Exploring Fear in Howl, Basketball Diaries, and Cats Cradle

yacketayakking screaming vomiting whispering facts and memories and anecdotes and eyeball kicks and shocks of hospitals and jails and wars (Ginsberg 11). Like many authors of the modern literature movement, Allen Ginsberg explores the bombs psychological affects on many Americans during the 1960s. Modern literature describes the chaos of the 1960s, caused by increasing societal problems and fear of the new atomic bomb. Writings such as The Basketball Diaries, Howl and Cats Cradle express concepts of fear, power, governmental control, and death. Government uses societys fear of death and the end of the world to keep control and power over the people. The atomic bomb generates such universal fear and the corrupted government fails†¦show more content†¦Dr. Hoenikker is oblivious to the consequences of his actions and inventions. He thinks of life as a game: Why should I bother with made-up games when there are so many real ones going on? (Vonnegut 17). He doesnt understand the seriousness of the products of his power. Felix illustrates, on an individual level, the type of corruption in government that Carroll and Ginsberg describe in The Basketball Diaries and Howl. The government not only lacks an understanding of the people, but seems not to care. The governments control of the world, like Dr. Hoenikkers, includes the tremendous power to end existence. The governments power is playing games with society when considering the use of the nuclear bomb. The government causes the people of the world to live in fear, waiting for the bomb to drop. This power that Dr. Hoenikker and the government hold could be used in a much more constructive way, to help society instead of destroying it. An image in Cats Cradle that proves how fear is used to control a population, is that of the hook in San Lorenzo. The hook, and fear of it, parallels the bombs significance according to Carroll and Vonnegut. The hook is supposedly used in San Lorenzo to execute anyone who practices the illegal faith, Bokononism. Though everyone in San Lorenzo practices this faith, and the hook hasnt been used in many years, the fear that is stimulated by the hook

Fahrenheit 451 by Ray Bradbury Essay - 569 Words

Enjoy: Fahrenheit 451 is a book for a variety of people. The main age of when this book should be read is when a person is above the age of 14 years old. This book is recommended for ages 14 and up because of the content in which the story is told. Also the compression of this book is in depth and important to the making of our future. Ray Bradbury uses strong words that help build up the story. This book is a dystopian book written in the 1950’s and having the book takes place in the 21st century. A recommended for this book is to people who are interested in dystopian novels. Also that the reader can relate the story to real life situation, for some things in the book did come true. Ray Bradbury’s Fahrenheit 451 is recommended for†¦show more content†¦I like science-fiction and dystopian novels because it allows me understand different views of how the world will be in the future. This dystopian novel allows me to help the future to become a place that is go od and allows me to change the future and protect it into becoming a society in which is dystopian or a utopian novel. I also like the foreshadowing of the book and events that happened in real life. This book was written in the 1950’s and since it was a dystopian novel, it talked about the future. In this book, Bradbury talks about a seashell that people can listen to music with, which lead to the iPod that Steve Jobs created in 2001. Also, in this book an interactive TV was used that was the size of a wall. This interactive TV was foreshadowed and now with the technology advancements, having an interactive TV is now possible. Also in Fahrenheit 451, it said that there was a TV that was a size of a wall in a room. This huge TV that was foreshadowed is now used in sports arenas and other venues. Setting: This story takes place in the future in an unknown city. This book takes place in the future where there are no speed limits. Characters: - Guy Montag Guy Montag is a firefighter and he is the protagonist. He is on a quest to find his purpose in life through books. He is wakes up with a feeling of emptiness in knowledge. He goes out to find out more about books and what they have to offer in life. - MildredShow MoreRelatedFahrenheit 451 by Ray Bradbury719 Words   |  3 PagesThe flash point of paper, or the temperature at which paper will burst in flames, is 451 degrees Fahrenheit. In Fahrenheit 451, written by Ray Bradbury, the main character, Guy Montag, is a â€Å"fireman† in a futuristic society where he and his coworkers start fires, rather than put them out. Books are banned and burned, along with the owner of the book’s house and sometimes even the owner of the book, upon discovery. Technology has taken over in a sense that social interaction between the average personRead MoreFahrenheit 451 By Ray Bradbury1952 Words   |  8 Pagesis clearly displayed in the plight of Ray Bradbury’s novel about a dystopian American society, Fahrenheit 451, which contains many ideas and bits of content that some people believed should be censored. In fact, one of the reasons that this novel was censored for displaying the dangers of censorship, which is both extr emely ironic, and telling as to where this society is going. Thanks to several distributors and oversensitive parents and teachers, Fahrenheit 451 has been banned in many schools overRead MoreFahrenheit 451 By Ray Bradbury954 Words   |  4 Pages In Fahrenheit 451 by Ray Bradbury, the author uses allegory (often misinterpreted by readers) to show the dangers of mass media consumption and the decline of reading traditional media. Many readers draw incorrect conclusions (lessons learned) from the book due to how generally the book applies its theme. Government censorship, though an important topic, is not the intended focus of the novel Fahrenheit 451. Finally, Bradbury’s original message of the book shows the beauty of traditional media andRead MoreFahrenheit 451 By Ray Bradbury1592 Words   |  7 PagesWhen writing the introduction to Fahrenheit 451, author Neil Gaiman stated that â€Å"ideas--written ideas--are special. They are the way we transmit our stories and our th oughts from one generation to the next. If we lose them, we lose our shared history†. Gaiman is absolutely correct; especially because what he is saying heavily applies to books. Books are a critical aspect in shaping humanity as a whole, they create and share a network of creative ideas, history, and overall entertainment; to loseRead MoreFahrenheit 451 By Ray Bradbury1661 Words   |  7 Pages1.) In the novel, Fahrenheit 451 by Ray Bradbury, Montag’s view on life reverses. Two characters the influence the main character Guy Montag are the old lady whose house and books were burnt down and Mildred. The old lady was caught preserving books in her home. Firemen including Montag were ordered to burn the books. The old lady refused to leave her books, so she too was burned. She bravely gave an allusion as her last words, â€Å"Play the man,’ she said, ‘Master Ridley.’ Something, somethingRead MoreFahrenheit 451 by Ray Bradbury818 Words   |  4 PagesFAHRENHEIT 451 BY RAY BRADBURY Important People in Montag’s Life In Partical Fulfillment Of English 2 Ms Irina Abramov By Helen Hernandez November 9, 2012 â€Å"There are worse crimes than burning books. One of them is not reading them† -Ray Bradbury. In the past there were events that affected book writers. People will get together to burn books because they thought it was inappropriate or they were against their literature. Montag is a fireman in a futuristic society who would startRead MoreFahrenheit 451 By Ray Bradbury918 Words   |  4 Pagesâ€Å"Fahrenheit 451,† written by Ray Bradbury, is a futuristic, dystopian novel based upon a society secluded by technology and ignorance. In this future society, books are outlawed and firemen are presented with the task of burning books that are found in people’s homes. Montag, a fireman, finds himself intrigued with the books, and begins to take them home and read them. As the story progresses, Montag learns the truth behind why books are outlawed and flees his city to join the last remnants of age-oldRead MoreFahrenheit 451 By Ray Bradbury863 Words   |  4 PagesTh e novel, Fahrenheit 451 was written by Ray Bradbury and it took place in the dystopian future. Throughout each novel, we are able to see a major theme, which is censorship. In this essay, I will explain how this theme are explored in the story by using the literary devices. To begin with, in this novel, censorship is not given a straight description, but we can see how the author shows it through many literary elements, such as using the setting, tone and symbolisms even foreshadowing. This novelRead MoreFahrenheit 451 By Ray Bradbury943 Words   |  4 PagesIn the novel Fahrenheit 451, written in 1951 by Ray Bradbury. There are many similarities between the novel and contemporary society, including technology, family lifestyle and censorship. In Fahrenheit 451, Bradbury’s main focus was on technology, such as televisions. Televisions were a big deal back in 1950, individuals were thrilled to get their hands on the new device. When it comes to Mildred, Montag s wife in Fahrenheit 451 novel. Mildred was so obsessed with televisions. She had three differentRead MoreFahrenheit 451 By Ray Bradbury1592 Words   |  7 PagesWhen writing the introduction to Fahrenheit 451, author Neil Gaiman stated that â€Å"ideas--written ideas--are special. They are the way we transmit our stories and our thoughts from one generation to the next. If we lose them, we lose our shared history†. Gaiman is absolutely correct; especially because what he is saying heavily applies to books. Books are a critical aspect in shaping humanity as a whole, they create and share a network of creative ideas, history, and overall entertainment; to lose

“Should Fast Food Chains Be to Blame for Childhood Obesity” Free Essays

â€Å"Should fast food chains be to blame for childhood obesity? † As defined by dictionary. com obesity is the condition of being obese; increased body weight caused by excessive accumulation of fat. Obesity is determined by the level of BMI (body mass index). We will write a custom essay sample on â€Å"Should Fast Food Chains Be to Blame for Childhood Obesity† or any similar topic only for you Order Now According to the Centers for Disease Control and Prevention, BMI is calculated from a child’s weight and height, and is compared to a chart that tells you what is along the normal ranges. As you can see, children do not just wake up one day and find themselves overweight, there has to be some kind of influence that is making them that way, whether it be the foods they eat at home, or what they eat while with friends. This is not a matter that should be taken lightly. Who should be blamed? Some people believe the parents are to blame because they should provide their children with healthier meal choices at all times. Others believe the influence fast food companies have through the media and advertising is too great and children would rather have a happy meal that comes with a toy than have a healthy cooked meal from home. The way of living has changed drastically from the 1970s to the present. Back in the 1970s mothers were more likely to be homemakers and had the time to dedicate to homemade meals three times a day. Nowadays, women are more likely to take part in careers and therefore live more hectic lifestyles. People are busier than ever and most of the time it is much easier to drive by a fast food restaurant and pick up dinner than to slave in the kitchen after a long day at work. â€Å"Fewer family meals are eaten together now (less than 5 a week of 21 meals) than in the years past† (King, 28). The fast food business has boomed in the recent years due to this and they tend to advertise mostly to kids using colorful advertisements with their favorite cartoon characters and reel them in by providing a toy along with a processed hamburger and greasy French fries. Being an obese child can have many effects on their health, both physical and emotional health are impacted greatly by being overweight. Some children are never taught proper ways to cope with their emotions and eating is what they turn to make them feel better when nothing else is going right. Obese children tend to suffer from low self-esteem and may develop eating disorders in their quest to become thin. â€Å"Obese adolescents are more prone to emotional and behavior problems and also more likely to develop psychopathologies during both adolescence and adulthood† (Willette, 565). Overweight children are at risk for more diseases than children within their normal weight. â€Å"Adult diseases, such as type 2 diabetes, are being diagnosed in 8-and 9-year-old children† (King, 28). Some parents rely on television and video games to keep their children entertained after a long day because they do not have time to take the children outside to play. †Health concerns such as undernutrition, lack of physical activity and increased incidence of chronic diseases are more common in low-income and minority youth† (King, 28). Everywhere we turn we are bombarded by advertisements for some type of fast food restaurant. Billboards, television commercials, radio ads, and print are just some of the media used to get the message to people to come out to their restaurants, and use catchy slogans with animated characters. It is no secret these ads are mostly advertising to children and teenagers. In 2002, it was estimated that annual sales of food and beverages to young consumers exceeded $27 billion. Advertisers have recognized that young consumers are a valuable market and have begun to advertise directly to them. Food and beverage advertisers collectively spend$10 billion to $20 billion annually to reach children and youth, and more than $1 billion of that is spent on direct media advertising to children (Willette, 565). Children are more likely to be influenced by these advertisements, especially when it involves something they think is cool. These advertisements are mostly found on channels such as nickelodeon or Disney channel. It is very hard because there is no way to avoid these advertisements unless you move yourself and your children to a cave. Parents have an important effect on their children’s development because they are the ones who raise their children from day one. If a child is raised eating healthy foods they are more likely to keep making those choices as they grow older and pass those habits on to their children. Bad eating habits can be passed on as well. Some parents simply don’t know how to make healthy eating choices themselves, and it affects them and their children around the waistline. Parents should lead by example; they should not only encourage their children to eat healthy, but also do the same themselves. So why are parents blaming fast food chains for their children obesity? Well, because no one wants to hold themselves responsible and it is always much easier to point the finger at someone else. No parent wants to be seen as the reason for making their child overweight and want some type of reassurance that their parenting efforts ave not all been ineffective. Parents also are the ones that pay for the fast food and provide it for their children, so it can’t fully be the fast food companies fault, right? Children are going to be children and they are going to always want what is not good for them, but the parents have some control over what they choose to feed their child, and it should be done even if it re quires them to spend more time in the home. In conclusion, the media is always going to have a big impact on the lives of everyone especially children. Childhood obesity is a health epidemic affecting many children in this country today. Parents are the ones who give guidance and should work hard to teach their children healthy eating habits. Fast food companies use advertising and many other things to attract children; but at the end of the day, companies need to make money. So the blame game parents are using needs to stop. Fast food is not going anywhere and the parents should be the ones being held responsible for their children not fast food companies who have no relation to these children. Works cited â€Å"Kaiser Family Foundation Releases Report on Role of Media In Childhood Obesity. † Pediatric Nursing 30. (2004): 165 Academic Search Complete. EBSCO. Web. 18 Apr. 2010. Willette, Amanda L. â€Å"Where Have All the Parents Gone? Do Efforts to Regulate Food Advertising To Curb Childhood Obesity Pass Constitutional Muster?. † Journal of Legal Medicine 28. 4 (2007): 561-577. Academic Search Complete. EBSCO. Web. 18 Apr. 2010. King, Nancy, and Dayle Hayes. â€Å"Shame, Blame and the ‘War on Childhood Obesity’: Confronting the Real Problems, Identifying the Positive Solutions. † Healthy Weight Journal 17. 2 (2003): 28. Academic Search Complete. EBSCO. Web. 18 Apr. 2010. How to cite â€Å"Should Fast Food Chains Be to Blame for Childhood Obesity†, Essays

King Vs.thoreau Essay Example For Students

King Vs.thoreau Essay King vs. Thoreau By acting civil but disobedient you are able to protest things you dontthink are fair, non-violently. Henry David Thoreau is one of the most importantliterary figures of the nineteenth century. Thoreaus essay Civil Disobedience,which was written as a speech, has been used by many great thinkers such asMartin Luther King Jr. and Mahatma Ghandi as a map to fight against injustice. Dr. Martin Luther King Jr. was a pastor that headed the Civil Rights movement. He was a gifted speaker and a powerful writer whose philosophy was non-violentbut direct action. Dr.Kings strategy was to have sit-ins, boycotts, and marches. Dr. Kings Letter from Birmingham Jail was based on the principles ofThoreaus Civil Disobedience. Both Martin Luther King Jr. and Henry DavidThoreau are exceptional persuasive writers. Even though both writers are writingon ways to be civil but disobedient, they have opposite ways of convicing you. Dr. King is religious, gentle and apologetic, focusing on whats good for the group;while Thoreau is very aggressive and assertive for his own personal hate againstthe government. Both Martin Luther King Jr. and Henry David Thoreau have the sameideas, but view them differently. Dr. King wants to ultimately raise awareness andopen doors for the better of a group. Thoreau wants more individual rights forpeople. Dr. King is explaining his view of conscience:I submit that an individual who breaks a law that conscience tells him isunjust, and willingly accepts the penalty by staying in jail to arouse theconscience of the community over its injustice, is in reality expressing thevery highest respect for the law (Martin Luther King, p. 521). This quote shows Dr. Kings opinion on going to jail. King knows that he wasunjustly put into jail. He accepts going to jail even though he was put in jailwrongly. The community then knows of the injustice and should pressure thegovernment. The other thing that happens is King is respecting the law by obeyingit. He is a peaceful man and wants justice, but believes in following the rulespeacefully to get the job done. Thoreau feels that conscience plays a morepersonal role. Can there not be a government in which majorities do not virtually decideright and wrong, but conscience? Must the citizen ever for a moment, orin the least degree, resign his conscience to the legislator? Why has everyman a conscience, then. I think that we should be men first, and subjectafterward (Henry David Thoreau, p.581).Thoreau is questioning why majorities make the rules. He is questioningdemocracy. Hes telling us to question anything we do and why we should giveinto the government if we do not agree with a rule. Why should we be individualswith brains and have thoughts of our own if we are not allowed to think forourselves and do what we want? If we believe we are free, why do we have somany rules? Thoreau believes we should be real to ourselves and live forourselves, not the government. King wants to change the laws because they aremorally wrong and Thoreau wants to change the law because he personallydoesnt like it. Henry David Thoreau and Martin Luther King both agree injustice exists. Thoreau thinks of injustice as friction or tension that can wear the machine down. King thinks that injustice just exists and tension must be created with directaction to negotiate with the machine. Thoreau explians, If the injustice is part of the necessary friction of the machine of government, let it go, let it go: perchance it will wear smooth,-certainly that machine will wear out, but if it is of such a naturethat it requires you to be the agent of injustice to another , then, Isay, break the law. Let your life be a counter friction to stop themachine. (Henry David Thoreau, p.587).Injustice is a cause of friction, which is brought on by the government. The government has created something that is working against itself; if thefriction of the injustice is left alone it will continue to grind down the machine. Once again Thoreau questions if you can wait that long and what are youpersonally going to do about the injustice. Thoreau says use your life to stop themachine. Dr. King ex plains, injustice anywhere is a threat to justice everywhere. We are caught in an inescapable network of mutuality tied in a single garment ofdestiny. Whatever affects one directly affects all indirectly (King p.516). If weallow injustice to affect any one place the government knows they can get awaywith it. If people dont fight injustice the government will continue to allow itbecause they know they can get away with it. We are all tied together in a mutualdestiny; we are all in the same boat, what ever affects you affects me. How canyou sit and watch injustice happen, we are all connected; what injustice happensto me happens to you. Both Thoreau and King are trying to prove the point thatwe are our brothers keeper. We all need to fight injustice to save each other. .ub0c755640528edd5e9fa4301d3100bce , .ub0c755640528edd5e9fa4301d3100bce .postImageUrl , .ub0c755640528edd5e9fa4301d3100bce .centered-text-area { min-height: 80px; position: relative; } .ub0c755640528edd5e9fa4301d3100bce , .ub0c755640528edd5e9fa4301d3100bce:hover , .ub0c755640528edd5e9fa4301d3100bce:visited , .ub0c755640528edd5e9fa4301d3100bce:active { border:0!important; } .ub0c755640528edd5e9fa4301d3100bce .clearfix:after { content: ""; display: table; clear: both; } .ub0c755640528edd5e9fa4301d3100bce { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ub0c755640528edd5e9fa4301d3100bce:active , .ub0c755640528edd5e9fa4301d3100bce:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ub0c755640528edd5e9fa4301d3100bce .centered-text-area { width: 100%; position: relative ; } .ub0c755640528edd5e9fa4301d3100bce .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ub0c755640528edd5e9fa4301d3100bce .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ub0c755640528edd5e9fa4301d3100bce .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ub0c755640528edd5e9fa4301d3100bce:hover .ctaButton { background-color: #34495E!important; } .ub0c755640528edd5e9fa4301d3100bce .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ub0c755640528edd5e9fa4301d3100bce .ub0c755640528edd5e9fa4301d3100bce-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ub0c755640528edd5e9fa4301d3100bce:after { content: ""; display: block; clear: both; } READ: Ancient mariner EssayThoreau and King have said what role conscience plays for them and thatinjustice exists but you must use your conscience to decide what to do. Now theydiscuss just and unjust laws. Thoreau explains,unjust laws exist: Shall we be content to obey them, or shall weendeavor to amend them, and obey them until we have succeeded, orshall we transgress them at once. ( Henry David Thoreau, p.586) Thoreau is acknowledging that unjust laws exist. I think he figured likethe sun rises every morning there will be unjust laws. How you deal with them ifyou do not approve of them is the question. Thoreau asks, will you be happy tojust obey the law for as long as it tak es to change the law by the governmentsrules?Do you want immediate acton? If you follow the governments rules it willtake a very long time to appeal the unjust law in court and they still may notchange the law. Can you wait that long?Or, should you take drastic direct actionto be heard at once. Are you willing to be arrested? Can you handle theresponsibility for your actions, or are you scared. Thoreau is impleying that youshould not wine about something inless you are ready and able to take theconciquinces. Dr. King explains how he justifies breaking some laws andfollowing others; the fact is there are simply two types of laws. Dr. King explainsthere are, just and unjust laws, One has not only a legal, but moral responsibility to obey just laws. Conversely, one has a moral responsibility to disobey unjust laws. A just law is a man-made code that squares with the moral law or the law ofGod. An unjust law is a code that is out of harmony with the moral law. To put it in the terms of Saint Thomas Aguinas, and unjust law is ahuman law that is not rooted in eternal and natural law. Any law thatuplifts human personality is just. Any law that degrades humanpersonality is unjust. ( Dr. King p.519-520).King is saying that just laws should be obeyed because they are the law and theyare morally right. Morally right is being or acting in accordance with establishedstandards of good behavior. So, if a law is legal and good you should fallow it. People should not follow unjust laws because they are wrong; you owe it toyourself morally. A just law is one that God would O.K; God is all loving, blindto any indifference and will forgive. The constitution says that all men are createdequeal; so therefore if the law is not the same to everyone, it is not a just law. Ifanyone is dehumanized it is an unjust law. Plain and simple, an unjust lawmakes you feel bad about who or what you are . A just law should make you feelequal and proud to be a human being. While Thoreau focuses on what you mightdo about a law, Dr. King focuses on what makes a law just or unjust. Thoreauknows there are unjust laws; I believe he thinks as long as laws exist there willalways be the possibility of being unjust laws. Thoreau says yes, unjust laws existbut what are you going to do, just sit there or fight. Dr. King is trying to get in tothe heads of his fellow clergyman that unjust laws are morally wrong. But theyboth want to get the point across that you must do something to change unjustlaws because they are wrong and can take your God given freedom away. Even though both writers are writing on ways to be civil but disobedient, they have oppositeways of convincing you. Their concepts are similar but their approaches are totally opposite. Dr. .u02df92ae15e82871c36e08f09143a0bc , .u02df92ae15e82871c36e08f09143a0bc .postImageUrl , .u02df92ae15e82871c36e08f09143a0bc .centered-text-area { min-height: 80px; position: relative; } .u02df92ae15e82871c36e08f09143a0bc , .u02df92ae15e82871c36e08f09143a0bc:hover , .u02df92ae15e82871c36e08f09143a0bc:visited , .u02df92ae15e82871c36e08f09143a0bc:active { border:0!important; } .u02df92ae15e82871c36e08f09143a0bc .clearfix:after { content: ""; display: table; clear: both; } .u02df92ae15e82871c36e08f09143a0bc { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u02df92ae15e82871c36e08f09143a0bc:active , .u02df92ae15e82871c36e08f09143a0bc:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u02df92ae15e82871c36e08f09143a0bc .centered-text-area { width: 100%; position: relative ; } .u02df92ae15e82871c36e08f09143a0bc .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u02df92ae15e82871c36e08f09143a0bc .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u02df92ae15e82871c36e08f09143a0bc .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u02df92ae15e82871c36e08f09143a0bc:hover .ctaButton { background-color: #34495E!important; } .u02df92ae15e82871c36e08f09143a0bc .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u02df92ae15e82871c36e08f09143a0bc .u02df92ae15e82871c36e08f09143a0bc-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u02df92ae15e82871c36e08f09143a0bc:after { content: ""; display: block; clear: both; } READ: Forensic psychology EssayKings religious and moderate tone are totally different from Thoreaus intense hatred forauthority, mostly the government. They both want to point a finger at the government. Thoreaubelieves the best government is one which governs the least. Dr. King believes the principles ofgovernment are necessary to keep order, but need to live up to All men are created equal. Theunderlying meaning that I got from reading both essays was that you should follow your heartand your conscience against injustice and unjust laws, no matter what approach you choose totake. Works Cited:Letter from Birmingham Jail Dr. Martin Luther KingCivil Disobedience- by ThoreauPhilosophy

The Limitations of Western Psychology an Example of the Topic Psychology Essays by

The Limitations of Western Psychology Applied to African American Clients The assumptions housed by Western psychology are often mistaken to be the best fit for all clients. Researchers and clinicians have identified serious shortcomings in the application of Western psychology to the effective treatment of African Americans (Belgrave & Allison, 2006). The two approaches of Western psychology and African American psychology diverge in several key areas, but they also share many important central features. A comparison and contrast of these approaches provides practical information for clinicians to utilize in the treatment planning process. African American psychology offers a rich collection of underutilized methodology that could improve the cultural competence of all clinicians (Parks, 2003). Need essay sample on "The Limitations of Western Psychology Applied to African American Clients" topic? We will write a custom essay sample specifically for you Proceed Western and African American psychology prioritize scientific rigor as the cornerstone of empirical research. Both approaches emphasize the study of behavior, thoughts, and feelings. Much of the research from the African American psychology perspective fortifies its findings by incorporating a historical reflection when discussing current trends. Western research occasionally includes considerations of history, but fails to apply the effects of intergenerational oppression consistently (Parks, 2003). In this regard, Western psychology falls short in comparison. This is not usually the conclusion drawn by many professionals, who mistakenly view Western psychology as the dominant and singular example of the study of human behavior. Those familiar with African American psychology develop a dual appreciation for both emic and etic treatment modalities and approaches to the study of psychology. Etic factors can be applied universally to all people. Western and African American approaches share a universal reliance on self-determination to initiate therapeutic change. The power and confidence is placed in the client to make the transformations necessary to improve his or her life. Western psychology and African American psychology can sometimes overemphasize self-determination, especially when working with a collectivistic client who values the progress of the group before his own gain. With shared weaknesses, both approaches could be strengthened by considering Eastern psychology approaches (Belgrave & Allison, 2006) Our Customers Very Often Tell EssayLab professionals:I'm not in the mood to write my paper. I want to spend time with my friendsProfessional writers suggest:Essay Company Websites That Hire Writers College Paper Writing Service Reviews Cheap Reliable Essay Writing Service African American psychology also recognizes the emic aspects of treatment, which are specific to cultural background. Diverging from Western psychology, African American psychology incorporates spirituality, rituals, and even dreams into the core of the study and treatment of people. Dreams are representative of the intense value placed on self-knowledge by the African American approach. Intuition and a strong reliance on the ability to understand oneself are prioritized. Western psychology often ignores the promotion of intuition in exchange for undivided attention on observable behaviors (Belgrave & Allison, 2006). Western psychology draws from a range of research and therapy methods, but fails to clearly identify which approaches work best for which groups of people. For example, Parks (2003) has found narrative therapy to be especially beneficial for African American clients. Clinicians need to recognize worldwide treatment approaches and prioritize the expansion of their cultural competence. Identifying the barriers of Western psychology to provide the greatest client growth for African American clients it the first step. It should be followed with a deep respect and review of the assumptions held by African American psychology. References Belgrave, F. Z. & Allison, K. W. (2006). Introduction to African American psychology. In African American Psychology: From Africa to America. Sage Publications: Thousand Oaks, CA, 4-25. Parks, F. M. (2003). The role of African American folk beliefs in the modern therapeutic process. Clinical Psychology: Science and Practice, 10(4), 456-467

Symbolism In Young Goodman Brown Essays - Young Goodman Brown

Symbolism In Young Goodman Brown Essays - Young Goodman Brown Symbolism In Young Goodman Brown Nathaniel Hawthorne's work is typically fraught with symbolism, much of it deriving from his Puritan ancestry; a great-great uncle was actually a judge in the Salem witchcraft trials (Roth 76). Not surprisingly, Hawthorne was obsessed with the twin themes of sin and guilt. Author John Roth notes that A number of recurring thematic patterns and character types appear in Hawthorne's novels and tales. These repetitions show Hawthorne's emphasis on the effects of events on the human heart rather than the events themselves (76). Because he is speaking of what we later would come to call the unconscious, Hawthorne extensively employed the use of symbolism, which bypasses the conscious, logical mind to tap into its more dreamlike processes. The story begins as a conventional allegory, creating the expectation that the characters will consistently exhibit the abstractions they symbolize (Levy 116). Young Goodman Brown is an allegory whose characters play a major role in displaying the determination of what to believe and what not to believe. The short story represents one man's wild journey to leave his faith, home, and security temporarily behind to take a chance with the devil on an adventure into a dark forest. In his short story Young Goodman Brown, the main character goes off into the forest and undergoes a life-transforming experience there. The forest is a very real symbol of the test of strength, courage, and endurance; it took real fortitude to survive in the forest, and a young person entering this forest would not emerge the same. However, this story is more symbolic than realistic, and the dangers are of the spirit. The story is a dream vision, or conscious day dream, that explains the theme of the story as being a formal allegory composed of massive symbolism. Many symbols help the protagonist Goodman Brown move toward a vision of evil which causes an unexpected effect of distrust due to his uncertain decision of experiencing a dream or reality. In Young Goodman Brown the author, Nathaniel Hawthorne, creates a short story that displays a clearly abstracted allegory through the determination of the conscious and unconscious, composed of an enormous amount of symbolism interpreted from the setting, characters, and plot in the story. To begin with, an allegory is a form of extended metaphor in which objects persons, and actions in a narrative, are equated with the meanings that lie outside the narrative itself. The underlying meaning has moral, social, religious, or political significance, and characters are often personifications of abstract ideas as charity, greed, or envy (Bereng 1). In this case, the story's setting, characters, and plot represent abstract concepts such as faith, innocence, and evil. The story is allegorically centered around Young Goodman Brown. The characters' names, Goodman and Faith, obviously indicate how Hawthorne uses them as a religious allegory to stand up against the evil in the story. It is no accident that such an experience should have taken place in a forest, for there is a long and extremely profound tradition in our literature for experiences of this nature having taken place in forest settings. Psychologist Bruno Betelheim, for example, shows that in the folk tale The Three Bears, Goldilocks encounters the cottage of the three bears in a forest; in Hansel and Gretel, the children's father takes them off into the forest to abandon them and they have to find their way back out; in Red Riding Hood, the little girl has to travel through the forest to her grandmother's house. Betelheim also observes that Since ancient times the near-impenetrable forest in which we get lost has symbolized the dark, hidden, near-impenetrable world of our unconscious. If we have lost the framework which gave structure to our past life and must now find our own way to become ourselves, and have entered this wilderness with an as yet undeveloped personality, when we succeed in finding our own way out we shall emerge with a much more highly-developed humanity (Betelheim 94). However, this does not happen in Young Goodman Brown. Instead of bravely battling down the dangers of the forest and emerging more mature, Goodman Brown emerges a ruined man. In order to determine why, it is necessary to look at some of

How can we reduce the energy use of computing Essay

How can we reduce the energy use of computing - Essay Example Yeang talks about many features in his article which can effectively help in reducing the level of energy consumption as a result of computer usage (2009). Blackle is one such feature which is meant to provide a front end to Google with black background. Now, more energy is consumed by displaying a white screen than is consumed by a black screen which helps people in adopting an eco-friendly attitude while still having an access to all the information needed by Google. This may appear to be an action of a very ordinary nature, but â€Å"this small tweak to Google has a potential to save 750 Megawatt hours a year.   As of now, they’ve already saved more than a million watt hours with this tool† (Yeang, 2009). According to the shocking facts revealed in a research report regarding energy consumption as a result of desktop computers left on even when they are not being used, â€Å"the energy used by 1,000 workstations in one year is equivalent to 880 barrels of oil, or 43,180 gallons of gasoline† (Stevens, 2008). Now, it is further revealed in the report that consumption of energy on such a large scale results in the release of about 380 tons of carbon dioxide gas in the atmosphere, which hugely lays stress on the need to promote greenwashing. Greenwashing refers to the practice of urging the businesses to make their operations eco-friendly and promoting eco-friendly product features. If 380 tons of carbon dioxide gas gets released into the atmosphere, as mentioned earlier, then such energy consumption results in costing the government more than $90,000 if those 1000 desktop computers always remain on. Energy wastage at such a huge level resulting in costing such a huge number of do llars and release of tons of poisonous gases in the atmosphere can simply be reduced significantly by switching off the desktop computers when they are not being used

Theories and Methods in Media Studies Essay Example | Topics and Well Written Essays - 1000 words

Theories and Methods in Media Studies - Essay Example With this underlying root, Mark Zuckerberg along with his roommates back in college found the social networking Company and named it Facebook, Inc. in 2004. Students of the Harvard University and some of the American universities were at first restricted from using the online social networking service. Later, with a mounting demand from students and the public, the social medium of communication and network named Facebook spread all over the world (Miller, 2011). Facebook has gained such massive popularity mainly because it brings together people from different countries, territories, learning institutions, races, gender, and religion on a common platform. The underlying theories of social media, social networking, virtual mode of communication, and digital marketing highlight the fundamental purpose and implications of Facebook. The social networking site allows the users to create, exchange and share ideas, data, and information via online and virtual communication platforms. The s ocial network leverage advantage of the advancements of technology together with its anticipated benefits via the World Wide Web or internet. Due to various benefits that have resulted from use of Facebook and other social networking services, the people, organizations, and community groups increasingly consume products and services of social media. The social media of networking has allowed the people to remain in touch with their friends irrespective of the distance that sets them apart. The formation of communities by the people who share similar thoughts, opinions, profession or likings have helped the users to remain together and connected on a continuous basis. The social media and the networking services are being used worldwide and widely accepted by the people in different communities. For this reasons, the social media and networking sites could also be used to form public opinions in case of social issues. Apart from the people and the communities, the business houses and several organizations have also started to accept the networking services of social media like Facebook and Twitter among others to take advantages of the virtual platform and digital marketing opportunities. The social media and other virtual platforms for networking have been proven more advantageous relative to the conventional electronic and the print media. The worth of communication, the extent to which the information can reach users, the immediacy of the communication achieved by the online medium of communication helps to attain an improved performance of networking. These advantages of digital communication with the help of internet-based services using various applications are useful for marketing of products and services by the companies. The information of the product and service could be spread to a wide range of target customers in order to complete the marketing activities at optimal cost. The shift in the trend of marketing and selling of products of the companies in various sectors of the industry have been largely due to the changes in the way of communication of the society and the inclination of communication and information exchange through the online social media. The uses of social media like Facebook, Twitter, etc. by the companies on an increasing scale are being observed to tap the potential opportunities in the changing market scenario (Ryan, 2011). The applications of the social

SOCIAL MEDIA AS AN EFFECTIVE MARKETING CHANNEL Essay

SOCIAL MEDIA AS AN EFFECTIVE MARKETING CHANNEL - Essay Example 53). It is also playing a key role in the overall community building. There are many types of social media that help people communicate with each other and develop business relationships. However, social media mainly refers to the social networking websites that play a dynamic role in the personal and professional lives of people. Some of the main business benefits of using social media include provision of an effective marketing platform, ability to reach large audiences, and improved customer service. In this paper, we will discuss the value of social networking websites for advertising, customer service, and as a community building tool. The paper will also include a discussion on the value of social media as an effective marketing tool. 2. Social Media as an Effective Marketing Channel Social networking websites are playing a valuable role as effective marketing channels for all types of companies whether large, small, or medium-sized (Kelly 2013). With the advent of the social m edia as an effective network for marketing and advertising, companies started using social networking websites for achieving better response, as well as to provide customer service through enhanced level of interaction with the customers of the company (Richardson, Gosnay and Carroll 2010, p. 58). â€Å"The main goal of social media marketing is to ensure high participation of target audience in campaigns and content shared by the company† (Rajarammohan 2012). It is imperative for a company y to know the needs and demands of the customers for the provision of best products and services. Managers use a range of tools to gather required information because without the information of customers’ requirements, it is not possible for a company to deliver customer value properly. Social media marketing helps managers and concerned employees in contacting the customers of the company directly to know their requirements and preferences. Today, many small and large companies for m manufacturing and retail industries are focusing of the use social media marketing to customize their products in accordance with the customers’ preferences, as well as to deliver their message in a more effective and conventional way to the target audience. Social media marketing refers to marketing using social networking websites and other forms of social media (Weinberg 2009, p. 4). Gone are the days when people used to visit products’ dealers and companies personally to know the functionalities and specifications of their required products. Today, most of the people use internet and related media to get all information about the products that they want to buy. For example, the number of people using online portals and websites for shopping is increasing with every passing day. The reason is that they do not need to waste their precious time going to markets and collecting information about different products. Today, internet has become the biggest and the most c onvenient marketplace where trading occurs in the same way as it occurs traditionally. The role of internet in this regard is evident from the fact that some popular social media websites, such as, Youtube, Twitter, and Facebook receive millions of clicks every day regarding product information (Rajarammohan 2012). The role of Youtube seems to be on the top in this regard as millions of people use this website to gather information about different products and services. For example, if a person aims to buy a new mobile phone of a particular company, he/she is most likely to open Youtube and see different videos related to that mobile phone. This is the reason why almost all major brands

Talent Management At Standard Chartered Bank Display SHRM

Talent Management At Standard Chartered Bank Display SHRM By focusing heavily on its talent management program it can be clearly be seen that Standard Chartered Bank (SCB) is making the practice of SHRM as one of its key priorities. As can be seen from the article, the way SCB adopts its appraisal methodology is of a very strategic angle. By making it a global standard to conduct face-to-face performance appraisals every 6 months goes to show that SCB is reviewing its own performance management objectives to make sure that those objectives stay relevant and achievable, and that is a feature of SHRM. Being sensitive to different cultures by employing different appraisal methods also shows that SCB understands the importance of managers and staff identifying and dealing with real, actual problems in a way that is most familiar and effective to them. That is also another facet of SHRM as through such means, SCB is able to monitor its own competitiveness in the market. Through appraisals, SCB also classifies their employees into 5 categories ranging from high-potentials, to critical resources, then to core contributors, followed by underachievers and finally, underperformers. By doing so they are able to identify areas in which they are lacking and act upon it. Interestingly, as Geraldine Haley explains the classifications, it can be seen that SCB is already identifying the likely flow of talent in the bank and are taking actions to manage the flow. For example, when classifying certain employees as underperformers, Haley goes on to mention that this group of people do not fit the job requirements and they should be transferred to another role or be managed out. Clearly, whether the bank decides to place this group of employees in another role (which fits the idea of SHRM because by placing people where they perform best clearly benefits any company), or by managing them out (thereby reducing unnecessary manpower costs or replacement with a more pr oductive candidate), the intent behind both actions is clearly strategic in nature. The employee classification also allows the bank to understand the their potential and manpower mix which is critical because, the HR department would be able to plan in advance for staff mobility or develop different programs to help develop potential of their talents to another level. So far we are able to see that SCB does indeed view its employees as a strategic key asset in churning out profits for the bank. Yet another SHRM feature being displayed is the secrecy of employee classifications. As mentioned in the article, SCBs stance is that while they do not want certain employees to feel de-motivated and others to boast about their own performances, the whole point of the classification system is to inform managers that there might be actions required on their part to improve the situation. It is true that in SHRM, managers should not cause their staff to feel like they are being constantly monitored for poor performance because this will affect the staffs willingness to contribute towards the company. Again, either way, we see that the actions taken are closely linked to helping the organisation achieve its strategic corporate objectives. The classification system is also being used a guide for regional offices to strategically benchmark against one another to see where they stand. Ever since SCB has been experiencing a high staff turnover rate among newly recruited employees, a solution in the form of a global induction program named Right Start was implemented to curb this problem and they successfully brought down the rate of employees leaving by 5% (http://www.standardchartered.com/annual-report-07/en/business_review/people.html, 2008). SCB has also gone on to groom talents into leaders by means of providing coaching and self-help tools through various medias such as podcasts, videos and workshops. Another key concept is to allow talents to play to their strengths rather than on focusing on managing their weakness. As Hayley explains the strategic rationale on focusing on coaching talents with global roles in the bank, it is because a small 5% improvement from these top managers is enough to cause a huge positive impact on the banks earnings. Under the Best practice view in SHRM, there are 18 Key practices of which SCB can safely said to have achieved at least 50% or more: Realistic job previews; Use of psychometric tests for selection; Well-developed induction training; Provision of extensive training for experienced employees; Regular appraisal; Regular feedback on performance from many sources; Individual performance-related pay; Profit-related bonuses; Flexible job descriptions; Multi-skilling; Presence of work-improvement teams; Presence of problem solving groups; Information provided on firms business plan; Information provided on the firms performance targets; No compulsory redundancies; Avoidance of voluntary redundancies; Commitment to single status; Harmonised holiday entitlement (Source: University of Sunderland). It can be concluded that SCB is investing so much resources towards its human talent management program simply because it views it employees as human capital for the organisation and understands the wisdom in developing and managing its employees in close relation to the values and objectives of the company so that an effective workforce can be grown, and groomed to achieve the strategic objectives of the bank. Word count (865) 1.2 Comment on the relevance of this approach in the light of the recent banking crisis? Answer: The banking crisis of 2008 was largely due to the fall of banking giant, Lehman Brothers (LB). If LB had adopted SCBs view of employees as human capital in the organisation, it could have at least minimised the loss to a certain extent. For one, discussions between employers and staff would have been more open and problem issues could have been brought up and identified at an earlier stage. Inefficiencies in the organisation would have been uncovered if there were a global compilation of performance like in SCB, where CEOs were able to benchmark their performances against regional offices. In a way, having a certain amount of centralised control through talent management would also enable the monitoring of LB companies globally. It is interesting to note that when a German subsidiary of LB requested that top management in the USA forgo multi-million bonuses as a sign of taking responsibility for poor performance, the request was immediately struck off at the first instance. It seems that top management either did not know or did not bother to care what was going on in its other global offices. Therefore it is important for companies to have a solid leadership and to achieve that, organisations must start to take the first step in acknowledging its employees as key assets towards enabling the company to achieve it strategic goals and objectives. Thereafter that, the companys HR policies should be dawn to include short and long term strategies that are inline with the companys corporate objectives. Companies should also consider which view the company would adopt in relation to SHRM. For example, does the company suit the Best Practice view, Bes Fit view, Best Fit Integration view or Resource based approach? Each has its own strengths and weaknesses but the company has to decide which is the most compatible and allow the company to achieve its goals. Perhaps the culture of a company should also be set as culture can deeply affect a employees willingness to contribute positively to the company. Every organisation aims to communicate its own objectives and goals to its employees so a to align the values and attitudes of the employees towards commitment in performance for the company, and in this respect, having an appropriate culture will greatly enable the employee to settle comfortably into the company and be motivated to perform well. Retaining talent is crucial in a companys route of progress and much effort should be put into talent management where employees will feel like that are an important part of a company that cherishes their contributions and seeks to develop and groom them for further growth in their career. With SHRM as the key basic guiding principle, companys should therefore seek to create a pool of talent that will steer it in the right direction, both in good times and bad. Word Count (473) 1.3 Why is it important to measure the impact of SHRM? What might be included in a evaluation strategy to measure the impact of SHRM in an organization to achieve strategic integration? Answer: It is important to measure the impact of SHRM because, firstly, strategies that are formulated into HR policies are closely linked to the strategic objectives of its organisation. The reason why this is so is because the company understands that attitudes and performances of its employees makes a significant difference towards achieving organisational goals. Therefore when an organisation decides to employ the HR unit as a strategically, resources are being invested to make sure the HR unit contributes towards the attainment of those objectives. In measuring the impact of SHRM in a company, there are 18 Key practices of SHRM might be used to ascertain the degree of SHRM present in the company: Realistic job previews; Use of psychometric tests for selection; Well-developed induction training; Provision of extensive training for experienced employees; Regular appraisal; Regular feedback on performance from many sources; Individual performance-related pay; Profit-related bonuses; Flexible job descriptions; Multi-skilling; Presence of work-improvement teams; Presence of problem solving groups; Information provided on firms business plan; Information provided on the firms performance targets; No compulsory redundancies; Avoidance of voluntary redundancies; Commitment to single status; Harmonised holiday entitlement (Source: University of Sunderland). Other possible measurements could be in the form of appraisals where performance management objectives are being reviewed. Through the appraisals the organisation would be able to know how it is faring against the achievement of its own targets relative to the overall performance of the employees. Word count (287) Section B, Question 4 4. What are the main features of a Performance Management system? In what ways can organizations ensure that such systems fulfil strategically useful outcomes (30 marks) Answer: 4.1 Main Features of a PMS The main features of PMS are: PMS consists of business-led outcomes that may be assessed against definite business objectives; PMS is integrated with interlocking procedures and flows of information; There is a mix of quantitative and qualitative objectives; There is a focus on both system design and manner of implementation. Because PMS are sensitive to process and culture, it is hence flexible; PMS rely on a participative approach by mangers and staff alike, which can align with other organisational processes, for example, employee religions, communications and decision-making processes; Lastly PMS have a distinctive and adaptable quality of being people and systems-oriented (Source: University of Sunderland). There are 6 other features of PMS that links it to the overall business strategy of a company which might also guide organisations in ensuring strategic outcomes are met: Objective setting; Ongoing review of objectives; The development of personal improvement plans linked to training and development; Formal appraisal and feedback; Pay review; A competence-based organisational capability review (Source: University of Sunderland). 4.2 Ensuring PMS Fulfils Strategically Useful Outcomes The best way to ensure that PMS is able to fulfil strategically useful outcomes is for the organisation to be involved in the setting of performance objectives and thereafter measure those objectives. When setting clearly defined performance management objectives organisations can gear the scope and nature of the objectives to reflect the organisations own corporate goals. These performance objectives should also be linked closely to the individual employees as well as the organisations capability resources. When setting objectives, coverage should include competence and skill development, ability in meeting operational targets, and creating a suitable corporate culture. Objectives are generally defined into 3 categories: productivity and output related, job-related and person-related. For productivity and output related objectives, these are a measure of quantifiable output targets like: Cost reduction Achieving sales quota Meeting production volumes. For job related targets, these involve meeting the main objectives of the job laid down in its description according to the specified level of competence: Achieving main responsibilities and accountability. Meeting tasks as described in the job description. Meeting the obligations and service relationships to internal and external customers. For person related objectives, these affect the behavioural outcomes of the person performing his job, such as sharing knowledge an ideas with co-workers. Organisations recognise the importance of linking organisational culture with person-related objectives as it can help to bring about a positive change in the organisations culture. For instance, an organisation that wants to have a culture that is collaborative in nature will set objectives on employees and measure an employees research report on the number of references made to other employees work or the number contributions made by the employees colleagues in the report. This type of objective will change a person behaviourally so that he or she is able to meet the performance objectives. As organisations are beginning to shift away from individualistic performance objectives such financial goals and moving towards objectives which links the workforce to the corporate objectives or wider environment such as quality and effectiveness of business processes, other measurements are being introduced to maximise the potential and skill of the workforce through a commitment-oriented strategy. Thus, organisations have also realised that to engage the wider environment, they have to identify the relationship between the 3 key stakeholders an the organisation: Investors who require return on their investment through dividends; Customers who require quality and service for which they pay; And employees who require a healthy and rewarding working environment that provides job security (Source: University of Sunderland). Now that the inter-relationship has been identified, organisations are better able to communicate expected levels of competence from employees and will also be able to appropriately empower staff to deal with activities as a result of their integration. Lynch and Cross (1995), created a model that shows this relationship (see Figure 4.A). This model also identifies the broad measures and integration of objectives at each individual level. Figure 4.A shows The Performance Pyramid from Lynch RS and Cross (1995) (Source: University of Sunderland) 4.2.1 Appraisal Systems As the link between objectives and organisational resources are important, it must therefore be integrated with appraisal systems. Appraisals do the job of reviewing the performance management objectives, and it traditionally occurs annually between the manager and staff. However, as the need for objectives to stay relevant and achievable all the time, reviews of the objectives are beginning to occur more regularly. Hence it can be said that regular reviews also encourages the building of relationship and the occurrence of coaching through such regular discussions. In the design of appraisal schemes, there are 2 types of orientation schemes that emerge: the control orientation and the developmental orientation. In the control orientation approach, it is always assumed in a negative light that a senior entity in the organisation decides the goals, targets, objectives and rewards for the employees to achieve. This results in employees feeling insecure as they feel that they are being constantly monitored and may lead to a breakdown in commitment. Often, when adjustments are introduced to ease such worries, the appraisal scheme becomes ineffective as manager do not address real issues which may cause a loss in motivation or damage in relations between the manager and employee. Standardised controls are put in place so as to maintain consistency and equal treatment for all, however it sacrifices flexibility in the process. The level of impact is low on performance with the exception of a few existing high performers. Thus, this approach is effective when targets are clear and staff are used to it. The emphasis is not so much on enhancing performance through feedback and motivation but more on t he managements authority over the employees. In the case of the developmental approach, the manager is not in control whereas employees are the ones who take the initiative to address uncertainties in wanting to know how to improve themselves. Employees want to be helped and supported through problems and they learn through failures and success. The strengths in this approach include less resistance between the manger and staff, and being able to handle problems in an open way. Problems can also be dealt with on a more objective basis without souring relationships. Employees are also given high trust in their integrity. However, the weaknesses with this approach include less visible outcomes being produced and the manager has to take on a more consultative or counsellor role that they might not be able to perform well in. 4.2.2 Types of Appraisals There are a few types of appraisals which organisations may choose to adopt including the, self-appraisal, top-down appraisal, peer appraisal and multi-directional appraisal. Top-down appraisals are traditional and feedback is gathered from the staff while objectives come only from the top. The weaknesses of this type of appraisal are that too much emphasis is being placed on traditional organisational hierarchies. Favouritism might also be prevalent and employees might not have full knowledge in structures where managers posses a wide span of control. Self-appraisal methods are hardly used. It gives the employees more ownership and a much higher degree of participation in the appraisal scheme. Managers adopt a more supportive and advisory role where they engage in discussions with the staff on setting of objectives. In the upward appraisal model feedback is given from the bottom to top. Employees are often asked to provide such feedback anonymously. Organisations that use this method recognise the need to provide more effective working systems for employees to work more efficiently. In the peer appraisal model, members of the same team are being asked to appraise one another. There may be sensitivities involved when using this method as members might show favouritism to particular members or dislike towards certain members might be the reason for poor rating given. In contrast to the peer appraisal method, multi-directional appraisals sets up to obtain feedback from the outside of the team and it often also includes gathering feedback externally from customers. Its key strength is its being able to overcome the lack of knowledge from a single appraiser as it gathers feedback from many sources. However its biggest weakness lies in the lack of control over hostile ratings being given. Thus appraisals are also a tool to ensure that performance objectives meet strategically useful outcomes. Word count (1409) Section B, Question 5 5. Why are reward management systems critical to SHRM? How can organizations develop reward systems strategically? (30 marks) Answer: 5.1 Why Reward Management Systems are Critical to SHRM In strategic human resource management (SHRM), strategies that are being implemented into a companys human resource policies are closely connected with a companys main adopted strategy in order for it to aid in achieving company objectives. SHRM does so by means of recruiting, developing, maintaining and retaining an efficient, productive workforce. As employees make up a companys workforce, they should then be regarded as key assets in a company. Reward management systems are therefore critical to SHRM because they are used to reward and compensate employees in manners that impact employees positively for the company. For example, well-developed reward management systems uses rewards to motivate employees to grow and develop their potential, thereby increasing the quality of efforts contributed towards the company. Rewards and compensation systems are also critically used in aligning the culture, objectives and philosophies of the company with efforts of the employees, this allows employees to identify themselves as part of the company and thus strengthen their loyalty and commitment towards the company and its objectives (Sherman et al., 1998). In todays competitive environment where companies compete for talent and expertise, rewards play an important role in both the recruitment of talent and retention of long serving employees who have difficult-to-source tacit knowledge in their field of expertise. Having a flexible reward management system also means that a company is able harness other forms employment, for example, hiring of part-timers with relevant experience to temporarily fill in during short-term projects. 5.2 Developing a Reward System Strategically Rewards systems in companies practicing SHRM must obviously be strategic in nature. According to Lawler (1984), there are nine points to consider when making strategic decisions in developing reward systems in companies. The nine points are termed as follows: Base of rewards. Performance and Incentivisation scope for progression. Market position. Internal versus External comparison. Centralised versus de-centralised reward. Degree of pay hierarchy. Reward Mix. Process issues. Reward systems consequences/integration. 5.2.1 Base of Rewards Salaries can be based on 3 options: The type of job a person undertakes. The persons contribution in the job. The knowledge and skill level people possess within the job. The 1st option is to pay based on the growth and development an individual undertaking a job. This is typically done through internally comparing a particular job with other jobs within the company using a job evaluation which measures the tasks that the job is required to perform. External comparisons could be used, whereby companies compare the wages offered by other companies against their own. Job based rewards are typically found in larger organisations where job and pay equity is predominant; an example would be jobs in the public service sector where job grading is used. The 2nd option is to pay based on the individuals performance within his or her job and is commonly implemented in cases where the jobs are small in number or job scopes that are distinct and pay has to be individual. Performance based pay is used to balance job demands and contributions made in order to motivate the individual to enhance performance. The 3rd option is to pay based on the need to acquire new s kills and knowledge so as to enable organisations to meet the new market challenges. 5.2.2 Performance and Incentivisation scope for progression. This point considers the many types and ways of using incentives, whether as a part of an individuals salary or an additional portion. However, the main dilemma lies in reconciling strategic objectives with the use of suitable incentives to motivate and enhance employee performance and commitment to the company. Companies will have to decide the forms in which incentives will take and how it will be distributed as well as the positive and negative repercussions it might bring to the company or its employees. For example, substituting commission for a fixed bonus payout to sales employees might cause low-performers to be happy, while high-performers might become disgruntled they could have earned more on a commission scheme. 5.2.3 Market Position As labour markets are vulnerable to the economy, market trends and political influences, radical changes may happen anytime within the labour market. For example, if there is a labour shortage in certain industries, organisations would be forced to pay a higher wage to acquire the labour needed. As such, organisations are finding it difficult to sustain an internal sense of fairness that comes from a formal measurement of job equity within internal wage structures. Therefore, reward strategies need to be formulated to answer to such external uncertainties, and also be flexible (if it is not already so) enough to accommodate different wage schemes and levels when required. 5.2.4 Internal versus External comparison As reward systems are key to hiring, retaining and developing employees, it is important for a company to benchmark its reward policies against the external and internal environment. Hence, it is important for companies to understand the logic behind market rates of pay and benefit and to know where and how to collect data required to conduct pay and benefits surveys. These surveys are often conducted so that companies are able to rely on the information to make adjustments to current pay and benefit rates, thus staying competitive in their pay and benefit policies. Companies should also be able to present data in a meaningful manner so that proper analysis can take place. Job evaluaton (JE) is defined as a systematic procress by which relative worth of jobs are determined so as to establish which jobs will be paid more over others in the organisation (Sherman et al., 1998). The key features of JE are: A process which compares the relationships between jobs based on demand placed on employees. A process of judgement made by understanding of job descriptions and roles required to perform the job. A process of analysis after generating point factors from judgements, to enable job ranking. A process of structuring whereby job descriptions are formulated, problem solving, identifying key factors equivalent to job knowledge, and more. Score formulation also takes place to establish ranking, building wage structures and create job-grading systems. The important decisions to make in a JE are the selection of appropriate factors and their levels, as well as how value of factors will be expressed. 5.2.5 Centralised versus de-centralised reward Organisations often have to struggle to decide if reward systems should be managed in a centralised or de-centralised manner. Centralised controlling is tight and usually means a standardised rate of wage increment. This may cause employees to be less motivated and innovative in their contribution which becomes unhealthy for the company, this holds true for employees who belong to a business unit selling a varied number of products and services. In this case, it might be better having a de-centralised control of rewards system and empower managers with discretionary authority to reward employees accordingly, hence boosting morale. 5.2.6 Degree of Pay Hierarchy Pay hierarchies exists in organisations and reward systems are dependent on them to a large extent. Pay hierarchies show the distinct difference in power and often reflect career progression. However, organisations are gradually moving away from such distinct hierarchies in pay systems by formulating wage structures that encourages wage overlap and opportunities for increment. Graded wage structures are commonly used and though not all are exactly the same, they share common features such as: A salary grade allocated to a job based on an individuals contribution, the labour market and the degree of complexity present in a job. Salary bands or grade in which employees belong to and have to gain promotion in order to progress on to a higher salary band. Each band consists of at least minimum entry point, market or mid-point and a maximum point that employees can achieve. Salary bands are associated with each other; usually the maximum point of a starting salary band is the commencement of the next salary band. The degree of overlap will have to be determined by the organisation. As employees move up along the band, organisations will have to decide if employees move up to fixed points along the bands or should employees be allowed to skip certain points and progress at a faster rate instead. 5.2.7 Reward Mix Although pay is often identified to be the key ingredient in a reward mix, other benefits such as free annual health screening, pension schemes, certified-skill upgrades, use of company vehicles, etc, are just as useful in rewarding employees. When creating a reward mix, the challenge for companies is to identify the strategic reasons for having each benefit in the reward mix and their costs to the company. 5.2.8 Process Issues In the discussion of process issues, the 1st strategic issue to be considered is communication and transparency. As communicating pay objectives to employees clearly is important in achieving positive human resource results, the existing culture of companies usually decides how open the dialogs are. Traditional companies adopt a closed system and keep salary ranges unknown for purposes of pay review. Other companies with open systems often publicise the salary structure and criteria for which salary increment can occur. Open systems tend to instil confidence and fairness into employees as decision-making becomes more transparent and criteria are made known. The 2nd strategic issue concerns with employees degree of involvement in pay decisions. A company aiming to achieve a team-based operating culture and high employee involvement in all aspect of human resource management should consider allowing employees to be involved in determination of job salaries too. Companies adopting close -based systems usually applies HR policies onto its employees and ultimately, companies have to decide whether leveraging highly on employees trust and commitment or otherwise, is more suited to the companys culture. 5.2.9 Reward Systems consequences/integration As HR objectives change over time, so should reward objectives because rewards should be integrated into HR systems. And if the objectives are inline, then the integration between rewards and HR systems will serve well to make a positive impact on employees who in turn stays committed to churn out more positive contributions for the compan

Ill Health Rates of Indigenous Australians Essay -- Sociology

As health professionals, we must look beyond individual attributes of Indigenous Australians to gain a greater understanding and a possible explanation of why there are such high rates of ill health issues such as alcoholism, depression, abuse, shorter life expectancy and higher prevalence of diseases including diabetes, heart disease and obesity in our indigenous population. Looking at just the individual aspects and the biomedical health model, we don’t get the context of Aboriginal health. This is why we need to explore in further detail what events could have created such inequities in Aboriginal health. Other details that we should consider are the historical and cultural factors such as, ‘terra nullius’, dispossession and social Darwinism, early attempts of genocide towards Indigenous Australians, segregation and the ‘protection’ legislation, the assimilation policy, self-determination and â€Å"the emergence of Indigenous protest† (Psych ology and Indigenous Australians, Foundations of Cultural Competence, 2009, pp.84) as well as the limiting factors of being part of a low socioeconomic status group and statistical health differences between Indigenous Australians and non-Indigenous Australians compared to other countries Indigenous and non-Indigenous populations. By encompassing all of these details, we can begin to establish why Aboriginal’s tend to have more health issues and what can be done to improve these health inequities. When the English settlers arrived on Australian shores in 1776 (The Story of the Australian People, 2010), they didn’t see anything that represented that the land was owned, so they claimed it as their own under ‘terra nullius’ in 1776. â€Å"In International Law 'terra nullius' describes territory that n... ...indigenousrights.net.au/section.asp?sID=33 Australian Museum. (2011). Indigenous Australia Timeline - 1901 to 1969. Retrieved May 5, 2012, from http://australianmuseum.net.au/Indigenous-Australia-Timeline-1901-to-1969 Department of Sustainability, Environment, Water, Population and Communities. (2008). Wave Hill Walk-Off Route more information. Retrieved May 6, 2012, from http://www.environment.gov.au/heritage/places/national/wave-hill/information.html Australia Bureau of Statistics. (2010). ADULT HEALTH: RISK FACTORS AND SOCIOECONOMIC STATUS. Retrieved May 6, 2012, from http://www.abs.gov.au/AUSSTATS/abs@.nsf/lookup/4704.0Chapter750Oct+2010 Australia Bureau of Statistics. . (2010). ACCESS TO HEALTH AND COMMUNITY SERVICES: ACCESS TO HEALTH SERVICES. Retrieved May 6, 2012, from http://www.abs.gov.au/AUSSTATS/abs@.nsf/lookup/4704.0Chapter955Oct+2010