Most Stupidest Grammatical Mistakes - The Writers For Hire

MOST STUPIDEST GRAMMATICAL MISTAKES Hopefully you’ve already met the New Year refreshed and invigorated – and you’re still on top of those resolutions. I suggest adding another resolution to the list: No more absolutely embarrassing, lowest of the low, flat-out dumb grammatical mistakes. Grammar certainly isn’t for everyone (non-essential relative clauses? Gross.). But some rules – especially the most basic ones – you’ve just gotta know. I’ve put together a list of the top 3 grammatical mistakes that will make you look stupid. The good news: These stupid mistakes are easy to fix. 1. Your vs. You’re The difference between your and you’re is simple: your is the possessive form of you (if you don’t know what that means, don’t worry), while you’re is a contraction of â€Å"you† and â€Å"are† Your should only be used to describe something a person has: Is that your idea of a joke? I didn’t know your daughter plays tennis. You’re is you + are, so if you’re ever in doubt, try replacing with these two words to see if the sentence makes sense: You’re (you are) a lifesaver! He thinks you’re (you are) his best team member. 2. To/Too/Two English is remarkable in that you can have three words that sound exactly alike, spelled differently, and mean completely different things. Here we go: Two is rarely mixed up with to and too. Two is a number in between one and three, so use it accordingly: Can you hand me two lemons? Too has two meanings (pun intended): â€Å"also† and â€Å"excessively.† If you can use either one of these words in your sentence without changing the meaning, then you should be using double-o too: I love you too (also). You’re standing too (excessively) close to me! Simply put: To is a preposition, and you should use it anywhere that two or too doesn’t fit. She’s going to the grocery store. To be or not to be †¦ 3. Their vs. There vs. They’re Another triumvirate of homophones. Here we go again: There refers only to places, whether concrete or imaginary. Put the books over there. There is a bakery on the next block. It sometimes has a more abstract meaning: There goes the neighborhood! They’re is a contraction (much like you’re) meaning they + are. Always check your sentences by substituting they are. They’re (they are) always out late on weekends. Do you know where they’re (they are) going? Their is a possessive pronoun (like â€Å"his,† â€Å"my† or â€Å"your†). Their shows possession. Try substituting another possessive pronoun to check your usage. This is their car. (Substitution: This is my car.) I didn’t like their attitude. (Substitution: I didn’t like his attitude) Unfortunately, the spelling and grammar check on your computer won’t usually catch these mistakes, so it’s up to you to practice these rules. So remember to double-check your emails, newsletters, web copy, brochures, even notes to your child’s teacher. Cheers to a smarter, error-free 2009! Just for giggles, I’d also like to start the New Year by highlighting some of the best of The Write Blog’s archives. My top 10 picks: 10. Online Reputation Management: David and Goliath v2.0 9. Four Online Tips to Ride Out Recession – and they Won’t Cost You Anything 8. Drawing More Traffic to Your Website 7. Shave the Fluff Off Your Copy 6. Beat the Block 5. How to measure the results of your SMM campaign 4. Writing solid pay per click ads 3. Social Media Marketing: The Top Four Reasons You Should Try It 2. Stamp Out Wimpy Verbs 1. Don’t sell the car. Sell the Nissan.

6229351149894 Essays - Identity Politics, Race And Society, Politics

6229351149894 Essays - Identity Politics, Race And Society, Politics 6229351149894 Research paper 0 Research paper centercenter9410095400 5042817088233 Racism african experience in film Owolabi , Akindele E Howard University 0 Racism african experience in film Owolabi , Akindele E Howard University 11930747348311 Student ID number: @027734410 Student ID number: @02773441 Title of research paper: Racism in the Americas and Africa. Topic of research: The subject matter being discussed is racism. More specifically, racism in the 20th and 21st century towards people of african decent. Even after the end of slavery in the Americas, racism and segregation were still prevalent in Africa and the Americas. Geographic area: North America and Africa. Films under consideration: Malcolm X: Depicting how Malcom X uses his rhetorical skills to fight for civil rights and justice for the black people and for the nation of Islam . Mississippi Burning : Mississippi burning depicts an idealistic White south American society and racial the racial violence that goes. This film takes place in Rural Mississippi . It also depicts the history of racial politics. Cry freedom: Cry free dom takes place in south Africa . I t shows the latter life of Steve Biko before his death . It also depicts the police brutality that prisoners had to go through. The south African police department tried to hide what really went on in the jails but a journalist uncovered the truth and was banned from leaving the country so that the rest of the world would not really know what was going on. I t also shows the violence that African s went through during the apartheid era in the country. I took a lot of violence blood sweat and tears before the Strict way of life that restricted black Africans in South Africa to be lifted o f f. Higher Learning : Higher learning shows life on a fictional college campus. It shows that racism indeed still exists even though blacks have civil rights. This movie shows the racism that happens in silent ways such as police racially profiling and small white supremacy brotherhoods that keep a low profile. A Dry White Season: also takes place in Africa just like Cry freedom. It depicts the apartheid and how suppressed the blacks were during it. Blacks couldn't vote, they had curfews, and lived in Bantustans. Whe n the blacks tried to resist by means of protest , they were brutally dealt with by the police. Some examples of ways they were dealt with was by beating, arresting, bombing, and killing them.

SUSTAINABLITY IN THE DESIGNED ENVIRONMENT Assignment

SUSTAINABLITY IN THE DESIGNED ENVIRONMENT - Assignment Example This has lead to the rising demand and need for carbon footprint calculations. There are several approaches that have been proposed to provide estimates ranging from simple online calculators to sophisticated life cycle analysis. Despite these approaches, a definite definition for carbon footprint has not been established. According to Wackernagel (1996), carbon footprint is generally termed as the quantity of gaseous amount that contribute towards global warming. The sources of carbon could be human production and consumption activities. The ISA Research Report (p. 4) defines carbon footprint as a measure of elusive total amount of carbon dioxide emissions directly or indirectly caused by an activity in its life stages. These activities include individual activities, populations, government, companies, organizations, processes, industries, among others. According to this definition, carbon footprint is restricted from area-based indicator. The total amount of carbon is measured in mass units such as kilograms and tons. This form of measurement does not give room to area unit hence there is no conversion to area unit such as ha, m ², and km ². Conversion into land area must be based on various assumptions and this increases uncertainties and errors related to particular footprint estimates. This is the main reason why accountants prefer to use appropriate units of measurement. The concept of carbon footprint should be all-encompassing and issue relative causes that lead to the rise of carbon emissions. Accurate measurement of carbon footprint ripples importance and precariousness in carbon offsetting. When considering indirect quantities of carbon emissions, the methodologies applied should eradicate undercounting and double counting of emissions. This substantiates the inclusion of the word ‘exclusive’ in the definition for carbon footprint. Life-cycle

UDF (United Dairy Farmers) Analysis Assignment Example | Topics and Well Written Essays - 1000 words

UDF (United Dairy Farmers) Analysis - Assignment Example This ice-cream has been known for its heavy use of fresh condiments and low overrun. In 1984, the UDF Homemade Brand of ‘Cookies N Cream’ was designated by People Magazine as the Number One Brand of Exotic Ice Cream across Canada and the USA. Following this endorsement, UDF Brand ice creams have increased in popularity and can be found in many states in the mid-central region of the USA. The business has expanded to Georgia, Indiana, Illinois, Florida, Kentucky, Louisiana, Mississippi, Michigan, Ohio, North Carolina, Pennsylvania, South Carolina, Tennessee, West Virginia and Virginia. UDF also produces and sells Frosty Malts and Sherbets, Special Recipe ice-creams, yogurts and milk shakes (UDF Website, History Section). Identification of Risks The making and selling of ice-creams is an exciting business but is nevertheless fraught with different types of risks. Some of these are natural but others are manmade. Consequently, some of the risks can be covered by insurance a nd other safety and security procedures while others just have to be borne or dealt with. In my interview with the manager, I determined that the following risks were most relevant to UDF’s ice-cream related business: a. Risk of long power failure and melting of inventory; b. Risk of legal action due to foreign objects found in products; c. Risk of contamination of ice cream due to chemical agents; d. Risk of ice cream parlor/ store outlet burning down; e. Risk of rioting, hooliganism and other disruptive activities; f. Risk of employees going on strike or industrial action; g. Risk of bad service because employees are insufficiently trained; h. Risk of its formulas and recipes being compromised; i. Risk of contaminated supplies of inputs; j. Risk of contamination or exposure in the delivery process. Steps That Can Be Taken to Mitigate These Risks The risk of long power failure though unheard of is possible in case of a natural calamity like a tornado, blizzard, thunderstorm or flood striking Columbus, Ohio. Riots and strikes are also covered. Even emergency systems could be affected and businesses forced to shut down for some time. In this case keeping the inventory and supplies safe, secure and ready for consumption will be a challenge. However the business has determined its usual stock of inventory and consumption on weekdays, weekends and public holidays and has accordingly ensured each store on the average level of stocking and consumption. The backup system at the stores ensures that power is available for three days or 72 hours but after that something will have to be done to preserve the merchandise. Insurance has been taken out for possible inventory losses and also a contract has been entered into with a cold storage plant so that supplies and goods can be stored there in an emergency, ensuring business continuity. Quality control is strictly ensured as all inputs are checked before inclusion in the production process. In case there are signs of low quality, the entire lot is returned and replaced according to the contract with suppliers. The business has also hired local legal and advertising agencies to promote its products via various media including television, billboard and internet based advertising. The legal firm is also responsible for vetting all press releases and protecting against copyright and trademark infringements. It is

Toyotas Human Resource Management

Toyotas Human Resource Management INTRODUCTION HRM:- Human Resource Management demonstrate a fresh approach to handle the process of labour. Some they say that the term HRM packages again only and relabeling of developed management of employees. The critics look HRM as rhetoric to cover the consequences of the liberation and to reduce: A cover for the face less acceptable for the attitude of the trade. Most of the key articles of the model of HRM they are utilized organizing theories of conduct, like motive, creation of team and leadership. (Bratton, J., Gold, J.(2000), Page 16-17, ). Introduction of HRM:- The modern day needs of the HR sector of an organization are a far cry from the generation or origins of this profession which started in the mid of nineteenth century by the early interfarences of distinguished social crusader like Lord Shaftesbury and Robert Owen. Both of them became concerned at the manipulation of the factory employees, where the emphasis had been completely discipline of aon and control of prices, at the cost of the health of the employee, the welfare and personal standard of living. Concentrate on the first one in the appalling that work conditions, especially for women and young children, cultured employers began to believe that if workers were treated humanely and they were rewarded enough, they can work better and to come to be more productive. (Stredwick, J.(2005), Page 7-8, 2nd edition,). LITERATURE REVIEW Functions of HRM Department:- 1. Human Resource Planning:- In the function HR planning, the quantity and type of required employees are specified to acheived the organizational goals. Research is carriedout to collect, organize, examine and interprete the data to acheive the planning required for human resources presently and in the future. Hence, the founamental strategy for the HR resources planning is employee and staff development. 2. Job Analysis:- The process of expressing the state of a job and determining the human requirement like experience, skills etc. and finally descroption of job. Description of job spell out-work, activities and duties of employees. The descroption of job is an important part of the examination of job and for employer and employee etc. 3. Staffing:- The meaning of staffing are the requirment and hiring of the human resources for a firm. Recruiting is the employees function that opportunate the qulaified candidates to fill the job vacancies. In the function of selection the extreme qualified applications are chosen for recruiting between those attracted to the firm by the selection function. 4:- Orientation: Orientation is the 1st step in the direction of helping a new employee. If to the fresh hob and the employer. it is a process to advice fresh employees with specific aspects of their new job, including salary and benefit programmers, hours to be worked and rules of an organization and expectations. (Tanwar, B.P.S. (2005), Page 1- 10). 5. Training And Other Functions of HR:- The HR manager acts managerial and operational activities. By dint of the fact that he is a manager, the manager of HR department acts all the fundamental activities of management, i.e; planning, directing, organizing and controlling to handle his department. Morover, he has to act in specific operative funcions of nees, hiring, traning, placement and son, which the remaining of the line managers trust on him. The department has a vital role to play in the different sectors: i. The HR department supports management to adopt, prepare and continually generate personnel policies and programmes. ii. The HR manager coordinates human research to keep the management informed for making best decisions by the management relating whole issues which influence personnel. iii. The HRM keeps a course of training and education to provide employees in the business firm with inmportant knowledge to do their jobs and also for their improvement. iv. The HR department helps the management in assuring the result oriented communication throughout the organisation. v. The HR department develops a schedual for the administration of human services those are delegated to the department of human resource, i.e; the maintenace of a smooth labour force, development and training, working atmosphere, welfare services and like these. (Talloo, T.J.(2008), Page 226-227). HRM And Acheivement of Organizational Goals:- The fit among strategy of human resource strategy of business or organization is a key factor of the efficacy of HR. The fit among these two aspects of strategy permits HRM to paarticipate fully to meet the objectives of an organization. The strategy of the business or the organization can be definite like the attempt by the ones that control an organization to find that ways to position their objectives of the business or the organization so they can exploit the environment of planning and carry to the maximum the future use of the capital and human advantages. The human resource strategy is simply the process to meet to people plans and programs of activity inside a general framework, they designed to deliver against objectives of organization. The strategy of HR understands those decisions and the actions that concern the management of employees at every grade in the business, and awhich is associated to the practice of strategies directed in the direction of creating and maintaining advantage of competency. The strategy formation process is the process bby which most of the non-similar attitude efficacy come to to be reconciled. It is the process to take the impacts of the economy and the company, and reinterpreting these and objectives of organization during an employees influences conciliation, the shareholders and other holders of bets. There is the external and internal pressures, hence, that put the fit among strategy of HR and business strategy under the pressure. There is a need to unite HR and the business strategy in the level of the politics, that is, to meet the politics in the processes of the business and programs, as those worried with quality, the customer services, reduction of price and improvements of productivity. (Tyson, S., York, A.(2000), Page 329). Example (TOYOTA):- Toyota is known for many initiatives of world size of products and quality that incude famous system of the production of Toyota that became then popular as JIT (just-in-time inventory). Toyota keeps the high profile in its policies related to HRM and practices also. A study carried out about detailed field research in HRM of Toyota in 1994, believes completely that the HR practices of this company can serve as a model, especially in production and production oriented organizations. The framework of HRM of Toyota understands widely of four goals are described as follows: 1. The objective of organizing integration:- The inclusion of employees in individual and collective level with seen organization as the primary objective of strategy of Toyota HRM. This objective has been achieved by the extensive use of the teams that are subordinate to organizational objectives. The welfare of workers also attained broad attention as part of this objective. 2. The objective of commitment:- To achieve this objective, a strategy of two-protracted was followed. Firslty, Toyota recomended the staff semir-rural for the induction in its plants. They beleive that people who arent contaminated for the culture and industrial impacts tend to retain with them a class of feudal value of trustworthy, that can become the commitment organizing. In second place, the measures as schemes of suggestion, circles of quality and methods of involvment of employee are utilized to win commitment. 3:- The objective of the flexibility and the adaptability:- The authority of the Team instead of the place unique of individual that hold all the powers had paved way to realize the flexibility in the organization. These teams are based on tasks and they can be dismantled or can be changed by the organization, depending on the scenario. The characteristic of adapatability is institutionalized through the focus of rotations of multi-skilling and work. 4. The objective of quality:- To be, the equal and team caution techniques are utilized to assure products quality. Still more, a chain of steps employed, like time and motion study, benchmarking, continuous improvement of process and contributed and participation of employee in the achievement of this objective. Toyota there is recomposed the above-mentioned objectives of four HRM in 17 mentioned experiments. These 17 practices are devided in the practices of the production and practices of employment. The practices of the production are: JIT, the stop of the Line, the Level that plans, Kanban, flow and Continuous prosecution. The practices of emplyment are: The continuous improvement, facilities of single status, evaluation of Performance, meetings Daily briefing of team, temporary contracts, evaluation of Performance, Performace related pay, the council of the Company, the Cross disciplinary teams, the unions Unicas, they Cross the instruction and takes decisions for the Group. (Kandula, S. R.(2005), Page 10-11). CRITICAL ANALYSIS Critical Review of HRM of Toyota:- 1. The problem regarding the satisfaction of the attraction and the employee in the production, especially in lines of essembly, looks to have been recognized first by unions of labours in the end of the eighties. When the Union of Toyota Motor Industries announced its medium-long-term plan of action in October 1988, the reduction of working hours, new politics to be aged to workers, and for the work demand excess absorption was represented clearly, but the attraction of the work was not indicated explicitly. While the quantitative side of shortage of work was a lot accentuated, the assembly automation concept for a better quality of labour environment had not been articulated. Attractivencess of the organization and its shopfloor, particulary in the process of the assembly, was selected as an order of business in the Meeting of Union-Management in industrial matters in April 1989, that was likely the first official that finds where the problem of assembly line was you specify it directed. In the succeeding meetings in assembly work improvement among the union and the management, the main matter was still shortage of labour, but qualitative side of attrativeness of labour became an each time more order of business important agenda. Toyotas management became in working condition invovled in job charming matters by the 1990 spring, when it tool the start in developing the combine Comittee for Improving Attractiveness of Production Work in the May of 1990. The Comittee was chaired by the HR division, therefore the Assembly Process Engineering Division wasnt enclosed in the original Comittee. Developments in the manufacturing and production work scenario, also as desirable process of design assembly, were focused. Toyotas management division keenly known as the problem assembly in 1990-1 partly as an impact of the shocking result of the opinion surveys that the HR Division had corodinated bi-annually since seventies, also the turnover record. Like, the turnover-ratio rose up and the labours subjective evaluation of the satisfaction of job and self-esteem decreased sharply. (Dosi et al (2002), Page 262-264). 2. Tesco HRM of Tesco include the data on queue lengths, stock avialability, stick erros and theft including the financial data regrding the store. The decision to take that data at a level of unit makes a sense, and it is a more understandable measure of how the labour might be capable to participate to develop the performance than some distan steps of profitability over which the number of workers have little impact. Definately it could be said that it also understands to take the measures of high commitment Human Resource Management relying on the palce of work because labour is likely to stress in practices of different kinds relying on their occupational level, gender or age for example. (Marchington, M., Wilkinson, A.(2005), Page 90-91). 3. Llyods In 1997, after just a year the merger of TSB and Llyods, the HR division of Bank started implementation of the biggest shared servin the the services related to the financial sector. The bank goup has about 80,000 workforce. Llyods TSB has found that emplyees then required knowled and help to make the career a self manged reality; Many sides of HR have transfered into a model of shared services with the other emplyees and their managers reaching iknowledge and suggestions bvia both Internet sites and Intranet and call centr of an HR. Aid for the development of caree has followed the strategy ; and the Career Centre Managment website was introduce in 2000. The workers can access the information and utilise the Job Shop for the vacanicies inside. the Developing leaders and Managers website gives managers with information on skills and development chances. (Storey, J.(2004), Page 239). 4. Barclays. Training is seen as a necessary function of HRM of Barclays, there are some chance for the emplyees to fet training, specially off the job external skills. The schools cater to all workers but it is normaly lwsser to the empoyees of middle grade that attend these courses offered. (Budhwar, .P.S., Debrah, Y.A.(2001), Page 2000). 5. Unilever China For the professional or specialized positions it is difficult to recruit in demographic cultures. For example Unilever China chairman tell of a recent search for hiring a marketing director. He says that in the whole china they found only eight candidates who could speak the English language and they were worthy of the little and form all these eight candidates only three were experienced and had worked with Procter Gamble while the other three applicants had work formerly with the Unilever. So there is a need to educate, prepare and train the employees according the demographic culture. (Fernandez, J.A., Underwood, L.(2006), Page 39). 6. Hsbc: HSBC is rising and falling out specially planned learning pod to 1200 branches across the UK. The new knowledge pods are workstations devoted to staff training and development that give staff right of entry to a variety of learning tools. These include: Live! TV, a daily communication to HSBC staff Online knowledge A commercial lending library which offers books, DVDs and CD-Roms HSBCs intranet and a number of outside learning sites Course information and booking.(www.hsbc.co.uk) 7. Toshiba is salute this year for its guidance, Education, and Development (LEAD) program. First accessible to 500 management-level employees to help ensure planned growth, LEAD was such a runaway achievement; it was customized for non management employees. It is available for free to all of the companys workers, as well as Toshiba Business employees in Australia. Toshiba.com) 8. As well as 21 million consumers, BT Retail has another surprisingly valuable asset its people. As a check business, it is the ability and contribution of our people that will make the difference, and make certain our achievement. In BT Retail therefore, we are loyal to investing in and developing our people. Each business unit has its own People savings Plan and the Quality Plan and financial plan for BT Retail in 2000/01 set aside  £36m for exercise and development. Each business unit has its own preparation and development priority. These co-exist with a number of overruling learning and development main beliefs which span BT Retail. (Btphone.co.uk). 9. All preparation and growth is built on a firm assurance to releasing and maximize the full possible of every British Airways employee. Due to the vast range of jobs across the company, we cant explain every development proposal in detail here. More information is available, however, within the entity job areas. What we can say is we have an inspiring range of training capital at hand, which you will be able to represent upon as you need them. These include computer based interactive knowledge centers, library amenities, reference materials, audiotapes and video based learning. Programmers are obtainable to develop a wide selection of skills such as leadership, team-building, appearance and give and take, to name but a few. In certain gear support is provided towards technical and professional experience. In all these areas, the burden is on the individual, through debate with their manager, to take responsibility for seeing their needs are met.(Britishairways.co.uk). It is dedicated to cheering staff to reach their full potential by ornamental job performance and maximize personal and professional job accomplishment. The Trust aim to make certain that employees have the necessary skill, data and attitude to provide the highest quality healthcare to the people serve. It is also a system to enable entity staff to develop their potential as predict in Working together, Learning Together, the structure for Life Long Learning which will ensure that the National Health Service becomes a model location for learning and individual development. (WWW.NHS.CO.UK 11 Team strength is inspired, developed and better through the input of our fervent and passionate people at all levels and across all functions.. As a new employee you will follow a wide-ranging induction programmer aimed at warm you and helping you to feel at ease in your new role. We then offer a made to order programme to provide a echo basis for your future development. Primark fully believes in the ethics of self development where the individual is responsible for achieving their learning objectives. All our employees are confident to play an active part in ensure. WWW.PRIMARK.CO.UK 12. by the side of the John Lewis Partnership we believe that everyone has the ability to learn and grow. From first-class client service training to soft skills development and practical training, you can look forward to a assets of learning opportunities that will furnish you with the skills and confidence to be the best you can be. The type is that you are in control of and answerable for your own growth. Well provide all the tackle and support you need to progress and you will need to be highly go-ahead, willing to push yourself forward and continuously open to learning new things.WWW.JOHNLEWIS.COM 13. We desire employees to be able to develop at Nokia, together personally and resourcefully. We offer an incorporated package of classroom training, on-the-job knowledge, individual instruction, and mentoring. We give confidence people to learn through active contribution by trying new roles at Nokia. During 2007, we used up just about EUR 70 million on employee training for Nokia employees (apart from Nokia Siemens Networks as of 1st April).WWW.NOKIA.COM 14. while the training and growth manager, you must make sure that the training you provide for your companys workers gives them the skills and information they need to succeed at their jobs. At the same time, you must convince company executive that an successful and timely training program profit the company and contributes to the underneath line. You require a plain plan. establish by reviewing your companys organizational objectives and by evaluate the obtainable training in glow of those objectives. WWW.MICROSOFT.COM 15. by way of as regards 10,000 learner and student interns (of which 6,800 work for Siemens and 3,100 works for other companies), Siemens is one of Germanys major private providers of professional education. Over the years, we have also dynamically advanced the set of courses for a number of different job experience curricula planned to communicate not just important methodological knowledge, but also a broad range of important organizational, public and cross-cultural competencies. Siemens occupational training programs are also release to other companies. They can choose to have their workers trained completely by Siemens or can choose to leave out specific training modules if they favor. (WWW.SIEMENS.COM ) Human Resource Planning and Developments:- The human resources planning are the designing of strategies to find future needs of human resources of firm. The primary point is the plan strategic general of organization. From this, planners of human resources can foretell future demand for human resources. Then, the planners should determine if the human resources you needed will be available. Finally, they have to take steps to match supply with demand. The planners should be based forcasts of the demand for HR in the meantime pertinent as available information. The general strategic plan of the firm will provide knowledge on future venures of the business, on new products, and on expansions or specific contractions projected of product line. The information pass in front of providing levels, evolving technolgies, the industry that provides the practices and economic tendencies projected also they can be equiped. The management of HRM utilizes this information to determine both the number of necessary employees and its requirem ents. (Pride et al (2010), Page 251-252). The literature with regard to the encompases of HRM four types of activities: finding, to assign, to develop and to value to the employees. Finding consists of the planning to enlist, and for selecting employees. Assigning includes issues that relates to provide, to promote, to degrade, and to transfer employees. Developing employees squeeze the politics and the practices linked with preparing workers for the present and future works in function of training formal and informal, in development programs function, and in function of professional management. Finally, valuing employees bring with himself to limit, to reward, maintaining relations that hardly with and with valuing the benefits and prices associated with employees. (Ferris et al (1996), Page 220-223). Models for HRM:- Two models have been especially influential in the interpretation of HRM. 1. Model of Matching:- The model Matching, developed by educators in the business School of Michigan, launched the idea of strategic human management of resource because policies of HRM they are inextricably tied to the formulation and the implementation of strategic corporate and/or objectives of business. The model emphasis the need of tight fit among strategy of HR and business strategy and the use of an assembly of the politics of HR and practical that are integrated one with the other and with objectives of the association. Following are the key environments for the development of appropriate policies of HR and systems: 1. The selection of the most convenient people to find the business needs 2. The performance in the business objectives pursuit. 3. The evaluation, watching performance and to provide reaction to the association and Its employees. 4. The rewards for the appropriate work. 5. The development of the ability and the knowledge needed to find objective of business. The matching model is joined closely with the interpretation hard of HRM; that is, the stationing of human resources to find objectives of business. Two suppositions prop up this model: The first one is that the media more troops to handle to people will vary by the association to the association and they are relying in the organizing context. 2. Influential Model:- The second supposition is that of Unitarianism, that is, the supposition that conflict or varying at least views cannot exist in the place of work because all they work to achieve the same objective- the association success. A second model of influention, was designed by Beer et al, (1984) in the University of Harvard. The map of the territory of HRM, as the regular authors its model, recognize that there is a variety holder of bets in an organization, that includes shareholders, various groups of employees, the community and the government. The model recognizes the legitimate interests of various groups, and assumes that the invention of strategies of HRM will have to reflect these interests and to melt them as like possible in the strategy of human resource and ultimately the strategy for business. The elements of better practices now are recognized extensively, if not universally accepted: 1. The security of the employment, 2. The sophisticated selection, 3. The team work and the decentralization, 4. The high salaries tied to the organizing performance, 5. The extensive instruction, 6. Tighten differentials of status, 7. Communication and participation. It is now valuable noting here that there are few challenges to the global applicability of best HRM. (Beard well, J., Clay don, T.(2007), Page 7-10, 5th Edition). Critical Review of HRM Performance:- In the recent few years, countries of OECD have carried out analysis of the performance with the objective of raising the motivation and check and balance of the civil sevants. Strategic planning is most influential when it is associated with the human resource management planning throuout the public administration and within every government or public sector organization. The shortage of integration among human resource management and process strategic enterprenuer planning is widely acknowledged as a important source of implementation failures. The incorporation of HRM planning into strategic planning permits associations to create strategic capacity by the calculation of HRM planning-to confirm that the organization has the important skilled, appreciated and committed workers in place to attain the firms objectives. The incorporation of strategic HRM operations with organizational strategic planning is crucial to activities; this is more crucial when HRM activities are transferred to the line managers, as is the case in people administration in most of the OECD(Organization for Economic Cooperation and Development) countries. (Organization for Economic Cooperation and Development (2010), Page 154). CONCLUSION HR is a very important department for organization in this modern global market of competency. HRM department plays vital role in the development of organization and in meeting the organizational goals according to the organization vision and mission. Functions of Human Resource department are very important for both the organization and the employees as well. This department not only focuses the rights of employees and ensures the availability of atractive scenario but also works for organizations benefit though the satisfaction to the management regarding the proviosn of labour in future. This department manages the organizational future aspects regarding labor and provision of favorite scenario to employees. HR also deals with the different movements and meetings coordinated by the worker or labor unions. Simply the HR department covers the all labor related matters. In addition to above the HR department departments have many criticism on its operations and there is need to reconcile the defects facing by these departments. But overall human resource department is very beneficial for both employees and organization. Different types of model and methods should be adapted by the managers to develop its function to enhance the organizational activities.

General Prologue of the Canterbury Tales: The Friar and the Parson Essa

General Prologue of the Canterbury Tales: The Friar and the Parson The Friar and the Parson, as described in the General Prologue of the Canterbury Tales, can be used to portray both the good and the bad sides of clergy. They make a stark contrast to each other, often even directly, with their characteristics as told by the narrator. From physical traits to their actions, these two pilgrims are almost exact opposites in certain ways. Their motivations for these actions describe the differences in the mind sets of the good holy man and the one who is less true to his orders, the Parson and the Friar respectively. Throughout their portraits, the descriptions of the two are set at odds, so as to highlight their contrariety. A revealing comparison can be made in the matter of money between the Parson and the Friar as to the monetary motivations of the clergy. The Parson was a poor man. He took out of the tithes given to him by parishoners and his salary to give back to them, as â€Å"rather wolde he yeven [†¦] / unto his povre parisshens about/ of his offering, and eek of his substaunce.† (487-489) The Friar on the other hand was wealthy, and would rather take from the poor to increase his income than to give, â€Å"for thogh a widwe hadde noght a sho/ [†¦] yet wolde he have a ferthing, er he wente.† (253-255) The actions of the Parson make those of the Friar look even worse. The Parson cares little for his own wealth, but is a great deal concerned about the poverty of his parishoners. The Friar cares very little about poverty, but is terribly concerned about his own income. On the subject of personal wealth, these two men may be seen as complete opposites, one showing the horror and inappropriate actions of the other, and th... ... his preaching. He can be seen as a good example of how a clergyman should be. The Friar on the other hand in deed, speech, motives, and reasoning, is questionable in relation to his position. He is a selfish man who will take from, but not be amongst the poor since there is little good it will do him. Instead of using his office to do good works and to lead people closer to religion, he uses it for personal profit. His piety is less than devout, as it is insinuates that he is a lecherous man who is very interested in women. He would rather be among the wealthy than be true to his orders. In contrast to the Parson, he is not a good example of a clergyman. These pilgrims work together to show good and bad instances of men of the church, and comment on eachother in their characteristics in a way that highlights the qualities of one and the faults of the other.

Responsibility For Solving Problems Essay

Should people take more responsibility for solving problems that affect their communities or the nation in general? Plan and write an essay in which you develop your point of view on this issue. Support your position with reasoning and examples taken from your reading, studies, experience, or observations. Nowadays, there are many problems in our nation. These Problems affect people every day, everywhere, around the world. Responsibility towards our communities is an extreme international internal sensation. It is inside of every one of us!! â€Å"Ask not what your country can do for you, but what you can do for your country.† This quote by John F. Kennedy rings true. People should take more responsibility for solving problems that affect their communities or the nation in general because society should be more self-reliant. Every little thing that people try to do counts. We all need to work and volunteer to make our society much better and civilized. Additionally, the people of the community should take more action in helping out the environment so that they can enjoy living in a clean area without impediments stopping the sanitation of the vicinity. Citizens should be aware of global warming and should start helping out to stop pollution in the area. They can start recycling paper and canned products and collecting trash rather than littering. People in Los Angeles made a group together called LA’s Watershed Protection Program and helped to stop pollution. Some things they did were dispose of trash properly, used environmentally safe products, and recycled their used motor oil and filters. This is why the people should take more responsibility in helping out the environment to stop pollution in the future. Government support is helpful; however, people should not always depend on them. People need to take charge in order for the nation to prosper economically and environmentally. A nation is defined by the standard of life of its people. Thus, if the people work together to improve their lives, they will be improving the status of their communities, and consequently, their nation.