Intro to Television Assignment Example | Topics and Well Written Essays - 250 words

Intro to Television - Assignment Example f the first question which is the scene’s space, it can be considered that most of the scenes in Teen Wolf have an establishing shot that can serve as a focal point of the scene. For example the shot of the jacket of Allison hanging in one of the trees in Derek’s property when Scott turned into a werewolf and thought that Derek has an evil plan for her. Usually the audience would be puzzled at first regarding the shot which is commonly unrelated to the prior scene, so one’s attention would be triggered. For that matter, it serves as a stimulus for the audience to start the scene with heightened and a bit analytic sense. 2. Every initial shot has the purpose of giving focus and even made to create a foreshadowing of the individual scenario. In general, the different shots in almost every scenario express the eerie atmosphere which matches to the concept about how scary a television show about werewolves are. Although the show is exploring the concept of the werewolves, the fact that it explores the life of a teenager or a teen werewolf lightens the mood making the show attract young viewers. Another reason for attracting the younger population is the eerie and fantasy element. 3. The scenes commonly use multiple camera perspectives on the level of a person. The shots are usually dynamic presenting the perspectives of the different characters on the different scenes. The said technique adheres to the 180-degree rule which can give a more active and young atmosphere to the series. The screen direction is not usually maintained but given a two opposing shots most of the time. The viewer is not disoriented because even thought there are short shots in sequence they are very focused. One example if the scene wherein Scott is trying out for the team. There are alternating running and steady scenes which represent the opposing perspectives of Scott against that of his team

Different Styles of Leadership in different Situations

Different Styles of Leadership in different Situations In this project we have selected a case of Pakistan International Airline and applied different styles of leadership that could be implemented according to different situations PIAC is a government organization under the influence of bureaucratic leadership. they follow one way communications. Decisions are always made by higher management and then announced to the lower staff to follow without considering their consent or agreement. This leads to an increase level of dissatisfaction in work force followed by absenteeism and lack of concern. There is severe lacking of target oriented approach in the employees. Their level of productivity and quality services tends to reduce day by day which is persistently taking the organization to huge loss. As compared to the productivity level there is a significant number of overstaffed workforces which are not even providing low services but also demand for high salaries. If we talk about customer services or flight operations we see a huge gap between the mission statement and the actual practice We have recommended different leadership styles to take the company out of that chaos like retrenchment, downsizing. Hire more qualified and efficient staff, empowerment of subordinates, decentralization of decision making process, two way communication between upper and lower management, motivating the employees. Building self confidence, reducing their dissatisfaction, giving them authority to achieve the objectives their own way, assign a common objective in their favor and for the company as well. After taking all these necessary measures pia current situation will definitely be improved and it would be able to attain the best position as I was supposed to be. Currently they are enjoying the benefit of monopoly in air traffic industry in Pakistan but later on when market gets saturated with new private companies in future it might get impossible to with stand the competition with current practices Intorduction This Report is to discuss Leadership style and recommend Pakistan International Airline best style in situations. The Company Established in 1955, Pakistan International Airlines (PIA) is a national airline with a vast experience in the industry and runs a fleet of forty aircrafts. It operates passenger and cargo services covering eighty-two domestic and foreign destinations.. PIA is a huge corporation with more than 17,000 employees. This organization is divided into following departments: Human Resource and Administration, Marketing, Corporate Planning, Information Services, Finance, Flight Services, Flight Operation, Engineering, Procurement and Logistics, Customer Services, Training and Development, Quality Assurance. The organogram of the organization follows, with the Chairman at the top and directors of departments reporting to him. The structure is centralized with the top-level management making the decisions. Vision To be a world class airline exceeding customer expectations through dedicated employees committed to excellence. Mission As a Symbol of National Pride, We aspire to be a Choice Airline, Operating Profitable on Modern Commercial concepts and Capable of Competing With the Best in the International as well as Domestic markets Values Customer Expectations: Convenience, Care and Competitive Tariff Service: Personalized and Courteous Innovation: Cherishing new ideas, Translating into actions Reliability: Loyalty and Consistency Safety: Passengers, Employees, Environment and Health Cohesiveness: Respect of individuals, Teamwork and effective communication Integrity: Business ethics, Accountability and Transparency. Culture The vision and values of PIA communicates the distinct culture to the organizational members and the customers as well. Despite of being beurucratic organization, bearing cultural similarities with other government organization, PIA is improving its practices, to meet its objectives. Organizational Attributes Organizational Attiributes PIA focuses on goals rather than focusing on the ways to accomplish it. The behavior of its employees and the overall business generation is a rational outcome of the oganization attributes and characteristics. PIA needs radical changes in the way it focuses their objective. It needs to intensify the focus on means of achieving it. The Companys Leadership The Companys Leadership is structured through the hierarchy, which is governed by the Board of Director and Chairman, going through the director down to the Middle Management. We can say it is much more Centralized. Situation Analysis PIAC is a Public sector organization, which has a decision making process down the hierarchy. The company is oversizedn upto 17,000 eployees. Employee Attitudes: At PIAC, every employee is expected to behave responsibily and prevent direct clash with the organizations interest. In case of abnormal behaviour, administrative actions are taken by the standing rules of PIAC against the employee. All HR problems are resolved according to the POLICIES AND PROCEDURES, which cover a complet scope of employee behavior, however being a part of Public Sector, the policies leaverage the employee more than necessary. Employee Dissatisfaction: PIAC believes that employees dissatisfaction affects the productivity level of employees and the root causes of such factors are identified. On the emergence of genuine reasons, the employees are helped in rectifying factors. If they are unable to do so, then the employee might get a letter of warning. Employees at PIAC expresses their dissatisfaction through the Suggestion Boxes, which are placed at various location. Whereas, employee co-ordination meetings (ECM) are organized, to allow all employees to share their views with their bosses as well as their subordinates. Recruitment and Hiring: In HR Adminstration Department, there is a Recruitment and Selection. Regarding the attribute rewuired for a position, decisions are taken by the top management at PIAC. Recruitment and hiring process is also influenced by the political situation of the country. Employee Promotion PIAC believes that experienced employees have the knowledge and expertise, gained over years, to handle diverse employees and unprecedented situations. Sharing information: Relevant Information Sharing systems has been improvised and rebuilt with a more candid approach. However, information through grapevine still exists. Influence of groups in decision making: PIAC has various formal and informal group due to its sheer size. There is an influence of the informal groups on the decision making process to some extent due to the nature of the workplace. These informal groups are formed because of many reason, one of which is that many employees sharing common interests, are in the organization for several. SWOT What is Leadership Leadership derived from the word LEAD, a person who motivates the people and show out the path to a group of people towards the accomplishment of their common goals is called a leader. And a process by which leader moves a group of people to their organizational objectives is said to be the leadership. Leader vs. Manager Many of the organization workers didnt understand the difference between leading and managing, there fore they were in a state of misconceptions which will not compel them to perform their jobs in proper directions. The simple differences between these two are manager is a career and leadership is calling. For leadership you dont need to be good looking, very well dressed, very well spoken and you dont have to have a very special something is inside you. But for leadership you have to have well defined convictions and most importantly you have courage in your visions to manifest them into reality. Managing is much broader in sense then leading which focuses on narrowing issues. Like mangers are looking for the issues related to the non behavioral as well as behavioral characteristics while if we talk about leader then it emphasize only on behavioral issues. Make it clear that not all mangers are leaders but most effective mangers over a long period of experiences will become leader. Situational Approach Situational approach is also known as contingency theory; it was given by Herbert Spencer in (1884). He said in his theory that the time and the situation makes the person a leader and not the other way around. This theory suggests that different situations calls different style of characteristics of leader. According to the Herbert spencer, in this theory of groups none of the single psychographic profile of the leader exist. The theory defines the two types of the leader one is Relationship oriented and other one is Task oriented. In relationship orientated the leader must achieve their task and objectives by holding good relationship with the group, while on the other hand in task oriented the leader have its prime concern to carry out the task himself. According to the theory there is no ideal leader, in both the situation the leader can be effective if and only he fits in the situation. Situations and Decisions As it is obvious that one of the most important part of the leadership is to make smart decisions. So The Tannenbaum and Schmidt Continuum wrote an article in 1995 which deal with the study of leaders appropriate decisions along with the behavioral characteristics of leader. That model defines the whole range of manager decisions and the situations where they use and got the best result out. The following are the decisions situational behavior of the leader: The manger make the decision and announces it In that situation the leader will follow these steps: Identify the problem. Analyze the different alternatives. Select the best alternative. Require the workers to implement the decision on the chosen one. The Manager sells the decision As it was mention above that the leader will identify the problem and find out the subordinator to implement the decision, but some time leader want to persuade the subordinate to accept the decision. The manager presents the ideas and invites questions- This situation of the decision allows the sub ordinate to raise the question on the decision that manger took himself in order to implement the solution of the problem. The manager presents a tentative decision that is subjected to change- Here in this situation the manager is subjected to change the decision accordingly, in that process the decision will not be the one side the subordinators are also the part of it. But the final decision will be taken by manager. The manager presents the problem, gets suggestions, and then makes the decisions- The manger will allow his co-worker to compliment on the problem and make the decision based on the suggestion given by the subordinators. It is the better solution of taking decisions. The manger defines the limit and asks the group to take the decisions In that situation the subordinators are subjected to take the decision with keeping in mind the problem, but the limits are also defined already so that no one can cross it. In that way a democratic decision came into being and it is very effective and efficient way of taking decisions. Forces influencing Managers Decision Making There are many factors that influencing in manger decision making some are briefed below: Individual forces Organizational forces Environmental forces Cross interactions forces. The above mentioned forces are few that influenced in a decision making process. Firstly the individual forces, as it was observed that there is a diversification factor in every organization. That diversification influences the impact on decision that is taken by the managerial staff because every one believes to have the decision in their benefits. The second factors is organizational forces, In that force the factors that effect are individual attitudes towards change, organization culture, expectations of the embodies that are responsible for openness, changes and risk taking. The last forces are assumed to be relevant because innovation adoption is likely to vary depending on the type of business and the nature of the competitors landscape. Fources influenceing Managers Decision Making Forces in Manager There are four factors that manager should feel inside them, without them the manager is not emphasize on a proper direction by which he has a chance to solve the problems efficiently. The first factor is managers values, as the manager in any department is the most responsible person who is able to take decision accordingly and who is responsible for the growth of efficiency, growth of subordinate, and company profit. Therefore it is very important to find out your position in an organization. The second factor is the level of confidence on your subordinates. It is obvious if you trust more in your subordinators the decision style will be more relevant to the democratic style, and if your lesser believers in your co-workers then the decision will be one sided which is not good. The third factor is personal leadership strength. Manager should find out the strength in them and ability to work in a worst situation very effectively. If manager is not clear with his piece of mind then he or she would not be able to direct their subordinate in a correct way. The fourth factor in the manager is tolerance for ambiguity. Being a manager it is his responsibility to take decision after listening to their subordinates but if the situation is exactly opposite to it then the style will be converted from boss centered to subordinate centered style. A manger who is disturbed by this loss of certainty will find him self in a complete ambiguity situation and will not be successful as a subordinate centered leader. Forces in Situations There are many situational factors which force the manager to take decision. In an organization to work in group are beneficiary factors to all. In order to achieve the organizational common goals it is to be required to work as one team. The second factor that influences in a situation is effectiveness of a group. As manager want to take a decision then first manager should analyze the performance of their subordinate either they are effective to achieve that goal or not. The third force of situation is the problem to be solved. It is required in an organization to be co-ordinate the groups with each other in order to get the best result com up with. And if the question is to solve the problem then it is to be sure that every one pays deep attention to solve it. The fourth situational force is the time available to make decision. It is obvious that group can took a long time to accomplish a task rather then individual can do it before. So before taking decision there has to be time defined. Empowerment Distribution What does empower mean: to give authority taking or seizing power Process of gaining profit by giving strength. Empowerment is a Process by which individuals and groups gain power, access to resources and control over their own lives. After doing so the workers will attain the power and strength to attain their highest personal and objectives goal of an organization. Empowerment can be distributing the following factors: Resource Consultant role Sensitizer role Cooperator role Firstly we discuss resource consultant role: Linking subordinators to resources so that they enhance their self-esteem and problem solving skills. Linking co-workers to resources so they can also work towards achieving their own independence and own control over their lives. Secondly sensitizer role: Helping the subordinates to gain the knowledge which is necessary to take control of their own lives. Empowered person and reliable workers recognizes and identifies their own strengths and the strengths of others. Finally Corporate role: Subordinators are the one who is self-determining in achieving self-efficacy and empowerment. Connecting empowered person to others who share common histories, issues, and barriers. Limits of Authority As it was discussed above that there is the manager who defines the limits of authority to every subordinator. If the limits are not defined then every one will be the manager of the company or concerned department. So there must be applying of limits in each and every post of the organization. Types of Leadership Autocratic Leadership This kind of leader ship involves absolute power over team members. even if the concern and involvement of team member is important but it is not considered all the decisions are made solely by leader. It is normally applicable to control the unskilled work force and to take instant control over chaos in the organization Characteristics These leaders have following characteristics they take the whole responsibility on themselves and make the team members to accomplish the task appropriately they feel that the close monitoring and supervision of team is required they normally take the team members inexperienced and unable to fulfill the task independently they only make the decision and announce it in team they only rely on themselves to meet the objectives of organization Situations In PIAC current situation the level of task orientation is low where as aggressiveness of work force is also lacking .here is a gap between the level of productivity and skills of the employees. It seriously needs an autocratic leader who would lead the organization by his own decision and take full responsibility over himself in order to achieve the organizational objectives. At the same time he would monitor the whole working structure closely and with complete vigilance. As the staff currently working is not capable to take the organization out of such chaos. Beurucratic/Transactional Leadership It is quiet a mechanical sort of leadership as it involves only the designed rules and policies made by the organization that has to be followed at any cost by followers. Regardless of the fact that they accept it or make them feel comfortable or not. Such kind of leadership is applicable for those leaders who are leading factory workers involving machine handling and jobs involving precautionary measures Characteristics they show the supremacy of their powers on their followers and they have to obey they try to maintain strict and systematic discipline in the followers they promote the followers who are able to conform to the rules they need their followers to accomplish the task just according to specified rules Situations Currently bureaucratic leadership is being practiced in the whole organization it should be confined to only engineering department as p.i.a deals with air traveling and may face technical issues in the aircrafts mostly due to malfunctioning of machinery in planes. there are many planes in p.i.a that are still not operational. if they assign any bureaucratic leader to achieve the task of fixing up the impaired machinery by the mechanical staff and engineers he can definitely make them accomplish the task efficiently and within the defined period of time. he would make them follow the safety rules and policies of the company with full acceptance. it would be helpful in increasing the fleet of p.i.a and hence increasing the number of flights and thus productivity levels and profits are also increased Democratic/Pedagogical Leadership This kind of leadership attains the maximum level of satistfaction and motivation from the followers as it involves the decision making process to be done not only by leaders but also the followers participate in it.team members feel equal importance and take the ownership of the task to be accomplished.it emphasizes on team work Characteristics they help the team members to express their skills by open invitation to take part in decision making process they improve the productivity by emphasizing on team work they focus on the quality of end result to be achieved regardless of time they believe that financial rewards are not the only source of motivation but making them feel self governing is a major source Consultive Persuasive Situations In PIAC the employees face situations in which teamwork is mainly required for instance Human resource department plans a meeting to revise the hiring policy. Finance department decides to amend the obsolete salary structure. Marketing department plans to launch a new promotion to attract the customers. All these activities require team work effort rather than centralized decisions.If the whole department officials give their input in the decision making process it would definitely give a better picture of final objective The level of concern of team members will also be increased that enhance the overall performance of organization Laissez-Faire It is derived from French phrase leave it be.it involves the full empowerment of team members to achieve the task on their own.it is normally practiced to those teams in which every team member is a self starter and experienced indivisual Characteristics they rely mainly on their team member and normally dont take the whole responsibility of task accomplishment on their own they only communicate the requirement and then leave the members to perform the task their own way they may loose the control over the team by giving them complete authority they sometimes take the feedback of what is being achieved or to which extent Situations In PIAC this kind of leadership only applies in a situation where we hire highly experienced and qualified group of employee that doesnt need any kind of strict supervision and include mainly self starters and motivated individuals. it seems quite an ideal situation in p.i.a as its employees are dissatisfied with the current salary structure so competitive salary packages should be assigned for them so work with complete satisfaction and ownership Corrective Leadership It involves the empowerment of group members in order to facilitate the collaborative and synergized environment. it results in equal participation of leader with employees in the process of task accomplishment Characteristics They treat the team members equally and fairly They work with them as a team member to increase their motivation level They standby the group members at every step to show his concern as a team Situations In PIAC there is a total one way communication from upper management to lower staff. there is a serious need of manager who better take themselves as team player rather a dictator as the decision making process is centralized here so rather than imposing the goals on subordinates and just over see what is being done they better work along with them in order to motivate and get better results from them. Suppose if you are manager finance in p.i.a so you should not only make decisions to design the budget, cost cutting etc. but also participate with team to implement that in an appropriate manner Creative Leadership It involves facing new challenges, and recognizes and track new opportunities through bold innovations. Experimentation with changing the current practice involves a factor of uncertainty in the success of outcomes. Risk taking attitude is important in creative leadership Characteristics They are good at generating new ideas to change commonplace thing They try to experiment with those ideas which seems to be affective by their judgment They are quiet independent and require less approval from subordinates They have ability to manage the consequences of those experiments They often change the working pattern of group by introducing new ideas They have strong imagination to foresee how things would be after innovation Situations In PIAC if there is a situation that market gets saturated with competitors so marketing department requires a creative leader who can design an innovative plane to capture new customers and retain the old customer by taking many creative steps and experimenting new promotions and offers to capture the market share ,enhancing the quality of services and products etc Bridging/Synergical Leadership It involves the bridging of leader and follower relationship with confidence, trust and empathy by effective communication of leader with follower. It results in boosting the confidence level of group members thus motivating them to face the difficulty or challenge Characteristics They try to create a friendly relationship with employees by identifying their social need They counsel the team members to help them get rid of any personal issue They appreciate their achievements hence enhancing their confidence level They try to create an environment of trust and coordination within the whole group Situations In PIAC if there is a huge gap between managers and subordinates thats needs to be filled. They seriously need a bridging leadership style to gain the trust of employees and reduce their turnover. Issue like absenteeism which is due to lack of satisfaction of employees can be resolved by their counseling and seriously try to understand and resolve their internal issues. it would definitely help to improve the organizational environment and the overall impact would be positive in terms of employee performance and loyalty Change Leadership This style of leader ship involves supporting the alteration in current rules and policies. This results in thinking beyond resolving a single issue or individual concern and hence improving the whole system or whole organization Charateristics Such leaders focus on improving the current environment of organization They dont focus only on minor issues with in a specific department They tend to change the rules and policies of organization in its benefit They make decisions that affect the whole organization Situations If PIAC face severe deficit and over sizing of staff so it seriously needs a change leader that leads to change the policies of organization that emphasize on improving the current situation by making alteration in obsolete rules and restructure almost every department of company. Retrenchment and downsizing to recover the organization from further deficit might be one of the altering measures. there are some other modifications needed to improve the current condition of PIAC Leadership Styles Transformational Leadership In this type of leadership organizations success is achieved by profoundly affecting followers beliefs and values such as justice and integrity. Through this style of leadership a sense of duty is created, it promotes learning for organization and new ways of handling problems are encouraged. Working as a Transformational Leader is a wonderful and uplifting experience. You have to put passion and energy to achieve success. Charactersitics Task of Transformational Leaders First the leaders creates the awareness about organizations issues among followers by inspiring them to follow you and the way to get things done is by injecting enthusiasm and energy among the followers. Than they create a vision of the future that will excite and convert potential followers. The Transformational Leader should be very careful in developing the trust for him among followers, and their personal integrity is a very important and critical part of the package that they are selling. Their role is to be at front and central during the action. They are always visible and will stand up to be counted among others. Their attitudes and actions clearly reflects how everyone else should behave. Transformational Leaders make consistent efforts to motivate and rally their followers. Situations PIA needs transformation from the image of a white elephant, just making heavy losses to a profitable public organization as it had been in the past. Employees should be made aware of this need and he should always keep in mind what are the main goals of his organization. But employees needs, aspirations and interests should be fulfilled first only than he will be motivated to focus on achieving organizations goals. Coaching Leadership Its a style of leadership in which followers are instructed to how to meet the special organizational objectives. Coaching is a one to one relationship where coach instructs the followers to focus on and achieve what is important. Charactersitics Coaching is defined at four levels First its a belief system, coaches starts from making their followers to believe that their issues will be addressed and they will be solved . Coaching in a well defined Leadership style, where leaders seeks to keep the ownership of issues and problems faced by their followers. Third, coaching is defined by a set of tools and models like the GROW problem solving model so that they understand it better. Finally, there is a coaching skill-set which is deployed at followers very skillfully coaching them their tasks Situations In engineering, cabin crew and customer service department heads should instruct their followers to meet PIACs goal of better customer care and service. As a leader he should have good listening skills, insight, concern of welfare and patience towards followers to be able to lead them. Only by having good communication skills and attitude towards his employees he would be able to effectively instruct them Superleadership In this style the leader, leads his followers by showing them how to lead themselves. If he succeeds he develop followers who are very productive and needs minimum assistance from their leader in future. Charactersitics Here the leader teaches his followers how to think in different situations on their own and act constructively and independently. An organization cant succeed unless its members become proficient in leading themselves and thus today it is one of the very basic requirements of any organization. It is the job of the super leader to develop such followers who have these qualities in them. Situations Senior directors and other senior managers at PIAC could be best to act as a super leader as they have vast experience and they have performed in several critical situations they can make decision on their o

Authors Playing With Our Emotions Essays -- The Fear, Speaking Bittern

Authors Playing With Our Emotions in Robert Frost’s â€Å"The Fear†, Chuck Palahniuk’s â€Å"Speaking Bitterness†, Shirley Jackson’s â€Å"The Lottery†, and Flannery O’Connor’s â€Å"A Good Man Is Hard to Find† Some authors are very clever in the way they toy with our emotions. It is not uncommon to find yourself giggling at a story while simultaneously realizing you probably should not be laughing at something that is actually quite gruesome. These mixed emotions are stressful for a reader, and this anxiety is an author’s way of creating paranoia. Paranoia is a fear caused mainly by extreme anxiety, and in many cases the anxiety is a result of dissonant emotions that create tension. Robert Frost’s â€Å"The Fear†, Chuck Palahniuk’s â€Å"Speaking Bitterness†, Shirley Jackson’s â€Å"The Lottery†, and Flannery O’Connor’s â€Å"A Good Man Is Hard to Find† all utilize dissonant emotions to cause stress for the reader. Frost and Palahniuk focus on the conflict between fear and a lack of reason for fear. Jackson and O’Connor focus on the dissonance between humor and gore, and also the conflict between a need to feel sympathy for a character and a lack of connection to said character. But there are also the fearless, bold, and strong-minded people. There are people who may not be affected by the tricky ways of these authors. However, they are the exceptions, and just because they do not feel it does not mean they are not supposed to. Despite these exceptional people, authors design their stories specifically to include the tension from dissonant emotions in order to elicit paranoia-related anxiety. It is natural to want to identify the source of an emotion, so when authors create an overwhelming sense of fear without explanation, the reader experie... ... author wants them to be guided. The paranoia aspect is a theme that the authors are trying to utilize as a means to a certain end of their choosing, and that is why they induce such anxiety in their readers. A sense of paranoia is elicited by the tension created by conflicting emotions. Works Cited Frost, Robert. â€Å"The Fear†. Robert Frost’s Poems. New York: St. Martin’s, 2002. 107-111. Print. Jackson, Shirley. â€Å"The Lottery†. The Story and Its Writer: An Introduction to Short Fiction. Ed. Ann Charters. 8th ed. Boston: Bedford/St. Martin’s, 2003. 586-592. Print. O’Connor, Flannery. â€Å"A Good Man Is Hard to Find†. The Story and Its Writer: An Introduction to Short Fiction. Ed. Ann Charters. 8th ed. Boston: Bedford/St. Martin’s, 2003. 1042-1053. Print. Palahniuk, Chuck. â€Å"Speaking Bitterness†. Haunted. Chuck Palahniuk. New York: Doubleday, 2005. 258-268. Print.

Taxation Tasks Essay

1 ) Patty owned Patty’s Cakes in Jacksonville. Florida. She sold her concern to Fruity’s. Inc. a national pastry company. There was a non-compete understanding in the contract for the sale of her concern. In the non-compete. Patty agreed non to work in any capacity in the nutrient industry for 10 old ages on the full E seashore. A tribunal would probably find that the non-compete understanding a ) violates federal jurisprudenceB ) is unenforceabledegree Celsius ) is enforceablevitamin D ) both A and B 2 ) A liability that may widen from an employee to the employer if the employee is moving within the range of his or her employment at the clip the liability arose is called: a ) vicarious liabilityB ) employee liabilitydegree Celsius ) employer liabilityvitamin D ) adverse liability 3 ) A individual who contracts with a principal to execute a undertaking harmonizing to her or his ain methods. and who is non under the principal’s control sing the physical inside informations of the work is called a/an: a ) Contingent workerB ) Temporary workerdegree Celsiuss ) Independent contractorvitamin D ) All of the above 4 ) Benita works as a nursing helper in a retirement place run by Cottonwood Care Centers. a national operator of installations supplying attention for the aged. Benita works 53 hours a hebdomad. After looking at her paysheet stubs for the past 6 months. she concludes that she has non received sufficient overtime wage. She complains to her supervisor but the company takes no action. a ) Benita can convey a ailment to the National Labor Relations Board under the Fair Labor Standards Act of 1938 ( FLSA )B ) Benita can convey a ailment to the U. S. Department of Labor. under the Fair Labor Standards Act of 1938 ( FLSA )degree Celsius ) Benita can convey a ailment to the U. S. Department of Labor. under the Employee Retirement Income Security Act of 1974 ( ERISA ) .vitamin D ) Benita can convey a ailment to the U. S. Department of Labor. under Executive Order 11246 5 ) Ling often stocks shelves for Ace’s Market on an as needful footing. Ace pays Ling $ 5 per shelf. One twenty-four hours Ling falls off a broken ladder while carrying a shelf. Line is earnestly injured: a ) If Ling is determined to be an independent contractor. he is eligible for workers’ compensationB ) If Ling is determined to be an employee. he is eligible for workers’ compensationdegree Celsius ) Ling is eligible for workers’ compensation whether he is an employee or an independent contractorvitamin D ) None of the above 6 ) ABC. Inc. solicited commands from assorted independent contractors to landscape the evidences of its new office composite. Drew. caput of installations direction told Patty. his secretary. that he would non accept any commands from Latino contractors. Drew explained that he would authorise engaging lone American contractors to work on the evidences. A Latino contractor brings a case against ABC for favoritisms. a ) Drew’s refusal to engage Latino companies is a misdemeanor of the Independent Contractors Act of 2006.B ) Drew’s refusal to engage Latino companies is a misdemeanor of the Title VII of the Civil Rights Actdegree Celsius ) The Latino contractor can non predominate in a favoritism instance because John’s conversation with his secretary is confidential and can non be used as grounds.vitamin D ) Drew’s refusal to engage Latino companies is non a misdemeanor of the Title VII of the Civil Rights Act because that jurisprudence does non cover favoritism against independent contractors. 7 ) BRC Partners is a confer withing house. Sam and Arnie are analysts for BRC. Sam was hired as an employee and Arnie was hired as an independent contractor. They both work in the same BRC office under the same supervisor. They both must work Monday through Friday during the criterion concern hours. Both are required to describe to hebdomadal staff meetings. Sam is paid a wage and the proper federal and province revenue enhancement withholdings are made. Arnie does non have benefits like retirement and wellness insurance and his is paid by the undertaking with no federal and province withholdings. Arnie signed a contract that clearly stated he was an independent contractor and non an employee. a ) BRC has decently classified Arnie as an independent contractorB ) BRC has improperly classified Arnie as an independent contractordegree Celsius ) BRC has improperly classified Arnie as an independent contractor. nevertheless. its contract with Arnie is adhering and BRC will hold no liability under federal or province jurisprudence for the misclassification. vitamin D ) BRC has improperly classified Arnie as a independent contractor. nevertheless. its contract with Arnie is adhering and BRC will hold no liability under federal and province jurisprudence for the misclassification. but Arnie will hold liability under federal and province jurisprudence. 8 ) Pilar is hired by Axel. Inc. as an independent contractor. To avoid a finding by the IRS that Pilar has been misclassified as an independent contractor. Axel should: a ) provide preparation to PilarB ) wage her by the hrdegree Celsiuss ) pay FICAvitamin D ) none of the above 9 ) Clarence works as an independent contractor for the jurisprudence house of Kafka. Rivera and Grisham. a ) Clarence will be responsible for doing payments for his Social Security ( FICA ) . estimated federal income revenue enhancement payments. estimated province income revenue enhancement payments and Medicare.B ) Clarence will be responsible for doing payments for his FICA and Medicare and the jurisprudence house will be responsible for keep backing paysheet tax write-offs for his federal and province income revenue enhancements.degree Celsius ) Clarence will be responsible for doing payments for his Social Security ( FICA ) and Medicare. but the jurisprudence house will be responsible for doing estimated federal income revenue enhancement payments. estimated province income revenue enhancement payments for him. vitamin D ) Clarence will be responsible for doing payments for his Social Security ( FICA ) . keep backing tax write-offs for his federal and province income revenue enhancements and Medicare. 10 ) Which of the followers is non covered by the EEOC’s definition of contingent worker? a ) an employee hired through a staffing houseB ) a impermanent. seasonal. or parttime workerdegree Celsius ) an appliervitamin D ) an independent contractor

Hr Case Study

Table of Contents Executive summary2 Problem identification and analysis 3 Statement of major problems4 7. Generation and evaluation of alternate solutions 5 7. 1 Reducing reliance on sales force5 7. 2 Introduce team based targets and reward systems5 7. 3 Survey sales force on time allocated for different job aspects6 7. 4 Set maximum amount of voluntary additional work hours6 8. Recommendations7 9. Implementations 8 10. Concluding Remarks9 11. References10 12. Turnitin Originality report11-12 Executive summaryAnnette, the newly appointed HR manager feels that Terry, the company sales manager, despite loving his job and being passionate about the work he does, is a workaholic. She is afraid that Terry will not be able to keep up with this hectic schedule and that it would soon affect his health and work life balance. Even though his working habits shine a positive light on the company, it gives a certain peer pressure to his sales team to work equally long hours even when Terry does not insist that anyone work as long as him.Furthermore, Annett does not agree with what the CEO intends to do, to give Terry recognition and reward for his dedication and outstanding result, as it is a result of extreme work habits. However, the CEO feels that no one is forcing Terry to work long hours, and might think of it as legal as it is a voluntary effort. Problem identification and analysis Harvard Analytical Framework for Human Resource Management Stake holder Long term Individual well-being disrupted burn out internal departmental stress unnecessary pressure from Terry leads to team resignation societal effect educes effectiveness of sales team from undue pressure Long term Individual well-being disrupted burn out internal departmental stress unnecessary pressure from Terry leads to team resignation societal effect reduces effectiveness of sales team from undue pressure HR outcomes Commitment to work long hours due to rewarding of extreme work attitude Non compliance to leg islation due to voluntary long hours Creates competent work force in short run due to extra hours HR outcomes Commitment to work long hours due to rewarding of extreme work attitude Non compliance to legislation due to voluntary long hoursCreates competent work force in short run due to extra hours Choices rewarding behavior job design Possible lack of technology in job Uses new sales as main cash flow generator Choices rewarding behavior job design Possible lack of technology in job Uses new sales as main cash flow generator Interests CEO HR manager TerryHRM policyHR outcomesLong-Term Sales Forcerewarding behavi Job desginCommitment Individual Compliancewell-being Situational Factors * Long work hours * Legislation * Business Strategy * dependant on sales and conditions * sales target philosophy * Task Technology * societal values Situational Factors * Long work hours * Legislation * Business Strategy * dependant on sales and conditions * sales target * philosophy * Task Technology * societal values Human resourceCongruenc Source: Beer et al (1984) One of the principal problems that are shown in the case is the willingness to reward extreme work behavior in the organization. This positive reinforcement of Terry’s working behavior will be indirectly showing to others that to gain recognition in the company, you would have to adopt extreme working behaviors like Terry.Furthermore, there is legislation that defines the working hours of a full time employee. However, the main problem is that organization allows voluntary increased working hours as it is deemed beneficial for the company. A third problem is that the company is relying heavily on its sales force to generate profit. These could be due to high sales targets given by management which Terry can only achieve by increasing working hours excessively. Statement of major problems It can be derived that the company is relying heavily on its sales force, possibly on direct sales and new customers inste ad of recurring and retention of customers.This would be directly linked to the perceived need for Terry to increase working hours dramatically to fulfill his individual sales targets. Another Critical issue lies in the voluntary non-compliance of legislation. This, coupled with higher management of not only accepting extreme work habits, but with the intention of rewarding, would indirectly tell other employees that reward and recognition comes with extreme input of work hours. Furthermore, the sales force is obliged to work equally long hours like Terry, which would eventually result in this being custom and practice.This could be due to the setting of difficult individual performance measurements in terms of sales clinched per month. 7. Generation and evaluation of alternate solutions 7. 1 Reducing reliance on sales force. There is a heavy reliance on sales force to secure customers for the company. Instead of constantly sourcing new customers to meet individual targets, the sale s force could work on retaining existing customers by practicing relationship marketing as it is more cost effective to do so.Relationship marketing is most applicable when the customer has choices of their suppliers and switching is coming and there is a continued need for the service (Berry. 2002). A great example would be the research done by Moon-Koo (2004) on Korean mobile telecommunications services which showed that the industry believes that the crucial future marketing strategy was to try to retain existing customers by increasing customer loyalty and customer value.Payne and Adrian (1994) concluded that securing of new clients is merely the first step in the marketing process, the crux lies in retaining the customer, with organizations often confirming that existing customers are not only more profitable than new customers, but also easier to sell to. The company should come up with customer loyalty schemes to retain customers, which will help the sales force with achievin g sales targets 7. 2 Introduce team based targets and reward systems Another alternate solution would be to reduce individual target and rewards, and introduce team based sales target and reward system.Hackman & Walton (1986) suggested that successful group work will contribute to the growth and personal well-being of team members. By reducing individual target and reward systems, not removing, it would ensure the sales force meet the minimum amount. However, with the team based targets and rewards in place and scaled slightly higher than the sum of all individual targets, the sales force would be motivated to strive towards achieving team based goals. Research has shown teams with difficult goals perform optimally when incentives are offered (Knight, 2001).Performance is directly influenced by goals, but incentives did not. The offer of an incentive increased the commitment of most teams with difficult goals, proving to be highly beneficial (Knight, 2001). 7. 3 Survey sales force o n time allocated for different job aspects It would be best to survey the sales force to define which area of their job takes up the most time. Asking for the employee’s feedback to improve the work system has always proved invaluable, with research showing that 360-degree feedback boosting communications and performance of their managers and organizations (Bernardin & Beatty, 1987).The 360-degree approach shows that without feedback there can only be minimal change, and that various constituencies can provide diverse viewpoints and information (London, 1993). In the research done by Marshall (1999), there is a change in communication-related technology, especially in the 1990s where there was an improvement in communication between salespeople and customers due to the reduction in salespeople travel requirements. By asking the sales force for their opinions, new systems, process and new technologies can be developed to help save time and energies.If these new technologies ar e inserted into the right parts of the job, such as online video calling existing customers to confirm advertising orders instead of travelling to meet them, a large portion of time would be saved without compromising on the quality of customer service. 7. 4 Set maximum amount of voluntary additional work hours According to Fairwork Australia website, a full time employee work an average of 38 hours per week, also under the National Employment Standards, Maximum eekly hours of work is 38 hours per week, plus reasonable additional hours. Terry is working 60 hours a week, 22 hours more than required. Even though it is voluntary, it is still a considerable health hazard to overwork consistently. Sparks et al. (1997) suggests that there is a small but significant positive trend that links increased hours of work to increased health symptoms. Buell & Breslow (1960) also found that employees who work in sedentary positions for extended hours suffer from health problems due to the lack of exercise.Having research proving that overworking consistently provides a multitude of health hazards, it can be determined that Terry is not taking reasonable care of his own health and safety which can be found under the work health and safety act Division 4 section 28- Duties of workers, while at work, a worker must: (a)   Take reasonable care for his or her own health and safety. A solution to prevent employees from voluntary overworking is to set a maximum amount of voluntary additional work hours.Regardless of whether employees are meeting their sales target within the normal working hours, they are allocated a maximum set of extra hours to either over perform or chase up to their sales targets. Recommendations In order to maintain the efficiency of the business while not impacting the overall performance of the sales department, it is recommended that a maximum amount of additional voluntary work hours be set in order to prevent working excessive extra hours as custom and p ractise.A 360 degree feedback should be carried out on the sales force to ascertain the most time consuming aspects of the job, and to develop solutions and put in place technology to save time to increase the efficiency of the sales force. Higher management would need to review the key performance indicators of the sales force, and reduce individual goals and set in place challenging team goals with additional incentives to motivate the sales force to achieve more in synergy.This would go hand in hand with the creation of customer loyalty schemes to retain existing customers, and training for the sales force would be needed to allow them to utilise the loyalty schemes to the company’s advantage. Implementations Reward Terry for dedication to firm| ASAP| Set in maximum additional voluntary work hours and explain to organization and work life balance| Immediately after rewarding Terry| 360 degree feedback of sales department| Depending on how big the sales department is. Estim ated 6 months. Review KPIs and restructure to team settings| 1 year| Creation of customer loyalty schemes| In conjunction with restructuring to team goals| Terry would need to rewarded for his stellar performance for the company, where the recognition need to be structured politically correct as to prevent others from thinking Terry is being rewarded due to him putting in excessive hours. A follow up to that would be to implement maximum additional voluntary work hours after a clear work life balance talk to the company.This would put in place that to over achieve is good, but the organization does not support extreme work behaviors. The next step would be to hire an external agent to conduct a 360 feedback on the sales department to seek to reduce time hoarding elements of the job. It is essential to review new technologies and how they would assist the department in carrying out their jobs. Proper training would have to be provided to ensure the sales forces are kept up to date wi th the new technologies.After the aspects of the job have been redefined, higher management should review the KPI of the sales department and restructure more into collectivism with individual hybrid elements to motivate the sales force to work in teams to achieve even harder goals that is ever achievable by their own. This would go in conjunction with the sales force developing customer loyalty schemes as the sales force would know what attracts their clients the most and would thus be the best equipped to develop the loyalty schemes. Concluding remarksIt is of paramount importance to not undermine the value of Terry’s work; however measures must be put in place to curb extreme work habits. The core structure of the a salesperson job aspect would need to be reviewed, so as to determine areas which can be revised with the addition of new technology to help save the time and energies of the work force. This, coupled with the restructuring the performance indicators to embrace a more collective approach by placing difficult team goals which when achieved, give higher incentives. This would motivate employees to work together in teams.Lastly, the organization needs to realize that retaining existing customers is more profitable than attracting new customers, and the company will benefit from requesting the sales force to create a customer loyalty scheme, and to incorporate it into a core component of the sale’s department duties. References 1. Bemardin, J. H. , & Beatty, R. W. (1987). Can subordinate appraisals enhance managerial productivity? Sloan Management Review, 28(4), 63-73. 2. Bud, P. & Breslow, L. (1960). Mortality from coronary heart disease in California men who work long hours. Journal of Chronic Diseases, 11, 61 5-626. 3. Hackman, J. R. amp; Walton, R. E. (1986) Leading groups in organizations. In: Designing Effective Work Groups, Goodman, P. (ed. ), pp. 72 ±119. Jossey-Bass Publishers, San Francisco 4. Kim, Moon-Koo  (03/2004). â⠂¬Å"The effects of customer satisfaction and switching barrier on customer loyalty in Korean mobile telecommunication services†. Telecommunications policy  (0308-5961),  28  (2),  Ã‚  145. DOI:  10. 1016/j. telpol. 2003. 12. 003 5. Leonard L. Berry (2002): Relationship Marketing of Services. Perspectives from 1983 and 2000, Journal of Relationship Marketing, 1:1, 59-77 6. London, Manuel  (1993). â€Å"360-degree feedback as a competitive advantage†.Human resource management  (0090-4848),  32  (2-3),  Ã‚  353. DOI:  10. 1002/hrm. 3930320211 7. Marshall, Greg  W  (01/1999). â€Å"The Current State of Sales Force Activities†. Industrial marketing management  (0019-8501),  28  (1),  Ã‚  87. DOI:  10. 1016/S0019-8501(98)00025-X 8. Knight, D. (04/2001). â€Å"THE RELATIONSHIP OF TEAM GOALS, INCENTIVES, AND EFFICACY TO STRATEGIC RISK, TACTICAL IMPLEMENTATION, AND PERFORMANCE. â€Å". Academy of Management journal  (0001-4273),   44  (2),  Ã‚  326. DOI:  10. 2307/3069459 9. Sparks, K. , Cooper, C. , Fried, Y. and Shirom, A. (1997), The effects of hours of work on health: A meta-analytic review.Journal of Occupational and Organizational Psychology, 70:  391–408. doi:  10. 1111/j. 2044-8325. 1997. tb00656. x 10. Payne, Adrian  (1994). â€Å"Relationship Marketing – Making the Customer Count†. Managing service quality  (0960-4529),  4  (6),  Ã‚  29. Turnitin Originality Report OHS case study  by Yuxuan Huang From Individual Work health and Safety Case (BUS320 – BUS320 Advanced Human Resource Perspectives (s1, 2013)) * Processed on 12-Mar-2013 5:19 PM WST * ID: 311507218 * Word Count: 2170 Similarity Index 16% Similarity by Source Internet  Sources: 12% Publications: 9% Student  Papers: 12% sources: 1 2% match (Internet from 17-Apr-2012) ttp://onlinelibrary. wiley. com/doi/10. 1111/j. 2044-8325. 1997. tb00656. x/abstract 2 1% match (publications) Stacie Furst . â€Å"Virtual team effectiveness: a proposed research agenda†, Information Systems Journal, 10/1999 3 1% match (Internet from 21-Jan-2013) http://www. monarorfs. org. au/new-machi? limitstart=15 4 1% match (publications) Kate Sparks. â€Å"The effects of hours of work on health: A meta-analytic review†, Journal of Occupational and Organizational Psychology, 12/1997 5 1% match (student papers from 30-Apr-2012) Submitted to University of Sydney on 2012-04-30 6 1% match (student papers from 08-Sep-2011)Submitted to Macquarie University on 2011-09-08 7 1% match (Internet from 06-Jul-2010) http://jom. sagepub. com/cgi/content/refs/36/1/5 8 1% match (Internet from 06-May-2009) http://members. chello. nl/~e. vanoverveld/images/Thesis. PDF 9 1% match (publications) Warech, M. A.. â€Å"Self-monitoring and 360-degree ratings†, The Leadership Quarterly, 199824 10 1% match (Internet from 10-Mar-2013) http://ro. uow. edu. au/cgi/viewcontent. cgi? article=1301&context=comm papers&sei- 11 1% match (student papers from 12-May-2010) Submitted to University of Western Sydney on 2010-05-12 12 1% match (publications) Marshall, G.W.. â€Å"The Current State of Sales Force Activities†, Industrial Marketing Management, 199901 13 1% match (student papers from 25-Oct-2009) Submitted to Curtin University of Technology on 2009-10-25 14 1% match (Internet from 02-Apr-2010) http://www. wairc. wa. gov. au/Agreements/Agrmnt2005/PBF016. doc 15 1% match (publications) Karjaluoto, Heikki, Chanaka Jayawardhena, Matti LeppA ¤niemi, and Minna PihlstrA ¶m. â€Å"How value and trust influence loyalty in wireless telecommunications industry†, Telecommunications Policy, 2012. 16 1% match (student papers from 11-Sep-2009) Submitted to Univerza v Ljubljani on 2009-09-11 7 < 1% match (Internet from 16-Apr-2009) http://dissertations. port. ac. uk/357/01/BelliardC. pdf 18 < 1% match (Internet from 20-Feb-2009) http://www. busmgt. ulster. ac. uk/modules/bmg775m2/fig . doc 19 < 1% match (Internet from 18-Jan-2013) http://www. aom. pace. edu/amj/April2001/knight. pdf 20 < 1% match (Internet from 29-Apr-2012) http://www. vawo. nl/documents/OccupationalstressAustraliauniversities. pdf 21 < 1% match (publications) Lee, Hyung Seok. â€Å"Major Moderators Influencing the Relationships of Service Quality, Customer Satisfaction and Customer Loyalty†, Asian Social Science, 2013.

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Response to the article - Essay Example The article by William Robin titled, The Fat Lady is still singing, was in response to an article written by Mark Vanhoenacker that called for the death of this genre of music. In the article, Robin indicates that the passion and enjoyment of this genre of music lives on despite the various shortcomings related to funding challenges and the changing audience being rampant in relation to this genre of music. In fact, William Robin insists that classical music is still alive and it thrives in the current society. To underline his point, Robin insists that there have been various instances that have been used to mark the supposed death of this genre of music. The author indicates by the use of an info graph, the number of times that people have predicted the death of this genre of music with the music not witnessing its death as called on by the prophets. In my view, Robin raises various points although I am wondering why there are no similar discussions related to art forms of paintwork, literature, and cinema. In this case, I think that painting is on its deathbed while, on the other hand, it is my opinion that both cinema and literature are thriving. This brings the status of music in between the dying status of painting and the thriving status of both art forms related to literature and cinema. In particular, this is the current position in which classical music finds itself. My opinion is informed by the fact that the level of creativity surrounding classical music is on the decline as witnessed in the last fifty years although the level of performing classical music is rising, especially due to the heavy influence and the role of the piano as the fundamental accompaniment during performances. At the same time, there is an apparent state whereby individual performers without knowledge and understanding of counterpoints are incre asingly becoming pop stars. This implies that there is a problem although

British Legal systems and Contract law Essay Example | Topics and Well Written Essays - 1500 words

British Legal systems and Contract law - Essay Example In the leading case of Olley v.Marlborourgh Court Hotel (1949) 1 KB 552, a lady deposited her fur cloak in the hotel locker which was subsequently stolen. She sued the hotel for loss of the cloak, but the hotel management pleaded that in the contract of service there was a specific disclaimer for liability arising out of theft. It transpired that the disclaimer notice was in the hotel room, and not at the reception where the contract was enforced between the lady and the hotel management. 1 Moreover she did not have constructive notice of this diclaimer when she booked her room. The Court held that the hotel was liable for the loss since, the claimant was not aware of the facts at the time of booking the contract. However, in this case, it is seen that Metalinque was aware of the material fact that the goods need to be shipped to Aberdeen, and not delivered at London office. The writer's opinion is that the seller, Metalinque cannot be absolved of liability in this case merely on the fact that their agreement was with the London office, and not with the Aberdeen plant since the purpose of the agreement was not fulfilled due to (1) delay in performance and (2) Subsequent losses to the buyer, arising out of breach of contractual obligation by the seller due to material variation in delivery terms Further if the law were to consider, the application of Section 4 and Section 4 (5) of the Supply of Goods and Services Act 1982, it is seen that there is an implied condition that the goods supplied should be fit and should serve the purpose for which it is sought. It is also seen that in the event that a party relies on the skill or judgment of another, whether the terms are expressly, or by implication, the implied condition shall be deemed to be present. In this case there is an implied condition that goods be delivered to Aberdeen. "Where, under a contract for the transfer of goods, the transferor transfers the property in goods in the course of a business and the transferee, expressly or by implication, makes know to the transferor, any particular purpose for which the goods are being acquired., there exists an implied condition that the goods shall meet such conditions." 2 (b) Even if there was a breach of contract, the sum sought is excessive. Under Section 20 (2) of the Sale of Goods Act 1979, the goods remain at the seller's risk until the title in them is vested on the buyer. When the buyer has accepted the goods at London, it is deemed that delivery has been affected. However, "where delivery has been delayed through the fault of either the buyer or seller, the goods are at risk of the party at fault, as regards any loss, which may not have occurred but for such fault." 3 In this case it is seen that, prima facie, there is a fault on the part of Metalinque for having caused losses due to belated delivery. However, this fault has been alleviated to a certain extent, due to the fact that Amethyst Ltd, had not explicitly and specifically stated under Clause 20 of the Purchase Contract that the goods need to be delivered at Aberdeen. In the absence of certainty of delivery of contractual obligation, they were at liberty to

Response to the article Essay Example | Topics and Well Written Essays - 750 words

Response to the article - Essay Example The article by William Robin titled, The Fat Lady is still singing, was in response to an article written by Mark Vanhoenacker that called for the death of this genre of music. In the article, Robin indicates that the passion and enjoyment of this genre of music lives on despite the various shortcomings related to funding challenges and the changing audience being rampant in relation to this genre of music. In fact, William Robin insists that classical music is still alive and it thrives in the current society. To underline his point, Robin insists that there have been various instances that have been used to mark the supposed death of this genre of music. The author indicates by the use of an info graph, the number of times that people have predicted the death of this genre of music with the music not witnessing its death as called on by the prophets. In my view, Robin raises various points although I am wondering why there are no similar discussions related to art forms of paintwork, literature, and cinema. In this case, I think that painting is on its deathbed while, on the other hand, it is my opinion that both cinema and literature are thriving. This brings the status of music in between the dying status of painting and the thriving status of both art forms related to literature and cinema. In particular, this is the current position in which classical music finds itself. My opinion is informed by the fact that the level of creativity surrounding classical music is on the decline as witnessed in the last fifty years although the level of performing classical music is rising, especially due to the heavy influence and the role of the piano as the fundamental accompaniment during performances. At the same time, there is an apparent state whereby individual performers without knowledge and understanding of counterpoints are incre asingly becoming pop stars. This implies that there is a problem although

Hamlets Psychological Aspect Essay Example for Free

Hamlets Psychological Aspect Essay I decided to do this research work because I have enjoyed a lot reading this play: Hamlet. The inner motivations and psyche of this character have captured my attention. Therefore, the aim of this research is to depict Hamlet’s attitudes during the play. I will try to approach to his real feelings on life and death taking into consideration what critics and researchers have said about Hamlet. In order to clarify Hamlet’s personality and behaviour, I will provide some aspects of the historical context in which Shakespeare was inspired to write this play, and a brief summary of it to take into account the plot. Finally, I will make a conclusion in which I will try to summarise the most important impressions of this research. Historical Context of the play Shakespeare wrote Hamlet in the last years of the reign of Queen Elizabeth 1, who had been the queen of England more than forty years. As she had no children the question of who would succeed her was a situation that provoked anxiety at that time. Due to this fact, researchers agree that many of Shakespeare’s plays from this period concern transfers of power from one monarch to the next. Another important issue dealt with in his plays is the general sense of anxiety, fear, uncertainty, betrayal and revenge. For instance, Hamlet displays all the themes mentioned above. Shakespeare was able to sum up the most impotant values of the Renaissance. Cultural phenomenon that began in the fifteenth-century and proclaimed the humanism: a new thought that revalued the social and popular aspect of life. People who belonged to the Renaissance period claimed that human beings lived in a world of appearances, in which they tried to hide their realities, that is to say, their deepest desires and what they actually were. Hamlet had to face one of the most difficult realities: injustice. A task that presents a dilemma to him: â€Å"to be or not to be†. While pointing out questions that cannot be answered, the play as a whole chiefly demonstrates the difficulty of knowing the truth about other people: who are guilty or innocent, which their motivations and feelings are. Brief Summary of the play Shakespeare begins the play with the death of the King of Denmark and the possession of the throne by the King’s brother Claudius, instead of the King’s son, that is to say the prince Hamlet, who was supposed to be the next in line. What is more, the new king Claudius suddenly married Gertrude, the dead king’s widow. Thus, the prince Hamlet got depressed by the unexpected situation. One night, Hamlet’s father appears as a ghost to tell Hamlet that he had been murdered by his own brother Claudius, that is to say, Hamlet ´s uncle. In his anger, Hamlet decides to fulfill his father’s request, which is to avenge his death. In order to confirm what the ghost has said, Hamlet organizes a play in which he represents the assessination scene. While the play is being performed, Claudius stands up and goes out feeling guilty. At the moment, Hamlet confirms the truth and discusses the situation with his mother. As Hamlet notices that someone is spying on them behind the curtains, he stabs his sword without checking who this person is. As a result, he kills Polonius, Claudiuss chief councillor. When Ophelia, Polonius ´s daughter, is informed about her fathers death she reacts with madness and eventually falls in a stream and drowns. After that, Laertes, Ophelia’s brother, is told that Hamlet is involved in Polonius’s death and Ophelia’s madness. Therefore, he wants to avenge his father’s and sister’s death trying to eliminate Hamlet. As Claudius promised Laertes to help him with the revenge, they plan to kill Hamlet as if by accident with a poisoned sword in a fencing match. Claudius also plans to offer Hamlet a poisoned drink during the fight. When the fencing contest begins, Hamlet’s mother Gertrude drinks the poisoned drink before Caludius can stop her and she dies. Hamlet turns away and Laertes wounds him with the poisoned sword, but Hamlet goes on fighting. During the struggle, they exchange swords and Hamlet wounds Laertes, who confesses the plan telling Hamlet that he is also sure to die from the effect of the poison. After hearing the truth, Hamlet stabs Claudius with the poisoned sword and forces him to drink the poison, too. Finally, while Hamlet is dying by the effect of the poison, he orders one of his friends called Horatio to tell the terrible story of the happening to everyone.

Definition of learning organization culture

Definition of learning organization culture Introduction A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights. Ajay Agarwal adds learning in an organization means the continuous testing of experience, and the transformation of that experience into knowledge- accessible to the whole organization, and relevant to its core purpose. Thus, it is derived that learning in an organization sought to continuously improve employees knowledge and unlock the potential of the employees in order to achieve organizations goals. In line with creating efficiency, David Garvin stated that effective learning organization should consist of five learning activities; systematic problem solving, experimentation with new approaches, learning from their own experience and past history, learning from the experiences and best practices of others, and transferring of knowledge quickly and efficiently throughout the organization. Systematic problem solving provides analytical tools eliminating assumptions during problem solving stage. This element insists on solving problems based on information acquired. Experimentation involves the ongoing development of new knowledge with close reliance to innovation of employees. With experimentation, learning from own experience and past history can be done. Employees can learn from their own strengths and weaknesses utilizing the elements for the success of further projects. Learning from others implies the use of others experience and cultivate them into their own thus eliminates the possibility recurrence of failures. Transferring of knowledge is learning through the information of the organization through reports and training and development programme allowing employees to development their skills in line with organizations mission. An effective learning organization will cultivate these activities in developing their employees ensuring maximization of learning. As learning aims directly to provide stable growth in a human, it is inevitable that there are factors that influence the effectiveness of learning organization culture. Sally Sambrook, 2003, categories these in four categories; motivation, HRD, culture and pragmatics. Motivation Psychologically, human behavior towards learning is closely related to the motivation available. Thus, manager plays a vital role in the learning behavior of the employee. Motivation can bring out the enthusiasm of employees to learn effective. Sally Sambrook, 2003, derived the lack of motivation can be due to the following reasons: 1. the lack of time (due to the organisation of work and work pressures); 2. the lack of reward for learning (at the organisational and HR functional level); 3. the lack of enthusiasm in the concept of the learning organisation or training and development in general; and 4. the lack of confidence to learn and/or take responsibility for learning (at a personal level). Thus, the skill of manager in motivating the employees is interrelated to the effectiveness. The involvement of manager in the learning process of the employees can create an interest and define the purpose of learning in the eyes of the employees. HRD In the HRD section, Sally Sambrook, 2003, proposed that often employees lack understanding towards to HRD objectives. Thus, employees had less clarity towards the purpose of learning and the procedures and the objectives in regards to the development plan. The lack of understanding is closely related to the communication of the organization towards the employees. Miscommunication often brings down the learning purpose thus creating confusion and diversified learning environment to the employees. Culture The learning culture of individual reflects the enthusiasm of individual to learn. Individual who possess a learning habit tends to learn things faster. However, employees have the problem in developing this culture. Jones and Hendry, 1992, found that a learning-oriented culture enhances successful learning, whereas it is very difficult to create learning situations in companies with cultures characterised by bureaucracy and inter-functional rivalries and politics. Thus, the capability of organization to develop learning culture will determine the effectiveness of HRD. Pragmatics Sally Sambrook, 2003, identified that the lack of time and HRD resources is the main issue pertaining to the effectiveness of learning. The lack of learning time caused by the work pressure of fulfilling specific task, intervene the time for employees to learn. As a result, employees find little availability towards the actual learning that the organization had implemented. Moreover, the lack of investment in the HRD proves less initiative towards developing the employees. References http://books.google.com.my/books?id=Mku47Rvq95sCpg=PA105dq=jones+and+hendry+1992+learning+oriented+cultureclient=firefox-acd=1#v=onepageq=jones%20and%20hendry%201992%20learning%20oriented%20culturef=false http://www.eclo.org/pages/uploads/File/Non-ECLO%20Publications/Sally%20Sambrook%20Factors%20Influencing%20learning%20in%20Work.pdf http://blip.tv/file/1873772 http://www-e.uni-magdeburg.de/sturafwu/studium/unicert/012.pdf http://www.scribd.com/doc/4245649/Building-a-Leaning-Organization-David-Garvin

Pacifisim vs. Realism Essay -- Argumentative Persuasive War Essays

Pacifisim vs. Realism In this paper I will be analyzing and critiquing the theory of pacifism. This theory is the belief that war is never an option under any circumstance. Even if a nation is being attacked a pacifist will believe that retaliating is morally wrong for a number of reasons. Such reasons behind pacifism are supported by issues of morality and what the pacifist themselves feel to be morality. I will provide three arguments to the pacifist way of thinking. It is an inevitability that with war lives will be lost, but that also innocents not officially involved in a war will lose their lives. There is simply no way around the loss of innocent lives amidst war in this age of advanced weaponry, which is specifically designed to take the lives of many with just one use. The pacifist argues that the inevitable losses of innocent lives are unacceptable and therefore war is an unacceptable solution to a conflict. This is my first and most prominent argument for pacifism. Those in opposition of the theory of pacifism argue that the targets of all military operations are the enemy or those with evil intent, but history shows us through such events as the bombings of Hiroshima and Nagasaki during World War II that innocents can be lost in massive amounts, which far outweighs any possible good done by such military operations. The fact of the matter is, innocents are lost during times of war and that alone should be enough reason to make war unjus tifiable. Robert Holmes put it best when he wrote, "There must be a new conception of how to get along in the world, a recognition that only the individual person is of ultimate value - not governments, not abstractions, not collectivities - and that if we do not cherish the life... ... many to overlook. We do not live in a "John Lennon" world. We can imagine it, but to make it reality is an impossibility and our stance on war should reflect this impossibility. A country cannot survive alone on an optimistic look at things. Sometimes action is necessary. Sometimes the lives of many must be sacrificed to preserve a nation. Realism ensures safety through out the country. By keeping ourselves safe other countries may decide to follow our example and thus world peace is spawned. Though total world peace can never be reached due to the imperfect world we live in realism can lead us closest to it because of its ignoring of morality. Trusting facts will produce a far more positive result in the long run than trusting feelings. Feelings can cloud our judgments, but the realistic view helps us avoid that. It helps us ensure peace throughout the country. Pacifisim vs. Realism Essay -- Argumentative Persuasive War Essays Pacifisim vs. Realism In this paper I will be analyzing and critiquing the theory of pacifism. This theory is the belief that war is never an option under any circumstance. Even if a nation is being attacked a pacifist will believe that retaliating is morally wrong for a number of reasons. Such reasons behind pacifism are supported by issues of morality and what the pacifist themselves feel to be morality. I will provide three arguments to the pacifist way of thinking. It is an inevitability that with war lives will be lost, but that also innocents not officially involved in a war will lose their lives. There is simply no way around the loss of innocent lives amidst war in this age of advanced weaponry, which is specifically designed to take the lives of many with just one use. The pacifist argues that the inevitable losses of innocent lives are unacceptable and therefore war is an unacceptable solution to a conflict. This is my first and most prominent argument for pacifism. Those in opposition of the theory of pacifism argue that the targets of all military operations are the enemy or those with evil intent, but history shows us through such events as the bombings of Hiroshima and Nagasaki during World War II that innocents can be lost in massive amounts, which far outweighs any possible good done by such military operations. The fact of the matter is, innocents are lost during times of war and that alone should be enough reason to make war unjus tifiable. Robert Holmes put it best when he wrote, "There must be a new conception of how to get along in the world, a recognition that only the individual person is of ultimate value - not governments, not abstractions, not collectivities - and that if we do not cherish the life... ... many to overlook. We do not live in a "John Lennon" world. We can imagine it, but to make it reality is an impossibility and our stance on war should reflect this impossibility. A country cannot survive alone on an optimistic look at things. Sometimes action is necessary. Sometimes the lives of many must be sacrificed to preserve a nation. Realism ensures safety through out the country. By keeping ourselves safe other countries may decide to follow our example and thus world peace is spawned. Though total world peace can never be reached due to the imperfect world we live in realism can lead us closest to it because of its ignoring of morality. Trusting facts will produce a far more positive result in the long run than trusting feelings. Feelings can cloud our judgments, but the realistic view helps us avoid that. It helps us ensure peace throughout the country.

How changing the concentration changes the rate of reaction. :: GCSE Chemistry Coursework Investigation

How changing the concentration changes the rate of reaction. Introduction We are going to look at the following factors during this investigation: 1 Why altering rate could be an advantage 2 Good ideas to control the rate of reactions 3 Briefly mention the factors that can change the rate of reaction such as: - Temperature Surface Area Catalyst Concentration I am going to find out if changing the concentration of nitric acid in water and see if it has any effect on changing the rate of which precipitate is formed when reacts with sodium thiosulphate. Prediction I think that a faster reaction will happen with a higher acid concentration as there will be more successful collisions with sodium thiosulphate, which will result in a faster reaction because the product will be produced quicker. Apparatus 1 Conical Flask 2 Beakers 3 Measuring Cylinders Paper with a black cross on Stopwatch Nitric Acid Sodium Thiosulphate Water Safety Glasses Method For my experiment I will measure out 25cm ³ of Sodium Thiosulphate and put it in a conical flask. I will put the flask on top of a piece of paper that has a black cross drawn on it. I will then measure 15cm ³ of Nitric Acid and add this to the Sodium Thiosulphate in the conical flask. The two should react together to make a cloudy precipitate and we are going to time how long it takes for the liquid to turn cloudy until we can’t see the cross underneath the glass anymore. We are going to carry this experiment out a number of times but each time we will decrease the volume of Nitric Acid by 1cm ³ and add 1cm ³ of water. Each time we will decrease the Nitric Acid and increase the volume of water to see which one holds the fastest reaction. Our final amount of Nitric Acid should be 5cm ³ and 10cm ³ of water. I will repeat the experiment 3 times to make sure that my results are as accurate as they can be. I will then record my results onto a graph so I can compare them better and make a line of best-fit graph to show my results even clearly. How will I make it a fair test? To make sure that my experiment is fair I will always use the same amount of Sodium Thiosulphate and the only factor I will change will be the volume of Nitric Acid and water but only to total 15cm ³ so the depth of the liquid will always be the same. Also, I will always use the same conical flask and wash it out after every time I have used it. Evaluation First of all we put our safety goggles on, and then we added 25cm3 of