Tuesday, December 31, 2019

Leadership As A Democratic Style Works Best - 2603 Words

The overall conclusion we can draw from research on forms of leadership is that a democratic style works best. Explain and evaluate this claim with reference to social psychological theory and evidence. Leadership can be understood as the process of having an individual member of the highest rank within a group lead its members, or is given the ability to do so. In applied social psychology, leadership can split and tied into occupational and political settings, nonetheless some educational applications of leadership in teachers has likewise been proposed (Karnes D’ilio, 1990). In addition, leadership has also been subdivided into leadership emergence and its effectiveness (Lord et al. 1986). For the purpose of this document leadership†¦show more content†¦Extraversion, agreeableness, conscientiousness neuroticism and openness, or the big five factors of personality model (Costa McCrae, 1992) in a factor analysis have been found to correlate with leadership in individuals significantly (Judge et al., 2002), thus allowing more credibility to leadership trait theory. Consequently, It is accepted that the five factor personality dimensions are the best predictors for effective leaderships that succeed in positive outcomes for the general public or company; this can be interpreted in terms of leadership emergence, effectiveness and promotion (Zaccaro, Kemp Bader, 2004). Within leaderships across countries worldwide in the political context, different directors that may share traits of personality or may fall under the great person theory don’t always manage in similar ways, hence different types of leadership such as the democratic leadership. This document will offer different social psychological research in order to explain how the statement that a democratic form of leadership works best is true. Nevertheless, this document will also state evidence to support that a democratic form of leadership may not always work best, such as when its not required, or when members have low abilities and low administrative qualities or not have one factor from the five factors of personality model (Hollis, 2014). Leadership styles such as revised i n past psychological exploration in the

Monday, December 23, 2019

The Impact of the Public Service Reform Programme on Human...

CHAPTER ONE INTRODUCTION 1. HISTORICAL BACKGROUND OF THE PUBLIC SERVICE REFORM PROGRAMME Zambia like most newly independent countries embarked upon a lot of programmes aimed at national building directed at state dominated economic development. The role of the state in Zambia like most independent developing countries was seen as that of corrective interventions in markets and emphasizing centralized planning. This new assumed role saw the rise of the Public Sector over the years. Furthermore, at independence, the government responded to popular and increasing demand for social services and material benefits by creating new institutions and new programmes. The development compounded†¦show more content†¦The PSRP’s second component †  Management and Human Resource performance Improvement focused among other things on the importance of training and development activities to sustain the achievement of the programme. And the objective was; †¢ To improve the efficiency and effectiveness of the Public Services in the performance †¢ of its appropriate functions by establishing Management Systems of accountability and performance, and developing critical skills which enable Senior Civil Servants to manage the Public Service. †¢ To put in place an effective personnel evaluation instrument and Management information system to enable the government compile and manage useful data in making vital personnel decisions at times of confirmations appointments, promotions, transfers, retirement and discipline. Kondowe (2000) argues that while some progress has been made with regard to reducing numbers, reviewing structures and functions of the Public Service there has been no significant change in efficiency, cost effectiveness and quality delivery because there is still lack of sufficient and appropriate skills and tools for efficiently managing the Public Service and attract those from outside; poor systems of accountability as well as inability to hold staff accountable for their actions and decisions; low morale among Public Service worker; and unpredictable flows of budgetaryShow MoreRelatedAspects of Economic Reforms in the Nigerian Fourth Republic5141 Words   |  21 PagesASPECTS OF ECONOMIC REFORMS IN THE NIGERIAN FOURTH REPUBLIC BY ADEBAYO, A. ADEKUNLE E-mail : mayowa2000ng@yahoo.com YUSUF M.0 (MRS) DEPARTMENT OF ECONOMICS MICHAEL OTEDOLA COLLEGE OF PRIMARY EDUCATION, NOFORIJA, P.M.B. 1028, EPE, LAGOS STATE, NIGERIA. 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Sunday, December 15, 2019

Uncertainty Reduction Theory Annotated Bibliography Free Essays

Theory amp; Rhetoric Annotated Bibliography Uncertainty Reduction Theory 1). Witt, P. , amp; Behnke, R. We will write a custom essay sample on Uncertainty Reduction Theory Annotated Bibliography or any similar topic only for you Order Now (2006). Anticipatory Speech Anxiety as a Function of Public Speaking Assignment Type. Communication Education, 55(2), 167-177. doi:10. 1080/03634520600566074. * Research Questions: -Why does public speaking generate anticipatory anxiety? -Is public speaking anxiety dependent on assignment type? -How can anticipatory public speaking anxiety be controlled? Key Terms: Public Speaking, Speech Anxiety, State Anxiety, Trait Anxiety, Assignment Type * Thesis: Most individuals who enroll in communication courses do so in order to improve their presentational skills and to increase the enjoyment that they derive from their communication performances. * Theoretical Perspective: -Uncertainty Reduction Theory -Interpretive * Case Studies: -185 undergrads in entry level communication performance course -171 undergrads in entry level communication performance course * Implications: Therapeutic Intervention, Pedagogical Application * Future Research Questions: Can anticipatory public speaking anxi ety not only be controlled but eliminated? -Is there any method that can help change trait anxiety as easily as state anxiety? -How can a better understanding of trait anxiety help ease anticipatory anxiety? 2). Pratt, L. , amp; Wiseman, R. (1999). Interrogative strategies and information exchange in computer-mediated communication. Communication Quarterly, 47(1), 46-66. Retrieved from Academic Search Complete database. * Research Questions: -Is there a difference between face-to-face communication and computer mediated communication? How does age coincide with computer mediated communication? -Are different styles of computer mediated communication dependent on geographical location? * Key Terms: Uncertainty Reduction, Asynchronous Communication, Interrogative Strategies, Question Typologies, Content Analysis * Thesis: Results suggest that the interrogative strategies we engage in to achieve interpersonal connectedness are sometimes different in computer-mediated communication (CMC) and a new standard for transacting relational message exchange may be emerging. * Theoretical Perspective: -Interpretive -Social Exchange Theory * Case Studies: 200 â€Å"epals† selected for content analysis of their emails to each other -316 messages analyzed between 10 pairs of â€Å"epals† * Implications: -People react differently to emails because they lack the requirement for an immediate response. -The shorter the time between a sent and read email will increase the chance of response. * Future Research Questions: -Why do â€Å"epals† want to know about others attitudes and opinions? -Is the medium redefining the type of message we send? – Is the quality of selective message construction found in asynchronous e-mail (Walther, 1996a) producing a new standard for interpersonal connectedness? ). Goldsmith, D. (2001). A Normative Approach to the Study of Uncertainty and Communication. Journal of Communication, 51(3), 514. Retrieved from Academic Search Complete database. * Research Questions: -How can uncertainty reduction theory be applied outside of stranger to stranger interactions? -How do di fferent communities treat uncertainty in communication? -What are the different levels of uncertainty in communication? * Key Terms: Frequency of Communication Behaviors, Level of Uncertainty, Level of Relational Qualities * Thesis: A normative pproach entails a shift in focus from measuring level of uncertainty to examining multiple and potentially conflicting meanings of uncertainty, a shift from measuring communication behaviors to evaluating communication practices, and a shift from predicting what people will do to predicting and explaining the effectiveness and appropriateness of what they do in response of uncertainty. * Theoretical Perspective: -Interpretive -Critical * Case Studies: -Puerto Rican Community -Western Apache Community -Malagasy Community -White, College Educated North Americans * Implications: Uncertainty is a fundamental human experience. -Different communities react to communication uncertainty differently. -Uncertainty is not static there are many forms of uncertainty that need to be taken into consideration differently. * Future Research Questions: -What can uncertainty in other cultures teach us about our own uncertainty? -How has uncertainty in communication changed over time? -How does the frequency of behaviors affect the overall uncertainty of a relationship? 4). Maguire, K. (2007). â€Å"Will It Ever End? â€Å": A (Re)examination of Uncertainty in College Student Long-Distance Dating Relationships. Communication Quarterly, 55(4), 415-432. doi:10. 1080/01463370701658002. * Research Questions: -How does a long distance relationship affect a person’s daily life? -What kinds of uncertainty do long distance relationships lead to? -How does an individual in a long distance relationship cope with stress compared to someone in a close relationship? * Key Terms: Coping, Distress, Long-Distance Relationships, Relationship Satisfaction, Uncertainty * Thesis: Research in the area of stress and coping suggests that a close relationship with a romantic partner helps individuals cope with stress * Theoretical Perspective: Uncertainty Reduction Theory -Uncertainty Management Theory -Interpretive * Case Studies: -Undergrads from a South-Central college -Norton’s Quality Marriage Index * Implications: -Any relationship where the partner is too far to visit every day is considered a long distance relationship. – Close relationships are more successful than long distance relationships. -Uncertainty is not inherently problematic in long distance relationships * Future Research Questions: -What can be done to ensure success in a long distance relationship in terms of uncertainty? Why is the visual/physical aspect of a relationship over power the uncertainty found in long distance relationships? -How is relational uncertainty not inherently an unwanted state? 5). Brumfield, E. (2008). Using Online Tutorials to Reduce Uncertainty in Information Seeking Behavior. Journal of Library Administration, 48(3/4), 365-377. Retrieved from Academic Search Complete database. * Research Questions: -How does asynchronous delivery differ from synchronous delivery? -How does the lengt h of the tutorial affect its overall effectiveness? How does the design of the tutorial affect its quantity of use? Key Terms: Distance Learners, Distance Education, Information Seeking Behavior, Online Tutorials * Thesis: Information seeking behavior results from a determination of an information need and the realization that there is insufficient knowledge to address that need.. * Theoretical Perspective: -Uncertainty Reduction Theory -Interpretive * Case Studies: -Wilson, Ford Research -Aamp;M University -Stephen F. Austin University * Implications: -The overall effectiveness of tutorials is dependent on a large number of variables such as visual appeal. – The students skill and attitude play a big role it a tutorials effectiveness. Future Research Questions: -What can be done to help improve student’s attitudes towards tutorials? -How has the introduction of these tutorials help reduce uncertainty in personal relationships? -Can these findings be applied to cultures other than our own? 6). Rubin, R. , amp; McHugh, M. (1987). Development of Parasocial Interaction Relationships. Journal of Broadcasting amp; Electronic Media, 31(3), 279-292. Retrieved from Academic Search Complete database. * Research Questions: -How do viewers become attached to specific television characters? Are there any universal qualities that attract viewers to characters? -How can uncertainty reduction and uses and gratification theory help explain these character to viewer relations? * Key Terms: Social Interaction, Uncertainty, Interpersonal Communication, Television Characters * Thesis: This investigation explored the possibility of a parallel pattern of relationship development with media characters, applying principles from both uses and gratifications and uncertainty reduction theories to understand further the development of parasocial interaction relationships. Theoretical Perspective: -Interpretive -Critical -Uses and Gratification Theory * Case Studies: – Parasocial Interaction Scale Survey Study -The 15 Item Scale Study * Implications: -Social attraction is key in developing parasocial interaction relationships. -Attraction occurs through a great level of exposure to a character. -Relationship importance is a construct that differs from attraction. * Future Research Questions: – How can the findings of these studies be applied to network television? How does the uncertainty reduction theory apply to non face-to-face relationships such as in a television character? – How can the results of these studies relate to the concept of market research? 7). Theiss, J. , amp; Solomon, D. (2008). Parsing the Mechanisms that Increase Relational Intimacy: The Effects of Uncertainty Amount, Open Communication About Uncertainty, and the Reduction of Uncertainty. Human Communication Research, 34(4), 625-654. doi:10. 1111/j. 1468-2958. 2008. 00335. x. * Research Questions: Why are there 3 competing mechanisms that affect the amount of intimacy in romantic relationships? -Which of the 3 mechanisms is the most effective in romantic relationships? -Are there any variables that interrupt the effectiveness of the 3 mechanisms? * Key Terms: Uncertainty, Intimacy, Interpersonal Relations, * Thesis: Uncertainty and its management hold a prominent place in the study of interpersonal communication. * Theoretical Perspective: -Interpretive -Critical -Uncertainty Reduction Theory * Case Studies: -Longitudinal Study Distinguishing Uncertainty Implications: -There is something inherently rewarding about the process in reducing uncertainty. -Openness of communication about uncertainty has a positive impact on perceptions of intimacy. -The uncertainty reduction process is perceived as rewarding in close relationships. * Future Research Questions: -How can the findings of this study help intimate relationships in turmoil? -Are there any other factors that affect intimate relationships outside of the 3 mechanisms discussed in this study? -Are there any instances contrary to this study? How to cite Uncertainty Reduction Theory Annotated Bibliography, Papers

Friday, December 6, 2019

Accounting Theory Assessing the Financial Condition

Question: Discuss about the Accounting Theory for Assessing the Financial Condition. Answer: Introduction Accounting Issues The following were the accounting issues that led to the collapse of Dick Smith Assessing the financial condition- Dick Smith failed to assess its existing financial condition. This led to unplanned expenditure, which had adversely affected the financial condition of the business enterprise. In addition, unaccounted costs was not considered or taken into account while framing the operational policies of the business organization. Recording Transactions- Failure to record the inherent financial information would have an adverse impact on the financial policies of the business entity. As such, every financial information shall have to be analyzed in an appropriate manner and fully recorded in the books of accounts. Due to the expansive policies adopted by the business entity, there has been an increase in the operational expenses for the business enterprise. Bonin (2013) stated that Dick Smith has unaccounted operational expenses for the business entity and therefore would lead to the unnecessary wastage of the resources for the business entity. Each financial transaction was not recorded in a detailed manner, which led to the distortion of the facts. Working Capital - The working capital is an essential factor that would ensure smoother business functionalities for the enterprise. In the case of Dick Smith, the business entity has failed to assess the working capital requirements of the company and respond appropriately in the context of financial sustainability and growth. In this regard, Deegan (2013) noted that the following are the essential components of the working capital in the organization. Fixed Assets - The fixed assets of the organization is one of the essential factors that contributes directly to the generation of income. As such, the measurement of the fixed assets in the organization depends upon the nature of the accounting method followed in the business organization. According to Jones (2015), Dick Smith failed to assess the valuation of the fixed assets in the organization and would therefore led to a adverse impact on the operation and financial policies of the business enterprise Current Assets - The current assets in the business organization would include the assets that would be converted into cash in the next few months. According to Smith Tucker (2013), the valuation and the utilization of the current assets in the business organization and have an impact on the operational policies of the business enterprise. In the case of DICK Smith, the current assets in the business organization have been utilized in an irregular manner and lead to financial irregularities for the business entity. The current assets present in the Fraudulent or Misleading Reporting Fraudulent or misleading reporting of the financial information of the business enterprise can have an impact on the financial condition of the business enterprise and would create a wrong perception on the stakeholders of the business organization. According to Deegan (2016), there were several instances of manipulation of financial information that lead to the wastage of the financial resources for the business entity. Effect on Stakeholders According to Setyorini Ishak (2012), the investors, shareholders as well as the customers are the key parties that would constitute the stakeholders of the business organization. As such, these parties shall be equally affected during the research procedure. The investors, shareholders as well as the regular customers of would be most affected by the collapse of Dick Smith. The investors would be concerned about their necessary investors that have been made upon the company. In addition, the company has sold shares to the public in raising additional finance. Therefore, such shareholders would be concerned about the lower prices of the shares in the market. Dick Smith has been around for quite a period and has developed consumer loyalty in the domestic market of Australia. As such, its consumers shall also be concerned about the collapse of the brand. In this regard, it can be stated that finding alternative brand would be difficult for consumers would be difficult for the consumers who have been loyal to the brand over a period. Influential Attribute Affecting Operational Strategies The primary factor, which drove the management to act in such a manner, was the need for increase in revenue and achieving greater profits. As such, the management of the business enterprise purchased heavy machinery on a consistent basis to enhance the organizational productivity. However, this procedure was not well planned and led to the increase in the expenses for the firm. The misinterpretation of financial information and discrepancies in the recording of the financial transactions led to such a situation. The evaluative accounting theory measures a particular event or financial transaction in terms of the qualitative as well as quantitative benefits towards the company (Parker 2012). The actions of the management of the company can be attributed to the evaluative accounting theory. The management of the company has adopted aggressive operational policies and has an impact on the business functionalities of the organization. According to Al-Htaybat von Alberti-Alhtaybat (2013), the evaluative accounting theory relates to adopting a proactive approach and involves investing substantially to attain the organizational goals and the objectives. The stakeholders of the company have to be regularly informed of the financial strategies and the developments implemented in the organization. This had a positive effect on the shareholders of the organization, as they were optimistic about the financial returns that can be attained from the investments. Therefore, the business entity had adopted the evaluative accounting theory in order to attain high levels of profitability as well as the sales revenue, irrespective of the actual financial consequences on the firm. Accounting Theories The following are the different accounting theories that are relevant for business entities operating in the existing global market. Descriptive Theory- The descriptive accounting theory states the consequences and the impact of the financial events happening within the organization (Bonin 2013). It states the inherent financial policies present in the business and its possible consequences on the existing operational structure of a business enterprise. Normative accounting Theory - The normative accounting theory relates the present activities and its impact on the future consequences of the organization (Parker, Guthrie Linacre 2011). The normative accounting theory can be considered particularly useful in the forecasting the sales revenue as well as the profitability levels in the business entity. Evaluative accounting Theory The evaluative accounting theory defines the qualitative and the quantitative requirements of the business organizations. Oluwadare Sam (2015) mentioned that the evaluative accounting theory would assist a business entity in assessing the role played by financial policies and its contribution towards organizational growth and sustainability. Communicative Accounting Theory - The communicative accounting theory defines the basic and the future theories that can be used in determining the present and the future events of the organization (Parker, Guthrie Linacre 2011). The communicative accounting theory has been an important part in developing appropriate accounting as well as financial policies in ensuring business survivability in an intensively competitive market. Inductive accounting Theory- The inductive accounting theory would assist the business organizations to evaluate the past events (Smith Tucker 2013). Thus, this is a potent tool to corrective measures and identify the existing discrepancies. Deductive accounting Theory The deductive accounting theory is developed by the method of deduction. As such, the deductive accounting theory is solely based on facts and would have to be considered in the development of the financial policies of the business entity. According to Groot Selto (2013), the deductive accounting theory is developed to attain a future objective. Generally accepted accounting theories - Parker (2012) stated that the generally accepted accounting theories has been developed to provide the framework or the guidelines regarding the development of the financial statements in the business organization. Generally accepted Accounting theories are the most accepted accounting theory in the global market. It is relevant to all types of businesses that are operating in the global market and has proved itself as a reliable framework in the global market. Groot and Selto (2013) stated that generally accepted accounting theories must be followed when the financially statements has been used externally by parties outside the business organization. Therefore, the generally accepted accounting theories can be considered as the most significant in the global market Smith Tucker (2013) mentioned that the Financial Accounting Standards Board (FASB) has been instrumental in developing the generally accepted accounting theories. When compared to other accounting theories, the generally accepted accounting theory would have to be considered more pertinent and flexible. References Al-Htaybat, K. von Alberti-Alhtaybat, L., 2013. Management Accounting Theory Revisited: Seeking to Increase Research Relevance. International Journal of Business and Management, 8(18), p.12. Bonin, H., 2013. Generational accounting: theory and application. Springer Science Business Media. Deegan, C., 2013. Financial accounting theory. McGraw-Hill Education Australia. Deegan, C., 2016. Financial Accounting. McGraw-Hill Education Australia. Groot, T. Selto, F., 2013. Advanced management accounting. Pearson Higher Ed. Jones, S. ed., 2015. The routledge companion to financial accounting theory. Routledge. Oluwadare, E. Samy, M., 2015. The relevance of Critical Accounting Theory (CAT) to effectiveness of public financial accountability in emerging economies. Canadian Social Science, 11(9), pp.20-25. Parker, L, Guthrie, J Linacre, S 2011, 'The relationship between academic accounting research and Parker, R., 2012. Comparative international accounting. Financial Times, Prentice Hall. professional practice', Accounting, Auditing Accountability Journal, vol. 24, no. 1, pp. 5-14 Setyorini, C.T. Ishak, Z., 2012. Corporate social and environmental disclosure: A positive accounting theory view point. International Journal of Business and Social Science, 3(9). Smith, M. Tucker, B., 2013. Advanced Strategic Management Accounting: Theory and Practice. Cengage Learning Australia.

Friday, November 29, 2019

Biblical Way Of Advancing The Kingdom Of God Religion Essay Example

Biblical Way Of Advancing The Kingdom Of God Religion Essay Example Biblical Way Of Advancing The Kingdom Of God Religion Essay Biblical Way Of Advancing The Kingdom Of God Religion Essay Introduction What is truly the scriptural manner of progressing the land of God? Are the activities that we engage in effectual for the promotion of the land? Do we fight or do we fly and make we utilize Jesus manner of doing war? I think God wants the following from us: But seek foremost the land of God and His righteousness, and all these things shall be added to you ( Matthew 6:33, LASB ) . Let us look at all the statements and make up ones mind to what degree we disagree or agree. 4.1. God s land comes to the Black Marias of work forces and non chiefly to vicinities. If the bulk of people in any given vicinity are adherents of the Lord Jesus so, in that sense, the vicinity itself can be said to be kingdom district but the claiming of existent estate is non the result, simply the consequence. Yes, I agree with this statement for the undermentioned grounds: First of all we must gain the Kingdom of God is where God regulations over us. We can state that the foundation of the Kingdom starts in our Black Marias. nor will they state, See here! or See at that place! . For so, the land of God is within you ( Luke 17:21, LASB ) . Jesus explained in the book of Acts that with His coming, the land of God was established on Earth. He besides said that when He returned to heaven, God s land would stay in the Black Marias of all trusters through the presence of the Holy Spirit. But you shall have power when the Holy Spirit has come upon you ; and you shall be informants to Me in Jerusalem, and in all Judea and Samaria, and to the terminal of the Earth ( Acts1:8, LASB ) . There is one thing we must retrieve, the land of God will non be established in entire until Jesus Christ comes once more to judge all people. We are to proclaim God s land in the universe. God keeps on regenera ting our heads, beef uping our religion and transforming our lives. 4.2. Our life on Earth is the start of infinity non the terminal of it: we are in developing for higher office and duty. The struggle with the rule of darkness is a agency of preparation and turn outing the boies of God. Decidedly, our lives on Earth are a pattern tally for what is to go on in infinity. For me this now here on Earth is a frock dry run for the existent life to come. For we know that if our earthly house, this collapsible shelter, is destroyed, we have a edifice from God, a house non made with custodies, ageless in the celestial spheres ( 2 Corinthians 5:1, LASB ) . Yes, we are in developing for higher office, although we will non inherit the land by plants. Our duty lies here and now. We have a duty to prophesy and learn the Gospel. It is besides our duty to analyze the Word of God to fix us to cognize how to make Christ s work in the universe. I charge you hence before God and the Lord Jesus Christ, who will judge the life and the dead at His looking and His land: Preach the word! ( 2 Timothy 4:1-2, LASB ) . I do non truly think we have to worry about the rule of darkness so much, because Jesus Christ already won that conflict for us and need non proof Himself once more. Our unde rtaking is to remain argus-eyed and resist immorality. Therefore submit to God. Defy the Satan and he will fly from you ( James 4:7, LASB ) . 4.3. God the Father is constructing a household of kids in the image of Jesus Christ: He is more concerned with the development of reverent character and ability than He is in district. After all, this whole stuff creative activity is destined to entire devastation so that a new creative activity can be brought into being to function as a house and garden for the household of God ( Rev 21:1 ) . How can we be perfect? In character, sanctity, adulthood and love. This is decidedly what God wants for His kids. In this life we can non be perfect, but we can draw a bead on to be every bit much like Christ as possible. We are to divide ourselves from the remainder of the universe s iniquitous nature and values. We can non accomplish godly character and holy populating all at one time, but we must turn towards adulthood and integrity. If there is no godly character, so district means nil to God. Therefore you shall be perfect, merely as your Father in Eden is perfect ( Matthew 5:48, LASB ) . Our inclination to transgress must neer deter us from endeavoring to be more like Jesus Christ. God Judgess by religion and character, non visual aspects. God merely see on the interior, merely he can accurately judge people. But the Lord said to Samuel, Do non look at his visual aspect or at his physical stature, because I have refused him. For the Lord does non see as adult male sees ; fo r adult male looks at the outward visual aspect, but the Lord looks at the bosom ( 1 Samuel 16:7, LASB ) . 4.4. There is great struggle between Satan and the Church, but this struggle should non be seen in the context of a battle for district. God is in the procedure of developing a household ; one time He has done this He will convey history, as we know it to a stopping point and Satan s period of word will come to an disconnected terminal. Satan knows this and is seeking everything in his power to forestall a successful decision to The saga of the boies of God. We know Satan is seeking everything in his power to halter the work of God. Revelation 2:8 speaks about the persecuted Church. Persecution comes from Satan, non from God. The Church need non to fear, Satan may harm our earthly organic structures, but he can make us no religious injury. The biggest hit on Satan came when Jesus Christ shed His blood for our wickednesss. Jesus Christ paid the ultimate punishment for our wickednesss. In Revelation 20:10 we read that Satan s power is non ageless, he will run into his day of reckoning someday. Satan began his evil work in world at the beginning ( Garden of Eden ) and continues it today. Know this for certain, he will be destroyed when he is thrown into the lake of fire and native sulfur. He will be released from the bottomless cavity, but he will neer be released from the lake of fire to be a menace to anyone once more. 4.5. Satan has many schemes and tactics he blinds the heads of disbelievers to the truth of the Gospel ( 2 Cor 4:3-4 ) ; he opposes the work of evangelism ( 1 Th 2:18 ) ; he snatches the truth from the heads of the deceived ( Matt 13:19 ) ; he workss disbelievers in the fold of the saints to lead on and impede ( Matt 13:24 ) , etc. We, on the other manus, are called to work with the Holy Spirit in constructing out and maturating the household of God. In order to accomplish this great committee adherents of the Lord Jesus Christ are to liberate the doomed from diabolic control ( rescue ) , portion the Gospel invitation ( evangelism ) , display the marks of the land ( mending etc. ) , and Teach land rules ( learning ) . So true, Satan is here to destruct and to kill and Jesus Christ to give life. The stealer does non come except to steal, and to kill, and to destruct. I have come that they may hold life, and that they may hold it more copiously ( John 10:10, LASB ) . Knowing that Christ s return will be sudden and unexpected, we are non to populate irresponsible, sitting and waiting making nil. Yes, travel out and do adherents. It is non an option, but a bid to all who call Jesus Lord. We are non all revivalists, but we have received gifts that we can utilize to assist carry through the Great Commission. Go hence and do adherents of all the states, baptising them in the name of the Father and of the Son and of the Holy Spirit, learning them to detect all things that I have commanded you ; and lo, I am with you ever, even to the terminal of the age ( Matthew 28:19-20, LASB ) . Decision What did Jesus teach His adherents to make? Just to be loyal and to function The King. Make Jesus King of your life and worship Him as your Saviour, King and Lord and the Satan will fly everlastingly. Moltmann ( 1977:33 ) said the followers: Where God regulations He is glorified ; where He justifies He achieves what is His due ; where He brings a evildoer to repentance and liberate the laden He finds joy. Bibliography Barton B B, Beers R A and Galvin J C ( explosive detection systems ) 1996. Life Application Study Bible. Wheaton, IL: Tyndale House Publishers. Moltmann J 1977. The Church in the Power of the Spirit ( 2nd erectile dysfunction ) . St Alban s Place, London: SCM Press Ltd. Introduction What do we do of all the pathetic suggestions about the end-time? Is the Bible and Revelations non good plenty testimony for us, or need we to look at the positions of the Antichrist and the grade of the animal? Revelation 20 negotiations about a millenary, but what does that mean. When will it happen, now or subsequently? In my head I have already rejected these three eschatological ( end-time ) positions. It can non be taken earnestly plenty to believe in. Well, allow us research these three eschatological end-time positions and happen out. ASSIGNMENT 5 Critically measure these three eschatological ( end-time ) positions: ( a ) Postmillennialism, ( B ) Premillennialism and ( degree Celsius ) Amillennialism. Use each position as a header. For each position, do each of the three things below. Reason the essay by saying which position, if any, you support and why. Describe the chief tenents Measure the Scriptural support Discuss its ministry deductions Postmillennialism. Postmillennialism holds the position that the Kingdom of God is now being extended in the universe through the instruction and sermon of the Gospel ( Erickson 1996:177 ) . Postmillennialism believes the Holy Spirit work in the Black Marias of people and the universe will go portion of the Christian household, a household without wickedness ( Erickson 1996:178-179 ) . They believe Jesus Christ gave us the undertaking to salvage the universe and He will non come back until the occupation is finished ( Boettner 1977:118-119 ) . Matt 28:18-20, LASB And Jesus came and spoke to them, stating, All authorization has been given to Me in Eden and on Earth. Travel hence and do adherents of all the states, baptising them in the name of the Father and the Son and of the Holy Spirit . Rev. J. Marcellus Kik ( Boettner 1977:119 ) said: That there is still a leftover of pagan religion and papalism in the universe is chiefly the mistake of the Church. The Word of God is merely every bit powerful in our coevals as it was during the early history of the Church. The power of the Gospel is merely as strong in this century as in the yearss of the Reformation. These enemies could be wholly vanquished if the Christians of this twenty-four hours and age were vigorous, as bold, as earnest, as prayerful, and every bit faithful as Christians were in the first several centuries and in the clip of the Reformation. Postmillennialism uses Old and New Testament Scriptures to beef up their positions. They use Psalms 47, 72 and 100 ; Isaiah 45:22-25 ; Hosea 2:23 ; Matthew 24:14 and Matthew 28:18-20 ( Erickson 1996:161-162 ) . What so about Revelations? I truly think we must be governed by Revelations which spells out the terminal times and the millenary. The positive facets about Postmillennialism are the belief that the Kingdom of God is here and now. This makes people to be optimistic about life. It encourages people to maintain on instruction and prophesying the Gospel and change overing psyches. Human beings acquire negative really easy particularly when conditions get worse in the universe. Postmillennialism helps to relieve the negativeness and produce positiveness. It is great to cognize that God is more than merely the Church. God uses anybody, non merely the Church. If there is a willing psyche, so God is besides willing to be present. We should work together to widen the Kingdom of God before Jesus comes ( Erickson 1996:183-184 ) . Statisticss are looking gloomy for Christians because more and more people are either taking other faiths or merely make non believe. Can we truly so acquire to the terminals of the Earth to learn the Gospel? For me this is rather impossible because we need fishermen and adult females to make the work. Another negative point is the fact that they use merely certain Bible transitions and so merely the positive one time, the negative transitions they leave out. There are disagreements about the two Resurrections and Revelation 20. Postmillennialists do non care about it ( Erickson 1996:184 ) . Christian bookmans have got a different return on when these 1,000 old ages will take topographic point. These different positions about the Millennium need non do division and contention in the Church, because what is most important to Christianity, the fact that Jesus Christ will return. Premillennialism. Premillennialism has got two common signifiers, Historic and Dispensational premillennialism. Historic premillennialism depicts Israel to be God s people everlastingly and they will inherit God s Kingdom everlastingly. This is one of the anticipations to be fulfilled in the millenary ( Finger 1985:169 ) . They province that after the Second Coming of Jesus Christ, He will be in control over the Earth for a thousand old ages. We see that Satan will be bound and thrown in a bottomless cavity for a thousand old ages. This is done so that he can non lead on the people any longer. At this clip occurs the first Resurrection of the Saints who portion Christ s regulation over the Earth. After this Satan will be free once more to arise against God. They say the concluding war follows when Satan is thrown into a lake of fire. Then the Second Resurrection occurs of those people who had non been raised before the millenary. So if your name is non written in the book of life, you will be thrown i n a lake of fire ( Finger 1985:169 ) . Dispensational premillennialism holds two stages: They say that God has two redemptional programs, one for Israel and one for other groups. All of this will go on during the Church age. Jesus Christ will return before the trial to Earth and all Christians will be taken ( ecstasy ) with Him. God will so cover with the other groups prior to the coming of the Kingdom of God during the millenary. During the trial many people will be converted to Jesus Christ. With the Second Coming the trusters is removed and the Antichrist must confront opinion. To easy understand the above we merely necessitate to see three things here: First, to travel with Jesus is the people that believed in Him during their decease. Second, the trusters that is still alive. Third, the disbelievers will remain behind ( Finger 1985:169 ) . Ladd ( Hoyt 1977:44 ) says the followers: Disclosure 19 20 Markss the expansive flood tide of the ministry of Christ in his Second Coming. Behold, He is coming with clouds, and every oculus will see Him, even they who pierced Him. And all the folk of the Earth will mourn because of Him. Even so, Amons ( Revelation 1:7 ) . Although Jesus gave this disclosure of Himself, He neer made reference of the millenary that was to come. Can divinity truly state anything about what the millenary will be like? There is non adequate Biblical grounds for this. There are so many issues about the millenary ; about who will be saved and who non it will decidedly confound the Church and our ministry. For Jesus the existent issue is to unify all trusters ( Erickson 1996:199 ) . Premillennial learning gives the thought that Jesus will come with a retribution and force to govern the universe, but that is non true harmonizing to the Bible. John 18:36, LASB Jesus answered, My land is non of this universe. If my land were of this universe, My retainers would contend, so that I should non be delivered to the Jews ; but now My land is non from here. Premillennialism is of great value for it focuses attending on eschatology. They invariably remind the truster that no affair how detering the state of affairs is today, glorification awaits. The positive deduction of premillennialism is that it has the most consistent point of view with the actual reading of the Bible ( Erickson 1996:200-201 ) . Amillenialism. Amillenialsm believes that the Kingdom of God was already established during Pentecost. They believe in the celestial reigning of Jesus Christ at the right manus side of God, through the Bible and the Holy Spirit being practiced by Christians. Satan is already bound by Christ s triumph over him. They say Christ must now merely return for the opinion of all work forces and adult females ( Hoekema 1977:177 ) . Amillennialism and the two signifiers of Premillennialism ( historic and dispensational ) are utilizing more or less the same happenings, although amillenialism is by far the simplest. They say the Kingdom of God is non merely in the hereafter, but besides in the present. In 1 Playboies 4:19-20 we here Paul stating, But I will come to you shortly, if the Lord volitions, and I will cognize, non the word of those who are puffed up, but the power. For the land of God is non in word but in power . In Romans 14:17 Paul writes, for the land of God is non eating and imbibing, but rig hteousness and peace and joy in the Holy Spirit. Jesus and Paul speak of the Kingdom in its hereafter facet. They say if we ignore this, it is like disregarding the New Testament instructions ( Hoekema 1977:177-178 ) . With future eschatology, amillennialism gives the followers: They say that the marks of the times are non merely for the hereafter, we can see it besides now amongst people in the universe ( Hoekema 1977:181 ) . They see Christ s return as a individual event, non a seven twelvemonth period ( Hoekema 1977:182 ) . For them, there is no biblical grounds on the seven twelvemonth period, merely one twenty-four hours of opinion where all people will be judged. There are deductions of amillennialism for our ministry. The positive points are the undermentioned: History is non nonmeaningful, but meaningful. Though we are non ever able to spot between each historical event, we know what the result of history will be. Amillennialism eschatology gives us a realistic universe and life position ( Erickson 1996:191 ) . One of the major jobs we find is with the reading of Revelation 20. The amillennialists speak about two Resurrections, but is this truly so. The amillennialists say there is a spiritually every bit good as a physical Resurrection. They do non cognize how to construe the transition, literally or figuratively. They think that with every prognostication there must be a fulfillment otherwise it is delusory. For them the people of Israel are non accepted as being portion of history. The amillennialists challenge the philosophy of future bodily Resurrection ( Erickson 1996:192-194 ) . For me many amillennialists so are former postmillennialists. I do non back up any of the above positions. First of wholly, when Jesus met the Samaritan adult female at the well, He told her of the life H2O that He could provide ( John 4:10-15 ) . Jesus invites anyone to come and imbibe of the H2O of life. The Gospel is limitless. Redemption can non be earned, but God gives it freely. We do non cognize the twenty-four hours or the hr, but Jesus is coming shortly and out of the blue. This is good intelligence to those who trust Him, but a awful message for those who have rejected Him. Christ calls us to digest in our religion. Our attempts to break our universe are of import, but the consequences can non compare with the transmutation that Jesus will convey approximately when He returns. Decision Disclosure is, above all, a book of hope. Come Lord Jesus come in a universe of jobs, persecution, evil and immorality. Both the Holy Spirit and the bride, the church, extend the invitation to the universe to come to Jesus and see the joys of redemption in Christ. Jesus entirely controls human history and will re-create the Earth. God is in control and depicts when we will acquire our wages, non theological bookmans or end-time positions.

Monday, November 25, 2019

Part-Time Job Search Guide Everything You Need to Know

Part-Time Job Search Guide Everything You Need to Know Not every job search is for a full-time career path. Sometimes you want a second job to make ends meet, or something flexible to help you balance other parts of your life. Whatever the case, we’ve got you covered in your hunt for a part-time job! Determine What You WantFirst, figure out what you want out of your part-time job- what are your goals? Do you have specific needs? Do you need a job with benefits? Do you need a flexible or unusual schedule so you can have a second job or manage schoolwork? Are you juggling work and family obligations? Whatever your niche, we can help you find those targeted opportunities.Do you need to obtain benefits in addition to your normal paycheck?10 Companies That Offer Part-Time Jobs with BenefitsDo you have to fit your job into a life that’s already filled with lots of obligations?Top 12 High-Paying Part-Time Jobs with Good Work-Life BalanceBest Part-Time Jobs for Moms in 20175 Great Part-Time Jobs for College StudentsIf you have the flexibility to flip your schedule a bit from the typical setup, you could consider a night job.15 Great Part-Time Jobs for Night OwlsAnd if you’re homebound, or prefer to work from the comfort of your PJs, go for a work-from-home setup.What Are Some Part-Time Jobs You Can Do from Home?Find a Gig that Pays the BillsIf your main goal for your part-time gig is â€Å"money† (which is totally valid too!), then there are plenty of opportunities are out there, no matter the number of hours you have available to work every week.These Part-Time Jobs Can Earn You $75K a Year9 Part-Time Jobs That Pay Very Well10 Highest Paying Part-Time Jobs15 Part-Time Jobs That Pay More Than $40 Per Hour (And How to Get Them)21 Part-Time Jobs That Pay More Than $20 An HourPrepping Your Resume to Get the Job You WantOnce you’ve figure out what kinds of part-time jobs you want to pursue, it’s time to dig in and revamp your application package. As always, that starts with a good old- fashioned resume overhaul. Don’t rush through a proper resume just because you’re pursuing a part-time gig. Competition is always tough, and you want to put your best foot forward to let hiring managers know you’re serious about the job.10 Things You Should Remove From Your Resume in 2017Resume Format Guide: What Your Resume Should Look Like in 20178 Warning Signs You Need to Update Your ResumeWhat Is the Best Format for a Resume?11 Steps to Writing the Perfect ResumeHow to Create a Resume Packed with Action WordsGet Ready for the Interview ProcessNot all hiring processes are one-size-fits-all- your part-time job search may include interviews that seem more casual, or are slightly different from the standard interview suit/firm handshake/firing squad template. Basically, you should be prepared to be flexible and act fast to jump on opportunities.6 Part Time Job Interview Strategies You Must KnowAsk These 10 Questions to Impress Your Hiring ManagerThe Most Popula r Macy’s Interview QuestionsHow to Look Like a Star in Any Job InterviewHow to Prepare for a Remote InterviewTurn It Into Something More PermanentAnd after you’ve got your part-time job, you may decide it’s time to take it full-time. We’ve got your back on that, too! It’s common for companies to take on employees to see how they adapt into the company culture before hiring them on permanently. Also, it makes sense that you, if you find you’re gelling with your coworkers, manager, and the company culture, might want to stick around for a while, and for more hours a week.10 Tips for Turning Your Contract Job into a Permanent One10 Ways to Turn Your Part-Time Job into a Full-Time OneGood luck! If you have any tips or stories about your own part-time job hunt, we’d love to hear them.

Thursday, November 21, 2019

Free will Essay Example | Topics and Well Written Essays - 1500 words

Free will - Essay Example determinism. Though both the sides bring evidence in support of their claims, yet the discussions endorse the very point that most of human actions, as well as man’s fate, are dependent of determinism though humans have been granted some powers to get involved into the activities of their choice to some extent in the wake of their whims and wishes. Hence, the topic under investigation observes great philosophic significance in its nature and scope. The Paper: Renowned theologian Jonathan Edwards (1754) has provided a detailed account of the concept of free will in his works, where he views the free will to be the desires prevailing in the human breast, and produce pleasure for man. Since it is mind that maintains the powers to direct the physical organs for the performance of an act or abstinence from the same, the mind issues commands whether some specific act in the wake of the desire should be performed or refrained from executing the same. Hence, there always appears some motive that results into the accomplishment of various tasks because of the desires that affect human mind. Nevertheless, man cannot perform every act out of his free will due to the prior knowledge of the Lord regarding all the things and incidents that would take place in man’s life. ... knowledge God maintains in respect of the future developments by alluding to the Scripture, where the predictions about the future developments have been made by God, which do not actually come under the definition of the uncertain guesses (393). In addition to this, since God is also already aware of the whims prevailing in the minds and hearts of the coming human generations, He has determined the actions the individuals belonging to these generations would perform and execute during their life span at large, which could be the products of the volitions of their moral (and immoral) agents (393). Hence, the actions and volitions appear to be the predetermined phenomena over which humans could have little or no power, according to Edwards’ doctrine (394). Hence, the foreknowledge of God about all events and actions that are actually the product of volitions provides an indirect pardon to the human actions due to the very reality that these steps had already been determined, ag ainst which humans could not be held responsible for. Another very important argument made by Edwards in support of his claim regarding the determinism includes the evident existence of the human actions that would occur in future years to come, to which he called the nature of Necessity (394). Furthermore, a thing existence of which is necessary in the universe, why it could be endorsed that the thing itself is not necessary. Hence, the action and event that has been preserved as the Foreknowledge in the possession of Nature would certainly occur one day in exactly the same manner as it has been preserved as the part of the Foreknowledge of the Providence. In other words, the argument indirectly refutes the possibility of free will due to the existence of actions and events as an essential

Wednesday, November 20, 2019

Occupational Health and Safety Essay Example | Topics and Well Written Essays - 250 words - 3

Occupational Health and Safety - Essay Example Employees are also required to inspect hoses for leaks at every start of each shift. Further, hoses of oxygen and fuel gas, when taped together, should not exceed one-third of the entire length of the hose (osha.gov, 1996). Grease and oil are also potential hazards and OSHA requires that oxygen cylinders be kept away from grease or oil. Greasy clothes and oily surfaces should be kept away from getting in contact with oxygen cylinders, hoses or any other parts of the valves and regulators (osha.gov, 1996). The scenario showed that the cylinders were lying on the floor and were all stored together in the area. This poses a tripping hazard and greater tendency for the cylinders to roll and bump on each other. The smell of the room being similar to a nail-polish remover suggests that there is a leak in the acetylene cylinder. This suggests that the employee was not able to check the cylinders or the hoses for leakage. Further, the welder, not recognizing the smell is in a very dangerous situation because of the high flammability of acetylene. His activity of chipping the welding slag with the torch tip is high risk of creating sparks that can ignite the room and cause an explosion. With him wearing greasy gloves puts him at even greater risk because the material will immediately catch fire since he was already using the welding slag. The scenario given suggests a very unsafe working condition. It is then very important that employees in construction sites, in this case, those involved in welding and cutting, must be aware of the guidelines set by OSHA to be able to prevent any accidents that may occur in the work

Monday, November 18, 2019

Classical and Baroque Style Essay Example | Topics and Well Written Essays - 250 words

Classical and Baroque Style - Essay Example There were several important forms that were used during this period. These included the mass, Missa Brevis, Missa Solemnis, requiem, and the vespers (Downs 69). Furthermore, the classical choral was homophonic and lighter in its texture. In addition, during this era, music was given careful attention by elegance, to form and restraint. The music was objective in nature and emotions were carefully controlled. In contrary, the Baroque period was dominated by chants and choral music. There were poems that were accompanied by instruments meant for praises. Music had the triadic harmony which made the music more complex. Furthermore, this music was dramatic and expansive. This music marked the beginning of harmony and melody use. Melodies were now played with a group of instruments in a chamber or by soloists in a concerto. For instance, Brandenburg concerto is one of the major Baroque concertos. It was composed by J.S Bach. The period led to the creation of foundations of scales and chords. Modulation in composition was also another style that emerged during this period. The period had composers like Monteverdi and Vivaldi. The period was also characterized by polyphonic approach and the basic form of the period was type of the three parts and it also incorporated the binary form. However, the two periods have some factors in unison. For instance, most of the instrumental forms like sonata a nd symphony were invented in the Baroque period but they were used in the classical era.

Saturday, November 16, 2019

Why performance appraisal is important

Why performance appraisal is important The aims of the performance appraisal are to provide the employees with the feedback on their performance. Performance appraisal also helps in identifying the training needs of the employees. The performance helps the organization provide the proper rewards and recognition to the deserving employees. It also provides the opportunity to the organization for the diagnosis and development. It also helps the organization to better the communication between the employees and the administration. (Thomas F. Patterson,1987). There are various methods that are employed to measure and evaluate the performance and appraise the employees. The appraisal system of the organization may have the common practice of measuring the performance of the organization in the form of the numerical or the scaling system. (Armstrong, Michael,2006). The managers are asked to assess the individuals on the scale on the various objectives and attributes. In many companies employees may receive the assessment from their peers, managers, subordinates and customers which is also known as the 360 degree performance appraisal. (Smit, Martin E.J.H.,2006). Tuckman and Oliver, 1968 : This study illustrate how feedback is the efficient tool which valued the most for crucial decision making process. Receiver will be benefit from the various people surrounding him by feedback system if the sources have ample of knowledge about task performance of the recipient. According to study conducted student versus supervisor feedback to teachers proved that students were more effective efficient to improve the performance of the teacher rather than the supervisor. In explanation the author says that teacher spend more time with the students rather than the supervisor. Along with that multiple feedback system correctly shows the potential of the person by reducing biasness or malice practice which is usually part of the corporate. Seniors or supervisor generally or constantly focus on the scope of the improvement, underestimating the achievement. DeNissi and Mitchell, 1978: According to him middle upper management spend a huge amount of time with their peers. Hence the peers have maximum opportunity to know about attributes, qualities rather than supervisor or the boss. Hence its more important who spend the maximum time as well as who observe the concern person in many different dimension of work behavior that persons opinion is quite important. Mintzberg (1973) : This literature review gives us details about how manager use the opinion of the staff, supervisor or peers as effective tool to evaluate or appraise of the employee which is completely unbiased in the nature. According his study middle level manager, peers and subordinates are more qualified to evaluate the performance rather than supervisor because the they have more information about the working style, working environment rather than the supervisor. It helps to enhance the supervisory behavior. Hegarty, 1973: Many experimental studies already proved that multiple feedback not only improve the supervisory quality but also brought transparency in the complete appraisal system. According to him top level people think that peers were at best position to evaluate the personal traits as well as personal achievement. Implementation of 360 degree employee assessment is fair practice which help to reduce the discrimination biasness help to motivate the the employee to perform better productive. Implementation of multiple feedback system helps to improve to qualities in individual level as well as professional level. Bernardin (1986) : Though peers subordinates were in the best position to evaluate the performance but major challenge is the problem of anonymity. Its very difficult to share the correct information about the peers with whom you have a good rapport. Hence some time the multiple feedback system become ineffective biased. The Essence and Functions of Performance Appraisal Systems by Newman, Warren McGiIl, 1987: Job performance evaluation is an integral part of an any organization. It is basically management decision to control the organizations which consist of the control standards, measurement, and corrective actions. Control Standard is the first foremost thing which based primarily upon the mission of the organization or individual short term goal of the every department. It indicates the crucial contribution of the performance appraisal system in the organization. Measurement which is a quantitative analysis or process depends upon many steps like appraisal criteria/ technique consist of the attributes or parameters, appraisal timing. The appraisal criteria are predefined by the organization which varies from organization to organization. The appraisal method or technique plays a crucial role in this process. Generally appraisal depends upon the performance of the candidate along with lot of qu alities like team skill, soft skill, analytical skill, domain knowledge and so forth. Feedback is most crucial essential part of the appraisal process which cannot ignore any time. Corrective measures are taken after feedback receive from the different sources. The appropriate corrective action should be taken to if there is any discrepancy between actual performance and performance standard. It not only a check guard for an employee to attain certain standard or level but also help to motivate the employee to perform better and productive manner. It built or reinforces trust among the team members or employees. According to this study it creates a value which help to motivate the employees to perform better. Ilgen, Barnes-Farrell, and McKellin (1993): According to authors four important aspects should be considered to appraise the performance of the individual, those are purpose of the performance appraisal, characteristics of the rates, nature of the scale used for the rating purpose and the impact of influence of this appraisal on the organization as whole. Chu (2002): Though his study compare performance appraisal system in two industries i.e. manufacturing and service industry but it widely applicable to all the industry. According to him comprehensive framework of the performance appraisal include six category which are purpose of appraisal, personnel whom to appraise, criteria or attribute for the appraisal, methods involve for that, appraisal timing, feedback of the appraisal. Cleveland, Murphy and Williams (1989): According his study there is a positive correlation exist between the organization characteristics and the performance appraisal. Organization culture and structure are two ingredients of the performance measurement system. When organization more leans towards to the decentralization, performance standard more concentrates towards the results, where organization is centralized one it more leans towards process of management functions. Jobber, Hooley Shipley (1993): According to them, a large organization and small organization adapt different methods for performance evaluation. Pre determined performance standards which are more formalized and quantitative in nature adopted by the large or multinational organization where as small organization generally follow qualitative and informal appraisal methods. According to this study, the performance appraisal system differ from industry type to industry type but still there is a relation between organization characteristics and function of performance appraisal system. Ouchi (1981): The study carried out the performance appraisal system in region wise rather than industry type wise. According to his study American organizations are more focused about individual performance, while Japanese organizations are more focused about group or team performance. 2.2 The Performance Appraisal Process Performance appraisal is planned, developed and implemented through a series of steps, Establish performance standards: Appraisal systems require performance standards, which serve as benchmarks against which performance is measured. To be useful, standards should relate to the desired results of each job. In situations pertaining to embarrassment, performance standards must be clear to both the appraiser and the appraisee. The performance standards or goals must be developed after a thorough analysis of the job. Goals must be written down. They must be measurable within certain time and cost considerations. Communicate the standards: performance appraisal involves at least two parties; the appraiser who does the appraisal and the appraisee whose performance is being evaluated. Both are expected to do certain things. The appraiser should prepare job description clearly; help the appriasee set his goals and targets; analyse results objectively; offer coaching and guidance to the appraisee whenever required and reward good results. The appraisee should be very clear about what he is doing and why he is doing it. For this purpose, performance standards must be communicated to appraisees and their reactions should be noted down right away. If necessary, these standards must be reviesed or modified. As pointed out by De Cenzo and Robbins, too many jobs have vague performance standards and the problem is compounded when these standards are set in isolation and do not involve the employee. Measure actual performance: After the performance standards are set and accepted, the next step is to measure actual performance. This requires the use of dependable performance measures, the ratings used to evaluate performance. Performance measures-to be helpful-must be easy to use, reliable, and report on the critical behaviours that determine performance. Four common sources of information which are generally used by managers regarding how to measure actual performance are personal observation, statistical reports, oral reports and written reports. Performance measures may be objective or subjective. Objective performance measures are indications of job performance that can be verified by others and are usually quantitative. Subjective performance measures are ratings that are based on the personal standards or opinions of those doing the evaluation, and are not verifiable by others. Subjective criteria include ratings by superiors, overall goals, and socio-cultural values of the environment. Compare actual performance with standards and discuss the appraisal: actual performance may be better than expected and sometimes it may go off the track. Whatever be the consequences, there is a way to communicate and discuss the final outcome. The assessment of another persons contribution and ability is not an easy task. It has serious emotional overtones as it affects the self-esteem of the appraisee. Any appraisal based o subjective criteria is likely to be questioned by the appraise and leave him quite dejected and unhappy when the appraisal turns out be negative. Taking corrective action, if necessary: Corrective action is of two types: one puts out the fires immediately, while the other destroys the root of the problem permanently. Immediate action sets things right and get things back on track whereas the basic corrective action gets to the source of deviations and seeks to adjust the difference permanently. Basic corrective steps seek to adjust the difference permanently. Basic corrective steps seek to find out how and why performance deviates. 2.3 CONFIDENTIAL SYSTEM AND OPEN SYSTEM OF APPRAISAL 2.3.1Confidential System In most of the organizations confidential reports are considered to be confidential documents. The individual is communicated if there are any adverse ratings or remarks in C.R for a particular year. Communication aspect does not work well in most of organizations due to reluctance on part of assessor to communicate to employee about what he thinks of him. The greatest advantage of the confidential system is that it fails to honor the right if the individual to be heard in matter in which he has very high stakes. 2.3.2Open System The open system suggests that all aspects of assessment should be processed with the full knowledge of assesses. This will help him to understand his deficiencies and he will be able to appreciate what the organization is doing for his development. Whatever system suits the organization depends on culture and social conditions of the organization. In times to come, the confidential system will gradually give the way to open system. The need for involving assesses in the process of appraisal can be seen from different angles. One is the need to allow participation by the employee in the process of evaluation. Another need is involving him in setting his goals or targets. Whether the individual should be given an opportunity for self-appraisal as part of reporting process or whether this opportunity should be given to him through an appraisal interview is matter of policy for an organization. What is that opportunity should be given to have a say as to what he himself thinks about his own performance. The chances of getting a good report or bad report are same, as there is no guarantee that the assessment reports would be written on basis of real performance. Often a reporting officer who wants to give a good report about a poor performer would Emphasize the potential aspect of the individual while a very potential may get an adverse report based on his performance. However, a person who is initially connected with day-to-day work of employee concerned should do performance appraisal. This immediate superior should have an important say in evaluating his performance. Self-appraisal should not form the sole basis for any final decision. Self-appraisal should only form part of a sound appraisal system. 2.4 METHODS OF PERFORMANCE APPRAISAL The performance appraisal methods may be classified into two categories, namely the Traditional and Modern methods, TRADITIONAL METHODS MODERN METHODS Graphic Rating Scales 1. Behaviorally Anchored Ranking Method Rating Scales Paired Comparison Method 2. Assessment Centre Forced Distribution Method 3. Human Resource Accounting Checklist Method 4. Management by Objectives Critical Incident Method 5. 360 degrees appraisal Grading Method Forced Choice Method 2.4.1 TRADITIONAL METHODS Graphic Rating Scales method is a printed form which is used to evaluate the performance of the employee. A variety of traits may be used in these types of rating devices the most common being the quantity and quality of work. The rating scales can also be adapted by including traits that the company considers important for effectiveness on the job. From the graphic rating scales excerpts can be obtained about the performance standards of employees. The rating scale method is the most common method of evaluation of an employees performance today. The graphic rating scale may however, suffer from a long standing disadvantage, i.e., it may be arbitrary and the rating may be subjective. In Ranking Method: the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is expressed in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. The quintessence of this method is that employees are ranked according to their relative levels of performance. While using this method, the evaluator is asked rate employees from highest to lowest on some overall criterion. Though it is relatively easier to rank the best and the worst employees, it is difficult to rank the average employees. Under Paired Comparison Method the appraiser ranks the employees by comparing on employee with all other employees in the group, one at a time. This method results in each employee being given a positive comparison total and a certain percentage of the total positive evaluation. Forced Distribution Method is developed to prevent the raters from rating too high or too low. Under this method, the rater after assigning the points to the Performance of each employee has to distribute his ratings in a pattern to confirm to frequency distribution. Check list Method consists of a list with a number if statements about the worker and his behavior. Each statement of this list is assigned value depending upon its importance. Both statements and their values are derived from preliminary research in which the pooled judgments of persons familiar with the job are used. No restrictions are put on the rater as to the number of statements he should mark. The workers final rating is taken as the average of the scale values of all statements that his superior has checked in rating him. Under Critical Incidents Method, the supervisor continuously records the critical incidents of the employee performance or behavior relating to all characters (both positive negative) in a specially designed notebook. The supervisor rates the performance of his subordinates on the basis of notes taken by him. Grading Method, this method certain well-defined grades are established in advance. Generally; three different grades are used i.e., out standing, satisfactory and unsatisfactory. Employee performance is compared with the defined grades and each employee is allotted a grade that best describes his/her performances. The main limitation of this method is that the rater may rate most of the employers on the higher side of their performance. Forced Choice Method, J.P Guilford developed this method. This method contains a series of statements and the rater rates how effectively a statement describes each Individual being evaluated. The main limitation of this method is that it takes a lot of time and effort to construct several evaluating statements. Under Group Appraisal Method, an employee is appraised by a group of appraisers. This group consists of the immediate supervisor of the employee, other supervisors who have close contact with the employees work, manager or head of the department and consultants. The head of the department or manager may be the chairman of the group and the immediate supervisor may act as the coordinator for the group activities. In Confidential Reports Method, superior appraises the performance of his subordinates based on his observations, judgments and intuitions. The superior keeps his judgment and report confidentially. 2.4.2MODERN METHODS Behaviorally Anchored Rating scales (BARS) method combines elements of the traditional rating scales and critical incidents methods. BARS are a sophisticated method of evaluating employee performance based on employee behavior rather than attitudes or assumptions about motivation or potential. BARS are numerical scale that is anchored by specific narrative example of behaviors that range from very negative to very positive descriptions of performance. BARS are difficult and time-consuming scale to develop. Each job must be analyzed and a list of critical incidents developed by the experts in the job. Once the critical incidents are developed, they are then scaled from effective to ineffective performance. The BARS technique offers high degree of inter rater reliability and objectivity because of its emphasis on behavior. In the Assessment Centre Method, individuals from various departments are brought together to spend two or three days working on an individual or group assignment similar to ones they would be handling when prompted. Observers rank the performance of each and every participant in order of merit. The Human Resource Accounting, deals with cost and contribution of human resources to the organization. Cost of human resources may be taken as standard. Employee performance can be measured in terms of employee contribution to the organization. This technique has developed and still it is in the transitory stage. The concept of Management by Objectives, requires the management to set specific, measurable goals with each employee and then periodically discuss the latters progress towards these goals. This technique emphasizes participatively set goals that are tangible, verifiable and measurable. MBO focuses attention on what must be accomplished rather than how it is to be accomplished. It is, thus a kind of goal setting and appraisal programme involving six steps: Set the organisations goals Set department goals Discuss departmental goals Define expected results Performance reviews Provide feedback Under 360 degrees Appraisal, The 360 degrees appraisal method was first developed and used by General Electric Company of USA in1992. Today, the Indian companies like Wipro corporations, Infosys, Reliance Industries follow this method. In this method, his superiors, subordinates, peers and customers with whom he interacts in the course of his performance appraise an employee. All these appraisers provide feedback on employee by completing survey questionnaire designed for this purpose. And then reports are prepared, and then presented to the employees being rated. 2.5 ESSENTIAL CHARACTERS OF AN EFFECTIVE APPRAISAL SYSTEM Performance appraisal system should be effective as a number of crucial decisions are made on the basis of score or rating given by the appraiser, which in turn, is heavily based on the appraisal system. An effective appraisal system should possess the following essential characteristics: Reliability and validity Job relatedness Standardization Practical viability Training the appraisers Open communication Employee access to results 2.6 MULTI-SOURCE RATINGS IN TEAM PERFORMANCE APPRAISAL Recent trends in organizational behavior and the structural changes of organizations have facilitated an increase in the use of teams (Fisher, Schoenfeldt, Shaw, 2003). As traditional bureaucratic hierarchies have been replaced by flatter structures, teams have become commonplace in most organizations (Cascio, 1998). As with individual performance appraisal, performance rating in team settings is complicated by a host of issues regarding the most appropriate method for measuring it, including the appropriateness of rating sources. Team performance appraisal is further complicated through working with others as a necessity for the successful completion of work. The performance dimensions relevant to team performance differ from the task-specific performance typically evaluated in individual performance appraisal. In general, interpersonal aspects of contextual performance become more relevant, if not necessary, for successful team performance (Levy Steelman, 1997). Most conceptualiz ations of team performance integrate contextual performance dimensions into formal appraisal. Across the literature, a lack of agreement exists regarding what the specific targets should be in team performance appraisal and how the ratings should be applied. Although the teams effectiveness is the ultimate goal, the performance of individuals and the team as a whole should be evaluated. Levy and Steelman (1997) argue that the traditional supervisor-rated methods of performance appraisal are not appropriate for team settings. Ratings should instead come from all sources in cases where they have adequate opportunity to observe the teams behaviors. Aside from opportunity to observe, the raters relationship with the team may influence his or her perspective; in other words, whether the rater is a team member, team supervisor, customer, etc. Regarding the effectiveness of each rating source, each has advantages and disadvantages. The criteria evaluated by the majority of the literature were inter-rater agreement, agreement with hard criteria, and rating acceptance. From the literature reviewed, the majority of research on rater effectiveness in team settings evaluates rater congruence. This may not even be an appropriate measure of effectiveness, since multi-source appraisal generally proposes that each source affords a unique perspective for evaluating the targets performance. Therefore, rating sources may not agree and still be accurate (Murphy Cleveland, 1995). Overall, the effectiveness of multi-source ratings in team performance appraisal has yet to be definitively answered through empirical research. Of the various theoretical models and empirical studies, one common area of agreement is that team performance should be appraised using multiple raters. Still, a lack of research exists regarding the effectiveness of each rating source. In general, the practice of team based performance appraisal has far outpaced empirical research (Jones, 1997). Research in the domain of team performance appraisal is filled with questions and characterized by a lack of agreement on many fronts. Overall, team performance management is a research area with a great demand for future development.

Wednesday, November 13, 2019

Essay on Appearance vs Reality in Yellow Wallpaper, Story of an Hour, a

Appearance versus Reality in Yellow Wallpaper, Story of an Hour, and Lottery  Ã‚     Ã‚  Ã‚   Authors often write literature to have an emotional impact on the reader. These effects vary from work to work, and they may include happiness, sorrow, anger, or shock. Even authors who try to achieve the same effect may go about it in very different ways. This paper discusses three short stories written to shock the reader, but each uses a different method to achieve its effect. While Kate Chopin's "The Story of an Hour" uses a sudden shift in plot at the end of a short narrative, Shirley Jackson's "The Lottery" gives hints throughout the story preparing the reader for a shocking ending; in contrast, Charlotte Perkins Gilman's "The Yellow Wallpaper" shocks its readers through careful character development. The narrator of Gilman's 1892 short story "The Yellow Wallpaper" is a woman who seeks professional medical assistance to treat her mild depression and nervousness; ironically, the treatment is much worse than the illness itself. At the time Gilman wrote "The Yellow Wallpaper," the accepted treatment for depression was complete rest in an isolated environment. The narrator's husband, a doctor, forces her to undergo this treatment; consequently, he imprisons her in a small room with no one to talk to and nothing to do. When the narrator is trapped in this prison, her only enjoyment is secretly writing in her journal. Since ... ...ing, but "The Story of an Hour" is more sudden. It is not shocking, however, that all three stories successfully impact the reader. Works Cited Jackson, Shirley. "The Lottery." Literature and Its Writers: An Introduction to Fiction, Poetry, and Drama. Eds. Ann Charters and Samuel Charters. Boston: Bedford Books, 1997. 308-14. Chopin, Kate. "The Story of an Hour." Literature and Its Writers: An Introduction to Fiction, Poetry, and Drama. Eds. Ann Charters and Samuel Charters. Boston: Bedford Books, 1997. 158-9. Gilman, Charlotte Perkins. "The Yellow Wallpaper." Literature and Its Writers: An Introduction to Fiction, Poetry, and Drama. Eds. Ann Charters and Samuel Charters. Boston: Bedford Books, 1997. 230-42

Monday, November 11, 2019

Why Violent Video Games Should Not Be Banned

According to certain people, violent video games should be banned; they feel that violent video games are the source of today’s violence amongst children. I strongly disagree with them. Video games, like movies, music and any other form of art, are there to entertain people and to enjoy, not restrict. What most people fail to realize is that the video game industry, like the film industry, is heavily regulated with a strict code of parental guidelines already in place. Even the game consoles to play these violent games have parental controls.What I fail to understand is that some parents believe its okay to give their children 18+ rated games even though they are well under that age, and say that these games are the sources of violence between children. If parents would not let a 10-year-old watch 18+ rated horrors movies, then why would parents let a 10-year-old play Gears of War, or Grand Theft Auto with its gang, crime and sexual content? Today, the debate to ban violent vi deo games is drastically increasing in popularity.Video games that have violence in them such as Call of Duty, Grand Theft Auto, or Gears of War, might be banned for showing mature content. Video games sold in the United States reach retail sales of twenty one billion dollars a year. If they are banned, the economy can lose a tremendous amount of profit, and not to mention almost every mature adult around the world would be extremely furious. When people say that video games are very influential on the youth of today, they are probably right.However, the youth of today probably shouldn't be playing violent video games to start with, just as they shouldn't be watching violent movies. Violent video games have an age rating on them for a reason. If parents want buy their under aged children violent video games, then they should not complain that the video games are causing their children to become violent. Before complaining, they should actually pay attention to the age ratings posted on the games themselves and not ignore it, and then to make things worse; try to ban the games that other people might enjoy playing.Today’s game consoles (Sony's Play station 3and Microsoft's Xbox 360) are both aimed at mature adults, with the consoles having parental controls, and age warnings on the game boxes. Personally, I couldn't think of anything worse if violent video games get banned. The last thing that I want to do is go into any store and only be able to buy games that are aimed at 3-year-olds, such as Kung fu Panda or Dora the Explorer.In conclusion, I can say that violent video games have become one of the most favorable forms of entertainment to any teenager or adult around the world in the 21st century. And if they were to get banned, many people would get extremely furious. Violent video games are aimed strictly at mature teenagers and adults (as indicated on the game box itself), not children. Parents that complain that some video games are too violent and should be banned should stop and think; because after all, they are the ones who bought their kids the violent video games.

Saturday, November 9, 2019

Procrastination and Homework

Procrastination and Homework Do you procrastinate? Most of us put things off from time to time, like when were supposed to be studying for a test or starting our lengthy research paper assignments. But giving in to diversions can really hurt us in the long run. Recognizing Procrastination Procrastination is like a little white lie we tell ourselves. We think we’ll feel better if we do something fun, like watch a TV show, instead of studying or reading. But when we give in to the urge to put off our responsibilities, we always feel worse in the long run, not better. And whats worse, we end up doing a poor job when we finally get started on the task at hand! Those who procrastinate the most are usually performing below their potential. Do you spend too much time on things that don’t matter? You may be a procrastinator if you: Feel the impulse to clean your room before you get started on a project.Rewrite the first sentence or paragraph of a paper several times, repeatedly.Crave a snack as soon as you sit down to study. Spend too much time (days) to decide on a topic.Carry books around all the time, but never open them to study.Get angry if a parent asks â€Å"Have you started yet?†Always seem to find an excuse to avoid going to the library to start on the research. You probably did relate to at least one of those situations. But don’t be hard on yourself! That means you are perfectly normal. The key to success is this: it is important that you don’t allow these diversion tactics to affect your grades in a bad way. A little procrastination is normal, but too much is self-defeating. Avoiding Procrastination How can you battle the urge to put things off? Try the following tips. Recognize that a feisty little voice lives inside every one of us. He tells us it would be rewarding to play a game, eat, or watch TV when we know better. Don’t fall for it!Think about the rewards of accomplishments, and put reminders around your study room. Is there a specific college you want to attend? Put the poster right over your desk. That will serve as a reminder to be your best.Work out a reward system with your parent. There may be a concert youre dying to go to, or a new coat youve spotted in the mall. Make a deal with your parents way ahead of time- make an agreement that you can receive the reward only if you reach your goals. And stick to the deal!Start with small goals if you’re facing a big assignment. Don’t get overwhelmed by the big picture. Accomplishment feels great, so set small goals first, and take it day by day. Set new goals as you go.Finally, give yourself time to play! Set aside a special time to do whatever you want. Afterward, youâ⠂¬â„¢ll be ready to get to work! Find a study partner who will help you stay on track. Meet regularly to discuss your commitments and deadlines. Its a strange thing about human nature: we might be willing to let ourselves down easily enough, but we hesitate to disappoint a friend.Give yourself ten minutes or so to clean your space before you get started. The urge to clean as a procrastination tactic is common and it is based on the fact that our brains desire the feeling of starting with a clean slate. Go ahead and organize your spacebut dont take too much time. Still find yourself putting off those important projects? Discover  More Procrastination Tips  to help you manage your time effectively.

Wednesday, November 6, 2019

Analysis N.Sparks True Believer Essay Example

Analysis N.Sparks True Believer Essay Example Analysis N.Sparks True Believer Essay Analysis N.Sparks True Believer Essay Dariya Glazova, group 402 Nicholas Sparks  «True Believer » The text under stylistic analysis presents the excerpt from the novel  «True believer » written by Nicholas Sparks. In this passage the author touches upon the issue of generation gap. He contrasts the grandmother, Doris McClellan, with her grandchild, Lexie. It is known that the adults like to teach their children how they should live their life and Doris isn’t exception. From the very beginning the reader can guess that the granny and her granddaughter are polarities. The author employs the parallel construction  «For Doris, the reason was †¦ For Lexie, the reason was†¦Ã‚ » to enhance this idea. Also we can see that the relationship between these two women are very close because even Lexie is angry with her granny’s interference in her life she loves her with her whole heart. To show that the grandmother’s existence is full of taking care of her lovely treasure the author uses the following choice of word: she meant no harm, frequently wondered aloud, all of her hemming and hawing and such like things. Among the other problems of society Nicholas Sparks raises the question of crisis of women of thirty years in this extract. He draws the reader’s attention to the fact that at her thirties Lexie  «hadn’t settled yet » and she is still in the search of her knight in shining armour. This special kind of her happiness, on the other hand she wants to meet the right guy as every normal girl or woman, is described by the author in the only one masterfully collected word  «her man » and this idea is also strengthened by the graphical expressive mean- the italics of the possessive pronoun her. The powerful effect produced by these stylistic devices is quite unquestionable. But she wants not only to be with the right guy but she wants the only one man who possible never has existed in the real world because he is a figment of her imagination which is created by herself according to the glamorous magazines overstuffed her library. This idea manifests itself through such demands to her chosen one as  «both sensitive and kind, at the same time sweet her off her feet, offer to rub her feet after a long day, challenge her intellectually, buy her flowers for no reason ». Furthermore Sparks draws the parallel between the past and the present which are embodied by main characters. Here we can see that the writer depicts the moral principles of women of the past and the representatives of the gentle sex of modern world. With having a keen eye for details the author claims that in the past women married men who were  «decent, with some principles and had a good job » but modern daughters of Eve want to feel passion for somebody as well and it is not easy for them to get married and find someone special in the whole world. The author’s object in employing the antithesis is quite evident because he enhances the desired effect with the help of this stylistic device. To the conclusion I’d like to wish all the women to find their partner in life but don’t have allusion about your eligible bachelor because everybody architects of his own fortune and also I completely agree with Nicholas Sparks that the excitement alive in the relationship is mostly up to the woman. if I’m wrong, correct me.

Monday, November 4, 2019

Work Skills. Business Research Paper Example | Topics and Well Written Essays - 2000 words

Work Skills. Business - Research Paper Example People that have bachelor’s degrees can become proactive by seeking a professional degree or a master’s degree. The globalization movement has shifted a lot of jobs from the developed countries to the emerging economies. Workers in many professional fields are facing competition for jobs from foreign candidates as the United States has become more proactive in giving work visas to foreigners with specialized skills. To build a success team in the workplace the first step is to find a good leader. Teammates that are not able to communicate well or connect with each other diminish the chances of synergy ever being achieved by the group. The use of technology in the workplace has allowed employees to become more productive. Technology has helped improve the working conditions of disabled people which increased the job opportunities for this special group of people (Cohn, 2000). Introduction Employers look for employees that are assertive because assertiveness can help work ers make better decisions. Aggressiveness is not a desirable trait recruiters seek in their employees. A person that takes a proactive career approach has a better chance of succeeding than people that are inactive and passive. The globalization movement has changed the workplace forever as diversity increased and international labor competition threatens the jobs of many blue collar American workers. Synergy is a characteristic present in many successful teams. Technological advancements increased the efficiency and productivity of employees around the world, but it also increased the pressures of workers due to higher managerial expectations. 1. Being Assertive instead of Being Aggressive at Work Being assertive is a great attribute to have in the workplace. Assertive people are characterized by making bold and confident statements (Merriam-webster, 2011). They can help other coworkers by inspiring them to improve their performance at work. Managers and leaders in the workplace te nd to be assertive people. The majority of successful entrepreneurs are for the most part assertive people (Adams, 2001). Employees that are assertive tend to be more motivated and their actions improve the corporate culture of a firm. Companies should target assertiveness as a desirable characteristic in the employee recruitment process. Assertive employees can outperform passive employees because they are more active and motivated. Contrary to the virtues of being assertive aggressiveness at work most of the times lead to bad results. Aggressiveness often leads to miscommunication among the workers. The perception that someone is being aggressive can create tensions in the workplace. Aggressive managers are not able to connect well with their employees. Normally an employee feels threaten by a manager that displays aggressive behavior. Yelling in the workplace is an example of an aggressive undesirable behavior in the workplace. People do not speak back when aggressive co-workers interact with them for fear of retaliation (Lloyd). Sometimes aggressiveness can work in a person’s favor. During a negotiation process is better to take an aggressive stance in order to gain a psychological advantage over the other party. Overall I would rather have an employee that is assertive than an aggressive worker. When aggressiveness is not controlled by a person it can implode and lead to disasters. Physical violence can occur when an aggressive person loses control of his emotions. Managers should incorporate anger management training in order to