Thursday, December 26, 2019

The Constitution Of The Nation State - 1399 Words

Background and context Through the use of quantitative analysis, this paper analyses to what extent individuals’ identification with the constitution of the nation-state, referred to as constitutional patriotism, can provide a basis for a common European ‘demos’. The theoretical framework draws upon the German philosopher Jà ¼rgen Habermas and his concept of moral reason, communicative rationality, and deliberative democracy. We aim to build up the necessary theoretical framework needed to understand how Habermas envisions a future European Union by comparing his views on democracy with the ones from the classic liberal and communitarian traditions of democracy. The main hypothesis under investigation is the claim that constitutional patriotism can provide the basis for a European demos. Habermas argues that an EU with increased political skills, among other things can be the solution to ensure efficient welfare services, and, ultimately, to promote international peace (Habermas 2006: 43) (Habermas 2012: 20) (Habermas, 1998: 317) (Habermas 2005a : 210) (Habermas 2005b: 261). However, there is considerable disagreement about whether there is a cure for this absence of a demos. From a communitarian point of view, there is no cure, whereas Habermas articulates that a common European demos can and must exist. According to Habermas the future of EU demands an increased in dialogue between EU citizens from different member states. However, for this dialogue to take place, itShow MoreRelatedThe United States Constitution And The Constitution Of Russia1409 Words   |  6 Pagesthat the United States of America’s constitution and the constitution of Russia would not be very similar. Due to the fact that the two nations are around 5,000 miles apart or even the fact that the Unites States Constitution was ratified on September 17, 1787, and Russia’s Constitution was ratified on December 12, 1993, a 206 year difference. Despite these facts, if one were to dig deeper into the Russian’s constitution, the many resemblances within the United State s constitution begin to surfaceRead MoreThe Articles Of Confederation With The New Constitution Of 17871384 Words   |  6 Pagesneeded a constitution to bind their states together protect them from future assaults and to strengthen their economy by trading with each other and other nations. The document that was adopted by the continental congress was the Article of confederation. But because of its weakness, the colonists needed a stronger federal government which forced them to adopt the new Constitution. (Keene, Cornell, O’Donnell, 2011). Compare and contrast the Articles of Confederation with the New Constitution of 1787Read MoreWhy The Founding Fathers Created The Electoral College933 Words   |  4 Pages It would seem that the founding fathers were a lot smarter than we give them credit for in 1792. This was the year the College, as we call it today the Electoral College, ratified in the Constitution of the United States of America by the colonies. This would also start the longest continuous debate our nation has ever experienced over a single political issue that continues even today. This debate came center stage during the election of 1800 when Thomas Jefferson and Aaron Burr (Jefferson’s ViceRead MoreThe First Longest Continuous Debate Our Nation932 Words   |  4 PagesIt seems that the founding fathers were a lot smarter than we give them credit for in 1792. This was the year the College, as we call it today the Electoral College, ratified in the Constitution of the United States of America by the colonies. This would also start the longest continuous debate our nation has ever experienced over a single political issue that continues even today. This debate came center stage during the election of 1800 when Thomas Jefferson and Aaron Burr (Jefferson’s Vice PresidentRead MoreA Nation Among Nations By Thomas Bender852 Words   |  4 PagesChapter three of his book, â€Å"A Nation Among Nations,† Thomas Bender investigates the Civil War and draws parallels with American history and modern nation making around the world. Chapter three is focused on the Civil War and what led to political thinkers believing in a strong unified nation as the best protection of individual liberties. Documents that help us understand what led to ideas that would promote the citizens individual liberties are the United States Constitution , The Bill of Rights andRead MoreThe Articles Of Confederation And The Constitution1130 Words   |  5 Pagesthe Articles of Confederation, delega tes from all states, with the exception of Rhode Island, assembled in Philadelphia, Pennsylvania to mend the weaknesses the Articles displayed throughout its practice. This meeting on September 17, 1787, resulted in the newly drafted terms for which the United States democracy would stand upon; the official document became known as the Constitution and has gone unchanged for over 228 years. Although the Constitution was drafted to replace the Articles of ConfederationRead MoreThe Fundamental And Structural Principles Of The Constitution Essay1326 Words   |  6 PagesA constitution refers to a set of rules and guidelines intended to create both the fundamental and structural principles of the government in a state or nation. A constitution is either written or unwritten. On one hand, a written constitution is a formal document that defines the attributes or characteristics of the constitutional settlement, the rules governing the political system and the roles and responsibilities of the government and rights of citizens and inhabitants in a codified form (ShamgarRead MoreEssay on Competing Ideas of the Constitution858 Words   |  4 Pagesconvention agreed on a document that would cause great change in America, the Constitution. Some Americans agreed with this idea of having a reformed Articles of Confederation. Others feared that this new document would stifle the growth of the new nation even more than the Articles of Confederation. Certain citizens even feared the effect the Constitution would have on their rights.The decision of whether to ratify this Constitution became a point of between the people of America and caused debates amongRead MoreTheu.s. Constitution And The Constitution1612 Words   |  7 PagesThe U.S Constitution is one of the most, if not the most, important documents ever written in political history. The constitution established America’s national government and provided the fundamental framework for the present and future le gal parameters by which the american people would be governed by. The Constitution was officially signed September 17, 1787 in Philadelphia during a constitutional convention. In order for the constitution to actually be an official document, it had to have beenRead MoreFederalist Essay1453 Words   |  6 PagesGeorge IIIs tyranny. As a result, the first constitution, the Articles of Confederation, gave the national government hardly any power over the states, and created chaos within the nation. Because of the Articles inefficiency, a new document called the Constitution was drafted. The Constitution created a more centralized government with the separation of powers among executive, legislative, and judicial branches. The ratification of this new constitution created a debate among the federalists and

Wednesday, December 18, 2019

Comparing The Lost Boys, Dracula and Peter-Pan Essay

Common threads in The Lost Boys, Dracula and Peter-Pan In The Lost Boys there are similar occurrences and references to both of the novel Dracula, by Bram Stoker and Peter Pan, by Sir James Barrie. There are many similarities between the three story lines. In the stories of all three works there is a common thread of story it all started with Dracula. The story of Dracula has many components of it used in the film The Lost Boys. The comparison’s begin with the vampire. Dracula is centered around the main vampire, Dracula. Dracula has many powers and ways he can alter reality. In the novel Bram Stokers Dracula we see that there is a power struggle. In all of the universe, no one being has complete control over another. In†¦show more content†¦First he must take her blood, and secondly she must take his blood to make her a vampire. Dracula is near immortality (he cannot die from the passage of time or from disease). Dracula has survived for century’s, and there was only one way he could die. The only way he can be killed is to have a stake driven through his heart, then have his head severed. Dracula has the ability to grow younger by drinking blood. His feeding upon the living keeps him alive or in his case Undead. The blood gives him his youth in the blood is life! Dracula casts no shadow. He is not living and manipulates the light. The light seems to pass right through him. Or another way to look at this would be as Francis Ford Coppola viewed it: He felt that Dracula had a shadow by some means. Dracula’s shadow moved as though he could will the light to do his bidding, or does it go further than that is the shadow a darker side of Dracula? The shadow tries to strangle Jonathan Harker while Dracula stands here. Dracula casts no reflection. The first time that we have a notion that he does not like mirrors is when Jonathan Harker makes the statement there is not a single mirror in the entire castle. The most memorable mirror scene is when Dracula comes to see Jonathan he(Dracula) is exposed to mirror and he become enraged when he sees it. Dracula takes it and throws it into the courtyard below and it shatters on the rocks below. Dracula has the ability to crawl along walls. One nightShow MoreRelatedLogical Reasoning189930 Words   |  760 PagesRamone, look at those two white guys on the other side of the street. They look friendly. The blond guy with him looks like he would rip your lungs out just to see what would happen. The other one is just as fierce, and hes carrying the radio I lost yesterday; its got my sticker on the side. If Ramone leaves believing that the two guys are friendly because his friend said, They look friendly, then he has violated some principle of logical reasoning. What principle? ï‚ · Reasons should

Tuesday, December 10, 2019

Managing Employee Performance and Reward †MyAssignmenthelp.com

Question: Discuss about the Managing Employee Performance and Reward Concept. Answer: Introduction: Human resource Management (HRM) is an important function of an origination which is designed to improve the efficiency and productivity of the employees. It consists of all the activities relating to human resource and people (Mathis, Jackson and Meglich, 2016). It includes staffing, recruitment, training and appraisals of the staff. The present report is based on Winch-It Company which is planning to expand their business overseas. The Board wants to adopt a cautious approach and they want to understand all the issues related to business expansion including HRM in international business. The report focuses on the type of organizational structure, cross cultural management, performance management and staffing options of Winch-It Company. Type of organizational structure for overseas operations Winch-It Company has performed well in the domestic market. It is important for them to expand their business to other countries as well. They have already captured the domestic market and there is limited scope left in it (Shields, Dolle-Samuel and Plimmer, 2015). International market will give them ample of opportunities to grow and develop their business. But it is difficult for a company to decide its organizational structure and it becomes more complex during international expansion. An effective organizational structure can improve the efficiency and performance of the company in global market (Jabbour and de Sousa Jabbour, 2016). Winch-It Company should adopt a Global Functional Structure in their overseas business. They can appoint a CEO which will take care of the business in the foreign country. The Board is also interested in international expansion. But they should not use One of their own strategy. They should appoint a CEO who is a resident of the country. He should und erstand the needs and preferences of the people. It will allow the company to adapt to the business environment and perform better in their business. A Global Functional Structure is suitable when the company has few products (Beadles, Aston and Johns, 2015). It involves horizontal integrated organizational structure. For example, McDonald and Pepsi follow this structure in different countries. The Chief Operating Officer is responsible for coordination and integration of different activities in the business. Winch It Company should adopt this structure and leave all the decision making to the top level management in the particular country. The functional heads will fulfill their roles and responsibilities using a tunnel vision orientation (Abdullah and Zulkifli, 2015). They are advised by top level management for implementation of change or improvements. Global functional structure is recommended to Winch-It Company because it will help them to manage their domestic as well as inte rnational business in an effective manner. The main advantages of Global Functional Structure for Winch-It Company are: Reduction in overheads Clearly defined career path for the employees. It is the best suited structure for international expansion (Shields, Dolle-Samuel and Plimmer, 2015). Economies of scale due to functionally based organisation Central HRM function can serve the entire organisation effectively. Standardized policies, procedures and practices. Cross cultural management approach for Winch-It Cross cultural management is essential for international expansion (Salas, Shuffler and Lazzara, 2015). It will help Winch-It Company to adapt to the business environment of the country. They will be able to provide more customized products and services to the people. Winch-It Company should adopt individualized communication approach in international market. It will allow the company to understand the market conditions and they can make changes in their strategies according to it. This approach will be helpful for the company in their communication and promotional campaigns. They will be able to develop their knowledge and understanding about cultural diversity (Shields, Dolle-Samuel and Plimmer, 2015). Furthermore, they can improve their problem solving skills by avoiding cross culture miscommunication. Some common issues faced due to ineffective cross culture communication: Inability to adapt to different business cultural expectations Lack of planning in business approach which takes long time for business to adapt (Abdullah and Zulkifli, 2015). Problems in decision making and negotiation. Lack of trust in the company. Winch-It Company should provide training to their employees so as to ensure better communication and high performance. They should be able to develop relations with other members of the company as well as the customers (Mathis, Jackson and Meglich, 2016). The entire business should be customer centric and all the decisions should be taken accordingly. Winch-It Company can uses Hofstedes cultural dimension theory to understand cultural dimensions. This will allow them to identify various factors such as degree of individualism, power distance, masculinity and uncertainty avoidance. HR team should promote cultural diversity in the company. HRM policies have to be developed so as to manage cultural diversity in the company (Importance of HRM. 2016 ). Communication plays a vital role in the success of a business. Winch-It Company has to maintain effective communication with the stakeholders as it is important for new overseas venture. Winch-It Company has to adopt international staffing strategy in their overseas operations. The HR policies and staffing procedures should be according to the business environment of the overseas market (Beadles, Aston and Johns, 2015). The company should not adopt the same HR policies which they have implemented in the domestic market. They should give freedom to the overseas business so that it can frame its own HRM framework. The Board of Winch-It Company wants some of their people to run new business. They can adopt this strategy but they have to ensure diversity in their foreign business. They should use ethnocentric approach in which the people from home country lead the foreign company (Huang, Zhu, 2016) . It will help them to establish the same corporate culture in the other company. But this approach has many disadvantages which will affect the company and its operations. Instead of this, they should use Polycentric approach in their overseas company. It will fulfill the de mand of the board as well as the objective of the business. Winch-It Company has to appoint a home country senior as well as foreign country senior. The host country official will get the support from the foreign executive (Latorre and et.al, 2016) . It will reduce complexities in the business and the company will be able to adapt to the changing needs of the overseas market. Therefore, the best staffing option for Winch-It Company is to adopt Polycentric approach. It includes senior management from both domestic and foreign country. They take all the decisions together keeping in mind the requirements of the overseas market. Apart from this, they should maintain cultural diversity in their company. Performance Management issues in overseas business Winch-It Company should monitor the performance of overseas business. They have to bring changes in it at regular intervals to remain competitive in the foreign market. Effective performance management helps the employer to communicate the objectives and results of the business to the employees (Shields, Dolle-Samuel and Plimmer, 2015). But there are certain issues which Winch-It Company should consider before expanding their business: Development of strategic plan: Winch-It Company should develop right metrics according to the strategic plan of the organisation. Many companies fail to establish a balance between short and long term goals of the company (Beadles, Aston and Johns, 2015). The company should develop plans for domestic as well as foreign business. They should include foreign officials in the designing and planning stage. The performance of the business should be reviewed at regular intervals and corrective measures should be taken in case of any discrepancies. Problems in standardized tools and techniques: Performance management includes tools such as productivity, efficiency, profits, revenue generation etc (Mathis, Jackson and Meglich, 2016). Apart from this there are also qualitative parameters for employees such as leadership, judgment, motivation etc. The main issue is to decide whether the domestic and foreign business will have the same performance parameters or not. Performance is also dependent on economic indicators and different methods adopted in the country (Salas, Shuffler and Lazzara, 2015). It is recommended for Winch-It Company to create different performance indicators and performance management criteria for the overseas business. It will help them to manage it effectively. They should expand their business to new markets but they should make significant changes in their operations according to the need of business environment. Conclusion It can be concluded form the above that Winch-It Company should expand their business overseas. It will give them more opportunities to improve their business as well as customer base. They should use Global Functional Structure in their international business. Furthermore, they should use cross-cultural management to understand the values, attitude, behavior and preferences of the people. They have to made relevant changes in their services and products so as to meet the expectations of the customers. A centralized HRM system will help them to manage their human resource efficiently. Furthermore, international staffing method will help the company to become a global corporation. All the HRM policies and procedures should be localized to meet the requirements of overseas business. References Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy DEMATEL: An application to human resource management. Expert Systems with Applications. 42(9). pp.4397-4409 Beadles, I.I., Aston, N. and Johns, K., 2015. The impact of human resource information systems: An exploratory study in the public sector. Communications of the IIMA. 5(4). p.6. Huang, X., Zhu, Y. 2016. Cross-Cultural Management and HRM. In Managing Chinese Outward Foreign Direct Investment (pp. 122-139). Palgrave Macmillan UK. Importance of HRM. 2016. [Online]. Available through: https://www.humanresourceexcellence.com/importance-of-human-resource-management/ [Accessed on 23th April 2017]. Jabbour, C.J.C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and green supply chain management: Linking two emerging agendas. Journal of Cleaner Production.112. pp.1824-1833. Latorre, F. and et.al, 2016. High commitment HR practices, the employment relationship and job performance: A test of a mediation model. European Management Journal. 34(4). 328-337. Mathis, R.L., Jackson, J.H. and Meglich, P., 2016. Human resource management. Nelson Education. Salas, E., Shuffler, M.L. and Lazzara, E.H., 2015. Understanding and improving teamwork in organizations: a scientifically based practical guide. Human Resource Management.54(4). pp.599-622. Shields, J., Dolle-Samuel, C. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Managing Employee Performance and Reward – MyAssignmenthelp.com Question: Discuss about the Managing Employee Performance and Reward. Answer: Introduction The report is prepared to discuss about the work design pilot at CERA considering the various human management practices within the organization. It is important to provide advice to Rachel Amaro for ensuring proper designing of jobs to support innovative behavior as well as ensure that the human resources are managed properly. Civil Engineering and Research associates or CERA was founded in 2007 and its vision is to become one of the most established go-to consulting companies within the civil construction industry in Australia. CERA is one of the major engineering and research associated Consultancy Company that has managed to provide the best quality consulting services to the construction and engineering company to make sure that good quality infrastructures are built. The topic will demonstrate the work design pilot will be prepared that is to be prepared at CERA. By maintaining a proper work design, it will be easy to ensure workforce planning and recruiting the individuals fro m different backgrounds and from different fields of knowledge, because of which, it will be easy to share and exchange opinions and ideas at CERA. The issues related to the lack of filling the job roles and not being able to employ the right candidates will be illustrated along with the forecasting of human resources to provide supplies according to the demands of workforce. The proper human resources management and its practices to enable creativity and innovation will also be included in this report. CERA is quite clear about its vision and strategic goals with the involvement of both Mark French and Kellie Lincoln. To differentiate itself from others within the industry, the company has decided to bring innovativeness and manages orientation of services through enhanced design and engineering. One of the major issues faced by the company could be the lack of proper workforce planning or human resource planning, due to which the organization suffered in several areas and even faced complexities in responding to the external environment within quick time. Thus, there was necessity to develop an appropriate work design pilot considering the external market data and information based on the potential demands along with the checking of feasibility (Armstrong Taylor, 2014). The designing of work pilot also could include considering the numbers of inventories, skills and demographics within the present staffing process, which would combine the statistical methods and expert judgments for running a much more detailed workforce planning with the involvement of both the Planning and Engineering divisions (Alfes et al., 2013). The forecasting of human resources should be done along with effective recruitment, replacement and employee retention strategies for maintaining a strong workforce and straightforward labor supply. It is the roles and responsibilities of the HR manager of CERA to ensure that the demands of labor supply are met and their skills and abilities are identified (Jackson, Schuler Jiang, 2014). One of the major ways to do is the utilization of gap analysis technique where the HR managers are assigned with the roles of predicting the labor demands in the future and compare those with the available skills and abilities of the individuals working for CERA (Anderson, Poto?nik Zhou, 2014). As soon as Rachel would understand the benefits of the employee performance measurement or appraisal, she would likely create a positive work culture within the workplace, which can provide better working conditions for the employees (Ma Prieto Pilar Perez-Santana, 2014). Rachel wants a creative workplace w here the employees do possess extensive creative and thinking abilities and can handle tasks with ease. Job analysis The analysis of jobs was done to identify the positions that were left to be filled with candidates even make sure to engage the candidates properly during the recruitment and selection process. The job analysis must include considering the job roles, qualifications required to get selected for the job role and finally ensuring that the job requirements are met. The measurement of the performances of the workers is also important for gaining knowledge about the appropriate management of HR planning and creates job designs in such a manner that it supports the innovative behaviors within the workforce. The actual performance and the performance that has been desired in the future should be identified as well for ensuring that the gaps are overcome and the organizational efficiency could be improved as well. The gaps of employees would be identified with the use of transitional matrix analysis, which could make the HR mangers prepare sound designs for work to accomplish the aims and ob jectives of the organization as well as bring innovation all throughout (Marler Fisher, 2013). At CERA, there was shortage of labor, due to which there was a huge gap between the human resources available and the actual demands in the workforce. The jobs should be designed in such a manner so that more and more candidates are attracted and even the existing employees must be retained for providing long-term solutions to the business problems. To keep the workforce production, innovative job designs should include creating a good working environment consisting of a good culture so that the employees could be kept satisfied and encouraged to perform to their potential. The implementation of advanced technologies should also be considered as a major aspect of designing innovative jobs for reducing the work load of and enhance the production capabilities and reduce the costs of operations managed by the workforce too (Nankervis et al., 2013). The employees must be provided with proper training and developmental sessions for enhancing their skills, attributes and necessary knowledg e gaining abilities while working for the company. This is how the issue related to the shortage of human resources at CERA would be overcome with ease and effectiveness. The job designing process is the main cause of job satisfaction for the employees and managing the aggression of lack of commitment of the employees that may be arising due to the regular and same kinds of job responsibilities. Designing a job role properly would assist the HR manager to create satisfaction among the employees as well as keep them motivated and encouraged to tackle the job related challenges and roles with much ease and convenience. Motivation would be possible through better compensation and wages structure while designing the jobs and this would automatically interest among the employees, enhance the level of coordination and promote better teamwork (Kehoe Wright, 2013). A job design should also include defining the work processes clearly and setting up good working hours to make the employees feel valued at CERA, which could even drive their potential to work with more dedication. It is essential to make Rachel Amaro informed about the changes in the new job desi gn for supporting innovative behavior and at the same time measure the performances of employees to check for any areas where they might be weak (Shields et al., 2015). Job designing methods There are four major techniques required to prepare an effective job design and these are as follows: Simplification of work: Here the jobs are designed for filling the vacancies within the department managed by Rachel. The job is simplified by breaking it into smaller sub tasks and each of the tasks are allotted to a specific individual. The individual can gain proficiency and skills in doing the similar kind of task repeatedly. The work simplification requires minimum effort and money while training the individuals because of the need of low level skills. Job rotation: The employees are needed to move from one job to another without changing their roles and responsibilities. Though the individual performs different types of tasks, still those are of the same nature and similar kinds of aspects are involved. The level of skills and knowledge is increased and the employees will become competent enough in different kinds of tasks (Ozguner Ozguner, 2014). Job enlargement: It recreates the job role by adding more tasks to the job, which creates more scopes for the employee to excel in his career. The employees will feel more interested through motivation and encouragement by the leaders, which can allow for committing fully to the business efficacy. Job enrichment: Motivation of jobs is possible through job enrichment where motivating factors are added to the job and the employees will perform to this potential. It will also make them capable of handling critical issues and challenges, thereby acquire opportunities to grow and provide useful ideas and opinions for the improvement of outcomes for CERA (Kramer Thayer, 2013) The Herzbergs theory demonstrates the motivation and hygiene factors that are responsible for motivating the workforce and making the employees perform to their potential as well. Various factors could be considered such as opportunities for learning and growth, safe and good working conditions along with providing them with both monetary and non-monetary rewards for their performances within the workplace (Malik Naeem, 2013). There are various factors that can decrease the motivation level and morale of employees such as lower wages paid to them, inaccurate organizational policies and lack of safety and good working conditions within the workplace, which are also considered as hygiene factors. The humanistic approach to job designing could not managed at CERA would both raise the morale of employees as well as maintain the organizational values and ethics within the organization with ease and effectiveness (Yusoff et al., 2013). Motivational job design The motivational job design is implemented to make sure that the job roles and responsibilities are planned in such a manner so that the employees remain satisfied (Todorovi?, Mitrovi? Bjelica, 2013). The job designs at CERA are managed to allocate the tasks to the individuals and groups specifying about the methods, content and relationships of jobs for fulfilling organizational and technological requirements along with the satisfaction of the employees working at CERA. The job designs should include additional benefits and rewards to the employees for performance enhancement and accomplishment of organizational goals. Both monetary and non-monetary rewards could be included in the job designing approach for facilitating the motivation level and encouraging them to work harder. Taylorism could be an effective way of managing motivational job design and enable creation of a standard method at CERA for each of the job roles, This would also include providing training to the workers a nd supporting them to perform to their potential with the enhancement of their skills, knowledge and expertise. The socio technical systems approach should also allow for designing the job according to the goals and objectives of the organization. The employees must be engaged altogether in preparing the design of the job role, which should also help in controlling the variances in production or service centered benefits. The job design should not only ensure high quality working life, but could also assist in the adaptation to changes and handling the pressures within the changing environment of the organization. It would ensure that the programs and initiatives are implemented as designed in the job roles, furthermore analyze the insights to achieve better outcomes. The progress achieved should be communicated along with the success rate both internally and externally and the efficiency of the program would allow for rigorous program evaluation too (Choi, 2014). The motivational job design enables creating a job role for the employee that can keep them satisfied and encouraged to work for the company and deliver his best. The job designing is done in such a manner, so that the various features will benefit the employees and make them feel interested to perform to their potential. It could allow the individuals to present their new and innovative ideas that may be beneficial for the company in terms of production, growth and higher profitability. The working life quality would tend to improve and thus create better scopes and opportunities were created for the employees to show their innovative skills and behaviors, which should enhance the business functioning efficiency and derive positive outcomes. Job enlargement and enrichment There are also job enriching and job enlargement approaches that can influence the level of motivation and satisfaction of employees. The job enlargement procedure, as the name suggests allow for providing additional responsibilities to the staffs working at CERA and creating enough scopes and opportunities for them to obtain better skills, knowledge and expertise to perform to their potential. The existing employees of the organization would also be able to master the required skills and evolve in better learning and knowledge acquisition to achieve the desired objectives. On the other hand, the job enriching procedure means creating better working conditions and allowing to enhance the skills of the staffs for handling critical and challenging tasks with ease (Battistelli, Montani Odoardi, 2013). There would be positive relationships between the characteristics of the job and responses of the employees, which could further bring variety of skills and make them identify the importa nce of the tasks and even provide feedbacks regarding the job. The HR manager must play a major role in managing designs of the jobs and create a flexible structure so that the employees could adapt to the changes and perform efficiently as well (Cera.org.au, 2018). The Job Characteristic model or theory could determine the impact of characteristics or features of a job affecting the job outcomes such as enhanced level of job satisfaction and keeping the employees engaged within the department managed by Rachel. The major characteristics could be the variety of skills, tasks variety, significance or importance of task, autonomy and feedbacks obtained from the staffs regarding the job roles. By obtaining the feedbacks, necessary changes are to be done at the departments for improving the workplace efficiency and creating satisfaction among the workers regarding the job roles and job related benefits (Zefinescu et al., 2015). The model can enable recreation or redesigning of the jobs to prevent repetitive work and posting different challenges for the employees. Based on the job enrichment techniques and job characteristics model, it would be effective for managing self recognition, enhanced roles and responsibilities, managing growth and providing better benefits, scopes and opportunities for improving their level of morale ad satisfaction. The job enrichment can improve the job design efficiency, which will improve the production level, reduce the turnover ratio and even lead to better job satisfaction (e Silva Costa, 2013). Due to this, the employees shall be motivated and encouraged to perform to their potential at CERA. Challenges of motivational job design The challenges and issues faced were increased number of tasks, which might enhance the level of complexity, providing enough benefits could often result in gaining freedom and the employees performance might be deteriorated. Few other challenges were variety of tasks, which may be difficult for the employees to manage due to the lack of skills in certain areas. Based on the weaknesses of the employees, the training and developmental programs would be structured as well with the use of this system for enhancing their skills, knowledge and expertise. Therefore, all these aspects of human resource management must be understood by Rachel Amaro to design jobs within her department and support innovative and creative behaviors all throughout (Li, 2013). Few other issues of motivational job design could be complexities arising while revising the tasks, sharing of jobs, alternative work patterns and techno stress. It is advisable that the job designs are created by aligning with the benefit s that can be achieved by the individuals to reduce the workload and make them influenced to perform efficiently. Working from home sometimes could lead to boredom and not getting the perfect working conditions, which might create discomfort. Conclusion The report was developed for managing the work design pilot at CERA to improve the human resource management practices as well as make Rachel Amaro understand the ways by which the job designs could bring innovativeness. The work design pilot would be needed for managing growth and development and even would meet the labor demands through the combination of statistical methods and judgments made by the experts. Few of the issues faced by CERA were lack of labor supply, inappropriate management of working conditions and inability to fill the positions for certain job roles within the workplace. To promote innovation and creativity, suitable job designs were required along with the analysis of gaps of employees. This should ensure successful innovative behavior and provide the workforce with high power and autonomy. Measuring the employee performance would be essential for achieving the desired positive results and at the same time, facilitate creative and innovative decision making by the employees. Lastly, the implementation of human resource management information system could create better working conditions and allow for the creation of better job designs to promote innovation and creativity at CERA, Australia. References Alfes, K., Truss, C., Soane, E. C., Rees, C., Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859. Anderson, N., Poto?nik, K., Zhou, J. (2014).Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management, 40(5), 1297-1333. Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice.Kogan Page Publishers. Battistelli, A., Montani, F., Odoardi, C. (2013).The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour.European Journal of Work and Organizational Psychology, 22(1), 26-41. Choi, J. H. (2014). Who should be the respondent? Comparing predictive powers between managers' and employees' responses in measuring high-performance work systems practices.The International Journal of Human Resource Management, 25(19), 2667-2680. e Silva, L. C., Costa, A. P. C. S. (2013). Decision model for allocating human resources in information system projects.International Journal of Project Management, 31(1), 100-108. Jackson, S. E., Schuler, R. S., Jiang, K. (2014).An aspirational framework for strategic human resource management.The Academy of Management Annals, 8(1), 1-56. Kehoe, R. R., Wright, P. M. (2013).The impact of high-performance human resource practices on employees attitudes and behaviors. Journal of management, 39(2), 366-391. Kramer, W. S., Thayer, A. L. (2013). 19 Goal Setting in Teams. New developments in goal setting and task performance, 287. Li, C. Y. (2013). Persuasive messages on information system acceptance: A theoretical extension of elaboration likelihood model and social influence theory. Computers in Human Behavior, 29(1), 264-275. Ma Prieto, I., Pilar Perez-Santana, M. (2014). Managing innovative work behavior: the role of human resource practices. Personnel Review, 43(2), 184-208. Malik, M. E., Naeem, B. (2013).Towards understanding controversy on Herzberg theory of motivation.World Applied Sciences Journal, 24(8), 1031-1036. Marler, J. H., Fisher, S. L. (2013).An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36. Nankervis, A. R., Baird, M., Coffey, J., Shields, J. (2013). Human resource management: strategy and practice. Ozguner, Z., Ozguner, M. (2014).A managerial point of view on the relationship between of Maslow's hierarchy of needs and Herzberg's dual factor theory.International Journal of Business and Social Science, 5(7). Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ...Plimmer, G. (2015). Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Todorovi?, M., Mitrovi?, Z., Bjelica, D. (2013).Measuring project success in project-oriented organizations. Management, 68(2013), 41-48. Yusoff, W. F. W., Kian, T. S., Idris, M. T. M. (2013).Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment.Global journal of commerce and Management, 2(5), 18-22. Zefinescu, C., Ibrahim, M. A., Popovic, V., Mieila, M. (2015).Measuring the economic performance in decision making process in the contemporary economies.Procedia Economics and Finance, 22, 380-387.

Monday, December 2, 2019

Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption Essay Example

Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption Essay Virtual Marketing, its sources of technology, science behind it and stage of adoption. Introduction Technology is the creation utilization and knowledge of tools, equipment, machines, systems or methods used to solve a problem or perform a particular task (Merriam-Webster, 2012). Virtual Marketing is a product of several technologies, combined to create a synergistic effect for the companies. Search engine optimization, ranking, website indexation, online advertising, and many other virtual sources of marketing come under the umbrella of virtual marketing (www. internet-communication-services. com, 2012). This essay introduces the concept of Virtual Marketing with a brief background and its sources from which it originates. Discussion Virtual marketing stands on the shoulder of the internet and computer. Since the invention of internet in 1973, it has brought myriad breakthrough in many fields including science, education, health care and businesses. Internet, as today, is a result of successive evolution. Initially neither the internet nor computers were affordable for individuals. Only companies with vast databases could afford it. Also, government used it for their purposes. In fact, US military is one of the first users of internet. Later the computer became smaller, and the internet became faster and affordable. Virtual Marketing, started with simple online brochures or simple web pages highlighting the features of product around 1990. A web page that serves as a brochure, capable of updating the features very quickly. We will write a custom essay sample on Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Virtual Marketing, Its Sources of Technology, Science Behind It and Stage of Adoption specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Later it evolved further, links to purchase were added, and brochures then began to customize according to the history of each user with that web page. This initiated the concept of mass customization, which subsequently applied to production of goods as well. Then came a flood of these online brochures, it became almost impossible to get to the page you want if you do not know the exact address. This brought a need for a search engine. Which automatically searched the topic, we wanted. Search engines use to hold a large collection of websites addresses and the subjects of them. But websites became dynamic; there data get updated more frequently. Then came the modern idea of â€Å"key word(s), (marketing. com, 2010). Initially the key word search was random, meaning as soon as user typed the word, search engine use to present a list of all the websites that had those words. Later came the idea of search engine optimization. Every website wanted its name to appear on top of search results. One method was to pay the search engine, and the other was to use the search engine optimization techniques. Virtual advertising is interactive. It customizes the message itself as per the user interest. Logs are maintained for each user, often in his/her own computer, known as â€Å"cookies†. These cookies keep the session details saved in the hard disk. Next time the user login, it automatically recognizes that user and shows the relevant material. One example is of eBay. When a customer shops on a website, data is continually processed and saved, and when the next time the consumer comes, suggestions of related item are displayed, increasing the chance of purchase. Electronic markets are also considered a part of virtual marketing. Electronic mall is term used for a site which provides access to electronic markets related to different categories. Electronic markets are accessible 24/7. Pure virtual organizations have no tangible existence, like eBay, Amazon etc. while most common of these is click and mortar. Where a company maintains its status of being physical while obtaining the advantages of operating online as well. This all would have been a dream without the advancement and discoveries of science that made it possible. Old computers were of the size of a room. In order to operate those mammoth systems, required an input of immense energy. It had to be shut down after a while to cool it down. The capacity of storage was mediocre as compared to today’s PCs. Initially Vacuum tubes were used in those computer systems. Later integrated circuits were introduced, which not only reduced the size of those machines but also reduced the power input. Then computers were much smaller, but still it was so costly that only business could afford. The first computer was named â€Å"Electronic Numerical Integrator and Calculator (ENIAC), developed in 1946 by John W. Mauchly and J. Presper Eckert. After ENIAC came the UNIVAC 1. UNIVAC 1 was the first universal automatic computer, that was widely marketed. UNIVAC 1 received acceptance quickly, as it was installed in a government organization, the US Census Beauru, 1951. These mainframe computers were not fitted for use in homes. After this computer came the mini computers. Minicomputer is term used for successors of mainframe, which were smaller in size. Minicomputers evolved around 1960’s. These computers were cheaper than mainframes and mid-size computers of IBM. Inspired by the infrastructure and software technology of minicomputers, microcomputers were introduced in the market. The first marketed computer designed with a Microprocessor was â€Å"Micra-N†. Apple pioneered the microcomputers and IBM introduced Personal Computer (PC), now used generally (McLeod George, 2010). However, virtual marketing was not possible without the internet. Internet, short form of internetworking roots back to 1950s. The network became establishing as soon as the early computers were invented. These networks were used to connect mainframes with terminals. Later in 1970s, APRANET formed a network of networks, connecting many networks to form a complex structure of networks, which led to the development of internetworking protocols. In 1982, the internet as we know today, came into being. But it was not open for commercial use at that time. Connections were given to educational and research institutes. Internet Service Providers (ISPs) began appearing in the late 1980s. Finally, APRANET was decommissioned in 1990s and internet became available for public use in 1995. The commercialization of internet technology and smaller and faster computers running brought revolution and gave birth to the virtual world. Virtual marketing is one application of these synergistic systems. Online markets, interactive marketing and dynamic web content enabled promotional material gained acceptance very soon. However, initially between, 1984-1988, there was resistance in Europe for widespread use of the internet, and the only networks (intranet) of CERN remained cut off from the big stream of internet. Later around early 1990s its access on widespread became possible in Europe. Segal, 1995) The internet technology started from North America and spread globally. Internet began to spread in around the globe; however, their connectivity with each other was too expensive to form. Push strategy was used for the use IP protocols and unified systems for the connectivity among different networks. (Internet History in Asia, 2005). The form of Virtual marketing includes, Disp lay Advertising, Search Engine marketing (SEM), Search Engine Optimization (SEO), Social Media Marketing, Email Marketing, Referral Marketing, Affiliate Marketing and Content Marketing. Companies use Display Advertising, which is placing ads or Banner (in digital form) on a third party website for promotional reasons. It is one of the reasons Google survived in early days. Google wanted revenue, and the idea of placing ads came just at the right time. Search Engine Marketing (SEM) is used to improve the visibility in search engine result pages (SERPs). There are many ways to do that, one is paid placement, another is contextual marketing. One free technique of doing it is search engine optimization techniques. Search Engine Optimization (SEO), is the process of increasing the visibility of a website through non-paid methods, where non-paid means it involves no payment to search engine. Social Media Marketing is also a very common process of attracting traffic to the website. It accomplishes that with the help of social media website like, Facebook, Twitter, and Linked in. Email Marketing, involves sending electronic messages. However, it is debatable that whether this form of unsolicited sending of emails is ethical. Referral Marketing, involves placing the ad of one website on other websites. Affiliate Marketing, is a method in which the affiliates bring customer with their own marketing efforts. Many revenue models exist for this kind of activities, like, commission, fixed, etc. Virtual Marketing is called virtual since it has no existence in the physical world but it has a huge effect on the physical world for sure. Virtual marketing allows advertisers and marketers tremendous freedom of showing creativity at very reasonable costs. However, it is increasingly getting difficult for companies to differentiate themselves from competitors on the internet. It will not be wrong, if we say this is the age of information. The combination of computer and the internet has brought a revolution in the field of science, education, health and all other domains of knowledge. However, obvious reason also inhibits its use in the particular situation. One such reason is security. Increasing threat of viruses is a threat to businesses, consumers and governments. The war between virus developer and anti-virus developers seems to be unstoppable. Cybercrime is still not recognized in many countries, which creates doubt regarding who to trust online and whom to trust not. Many fraud cases are caught every now and then but many still remain unsolved. Another issue is of the privacy, spying activity is increasing day by day. Defense systems are always there, but nothing seems to be invincible. Conclusion Despite all these threats to security and privacy, the idea of virtual marketing has proliferated like nothing else. The key to successful marketing is identifying the needs of customers. Identifying the needs involves understanding the behaviour of individuals and in groups. It involves the application of scientific research methods to understand the behaviour and attitudes. Internet combined with computer technology has made it easier to do that on this large scale. Virtual Marketing and Virtual companies give flexibility of low cost and 24 hours availability, but it also increases chances of fraud and scam. Regulatory authorities also issue licenses to these websites to carry on their activities. The technology is changing very rapidly, reducing the cost of it, and expanding the limits. The usage of internet and computer, particularly virtual advertising which was not very suitable for some businesses earlier, is now enjoying the freedom of universal suitability. The only thing that virtual marketing cannot achieve is what we have not thought of.

Wednesday, November 27, 2019

The 9 Worst Pieces of Advice for College Graduates

The 9 Worst Pieces of Advice for College Graduates When you’re a new graduate, everybody and their uncle has advice for you. And everyone you talk to will assure you that their advice is the key. They can’t all be right. Avoid getting advice fatigue by keeping a keen ear out for some of these clunkers. They’re usually well-meaning, but can often knock you off your path. Here are  9 of the worst (and yet very common) bits of advice to  college graduates.1. â€Å"Go to grad school†Do not pass â€Å"go.† Do not collect $200. Delay the inevitable. Stay in school and get more degrees and be guaranteed more money when you graduate the next time. Sound good? For some, it is. For some fields, a Master’s or even PhD will be required. But for others, it’s just an expensive place to hide out from the real world. Unless you’re truly passionate about a career or field of study that requires advanced degrees, do a bit of soul searching to make sure grad school is right for you before you decide to apply automatically and end up wasting years and thousands upon thousands of dollars on something you won’t use in your future career.2. â€Å"Just show up and ask for a job!†You’ve got a dream job or a dream company. Right? Everybody has a goal. But sometimes the well-meaning grandparent or drunk uncle will tell you just to go on into that office and show them what you’ve got! They’ll have to reward your gumption and enthusiasm with a job! Right? Wrong. This is a rookie move which will betray your lack of experience and knowledge of how the work world works. The more conventional job search route, albeit slow and sometimes frustrating, will work out better for you.  3. â€Å"Hide your tattoos†It probably used to be true that tattoos could disqualify an applicant. But that’s not necessarily the truth now. There are plenty of industries and more creative fields where your individual style could be an asset in showing how we ll you’d fit into a company culture. Use your discretion, obviously. But on occasion, it’s okay to bare your ink.4. â€Å"You need to get a job in your industry right away†In other words: if you get an interim job that doesn’t have anything to do with your chosen profession, you’ll have killed your chances before you’ve even begun. Not true. If you can’t find a job in your dream field right away, then you can and should look for jobs in other industries or fields that will give you a boost in skills or experience that can easily translate into the job you ultimately want. Learn as much as you can, realize that diversifying your talents and experience might even make you an asset someday, and keep an open mind.5. â€Å"You should teach†Did you study humanities in undergrad? Does no one understand why? Think you have no viable career prospects? Write you off before you’ve even begun your professional life with the assumpti on that teaching is the only job available to you? Unless teaching is actually your calling, smile and nod and walk away.6. The Get Rich Quick SchemeAgain with the drunk uncle. Or the corner-cutting acquaintance who tells you about that opportunity just too amazing to pass up. Avoid any shortcuts that people dangle under your nose. There is no instant wealth or renown to be had without hard work and perseverance. Don’t stop chipping steadily away at your goals, and don’t put all (or even most) of your savings into an investment opportunity, no matter how enthusiastic your bro is that it’s the next big thing.  7. â€Å"You have to give it your all all the time†100% or 110% all day every day for the rest of your career is actually impossible. Certainly there are times when you’ll need to go all out, and times when you’ll have to work even harder than that in pursuit of a particular project or goal. But there are other times when you’l l need to take your foot off the gas and catch your breath. It’s okay to slow your pace now and again to avoid burnout. Just choose your moments carefully so as not to interfere with your goals and progress toward meeting them.8. â€Å"Follow your bliss†Do what you love and love what you do, right? Well†¦ sometimes it’s not quite so easy as that. While following your dreams is always a good idea, don’t just expect that everything will fall magically into place because you’re pursuing something you care deeply about. You still have to be smart. Save money. Strategize how to be on solid financial footing and don’t get lazy. Risks are one thing. Being stupid and expecting the money will just fall out of the sky is another†¦\9. â€Å"Get a stable job and stay there†This is the advice of a dying generation. A stable job is great. Job security, benefits, good money. All great. But settling isn’t. If you get stuck in a job y ou don’t really enjoy and which doesn’t challenge you too soon in your career, it could really hurt both your productivity and your earning potential. Not to mention your qi. Find a balance between following your bliss and providing for yourself and your future. If you hit that sweet spot, then you’re good to go. Steady sailing from here on out.

Saturday, November 23, 2019

Perfect Cocktail Attire for Men and Women With 10 Stylish Outfits

Perfect Cocktail Attire for Men and Women With 10 Stylish Outfits SAT / ACT Prep Online Guides and Tips So you've gotten an invitation to a fabulous party and can't wait to go, but one line strikes terror into your heart: cocktail attire requested. What is cocktail attire, even? Never fear, I'll walk you through the guidelines of this dress code for both men and women and provide images of cocktail outfits you can easily recreate on your own. What Is Cocktail Attire? Cocktail attire is a dress code that is often adopted for parties and events that are somewhat fancy but not to the point of requiring full formal outfits. It’s popular for weddings and other special celebrations. There is some variation in what cocktail attire means based on the type of event, but it's generally meant to be fancy without being black tie. Cocktail attire is for fun but formal social events, so you can throw in a little more personality. The point is not to look like you’re going to work. What is cocktail attire for men? It can range from a more casual ensemble of dark jeans, a button up, and a sport coat to a more formal dark suit and tie. Sweaters and sweater-vests over button-up shirts are also acceptable in most cases. What is cocktail attire for women? Options include dresses and skirts with hemlines that fall slightly above the knee, dressy blouses, and pants. Suits for women are also acceptable. Cocktail Attire: Essential Guidelines Follow these guidelines to create a cocktail outfit that's fashionable, comfortable, and perfectly suited for the occasion. Cocktail Attire Rules For Everyone In crafting your outfit for a fancy occasion, you can't go wrong following the following guidelines. When in Doubt, Be More Formal It’s often best to err on the side of more formal if you’re unsure of the exact level of dressiness the event requires. Cocktail attire can be dressed up or down slightly depending on what sort of function you’re attending. If you’re not in a position where you can be assured that slightly less formal cocktail attire is acceptable, dress more formally. It’s more acceptable to be overdressed than underdressed in these situations. Find What’s Comfortable for You Don’t wear something that you think someone else would wear but that feels awkward or uncomfortable to you. For example, if you hate wearing dresses, don’t force yourself to put on a cocktail dress for this event. You can just as easily wear a nice pair of pants with a dressy blouse. Same goes for footwear - if you don’t like heels, wear flats or booties instead. 4 Rules to Know About Cocktail Attire for Men Dressing for formal occasions is generally simpler for men than women, but there are still some rules you should follow in picking out your outfit. Keep It Simple There are certain simple outfits that will always work for cocktail attire, like a well-tailored suit and tie with dress shoes. If you feel a bit lost when dressing for these types of events, stick to the basics. You can’t go wrong with a classic look (which you'll see examples of further on in this guide). No Sneakers or White Socks Don’t wear sneakers to an event that requires cocktail attire. Instead, go for loafers or other types of dress shoes or boots. Also avoid wearing white socks - they’ll stick out like a sore thumb and detract from the neatness of your outfit. It’s best to wear dark socks, ideally ones that match the color of your pants. If you’re feeling more adventurous, you can try some brightly colored argyle socks, but it’s best not to take too many risks if you don’t consider yourself a fashion expert. Prepare for Increased Formality If you think the event falls on the less formal side of things, you can try wearing just a pair of nice pants with a button-up, but you should be prepared to dress more formally if you find yourself feeling out of place. Bring a jacket and tie with you just in case you need to make yourself look a bit more dressed up. Jeans Require a Jacket Sometimes you can wear jeans to events that require cocktail attire, but they should be a dark wash with no rips or other wear marks. If you do opt for jeans, make sure you dress up your outfit by including a jacket. A more informal choice in pants should be balanced out with more formal clothing choices for your upper body. 4 Simple Guidelines to Navigating Cocktail Attire for Women Of course, the standard cocktail attire for women is the cocktail dress, but it can still be hard to know how to accessorize or what to wear if you prefer pants. Check out the rules below to help you pick a fashionable but appropriate cocktail outfit. Accessorize Responsibly It’s best to have just one stand-out accessory rather than going overboard and creating five different focal points within your outfit. If you have a piece of bold statement jewelry that you plan on wearing, keep any other accessories very minimalist. Cocktail attire outfits are supposed to have personality and convey a sense of fun, but they should still make you look classy and put together. Too many loud accessories can make you look a bit tacky. Choose Shoes That Are Fancy, but Not Flashy Dressy sandals, ballet flats, and heels are all acceptable as footwear to go along with cocktail attire. Try not to go overboard with super high heels or shoes that clash with the rest of your outfit and compete too much with other accessories. You also need to be practical - make sure you can move around easily and stand for a long time without feeling like your feet are going to fall off. On the flip side, you should avoid wearing sneakers or flip flops because footwear that is too casual can really mess up the sophistication of your outfit as a whole. More Revealing = Less Loud Short dresses are commonly worn as cocktail attire, but you shouldn’t take this to the extreme. Slightly above the knee is the best place for the hemline to fall, though you can go a bit shorter as long as the dress isn’t excessively revealing overall. Even dresses with cutouts can be acceptable as cocktail attire, but in that case it’s best to stick with solid colors and lengths that don’t make it risky for you to bend over and pick up that hors d'oeuvre you just dropped (five second rule guys, let’s not be wasteful). If you wear a dress with a really out there pattern, that’s fine, but if it’s also skin tight and short, it might not be appropriate for a more formal event. Dress Practically Finally, don’t squeeze yourself into an outfit that makes you feel uncomfortable or that’s totally irrelevant to your personal style. Keep in mind the length of the event and the activities that you’ll be doing throughout. If it’s a wedding, you’re probably going to want to dance. In that case, wear an outfit that allows room for movement and shoes that won’t lead to a broken ankle as soon as the beat drops. Cocktail Attire for Men: Example Outfits Below are pictures of some of the best and easiest to recreate cocktail attire outfits for men. If you're wondering which items you need to purchase for your own cocktail attire, the last section in this guide has a list of cocktail attire staples you should have in your closet. Cocktail Attire for Women: Example Outfits Below are photos of the three most popular cocktail attire outfit combinations for women. Use these photos as inspiration when searching your closet or thinking about which new pieces to buy. Combo 1: Classic Cocktail Dress Combo 2: Pants/Blouse or Jumpsuit Combo 3: Skirt/Blouse Cocktail Attire Basics: Must-Haves for Men and Women Now you have a better idea of what to wear to cocktail party or other formal occasion. The next step is to begin assembling your own cocktail attire. Below are essential pieces you should always have on hand for events that require cocktail attire. For Men Dark or light suit Tie (optional) Button-down shirts (neutral colors are the most versatile) Solid-color sweaters or those with a simple pattern Slacks Blazer Dark socks Loafers or similar shoes For Women Knee-length or slightly above the knee dress Mid-length skirt Button-down shirt or blouse Blazer Flats, heels or sandals

Thursday, November 21, 2019

Communication journal article Example | Topics and Well Written Essays - 500 words

Communication journal - Article Example For effective implementation of change, communication both verbal and written has to be effected. Once communication has occurred, the next step is verification of the information passed and finally improvement of the systems previously in place. Communication, both verbal and written serves to relay information and create a vision for the free flow of information. It is noted that motivation works best in the implementation of change as opposed to intimidation and threats. People are more inclined to accept change when their opinion is sort regarding the matter at hand. Change occurs in stages and it’s thus paramount for the change agents to emphasize the need for communication in every stage by following a well organized communication plan. Managers can opt to use informal networks such as grapevines in the organization to enhance their subordinates’ participation in the change process. Authors come up with trends regarding communication and change in order to enhance the sale of their books. It is therefore the readers’ decision whether to follow these trends or draw their own

Wednesday, November 20, 2019

Business information system Essay Example | Topics and Well Written Essays - 500 words - 1

Business information system - Essay Example of data that would be captured; date of birth, the year that the student commenced and completed their high school education, the units and courses that were taken by the student, the co-curriculum activities that the students engaged in, sex of the student, academic performance, and their career goals. As stated earlier, the recruiters have set the parameters defining the qualities, which they require from the students. After gathering the above information from the recruits, they will process the data and come up with tangible information that would aid in the recruiting process (Arthur 27). The following are examples of information, which would be processed from the above data; the average age that students start their high school education, the average number of years that students attend high school, the common and least common units and courses that the students take, the common and least common co-curriculum activities that the students engaged in, the sex composition of students in high school, and the average academic performance of the students. In particular, the processed information is an advantage to the recruiters in that, it brings to the light, the features exhibited by the student recruits. The two initial processes; data collection and data processing, gives way to a third imperative process; inference by the recruiters. Before the data collection process, the recruiters had defined the threshold that the recruits had to surpass. However, after processing the information and making some inferences, the recruiters can come to the realization that the threshold was either too high or too low. For instance, the recruiters would infer that, either the students spend more or fewer years in high school contrary to what they had thought. In this regard, they will have to raise or lower the minimum age of admitting students to the university. Secondly, the recruiters may infer that, the units and courses that the students have taken in high school

Sunday, November 17, 2019

The Darkness out there Essay Example for Free

The Darkness out there Essay Changing the mood during a story makes it more exciting and less predictable which captivates the readers interest. Both stories show evidence of significant mood change, which created a successful amount of suspense when I read them. The endings of the three stories are all quite similar because the characters die at the end because of what they have been through. Frankenstein ends as it began with letters written from Walton to his sister. Frankenstein has journeyed to the Arctic in pursuit of his creation and has lived to tell the extraordinary tale of his life. The reader finds out that the end of Frankensteins story was in the prologue and everything is pieced together, for example, the sighting of the gigantic stature in the beginning. After completing his story, Frankenstein dies on the boat and his monster finds him. The compassion he once felt for his creator returns to him as he confesses he wants to die too. The morals used throughout the story are summed up here in part of the monsters speech. I, the miserable and the abandoned, am an abortion, to be spurned at, and kicked, and trampled on Here, Shelley communicates the idea that everyone should be loved no matter how they look. This could be related to many modern issues, for example, a mother abandoning her baby. The ending matched the theme of the story, e. g. death and bereavement, and was very detailed. I liked the way the letters at the beginning and the end made the story very complete, and gave the story more of a purpose to be told. Walton wanted to hear it; Frankenstein wanted to tell it. Many of the ideas Shelley used in the novel were talked about by the monster at the end which also made the story educational because it talked about very realistic issues. In The Raven Poe leaves you unsure about the ending he has written. It is quite evident that the man is dead and the raven has frightened the man to death because his soul from out that shadow lies floating on the floor, which seems as if he has left his body but we are never sure why. The only evidence we have is that the man was a firm believer of superstition and maybe he was so scared of the thought of dying that it killed him. This is like the ending in The Tell Tale Heart, also by Edgar Allan Poe. At the end you know that the younger man has killed the older man but you cant figure out why. Poe lets the readers decide for themselves what has truly happened which involves their imaginations, which makes it a more memorable ending because the reader has had to think about it more. In Man Overboard it is safe to assume that a shark killed the man because he was praying to die and suddenly His last appeal had been heard and a fin approached him slowly. In Frankenstein and Man Overboard the men wanted to die so the ending is satisfactory to the character and reader because it was what was expected. In one of the stories it might have been better to keep the character alive for longer to create more fear in the characters mind which would have built up more suspense in the story if the character had to keep going through more horror. The ending of The Raven was good because the man didnt want to die but he did. This made the story more horrific because the character didnt want what happened in the end, making him more frightened and adding more fear and tension to the story for the reader because they could be so involved in the story that they would feel what the character is feeling. Linking ideas throughout a story is an effective way of keeping a reader interested. It keeps the story exciting if the reader is able to piece parts of different plots together. However, if the writer continually keeps inventing new plots that have no relevance to any of the current ones and make up a new story on their own, the reader may start to lose interest because it may confuse them. In Frankenstein, Shelley links many plots to one another as the novel progresses. This helps the reader to develop a clearer understanding of what is happening because each plot supports another one. The letters in Frankenstein are a good example of the way Shelley links different characters ideas together in the story. The letters Frankenstein received when he was away at Ingolstadt were about what was happening at his home. These letters made it easier for me to understand the story when Frankenstein returned home because all of the information had already been supplied about the environment and characters. I didnt have to concentrate on figuring out things about the story, which made it easier to read. The letters acting as the prologue and epilogue from Walton to his sister also linked the story together very well. When I had finished the story I realised what everything meant at the beginning, for example when Frankenstein said to Walton I have lost everything and cannot begin life anew. Reading statements like that at the beginning built up a lot of suspense and made me want to keep reading to find out more. This helped me enjoy the story more because I was always searching for something to find out about in the text. In The Raven, Poe links ideas with words, rhyme and verse structure. The way he wrote about the raven saying Nevermore at the end of each verse gave the plot more continuation because it provided a reason for man to keep reacting to in the next verse. It made me wonder whether the raven would say anything else so it kept me interested. The verses and the rhyming patterns are very structured, which linked each verse of the story together because they were of similar length and sound. The way the rhyming of the ore sound kept appearing in the same places in each verse gave the poem more rhythm and familiarity and linked the verses together even more because I was able to tell when the next rhyme would be. In Man Overboard, Churchill links the song with the setting very well. This is very important because the song is the cause of the ending of the story. Rowdy Dowdy Boys is a sea song and as the story is set on a ship, this makes it very appropriate and makes the atmosphere feel more realistic. It makes it easier to imagine the song being sung in its surroundings and puts the story into context more effectively. The main difference between these two stories is the type of language they contain because of the different periods they were written in, and the effect the language has on the style of the story. The Old Nurses Story and The Darkness Out There were written in different periods of history. The Old Nurses Story uses a more formal style of English.. The style of writing in The Darkness Out There may still be used in writing today. The style of language used in each story makes them very different from each other and we can identify the period in which they were written in very easily by looking at some of the words used and things written about that were popular at that time. I found that both stories contain many realistic and relevant ideas about morals and the contrasting behaviour of adults and children. Mukwinda Phiri 10Wn English 7 Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Mary Shelley section.

Friday, November 15, 2019

The Natural and Perceval, The Story of the Holy Grail Essay -- Literar

The novel The Natural is written by Bernard Malamud. Bernard was a famous author mainly known for writing short stories and novels. He was considered one of the great American Jewish authors of the 20th century. Bernard was born in Brooklyn, New York. His parents were Russian Jewish immigrants and he had a brother named Eugene. Unfortunately, Malamud entered his adolescence when the Great Depression began. The Natural is one of his more famous books, which was written in 1952. This novel is about a baseball prodigy named Roy Hobbs. He has a bat that he made himself, which he calls Wonderboy. Roy plans to join the major leagues and break all the records. However, his plans are put on hold when a woman he meets shoots. After fifteen years after the tragedy Roy goes back to baseball and is drafted to the New York Knights. Along his journey to becoming a superstar he is distracted from his goal by the women in his life. The Natural is very much similar to the mythological story of Percev al, the Story of the Holy Grail. Roy Hobbs is comparable to Perceval, Pop Fisher to the Fisher King and the pennant to the Holy Grail. Roy Hobbs and Perceval are similar because they are both the main characters of their own stories. Both their parents had some sort of natural talent. Perceval’s father was a great knight and Roy’s father was a baseball player. They then passed their gifts on to their children, which are Roy and Perceval. â€Å"Roy Hobbs is the Perceval figure of the Natural. Hobbs is a â€Å"natural† both in his ability to play baseball and in his simple and naà ¯ve manner.† (Source 4 Page 1) Perceval and Roy have special talents and are good at what they do. Perceval can fight and he leads his army to victory. â€Å"Perceval does battle with 20 of ... ... back to life again. Roy’s team was losing countless games in a row and Perceval’s kingdom has been suffering for numerous years. Nevertheless, Roy ends up not obtaining his goal and fails many people while Perceval finds the Holy Grail and is a hero among his kingdom. In conclusion, there are many characters, items and symbols in The Natural that are similar and related to the ones in Perceval, the story of the Holy Grail. Roy and Perceval are related because of their natural talents in baseball and fighting, the type of parents they come from and the same goals that they share. Pop Fisher and the Fisher King are parallel due to the related kind of illness they both have and the type of situation they are in. The pennant and the Holy Grail are comparable because they are the important treasures and goals that each of the main characters seek and hope to obtain.

Tuesday, November 12, 2019

How Does SHRM Influence Organizational Outcomes? Essay

Introduction In modern business environment, †Strategy† is always applied in each business area. As strategic management discipline originated in the 1950s and 1960s, strategic human resource management emerged as following. At the beginning, HR department is not viewed as an important division and in many multinational companies (Vymys.P 2014), only marketing, R&D and finance which are direct associated with the competition and revenue could get enough attention from general manager, stockholders and professors in management area. However, nowadays, strategic human resource management (SHRM) is considered to be a source of competitive advantage for a firm (Wright, Dunford, & Snell, 2001). An increasing number of senior managers or professors have begun to focus on human capital. Actually, the core competition ability of an enterprise is accumulated value of employees. During the process of promoting and implementing all the business in an enterprise, the initiative of the people, the guaranteed skills and the team cooperation is the key factor for it to work effectively; SHRM is, in fact, the management of power development and the core of management behavior includes the acquisition, motivation, organization and development of human resource management. These four parts form a unified whole and none is dispensable. The circulation of the â€Å"unified whole† promotes human resources management and enterprise management constantly, thus enhances the enterprise’s core competitiveness and profitability. In Google, the Human Resource department is called People Operations. They emphasize on the process which employees create value for the company and presents strategic modes in HR management. For example,each employee in Google has material packages in HR department with at least dozens of pages, on which record their abundant personal information,like SAT scores,rankings,GPA,resume, papers published,referees and even message in BBS and blog (Wei,J. 2013). In terms of recruitment,the questions candidates received are various and strange. Google devotes into seeking the smart to compete rivals and indeed,  this strategic recruitment method does work and provides countless value for the enterprise (Poundstone,W. 2012). In total, SHRM plays a crucial role in enterprise management and affects the success and failure in an organization. Strategic Human Resource Management and 8P Model Strategic human resource management (SHRM) is different from the concept â€Å"human resources management†. Put it in detail,SHRM refers that the essence of SHRM is to adopt a flexible but strategic perspective that accurately analyses both the internal and external environments of organizations to assure ’fit’ between HR strategies and practices, and between these and business strategiesï ¼Ë†Redman,T. and Wilkinson, A. 2013,p.50). The main characteristic of SHRM is to emphasize matching up between human resource management and enterprise strategies, to establish relevant human resource management activities and deployment according to organizational strategic objectives and to provide services and support for the implementation of enterprise strategy(Strategic Human Resource Management And 8P Model 2012) . Therefore, if an organization wants to achieve the goals, the first thing is to successfully manage human capital. However, how to motivate human talent to create a network and make the company successful? According to Adam Smithï ¼Ë†1776ï ¼â€°, economic activity was fulled not by workers as a collective mass but by †the acquired and useful ability of all the inhabitants and members of the society†. With the development of strategic human resource management, there is an increasing number of people focusing on capitalize the intangible asset. Many practices and strategies are applied in promoting the †best fit† and encouraging the network. Theodore Schultz(1960), American economist and the creator of human capital theory, in his report †Human Capital Investment and Urban Competitiveness† said, the source of economic growth can not increase only depending on the material input of the Labor force, but the more important is to rely on improved peopl e’s ability. According to the American economists estimates, from 1900 to 1957, the material capital investment increased by 4.5 times, profits increased by 3.55 times,while human capital investment increased by 3.5 times, profits increased by 17.55 times. During the 38 years from 1919 to 1957, 49% of  gross national product is the result of human capital(What Is Strategic Human Resource Management In An Organization 2008). Obviously, the contribution rate of human capital in the era of knowledge economy is far greater than that of material capital. Therefore, paying attention to the importance of human capital on economic growth is particularly urgent. Under the background of modern social economy, the enterprise must carry out strategic management of human capital and strengthen the competition and development of the enterprise. As I mentioned, SHRM is power management and its core function and soul is acquisition,motivation,organization and development. In terms of behavior and responsibilities of strategic human resource management, to conclude, there are eight essential abilities: Table1.Strategic Human Resource Management and 8P model (MBA Lib,2012) These eight abilities are specifiedï ¼Å¡ ——HRM project system based on strategy(Project) Understanding organizational strategic decision and management environment is the precondition of human resource planning. According to the enterprise development strategy, combining with the enterprise human resource current situation and making enterprise human resources plans enable the enterprise’s human resources to support enterprise strategic development needs and to contribute to the realization of enterprise strategy. The main activities of enterprise human resources planning encompass the analysis of supply and demand of human resources, the planning of amount of human resource planning, human resources structure optimization planning and human resource qualification promotion planning, and the concrete measures to realize the objective of human resource planning, namely, the various business plans. ——Job analysis system based on strategy(position) Job analysis is a basic work in an enterprise’s SHRM. Enterprises select the appropriate organization mode according to their own strategic and on the basis of this, set up departments including management processes and business processes and clear the responsibility and authority of the various functional departments. HR department should clear the responsibilities and  content of each department and analyze the necessary knowledge, skills, experience and personal quality as an employee. ——Employee’s qualification analysis system based on strategy and position (personnel) Enterprises should proceed based on strategic objectives and customer demand, on the basis of job analysis, analyze and conclude the staff with high performance and then set up â€Å"Staff Quality Model† in order to optimize human resource and motivate the staff’s potentials. ——recruitment system based on strategy and competence(provide) Recruitment based on strategy is no longer to simply hire people to fill the vacancies and what they acquire is the resource with which an enterprise can survive and win the competition. A company not only care about if the candidate is qualified in the position, but also care about if the candidate could provide support for the company to achieve the enterprise strategic objectives. Therefore, an enterprise should take human resource planning and â€Å"Staff Quality Model† into account, when recruiting. ——training system based on strategy and employee’s career(plant) The training system based on strategy and staff’s career development should encompass training demands assessment, drawing up a training plan and training results transformation. Training needs assessment should consider about strategic requirements, staff qualities and training needs by which employees want to achieve professional development in their career. ——career management based on strategy(profession) Career management based on strategy requires an enterprise to set up job positions and job classification based on the organizational strategies. Enterprises should establish different levels of qualification standards according to different employee’s classification, drive the employees to study and improve professional skills. In addition to this, HR division should set up promotion system by which employees have more motivation to do the work and improve themselves. Besides, an enterprise should build a good environment for employees to grow up and positively provide consultancy for  employees about promotion and skill improvement. By that, realize that the enterprise leads employees to grow up and employees promote the enterprise to develop. ——appraisal performance system based on strategy and key performance indicator (performance) Performance is an effective output in order to achieve strategic objectives including organizational performance, department(team) performance and personal performance. SHRM focuses on organizational overall performance whose goal is to survive and develop in the competition. Appraisal performance system based on strategy and key performance indicator requires an enterprise to develop relying on organizational strategic objectives and to determine the enterprise key results areas and key performance indicators through the analysis of the value chain of enterprises. Organizational performance is based on individual performance and team performance. When the organization performance targets are allocated to every employee and every job, and as long as each employee meets the organizational requirements, the realization of organizational performance is guaranteed. Standard procedure of performance appraisal comprises five links, namely, planing assessment, performance management(e,g, performance coaching, counseling and performance tracking), performance appraisal, performance feedback such as performance interview, and the use of performance appraisal(e.g. reward, promotion, elimination and improving the performance appraisal mode). ——payment management based on ability and achievement(payment) There are three ways measuring the value that employees create for the enterprise. So on the basis of it, there are emerging three compensation modes. The first mode is based on job duties which is determined by the importance of job and relative value of job in the enterprise. The second is based on performance evaluation. In this way, an employee’s salary is related to his performance. Evaluating the salary level by employee personal performance or team performance is a result oriented value distribution way. The third is to pay the employees according to employee’s ability, capacity, professional skills, experience internal quality and so on. Under the framework of strategic human resource management, the enterprise’s salary incentive  system should focus on the short-term performance improvement and long-term development of the enterprise. Therefore, compensation management must link to performance and ability appraisal by which each employee’s income and performance is related to the realization of organizational strategies. Payroll management based on performance and ability not only emphasize the value created by individuals and teamwork but also emphasize potential value that individuals and teams could bring about for the enterprise. Conclusion To conclude, SHRM to a large extent influences the organizational outcome. I have explained each function separately and each one is closely associated to the organizational strategy. Actually, the core management of an enterprise is human management and each department in the enterprise is operated by people. Therefore, what extent to capitalize the human resource and how to match the human resources with the organizational strategies is critical issue. More importantly,this also requires the HR division to understand the organizational strategies on which manage employees effectively and plan and execute SHRM strategies to help the enterprise to survive and win the global competition. To sum up, SHRM is to explore and motivate the value of people. A good HR division knows exactly which division need which talents and understand how to motivate the employee potential. However, to what extent to motive and explore these potentials to be the â€Å"Best Fit† and how to manage the talents from motivating personalities to forming a standard is another important issue. This would be discussed more deeply. References 1. Vymys,p.2014,Introduction to Human Resource Strategy(WORK6017), The university of Sydney,Sydney, 29 July, viewed 10 September 2014, 2. Mayhew,R. and Demand 2014, Chron,Small Business,10 September 2014, 3. Strategic Human Resource Management And 8P Model 2012, MBA Lib, viewed 10 September 2014, 4. Schultz,T. 1960,Human Capital Investment and Urban Competitiveness,social Sciences Academic Press, China. 5.What is Strategic Human Resource Management In An Organization 2008, MBA Lib, viewed 10 September 2014, 6. Redman,T. and Wilkinson,A. 2013, Contemporary Human Resource Management,Pearson,UK 7.Human Resource 2014,MBA Lib, Viewed 10 September 2014, 8.Wei,J. 2013,demystify the recruitment of Google:lengthy and picky five rounds of interviews,Sina ChuangShiJi, viewed 17 September 2014, 9. Manjoo,F. 2013,The Happiness Machine:How Google became such a great place to work, Slate, viewed 17 September 2014, 10. Google,2014,Google Career, viewed 17 September 2014, 11.Pounderstone,W.2012,Are You Smart Enough To Work At Google,Little,Brown and Company Press,United States of America.

Sunday, November 10, 2019

Essay on Act III of the Crucible Essay

In the play â€Å"The Crucible† Arthur Miller creates a successful dramatic climax at the end of Act III. Integral to this success is Miller’s continued engagement with the audience. The principal reason why the climax is so dramatic and suspenseful is because the audience is involved with what is happening on stage. Throughout â€Å"The Crucible† Miller has achieved a powerful relationship with the audience both on an emotional and intellectual level. The audience in Act III continue to have an understanding of the personalities of the characters and an insight into their behaviour and how they react in different circumstances. In Act III the audience maintains a deep emotional relationship with the characters. They persist to despise certain characters such as Abigail who is exemplified as remorseful, untruthful and vengeful. In contrast the audience develops a more empathic relationship with some characters such as Elizabeth Proctor and Mary Warren. The context of Act III within the play lies just after the incarceration of several villagers on the alleged charges of witchcraft including the wives of three esteemed men within the village John Proctor, Francis Nurse and Giles Corey. The driving plot line of Act III is these three men’s attempt to redeem their wives a particular focus is on Proctor’s struggle. Part of Miller’s dramatic success is attributed to the way he is able to manipulate the historic and social context. The historical setting of the play is a theocratic Puritan settlement in 1692 in the Massachusetts. The theocracy is a significant part of the play as it leads to mounting frustration for the audience and it is the basis to the plot; Miller also uses the theocracy in Salem to convey an important message about Miller’s own social setting in 1950s America. When Miller was writing the play he was living in a society where McCarthyism was prevalent. The playwright in â€Å"The Crucible† particularly in Act III is conveying how McCarthyism is using communism as a false pretence to ‘hunt down’ McCarthy’s enemies in the same way that Salem is using the guise of witchcraft to rid themselves of threats or adversaries. Perhaps Miller is illustrating to the contemporary audience that the hysteria and difficulties of theocracy are strikingly similar to McCarthyism. An important part of the success towards the end of Act III are Miller’s stage directions they give a vivid instruction to the actors of how to portray to the audience the emotions felt by the characters. Miller begins the scene on a remarkably dramatic moment; Proctor becomes enraged when Abigail attempts to call Heaven. Proctor cries â€Å"How dare you call Heaven! Whore! Whore!† in this historical context the word â€Å"whore† has significantly powerful connotations with what the society would see as â€Å"evil† and â€Å"sin†. The characters on stage react to this in an expected way; Danforth appears to be confused and horrified and is shouting at Proctor â€Å"Man! Man, what do you-â€Å"we can see how severe the potential charge of â€Å"whore† could be. When Proctor attempts to justify this charge he is shown on stage as trembling and petrified he shouts â€Å"I have known her, sir, I have known her† this echo of biblical terminology shows the absolute control theocracy has upon Salem and how language from the Bible has managed to integrate into everyday language. The audience can see the impact and power of this scene by the emotion and bewildered reactions of others. Following this scene of commotion Miller creates a relatively calm scene, Proctor’s anxiety turns into confidence as he is sure his wife is able to verify his claims ,†my wife cannot lie†. Abigail, although not revealing much with speech, she is portrayed in contrast as enraged to the audience. Upon Elizabeth Proctor’s entry, there is a situation of suspense and importance, the audience can tell this because Elizabeth sees Proctor with his back turned which conveys to the audience it is a suspenseful moment and she is ordered by the Deputy-Governor to â€Å"Look at me only†. The audience can see the initial impact this has upon her as she appears weak and confused. The scene escalates in tension and a tremendous amount of pressure is being put upon her. Elizabeth is clearly fearful of the situation and the substantial implications of her testimony as she uses vague descriptions such as â€Å"dissatisfied† and she repeatedly states her husband is a â€Å"good and righteous man†. Elizabeth is intimidated by Danforth, at several times during her interrogation Goody Proctor attempts to look at her husband and he shouts at her â€Å"woman, look at me!† The use of this phrase shows a derogatory attitude towards women that was prevalent during this period of history. During Elizabeth’s questioning Danforth uses violence against her he holds her face and she is portrayed to the audience as full of agony and the clear impacts of the stress being put upon her. When Elizabeth is eventually shouted at â€Å"Is your husband a lecher?† she replies â€Å"no† and she is removed from the courtroom. This enrages the audience how Elizabeth’s answer which has essentially been forced out of her after being interrogated and not for a second been reconsidered. Empathy is also felt for Elizabeth because of the difficulty of the situation that has been forced upon her. The passion felt between the Proctors is evident here Elizabeth has lied putting her life at risk in order to save her husband’s name, Proctor then shouts, â€Å"she only thought to save my name† in desperation to save his wife. This devotion towards each other contrasts with the beginning of Act II where there was a sense of awkwardness between the couple. Following Good Wife Proctor’s ejection from the court-room, The Reverend Hale makes a passionate speech declaring his objection to the situation, â€Å"I may shut my conscience to this no more- private vengeance is working through this testimony†. Miller perhaps uses Hale in this situation to represent the audience’s opinion on stage, Hale is finally able to see clearly what is going on, and the audience is relieved that the lies of Abigail may be exposed. Furthermore there is a prospect of hope as Hale could possibly lead the demise of Abigail; he cries â€Å"This girl has always struck me as false†. Once Abigail is under pressure and she is at risk of being undermined she is able to control the situation by creating an ‘imaginary’ scene. Abigail lets out a loud chilling cry, which would have tremendous impact on the audience and stunned both the other characters and perhaps the audience also into silence. Abigail and the rest of the girls pretend that Mary Warren has shape shifted into a â€Å"yellow bird† which would have bewildered an audience. The girls are described as â€Å"transfixed† and â€Å"hypnotized† (upon the bird) showing how convincing their performance must have been. During Abigail’s â€Å"genuine conservation† with the bird she says â€Å"But God made my face Mary†¦envy is a deadly sin† Miller’s use of the word â€Å"sin† perhaps implies that Abigail is appealing to Danforth by making her language correspond to the Bible also by using the term â€Å"sin† Abigail makes Mary appear more sinister to the rest of the characters on stage and make her appear to be associated to the ‘devil’. The girls’ mimicking of Mary has a remarkable impact upon the atmosphere and pace of the scene, all the shouting between Mary and the girls adds to the drama and builds up excitement in the scene . The audience becomes horrified at the situation, with Abigail’s power and dominance she is able to shift the accusations from her to an innocent which must disgust the audience. Compassion is felt towards Mary because of the horrendous situation she is put in. It seems Miller’s original impression of the girls as ruthless appears to be fulfilled during these scenes.