Human Resource Management Changes in the 21st Century

Introduction Human resource management has undergone numerous changes over the last couple of years in terms of its application, development, and a role in organizational success. Various factors have influenced its development as an organizational concept and a scholarly discipline.Advertising We will write a custom report sample on Human Resource Management Changes in the 21st Century specifically for you for only $16.05 $11/page Learn More Organizational leaders are having a hard time managing human resources in the 21st Century due to factors such as the high rate of globalization, technological advancements, and increased competition due to innovation (Goldsmith, 2003). Such factors have influenced the functions of human resource management in the 21st Century because organizations deal with a more dynamic workforce, workplace environment, organizational structure, and new change management strategies. Organizations are undergoing a transition phase that has increased pressure on leaders to ensure effective human resource management that matches the demand for change. The pressure endured by organizational leaders also stems from the acknowledgment that employees form part of an organization’s resources and thus deserve better treatment. Human resource management in the 21st Century appreciates the value of employees and the role they play in giving an organization a competitive advantage in the market (Goldsmith, 2003). The demands of the contemporary workforce are higher and more costly, thus organizations need to improve their operational strategies in order to meet those demands and keep their workforce intact for a long time. Human resource management in the 21st Century presents many challenges and opportunities to organizations. Organizational leaders ought to be aggressive and open-minded in order to counter challenges and exploit opportunities fully (Goldsmith, 2003). This report will discuss the concept of hum an resource management in the 21st century by describing its current trends and future prospects. Discussion Studies have shown that strategic human resource management plays a crucial role in providing organizations with competitive advantage in the market. However, with current rate of technological development, globalization, and cultural transformation, organizations should develop and improve human resource management process.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More I chose this topic because the 21st Century has introduced new dynamics in organizational and human resource development that are likely to impact on human resource management within organizations (Goldsmith, 2003). By increasing knowledge on this topic, I hope to gain understanding with regard to traditional and contemporary approaches to human resource management. In addition, I also want to understand various ch allenges and opportunities that the contemporary approach to human resource management will bring to organizations. Human resource management experts argue that organizations should emphasize improvement of human assets over fixed assets. The reason for this is that developments witnessed in the 21st Century have made it easier for organizations to exploit human capital. Over the last couple of years, numerous trends related to the contemporary approach to human resource management have emerged (Goldsmith, 2003). Trends in human resource management in the 21st Century In the 21st Century, strategic human resource management remains the key element to attainment of organizational success. It has taken a general direction towards increasing the value of employees to an organization. In addition, it has contributed to the development of better strategies for attracting and retaining people within organizations. One of the main objectives of human resource management is to ensure quanti fiable return on investments involved in building a workforce (Goldsmith, 2003). As organizational leaders strive to achieve this objective, eight notable trends have emerged among various organizations. The first trend has developed along the challenge of organizations yearning to be employers of choice. This is a current trend because the inception of the human resource management concept has prompted organizations to apply various strategies in a bid to attract skilled and experienced individuals into their workforce. The human resource department should apply effective strategies that meet the demands of employees. Proper management of employee welfare helps organizations to attract qualified people into their workforce and thus maintain its competitiveness.Advertising We will write a custom report sample on Human Resource Management Changes in the 21st Century specifically for you for only $16.05 $11/page Learn More The second trend involves the de sire by organizations to outdo each other in creating the most skilled workforce (Goldsmith, 2003). This trend involves another challenge faced by the human resource department by using the organizational culture to attract and retain the most skillful individuals in the workforce. Employee retention ranks among the top objectives of human resource management. The reason for this is that organizations often invest numerous resources in increasing the capacity of their employees through training. Employees should utilize their knowledge after training to help their organizations in achieving success. On the other hand, organizations should ensure that all employee demands are met in order to reduce the turnover rate. This is also a current trend because organizations train their employees all the time. Another trend in human resource management involves the need for organizations to mentor leaders through participation and the use of technology (Goldsmith, 2003). Most of the people e ntering the job market in the 21st century have a lot of information and knowledge to share with organizations. Therefore, human resource managers are finding it a challenge not to accommodate them when they can add value to the decision-making process. This trend focuses more on the future than the present. As more technological advancements are anticipated in the future, human resource departments are preparing themselves by making future-oriented development strategies. Another human resource trend that has emerged in the 21st Century is the acknowledgment of employees as assets that can generate profit (Goldsmith, 2003). For a very long time, human resource management did not appreciate employees with regard to their value in the attainment of organizational success. In the 21st Century, human assets are the difference between successful and unsuccessful organizations. Organizational leaders should develop strategies that prioritize the demands and happiness of their employees. Studies have shown that a happy and satisfied workforce plays a crucial role in organizational stability, prolonged success, and developing a competitive advantage. Thinking on a global scale while complying with demands in the local market has also emerged as a trend in regard to human resource management. Organizational challenges and demands of the 21st Century are different (Goldsmith, 2003). Organizations are finding the need to expand their thinking scope in terms of developing strategies that will help their employees raise their organizations to international standards.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another emerging human resource management trend involves the need for organizations to ensure high flexibility and adaptability with the 21st Century dynamics of organizational success. Human resource management should ensure that employees in an organization have an open-minded approach in their work (Goldsmith, 2003). This allows them to be highly flexible in case the need for more work arises as a way of gaining competitive advantage. Human resource management should allow organizations to improve their capacity to adapt to change in an effective manner. It is unprofessional for organizational leaders to develop policies and fail to implement them on time. This is very important in helping organizations manage important elements such as a change in a manner that does not compromise their stability, competitiveness, and employee retention strategies. Other notable trends that have emerged include creating teams with a value of business partners and embracing technology as the mai n element for change in achieving human resource management objectives (Goldsmith, 2003). Human resource management since inception Human resource management has undergone a number of changes that have culminated into the present model of the 21st Century. Initially, human resource managers were referred to as personnel managers. This was back in the mid-1970s, when technological advancements were in their initial stages. Appointment into managerial positions was dependent on one’s ability to relate with others. Individuals with outgoing personalities would easily qualify for positions of operational managers even when they lacked essential leadership skills and competencies. People believed that managing people was easier compared to other managerial jobs in an organization (Goldsmith, 2003). The main work of personnel managers was to maintain records on the number of people enlisted to work for an organization, their duties, and compensation packages. Personnel managers wer e also involved in the recruitment and selection of employees. Personnel managers also evaluated employees on their performances in relation to achieving organizational goals. This means that the role of the human resource department was limited in terms of influencing the decision-making process for organizational processes. The human resource department was considered as one of the cost centers in an organization because it was not generating any revenue. This perception of human resource management influenced the value of employees to an organization because they were considered a liability (Goldsmith, 2003). Many organizations have invested most of their resources in acquiring fixed assets and ignored the importance of having a stable human asset base. Human resource management in the 21st Century Fast forward into the 21st century and the concept of human resource management has had numerous changes. There is a lot of professionalism in the contemporary application of human res ource management in terms of dealing with employee welfare and engaging them in organizational processes. Studies have also shown that there is a better implementation of the recruitment and selection process. Unlike in the past, human resource management in the 21st Century entails employees working in teams and involving themselves in the decision-making process (Goldsmith, 2003). The 21st Century welcomed a new era that values employees and acknowledges them for their contribution to organizational success. Human resource management in the 21st Century is employee driven because organizations have realized the value of having a happy and satisfied workforce. Human resource departments in organizations have transformed from being cost centers into productivity hubs. One of the main challenges faced by organizational leaders in the contemporary business environment is the need to remain highly competitive and successful for as long as possible (Goldsmith, 2003). Human resource mana gement in the 21st Century focuses a lot on increasing the productivity of an organization by providing employees with the best working conditions. Good workplace environment enables employees to give their maximum output. Achieving maximum productivity is very important for the success of human resource management in the 21st Century. Achieving maximum productivity entails two elements of human resource management. The two elements are efficiency and effectiveness. Efficiency refers to the ratio of the output to the input of any system. This element seeks to ensure that all the things are done in an organization apply in the right manner. On the other hand, effectiveness refers to the quality of being able to bring about a product (Goldsmith, 2003). This element focuses on ensuring that an organization focuses on doing the right things in order to reduce the cost of production. Human resources in an organization play a crucial role in improving its efficiency, effectiveness, and pr oductivity in the end. The level of technological advancements in the 21st Century has helped in increasing the productivity of organizations. Studies have shown that efficiency and effectiveness in an organization help to increase productivity. Human resource managers in the contemporary business environment are using technology to increase their productivity. Technology helps to compliment the effectiveness and efficiency of an organization’s workforce (Goldsmith, 2003). Technological devices such as personal computers, smart phones, iPad, and tablets have made it easier for human resource managers to work from anywhere. This helps to increase productivity because managers have a chance to input more hours into their work even when they are not in the office. Human resource managers should have the essential skills and competences for the effective use of technology. It will also ensure that their organizations embrace and adapt technology in an effective manner. One of the challenges that the human resource department experience in the 21st Century involves technology. Employees have to be trained on how to use various forms of technology in their work (Goldsmith, 2003). Human resource management keeps on changing and organizations need to invest a lot in having a highly skilled workforce. In addition, human resource managers have the challenge to ensure that they retain their best employees by meeting their demands and matching their professional ambitions. It will also be very challenging for human resource managers in the 21st Century because the workforce will become more diverse as the world grows. Diversity in the workforce is very good for organizational success and stability. It helps to boost an organization’s competitive ability as well as increasing its chances of achieving higher productivity (Goldsmith, 2003). This means that the role of the human resource departments in organizations will keep changing as the Century pushes on. S tudies have established that human resource management is more dynamic in the 21st Century compared to the mid-1970s. Organizations have had a transition from the traditional approach of managing human resources into a more strategic approach that values employees as organizational assets. The 21st Century approach to human resource management focuses more on adding the value of employees by promoting their competences, skills, abilities, and job experience. The best way that organizations can cope with the challenges of human resource management in the 21st Century is by adapting an employee-oriented approach to strategic management (Goldsmith, 2003). Organizations should adopt a more inclusive approach to human resource management that will allow employees to contribute towards organizational processes. In the past employees fulfilled only the duties and responsibilities under their job descriptions. However, human resource management in the 21st Century entails building a workfor ce capable of handling all organizational processes. As the century progresses on, the role of human resource management in an organization will change to involve more responsibilities for employees. Therefore, organizations should prepare themselves for the shifting process by taking a number of essential steps. The steps should prepare the workforce for change as well as increase the ability of organizations to remain stable and competitive. The first step is to ensure the provision of reliable and effective human resource leadership (Goldsmith, 2003). Effective leadership plays an important role in ensuring that organizations manage the transition phases of human resource management in the 21st Century in a successful way. The leadership should reorient the expectations of employees over the next couple of years to involve an increased demand for diversity and increased competences. Other steps include delivering value through organizational processes, planning with an orientatio n towards the future, as well as ensuring creativity and flexibility. Human resource management has a bright future in the 21st Century. This will depend on the ability of organizations to focus on rewarding and maintaining their employees (Goldsmith, 2003). The best way to reward employees is by giving them a good workplace environment, a good compensation package, as well as incentives and benefits. Considering the concept of occupational health and safety can help organizational leaders in providing their employees with a good workplace environment. The best way to maintain employees apart from rewarding them is by matching their ambitions and adhering to the professional code of human resource management. The focus of human resource management in the 21st Century should be to achieve organizational success through the workforce. Studies have also shown that organizations can increase productivity by investing in their workforce (Goldsmith, 2003). The human resource department in an organization should apply effective strategies that will lower the rate of employee absenteeism and turnover in order to achieve prolonged success. Organizational leaders will also have to prepare themselves to deal with the challenge of handling high rates of interdependence in the workforce. Since the 21st Century approach to human resource management promotes the spirit of teamwork, organizational departments are likely to have very close relations. Organizational leaders should also prepare themselves to manage a higher and quicker flow of information. The human resource department acts as the information bank for organizations in terms of getting information on the right individuals for an organization’s workforce. It also feeds the other organizational departments with employee information. As an organization grows, the flow of information grows bigger on a daily basis (Goldsmith, 2003). The 21st Century will present organizations with numerous challenges and opport unities concerning the use of human resources to achieve success. Conclusion Human resource management has undergone numerous changes over the last couple of years in terms of its application, development, and role in organizational success. Human resource management in the 21st Century appreciates the value of employees and the role they play in giving an organization a competitive advantage. Over the last couple of years, a number of trends with regard to human resource management have emerged. Human resource management in the 21st Century involves employees working in teams and getting involved in the decision-making process. This approach to human resource management focuses more on adding the value of employees by promoting their competences, skills, abilities, and job experience. The 21st Century welcomed a new era that valuing employees and acknowledges their efforts towards achieving organizational success. Human resource management keeps on changing, and organizations need to invest a lot in having a highly skilled workforce. The 21st Century will present organizations with numerous challenges and opportunities regarding human resource management. Reference Goldsmith, M. (2003). Managing Human Resources in the 21st Century: From Core Concepts to  Strategic Choice. New York: South-Western College Publishers. This report on Human Resource Management Changes in the 21st Century was written and submitted by user Yesenia Petersen to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Socrates Legacy essays

Socrates Legacy essays From his work documented in the Apology, the Meno, and the Euthyphro, Socrates seems to have practiced philosophy solely for the pursuit of truth. Through conversations with some of Athenss most respected men, he was able to prove his theories, which in turn disproved common beliefs of his time. By analyzing and understanding Socrates beliefs and conversations, we gain a better understanding of how reasoning can be used to acquire truth. The Apology is Socrates unsuccessful attempt to convince the Athenian jury he is innocent of the charges held against him. He describes the true intent of his philosophical study, which is for the pursuit of truth, is not to corrupt the youth or disobey the Gods. In the Meno the question of whether or not virtue can be taught is presented to Socrates. In this conversation he has with Meno, Socrates first questions what the definition of virtue is. When Meno provides an answer, Socrates then proves to him that the answer is questionable and different people can define virtue differently. By questioning virtue he shows that to answer a question we must first understand it fully. The goal of his philosophical practice is evident here because Socrates wanted people to acquire knowledge by consistently questioning facts. He wanted people to question what they held as absolute certainty and that is what he tried to do with Meno in their conversation. In Euthyphro, Socrates converses with a young man who speaks confidently and all-knowingly. Euthyphro is certain he understands what piety is until Socrates asks him to define it. Once again, Socrates' desire of having people to question what they hold to be true is evident in this conversation. Euthyphros answers are scrutinized and proven weak by Socrates and the young man is left to acknowledge that what he first held as knowledge (piety) is in fact, opinion...

Choose one strength and one weakness of Parsons sick role model. Do Assignment

Choose one strength and one weakness of Parsons sick role model. Do you agree with them Why or why not - Assignment Example One of the strengths of Parson’s sick role model is that it provides a rational background through which people can understand deviant behaviour and excuse it. I agree with this strength because sick people are actually not able to perform normal duties. This is because their health conditions and metabolic activities are impaired. Parson argues that the sick are supposed to be exempted from normal obligations until they recover. Parson enables people to understand the reasons for the sick not working properly; hence, people are made to appreciate the sick role and volunteer to help them during the recovery process (Hart 28). The model also enables doctors to build beneficial relationships with the patients, which prevents physicians from acting on their own interests rather than the interests of the physicians. The weakness in Parsons sick role model is that the model did not consider chronic illnesses and disabilities. I agree with this weakness because Parson was too specific to acute illnesses and avoided a sick role that is permanent and not transitional. Acute illnesses are characterized by patient passivity and physician assertiveness while chronic illnesses involves physicians participating in a treatment plan and patients bearing the responsibility of helping themselves (Hart 32). As people advance in age, chronic illnesses they suffer from in their life can deviance labels, which is not actually the

The Gospels--Mark Essay Example | Topics and Well Written Essays - 500 words - 1

The Gospels--Mark - Essay Example The struggle of the disciples in the storm is their lack of faith. They were overwhelmed by fear and were afraid that they will perish in the storm. The struggle of the man oppressed by demons was that he was being controlled by the devil. He was powerless against the evil one. The prominent man with the sick child was helpless because his daughter is dying. He was desperate and asked for the help of Jesus. The woman with an illness was struggling from her disease of discharging blood for a long time already. She however did not doubt Jesus’ healing powers. 2. What religious traditions or rituals do you practice? What customs does your church practice? Which of these are helpful to you? Which have not been prescribed by the Bible? Describe how we sometimes put human tradition over the authority of Scripture. The major rituals and practices in Shintoism include Ayurveda, Hatha Yoga, Kundalini Yoga, Namaste greeting, Puja, and The Sadhu (Religionfacts.com). Ayurveda is the system of medicine and healing of the ancient Hindu system. Hatha Yoga is the practice or meditative movement. Kundalini Yoga is the practice of awakening the kundalini or the energy that lies at the base of the spine. Namaste greeting is the act of greeting somebody by bowing the head and putting both palms together. The Puja is a ritual whereby humans relate to the actions of the divine. The Sadhu are the holy men of Hinduism, like the priests of the Catholics (Religionfacts.com). Among these practices the Kundalini Yoga is most helpful to me. Among these rituals the Ayurveda and the Namaste greeting have not been prescribed by the Bible. The use of ancient healing like the Ayurveda is a human tradition which takes precedence over the authority of the Scripture. Even the Namaste greeting cannot be found in the Bible. If I knew that I have only a few weeks to live, I will spend more time with my family, relatives and friends. They are the people who

4 questions Essay Example | Topics and Well Written Essays - 500 words - 3

4 questions - Essay Example Leadership has been in existence since the traditional times where people elected chiefs and warrior who represented smaller groups of people and has been developed to the kind of leadership today where people elect presidents and governors who represent larger groups. It is the study of knowledge application on action of people, individual actions, and group actions in an organisation. Organizational behavior therefore tends to interpret organizational relationships basing facts on an individual person, a group of individuals, or the whole social system. The purpose of organizational behavior is to improve the relationship among people in an organization by achieving all the objectives (human, organizational and social) at a go. An example of its application is a situation whereby the human resource manager carries out a research to understand the employees so that their personal objectives are achieved while at the same time the objectives of the organization are achieved. Most organizations operate according to the four models of organizational behavior which are autocratic, custodial supportive and collegialization. Politics dates back in the 17th century when leadership was introduced and the competition for the leadership position influenced the rise of politics. Politics can be defined as the influencing other people on a civil level or it can also refer to the process of controlling the community or state in an organized manner. Politics involve things such as influencing people to ones political views, making laws, exercising equality among the people and negotiation with other political subjects. The level of politics depends upon the number of people that the politician is leading and the power that the group has. An example of a political situation is the government of USA where Obama is the president and this is the highest rank of

Causes of the Charkha Dadri Mid-Air Collision

Causes of the Charkha Dadri Mid-Air Collision Introduction On 12th November in the year 1996 over the village of charkha Dadri, the fateful charkha Dadri mid air collision, involved two Saudi Arabian airlines Boeing 747-100B that was en route to Dhahran from New Delhi, and a Kazakhstan Airlines IIyushin II-76 that was en route to Kazakhstan from Shymkent (Cooper 2). The crash caused total fatalities of 349 people who were on board in the two planes with no survivors making it the world’s deadliest mid air collision and the deadliest aviation accident to occur in India. The accident was rated as the third- deadlist aircraft accident in the history of aviation behind Tenerife airport disaster and Japan Airlines (Cooper 4). Facts about the accident According to the investigations carried out the Boeing 747-100B from Saudi Arabian airlines, which was registered as HZ-ALH (SVA763) was flying from Indira Gandhi int’l Airport Delhi India to Dharan international airport Dhahran Saudi Arabia with 289 passengers and 23 crew member making it a total of 312 people on board (Burns 3). The second aircraft wasUN-76435 (KZA1907) a llyushin II-76 operated by the Kazakhstan airlines flying from Shymkent int’l airport to Indira Gandhi int’l Airport with 27 passengers and 10 crew members making it a total of 37 people on board. The SVA763 departed from New Delhi at 18:32 local time while the KZA1907 was at the similar time descending to make its landing at New Delhi (Burns 2). The two flights were under the approach controller VK Dutta. KZA1907 was cleared to go down to 15,000 when 74 miles from the airport while the SVA763 which was also travelling on the same airway but in the opposite direction was also cleared to ascend to 14,000 feet eight minutes later (Burns 4). At 18:40 local time KZA1907 gave a report to have reached its assigned altitude of 15,000 feet but was lower at 14,500 feet at was still descending (Burns 2). When the controller Dutta called the KZA1907 again he received no reply, he tried to warn of the other flight’s distance but the timing was too late. The two aircraft collided where the tail of KZA1907 cut through the SVA763’s left wing and the horizontal stabilizer. The crippled Boeing after being hit lost control and went into hasty descending twisting motions towards the ground with a huge fire trailing from its hit wing (Ashraf 3). Due to the stress in the air the Boeing broke up in air before the wreckage hit the ground with an estimated speed of 1,135km/h. Owing to the speed that the plane was descending with it was almost impossible for anyone to survive the crash. On the other hand the IIyushin remained structurally unbroken as it went in a firm but fast and hysterical dive until it crashed in the field (Cooper 4). After the arrival of the rescuers, they discovered four critically injured passengers from the IIyushin carried first aid and rushed them to the hospital. The four injured later died due to the fatal injuries they succumbed. Connectively, other two passengers from the Saudi flight also were found to have survived the fatal crash as they were still strapped to their seats on the wreckage aircraft. However, due to internal injuries the two passengers also died soon after the rescue (Burns 3). Thereby making it that there were no any survivor from the mid air collision as all the passengers and crew members in the two aircrafts died. According to the only eye witness to the accident, Captain Timothy J who is a pilot attached to the United States Air Force, he described the event as fatal where he saw a huge cloud that was lit up through an orange flame. The crash happened about 60 miles west of Delhi , the Saudi aircraft crashed near Dhani village which is in Bhiwani district while the Kazakhstani aircraft wreckage hit near Borohar village in Rohtak district (Ashraf 3). Human Factors After the investigations were carried out the Saudi Arabian airline took its Boeing 747 cockpit equipment to London England rather than India while the Kazakh place was taken to Moscow. The ultimate failure was attributed to the Kazakhstan airlines flight 1907’s pilot neglecting to follow the ATC instructions. Alternatively, whether there were cloud turbulence or communication problems (Ashraf 2). According to the commission of inquiry that was set up to establish the main cause of the accident, it was concluded that the accident main cause was the fault of the Kazakhstani II-76 Commander who as per the FDR evidence had descended from his assigned altitude of 15,000 to 14, 500 feet and afterwards even lower. It was due to breach of operating procedure which every pilot is expected to follow without deviation as it gives guidelines on how to steer the aircraft. The report also indicated that deficient of English language experience on Kazakhstani aircraft pilot’s part si nce they were entirely, dependent on their radio machinist for connections with the ATC (Cooper 4). Another factor that contributed to the crash in the Kazakhstani aircraft was that the radio operator did not have his own flight instruments he had to look over the pilots’ shoulder for his to access the reading. According to the report from the Kazakhstani officials the aircraft had descended while the pilots were fighting turbulence inside a thick cumulus clouds. It was also established that Indian air controllers also were complaining that pilots from Kazak occasionally, puzzle their calculations since they are familiar to using the metric structure to standardize height and distance. Kazak pilots normally use different methods of calculation while the rest of the world use nautical miles and feet (Burns 4). It was also established that the Kazakhstani 1907 radio operator discovered that they were not flying at the assigned 15,000, feet and requested the pilot to ascend further. The captain issued instructions for full throttle and the aircraft ascended a little only to hit the oncoming Saudi planes. It is always said that the Kazakhstani pilots had failed to climb slightly, their aircraft would have slightly passed beneath the Saudi plane (Burns 11). Moreover, the Indira Gandhi international airfield did not have secondary surveillance radar as required by aviation laws. The radar is used in providing extra data for example the aircraft’s identity and height by reading the transponders signals. Additionally, the New Delhi civilian airspace had one air corridor for arrivals and departures, most airports separate departures and arrivals into separate corridors this was since the rest of air space was taken by Indian Air Force (Ashraf 6). Conclusion After the Charkhi Dadri mid-air  collision recommendations were made for the airspace and the airport so that they could avoid such future catastrophe among them were installation of secondary radar in the air port. Secondly, a mandatory collision avoidance equipment n all commercial aircrafts operating in Indian air space and reduction of airspace over New Delhi which was initially under the Indian air force. The Kazakhstani pilots were also to be retrained in using world wide readings of nautical miles and feet so as they can be as the rest of world wide pilots. Works cited Ashraf, Syed F. Charkhi Dadri collision report expected this weekend. Rediff (New Delhi). 2013. print. Burns, John F. (14 November 1996). Indian Officials Gather Evidence on Midair Collision. The New York Times. 1996. print. Cooper, Kenneth J. At Least 349 Are Killed in Collision. The Washington Post. 1996. print

Comparing Relationships in Susan Minots Lust and Coraghessan Boyles C

Comparing Relationships in Susan Minot's Lust and Coraghessan Boyle's Carnal Knowledge  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      "After the briskness of loving, loving stops"-Susan Minot  Ã‚  Ã‚   This quote from Minot summarizes the love affairs in her short story "Lust" and T. Coraghessan Boyle's short story "Carnal Knowledge." The protagonists in these stories go to great lengths to please their significant others hoping to find loving, fulfilling relationships. They make sacrifices and relinquish certain degrees of power to find happiness, only to discover that this happiness is temporary. Both authors use literary techniques to enhance these themes. The short stories "Lust" and "Carnal Knowledge" maintain that relationships that lack an honest, loving foundation and a lack of balance of power end abruptly and cause pain and loneliness. The love the narrator hopes to find in Minot's "Lust" continually eludes her. The story consists of a young female narrator recollecting her numerous sexual experiences with numerous partners. Her motivation is not licentious, nor is she proud of her experiences, she is only struggling to find comfort and emotional fulfillment. Unfortunately, her experiences only take her further and further from the love and acceptance she yearns for. Sex initially makes the narrator feel loved, appreciated, and valued. She loved feeling "safe, at rest, in a restful dream" (258), as she would feel when he would first begin touching her with tender caresses. It becomes almost an addiction for her, a necessity for happiness. Ironically, it is an addiction that does not satisfy the need. Like a drug, sex brings the narrator a temporary means of escape and a temporary "high", yet after the the "high" is gone, she feels empty, alone, and ... ...d the last few paragraphs have no mention of Alena. This also helps to demonstrate how she flew in and out of Jim's life. Her effect on him was very short-lived and impermanent, and he is able to return to his old way of life after she is gone. Both "Lust" and "Carnal Knowledge" examine very brief love affairs. The relationships depicted in each story lack a solid foundation, therefore they cannot last. Power imbalances exist in these relationships that intensify the pain of the protagonists. Both characters initially derive great pleasure from the relationship only for it to slip away and leave them feeling empty and lonely because "After the briskness of loving, loving stops." Works Cited Boyle, T. Coraghessan. "Carnal Knowledge." The Compact Bedford Introduction to Literature. Ed. Michael Meyer. 5th ed. Boston: Bedford/St. Martin's, 2000. 242-255.

A Good Manager Essay

Managers can use humor and give their employees small tokens of appreciation for work well done. Also, when leaders themselves are in good moods, group members are more positive, and as a result they cooperate more. 127 Finally, selecting positive team members can have a contagion effect because positive moods transmit from team member to team member CASES Emotions and positive moods appear to facilitate effective decision making and creativity. Recent research suggests mood is linked to motivation, especially through feedback. Leaders rely on emotions to increase their effectiveness. The display of emotions is important to social behavior like negotiation and customer service. The experience of emotions is closely linked to Job attitudes and behaviors that follow from attitudes, such as deviant workplace behavior. Our final managerial implication is a question: can managers control colleagues’ and employees’ emotions and moods? Certainly there are limits, practical and ethical. Emotions and moods are a natural part of an individual’s makeup. Where managers err is in ignoring co-workers’ and employees’ emotions and assessing others’ behavior as if it were completely rational. As one consultant aptly put it, muff can’t divorce emotions from the workplace because you can’t divorce emotions from people. † 129 Managers who understand the role of emotions and moods will significantly improve their ability to explain and predict their co-workers’ and employees’ behavior. 1 . The first reason can be the diversity of people because not everybody has the same action and reaction; there are different kind of people who have different emotion and feelings. It will become harder to manage employees when the organization becomes bigger. In addition to these, as mentioned in the case the way of acting people’s business culture and etiquette sometimes can create ineffective managing environment. Applying wrongful behaviors like shouting when somebody did wrong work is the indicator of the poor managing. I think the emotions or reactions of people are related with their psychology but not their education level. A Good Manager By Miramar

Why Career Planning is Important With Expert Dorothy Tannahill-Moran

Why Career Planning is Important With Expert Dorothy Tannahill-Moran While using online job sites are an important component to a well-rounded search, it’s even more important that those hunting for new positions invest time and energy into professional relationships. Many job seekers don’t realize that networking is THE critical component to their job search and then fail to do it or do it effectively, says career development expert Dorothy Tannahill-Moran.â€Å"It’s important to understand that you must nurture your network all the time, not just when you need something like a job,† she adds. â€Å"The saying that you need to plant a tree 20 years ago and not when you need it applies. If you wait to network when you are looking for a job, it most likely isn’t going to work too well for you.†As far as where to network, Dorothy recommends seeking people you have something in common with – ideally through a professionally aligned organization, which should help more directly connect you to where you want to work. These people will know what opportunities exist.â€Å"Avoid ‘generic’ networking groups, as they tend to not be a good source for expanding your network. You have nothing in common, and that is key to forming relationships,† she says.What do you think are the most common mistakes people make when it comes to their careers?The first mistake is to lack planning and to make huge, sweeping assumptions about careers. It is fairly inaccurate for an outsider to look at a job and think what they see is the job. Usually they only see a small portion of it, much like an iceberg. When they finally get to that career, many people are in for a rude awakening.Another fairly common mistake is to not realize that the biggest path to career success is how well you interact with others – your boss, management, peers, etc. It’s called emotional intelligence. It can be learned, but a big issue is not mastering, much less realizing you need to. We go to school to learn specific things, but the one thing we’re left to figure out on our own is soft skills. Very little is actually taught to help people with this aspect. Some people figure it out on their own; others sputter along being victimized by their own lack of insight.What advice do you have on using online job searches to find your next job†¦what are some best practices?A job candidate can’t rely solely on posted jobs to find a job. They want to still connect with people inside the companies they want to work in. You have to assume that the posted jobs are only a small representation of what actually exists for available jobs. That means you do want to obtain referrals to people you can connect to and do informational interviews with.In terms of online job search, you need to ensure your resume has key words specific to the position you are seeking. About 80 percent of most companies use some form of applicant tracking system, which means your resume needs to be à ¢â‚¬Å"computer friendly† so it can be found in the system. Key words help the computer find your resume when the hiring person is ready.How do you think online job sites can make the job-hunting process easier for both employers and job seekers?The job sites don’t just have job descriptions; they are a rich search engine that a job seeker can use to find appropriate jobs. The job seeker should be able to search on all types of variables ranging from location, industry to job requirements. Some job seekers make the mistake of thinking they improve their chances by applying to jobs they really aren’t qualified for. In fact, they are wasting their time, as their resume will never be selected due to lack of qualifications that the computer can search for.An employer needs to take advantage of communicating all types of information about the job and the company in order to allow candidates to not just find the job but to self-select in or out of the process. Itâ€℠¢s important for employers to think not just in terms of the candidate flow in to them but that the flow is of highly qualified candidates. Part of that is providing enough information that some people will not opt to apply.What other tools or resources do you recommend for people in search of a new job?There are many good career sites with valuable information for a job seeker. Career Attraction is one of the best sites and offers good content and programs especially for job seekers.Can you offer some dos and don’ts for effective networking?You must first think of the other person and what is important to them. That means you need to get to know them. This will allow you to be a good support and resource to the other person. All relationships exist due to reciprocity, and if that isn’t in place, you can’t make any demands on the relationship. Again, there is a time component to relationships. It does take time to meet people and form a relationship, which means you can’t expect to go somewhere and instantly meet people who can help you find a job or new clients.Follow Dorothy on Facebook, LinkedIn and Twitter.

Reagan essays

Reagan essays Ronald Reagan: Its Time for a Change When the 1980 presidential election rolled around Americans were looking for a new leader and someone that could get the United States out of its slump. The previous Presidents did nothing but make Americans lose confidence in the position. Jimmy Carter didnt act as strong as a world leader should act. Gerald Ford wasnt a bad president but he didnt do much while he was in office. Nixon and Johnson were plagued by the conflict of the Vietnam War and the turbulent society in the United States. Americans needed an appealing President, someone who would lift their hopes; Ronald Reagan was that man. At the time the United States faced high inflation, high unemployment and high taxes. Reagan was determined to turn this around and return the United States to its past glory. Reagan planned to reduce the role of government and increase individual rights. He also wanted to reduce taxes and the American public was all for this. Finally, Reagan wanted to restore the pride, power and tradition the United States once had but was now lost. These plans, promises and other factors made Ronald Reagan a very appealing politician the United States. Ronald Reagan had a slightly different background then the men that came before him. Ronald Reagan won initial fame in Hollywood where he worked in films and was president of the Screen Actor Guild (Boller 259). He also appeared on television and in commercials. This experience in the media helped Reagan a lot as a President. He was able to speak clear and make people listen to his plans for the country. He wasnt afraid to tell the people what needed to be done in the country and these plans appealed to the public. Reagan was an experienced politician and had already worked in government. He spoke out publicly in the sixties for the Republicans and there conservative views. This is where he took the side that government ...

Transcript of Spoken Interaction with a Critical Commentary Essay

Transcript of Spoken Interaction with a Critical Commentary - Essay Example It helps researchers to determine a child’s sound abilities. Most natural discourse involves an adult and a child. The linguistic feature of the transcript below is phonology awareness, which involves analysis of sound patterns to come up with meanings. Many children learn to produce sounds, but cannot relate the sounds to the meanings of words. Other children are able to merge sounds to formulate words. The informant is a three-year-old girl. The dialogue took place on a farm in the countryside. The adult and the child were having a conversation about what they saw as in the farm. The adult is a distant relative of the child. They talked about the animals, plants and fruits, which they saw. Children listen to various sounds to learn their languages. They learn to differentiate various sounds, and to divide the speech into meaningful units to enable them to come up with words and sentences. Children also have to learn to extract a word from a speech sequence, and to understand the meaning of the word. They also learn to distinguish different sounds to understand the meanings of words with the same sounds. Some children may learn the meaning of words, but are unable to produce the correct sounds in their speech. Phonological awareness is the capability to concentrate on the elements of sound in speech. It also involves manipulation of sound elements such as syllables and phonemes. The awareness may include matching, fusion and study of spoken words. Child phonology describes the phenomena in children’s language. The descriptions of these aspects and developmental patterns are not sufficient to come up with a proposition of attainment of phonology. There are two dim ensions of phonological awareness; the first deals with the magnitude of the sound unit, while the second looks into the nature of manipulation of sound units. The second dimension also involves a child’

Nursing Leadership College Essay Example | Topics and Well Written Essays - 750 words

Nursing Leadership College - Essay Example This being a very reasonable business strategy, hospitals have downsized their nursing staff. The registered nurse-patient ratio is definitely decreasing at this time when there are more patients who are sicker. Registered nurses are thus required to delegate nursing tasks as more health care facilities utilize UAPs to attempt to resolve cost-containment issues. Delegation is defined as the process of transferring a specific task to be performed in a situation to another competent individual (Delaune & Ladner, 2006). However, the ultimate responsibility and accountability of the patient's health care still lies on the registered nurse. It is only the task that is delegated, not the responsibility (Delaune and Ladner, 2006). UAPs are allowed to perform nursing procedures provided that it is under the supervision of a registered nurse but the nurse is still accountable for this delegation (Best, Cohen, Dykes, Fredrick, & Heller, 2000). There are only a number of procedures that are allowed to be delegated to UAPs. More invasive procedures and procedures that require the nurse's professional judgement may not be delegated. An argument, however, still remains of whether this strategy is really cost-efficient than having more registered nurses in the staff. Nurses develop judgements using critical thinking to determine what to observe directly or indirectly for patient responses to come up with the proper nursing diagnosis and plan of care. This is one of the many reasons why even the most experienced and most competent UAP cannot measure up to even a new nurse ("Nurisng Legal Issues," 2006). The strategy of replacing registered nurses to UAPs may be cost-effective for the hospital. However, the quality of care that patients receive may be compromised. As there are more patients and lesser nurses, the practicing registered nurses are more tired and stressed. In addition to having more patients, these nurses have the additional responsibility of supervising the UAPs under their wing. If these unlicensed assistants make any mistake and compromise the health of a patient, it is the nurse who is still accountable. The use of unlicensed assistants helps the hospital in their cost-cutting ordeals, but does not help the nurse or the patient. If any, it only gives the nurse more workload and responsibility, and less personalized attention and care for patients. The utilization of UAPs would be more efficient if there are still more nurses. On the other hand, administrators claim that having more UAPs would relieve nurses of menial tasks such as taking temperatures, changing bedpans and feeding patients so that they can concentrate on assessment and devicing the plan of care (Gordon, 1995). This, however, redefines the nursing process to a kind of dettached and impersonal care, and cuts off the importance of the relationship that is built by the nurse with the patient to give utmost personalized care. The American Association of Nurse Attorneys has proposed that only the UAPs who have undergone competent training and evaluation be allowed to practice alongside nurses (The American Assoc