts to Meursaults frank nature as Noras deceitful personality is revealed. Additionally, Noras departure explores Camus theory in the way which she attempts to find meaning in her own existence. By leaving behind her family, she believes she will discover her true identity as somebody more than just a wife and mother. Ibsen uses irony to present this situation by symbolizing Nora as the singing bird which her husband regularly addressed her as. He tells her that she mustnt go dropping her wings7 but, in reality, she does quite the opposite she flies away. The bird is a symbol for her freedom as it is able to fly freely without the limitations of its cage, in Noras case, without the limitations of being a wife and mother. In The Outsider, humanitys search for meaning is also communicated, however, through the other characters rather than the protagonist. Camus uses the motif of observations to exemplify how endless this search for meaning is. In the courtroom of Meursaults trail, the judge observes a witness for a rational answer to either convict or discharge Meursault for the murder previously committed. In response, the witness again repeated9 a futile statement that results in him being asked to sit back down. This scene demonstrates how people attempt to give rational explanations to irrational actions. As the prosecutor is unable to find a rational meaning behind the murder, Meursault is condemned to death for being a menace, or merely an outsider, to the customs of society. His trail beforehand is incorporated to encapsulate humanitys attempt to find rational meaning. It is an illustration of the theory of the absurd because, in the end, there is no rational meaning, and so, this scene successf ully depicts Camus belief that to find rationality in an irrational world is prone to be a failure. This motif of observation also communicates Meursaults emotional detachment, mentioned earlier, as he describes things only as they are, without any interpretation or judgment of it. This detachment is significant as it verifies Meursaults status as an outsider to humanity. He does not do as the majority of people would: form opinions. An illustration of this is when Meursault observes the peculiar little woman10 dining at Celestes. He notices all the physical details such as how she took out a blue pencil11 to write with and the magazine which gave the radio programmes for the week11. He notices these details of color and subject without thinking any deeper about them and, within moments, he forgets about her. This is ironic as she is very similar to Meursault himself yet he regards her as peculiar. Both Camus and Ibsen also explore how appearances can disguise reality. Ibsen displays this through Noras drastic change in character from a seemingly unintelligent and simpleminded woman to someone of strong will and independence, whilst Camus shows that Meursaults appearance as a menacing person is all along masked by societys perception of him as an outsider. In conclusion, both protagonists accept their reality and experience what freedom is to them. For Meursault, he accepts the reality that he is truly an outsider to society whereas for Nora, she accepts the reality that she is not fitted as a wife or mother. For that reason, she decides leave, against the conventions of her time, in order to pursue her own aspirations. However, if Camus philosophy were to be applied to Ibsens play, then Noras search for meaning would ultimately be a failure as no meaning would exist in the first place.