The India Video essays

The India Video essays In the video describing ancient India the filmmakers goal was to educate the audience by showing various places that still exist in India and describing the cultures of those times. The tone of the coverage was serious and straightforward with no biases made from the individuals interviewed. They all spoke from an educators point of view, which helped the videos credibility. Unfortunately, it was very difficult to understand what the commentators were saying due to their thick accents and the audiences limited knowledge on the subject. The text is a much better coverage source because one can read, and if necessary reread, the text at leisure to learn and understand the ancient Indian civilizations. This type of video should not play a large role in the overall education process for several reasons. The video was extremely difficult to understand, everything was explained very fast and no time was given to pause for note taking, and the names and places mentioned were not spelled f or the audience so there was no way one could look up the information when they returned home. The filmmakers goal to educate the audience was fulfilled to some degree. There were many interesting facts and explanations mentioned throughout the video. One of these interesting facts being that a man should marry at age twenty and his bride should be one-third his age, with the man promising sex and wealth and women had no independence in the Brahamian society. The filmmaker also covered a large period of time, starting with early paintings before 8000 BCE and ending with architecture and culture well after the nineteenth century AD. He included various landmarks such as the Arc and Temples, the Harrappan, Aryan, and Ashukas cultures and customs, and several religions like Hindu, Buddhism, and Mormonism and how they pertained to India. However, one problem that seemed to arise is that the video seemed to be on an interme ...

Supply Chain Management at Boost Juice

Supply Chain Management at Boost Juice Company Characteristics and Products Janine Allis founded Boost Juice bars in 2001. The company’s home country is Australia. Janine’s aim was to provide a healthy alternative to fast food, especially for children. She enlisted the help of a nutritionist and came up with several menus. Thereafter, she raised funds from friends and with the help of her husband set up the first Boost Juice Bars Store.Advertising We will write a custom report sample on Supply Chain Management at Boost Juice specifically for you for only $16.05 $11/page Learn More The company has grown through franchising and now has 190 stores spread all over the world. Initially, the menu consisted of various types of juice and smoothes. Today, snacks, soups, banana bread and wraps are served alongside the juice and smoothes. These are popular with customers especially during the winter. Boost Juice focuses on providing healthy snacks and fast food that can be eaten quickly or tak en to the office. The company avoids using preservatives and other additives to food. Instead, natural cultures are used to preserve the food. This means that the company needs a constant supply of fruit and milk. Theirs is a short supply chain. It consists of the farmers who provide the milk and juice, the Juice Bars and finally the consumer. The farmers deliver the milk and fruits to the bars daily. Each bar has a cold room to preserve the products. The juices and smoothes are all made in the bars. The processes are standardized and this increases the employees’ efficiency in preparing them. A customer will usually wait an average of five to seven minutes for their order (Franchise Expo,3). Customers can now get some of the Boost Juice products from supermarkets as well as the Boost Juice Bars. This is quite convenient as there are more supermarkets than Boost Juice bars. This is a new distribution channel and has opened up new opportunities to the company (Kirby,23). The S upply Chain The aim of Supply Chain Management is to provide value for the customer while minimizing the cost to the members of the supply chain. In the case of Boost Juice, customers would like to get healthy products at an affordable price. The task for the company therefore is to provide this healthy food and drink at that affordable price. This can only be done if all the components of the supply chain work together efficiently and effectively. Boost Juice operates a just in time system of procurement, purchasing only when absolutely necessary. The company has created excellent supplier relationships which are crucial to the success of this strategy. This system supports their low cost strategy as it helps in reducing the holding cost for inventory.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The company has also managed to do away with a substantial proportion of the cos t of rotten fruits and milk, which is common in the industry especially during summer. The company also operates an Electronic Data Interchange and an Intranet which aids communication with suppliers. Orders are placed automatically when inventory runs low and suppliers confirm whether or not they will be able to deliver (Boost Juice Bars Limited,2). The company bargains with suppliers for lower prices in return for purchase in bulk. This is possible only in Australia where their operations are large scale. In other countries like South Africa, suppliers have more power than the buyer, Boost Juice Bars. The company employs several tactics to find out what the customer wants. Research is done on focus groups and customers are encouraged to give their feedback via email. This has ensured Boost juice stays ahead of its competitors and satisfies its customers’ needs. Knowing what the customer wants and delivering it creates competitive advantage. Boost Juice has managed to succee d in this area due to excellent management of its supply chain. The company’s supply chain management can be said to be effective as it has enabled it to meet its goal of venturing into the international market. The company also earns a profit of more than $10million annually. This indicates that whatever strategies they are employing are actually succeeding. Their good people skills have enabled them to recruit suitable people who share the vision of the company. Their Love Life philosophy also draws people to their Bars. Illustration Advertising We will write a custom report sample on Supply Chain Management at Boost Juice specifically for you for only $16.05 $11/page Learn More Importance of Supply Chain management to The Company Supply Chain Management can be classified as a core competence for any business in today’s world. Failure in any part of the supply chain will usually result in customer dissatisfaction and loss of revenue. Thus, B oost Juice needs to invest in management of information and materials that flow in its supply chain. Customer satisfaction is a critical success factor in business, without it, Boost Juice would be put out of operations in a short time. Customers require service and product providers to be responsive to their needs. Supply Chain Management empowers companies to respond promptly to their customer’s needs. Establishing open communication channels with consumers helps in predicting their needs and thus creating products that satisfy these needs (Boost Juice Bars Limited,4). Changes in supply and demand can be anticipated and dealt with in the best way possible as early as possible. This is also a result of management of the flow of information in the supply chain. Instances of stock outs or over production can be avoided through Supply Chain Management. It also leads to better supplier relationships which lead to credit and discounts. Supply Chain Management helps Boost Juice to save time and money. Information is available therefore reducing the uncertainty in the planning process. Efficiency in procurement and transport help in lowering operating expenses. This in turn raises the profit margins (Boost Juice Bars Limited,3). The Practise of Supply Chain management at Juice Boost Bars The company’s supply chain management is evident in the database and IT system LeaseEagleâ„ ¢. This system enables the company to manage its franchises all over the world while keeping in touch with suppliers and other business partners. Multiple users can work on the system simultaneously, improving information sharing. The selection of partners who will own the franchise stores is also an element of supply chain management. There is a set criterion that prospective partners have to meet before joining the Boost Juice family. This is an attempt at ensuring efficiency in the production stage. New partners are required to work in their juice bars (Boost Juice Bars Li mited,1).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Finance flows along the supply chain in the same way as information. Boost Juice ensures it pays its suppliers promptly in order to keep them in business. The company recognizes that they need the farmers if they are to continue in operations. Late payment of suppliers is poor practise in Supply Chain Management as it leads to poor supplier relationships. This will impact negatively on the supply chain and result in poor value for the customer with high cost on the members of the supply chain. The company relies on customer feedback in order to create new products. This feedback is collected by the individual Juice Bars and analysed centrally. If the juice bars fail in their duty to collect customer feedback, the company may find itself losing revenue to competitors. Suppliers are crucial because they provide the raw materials necessary to make the food and drink. Recommendation Boost Juice should consider vertical integration as a means of securing a constant supply of fruits and m ilk for its juice bars. This is a form of backward vertical integration. The implementation of such a plan would require the company to purchase fruit and dairy farms. Owning the farms will enable the company to control the quality of produce delivered to its Juice Bars. High quality raw materials should lead to high quality end products and greater customer satisfaction than before. Transport costs can also be minimized by locating the Juice Bars close to the farms. The company can also benefit from the profit margins on the milk and fruits. The coordination between the farms and the juice Bars can also benefit greatly from such an arrangement. There are several considerations Boost Juice Bars has to make before adopting this proposal. The company should consider whether it has or can obtain the necessary manpower to manage the farms. Vertical integration is expensive and suitable sources of funds would have to be sought. In case the company finds vertical integration to be too exp ensive or unsuitable to its mode of operations, then other options can be sought. This would include long term contracts with the best suppliers or joint ventures with the farm owners (Franchise Expo,4). Boost Juice Bars Limited. Boost Juice Bars. 6 March 2005. 12 February 2011 https://www.boostjuice.com.au/#/home. Franchise Expo. Boost Juice Bars. 16 May 2010. 12 February 2011 https://www.franchiseexpo.com.au/franchise_locations/new-zealand. Kirby, James. Janine Allis: Business Secrets of the Woman Behind Boost Juice. Chicago: John Wiley and Sons, 2005.

How were Martin Luther King and Malcolm X different in their attitudes Essay

How were Martin Luther King and Malcolm X different in their attitudes to the United States and its political traditions How were they similar - Essay Example In America for instance, throughout the United States, there were numerous activism activities, especially by the black Americans in the early 19th Century, who felt segregated from getting an equal share politically, socially, and economically in the American soil. In this case, the essay evaluates approaches that were used by activist, Malcolm X and Martin Ruther King in the early 19th Century within the United States. Among the African Americans, there were numerous issues that were viewed as unacceptable to the American culture. This included the acts of discrimination on the basis of color, in the political arena, socially and in equal distribution of wealth among the whites and the black Americans leading to Montgomery Bus Boycott (Jo Ann, 1987, p. 44). In other cases, there were accusations against the police using force on the black Americans. Through numerous activists such as Malcolm X, there were efforts to change such situations by advocating for equality through different activist organizations formed by the black Americans. In 1964, there was an achievement by such groups when a law on civil rights was signed by President Lyndon Johnsons in presence of activist Martin Luther King, Jr. by the passing of the civil rights law, this promoted equality among all the Americans whether black or white. Malcolm X and Martin Luther King, Jr. were both black American activists born and brought up in the United States in the early in 19th Century. Their contributions toward black America activism were exclusive, and their impacts are felt to date in the American soil. Their activism efforts, though, were different as they both used different approaches towards their activism activities. Malcolm X, for instance, based his activism activities on the Islam teachings, while Martin Luther King, Jr. based his activism activities on Christianity. Additionally, Martin Luther King, Jr. fought

Fascist Italy to Nazi Germany Essay Example | Topics and Well Written Essays - 500 words

Fascist Italy to Nazi Germany - Essay Example This embarrassed Germany to a point of grudge. In the case of Italy, factions who were against its involvement during the First World War blamed its regime for taking part on the costly war that crippled their economy and prestige. However, both German Nazism and Italian Fascism had different goals and treatment on how they run their government and national affairs. Italian Fascism seeks to create an organic state by incorporating all aspects of national society. The focus was an economically self-sustaining and expanding empire with a strong and unified society. This was seen during Benito Mussolini’s initial act to create a strong government by uniting all political factions for national progress. Macdonald (1999) stated that, â€Å"Mussolini set up the Fascist Grand Council to work alongside the government Council of Ministers which included non-Fascists† (p.20). The goal of Italian Fascism was to try to restore Italy’s old glory while expanding its sphere of influence in Europe and its neighboring regions. This resulted to Italy’s early invasion of North Africa and Ethiopia during the opening stages of the Second World War. German Nazism also aims for national development and progress. In the case of Nazism, however, the way toward this goal was through their idea of a purity of race. In the eyes of Nazism under Adolf Hitler, Germany was in ruins because the Jews in Germany never took part in the First World War for Germany. Hitler also considered the Jews, who were mostly prominent businessmen and merchants, to have weakened German economy by making a fortune only for themselves. At the same time, German Nazism also abhorred the Slavic people and communists. Homosexuals and gypsies were looked down upon as a lesser group of people compared to the German populace. Hitler had a special hatred for the Jews though, and this fueled his sense of

Source Question on Public Health Reform 1832-1853 Essay Example for Free

Source Question on Public Health Reform 1832-1853 Essay Sources B and C mainly provide similar evidence for attitudes towards Public Health and the dangers of an outbreak of disease in 1849 because they both agree that public health in certain areas were much worse than those which were affected by the new Public Health Act. This is clear because Source B refers to, â€Å"We live in muck and filthe† and Source C refers to, â€Å"We also want sewers and an ample supply of water†. They also both agree that there are dangers of an outbreak of disease in 1849 for Source B refers to, â€Å"if the Cholera comes lord help us† and in Source C, the author claims that, â€Å"without which no efficient sanitary measures can be carried out†, which is referring to the anxiety of disease. Both Sources B and C offer similar evidence because they are both written for the same cause. Sources B and C were both written by people who wanted the Public Health Act to affect their local community due to the poor conditions and danger of disease in their areas. They are also both written at very similar dates, Source B having been written in 1848 and Source C having been written in 1849. This is important because public health at this time was known to be dreadful and both give a good insight towards the dangers of an outbreak of disease in 1849. They also both have the same purpose, for they were written for the intention of having the Public Health Act applied to their local areas (both signed by other locals who wanted the Act enforced), meaning that similar evidence would be involved in inquiring for the act. These similarities make Source C more valuable as evidence for attitudes towards Public Health and the dangers of an outbreak of disease in 1849 because the petition in Source C was signed by 164 people, whereas Source B was signed by 54 people. However, there are some differences between Sources B and C as evidence for attitudes towards Public Health and the dangers of an outbreak of disease in 1849. Firstly, both sources provide different evidence, for Source B gives a greater sense of desperation and fear, whereas Source C does not give as much of a sense of desperation. This can be seen when Source B refers to, â€Å"livin in a wilderness so far as the rest of London knows anything of us† whereas Source C only states that, â€Å"Unlike elsewhere there appears to be a very favourable feeling towards to its (the Public Health Act) adoption†. The sources are also written very differently. Source B is written with many spelling mistakes and bad grammar, whereas Source C is written in a more formal tone without any spelling mistakes or bad grammar The main reason why the sources offer different evidence is because they are written by two people from very different backgrounds. Source B is written by someone who has clearly not been educated very well as the letter is written in poor English. This makes the source more valuable as evidence for the attitudes towards Public Health and the dangers of an outbreak of disease in 1849 because it comes from someone who sounds more desperate. Whereas, Source C is written by an active local Poor Law Guardian a middle class man or above, and has been educated. Due to the tone being formal, desperation for the Public Health Act does not come through as clearly as Source B therefore it is not as valuable evidence for the attitudes towards Public Health and the dangers of an outbreak of disease in 1849. Source B offers more useful evidence the Source C because not only does it describe conditions of the public health problems and bring across the anxiety of an outbreak of disease in 1849, but also presents more of a sense of desperation due to the illiteracy of the author, for example, â€Å"The stenche of their gully hole is disgustin We all of us suffer and numbers are ill†. Source B is also reliable because it comes from someone who is clearly more desperate for better public health conditions due to the tone. Source C is just as reliable for a ‘Board’ was secured and he was assisted by Chadwick’s favoured engineer. Overall, Source B is more useful than Source C as evidence for attitudes towards Public Health and the dangers of an outbreak of disease in 1849 because it describes the public health conditions of his area in greater detail than Source C, and, his evidence is typical to the conditions described at the time. However, together, they provide valuable evidence because both corroborate that public health at the time was appalling and that there were dangers of an outbreak of disease in 1849.

Justification for Eddie as a Loveable Character in A View From The Brid

When Alfieri makes his final speech, he says that he 'will love him' (Eddie) more than his 'sensible clients', referring to the usual longshoremen and their relations mentioned at the beginning of the play. However, it is unlikely that Alfieri means 'love' as in 'loveable', due to the fact that Alfieri says before that this love is because of the fact that Eddie 'allowed himself to be fully known'. This could be referring to the fact that everyone around Eddie can see his love for Catherine e.g. at the end, Beatrice tells Eddie that he 'wants something else' other than Marco's apology (i.e. Catherine), and Alfieri mentions that ?she can?t marry you, can she Eddie is also described by Alfieri as ?not purely good?, emphasizing the fact that Alfieri does not see Eddie as loveable. The ?love? referred to could be that Alfieri respects Eddie for allowing the people around him to know his feelings. However, Eddie can?t see the true nature of his own love for his niece, and he cannot admit that his relationship with her goes far beyond father/daughter love. Eddie may not be loveable in the normal sense of the word, but at the beginning of the play, we can still see him as a likeable man ? an ?average?, flawed person. He cares for Catherine as a daughter, and tells her near the end that he ?only wanted the best? for her (Only Eddie is ?the best?, and nothing else will do?). However, he also acts like a young lover near the beginning of the play when we see Eddie and Catherine together for the first time, the stage directions say that Eddie is ?pleased, and therefore shy about it? when Catherine greets him. He is also overprotective of her, a combined result of the ?wrong kind of love? and the fatherly love he has for her, just before M... ...nitched to the immigration? they spit on him in the street? The whole neighbourhood was cryin?.? However, after Eddie has finally broken the code in a desperate attempt to get Rodolpho out of the house, we lose sympathy for him, in the same way that Red Hook?s Italian community loses respect for him after his betrayal of his cousins becomes clear to them. However, Eddie is still a pitiable character. Despite his failure to understand his own love for his niece, he is a normal working man who doesn?t really see why it is wrong to love her so much, and deludes himself, trying to convince himself that what he is doing is right. He may not be the typical ?hero? type of many other writers? playscripts ? unlike a hero, he is not perfect, and has many faults, being unable to see or correct them ? but we can still identify with him and his feelings as a normal working man.

Human Resource Management in Business Essay

ââ€" º Hand out date: 1st June ââ€" º Hand in date: 15th June P5 explain how employee performance is measured and managed M3 explain how the results from measuring and managing performance inform employee development D2 assess the importance of measuring and managing employee performance at work. For your final task in your new role as recruitment consultant of ‘Dave’s Management’ you have been asked to investigate and write a report on how different organisations measures and manages the performance of their employees. They would also like you to explain how the results from measuring and measuring performance help with employee development. To conclude the report they would like you to assess the importance of measuring and managing employee performance at work Further Guidance: Measuring performance: ââ€" ºPerformance indicators (achievement against targets); ââ€" ºGoal theory; ââ€" ºSMART (specific, measurable, achievable, realistic, time-bound) ââ€" ºTargets eg sales targets, growth targets, financial targets, waiting times, pass rates, punctuality, attendance ââ€" ºBenchmarking Managing performance: ââ€" ºprobation; ââ€" ºappraisal; ââ€" ºsupporting employees eg mentoring, monitoring, buddying; ââ€" ºoccupational health; ââ€" ºmanaging workloads; ââ€" ºdelegating authority; ââ€" ºresponsibility; ââ€" ºcapacity; competence; ââ€" ºautonomy; ââ€" ºlinking rewards to performance; ââ€" ºdiscipline; ââ€" ºemployee development (training, learning, job rotation, accelerated promotion, personal, professional) To achieve a PASS: You will need to appreciate that the maximum contribution is required from each employee at work. Jobs often have specific performance criteria associated with them, so sales staff may have to generate  £50,000 of sales per month. This may be because there is a business objective showing a sales target of  £6 million for a sales team of 10 people. Individuals need to be monitored to ensure they are working effectively and meeting targets and standards set for them. Both above par and below par performance must be managed. To achieve a MERIT: You must be able to identify suitable performance indicators to use with individual employees and show how the individual’s performance can be improved through the use of performance management. Experienced teachers may be judged on examination pass rates and might be used for them passing through a pay threshold may be the reward. Chefs may be judged on good reviews, gaining Michelin stars or the gross profit margin of dishes and maybe used as a way of deciding whether they will gain a pay rise. Not all employees are judged in the same ways as, so different performance indicators are used to manage them. Attending a course maybe needed to remedy poor performance. Employees may have good punctuality and attendance monitored as these are basic requisites for working satisfactorily for a majority of occupations. To achieve a DISTINCTION: You must make judgements about the value of monitoring and managing employees. The benefits of performance management should be contrasted with the consequences of failing to manage performance.

The Return: Midnight Chapter 22

â€Å"Ma ma said not in Fel ‘s Church,†Mrs. Flowers repeated to Stefan. â€Å"And that means not the thicket.† â€Å"All right,†Stefan said. â€Å"If he's not there, then where else?† â€Å"Well,†Elena said slowly, â€Å"it's the police, isn't it? They've caught him.†Her heart felt as if it were in her stomach. Mrs. Flowers sighed. â€Å"I suppose so. Ma ma should have told me that, but the atmosphere is ful of strange influences.† â€Å"But the sheriff's department is in Fel ‘s Church. What there is of it,†Elena objected. â€Å"Then,†Mrs. Flowers said, â€Å"what about the police in another city close by? The ones who came looking for him before – â€Å" â€Å"Ridgemont,†Elena said heavily. â€Å"That's where those police that searched the boardinghouse were from. That's where that Mossberg guy came from, Meredith said.†She looked at Meredith, who didn't even murmur. â€Å"That's where Caroline's dad has al his big-shot friends – and Tyler Smal wood's dad does too. They belong to al those no-women clubs with does too. They belong to al those no-women clubs with secret handshakes and stuff.† â€Å"And do we have anything like a plan for when we get there?†Stefan asked. â€Å"I have a sort of Plan A,†Elena admitted. â€Å"But I don't know that it wil work – you may know better than I do.† â€Å"Tell me.† Elena told him. Stefan listened and had to stifle a laugh. â€Å"I think,†he said soberly afterward, â€Å"that it just might work.† Elena immediately began to think about Plans B and C so that they wouldn't be stuck if Plan A should fail. They had to drive through Fel ‘s Church to get to Ridgemont. Elena saw the burnt-out houses and the blackened trees through tears. This was her town, the town which, as a spirit, she had watched over and protected. How could it have come to this? And, worse, how could it ever possibly be put back together again? Elena began to shiver uncontrol ably. Matt sat grimly in the jury conference room. He had explored it long ago, and had found that the windows were boarded over from the outside. He wasn't surprised, as al the windows he knew back in Fel ‘s Church were boarded up, and besides, he had tried these boards and knew that he could break out if he cared to. He didn't care to. It was time to face his personal crisis. He would have faced it back before Damon had taken the three girls to the Dark Dimension, but Meredith had talked him out of it. Matt knew that Mr. Forbes, Caroline's father, had al his cronies in the police and legal system here. And so did Mr. Smal wood, the father of the real culprit. They were unlikely to give him a fair trial. But in any kind of trial, at some point they would at least have to listen to him. And what they would hear was the plain truth. They might not believe it now. But later, when Caroline's twins had as little control as werewolf babies were reputed to have over their shapes – Well, then they'd think of Matt, and what he'd said. He was doing the right thing, he assured himself. Even if, right now, his insides felt as if they were made of lead. What's the worst they can do to me? he wondered, and was unhappy to hear the echo of Meredith's voice come back. â€Å"They can put you in jail, Matt. Real jail; you're over eighteen. And while that may be good news for some genuine, vicious, tough old felons with homemade tattoos and biceps like tree branches, it is not going to be good news for you.† And then after a session on the Internet, â€Å"Matt, in Virginia, it can be for life. And the minimum is five years. Matt, please; I beg you, don't let them do this to you! Sometimes it's true that discretion is the better part of valor. They hold all the cards and we're walking blindfolded in the dark†¦Ã¢â‚¬  She had gotten surprisingly worked up about it, mixing her metaphors and al , Matt thought dejectedly. But it's not exactly as if I volunteered for this. And I bet they know those boards are pretty flimsy and if I break out, I'l be chased from here to who-knows-where. And if I stay put at least I'l get to tel the truth. For a very long time nothing happened. Matt could tel from the sun through the cracks in the boards that it was afternoon. A man came in and offered a visit to the bathroom and a Coke. Matt accepted both, but also demanded an attorney and his phone cal . â€Å"You'l have an attorney,†the man grumbled at him as Matt came out of the bathroom. â€Å"One'l be appointed for you.† â€Å"I don't want that. I want a real attorney. One that I pick.† The man looked disgusted. â€Å"Kid like you can't have any money. You'l take the attorney appointed to you.† â€Å"My mom has money. She'd want me to have the attorney we hire, not some kid out of law school.† â€Å"Aw,†the man said, â€Å"how sweet. You want Mommy to take care of you. And her al the way out in Clydesdale by now, I bet, with the black lady doctor.† Matt froze. Shut back in the jury room he tried frantical y to think. How did they know where his mom and Dr. Alpert had gone? He tried the sound of â€Å"black lady doctor† on his tongue and found it tasted bad, sort of old-time-ish and just plain bad. If the doctor had been Caucasian and male, it would've sounded sil y to say â€Å"†¦gone with the white man doctor.† Sort of like an old Tarzan film. A great anger was rising in Matt. And along with it a great fear. Words slithered around his mind: surveillance and spying and conspiracy and cover-up. And outwitted. He guessed it was after five o'clock, after everybody who normal y worked at court had left, that they took him to the interrogation room. They were just playing, he figured, the two officers who tried to talk to him in a cramped little room with a video camera in one corner of the wal , perfectly obvious even though it was smal . They took turns, one yel ing at him that he might as well confess everything, the other acting sympathetic and saying things like, â€Å"Things just got out of hand, right? We have a picture of the hickey she gave you. She was hot stuff, right?†Wink, wink. â€Å"I understand. But then she started to give you mixed signals†¦Ã¢â‚¬  Matt reached his snapping point. â€Å"No, we were not on a date, no, she did not give me a hickey, and when I tel Mr. Forbes you cal ed Caroline hot stuff, winkey winkey, he's gonna get you fired, mister. And I've heard of mixed signals, but I've never seen them. I can hear ‘no'as well as you can, and I figure one ‘no'means ‘no'!† After that they beat him up a little bit. Matt was surprised, but considering the way he had just threatened and sassed them, not too surprised. And then they seemed to give up on him, leaving him alone in the interrogation room, which, unlike the jury room, had no windows. Matt said over and over, for the benefit of the video camera, â€Å"I'm innocent and I'm being denied my phone cal and my attorney. I'm innocent†¦Ã¢â‚¬  At last they came and got him. He was hustled between the good and bad cops into a completely empty courtroom. No, not empty, he realized. In the first row were a few reporters, one or two with sketchbooks ready. When Matt saw that, just like a real trial, and imagined the pictures they'd sketch – just like he'd seen on TV, the lead in his stomach turned into a fluttering feeling of panic. But this was what he wanted, wasn't it, to get the story out? He was led to an empty table. There was another table, with several well-dressed men, al with piles of papers in front of them. But the thing that held Matt's attention at that table was Caroline. He didn't recognize her at first. She was wearing a dove gray cotton dress. Gray! With no jewelry on at all, and subtle makeup. The only color was in her hair – a brazen auburn. It looked like her old hair, not the brindled color it had been when she was starting to become a werewolf. Had she learned to control her form at last? That was bad news. Very bad. And final y, with an air of walking on eggshel s, in came the jury. They had to know how irregular this was, but they kept coming in, just twelve of them, just enough to fil the jury seats. Matt suddenly realized that there was a judge sitting at the desk high above him. Had he been there al along? No†¦ â€Å"Al rise for Justice Thomas Hol oway,†boomed a bailiff. Matt stood and wondered if the trial was real y going to start without his lawyer. But before everyone could sit, there was a crash of opening doors, and a tal bundle of papers on legs hurried into the courtroom, became a woman in her early twenties, and dumped the papers on the table beside him. â€Å"Gwen Sawicki here – present,†the young woman gasped. Judge Hol oway's neck shot out like a tortoise's, to bring her into his realm of sight. â€Å"You have been appointed on behalf of the defense?† â€Å"If it pleases Your Honor, yes, Your Honor – al of thirty minutes ago. I had no idea we had gone to night sessions, Your Honor.† â€Å"Don't you be pert with me!†Judge Hol oway snapped. As he went on to al ow the prosecution attorneys to introduce themselves, Matt pondered on the word â€Å"pert.†It was another of those words, he thought, that was never used toward males. A pert man was a joke. While a pert girl or woman sounded just fine. But why? â€Å"Cal me Gwen,†a voice whispered beside him, and Matt looked to see a girl with brown eyes and brown hair back in a ponytail. She wasn't exactly pretty, but she looked honest and straightforward, which made her the prettiest thing in the room. â€Å"I'm Matt – Well, obviously,†Matt said. â€Å"Is this your girl, Carolyn?†Gwen was whispering, showing a picture of the old Caroline at some dance, wearing stilts, and with tanned legs that went up and up to almost meet before a miniskirt took over, black and lacy. She had on a white blouse so tight at the bust that it hardly seemed able to contain her natural assets. Her makeup was exactly the opposite of subtle. â€Å"Her name's Caroline and she's never been my girl, but that's her – the real her,†Matt whispered. â€Å"Before Klaus came and did something to her boyfriend, Tyler Smal wood. But I have to tel you what happened when she found out she was pregnant – â€Å" She'd gone nuts, was what had happened. No one knew where Tyler was – dead after the final fight against Klaus, turned into a ful wolf in hiding; whatever. So Caroline had tried to pin it on Matt – until Shinichi appeared and became her boyfriend. But Shinichi and Misao were playing a cruel joke on her, pretending that Shinichi would marry her. It was after she realized that Shinichi didn't care at allthat Caroline had gone total y bal istic, and had real y tried to make Matt fit the gaping hole in her life. Matt did his best to explain this to Gwen so she could explain it to the jury, until the judge's voice interrupted him. â€Å"We wil dispense with opening arguments,†said Judge Hol oway, â€Å"since the hour is so late. Wil the prosecution cal its first witness?† â€Å"Wait! Objection!†Matt shouted, ignoring Gwen's tugging at his arm and her hissing: â€Å"You can't object to the judge's rulings!† â€Å"And the judge can't do this to me,†Matt said, twitching his T-shirt back from between her fingers. â€Å"I haven't even had a chance to meet with my public defender yet!† â€Å"Maybe you should have accepted a public defender earlier,†replied the judge, sipping from a glass of water. He suddenly thrust his head at Matt and snapped, â€Å"Eh?† â€Å"That's ridiculous,†cried Matt. â€Å"You wouldn't give me my phone cal to get a lawyer!† â€Å"Did he ever ask for a phone cal ?†Judge Hol oway snapped, his eyes traveling around the room. The two officers who had beat Matt up solemnly shook their heads. At this, the bailiff, whom Matt suddenly recognized as the guy who'd kept him in the jury room for around four hours, began wagging his head back and forth in the negative. They al three wagged, almost in unison. â€Å"Then you forfeited that right by not asking for it,†the judge snapped. It seemed to be his only way of speaking. â€Å"You can't demand it in the middle of a trial. Now, as I was saying – â€Å" â€Å"I object!† Matt shouted even louder. â€Å"They're al lying! Look at your own tapes of them interrogating me. Al I kept saying – â€Å" â€Å"Counselor,†the judge snarled at Gwen, â€Å"control your client or you wil be held in contempt of court!† â€Å"You have to shut up,†Gwen hissed at Matt. â€Å"You can't make me shut up! You can't have this trial while you're breaking al the rules!† â€Å"Shut your trap!† The judge belted out the words at a surprising volume. He then added, â€Å"The next person to make a remark without my express permission shal be held in contempt of court to the tune of a night in jail and five hundred dol ars.† He paused to look around to see if this had sunk in. â€Å"Now,†he said. â€Å"Prosecution, cal your first witness.† â€Å"We cal Caroline Beulah Forbes to the stand.† Caroline's figure had changed. Her stomach was sort of upside-down-avocado-shaped now. Matt heard murmurs. â€Å"Caroline Beula Forbes, do you swear that the testimony you shal give wil be the truth, the whole truth, and nothing but the truth?† Somewhere deep inside, Matt was shaking. He didn't know if it was mostly anger or mostly fear or an equal combination of both. But he felt like a geyser ready to blow – not necessarily because he wanted to, but because forces beyond his control were taking hold of him. Gentle Matt, Quiet Matt, Obedient Matt – he had left al those behind somewhere. Raging Matt, Rampaging Matt, that was about al he could be. From a dim outside world, voices came filtering into his reverie. And one voice pricked and stung like a nettle. â€Å"Do you recognize the boy you have named as your former boyfriend Matthew Jeffrey Honeycutt here in this room?† â€Å"Yes,†the prickly nettle voice said softly. â€Å"He's sitting at the defense table, in the gray T-shirt.† Matt's head flew up. He looked Caroline straight in the eye. â€Å"You know that's a lie,†he said. â€Å"We never went on one date together. Ever.† The judge, who had seemed to be asleep, now woke up. â€Å"Bailiff!†he snapped. â€Å"Restrain the defendant immediately.† Matt tensed. As Gwen Sawicki moaned, Matt suddenly found himself being held while duct tape was wrapped round and round his mouth. He fought. He tried to get up. So they duct-taped him around his waist to the chair. As they final y left him alone, the judge said, â€Å"If he runs off with that chair, you wil pay it out of your own salary, Miz Sawicki.† Matt could feel Gwen Sawicki trembling beside him. Not with fear. He could recognize the about-to-explode expression and realized that she was going to be next. And then the judge would hold her in contempt and who would speak up for him? He met her eyes and shook his head firmly at her. But he also shook his head at every lie Caroline came up with. â€Å"We had to keep it a secret, our relationship,†Caroline was saying demurely, straightening the gray dress. â€Å"Because Tyler Smal wood, my previous boyfriend, might have found out. Then he would have – I mean, I didn't want any trouble between them.† Yeah, Matt thought bitterly: you'd better walk careful y – because Tyler's dad probably has as many good friends in here as yours does. More. Matt tuned out until he heard the prosecutor say, â€Å"And did anything unusual happen on the night in question?† â€Å"Well, we went out together in his car. We went over near the boardinghouse†¦no one would see us there†¦Yes, I – I'm afraid I did give him a†¦a love-bite. But after that I wanted to leave, but he didn't stop. I had to try to fight him off. I scratched him with my nails – â€Å" â€Å"The prosecution offers Peoples'Exhibit 2 – a picture of the deep fingernail scores on the defendant's arm – â€Å" Gwen's eyes, meeting Matt's, looked dul . Beaten. She showed Matt a picture of what he remembered: the deep marks made by the huge malach's teeth when he had pul ed his arm out of its mouth. â€Å"The defense wil stipulate†¦Ã¢â‚¬  â€Å"So admitted.† â€Å"But no matter how I screamed and fought†¦Well, he was too strong, and I – I couldn't – â€Å"Caroline tossed her head in agony of remembered shame. Tears flooded from her eyes. â€Å"Your Honor, perhaps the defendant needs a break to freshen her makeup,†Gwen suggested bitterly. â€Å"Young lady, you are getting on my nerves. The prosecution can care for its own clients – I mean witnesses – â€Å" â€Å"Your witness†¦Ã¢â‚¬  – from the prosecution. Matt had scribbled as much of the real story as he could onto a blank sheet of paper while Caroline's theatrics had gone on. Gwen was now reading this. â€Å"So,†she said, â€Å"your ex, Tyler Smal wood, is not and has never been a† – she swal owed – â€Å"a werewolf.† Through her tears of shame Caroline laughed lightly. â€Å"Of course not. Werewolves aren't real.† â€Å"Like vampires.† â€Å"Vampires aren't real either, if that's what you mean. How could they be?†Caroline was looking into every shadow of the room as she said this. Gwen was doing a good job, Matt realized. Caroline's demure patina was beginning to chip. â€Å"And people never come back from the dead – in these modern times, I mean,†Gwen said. â€Å"Well, as to that† – malice had crept into Caroline's voice – â€Å"if you just go to the boardinghouse in Fel ‘s Church, you can see that there's a girl cal ed Elena Gilbert, who was supposed to have drowned last year. On Founder's Day, after the parade. She was Miss Fel ‘s Church, of course.† There was a murmur among the reporters. Supernatural stuff sold better than anything else, especial y if a pretty girl was involved. Matt could see a smirk making the rounds. â€Å"Order! Miz Sawicki, you wil keep to the facts in this case!† â€Å"Yes, Your Honor.†Gwen looked thwarted. â€Å"Okay, Caroline, let's go back to the day of the al eged assault. After the events you have narrated, did you cal the police at once?† â€Å"I was†¦too ashamed. But then I realized I might be pregnant or have some horrid disease, and I knew I had to tel .† â€Å"But that horrid disease wasn't lycanthropy – being a werewolf, right? Because that couldn't be true.† Gwen looked anxiously down at Matt and Matt looked bleakly up at her. He'd hoped that if Caroline were forced to keep talking about werewolves she would eventual y start to twitch. But she seemed to have complete control over herself now. The judge seemed furious. â€Å"Young lady, I won't have my court made a joke with any more supernatural nonsense!† Matt stared at the ceiling. He was going to jail. For a long time. For something he hadn't done. For something he would never do. And besides, now, there might be reporters going over to the boardinghouse to bother Elena and Stefan. Damn! Caroline had managed to get that in despite the blood oath she'd made never to give their secret away. Damon had signed that oath as well. For a moment Matt wished that Damon were back and right here, to take revenge on her. Matt didn't care how many times he got cal ed â€Å"Mutt†if Damon would just appear. But Damon didn't. Matt realized that the duct tape around his middle was low enough that he could slam his head against the defense table. He did this, making a smal boom. â€Å"If your client wishes to be completely immobilized, Miz Sawicki, it can be – â€Å" But then they al heard it. Like an echo, but delayed. And much louder than the sound of a head striking a table. BOOM! And again. BOOM! And then the distant, disturbing sound of doors slamming open as if they had been hit by a battering ram. At this point the people in the courtroom Stillcould have scattered. But where was there to go? BOOM! Another, closer door slamming open. â€Å"Order! Order in the courtroom!† Footsteps sounded down the wooden floor of the corridor. â€Å"Order! Order!† But no one, not even a judge, could stop this many people from muttering. And late in the evening, in a locked courthouse, after al that talk of vampires and werewolves†¦ Footsteps coming closer. A door, quite near, crashing and creaking. A ripple of†¦something†¦went through the courtroom. Caroline gasped, clutching at her bulging stomach. â€Å"Bar those doors! Bailiff! Lock them!† â€Å"Bar them how, Your Honor? And they only lock from the outside!† Whatever it was, it was very close – The doors to the courtroom opened, creaking. Matt put a calming hand on Gwen's wrist, twisting his neck to see behind him. Standing in the doorway was Saber, looking, as always, as big as a smal pony. Mrs. Flowers walked beside him; Stefan and Elena drew up the rear. Heavy clicking footsteps as Saber, alone, went up to Caroline, who was gasping and quivering. Utter silence as everyone took in the sight of the giant beast, his coat ebony black, his eyes dark and moist as he took a leisurely look around the courtroom. Then, deep in his chest, Saber went hmmf. Around Matt people were gasping and writhing, as if they itched al over. He stared and saw Gwen staring along with him as the gasping became a panting. Final y Saber tilted his nose to the ceiling and howled. What happened after that wasn't pretty from Matt's point of view. Not seeing Caroline's nose and mouth jut out to make a muzzle. Not seeing her eyes recede into smal , deep, fur-lined holes. And her hands, fingers shrinking into helplessly waving paws, widespread, with black claws. That wasn't pretty. But the animal at the end was beautiful. Matt didn't know if she'd absorbed her gray dress or shucked it off or what. He did know that a handsome gray wolf leaped from the defendant's chair to lick up at Saber's chops, rol ing al the way on the floor to frolic around the huge animal, who was so obviously the alpha wolf. Saber made another deep hmmf sound. The wolf that had been Caroline rubbed her snout lovingly against his neck. And it was happening in other places in the room. Both of the prosecutors, three of the jurors†¦the judge himself†¦ They were al changing, not to attack, but to forge their social bonds with this huge wolf, an alpha if ever there was one. â€Å"We talked to him al the way,†Elena explained in between cursing the duct tape in Matt's hair. â€Å"About not being aggressive and snapping off heads – Damon told me he did that once.† â€Å"We didn't want a bunch of murders,†Stefan agreed. â€Å"And we knew no animal would be as big as he was. So we concentrated on bringing out al the wolf in him we could – wait, Elena – I've got the tape on this side. Sorry about this, Matt.† A sting as tape ripped free – and Matt put a hand to his mouth. Mrs. Flowers was snipping the duct tape that held him to the chair. Suddenly he was entirely free and he felt like shouting. He hugged Stefan, Elena, and Mrs. Flowers, saying, â€Å"Thank you!† Gwen, unfortunately, was being sick in a trash can. Actual y, Matt thought, she was lucky in having secured one. A juror was being sick over the railing. â€Å"This is Ms. Sawicki,†Matt said proudly. â€Å"She came in after the trial had begun, and did a real y good job for me.† â€Å"He said ‘Elena,'†Gwen whispered when she could speak. She was staring at a smal wolf, with patches of thinning hair, that came limping down from the judge's chair to cavort around Saber, who was accepting al such gestures with dignity. â€Å"I'm Elena,†said Elena, in between giving Matt mighty hugs. â€Å"The one who's†¦supposed to be dead?† Elena took a moment out to hug Gwen. â€Å"Do I feel dead?† â€Å"I – I don't know. No. But – â€Å" â€Å"But I have a pretty little headstone in the Fel ‘s Church cemetery,†Elena assured her – then suddenly, with a change in countenance, â€Å"Did Caroline tel you that?† â€Å"She told the whole room that. Especial y the reporters.† Stefan looked at Matt and smiled wryly. â€Å"You may just live to have your revenge on Caroline.† â€Å"I don't want revenge anymore. I just want to go home. I mean – â€Å"He looked at Mrs. Flowers in consternation. â€Å"If you can think of my house as ‘home'while your dear mother is away, I am very happy,†said Mrs. Flowers. â€Å"Thank you,†Matt said quietly. â€Å"I real y mean that. But Stefan†¦what are the reporters going to write?† â€Å"If they're smart, they won't write anything at all.†

Free sample - People and Organization One. translation missing

People and Organization One. People and Organization OneIntroductionThe unemployment in the world is increasing with very high rate and is not certain if the figure will reduce; in fact the job market has not been able to cope up with high influx of fresh graduates who are produced year after year. Therefore, it has become a great task for companies on who to hire from many interested qualified graduates. To reduce this stress, organizations are delegating this responsibility to privately own firms that are involved with human resource selection. Hiring right candidate for a specific job is the most important achievement every company wishes; the highly performing employees are valued assets to a company. Group and Team BehaviorSelecting individual for team-based jobs is so challenging; there are a lot of factors to be considered. One of these important considerations is the fact that the individual performance in the job depends upon the effort of other people (Evers, Anderson Voskuijl 2005, p.478). It was suggested that ‘an individual generic characteristic which makes him or her particularly team-worthy must be considered (p.478). The fundamental point that informed this approach is the reason that some candidates work better in teams than others whereas there are those who work better as individuals. Additionally, the unique characteristics of a particular team can be used to identify potential candidate. It is found that teams vary widely on several task or duties they performed and this variation influences the choice for specific candidate. Evers, Anderson and Voskuijl (2005, p.478) asserted that task which a team performs is very crucial for consideration, however, they suggested that other factors such as ‘team structure, design, contextual and process characteristics are also essential. Group Oral InterviewOther companies use the group oral interview to identify potential candidate. Bertram Strauss (1964, p.139) described this method as similar to ‘member-centered meeting’ where interviewees themselves take control of discussion and as they do so, their different qualities surface. Oral interview are set of questions meant to provide answers about certain characteristics of a candidate (Hudson Clark, 2008, p.141).The panel leading the interview is able to note the different qualities exhibited by each candidate. Each interviewee is assigned a topic and is allowed to discuss in a group. The topics often chosen are those which the candidates have no clue about. Their capabilities are evaluated by the way they engage themselves in the discussion and solve the problem. Bertram Strauss (1964, p.139) argued that ‘quick, clear thinking and ability to handle oneself well’ is essentially what the panellist are looking for. This method is best for selecting candidate for executive position or those positions that involves interaction with the public. It was noted that when candidates are taken through such interviews several qualities can be identified; some of these qualities are shyness-some candidates can be tongue-tied- and problem solving. They elaborated that other candidates my have problems in expressing their ideas orally but can write well; therefore it will be the task of the panel to decide who to select based on the qualities they are looking for. The role of panellist in the group oral interview is to listen to the candidates in the course of the discussion (Lata Kumar 2007). More to this point, the panellist appointed are always not related or known to the candidates. Immediately the discussion is over, the panellist who feels that the information they have acquired is not enough can still speak to candidates separately. Finally, each panellists writes report on individual candidate (Bertram Strauss 1964, p.141a).   These authors argued that some companies have found this approach better in choosing the best candidates. They commented that the approach is time saving; it eliminates the tedious and repetitive process of interviewing one candidate at ago; and the last important positive attribute about this method is the idea that the each interviewer presents their own summary of the candidates which are later harmonised and the best candidate is selected Direct Physical FeaturesSome people have raised concerns over the use of direct visible features of a person in selection of personnel. Elsy (2009, p.93) cited David Cohen analogy of the onion different layers as similar to human ‘behavioural tendencies’. The analogy relates the human different behaviours to the different layers of onion which can be pearled off.   She compares the outer layer of onion which can be easily pearled off to the observable human behaviour; and the layer below to be similar to the human personality ‘the can do factors’ and the layer beneath to resemble human characters which are intrinsic to individual and cannot be change. Therefore the use of direct physical features will not identify the intrinsic behaviour which defines the character of that person RefereesThe method used to select an individual must be accurate to measure the candidates’ intrinsic qualities. Lewis et al. (2007, p.245) asserted that any criterior used must be capable of identifying candidate with exemplary qualities and who can perform better than those who were not selected. The first information that an employer receives from a potential candidate is the application form and a resume. After receiving the applications the company conducts background checks to proof authenticity of the information in the resume (Smith 2000). One of the cretarior of conducting authenticity of the information in the resume is by contacting the referees provided by the candidate. However, the likelihood of getting true information through references is very minimal; this is because of the biasness of some referees in giving information about their candidates and more so the reluctance of giving the desired information. Most often than not candidates choose references that they are sure they will provide positive information about them to the employer and even recommend them for the job (McKenna 2000, p.532). The reluctance of some referees to provide information could possibly be due to some companys’ regulation that may prohibits the release of such information concerning their past employees or either, he/she may be fearing loosing his/her friend in the case of giving out true information. Despite the shortcoming in this method, Ingram et al (2008, p.54) asserts that contacting referees is one of the best approach of determining the truthfulness of the information provided in the resume and eliminating the raising case of forgery and fraud in the res ume. Furthermore, it helps an organization to abate cases that can lead to legal prosecution for negligence in hiring employees. Organisational designWritten TestsWhen the background checks as been completed the organization may proceed with the written test. The written tests are meant to measure candidates ‘knowledge, skills and abilities’ (Lewis et al. 2007, p.245). There are three types of test that are frequently used by employers, these are: personality test, written test and performance test. Fundamentally, written test are used by employers to measure candidates ‘ability, skills, intelligence, or interest’ (p.245). Moreover, the test is widely used to measure knowledge of the candidates’ mathematical skills and interest in specific types of work. The cretarior in this method is that, the higher the score of the candidate the better is he/she for the job. The other category of test is performance test; in this test candidate is assigned a specific task to perform. There are two types of performance test: ‘work and assessment centre’ (Lewis et al. 2007, p.245).   Work sample is commonly used in jobs that are more specific such as assembling of computer. If the candidate manages to perform the task well, then the company hires him/her. It was also commented that the method is very effective and its accuracy level is high. Consequently assessment centres are more suitable for selecting individual to fill up executive positions. This method is essentially used to predict individual performance in a specific job (p.245). It applies techniques such role plays, group discussions and public speaking and presentation (Ingram et al. 2008, p.153). The candidate is assigned specific duties to do such as addressing people, making decision on certain issues, attending meetings and so many others. The tasks are tailored to assess the candidate behaviour in particular challenges and also predict its performance in the specific assignments as a manager. More to this point, the method also evaluates how a candidates decides on ‘which assignment to do and which to ignore’ (p.245). The assessment centres is gaining more usage than oral and written interviews in many companies (Rosenbloom 1985, p.72). Although the assessment centres takes time to present its results and is very costly, it is more accurate; it is very effective for assessing candidates’ for managerial positions (Beaumont 1993, p.70). The method has also been proofed to be excellent in selecting individuals for sales positions. Ingram et al mentioned that some life insurance firm used the method to select salespeople and the results were remarkable: they were able to identify candidates who possessed the much needed qualities of a salesperson such as sales prospecting, presentation skills and time management than the previous method. In fact Ingram et al noted that the company was able to make a lot of profits within the same period. Individual personality/AttitudesAccording to Lewis et al (2007, p.246) it is valuable to employ individual whose attitude and character rhyme well with the core values of the company. They lamented that ‘teaching an individual about the job is easier than teaching him or her to change deeply held attitudes’ (p.246). The use of personality test by companies to select suitable personnel’s has remarkably increased. Personality tests are tests that are carried out to measures individual attributes or characteristics. Shah (2010, 117) adds that personality test are used to evaluate candidates emotions, maturity and temper in specific situations. It is also very important in testing the ability of a candidate to adapt to various challenges faced in life while upholding his or her reputation. This method is widely used in selecting individuals for executive positions. There are four types of personality test: Objective test, protective test, situation test, and interest test (Shah 2010, p.117). Objective test is used to test individual neurotic behaviour and self-confidence; a protective test is used to assess candidate character and values; while the situation test is employed to assess candidate behaviour towards challenging situation and his ability to cope up with stress and pressure; interest test determines kind of work a candidate likes most. The tests are prepared in different forms: written test or evaluation by an interviewer. Under the personality test, some organizations perform physical examinations test to the candidates to find out any physical impairment that may hinder work performance. This kind of test is frequently used when selecting people to be employed in military field. The only limitation about personality test is that the questions sometimes may have been poorly designed such that it can’t produce meaningful resul ts (Furnham 1994, p.331). InterviewsInterviews are basically, detail conversation done for the aim of ascertaining individual skills, abilities and knowledge. This is done between representatives of an organisation and the candidate (Stewart 2008, p.26). It has been noted that about 90% of people recruited in industrial positions went through interviews (Lewis et al. 2007, p.246). The interview questions that are frequently asked are straightforward and are meant to understand interviewee background of education and relevant experiences. Stewart identified three types of interviews employed by organisations: bio-data or biographical, behavioural, and situation interviews. Bio-data interview is basically used to ascertain candidate background; it asks questions concerning candidate education, self-assessment, abilities, work experience and extra-curricular activities (Prasad Mohan 2005, p.221). Behavioural interview on the other hand asks questions which are meant to understand the candidate past experiences. Out of these four types of interview test, behavioural test has been identified as the most predictive (Stewart 2008, p.28). McKenna (2010, p.532) pointed out that the poor performance of biodata is caused by the problems of interviewers not being keen in correlating the certain biographical information with beneficial performance in the work. However, he suggested that the solution to problem is by focusing on the theoretical relationships of the biodata with appropriate work and moreover, retaining biodata information that are essential to specific work performance. Interestingly, interviews as an approach for selecting personnel has very ‘low validity’; this is because many interviewers are not well equipped with the necessary skills to facilitate interviews (Lewis et al. 2007, p.246).   Another shortcoming of interviews is that they are ‘fairly informal’; studies have revealed that interviewers make their conclusion about the candidate within the first 2minutes of the interview (p.246). This raises questions on the accuracy and effectiveness of the interviews. Sometimes the interviewers are influenced by the perceptions and stereotypes they hold about the candidate. Lewis et al (2007, p.246) suggested several ways of solving the above problem: introducing structured format of interview whereby same question are asked in the same order for each candidate; and inquiring for more information based on what the interviewee has said. It was also suggested that the following points for effective interviewer: asking precise questions, avoiding perceptions, avoiding discriminative questions, taking good time before concluding and ‘keeping written records of the interviews’ (p.246). They concluded by saying that interviewers should take time to explain clearly to the candidates what the job really entails and focus entirely on the positive attributes of the job. Peer AssessmentPeer assessment is another approach that is preferred by some companies. Peers are people who have direct interaction with individual and knows individual well. This places the peer in a better position to assess the candidate. In this approach peer assesses the candidate and give their opinion. However, this method is considered as ineffective (McKenna 2000, p.534). Peers may not be willing to give genuine information about their colleges that they feel will ruin their changes of securing the job. Any approach used to select candidates for employment must be fair to all candidates and eliminate situations that give a specific candidate undue advantage over the others. McKenna (2000, p.534) commented that some ‘ethnic minorities do not perform as well as other applicants in many test of intelligence and aptitude’. This has made some nations to legislate laws to protect such vulnerable entities or group of people; an example is the UK Race Relation Act created in 1976 (p.534). Travel AgencyTravel agency is an agent who is involved with providing general travel services or specialised travel services to clients. (Lubbe 2000, p.82). Singh (2008, p.1) defined travel agency as a business company involved in selling travel based services. General Service travel agency specifically is involved with organising and making necessary arrangements for holiday or business related travels for individual and groups. Corporate travel agency involves with providing for all the needs of the travel of the corporate client or a company. Specialised agencies renders travels services to specialised group of persons such as ‘senior citizens adventure or religious groups’ (p.82). Basically, travel agency is involved with providing entire travel services-arranging for travel documents and tickets-after which the client pays for the service rendered to them. Job descriptionTravel Agency has so many departments ranging from the Chief executive officer to clerical departments. Chief Executive officer is the senior officer of the organisation and is the overall person incharge of the organisation. Every department in the organisation has specific duties and responsibilities to do. The Chief Executive Officer is entrusted with the responsibility of development strategies and formulating policies in line with the goals and objectives of the agency (US Dept of Labour, Bureau of Labour Statistics 2004, p.64).   The executive represents the agency in important meeting of the board of directors and is answerable to the board of directors of the agency. A chief executive officer also has a responsibility of hiring departmental heads of an organisation. According to Pidgeon (2004, p.192) the duties of Chief Executive Officer is to lead an organization into the future. He makes sure that the task of the employer is well done (Acutt and Hattingh 20 03, p.38). Profile Chief Executive Officer The Chief Executive officer of a travel agency must be arguably, experienced in managerial position or has held or served previously under the same capacity (U. S. Department of Labour 2000). He or she must possess high personal skills and good analytical mind that is able to analyze a lot of information within a short period of time effectively. Furthermore, he/she must be in a position to communicate ‘precisely and persuasively’ and also exemplify qualities such as ‘leadership, self-confidence, motivation, decisiveness, flexibility and sound business judgment’ (U. S. Department of Labour 2000, p.82). The minimum educational qualification for the candidate must be a bachelor’s degree in liberal arts or business administration (p.32). Approach for SelectionThe best approach to employ in select a candidate for a post of Chief Executive Officer of a travel agency is personality test. Using situation tests, behaviour of a candidate under stress situation as Chief Executive Officer can be predicted. This method also can effectively measure the candidate persuasive and decisive skill as a Chief Executive Officer in attracting investors to the agency. ConclusionIn conclusion, organizations use different approaches depending on the kind of Job description and the qualities they are looking for. For executive positions organisations prefer personality tests and performance tests. This test has proofed to be successful since it can predict the performance of candidate as a Chief Executive Officer in specific challenging situations. There are two types of performance test: work sample and assessment centres. Assessment centres employ technique of role plays and public speaking to assess candidates ability to tackle problems. This method has been echoed by many people as the most accurate; however it is a bit expensive. Likewise personality test has proofed to be the best approach in selecting candidates. There are four types of personality tests: Objective test, protective test, situation test, and interest test. The test is carried out to measures candidates’ attributes or characteristics. An interview is also one of the most widely used approaches. This is done in a way of conversation between the representatives of the employers and the candidate. There are two types of interviews employed by companies: bio-data or biographical, behavioural and situation interview. Interviews have been cited as sometimes ineffective; the interviewers’ level of training may not be adequate for facilitating interviews. In general, the approach a company chooses to use to assess their candidates should be based on the job description, necessary attributes of the candidate, and desired results.       References Acutt, J, Hattingh, S 2003, Occupational Health: Management Practice for Health Practitioners, Juta and Company Ltd, Claremont, Cape Town. Beaumont, PB 1993, Human resource management: key concepts and skills, SAGE, Thousand Oaks, CA. Bertram, W Strauss, F 1964, New Ways to Better Meetings, Tavistock Publication Limited, 11 New Fetter Lane, London. Elsy, PA, 2009, Approaches to Management, Discovery Publishing House PVT. Ltd, New Delhi, India. Evers, A, Anderson, N, Voskuijl, O 2005, The Blackwell Handbook of Personnel Selection, Wiley-Blackwell, Oxford. Furnham, A 1994, Personality at work: the role of individual differences in the workplace, Routledge, London. Hudson, T, Clark, M 2008, Case Studies in Foreign Language Placement: Practices and Possibilities, Natl Foreign Lg Resource Ctr., Honolulu, HI. Ingram, TN, LaForge, RW Avila, RA 2008, Sales Management: Analysis and Decision Making, M.E. Sharpe, Armonk, NY. Lata, P Kumar, S 2007, Communicate Or Collapse: A Handbook Of Effective Public Speaking Group Discussions And Interviews, PHI Learning Pvt. Ltd, New Delhi. Lewis et al. 2007, Management: challenges for tomorrow's leaders,   Thomson Higher Education, Mason, OH. Lubbe, B 2000, Tourist Distribution: Managing the Travel Intermediary, Juta and Company Ltd, Claremont, Cape Town. McKenna, EF 2000, Business Psychology and Organisational Behaviour, Psychology Press, Hove, East Sussex. Pidgeon, WP 2004, The not-for-profit CEO: How to Attain and Retain the Corner Office, John Wiley and Sons, Hoboken, NJ. Prasad, MH Mohan, R 2005, How To Prepare For Group Discussion And Interview, Tata McGraw-Hill, New Delhi. Rosenbloom, DH 1885, Public Personnel Policy: the Politics of Civil Service,Ardent Media, Tucson, Arizona Area. Shah, B 2010, Textbook of Pharmaceutical Industrial Management, Elsevier India, Haryana, New Delhi. Singh, LK 2008, Management of Travel Agency. Gyan Publishing House, DDA Market, Delhi. Smith, T 2000, Viable values: a study of life as the root and reward of morality, Rowman Littlefield, Oxford. Stewart KL, 2008, Top of the Curve: Students’ Guide for Interviewing and Career Success, Lulu.com, Hillsborough St Raleigh, NC. Us Dept of Labour, Bureau of Labour Statistics 2004, Occupational Outlook Handbook, 2004-2005, Claitor's Law Books and Publishing, Baton Rouge, LA.

Earn More Money by Artful Negotiation

Earn More Money Want more money? Dont hesitate; negotiate! Whether you are looking for higher salary at work, greater price on a house or better paying freelance assignments, the principles of negotiation remain the same. 1. Assess yourself. How long have you been in business? You can command a higher price if youre a veteran than if youre a novice. While some magazines welcome the fresh approach that new writers bring, many prefer to work with established writers for their experience and professionalism. 2. Assess the market. What is the magazines budget? Where do they get their funding from? How large is their subscriber base? What are their advertising rates? A privately-owned corporate publication will pay more than a department journal run 3. Keep your finger on the pulse. What are the current rates for your type of work? Ask around in writers groups, associations or online forums. What do the editors of your chosen target market seek? Check Duotrope for interviews indicating likes, dislikes and tips. Then tailor your work to align to them. The less revision your work requires, the more favourable your image, the stronger your bargaining position. 4. Have a holistic view. Where is the magazine based? New York publications pay more than Wyoming ones. Is it boom time or bust? Recession can drag overall rates down, so raise your expectations reasonably. 5. Check your budget. What have you put in to get your work out? Monitor writing-related expenditure advertising, writing material, home office with a broadband connection, library membership, subscription to a writers forum and factor in these deductions from your income to determine your asking rate. Keep in mind currency conversions, bank charges and other hidden transaction fees and ensure payment covers a percentage of it. 6. Consider the complexity. What type of article is it? What level of commitment is necessary? Researching, collecting supplementary material like photographs, arranging expert interviews, and including sidebars requires extra effort. Writing personal memoir doesnt. 7. Learn the legalese. Understand what rights are being requested. Moving heaven and earth for an extra $10 for one-time electronic rights is not worth the hassle. Asking 50 percent more for all rights is. 8. Be principled. Principles are any guiding rules we live 9. Compromise. Are you starving? Are you getting a chance to do something different that may offer new opportunities in future? Compromise on the money for non-monetary benefit-in-kind. 10. Be honest, persuasive and professional. The best type of negotiation is a win-win situation for both parties. You want the editor to feel they have gotten a good deal while ensuring you dont get the raw end of it either. Be courteous, honest, respectful and not defensive. Never be rude, threatening, sarcastic, argumentative or pushy. After you receive an offer, put your request as an open-ended question like, Is there any wiggle room in payment? Dont mention specific amounts, let the editor re-consider and come back with a revised figure. Be ready to walk away from the deal if expectations dont match. Once you have settled the deal, honor the terms. Reneging on contracts can be expensive in terms of money as well as reputation. Uphold your integrity. It may pay off when you least expect it. Negotiate and let your income appreciate.

Billy should be prosecuted for the alleged assaults Essay

Billy should be prosecuted for the alleged assaults - Essay Example The crown prosecution service is controlled by the Director of Public Prosecutions, who is normally accountable to the Attorney General in Wales and England. The Attorney General, as a result, is normally answerable to Parliament for the service provided by the crown prosecution service1. The Crown Prosecution Service normally has the responsibility for taking criminal cases above the police investigatory level. The crown prosecution service normally direct the police on cases for conceivable prosecution, they evaluate cases submitted by the police; they decide any charges in minor cases; they organize cases for court and forward cases to court, both in the Crown and the Magistrates Court. The major role of the crown prosecution service is to examine the evidence collected by the police, and deliver guidance. After sufficient evidence is obtained, the crown prosecution service normally makes its decisions based on the evidence. They also decide whether a case should be followed or dr opped. In the occasion that the crown prosecution service is contented that there is sufficient evidence to arraign, they then prosecute either in the Magistrates Court. If the case is to be taken to the Crown Court, they order an independent advocate to arraign for them or, gradually, they may employ their advocates. Despite the fact that the Crown Prosecution Service operates with the police, it is autonomous of them, and except for exceptionally petty cases, the choice whether to arraign a case depends on the crown prosecution service2. The Crown Prosecution service is normally accountable for defining the charge in all, but minor cases, they also advice the police during the initial stages of an enquiry, they also study cases passed by the police for prosecution; the crown prosecution also have the responsibility of examining cases for court and handing over those cases at court. In each case studied, the prosecutor normally weighs, whether, there is enough evidence, and if ther e is sufficient evidence, the prosecutor determines whether the person needs to be prosecuted. Despite the fact that Crown Prosecutors interact closely with the police, they normally have a responsibility of serving the Crown Prosecution Service, which is an independent governmental organization3. The rules and principles relating to assault and the general principles of the crown prosecution service are as follows: the crown prosecution service normally has the responsibility of deciding, whether, to prosecute or give an individual involved in an assault an out-of-court clearance. The crown prosecution service normally have to ensure fair and effective trial is provided. This is normally necessary so as to maintain law and order. The crown prosecution service has the responsibility of ensuring that the right person is prosecuted. They also have the responsibility of ensuring the person is prosecuted for the right offence. This is necessary to ensure that such offenders are brought to justice. It also the role of the crown prosecution service to ensure that casework judgments are performed fairly, without any bias, and with integrity in order to bring justice for defendants, witnesses, victims and the public4. The crown prosecution service also have the responsibility of evaluating, advising the people involved, and prosecuting cases to ensure proper out-of-court disposal to the lawbreaker. The crown prosecution service should ensure that the law is applied properly; they should do this by ensuring

The Maastricht Treaty Essay Example | Topics and Well Written Essays - 3500 words

The Maastricht Treaty - Essay Example The treaty, according to Europa (2007) came about as a result of the impetus provided by the collapse in communism in Eastern Europe and the reunification of Germany. It caused Europeans leaders to feel that they should reassert themselves once more on the international scene. Internally also, there was the feeling that the timing was right to capitalize on the gains made by the Single European Act, by adding more reforms (Europa, 2007). In order to qualify for membership in the Union, two sets of requirements referred to as convergences and stability criteria, has to be achieved in their respective economies of prospective applicants, and the attainment will ensure the European Union achieve and maintain an optical currency area, according to Euro Economics (2009). Inflation was high on the convergence and stability agenda, as applicants were mandated to have no more than 1.5% above the lowest three members of the union. This performance enables all members to have similar monetary policies and prevents the development of asymmetric shocks within the financial operating system (Euro Economics, 2009). In terms of the deficit, the Maastricht Treaty requires prospective Member States incur a maximum of 3% of their GDP, while for the debt load they had report figures below 60% of the Gross Development Product, according to Euro Economics, (2009).