Rewards System in HRM

Prizes System in HRM Part 1 The fundamental thought of HRM is first show up from 1980s; and characterized in exceptionally basic term as overseeing individuals in association and now in present day society, mechanical changes and creation of item and administrations request something other than overseeing individuals in an association (Newell and Scarbrough, 2002). The term Human Resource Management and Human Resource rose subsequent to supplanting the term Personnel Management with practically same meaning of overseeing individuals in an association; it is a purposeful and predictable methodology of overseeing authoritative basic resource (for example individuals) so as to work business easily and accomplish goals which works through human asset framework including HR systems, HR arrangements, HR process, HR practices and HR programs (Armstrong, 2006). HRM frameworks can be pass through authoritative skills to allow firms and industry to find and use existing and up and coming chances (Ulrich and Lake, 1990). Hierarchical adequacy, Human Capital administration, Knowledge Management, Reward Management, representative relations, Meeting Diverse requirements, bringing the hole among talk and the truth are the particular point of human asset the board (Armstrong, 2006:8). Believe every single human capacity to be either inborn or gained. Each individual is brought into the world with a specific arrangement of qualities, which decides his [sic] inborn capacity. Properties of obtained populace quality, which are significant and can be increased by suitable speculation, will be treated as human capital (Schultz, 1981, p.21 cited in fitz-enz, 2000, p. xii). Inspiration 1.2 Purpose of Study The basic role of this exploration is to investigate the prize framework and its effect on workers conduct in McDonalds. Moreover, this exploration will attempt to assess whether reward appropriate prize framework would be the better apparatuses for improving representatives execution. This exploration examination would be led through getting to conclusion and enthusiasm of representatives by disseminating all around planned poll set. Based on this examination, the exploration will attempt to counsel the methodologies and ideas for accomplishing workers fulfillment through appropriate and all around structured prize approaches in McDonalds. 1.3 Objectives of study The prize administration framework is a fundamental piece of present day business foundation; every single business is working through ideal use of human asset; in this way, representative fulfillment and prize framework are indispensable factors so as to accomplish hierarchical objective (Armstrong, 2009). The key target of this exploration is to analyze the connection between workers execution conduct and prize framework with in the association. Moreover, the particular targets of this examination are as beneath: To break down how reward framework assists with accomplishing authoritative objective and diminish work turnover. To examine why prizes are fundamental to help representatives execution. To discover what kind of remuneration framework are generally executed by McDonalds so as to spur workers. Prize framework inside an association have significant job in creating absolute prize dependent on hierarchical qualities and targets; It assists with giving reminder about the significance in term of conduct and results; Well structured prize framework backing to build execution culture and positive employment relationship just as mental agreement (Armstrong and Helen, 2004). Moreover, this examination offers data and information to help in other important exploration and study to accomplish information and better comprehension of drawbacks. This examination targets issues on remuneration framework as well as include and discover the different options like: non-monetary prizes can supplant the money related prizes whenever applied after point by point investigation of workers premium and requirements. This investigation will attempt to see if or not; nature of administration in McDonalds relies on remuneration framework inside association. This examination discoveries and results may assists with improving comprehension between workers fulfillment execution and prize framework. It at last serves to the new HR administrators to configuration better reward framework dependent on workers intrigue and needs. Different sort of remunerations, representatives desire, workers fulfillment, workers needs and authoritative objectives are the key elements of this examination. 1.4 Research Questions How reward framework assists with accomplishing hierarchical objective and lessen work turnover? Why awards inside an association are basic to support workers execution? What sorts of remuneration framework are for the most part actualized by association so as to spur representatives? 1.5 Assumptions Supposition A A/0: It is accepted that there is connection between remuneration framework and worker conduct. A/1: It is accepted there is no connection between remuneration framework and worker conduct. Supposition B B/0: It is accepted that there is connection between worker fulfillment and representative prize framework. B/1: It is accepted that there is no connection between worker fulfillment and representative prize framework. Supposition C C/0: It is accepted that there is connection between worker fulfillment and quality administrations. C/1: It is expected that there is no connection between representative fulfillment and quality administrations. 1.6 Research Structure So as to investigate reward framework and its effect on representatives conduct, this examination will survey the current and current writing under the situation of remuneration and prize hypothesis executed by different industry in section two. This exploration will likewise assess the representative fulfillment in connection with remuneration furnished at McDonalds with the assistance of essential information gathered from workers. Consequently, in the writing audit section, various hypotheses identifying with remunerations, issues on remunerations and its sorts will be altogether inspected. The third section, Research procedure will address theory, approach and strategies for research attempted for this examination. It will likewise clarify the inspecting, contextual analysis, research procedure, information assortment apparatuses, wellspring of information and the strategy for information examination. The fourth part, Data investigation and Presentation will introduce the consequ ences of the examination in connection with segment investigation of the respondents and their fulfillment level in McDonalds reward framework. Different figures and graphs will be referenced in this section so as to make straightforward and nitty gritty report on research. In the fifth section, ends and proposals will be made dependent on information examination and Presentation. This scientist will offer suggestion to the organization (for example McDonalds) with due consultation to the aftereffects of the essential information and the survey of the writing. After wards, References and informative supplements will be remembered for research paper for better understanding and legitimacy of study. Section 2 Writing Review Hypothetical Framework This section features on the writing that is accessible in the point particularly the essential concern and points of the examination is to principally concentrate on the connection between association objective and its prize arrangement of chose drive-through eatery. It incorporates writing with respect to hypotheses on the point and survey of the watched proof of past investigations. With respect to concern a few books, articles, diaries, research examines have been explored in this subject. The primary destinations of the writing survey is to discover what exploration contemplates have been led in ones chose of creating research plan. Along these lines the past examinations can't be in secret since they give the establishment of the current investigation. 2.2 Conceptual Framework Before getting into the center topic of Reward framework in benefit making association, it is basic to be familiar with the general idea of remuneration, advantage and other related points and general profile of association. To comprehend it better, the accompanying segments and sub-areas will look at the applied matter of the prize framework and give brief presentation of the association under exploration. 2.3 The setting of Reward the board In 1960s and 1970s the fundamental driver behind acquaintance of motivating force plans was with manufacture way of giving laborers wages and compensations during a period of government controls (Bowley et al 1982). Because of absence of legitimate technique and arrangements, some of managers increase decreased expense and even beneath half of expanded results; in 1980s and 1990s the idea of paying individuals was changed where specialist were paid for their exhibition as opposed to participation; correspondingly tax collection strategy was marginally changed as lower rate in annual duty (Marchington and Wilkinson, 2005). Installment framework has been definitely changed in Britain in the course of the most recent twenty years and heaps of ideas are risen according to pay and compensation which are legitimately in charge of the executives; likewise, in USA, another idea of installment has developed under the rubric of the New Pay. This new example has extraordinary impact on Britains the board practice and government also (White and Druker, 2000). The new example of contemplating New Pay in Britain is reward the board (term utilized by Armstrong and Murlis 1988) has same administration concern. At that point, these ideas fall upon two grounds: 1) compensating representatives for work done and 2) compensation framework to be restrictive upon business strategy. Moreover, the enthusiasm for remuneration framework idea had been supported by IPD proficient schedule which remembers heaps of unit and title for representative prize and a particular reading material (Armstrong, 1999). The new prospectus by IPD gives higher accentuation on remunerating workers and representatives fulfillment towards work. Be that as it may, this all encompassing methodology of installment has not, until this point in time, reflected in scholastic writing, where contention emerges between miniaturized scale financial matters writing of work market analysts and human asset writing. The previous concern was about impact of pay on entire economy and effect on expansion, nudge

Risk Prediction of Automobiles Article Example | Topics and Well Written Essays - 2500 words

Hazard Prediction of Automobiles - Article Example For this situation, the exploration will consider the two diverse gauge esteems in particular the protection hazard rating and the standardized misfortunes. While the previous decides how much a car is hazardous than its cost demonstrates, the last gives the gauge of the relative normal loss of installment per safeguarded vehicle year. One of the most conspicuous hazard investigation strategies that are being used today in different insurance agencies is the protection chance factor profiling strategy. ... generally accomplished by breaking down information that has been gathered over some undefined time frame for protected substances. The data gathered is isolated by various factors. On account of vehicles, the factors normally comprise of both numerical and clear cut information sections and regularly; such information may likewise have clamor qualities. In any case, the occurrence of clamor in the examination and qualities is limited by utilizing programming profiling instruments that help in discovering explicit examples inside factors, connections among various arrangements of factors and the connections between a lot of factors as the need be (William Mendenhall, 2001). Regularly, these apparatuses use the assistance of man-made brainpower rationale, for example, neural systems and gradual discovering that notwithstanding deciding valuable outcomes, encourages utilize existing information to decide patterns for what's to come. Be that as it may, the shifted proficiency in lesseni ng clamor for various arrangements of information is one insufficiency of these hazard profiling devices. The utilization of programming apparatuses encourages the extraction and handling of huge volumes of information and requires least cost, time and exertion (Douglas L. Reilly, 1996). A case of such profiling is as demonstrated as follows: Fig: chance factor profiling method (Found at: www.roselladb.com) Be that as it may, the above strategy exhibits the way that there would be a huge contrast for the situation where the protection guarantee would be reliant on various variables/reasons. All things considered, the development

How to Develop a Code of Conduct for Your Company

How to Develop a Code of Conduct for Your Company WHAT IS A CODE OF CONDUCT AND WHY IS EVERYONE TALKING ABOUT IT?You probably heard about it…Serious companies nowadays cannot be imagined without their comprehensive codes of conduct.The surprising thing about these optimistic manifestos?Some of these happened to have quite massive practical influence!Google, Coca Cola, Ikea… Virtually all relevant companies have detailed and worked out codes of business conduct.And what’s even more important: They all try pretty hard to comply with principles stated in those seemingly irrelevant documents.What does this mean? Can this code of conduct be a legally binding document?No. This is not labor law or anything…The term refers to companies policy statements which define ethical standards for their business conduct.In other words, a code stipulates company’s values, missions and goals.For sure, the code may also touch upon more specific situations which may arise at the work place, hence, provide guidance on how to proceed (e.g. unethi cal behavior, mobbing, sexual harassment, thefts etc.).When it comes to big, influential companies, they DO pay attention to the principles stated in their codes. The main reason? Reputation and image.These companies are aware of their huge social and economic impact…Code of conduct serves to attest their ethical intentions. Failing to comply with such intentionsSuch failure can have a massive influence and sometimes even, fatally ruin a company’s image.Speaking of smaller companies, their code of conduct is NOT all that INFLUENTIAL.It is a useful tool, for sure, but it probably will not trigger such drastic results as within huge corporations.That be said…You may have been told you need a code of conduct or thought about it yourself but are not actually sure you want to invest time and/or money into its drafting.Do you really need it?A very general and rough estimate: you don’t really need it in this exact form if your company is very small, hence, employees less than 20 pe ople overall.Nevertheless, bear in mind that some ethical issues may have an even greater impact in smaller companies…To give an example: Think of romantic relationships at the work place. Imagine what a bad break up or even potential sexual harassment lawsuit could do to a small business… In a company with relatively small turnover and intimate working climate?The impact could prove much more significant than in big companies!Plus, you should definitely think of having a code if your company operates under strict liabilities policies or its operations have potentially high social/environmental influence.In such cases, companies size should not be the decisive factor.The thing is that all companies have some kind of policies and rules!A code of conduct is simple, rather general codification of the most important ones.Ultimately, it is up to you to decide how important policies are to be communicated within the company…A code may simply put more emphasis on those values you pra ise the most.And having decided you need a code of conduct… where do you start?STEP 1: INITIATE THE DRAFTOk, so you want it, you know you need it and your first question probably is:Who, in the god’s name should draft this thing?Let me answer some of FAQs here:Do I need a lawyer? Can I do it myself? Is this a whole team action, meaning all employees need to pitch in?IT DEPENDS!It depends on the company, on the impact you strive this conduct to have, how skilled you are with drafting of such documents, company regulations etc.Let’s start with a few general information:You do not need a lawyer.Consulting a lawyer could make sense if:you are a big company,your business has major influence of social or environmental kind, or you are a company bound by strict liability policies. (the list is not exclusive)In such cases, you may want to make sure your internal documents and guidelines are precise and work in your favor.In other cases, a lawyer should not be necessary since, as previ ously mentioned, code of conduct is not a legally binding document.You can do it (if you are up to the task).If you trust yourself with doing this, have some writing experience and perceive drafting of this code as a fun task rather than a real obligation, I don’t see a reason why you could not do it yourself.The thing is that it takes time and energy which are the exact things leadership is usually lacking.In the recent years, many companies transferred this obligation to the HR section, so this may be an idea…(If possible) the whole leadership should be on it.Why the WHOLE LEADERSHIP?Because this provides consistency, support for the document and most importantly, demonstrates unity among company’s leading people.And think about this… Aren’t these some of the very goals you wish to achieve by drafting the code?You don’t want someone from the leadership turning against the code and saying he/she hasn’t agreed to it from the very start…You especially do not want this scenario to happen the moment you wish to invoke the code and force someone to comply with it.Therefore, leadership, stakeholders, managing partners… the more relevant people you get to agree and sign the code, the better. As for the employees…Relax… drafting of the code should not be a team event.Nevertheless, it does make sense to get as many insights and pitches from the side of employees as possible…Why this, you may ask?Well, this code should serve as a guideline for everyone in the company, right?That be said, it should WORK IN PRACTICE, not only sound nice.And although you may think you know everything that is going on in the company… You could be wrong.You may fail to address some of employees major issues or struggles, due to simply not knowing about them.On another note, having a signature of employee’s representative may add up an extra impact and by letting employees in on the process, you may immediately strengthen their dedication to the code which is kind of the point.To sum up: The sole drafting process does not have to include lawyers, should lie upon the agreement of the whole leadership and should consider the standing of employees.Who puts it in words, you, HR or a third-party remains at the discretion of a specific company.And now that we have formalities settled…STEP 2: DECIDE ON COMPANY’S CORE VALUES.In the document itself, you start with the important stuff…The first question you should ask yourself is:Why do I need a code of conduct?Do you want people to know RULES? Good, transparency. People like knowing what they CAN and CANNOT DO. And even if they have been told something… they oftentimes really like to see it in writing too.You want to stress out some of COMPANIES GOALS (e.g. environmental goals, charities, fairness etc.)? Ok, goals give perspective and can guide the employees through some tough decisions they encounter in the everyday company setting.You strive to achieve friendly and productive WORKING CLIMAT E? Productivity equals profits and it is a fact: people are more productive when working in a friendly atmosphere where they feel comfortable and safe.All of these can be considered company’s values and all these KEY WORDS (among others) make the CORE OF THE CONDUCT.Basically, code of conduct demonstrates how employees, customers, partners, and suppliers can expect to be treated by a concrete company.And that is where you start! You start by elaborating on what your company stands for and the purpose of the conduct.An example:Company X strives to conduct business with honesty and integrity, and in compliance with the law. Code of Business Conduct provides guidance on the handling of ethical issues and the promotion of an ethical culture.(An example inspired by Coca Cola code of conduct)Think of this as an introduction, preamble…Make it clear and concise.It doesn’t have to be specific. Details will be communicated in the material part of the document.So since we got through the chit chat, let’s start with actual tips on how to draft the MATERIAL part of the code…STEP 3: WHAT TO INCLUDE IN THE ‘BODY’ OF THE CODE?Ok, before getting to all necessary and unnecessary details, my suggestion to you would be to take a look at some of the examples of successful codes of business conduct (you can find one of the examples below).When scouting for inspiration, it may make sense to focus on the companies operating in your field or with the size similar to the one of your company.I am stressing this because every company has its specifics, meaning that it values certain principles more than others.Every code is a document for itself, however, there seems to be a general agreement regarding points which should be included in it:ValuesValues govern the company’s functioning and its decision making on all levels.What we often hear nowadays are buzz words such as: fairness, transparency, responsibility, credibility, diligence, aspiration, commitment, etc.By menti oning these in a code, a company dedicates itself to adhere to these values regardless of the situation and outcome, on all levels and all locations of its business.Example:The values that guide our decision-making are spelled out in our Code of Conduct. Put simply, our Code of Conduct challenges us to put the needs and well-being of the people we serve first. (Example inspired by JJ Credo)As you see, this part is, indeed, quite general but it serves the purpose of providing certain ultimate, unbreakable principles which remain binding for the company regardless of the situation.In an ideal case, a company should strive to provide some guidance on its INDIVIDUAL DEFINITION OF ITS VALUES.What is diligence, what is aspirational thinking etc…Explaining this in the code itself may not always be possible but in this case, a company should strive to provide guidance by developing practical tools, such as handbooks, case studies, best practices and/or organizing workshops.Guiding princip lesGuiding principles determine company’s modus operandi.Gender, social, religious equality; prohibition of all kinds of discrimination, opened and respectful treatment of employees throughout the whole supply chain, fairness and best quality for customers and partners etc.These principles are similar to values but are slightly more precise and concrete. They focus on specific ethical or practical issues of the modern business and demonstrate the position of a company in this regard.They can be more precise, e.g.:strict anti-bribery policy instead of a rather general statement, such as ‘adhering to the laws of the country’.It really is up to you how you phrase it…the idea remains the same:When in doubt on how to proceed in a potentially tricky situation, principles stated in the code should be able to provide guidance and help employees make best possible decision.A go to person or an officeThis person should be contact point for all questions, uncertainties or potential bre aches of obligation resulting from the code.Being a fairly general document, people will have questions about it.They may want to clarify a potentially tricky situation, file a complaint or report a potential misconduct…In case this happens, they need to know whom to go to, right?Therefore, one of the essential steps of drafting a code of conduct (and making it actually come to life) is coming up with a person responsible and capable of dealing with these technical matters.Very important…100% confidentiality is a must!Apart from this, you may also want to come up with a frequently asked questions and answers, hence, make these accessible for everyone in the company.I know this can be an extremely boring task but trust me… You will save yourself a lot of time and efforts by coming up with this QA section.Penalties and consequencesFor cases of breaches of commitments resulting from the code… Because you’ll probably have this as well!Strictly prescribed penalties provide clar ity and motivate people to obey rules resulting from the code.Many people may decide to comply with it because it is a decent thing to do and because it simply makes sense but there is no guarantee everybody will.For this less obedient group, there is only one way to go.Furthermore, many may regard penalties section as a proof of documents importance.This section may also get employees to comply with the rules without objecting too much or simply get them to think twice when conducting their everyday business.Last but not least, if a penalty is, indeed, invoked, it is always better to have a written legal ground which entitles such measures.Internal measures or not, it is always better to be on the safe side, right?ChecklistTo sum up, I provide you with a general overview of certain points which ought to be mentioned and elaborated in the code:Integrity and business ethics (see the guiding principles section)confidentialityRespectful treatment and prevention of harassment/mobbingcon flict of interests policyprotection of the brandwhere to ask questions and get an advicepunitive measures in case of a breach of obligations from the codeTIP 1: BE GENERAL AS POSSIBLE BUT MENTION KEY POINTSAnd this is very important!You want to cover all relevant areas but do not want to kill the reader with too many details.Once again, this is not a legal document and one of the most important features of a good code of conduct must be its SIMPLICITY.Or imagine it this way…It should be drafted in a way, that an average employee, without any legal knowledge can understand and comply with it.Reader friendly, you know?You should include above mentioned key points but don’t go into too many details.Let me give an example:Bribery in all forms is strictly forbidden.This is ok. What you should not be writing is something like this:Bribery in any form will not be tolerated. A definition of bribery is… Behavior and actions which could be perceived as bribery include (extensive list of actions)…I think you get the picture…A code should not strive to cover all issues a regular employee may encounter on a daily basis.It may be wise to remember that you, in fact, cannot cover all issues or dilemmas which may arise which is exactly why you shouldn’t attempt this in the first place.In order to achieve this goal, it may make sense to assign a go to person or the whole office which would be able to deal with questions, troubles and complaints on a case by case basis.A code should literally serve as a benchmark to help people become more sensitive, notice potential misconducts and potentially, encourage them to report them.It is for this reason that many big companies put a kind of a disclaimer at the very beginning, owing up to the fact they’ll never be able to cover all major ethical or god forbid, practical issues which may arise.Still, this only means they give up the intention to anticipate everything, not the intention to fight potential misconducts as they come across them.One final note:Skip the legal terms. Don’t miss the point… This document should really be as accessible and understandable as possible.One of the most famous codes of conduct, the one of Google, gained its significance for one reason only:It has proved to be easily understandable for everyone.Therefore, while drafting your own code, make this your mission as well…For the people to the people.TIP 2: INCLUSION OF EMPLOYEESWe already mentioned this earlier but this is where this contribution becomes truly significant.Include your employees when you already have a preliminary draft (if not before) and ask for their opinion.Some of the FAQs you should ask:Do they understand it? How do they understand it? Are there some topics which are relevant for them but remained uncovered by the document?But please, don’t go from one employee to another asking these questions…You can assemble a few employees from different sectors or have just one employees representative commenting and then signing the code.Even if you don’t include each and every one of employees, this approach will have multiple benefits and will gain additional credibility to the code you are drafting.Employees may give you a helpful insight on stress out some of the issues you overlooked.They may also say the document is complicated. Or they may say it is perfectly fine…In any event, you should bear in mind that employees remain one of your target groups, being directly affected by the company’s code of conduct…That be said, hearing what they have to say about it does make sense, doesn’t it?Such inclusion equals less work for you, more support for the document.And now that you have your draft ready…MAKE IT WORK: BRIEFINGS, REMINDERS, CONFIDENTIALITYCongratulations!Your company has a code of conduct and this is great news.But what happens now?Again, this remains up to a specific company and how it goes about the existence of its code of business conduct.The thing is t hat for many companies these principles never become more than words on paper…Simply having them, even in writing, doesn’t suffice.Don’t let your efforts to be a waste of time! Make it work!The company must stress its guiding principles consistently, remind people of its values regularly and have actual, functioning instruments to deal with potential misconduct.What should you be doing in practice to ensure your code actually comes to life (and stays relevant)?Well, you can start by:Answering frequently asked questions regarding the code and making them accessible for everyone in the company.Provide a go to person to solve dilemmas and attend for potential whistle-blowers. Employees rarely feel comfortable coming up about their colleagues or even, superiors and they need to know their career will not be jeopardized in any case.There must be absolutely NO RETRIBUTION for people who decide to come clean about potential misconducts and potentially, make a mistake.Dealing with pot ential misconducts, conversations and investigations within the company should be as confidential as possible. Negative publicity could bring more harm than the actual misconducts, plus, it may scare of employees from ever coming clean about anything.Penalties should be proportional to the action that triggered them, meaning, you don’t sanction a person for accepting a chocolate from the client. Or you do… but in this case, your company may not have the best working climate and atmosphere.At least once per year, employees should be reminded of the code and what these principles stand for.At least once per year, leadership or whoever is in charge of the code should revise it and potentially, amend it, if there is a need for any changes due to recent developments in the company. Such changes should then be communicated within the company as soon as possible.Just to be sure all employees understand the code and its purpose, it may be useful to organize occasional briefings and exer cises, hence, let people in on best practices which can be used to deal with potentially tricky situations.It could be useful to include a mandatory briefing on this topic for all new hires joining the company. This way, they get the idea about its significance from the very start of their employment.Actually incorporate these principles into the everyday business, regardless of how insignificant individual actions may seem. That is how words come to life…And there you have it…It’s not as hard as it seems and having a functional code of conduct may actually improve company’s functioning in many ways.Final piece of advice: Make sure you believe it! The biggest issue with documents of this kind may be them sounding fake or artificial. The result?People will not buy it!Furthermore, they will have troubles understanding and complying with it.Copying another company’s code of conduct may be a lot easier but you will not get it to sound real.   Not in a million years…For this reason, make sure you draft it as personal and true as possible. Focus on the spirit and actual values of your specific company!Consider it an actual contribution to the company’s functioning and live by it.That is the only way it makes sense…

Essay on John Steinbeck’s The Leader of the People

â€Å"The Leader of the People† In John Steinbeck’s â€Å"The Leader of the People,† a theme that is portrayed throughout the story is that of the contrast between dream and reality. In the story, Grandfather cannot come to grasp that his dreams of the West and moving across the plains are over and that reality has set in. Another story that contrasts dream and reality is Ambrose Pierce’s â€Å"An Occurrence at Owl Creek Bridge.† In this story, Farquhar cannot tell the difference between dream and reality until the very last second, when he is hanged. The plot in each of the stories is completely different, but both add to the theme of the contrast between dream and reality. In â€Å"The Leader of the People,† Grandfather returns to his†¦show more content†¦They live on a farm with plenty of food and comfort in the place they live in. They trust the land and have lost the excitement of the West. The setting of â€Å"An Occurrence at Owl Creek Bridge† is that o f a southern farm during the Civil War. Farquhar believes he can trust the soldier in gray, though he is misled by his setting. Steinbeck’s tone in the story is critical of those living their lives in the past. Grandfather only speaks of the times he had while crossing the plains, fighting with the Indians, and leading the people. He is also critical of people who believed that being a hero and leader was being able to fight the Indians, but Grandfather comes to the realization that he was a real leader when the people he was with trusted him. Pierce’s tone in the story was a very serious one in which he championed the fight shown by the South and there struggle to fight for what they believed in, only to be taken down by the Union. These tones both add to the theme because the attitude taken by the author to the story they are writing tells what they are trying to portray. Both Steinbeck and Pierce were writing about the contrast between dreams and realities in their modern worlds. Grandfather wishes for when he was on top of the world and Farquhar wishes to be back at home, safe and sound with his family. Both men are brought back into reality by the characters around them. TheyShow MoreRelatedThe Grapes Of Wrath By John Steinbeck1189 Words   |  5 PagesSteinbeck’s uses of Socialist Ideas in â€Å"The Grapes of Wrath† Shortly after being released John Steinbeck’s book â€Å"The Grapes of Wrath† was banned because many critics viewed the novel as promoting communist propaganda, or socialist ideas. 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Steinbeck uses the Joad family as a specific example of the general plight of the poor farmers. The Joads are forced off of their farm in Oklahoma by the banks and drought, and they, like many other families of the time, head out for the promised

Literature Through The Use Of Ethnographies - 1389 Words

literature through the use of Ethnographies. By doing so, Anthropologists initiate on-going conversations within this field, engaging in a plethora of topic ideas and research studies. This does not only create a platform for discussion but permits a variety of opinions amongst social findings that continue to develop our understanding of societal behaviours. This notion is evident in Undoing Kinship which explores the meaning of Kinship and further, how it is understood and exercised in different cultures. It is through this text that we, as readers, and others, as Anthropologists, begin to question our own knowledge of Kinship and review these viewpoints in aid of a wider Anthropological conversation. Undoing Kinship focuses on how kinship is formed, maintained and equally removed. Its reference to new reproductive technologies (NTRs) provokes an exploration of kinship in detail, in which conception is not the only attributing factor. Edwards encounter with the people in Alltown draws on the intricacies of family relationships and reveals that from Kinship stems many concepts. This is emphasised through wider kin and donor siblings in which relations extend beyond scientific and biological donor practice as social relationships are often formed between children conceived with gametes from the same donor. Edward later argues in Donor Siblings that kinship can be ignited through desire, will and intention, even if the spark came from elsewhere. ThisShow MoreRelatedSocio Cultural Aspects Of Therapeutic Relations1522 Words   |  7 PagesRESEARCH METHOD As mentioned in the literature review, no studies have focused on socio cultural aspects of Therapeutic relation ship in Indian outpatient physiotherapy department. 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The title of the article Dance of the Call Bells: Using Ethnography to Evaluate Patient Satisfaction with Quality of Care, suggests that the key phenomenon of the study was the evaluation of patients’ satisfaction with quality of care they received in terms of their experience in the use of call bells (Deitrick, Bokovoy, Glenn, Panik, 2006). The title did not describe the population, group or community under study, otherRead MoreThe, You re A Fag : Masculinity And Sexuality1399 Words   |  6 Pagesvary depending on who you may ask, C.J. Pascoe’s ethnography titled Dude, You’re A Fag: Masculinity and Sexuality in High School targets high school as being the important location where the term masculinity is asserted, defended and defined by the students who roam the halls of River High. High school is a difficult time for anyone, especially when we bring up the ideals of sexuality and gender identity, all topics which are explored in this ethnography. 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Script for Emceeing Free Essays

Pleasantries†¦. After 41 years of dedicated service to the people of Dagupan City, it is just and right to give honor to someone we call mentor and mother. Mentor of every budding teacher who wanted to follow her footsteps and mother who gives worthwhile lessons in life and motherly advices to teachers like me. We will write a custom essay sample on Script for Emceeing or any similar topic only for you Order Now Ladies and gentlemen, we are all gathered here for one common purpose†¦to celebrate, give due recognition and reminisce the unforgettable moments we had with our beloved†¦the one and only, Madam Aurora Tiu Domingo or simply Madam Oying! ******************************************************************************* Before everything else, let us all first seek for the Divine providence of our mighty creator with a prayer to be led by Angeline Liwag. ******************************************************************************** Music has always been part of every person’s life. Through its expressive lyrics, they make us smile when we are in our sad moments, or even uplift us when we feel so down†¦Folks, Let’s give it up for the Chalk and Eraser Band as they serenade sentimental songs for our beloved Madam Oying. Let’s give them a big hand. ) ******************************************************************************* 41 years is quite long pu blic service. This 41 years is for sure full of accolades from humble beginnings. Though an audio-visual presentation, let’s all see some of the highlights of 41 dedicated years of Madam Oying in Dagupan City Division. ******************************************************************************* Besides being an achiever, Friendly and always at her foot are most of the descriptions given to Madam Oying. It’s time for us to hear testimonies and presentations from the people deem important and influenced by our honoree. (Refer to the program â€Å"Testimonies and Presentations†) ********************************************************************************* Let’s now give the floor to Madam Oying for the Response to the testimonies and Presentation ********************************************************************************** Part II-Fellowship How to cite Script for Emceeing, Essay examples

Essay How I Stay Safe With Online Dating Essay Example For Students

Essay How I Stay Safe With Online Dating Essay How to Stay Safe With Online DatingIn recent years, online dating has become very popular with 1-in-5 Americans aged 25-34 years old using one or more of the many popular dating sites and apps, such as match.com, OkCupid, and PlentyOfFish. With the stigma of online dating gone, it’s turned out to be a great way to date, have fun, and potentially fall in love.However, online dating’s major drawcard is also it’s biggest flaw: you have no idea who the person you’re talking to really is. Romance scams are among the most common form of internet fraud, accounting for over $86 million dollars lost by Americans in 2014. It’s not only internet fraud that you need to think about, there is also the chance of physical harm. CallerSmart is all about protecting you from unknown or unwanted phone calls and texts. When meeting new singles online, exchanging phone numbers is usually one of the first things you do once you decide to meet in person. CallerSmart has an immense database of phone numbers and crowd-sourced information which lets you check your potential date’s number to see if anyone has commented on them. Many comments are positive, while others let you know if the person is a cheater, creep, or scammer.Getting Started:Regardless of age, gender or sexual orientation it s important to take certain precautions when setting up your online profile and meeting people in person. When setting up your profile there are a few tips to follow: Most dating sites require that you use an email to sign up. It’s a good idea to create a separate email that you use specifically for dating. It’s easy to create a free Gmail account and not only will this help keep you organized, but it will keep the new contacts that you make while dating se. .blic place and avoid secluded areas. If you drive don’t let your date walk you to your car and never share a ride until you know your date better. Always tell a friend the details of who, what, when and where.In addition to these tips, the University of Illinois LGBTQA Resource Office created a great list of things to keep in mind when meeting people online.The majority of the people you meet online will be like-minded individuals looking for love and companionship just like you. However, remember the best thing about online dating is also the worst thing. You will be meeting people outside of your social circle who could be lying to you about their identity and intentions. By doing simple things like making sure to tell a friend where you’re going and who you’ll be with you can make sure that you stay safe while having fun and meeting new singles in your area.