Rhetorical Analysis: Carl Becker Ideal Democracy Essay

Millions of people were dying and millions more were about to die. Ideal Democracy was a speech written and spoke by Carl Becker at the University of Virginia in 1941. At the time the United States had just joined into War World II. Many people had little faith in the war and thought we were just throwing away lives. Becker was invited to the University of Virginia to deliver a speech associated with the founder, Thomas Jefferson, but have no subject. According to l Becker the American Revolution not only wanted to have independence from Great Britain but also wanted to establish a new and better form of government, an ideal democracy. Ideal democracy, a system of government that is created by the people, for the people and run by the people. Becker then proceeds to voice his opinions on this form of ideal democracy and our current democracy. Becker belief in ideal democracy was that it was run of the people, by the people and for the people. However his view on real democracy is that it is a government of the people, run by politicians for groups that can get their own interest taken cared for. Over the years the line between what Becker’s belief of ideal democracy and real democracy, that Thomas Jefferson tried so hard to protect, were starting to become a blur. Becker saw an opportunity to change the viewpoints of many Americans by starting with this speech for the University of Virginia students and staff. One of Carl Becker’s many points of writing this speech was to bring awareness of what we were fighting for at the time of war world II. At the time many Americans didn’t believe in the war and had doubts about getting involved. Becker saw what the war was protecting. Becker saw that it was protecting the little things everyone in the nation took for granted, our democracy. In 1776 the United States and their founding fathers declared  their independence from Great Britain to establish freedom. The founding fathers, including Thomas Jefferson, put everything on the line for their vision of a new free world. On December 7th 1941, Japan threated the founding fathers vision of a new free world by attacking Pearl Harbor on the island of Oahu, Hawaii. On December 8th 1941, the United States even though they were already fighting declared war officially. One point in his speech he compares Napoleon, Stalin, Mussolini, and Hitler to democracy explaining that, â€Å" if this what we mean by democracy, then virtually all forms of government are democratic, since virtually all governments, except in the time of revolution, rest upon the explicit or implicit consent of the people† (Becker, 148). In the eyes of Becker losing the war meant losing democracy and everything the great nation of the United States had worked so hard to get in the first place. Through out the speech Carl Becker kept a very formal diction to insure to his audience, the American people, that he was respecting the topic. Ideal democracy is a very important topic and by keeping a formal diction, it showed his audience that he understood how much this topic affected them. Becker was very technical in his speech given. Becker also understood that the more technical he could be the more specific he could be. This also meant that the audience could listen to his speech and know that he knows what he is talking about. Becker made many references to other authors like James Bryce and his work Modern Democracies. Bryce was a British academic, jurist and historian who at one point in his life was the British ambassador for the United States. Bryce had a similar idea to Becker where, â€Å"power will be shared by all, and a career open to all-alike† (Bryce, 48). By Becker referring to a well know academic and historian he has now appealed to the audience’s ethos. Becker also touches on the subject of Napoleon, Stalin, Mussolini, and Hitler and how if we don’t fight in this war we will lose everything we have worked for; this is appealing to the audience’s pathos. In one other part of Becker’s speech he says, â€Å"In the twelfth and thirtieth centuries certain favorably placed medieval cities enjoyed a measure of self government, but in most instances it was soon replaced by the dictatorship of military  conquerors†(Becker, 150). Becker continues to go on with more and more detail about the twelfth and thirtieth centuries loading the audiences with facts. All of these facts are a clear link to the audience’s sense of logos. In most of Becker’s Sentence they contain subordinate clause as well as an independent clause. Clearly not all of the sentences were like this however most of them were complex sentences. For example Becker wrote, †From this brief survey it is obvious that, taking the experience of mankind as a test, democracy has as yet had but a limited and temporary success†(151). Of course not all of Becker’s sentences were like this, there were signs of all four types. The next most notable would by the simple sentences, with only an independent clause. There are several examples of these in the speech as well. Over the course of Becker’s speech there were many other authors Becker chooses to include in his speech. Some of these authors were James Mill, and James Bryce. According to James Mill, â€Å"He thought that when the legislature no longer represented a class interest, it would aim at the general interest, honestly and with adequate wisdom; since the people would be sufficiently under the guidance of educated intelligence† (Mill, 74). This directly links Mill’s statement with Carl Becker’s statement, â€Å" Napoleon called his government a democratic empire, but no one, least of all Napoleon himself, doubted that he had destroyed the last vestiges of the democratic republican. Carl Becker’s thoughts and ideas are expressed almost exactly how he wanted them to be through someone else’s words, James Mill. Becker started to bring the idea back of ideal democracy; just because past civilizations couldn’t keep democracy does not mean that the United States is just going to give it away. Becker compares the most ideal version of democracy there is and explains how the United States also does not have the perfect form of it either. Becker explains how the United States democracy is for special interest groups and not for the people. Becker wants democracy run of the people, by the people and for the people however the United States current government is of the people, run by politicians for groups that can get their own interest taken cared for. He wants to see change. Becker did an amazing job when he wrote this speech clearly thinking of every possible thing. He gets right off the bat and explains that if we don’t fight in this war we will lose our democracy and everything we take for granted. In his speech he keeps a very respectful and formal tone, as the current form of government and war are a very touchy subject for most people. Becker includes several examples for the audiences, which was the university of Virginia students and staff, to relate with ethos, pathos, and logos. His sentence structure was very complex often with a subordinate clause as well as an independent clause. Becker related and brought in quotes from several other authors who all illustrated his point very well. Becker also wanted to see while we were fighting for this form of democracy that we shouldn’t be happy with what we have but strive to get that perfect, ideal, form of democracy. Works Cited The Purdue OWL. Purdue U Writing Lab, 2014. https://owl.english.purdue.edu/owl/. September 18, 2014. NNDB.CarlBecker, 2014. http://www.nndb.com/people/461/000099164/ September 18, 2014 Becker, Carl. Ideal Democracy. Virginia: Becker, 1941. Speech Mill, John. Autobiography. Columbia press, 1924. Book Bryce, James. Becker’s notes. N/A: Becker 1923. Notes

Human Resource Management †Recruitment and Selection Essay

1. A report distinguishing between traditional personnel management and the new approach to human resource management, outlining their historical development. 2. The Human Resource department in TD Travel Group. Its role and purpose in the organization. Task 2 1. An analysis of the objectives and the process of human resource planning. 2. An evaluation of the systematic approach to recruitment for NIS Europe. 3. An investigation of the selection procedures used for NIS Europe and TD Travel Group. 3. Evaluation and Conclusion 4. Bibliography Task 1 TASK 2 AN ANALYSIS OF THE OBJECTIVES AND THE PROCESS OF HUMAN RESOURCE PLANNING. Human resource planning is the task of assessing and anticipating the skill, knowledge and labour time requirements of the organisation and initiating action to fulfill those requirements. Human resource planning involves a strategy for the: * Recruitment * Retention * Utilisation * Improvement, and * Disposal of the human resources of a business. It needs to look at the following factors: * What are the skills and abilities of the current workforce? * What skills and abilities the organisation needs in the future? * Where can the organisation find its future supply of labour? * What are the future objectives of the business likely to be? * How will the business manage and obtain its human resources to meet these objectives? In order to plan Human Resources effectively a business has to undertake considerable research. Here is a table showing the things companies have consider when planning human resources: What is happening now? * Organisational Objectives * Analysis of staff numbers and age * Wage rates * Work loads * Key skills * Labour turnover * Absenteeism What do we expect to happen to the demand for products / services and therefore labour? * Changing technology * Sales forecasts * Market research * New product development * Managerial skills * Wage Rates * Union Agreements What do we expect labour supply to be like in the future? * Local unemployment / employment trends * Local skills and availability * Demographic changes * Legislation * Government training schemes * Quality of local education, housing and transport * Competition for workers All these issues raise questions, which the human resource plan should cover. The plan should include: * Organisation development * Training and management development * Recruitment, redundancy and redeployment * Appraisal and job evaluation * Promotion prospects Human Resource Planning (HRM) is a form of risk management. It involves realistically appraising the present and anticipating the future (as far as possible) in order to get the right people into the right jobs at the right time. This may seem simple at first, short of staff – hire some new staff, too many staff – make redundancies. Unfortunately its not that simple anymore and that is why human resource planning is necessary. Why Human Resource Planning is necessary: It is increasingly important to look beyond the present and short-term future to be able to prepare for contingencies. This will help to exercise control over as many variables as possible, which influence the success and failure of a business. For example, for highly skilled or specialised jobs, it will be more difficult to find replacement staff with the right skills quickly, therefore the need for new staff will have to be anticipated in advance to give enough time for extra training to be given without leaving the company short staffed and unable to provide an efficient service. For example, in the travel industry, reservation staff need to be fully trained on the computer reservation system (CRS) and have a full understanding of fares and ticketing, otherwise there would be a minimum of a six month training period, which would leave the business vulnerable and unable to provide good quality service Redundancies are not as easy to make anymore. It is a much slower more costly experience, not only in financial terms but also in loss of reputation as a secure employer. This in itself may make it harder to recruit labour when required. Rapid technological change is leading to a requirement for manpower, which is both more highly skilled and adaptable. Labour flexibility is a major issue, which means that the career and retraining potential of staff are at least as important as their actual qualifications and skills. They must be assessed in advance of requirements. In the selection process trainability is one of the most popular innovations of the HRM era of personnel management. The UK still suffers from particular skill shortages, despite high unemployment levels, for example nurses at Macclesfield Hospital, 20 nurses from the Philippines have had to be employed, as there was a shortage of suitably skilled staff in the UK. The scope and variety of markets, competition and labour resources are continually increased by political and economic moves such as the unification of Germany, the opening of Eastern Europe and continuing progress towards European Union. Computer technology has made available techniques which facilitate the monitoring and planning of manpower over fairly long time spans: manipulation of manpower statistics, trend analysis, modeling and so on. THE PROCESS OF HRP There are three main factors in HRP: * Forecasting Demand * Forecasting Supply * Closing the gap between demand and supply FORCASTING DEMAND The Demand for labour must be forecast by considering several factors: The objectives of an organisation – Organisations will normally devise a strategic plan, which will set out its objectives. This will be the responsibility of the directors who will devise their plan after discussion with the most senior managers. In some cases the directors of companies may decide to change the strategy of the business completely. This could involve getting rid of the senior managers and replacing them with a new managerial team, which can put the new strategy into place more efficiently. This happened both at British Airways and at Tesco’s where it was decided that a complete change of image was needed to improve profits. Most of the top management were replaced and in both cases the strategy was successful. This sort of strategy will obviously affect the demand for labour in general and / or for particular skills. Manpower utilisation – how much labour will be required given the expected productivity or work rate of different types of employee’s and the expected volume of business activity. Productivity will depend on capital expenditure, technology, work organisation, employee motivation and skills, negotiated productivity deals and many other factors. The cost of Labour – including overtime, training and other incentives, and therefore what financial constraints there are on the organisations manpower levels. Environmental factors – trends in technology and markets that will require organisational change, because of threats or opportunities. The recession in the 90’s created conditions in which expectations of labour demand in the short term were low: downsizing of staffs and delayering of organisation structures were the trend. FORCASTING SUPPLY The available supply of labour will be forecast by considering the following factors: * The skill base, potential trainability and current and potential productivity level of the existing workforce * The structure of the existing workforce e.g. age distribution, skills, hours of work, rates of pay etc The likelihood of changes to the productivity, size and structure of the workforce, caused by, wastage (turnover by resignation and retirement), promotions and transfers, absenteeism and other staff movements; this will require information on: * The age structure of staff (forthcoming retirement or family start-up) * Labour turnover for a comparable period * Promotion potential and ambitions of staff Other causes of changes in productivity are employee trainability and motivation, which may increase productivity and flexibility. Organisational, technological and cultural changes are factors, which may affect employee productivity and loyalty. The present and potential future supplies of skilled labour in the environment – that is, the external labour market. The HR planner will have to assess and monitor factors such as: * Skill availability, locally, nationally and internationally (e.g. within the EU) * Changes to skill availability due to education and training initiatives (or lack of these) * Competitor activity which may absorb more or less of the available skill pool * Demographic changes – areas of population growth and decline, the proportion of younger / older people in the workforce in a particular region, the number of women in a workforce etc. * Wage and salary rates in the market for particular jobs CLOSING THE GAP BETWEEN DEMAND AND SUPPLY A deficiency of labour may be met by: * Internal transfers and promotions, training and development * External recruitment or improvement to recruitment methods * Extension of temporary contracts, or contracts of those about to retire * Reducing labour turnover by reviewing possible causes (e.g. pay and benefits) and improving induction and socialisation * The use of freelance / temporary / agency staff * The development of flexible working methods and structures * Encouraging overtime working * Productivity bargaining to increase productivity * Automation (increasing productivity, and / or reducing the need for human labour) A surplus of labour may be met by: * Running down manning levels by natural / accelerated wastage * Restricting or freezing recruitment * Redundancies (voluntary and/or compulsory) * Early retirement incentives * A tougher stance on discipline, enabling more dismissals * Part time and short contract working, or job sharing * Eliminating overtime and peripheral workforce groups * Redeployment of staff to areas of labour shortage. This may necessitate diversification by the organisation, to find new work for the labour force, and/or plans for multi-skilling, so that the workforce can be flexibly deployed in areas of labour shortage as and when they emerge. There are also external constraints on HR planners when considering any of the above such as, UK legislation and EU directives, regulations and court rulings, the employer brand or reputation and other factors must be taken into account when planning to hire, ‘fire’ or alter working terms and conditions. Labour turnover is the number of employees leaving an organisation and being replaced. The rate of turnover is often expressed as the number of people leaving as a percentage of the average number of people employed, in a given period of time. The term natural wastage is used to describe a normal flow of people out of an organisation through retirement, career or job change, relocation etc. AN EVALUATION OF THE SYSTEMATIC APPROACH TO RECRUITMENT AT NIS EUROPE. Recruitment is the phase, which immediately precedes selection. Its purpose is to pave the way for selection procedures by producing, ideally the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a period of time acceptable to the employing organisation. The main point that needs to be made about the recruitment task is that the employing organisation should not waste time and money examining the credentials of the people whose qualifications do not match the requirements of the job. A primary task of the recruitment phase is to help would-be applicants to decide whether they are likely to be suitable to fill the job vacancy. This is clearly in the interest of both the employing organisation and the applicants. The current approach to recruitment within NIS Europe works in six stages. Stage One – Determining the vacancies Human resources would confirm what resources are needed and determine as to whether or not they wanted to fill the vacancy. This very much depends on the aim and objectives of NIS Europe. Stage Two – Considering the sources internally and externally If appropriate they would advertise the vacancy internally, or think of possible transfers. HR within NIS always gives this very careful consideration and where possible favour’s this option first for the following reasons: – * Existing employees are know to the organisation and are generally familiar with its customs and practices * The cost and time that recruitment, selection and induction procedures consume can be significantly reduced * Internal recruitment may be used as a means of career development, widening opportunities and stimulating motivation amongst existing employees If the vacancy were not filled internally then they would look to external sources. Dependent on the vacancy this would be via one of the two main means: – * Through employment agencies – governmental, institutional and private commercial * Advertisements in newspapers and journals Stage Four -Preparing and publishing information NIS Europe feels that this aspect of the recruitment process requires very special attention and skill. It is their objective to publish information, which fulfils the following conditions: * It is succinct and yet gives a comprehensive and accurate description of the job and its requirements * It is likely to attract the attention of the maximum number of potentially suitable candidates * It gives a favourable image of the organisation in terms of efficiency and its attitude towards people * It does not contravene employment laws concerning sex and racial discrimination Along with the submission of curriculum vitae, NIS Europe standard procedure is for each applicant to submit a NIS Europe application form. This falls in line with equal opportunities and allows NIS to obtain standard information about the applicant, that on a curriculum vita may be omitted. See appendix for job advert and application form. Stage Five – Processing and assessing applications When all the applicants have been received by the due date, the next task is to select those applicants who, on the evidence available, appear to be the most suitable as future employees of NIS Europe and therefore, worth the time and cost of further examination in the selection procedures. The screening process is based on the published requirements for the job. It involves a scrupulous study of the information provided by the applicants, a comparison of this information with the job requirements, and then a final decision as to whether to accept or reject the applicant at this stage. Stage Six – Notifying applicants Once the selection process from the applicants has taken place, the final step is to notify the chosen applicants of the arrangements for the selection procedures, and the rejected applicants that they have not been chosen. The letter to the successful applicants will have full details about the arrangements for the selection procedures, i.e. time and place. NIS Europe ensures that all letters informing applicants of the result of applications are sent as soon as possible. THE EVALUATION OF THE SYSTEMATIC APPROACH FOR NAVIGANT INTEGRATED SERVICES EUROPE Below is an evaluation of the recruitment procedure for Navigant Integrated Services (NIS). The aim of this evaluation is to determine whether NIS recruitment procedures succeed in getting a suitable person for the job advertised and at an acceptable cost. The methods for auditing the recruitment process follow these performance indicators: – Total numbers of applicants received: Dependent on the type of vacancy NIS Europe can expect to receive on average around a dozen applicants for an advertised job vacancy. They have recently advertised for an accounts co-ordinator and have received over 30 applicants. They have admitted by not stating the salary this has interested applications, covering a wide range of experience, or in some cases very little experience. Time taken to locate applicants: Most vacancies within NIS are usually filled within one month of the advert being placed. Cost per applicant: NIS calculates à ¯Ã‚ ¿Ã‚ ½1000.00 per applicant, including the initial training. Time taken to process applications: NIS normally processes their applications within one week. Number of female /minority/ disabled applicants: NIS does not meet this indicator. They predominantly employ females; they have one minority employee and no disabled employees. When this was discussed with our HR department they advised this was nothing discriminate. The travel industry is known as being a female dominated environment and there have never been any disabled applicants at NIS. If there were any disabled or other minority applicants, they would go through the same process, as other applicants and no preferential treatment would be given. Number of qualified applicants: 90% of applicants are qualified for the job advertised. NIS biggest employment is of reservation staff for the travel industry. If they obtain a new account they will need to recruit fairly quickly, training is costly and time consuming so it is important that they stipulate qualified applicants only, at the advert stage, which is why they have a good success rate in finding candidates quickly for the vacancy advertised. Number of qualified female/minority/disabled applicants: About 70% of our applicants are female and qualified. NIS has very few minority or disabled applicants applying. Cost effectiveness of the recruitment methods: Dependent on the type of job will determine where NIS Europe advertises for staff. If they are looking for reservation agents they would normally get in touch with one of the industries recruitment agency’s. Most staff within the industry registers with the agencies. Many years ago jobs were advertised in industry papers the trend now leans towards recruitment agencies. Dependent on the level of salary the agencies take a percentage. For example on a salary of 17,000 they would take 10% of the gross salary. As the salary increases so does the percentage. Although working with an agency can work out costly, they do have a majority of the qualified personnel on their database and therefore gives NIS access to qualified personnel straight away. Monitoring the make-up of the workforce: NIS Europe workforce is split into the following departments and the make up of the workforce is as follows: – Reservations – within the Travel, Hotel & Conference reservations department, NIS employs 60 staff in this department, 10% of the workforce is male, 88.33% are female, none are disabled and only one staff member is a minority employee. * Sales and Marketing – NIS employs eight staff in this department, 37.5% of the workforce is male and 62.5% are female. None are disabled or minority employees. * Accounts – NIS employs four staff in the department, 25% are male and 75% are female. None are disabled or minority employees * HR – NIS employs two staff in this department, 100% are female. None are disabled or minority employees. * IT – NIS employs five staff in this department, 100% are male. None are disabled or minority employees. * Top line management – The top line management of NIS is made up of four. 25% is female and 75% are male. None are disabled or minority. From the above information it is evident that there are three groups of employees that are underrepresented at NIS Europe, male, disabled and minority. Attitude Surveys: Once you under taken employment with NIS Europe, they do not require you to fill in an attitude survey asking you if you were satisfied with the stages of recruitment and selection process. AN INVESTIGATION OF THE SELECTION PROCEDURES USED AT NIS EUROPE AND TD TRAVEL GROUP. Selection is the part of the employee resourcing process, which follows on from recruitment. It essentially involves the identifying of the most suitable of the potential employees attracted to the organisation by recruitment efforts. The crucial importance of selecting people who can meet the requirements described in the job description and person specification hardly need to be stressed. It is equally evident that mistakes in selection can have very serious consequences for corporate effectiveness. Such mistakes may adversely affect colleagues, subordinates and clients. Employee incompetence may lead to costly mistakes, loss and waste of valuable resources, accidents and avoidable expenditure on training. Employee selectors face an inevitable dilemma. They have to carry out a vitally important task, but one that at the same time is fraught with problems to which there are either no answers or no easy answers. The abiding problem is the dependence on subjective human judgment. We must take into consideration, that fallible human beings devise so-called objective lists. For example some person specifications require certain attitudes and attributes, such as conscientious or able to stand pressure, how can the selectors identify these requirements in a person whom they do not know during the short acquaintance of the selection process. In view of the importance and difficulties of the task, employers need to take selection most seriously. Appropriate investment at this stage can and will be cost-effective if it avoids the possibly enormous and incalculable cost that faulty employee selection may produce. For example, NIS Europe recently employed an operations manager through a recruitment agency, within six weeks of employment it was evident to NIS that he was not capable of the job he had been employed to do. Therefore NIS had to terminate his employment at a cost to the company of approximately à ¯Ã‚ ¿Ã‚ ½8,000. Other errors of the selection process could include lack of skill or experience of interviewers, stereotyping by the interviewer in the absence of more detailed information and incorrect assessment of qualitative factors such as motivation, honesty or integrity. Various selection methods are used to try to reduce the risks by gathering as much relevant information about the candidate as possible. Currently NIS Europe is working with UMIST on a competencies project where NIS is contacting their client base to investigate in terms of service, what their expectations of NIS Europe are. The information collated in turn will then be translated into competencies and then used in the selection process. Following on from our earlier systematic approach to recruitment is the systematic approach to selection Point five & six of the systematic approach to recruitment overlaps with the first & second point of the Systematic approach to selection. Stage One – Processing and assessing applications When all the applicants have been received by the due date, the next task is to select those applicants who, on the evidence available, appear to be the most suitable as future employees of NIS Europe and TD Travel Group and therefore, worth the time and cost of further examination in the selection procedures. The screening process is based on the published requirements for the job. It involves a scrupulous study of the information provided by the applicants, a comparison of this information with the job requirements, and then a final decision as to whether to accept or reject the applicant at this stage. Stage Two – Notifying applicants Once the selection process from the applicants has taken place, the final step is to notify the chosen applicants of the arrangements for the selection procedures, and the rejected applicants that they have not been chosen. The letter to the successful applicants will have full details about the arrangements for the selection procedures, i.e. time and place. NIS Europe ensures that all letters informing applicants of the result of applications are sent as soon as possible. TD Travel Group operates a very informal selection procedure. If the curriculum vitae are up to standard the applicant will be called for an interview, nothing will be advised on paper, arrangements are made on the telephone. If the curriculum vitae do not have the correct qualifications for the job it will be discarded straight away and no call to advise the applicant will be made. Stage Three – Possible interviewees â€Å"Possibles† will then be more closely scrutinised, and a short-list for interviews drawn up. Ideally this should be done by the HR specialist and the perspective manager of the successful candidate, who will have a more immediate knowledge of the type of person that will fit into the culture and activities of his department. In TD Travel Group’s case, John Owen (the operations Director) would be solely responsible for this stage, as there is no human resources department employed. At NIS Europe Barbara Sutton (Human Resources Director) and the line manager of the relevant department would be jointly responsible. Stage Four- Inviting candidates from the short list for interviews At this stage the company would require successful candidates to complete a standardised application form if not already submitted at the outset. NIS Europe standard procedure is for each applicant to submit a NIS Europe application form along with the curriculum vitae at the first stage for applying for the job. See appendix for application form. This falls in line with equal opportunities and allows NIS to obtain standard information about the applicant, that from a curriculum vita may be omitted. TD Travel Group have no standard information that is required and work off the submission of a curriculum vitae only. Stage five – Interview potentially qualified candidates. Since the interview is likely to continue to play a major role in the selection process, it seems sensible to adopt a realistic approach, which means making the best possible use of the interview. There are many different types of interview including: * One-to-one interviews – these are the most common selection method. They offer the advantages of direct face-to-face communication, and opportunity to establish rapport between the candidate and interviewer. Each has to give attention solely to the other and there is potentially a relaxed atmosphere, if the interviewer is willing to establish an informal style. * Panel Interviews – A panel may consist of two or three people who together interview a single candidate, most commonly, a personnel manager and the departmental manager who will have responsibility for the successful candidate. NIS Europe use the above forms of interview, however they also have other interviewing techniques, which can be panel interviews or one to one interviews, such as: * Audition interview – this is predominantly to assess people in leisure and service industries; it focuses on personality versus skill. This would involve exercises, which display the personality of the candidate as well as the skills. * Criteria based interview – these are specific questions which highlight predetermined behavior which you are looking for e.g. if you need an outgoing person you would ask a question â€Å"If somebody came into the room how would you put them at ease?† You would rate the response as positive or negative. * Behavioral event interview – ideally this interview is a taped interview. The interviewer would have a competence list on a chart and when questions asked and in turn answered, the competencies would be marked off. TD Travel has a much more informal interview technique. It is generally a panel interview conducted by the Operations Director with the General manager and also the Sales and Marketing Director. There are no set techniques; it is more of a formal chat about skills and qualifications, outlined on the curriculum vitae. Stage six – Selection testing Once the interview has taken place, some companies go one step further by inviting candidates for a selection test. These tests are all standardised so that an individuals score can be related to others, reliable in that it always measures the same thing and is non discriminatory. These can be in various forms: * Intelligence or cognitive testing – these test memory, ability to think quickly, perceptual speed, verbal fluency and problem solving skills. See appendix. * Aptitude tests – these are designed to predict an individuals potential for performing a job or learning new skills. * Personality tests – these may measure a variety of characteristics such as the applicant’s skill in dealing with other people, ambition, motivation or emotional stability. See appendix. * Proficiency tests – these measure the ability of the applicant to do the work involved e.g. a typist would be asked to type, and a salesperson would be asked to sell. Td Travel does not use selection tests at all. Most people are employed through word of mouth, as travel is a very incestuous business. NIS Europe use personality and aptitude tests. Stage seven – Checking references of short listed candidates References provide further confidential information about the perspective employee. A reference should contain: * Straightforward factual information confirming the nature of the applicant’s previous jobs, previous employment, pay and circumstances of leaving * Opinions about the applicant’s personality and other attributes. At least two employer references are desirable, providing necessary factual information, and comparison of personal views. NIS Europe and TD Travel Group offer the successful candidate the job subject to checking the references. Stage eight -Institute follow-up procedures for successful applicants The follow up procedures include: * Offer of employment – Assuming that the right candidate has by now been identified, an offer of employment can be made. It is common for an oral offer to be made. With a negociated period for consideration and acceptance. * Draw up a contract or written particulars – this should include all terms, conditions and circumstances of the offer must be clearly stated and negotiable aspects of the offer and timetable for acceptance should be set out, in order to control the closing stages of the process * Arrange work permits if required – Work permits are required of people coming into the UK for employment * Plan induction – Induction is a formal programme, designed and carried out by HRM to introduce new employees to the organisation, in all its social as well as work aspects. Stage nine- Review all candidates Review un-interviewed candidates and sort out those that my be kept on file for possible future use. Send standard letters to unsuccessful to applicants and holding letters to those being kept on file. NIS Europe will hold candidates on file for a maximum of one year. TD Travel group do not use this procedure, they would start their informal recruitment process again as and when required. SUMMARY OF THE SELECTION PROCESS FOR TD TRAVEL GROUP AND NIS EUROPE It is evident from the above information that NIS Europe carries out a more formal selection procedure than TD Travel Group. This is down to the fact that NIS Europe have more employees than TD Travel Group, and therefore see it necessary to have a HR department.

The Evolution Of Primate Locomotion And Body Configuration Essay

The Evolution Of Primate Locomotion And Body Configuration - Essay Example In 1956, while searching through a collection of fossils at the American Museum of Natural History, I came across a small piece of forehead bone, identified as a "possible primate," that had lain neglected for half a century. It had been recovered from the Fayum badlands, sixty miles southwest of Cairo, Egypt, by an amateur collector named Richard Markgraf. The rock in which it was found was known to belong to the geological epoch we call the Oligocene (now estimated to have lasted from 34 to 23 million years ago). Although only the size of a quarter, the fossil displayed two defining characteristics of the Anthropoidea, or higher primates--the large evolutionary group that includes monkeys, apes, and humans. I could tell that the right and left frontal (forehead) bones in this small animal were fused along the midline suture into a single bone, as is the case in all the higher primates. And on the right side, just enough of the rim of the eye socket was preserved for me to establish that it was fully enclosed in the back by bony plates (the eyeballs of more primitive primates are normally encircled by just a thin bar of bone). Neither feature had been previously documented in so old a fossil. Better late than never, the small piece of bone joined a short list of other fossils discovered in the Fayum between 1906 and 1910 that also appeared to belong to higher primates. The best of the other fossils--both nearly complete mandibles--belonged to two small species named Parapithecus fraasi and Propliopithecus haeckeli. Both have lower molars with anthropoidean features--in particular, they are broad and flat and have five cusps. (Miyamoto 197-220) In addition, Propliopithecus has the same number of the different types of teeth as other Old World anthropoideans, and the two sides of the lower jaw are solidly fused together in the front, another important characteristic of higher primates. My interest sparked by these tantalizing finds, I began doing fieldwork in the Fayum more than thirty years ago. Since then, my teams and I have succeeded in gathering hundreds of additional primate fossils, documenting the presence of eleven primate species in Oligocene deposits that are 30 to 33 million years old. The largest of these species, a close relative of Propliopithecus, is Aegyptopithecus zeuxis, a cat-size creature that appears to stand at or near the base of the family tree of the Old World monkeys, apes, and humans. We have collected several skulls and faces of Aegyptopithecus, as well as many bones from the rest of its skeleton (see "Dawn Ape of the Fayum," Natural History, May 1984). Many of the eleven Oligocene species have anthropoidean features, including the fused frontal bone, enclosed eye socket, lower jaws that are solidly fused together in the front, and the broadened and flattened lower molars with five principal cusps. In certain details, the upper molars also resemble those of more recent higher primates. Another anthropoidean characteristic is the manner in which the bony ring encircling the eardrum lines the auditory opening at the side of the skull. The eleven species are diverse in many respects, however. By 1985, I had accumulated enough evidence to say that they fell into several different taxonomic families or subfamilies. Given that so much diversity had evolved, I had to conclude that the common ancestor of all the higher primates must go back a long way in Africa. This was only the beginning, however, for in 1983 a Fayum site called Locality 41 had been discovered. Its exposed deposits came from a much deeper layer than those of

Catholic Papacy Essay Example | Topics and Well Written Essays - 1250 words

Catholic Papacy - Essay Example Peter to be the rock on which the Church would be built and St. Peter was martyred in Rome and thus making Rome the very symbol where Catholicism was focussed. The first century saw St. Peter as the first pope and since then, the continued line of popes goes on unabated, some of them obscure, some unknown to history, some ineffective, some power hungry to the extent of shaming the princes and a few, real serene father figures. In the beginning, it was a period of fighting for religion, being condemned, and persecuted and even being killed. The spirit of Christianity and its doctrines were yet to be established as nothing much had been done in that direction during the short life span of Christ. To the followers, everything was new guesswork and there was a dire necessity of creating principles and doctrines, much needed for any organised religion. Most of the initial popes quietly melted into the pot of history without being mentioned much. We come to know that Miltiades (311 - 314) held an open Council in Rome's Lateran Palace and was instructed to do so by the Emperor himself thus marking the beginning of interaction between Church and State. This interaction created many problems in later centuries and brought more difficulties than good. Before the roman church attained prominence worship was told to be conducted in houses rather secretly dreading persecution against the new religion. Emperor Constantine established three very important churches in Rome, making it obvious that the royal accent is granted to Christianity, especially so, because of the cathedral, now St. John Lateran, next to the emperor's Lateran palace while the other two in honour of two martyrs, Peter and Paul. Leo the Great (440 - 461) was the first Pope to wield certain powers and had an undisturbed reign of 21 years and was an admired and very effective pope who could control heretics and lay down role regulations to his successors. Hen defined Catholic Orthodoxy in the form of Tome and said it was Jesus' wish that Pope had to control other bishops and this wish was passed on to St. Peter by Jesus through the 'Power of Keys'. This worked well and was accepted by the other bishops and Christianity came under one papal umbrella and was honoured under the dictum: 'I will give you the keys of the kingdom of Heaven. What you forbid on earth shall be forbidden in heaven, and what you allow on earth shall be allowed in heaven." In 410 came the sack of Rome by Alaric and his Visigoths while Emperor Honorius and Pope Innocent I were at Ravenna. Buildings were not destroyed and Alaric was happy with the booty. Huns, Vandals and Visigoths continued to undermine the royal power and slowly the power diminished giving an opportunity to Ambrose in Milan to almost control the imperial authority. In 452, Attila the Hun was the biggest threat to Christianity and Papacy and Gaiseric the Vandal was not far behind. Leo had to take diplomatic steps to negotiate with both and to some extent achieving a deal, papacy has now clearly stepped into the political arena. Gregory the Great (590 - 604) was another milestone in the development of papal power and authority. In 592, he accepted the papal responsibility for Rome while facing Lombards and persuaded them by agreeing to pay an annual sum. "Rome's relations with the Lombards were

Lateral Epicondylitis Article Example | Topics and Well Written Essays - 250 words

Lateral Epicondylitis - Article Example The therapists decided to use their common program for treating the condition, which entailed the use of US, wrist extensor muscle progressive resistance exercise, stretching and cross friction massage (Hoppenrath & Charles 136). Ultra sound was included because two studies in a systematic review with placebo comparison had shown that US had significant clinical improvements in treating lateral epicondylitis. Since the therapists would e using US, they also decided to find out whether they could use US to transdermally administer anti-inflammatory drugs through the process known as phonophoresis (Hoppenrath & Charles 138). The therapists were interested in determining whether phonophoresis is better than US or whether the addition of some other drug through US treatment (phonophoresis) may help reduce pain in lateral epicondylitis. The studies reviewed in the systematic review revealed that there was no enough evidence to support the alluded fact that adding anti-inflammatory drugs t o the coupling medium in phonophoresis would produce additional positive results in treating lateral epicondylitis (Hoppenrath & Charles 139). As such, the therapists decided to use their common program for treating the condition, which entailed the use of US, wrist extensor muscle progressive resistance exercise, stretching and cross friction massage. In view of this systematic review, I opine that since that there is no strong evidence to support the fact that adding anti-inflammatory drugs to US-phonophoresis-improves care outcomes there is no need to use it. Instead, further research should be conducted to determine whether phonophoresis can actually improve care outcomes in the treatment of lateral epicondylitis through controlled studies. Hoppenrath, T. and Charles, D.C. â€Å"Is there evidence that phonophoresis is more effective than ultrasound in treating pain associated with lateral

Hepatitis B Essay Example | Topics and Well Written Essays - 1000 words

Hepatitis B - Essay Example There are also two cases of Hepatitis infection. If a person develops the virus later in life there is a higher chance of the person’s body defeating the virus. The virus can take somewhere between weeks and months to clear the body in such cases. The infection can be deadly however, and is most lethal in infants. The disease can also become life threatening if it becomes mixed with different live problems. Currently, there are several different solutions to the virus. Antiviral treatments are available, as well as several different immune system boosters. New antivirals are always under investigation. Vaccines have also been developed in preventing the spread of the disease. Health workers and even some college campuses are now requiring this vaccine. The vaccine has been found to be highly effective, as it greatly reduces the number of viral incidents, as well as reducing the risk of liver cancer. The Hepatitis B virus is a double stranded DNA virus (Hepatitis). When it enters into a host cell, it locates the cell’s nucleus and changes the cell to produce viral proteins. Viral RNA is also produced, and transferred to the cytosol of the cell, where it translates the viral polymerase and core proteins. Using the polymerase protein the RNA is then converted into genomic DNA, and then the mature core particle leaves the cells through normal passageways (Hepatitis). The transfer of this possibly deadly virus happens between fluid contact of people. The virus can be transferred through â€Å"unprotected sexual contact, blood transfusions, re-use of contaminated needles and syringes, and vertical transmission from mother to child during childbirth†(Hepatitis). In low risk areas, drug abuse and unprotected sex are the main forms of virus transfer. In high risk areas however, the passing of the virus from mother is much higher, it can even reach a 90 percent chance of a mother passing the virus to her

Data Communication Using the Top-Down Approach Essay - 2

Data Communication Using the Top-Down Approach - Essay Example According to Hicks (2004), this the top down emphasizes on planning as well as a total understanding of the system and in this case coding does not begin until a sufficient level of detail has been attained. This design was promoted by Harlan Mils who was an IBM researcher and Niklaus Wirth in the 1970s. Â  Equity first a mortgage brokerage company located in New England has a centralized operations center. This center which is located in Exeter, New Hampshire, is the center of all operations and it, therefore, controls all the operations of the other ten branches in Maine and Massachusetts. It is also the administrative center as it hosts departments such as accounting, human resources, executive management, and support staff. The operations center maintains a central database used to store customer information, such as loan applications, credit check information, and approval status. This fulfills the first requirement that the top-down model needs to have a central office that manages all the operations. Â  Computer networking using the top-down approach focuses on new short interlude and eventual ‘putting it all together’ that follows the coverage of the network, data link layers, transport awe well as application (Hicks 2004). Each office at Equity first is now self-reliant as they do not rely on the main office to ensure maintenance as well as effective communication. It is also responsible for the decrease in errors when it comes to operations hence no delays or breaks downs in communication takes place because each operation takes place separately. It is also quite easy to maintain because the errors are few and are easy to identify and correct.

The Intersection of Gender, Conflict and Development Shape Patterns of Essay

The Intersection of Gender, Conflict and Development Shape Patterns of Forced Migration - Essay Example veloped nations, but are also getting spread to developed nations where people are forcefully uprooted from their home countries or regions and transported to a different place, due to various factors including political, cultural, religious as well as ethnic persecutions, which at times, result in gender conflicts. It is worth mentioning in this context that forceful migration is not only conducted by people due to the lack of humanitarian ideologies in the society, but are often identified to be a consequence of natural disasters such as earthquake, tsunami, flood or any other natural disaster (Bouta & et. al., 2005). According to the report published by United Nations High Commissioner for Refugees (UNHCR), it has been signified that around 45.2 million people were under the conditions of displacement in the year 2012, as compared to 42.5 million by the end of 2011, indicating a 0.5 million difference in the aggregate amounts (UNHCR, 2013). Intersection of Gender in Forced Migrati on Notably, two major reasons were identified concerning the forced migration activities, which included sex marketing and household labour. However, in the modern era, the primary reason for forced migration has become majorly concentrated on sex crimes, to which, women and children are identified to be the common victims. Hence, forced migration can be examined to impose significant negative effects on social contexts, in today’s so called developed society. Various economic and political factors can also be identified as adjacent to the forced migration conducts, where social exclusion and poverty play a primitive role to motivate such conducts. Moreover, long terms displacements of a particular gender, commonly women, at a large volume from one particular economic region, is also... Conclusively, it should be noted that numerous policies as well as norms are being formulated and implemented with the objective of increasing awareness among people concerning forced migration, which are often conducted through bribing the victim either emotionally or financially or through physical threats. Legal actions are also being considered with regards to preserve gender equality for offering equal employment as well as income opportunities to both men and women. Such initiatives are quite likely to reduce conflicts in the society and thereby control intersection of gender as well as conflict in the encouraging the trend of forced migration. Nevertheless, irrespective of such initiatives, the rate of forced migration tends to rise steadily at certain parts of the world. In this respect, right-based strategies should be implemented with the aim of providing justice to feminist groups, both in formal and informal peace processes by global organisations as well as political ins titutions. In this context, with effective human right movement as well as liberal rights, conflicts and inequalities of gender can be minimised to certain extent which will facilitate in reducing forced migration or displacement.

The two stories Essay Example for Free

The two stories Essay In Of Mice and Men lennie is a fully developed character compared to Isaac, this is why you dont really know Isaac as well but with lennie you can relate to lennie and what he goes through. The ostler is a short story so Isaacss character isnt well developed. Lennie and Isaac are both treated like outsiders by various people, I think that lennie is more accepted in society than Isaac due to people feeling sorry for lennie, they dont believe he could cause any trouble and they believe he is just like a child. Lennie relies on people to tell him whats wrong and whats right. Leninie is just a child in a grown- ups body. Isaac I think is seen more as an outsider he doesnt go out, he spends most of the time with his mother so he doesnt really have time to go out and make friends. The only real friend he has got is his mother Mrs scratchard. Rebecca is just false and wants to kill Isaac just like in his dream. In mice of men, towards the end of the story, lennies s little puppy dies because lennie was playing to rough with it why did you have to go and get killed, you aint so small as mice, I didnt bounce you hard Lennie doesnt realise what hes done he only thinks that now hes done something bad George wont let him tend the rabbits. While lennie is sitting there crying, Curleys wife comes in she said, What you got their sunny boy lennie denies he has got anything, but Curleys wife discovers the puppy. Lennie wont talk to Curleys wife, George has told him to keep away because all she will cause is trouble and shes dangerous. In the end lennie ends up talking to curleys wife and lennie starts saying that he likes stroking soft things and curleys wife lets him stroke her hair, but lennie starts to get rougher and wont stop and curleys wife starts to panic, Let Go. You let go But when lennie ignores he curleys wife begins to scream and as she does this lennie gets angry so he started shaking her and then Her body flopped like a fish lennie runs away and tries to find the place where George told him to hide if he was ever to get into trouble again. Curley and everyone find Curleys wife and go after lennie to kill him. George goes after him as well. George finds lennie first, lennie wants to hear about the rabbits, so George tells lennie to turn around and look at the fields and image what it would be like, as George tells the story lennie brings out a gun and shoots lennie in the head. George does this himself because he doesnt want anyone else killing lennie, he would rather kill him himself, and also after someone else shooting candys dog, candy wishes he shoot him himself. In the ostler Isaac doesnt believe his mum, Mrs scratchard, about the dream. But after she died she warned Isaac not to go back. Isaac does go back through and after arguing with Rebecca he hits her Rebecca replies No man has ever struck me twice and then she left saying they will see each other no more. But on the seventh night before his birthday she come back, to rein act the dream, but as Isaac new what would happen he knew where she hide the knife, he took the knife and left her there and went away. Now Isaac lives in fear of Rebecca, he sleeps most nights well, through the year, but every time around his birthday he is worried in case she comes back and tries to rein act the dream again. 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 John Steinbeck section.

Hotel Rwanda Term Paper Essay Example for Free

Hotel Rwanda Term Paper Essay 1. If you were in the situation of Paul, how far would you go to protect your countrymen, when you know very well that this will cost you the life of your family? Will you abandon your family to save the lives of others? = If I will put myself in Pauls situation, I think, I would help and protect my countrymen as long as I can and as long as Im living. But first Im going to ensure my familys safety before I gamble my life. If I die for the sake of others, it will looked like I abandoned my family but truly its not, because in the situation, I think they will surely understand me why am I going to sacrifice myself just to protect and save others life who only depends on me. Its not that I prefer to die than to live with my family, but I also believe that life lived for others is worth living, like our God who gave His only Son for the sake of us all. God gave me life not just for my family but also for other people. Honestly, Not only your family makes your world but also the other people around you. And I cannot take to see those people struggling and dying then I just do nothing. Especially when I know that im the only one who can protect them. I know I cannot save everyone because im just only human but somehow, i know i did something I can. 2. In the ensuing violence, the international community and the government was forced to pull its foreign emissaries to safety. This included officials providing aid and relief such as the UN and the Red Cross. Do you think that the government and the international community’s decision to remove its employees from the scene of the fight were ethical, despite the fact that the natives rely on these organizations for aid and protection? Justify your answer using one ethical theory that we’ve discussed in class. = It is true that the goverment became selfish about their decision of forcing the foreign emissaries to leave and put themselves into safety even if they know that theres no other people who can help the natives except them. But we cant deny the fact that those foreign emissaries were not involved in the war and so, their race must be saved, thats why, what they have done was ethical. By the use of the theory called Egoism, which means things or actions can be moral or ethical if it will benefit ones interest and will care about your own value, it can be proven that it was ethical to saved only the whites because theres nothing wrong of saving your own race and disregard the others even though it would be so wrong in the other peoples eyes. To better understand this situation, try to put yourself in their place and surely you will only save yourself and your race. But we can still that it is an ethical egoistic act. 3. The struggle between the Hutus and the Tutsis of Rwanda was allegedly due to the interference of the Belgian and other Western colonizers, who have created this kind of â€Å"caste system† (Hutu and Tutsi) in the first place. Do you think that the colonizers were the party to blame in the violence that occurred? Why? = Yes! no one should be blame but them because if they didnt create that caste system, the Hutus and Tutsis would only be one r ace with no insecurities and no superior. And therefore, there would be no occurence of violence. Because of that caste system, the discrimination occured between the two race by their physical characteristics,The Tustsi became superior that made the Hutus started the slaughter in their country due to their rage or fury. And so, the Colonizers were the one to be blame. 4. The genocide in Rwanda is not a unique case. In fact, it is reminiscent of the Holocaust during the Nazi era and the religious struggle between Pakistan Muslims and Indian Hindus. How do you think will genocide be prevented in the future? = Genocide usually occur because of having insecurities between different race by physical, identity or position in the society and power. And no other resolution for this but to be satisfied in yourself. You must make a change within yourself. Let us avoid discrimination that will cost anger and revenge because this simple revenge will lead to a big trouble and war. We must also face the problem that we see without using violent ways and we will somehow work it out by proper conversation. Finding peace within yourself could also help us to prevent genocide, it will help you not to bad things especially to kill lives.If you know what peace is, you will surely want it and once you want it, you will make a way to have it. We must also respect each other, know every peoples worth so that , if you are one of the soldiers or the one who is involved, you would realize that life is so important. And of course, the goverment holds the big responsibility about this, so I think they must be friend with other nation, the world must come together. And the soldiers must know where are they for, because if they are for peace, then why is there war? they must also know their limitation.

Limitations of Access Control Lists in Network Security

Limitations of Access Control Lists in Network Security On the Limitations of Access Control Lists (ACL’s) in Network Security In basic security parlance, the Access Control List (ACL) directly determines which parties can access certain sensitive areas of the network. Usually, there are several. One enables general access to the network, which includes non-sensitive information about company policy and operations (Verma 2004). Access is granted to a general audience and all personnel within the organisation. Confidential files and sensitive data, however, would only be available to a limited number of people, which would be specified. Such delicate information is often only available when accessing a certain terminal. For example, our hypothetical travel agency will allow only the network manager on a particular terminal to PING the proxy servers from the internal LAN as well as deny connections from the Internet to those hosts with private source IP addresses. As with any company, the travel agency wishes to protect its sensitive information from hackers and fellow competitors. The network administrator cr eated ACL’s congruent with the company’s security policy. However, additional protocols will need to be implemented in order to offer the agency the full protection it needs. The purpose of this essay is to highlight the vulnerabilities and limitations of the ACL and suggest supplementary protocols to ensure tighter security. Peter Davis (2002) identified six vulnerabilities of the ACL in the context of testing Cisco’s routers. First, because the ACL will not block the non-initial fragments of a packet, then the router will fail to block all unauthorized traffic. ‘By sending an offending traffic in packet fragments, it is possible to circumvent the protection offered by the ACL’ (Davis 2002). Secondly, if one were to send packet fragment traffic to the router, it is likely that there would be a denial-of-service on the router itself. This is because the router fails to acknowledge the keyword fragment when a user sends a packet specifically to the router (Davis 2002). Third, there is the odd phenomenon of the unresponsive router. ‘The router ignores the implicit deny ip any any rule at the end of an ACL when you apply an ACL of exactly 448 entries to an interface as an outgoing ACL’ (Davis 2002). The result of this would compromise the integrity of network security, as the ACL will not drop the packets. Fourth, modern routers allow support for the fragment keyword on an outbound ACL. In previous models, only the inbound ACL provided support for this keyword while ignoring the outbound ACL (Davis 2002). Fifth, the outbound ACL may fail to prevent unauthorized traffic on a router when the administrator configures an input ACL on some interfaces of the multi-port Engine 2 line card. ‘Any ACL you apply at the ingress point will work as expected and block the desired traffic. This vulnerability can cause unwanted traffic in and out of the protected network’ (Davis 2002). Last of all, even the fragment keyword is not sufficient to get the ACL to filter packet fragments, which would enable an individual or corporation to exploit this weakness—attacking systems that are supposed to be shielded by the ACL on the router (Davis 2002). To avoid many of these pitfalls, Davis recommends that administrators routinely filter packet fragments. Although filtering may be useful, it is insufficient in preventing security breaches according to Kasacavage and Yan (2002). Without supplementary processes, packet filtering will fail to identify the originator of the data, and it would fail to prevent a user from gaining access to a network behind the router. Thus, the creation of extended ACL’s along with the standard is very important. ‘Standard ACL’s can only filter based on the source address and are numbered 0 through 99’(Prosise Mandia, p. 429). Extended ACL’s, in contrast, can filter a greater variety of packet characteristics and are numbered 100-199. In other words, each object is supposed to enforce its unique access control policy (Sloot 1999). For instance, the ACL commands are applied in order of precedence and the second rule will not allow the packets denied by the first rule, even if the second rule does permit that (Prosise Mandia). Filling in the Gaps One recommendation for securing a private network is to use a firewall such as a DMZ LAN. Essentially, it does not have any connections save the router and firewall connections (Kasacavage Yan 2002). This would force all packets of all networks (public and private) to flow through the firewall. This greatly diminishes the breaches common in security systems employing mainly ACL’s as direct unprotected connection with the Internet is judiciously avoided. The problem with the router mentioned by Davis in the previous section was its failure to filter packets going in one direction, or outbound ACL’s with specific identifiers. Installing a firewall at each locus connected to the Internet is highly recommended (Kasacavage Yan 2002). Like most aspects of technology, the ACL must be updated quite frequently. However, this gives the individual employed in this task a high degree of latitude, which is why access to this function must be strictly controlled (Liu Albitz 2006). ‘In order to use dynamic updates, you add an allow-update or update-policy substatement to the zone statement of the zone that you’d like to make updates to†¦it’s prudent to make this access control list as restrictive as possible’ (Liu Albitz 2006, p. 232). As wireless communications technology continues to revolutionize the way people do business, another issue that will concern security administrators is the increase of wireless LAN attacks that result in the loss of proprietary information and a loss of reputation as customers become leery of a company that can easily lose personal data (Rittinghouse Ransome 2004). Most wireless networks identify individual users via the Service Set Identifier (SSID) in such a way that would repel wireless LAN attacks that greatly compromise network security by using the ACL that comes standard with WLAN equipment. Because all devices have a Media Access Control (MAC) address, ‘the ACL can deny access to any device not authorized to access the network’ (Rittinghouse Ransome 2004, p. 126). However, other host-based intrusion detection software such as Back Orifice, NukeNabber, and Tripwire are also instrumental in preventing these attacks. In sum, although it would be impossible to create an impregnable security system, it is necessary to ensure that the system one employs is extremely difficult to breach, with very little profit for their troubles. By identifying the six most significant issues ACL’s face and exploring other ways that network administrators can close the gaps, more sophisticated security protocols can be put into operation. However, while security systems are correcting their weaknesses, computing experts on either side of the law are still finding ways to circumvent them. Controlling access to sensitive data is a necessity in any network, even in an informal file-sharing network. With the enclosed ACL’s, the agency shall be able to successfully diminish its odds of a security breach. Bibliography Davis, P.T. (2002), Securing and controlling Cisco routers, London: CRC Press. [Online at books.google.com] Kasacavage, V. Yan, W. (2002), Complete Book of Remote Access: Connectivity and Security, London: CRC Press Liu, C. Albitz, P. (2006), DNS and BIND: Fifth Edition, Sebastopol, CA: O’Reilly Media Inc. Prosise, C. Mandia, K. (2003), Incident Response Computer Forensics, New York: McGraw Hill Professional Rittinghouse, J.W. Ransome, J.F. (2004), Wireless Operational Security, Oxford: Digital Press Sloot, P., Bubak, M., Hoekstra, A. Hertzberger, R. (1999), High-Performance Computing and Networking, New York: Springer Verma, D.C. (2004), Legitimate Applications of Peer-to-Peer Networks, Hoboken, NJ: John Wiley Sons

No “More” Socialism: Debunking Raphael Hythlodaeus’ Argument Against P

George Orwell, in his famous essay, â€Å"Why Socialists Don’t Believe in Fun,† aptly described the problem of any utopian ideal. â€Å"It would seem that human beings are not able to describe, nor perhaps to imagine, happiness except in terms of contrast†¦ Nearly all creators of Utopia have resembled the man who has toothache, and therefore thinks happiness consists in not having a toothache. They wanted to produce a perfect society by an endless continuation of something that had only been valuable because it was temporary† (Orwell). In Thomas More’s Utopia, Raphael Hythloday is used as a conduit from which More expresses his distaste with private property. Raphael is used to lay out the Utopian alternative economic and civic system, to the common-place â€Å"peasant subsistence economy† of More’s England through his description of the idealist island of Utopia (Overton 4).Raphael’s case against private property is built upon two principle supports, mainly, what are perceived as fallacies and failures in a peasant subsistence capitalistic economy, and how seemingly intuitive the socialistic alternatives of the island of Utopia are in solving the tribulations which so perplex the world’s peasantry. If we analyze Raphael’s argument, we find that it is in effect duplicity. The assumptions made in both the construction of Utopia and the deconstructions of England’s economic system are both contradictory and completely over-simplified. With our advantage of economic and historical hind-sight we can see that Raphael lays blame without knowledge, and we can see that he ineffectively creates an island a s doomed to fail as Gorbuchev’s Soviet Union, leading to oppression on the scale Orwell’s 1984. Raphael’s tear-down of the idea of private property ... ...lopedia of Philosophy. Web. 01 May 2012. . Hunt, E. K. History of Economic Thought: A Critical Perspective. Armonk, NY: M.E. Sharpe, 2002. Print. Marx, Karl, Friedrich Engels, David McLellan, and Samuel Moore. The Communist Manifesto. Oxford [u.a.: Oxford UP, 1998. Print. Mill, John Stuart, and W. J. Ashley. Principles of Political Economy, with Some of Their Applications to Social Philosophy. New York: A. M. Kelley, eller, 1965. Print. More, Thomas, and George M. Logan. Utopia: A Revised Translation, Backgrounds, Criticism. New York: W.W. Norton &, 2011. Print. Orwell, George. The Collected Essays, Journalism, and Letters of George Orwell. New York: Harcourt, Brace & World, 1968. Print. Overton, Mark. Agricultural Revolution in England: The Transformation of the Agrarian Economy, 1500-1850. Cambridge: Cambridge UP, 1996. Print.

The Trials Of Toilet Training :: essays research papers fc

The Trials of Toilet Training Toilet training is difficult for both parent and child. Based on the research of two psychologists, Nathan Azrin and Richard Foxx, the average child can be fully trained in less than four hours. They began their training with mentally handicapped adults and successfully taught 95% in three days. With the added emphasis on language and verbal rehearsal they attempted to teach children and were astounded at the results. Their methods eliminate the fear damaging the child's psyche by making toilet training a pleasant experience. The child is not simply toilet "trained", he is toilet "educated", that is, the complete process from knowing it's time to emptying the pot and flushing the waste down, all unsupervised. Any parent would agree, this is incredible. They use a combination of the same principals used in Practical Applications of Psychology. The overall objective is to teach the child to toilet himself with the same independence as an adult without the need for reminders, continued praise, or assistance. This method is rapid because of the variety of learning techniques. Learning by imitation, learning by teaching, a partial reinforcement schedule with rewards that increase the need and the negative reinforcement of disapproval are all employed. Children learn best by imitation and teaching with the aid of a hollow doll. The child gives the doll a drink then is told the doll has to "peepee" and he must help her. After the child assists in removing the doll's pants, the liquid is released. The child must observe the flow of liquid. into the potty chair. The adult and the child then praise the doll and the child then assists the doll in redressing and emptying the pot in the standard toilet and flushes. Then the child is instructed to ask is the doll is dry and feel her pants. If they are dry the doll gets a treat. The child is then asked if he is dry; if he is, he can then eat the doll's treat. After two or three drills, distract the child and cause and 'accident' by spilling some liquid on the doll's pants. When the child discovers the wetness, use instructions and guidance to help the child correct the doll. First, let the doll know he is displeased, "Big girls don't wet their pants." Second, the child helps the doll practice again on the potty then back to the scene of the accident. Since the pants will still be wet, this can be continued three times. Then have the child feel his own pants, and if they are dry he is rewarded with

College Bubble Essay

Since we were young, we’ve been told that with hard work and determination in high school we would one day make it to college. Once there, if we succeeded with graduating, we’d get a degree which would lead to a well paying career that would allow us to invest in our future. With college debt now leading in the nation’s debt with the growing amount of 830 million dollars, we are stuck asking. Why is the college-loan system failing? The College Bubble was a term used to explain the effect of the nation’s current financial crisis and college tuition constantly on the rise. That is was creating the bubble of debt that will eventually burst. College tuition rates have sky rocketed up 29% in the last 5 years. The average school year for a standard four year, for-profit college now costs $27,293 and on average only 2/3 students graduating due to not being to afford their college education. With the economy in a recession and lossing over 8 million jobs between the years of 07-09, graduates are struggling in the job market, as well as paying off their student loans. (NIA) During the beginning of the recession, many induristes felt the collapsing of the economy. Induristes like the stock market, real estate and even oil! All induristes but two, healthcare and colleges. During this difficult time, colleges are prospering at student’s expense and graduates are not seeing the benefit. Only making the expenditure of college and the hard work of graduates, a poor investment. The government has tried to help students with government aid and programs for low-income graduates, but has failed to fix the problem. College’s are charging to much for an education that even with government aid and loans, can not be affordable or paid off by a graduate in this struggling economy. College loan system is failing students due to a endeavoring economy, over college spending causing higher tuition rates, depleting wages and decling job market. College tuition and the loan system in place to fund it, must be modified to compensate in order to lower student debt. College tuition has obviously raised to unmanagable amounts for college students but why? It is due to the college arm race. Colleges are currently spending huge amounts of money into their campuses and recectional actividies in order to encourage more students, which also means more money. Ohio University economics professor, Richard Vedder was quoted saying, â€Å"Every campus has [to have] its climbing wall, you cannot have a campus without a climbing wall†(5). In 2009 alone, colleges spent a total of 10. 7 billion dollars on contruction of new facilities like gyms and nicer dorms in an afford to recruit more students. (NIA). Students will pay more money to attend a college that has a favorite college sports teams. When it comes to NCAA coaches, Brady and Jody stated statisticly the average salary for a NCAA football coach was is $1. 47 million in 2011. Which in the last six season was a climb up nearly 55% (2). If teams meet performance goals, coaches will, in addition, receive bonuses. Such expenses made by colleges for sport teams, maybe a leisure for a student but how does this help them with a better quality education or with their cribbling debt? Students are paying for something that in no way betters their education, just the notarity of the college. College have found many ways to capitalize of their students in order to afford such expenditures. Some 4 year colleges require that you must be on campus for your first two years of attending with them. Room and board cost an average of $8,887 in the school year of 2011-12, that is up 4% since last year (College Board). It would make sense why they would require that you to stay on campus, if it only put more money into their pockets. College books are another expense of students, colleges are benefitting from. Books are also required by college’s in order to attend classes and are not included in tuition. The cost of college books has tripled in the last 10 years, costing an average of $200 dollars (NIA). College’s will publish their own books, require students to buy them, then update or revise them every year to make the book obsolete causing students to have to by new one’s every year and making the resale of them, nonexistent! College’s will work with publishers and recieve kick backs for using books they publish. Adminstation for college also feel the advantage of higher tuition rates. The president of Yale salary has tripled from $591,709 in 2000, to 1. 63 million in 2009. (5) With the average cost of graduating at a 4 year college at $27,293 a year, it is easy to see who is truly profitting from an attending and/or graduated student. Colleges are captializing of students in a poor economy and once out of college, their is no guarentee employment will be waiting. In 2008, American’s lost over 10. 4 trillion dollars in the financial crisis. Between 2008-2010 over 8. 3 millions of jobs were lost. The government tried bailing out the country with a 4. 6 trillion dollars and was only able to recover 1. 1 million jobs, . 9% percent of jobs. That is 4 million dollars in cost for each job recovered (NIA). Boyce Watkins, a finance professor at Syracuse University is quoted saying, â€Å"[College] is certainly an investment. The question is whether or not you get your return on that investment in actual financial capital†¦ [and] this blanket notion that going to college will guarantee you a better economic future is not always true†(3). In 2009, the numbers were at 12. 5 million umemployed, that is 8. 1 percent of the American population. The numbers have contuning to raise leaving the total count of unemployed at 17. 5 million. With unemployment at the highest its ever been in the last 25 years (6), it’s easy to see that even with the investment of college education, the job market is not in a state of stablity leaving the college graduate to take a minimal paying jobs, move trades, or move altogether to an area in which is hiring. All in which is at a cost to them. â€Å"Many people can’t afford to move, so they need jobs to come to them. This is one of the least discussed, most challenging problems in the labor market right now†¦ This is the largest annual jump in the number of unemployed since the U. S. Bureau of Labor Statistics began tabulationg this data just after World War 11. Most of the unemployed—62. 3 percent—are out of work because they lost their job, higher than any point since 1982†³ quoted Heather Boushey, a senior economist at the liberal Center for American Progress (7). College graduates not only face the outragous cost of tuition but once finishing their degree they are stuck in a dead end job market. With both college tuition and unemployment at record highs, it is not hard to see that why the college loan system is failing. What once was the american dream has now turned into american’s debt. With college spending to much on non-educational expenses and leaving their students to flip the bill in this economic downfall, its no wonder the college loan system is not helping the college graduate. The college loan system has to look to not only take into consideration the economy’s state but the own college’s spending. While the nation is trying to recover and grow from the current recession it is important to recognize that student borrowing is working against our economic interests and the source of why that is happening. In order for the college graduate to pay of their debt, there must be employment after college and if that is not an guarenteed, college’s must reevaluate their expenditures. Until the economy recovers from its current crisis, student debt will only worsen and end up not only cost the american graduate but the nation as a total.

Promotional Mix: Public Relations Campaign

ObjectiveTo stimulate PB awareness by participating with Make a Wish Foundation by donating a portion of sales from the PB holiday accessories line. Budget The PB holiday (value) line donations for the Make a Wish Foundation will be supported by a budget of $500,000 in the month of November and December from the total allotted $5 million per month marketing budget. Estimated costs are minimal as they will be included in a small card mailer each month and as an online pop-up with the web promotion.Message strategyTo promote donations and funding for the Make a Wish Foundation and raise local and national awareness for PB to support community engagement. The Make a Wish Foundation grants the wishes of children with life-threatening illnesses. It is Pottery Barn’s hope to raise $500,000 for the organization in 2013 through companywide involvement in donations from staff, customers and sales of the holiday line. Media planThe Sales reports will be reviewed weekly to ensure the tar get of $500,000 is progressing as hoped. The purpose is aid the Make a Wish Foundation and to widen the reach of PB to its consumers by adding a personal level to the organization. Offering employees a monthly payroll deduction with matching incentive from the organization, a 10% proceed from the holiday line sales, and customer donations the entire PB family will have the opportunity to give back to their community this holiday season. The web banner promotion running on the Frontgate, Better Homes and Gardens will accompany a Make a Wish/ PB cobranded pop-up allowing shoppers to donate immediately and at the time of check out.The Make a Wish Foundation ad will run the same timespan as the holiday line, November 1st through December 24th, purchases over $50Â  will still featuring the free gift offer. User profile information on social networking sites will be utilized to target and align with the PB consumer profile. The value promotion will be reviewed weekly and broken down into daily sales for each product in the value line, financial contributions will be tracked to total sales from the holiday (value) line. Donation goals will be set in place each week by location and by sales staff member, including web traffic.Additional commissions will be paid to associates, including designers that cross sell holiday product in their design sessions that meet and exceed their sales goals directly related to the holiday (value) line. It will be important to track leads from each online source using tracking software, Facebook ad audience profiles, following pay per click metadata, print ads, etc. to review electronic profiles of consumers online. Integrating PB rewards using the consumers email at checkout and providing electronic receipts will also allow further access to better defining successful community campaigns in the future.

Review of related literature Essay

CHAPTER II As mentioned earlier, it is indeed a certainty that the journals and books used by the author of this study is much related to the issue being discussed. The said journals are to be introduced herein. One of the basic factors of success in any organizational progress is the art of motivation. However, motivational procedures are not that easy to apply especially if the crowd to be dealt with is not that inclined or cooperative in the progress being implied in a specific organization. According to Martinez, in his book entitled â€Å"Management Theory and Practice†, motivation consists of three basic phases of development: †¢ Examination of the situation Before anything could be started, it is very important to first examine the real situation and how the situation is supposed to be dealt with. This may include an evaluation of the present circumstances and how it could be related to what future results are expected from the program or motivational procedure to be implemented. (Martinez, 121) †¢ Consideration of the Participants. Who are the participants to the program or the procedural approach? This question should be considered upon the formulation of the motivational processes that would be chosen by the administration to be implemented. (Martinez, 15) †¢ Application of Procedures After evaluating the situation and determining the people who would be involved in the programs, the application of the formulated procedures could already be commenced in a planned way. In this manner considerably fine results could be expected upon completion of the procedures. (Martinez, 16) Through the constant observation of the completion of the said phases, program procedures could be expected to become successful. The presence of the processes mentioned in here could determine the success of any applied motivational procedures by any business administration or even educational institutions at that. Meanwhile, Don Dinkmeyer in his book entitled â€Å"Leadership by Encouragement† stresses about the importance of encouragement in becoming a good leader. He says that: â€Å"the main aim of leaders is to help their colleagues progress for themselves and the organization they work as well† (Dinkmeyer, 41). Hence, this means that among the important factors that each person within an organization should consider is the fact that they need to be leaders in their own ways and encourage their co-workers to progress in a way by which the organization and they themselves could benefit much. Dinkmeyer further adds, â€Å"there are necessary factors to consider in being a fine leader of encouragement† (44). Here are some of the suggested factors of concern in Dinkmeyer’s book: †¢ As a leader, a considerable act of control is needed; however, concern for colleagues is also a character necessary for leaders to have. (18) †¢ Motivating people for further self progress and organizational benefit is one of the leader’s most important functions in a team. Hence, this skill should be enhanced and considered a major work for leaders. (19,20) †¢ Empathy for other colleagues concern in the motivational program should be applied. Yes, being able to understand how others feel about the progress procedures should be considered by the leaders. This way they are able to take the challenge of dealing with people’s reactions towards the program and be able to motivate them to take the progressive procedures as well. (25) Yes, by being able to become an ideal leader, a person could be able to encourage other people around him to be able become mote progressive in their own ways. One of the basic reasons why this study has been commenced is the fact that the motivational processes are highly concerned with language classrooms, specifically ESL classes. In this regard, Zoltan Dornyei talks about specific factors of concern especially on the part of the educators when they are dealing with their students. Here are some of the suggestions he mentions: †¢ Be leaders and become role models in class. As the educators show their enthusiasm in teaching, the students too are able to have encouragement to learn the language with enthusiasm as well. †¢ Make the Classroom Environment Lively This could include the ability of the educators to encourage their students to speak out their ideas and their thoughts regarding the issues being discussed which should be of interest to the students depending on their age and their races. This would allow the students understand the language they are trying to learn while enjoying sharing their thoughts at the same time. †¢ Be Open to Suggestions from Students The fact that the students also want to have exposure to the language at a certain level, the educators should consider hearing what they want form the class to be able to help them participate more during discussions. This way, they could become more progressive with their studies as the classes continue. With regards to the direct worker motivation processes, Abraham Maslow has something to say about the theories of motivation that could be utilized in encouraging the people to work hard not only for their own good but for the good of their organization as well. According to him, there are necessary physiological needs of the workers that must be provided by the organizations to be able to get the best out of their employees. Among the breakdown of his hierarchy of needs of employees are three major points of consideration: †¢ Needs of self-actualization As an intrinsic motivation, this factor of concern is directed to an employee’s ability understand that he is of some worth to the organization he is working for. †¢ Preconditions for the basic satisfaction. Also considered as an intrinsic motivation, this concept of encouraging the employees involves the satisfactory aspects of the employees within themselves due to the work they are doing. †¢ Desires to know and understand One of the important factors of self satisfaction is one’s ability to learn more as an additional knowledge to for themselves from their jobs. True, this factor of consideration in motivating the employees helps a lot in making them realize that they have certain benefit form the work they are engaged with. Thus they are motivated to work even better to be able to gain their benefit from their company. On the other hand, Frederick Herzberg talks about external motivation that has to be implied to be able to encourage employees to work at their best. Among the said extrinsic aspects of motivation are : †¢ Achievements †¢ Recognition †¢ Growth and Advancement †¢ Interest in the Job These four factors of consideration helps the employee realize that their abilities are appreciated by their organization and are used as a reason for other’s to follow their work ethics and attitudes. With the use of these suggestions, it could be expected that the classroom procedures would become more productive and more progressive for the capability of the students to use the English Language more effectively. Hence, the programs of learning would be more effective and practical for more and more students who are interested to take the ESL courses that the learning institutions offer. With the utilization of the literatures mentioned herein, the discussion of the issue being tackled in this paper shall be continued towards its completion. CHAPTER III Discussions An ample amount of motivation in the Toronto ESL program offerings have resulted in considerable successful final products. However, the question here is, how much motivation did it take before the educators were convinced to take on the challenges of teaching other races with the ESL programs that has been formulated for the different institutions to include in their learning programs? Certainly, motivating people to take on the challenges of change is not an easy task. According to Andrew Duffy’s report on Canadian learning institutions, Canada’s failing of a number of students who are studying in the said country has been due to the fact that the seriousness upon the program that the students are ought to learn has not been realized much by the students themselves. As a result, educators handling this type of situation also loose their enthusiasm upon the application of the program, which they ought to offer to their students. This situation then called for much motivational processes on the part of the administrators of the learning institutions. The Motivational Procedures Specifically focusing on the institutions in Toronto, Canada, it has been reported that the staffing of ESL teachers has been increased in a matter of time to be able to support the existing teaching force with the other educators that are needed to attend the needs of the students in Toronto. Notifying the educators on how to specifically help the students realize what they have to learn about their chosen courses have made so much difference for the reports which were once reported about Toronto. The Toronto Star reports that in a nationwide survey of some 9,000 high school dropouts in Canada, â€Å"three out of every 10 dropouts leave school because of boredom. † Good grades are no indicator that students will stay in school, as over 30 percent of those surveyed had high marks. Jim Livermore, vice president of the Ontario Secondary School Teachers’ Federation was not surprised. He stated: â€Å"Boredom is more of a factor today than it was 20 years ago because of television. To interest kids everything today has to be glitzy, high tech and showy. † Mr. Livermore feels that some of the brightest minds are not being challenged in school. He added that the â€Å"old way of teaching doesn’t work any more. Rather than lecture-style teaching, we have to get students more involved in learning. † Hence, it has been added in the motivational procedures the educators need to be educate themselves. This education includes teaching strategy enhancement as well as informing the teachers on the real need of the country of having English Speaking citizens. It has been stressed out that the production of students who are able to speak professional business English gives the country a greater chance of being globally competitive, as their employees become world class. Hence, the educators were able to realize the need for the said program. As a result, the educators were motivated to continuously assist their students to becoming highly competent when it comes to using the English language in a professional level. Results of Motivation After the motivational procedures have been implemented, fine results have been received by several Toronto learning institutions. Yes, the application of the learned strategies through the motivational programs, which were commenced, proved to be productive and successful for the students who were able to realize the need for them to progress on their own way. Certainly, it has been observed that much of the motivational tactics that the administrations used for these programs were indeed effective. The motivation that the teachers were able to gain during the training programs has directly affected the way the students view their need to learn their subjects. The fact that the teachers realized the need for the program in their place, the programs became much productive, able to give the students the ample training they need to be able to become competent enough in the usage of the English language. This then helps the Canadian employers to be more at ease as they hire students who were produced by the Toronto learning institutes. STUDENT COMPETENCY RESULTS The existence of fine educator skills, excellent learning environment, and constant encouragement form educators have been able to result to several considerable results on the part of the English speaking skills of the students. The competency of the educators has driven the students to learn more and apply the subjects they have learned to their own everyday lives. It has been more often than not the students were motivated to learn more everyday as they see the enthusiasm from their teachers to help them learn the language and apply the language in their daily activities. The confidence among individual students has also been developed through the educating programs. The process of learning for the students became more accommodating and progressive as it gave attention to their needs and gave importance to their development not only as English speakers but as individuals living in Canada as well. CHAPTER 4 Overall Situational Assessment. With the details of ESL development programs in Canada, specifically in Toronto, listed in this paper, it shows how much motivational procedures aimed towards the educators could contribute so much on the way the students progress in their studies. The effectiveness of the curriculum of English learning offered in institutions of education is highly based upon the enthusiasm of the educators to handle their classes while being able to meet the needs of each of their students. Indeed, teaching students with so much diversity among them is a great challenge to any educator in the learning industry. The consequences though of ample training and motivation with regards to the teaching strategies used by the educators is indeed fruitful and beneficial on the part of the students and the economic growth of the country basing from the competency of the employees produced by the institutions, regardless of the fact that they are native English speakers or not. In this manner, the certainties of the employers on the new graduates of learning institutions become stronger and the results of the job done by these students are much globally competitive as they re able to use the English language in professional applications. Chapter 5 Conclusion From the study that has been presented herein, it is obvious that the situation of organizations is constantly changeable. Most likely, the focus is to continuously make possibilities for changes. TO be effective in facing company challenges in facing grievances and demands of the employees within a certain organization, it is indeed advisable for the human resource management to take necessary steps in creating strategic structure of Human Resources Department Organization. This means that as the HR faces so much turmoil in managing people, the whole body of the HRD should be subdivided into several parts who would be in charged in facing only specific details on the organization’s internal affairs. In this way, the responsibilities would be distributed and the issues would be more focused upon by personnels who are more experienced on the matter at concern. As for example, a certain group within the HRD would be in charged in salary and payment grievances, another on benefits, then another on finances and so on and so forth. Having this structural design of organization would ease the troubles of the Human Resources Department in facing company issues, all at the same time. Surely, the decisions that would be made in this manner would be more thought about and in turn, would become more effective and practical as well. As years continue to progress, employees of organizations become more and more demanding. Because of this, the Human Resource Department is faced with more and more problems, which they are expected to fix. True, the challenges for the HRD continuously grows and as an answer to this, the HR. should also consider continuous development in terms of effective practices in facing issues. Indeed, the Human Resources Management has the most complex and complicated work in an organization. Yet, by the use of strategic approach in facing issues, the Human Resources Management would be able to survive the struggles and emerge victorious in bringing the organizations to prosperous status. BIBLIOGRAPHY Internet Journal Sources: The Community Social Planning Council of Toronto. (2005). Community Voices, Perspectives and Priorities. http://72. 14. 253. 104/search? q=cache:LHaAxJemZSoJ:www. inclusivecities. ca/publication/reports/Toronto-ICC-Report. pdf+ESL+in+Toronto+Canada+reports&hl=tl&gl=ph&ct=clnk&cd=6. (November 7, 2007). The 2003 Atkinson Fellowship In Public Policy. (2003). Class Struggles: Public Education and the New Canadian. http://www. atkinsonfoundation. ca/files/Duffyrev. pdf. (November 7, 2007). A. H. Maslow. (1943). A Theory of Human Motivation. http://www. advancedhiring. com/docs/theory_of_human_motivation. pdf. (November 7, 2007). Frederick Herzberg. (2006). Human Relations Contributors. http://www. accel-team. com/human_relations/hrels_05_herzberg. html. (November 7, 2007). Books: Don Dinkmeyer. (1995). Leadership By Encouragement. CRC Publishing Company. Zoltan Dornyei. (2001). Motivational Strategies in the Language Classroom. Cambridge University Press. Lewis E. Losoncy.(2003). The Motivating Team Leader. DC Press. Barbara Burnaby. (1992). Socio-Political Aspects of ESL in Canada. Ontario Institute for Studies in Education. JoAnn Phillion. (2002). Narrative Inquiry in a Multicultural Landscape: Multicultural Teaching and Learning (Issues in Curriculum Theory, Policy, and Research). Ablex Publishing. Devon Woods. (1996). Teacher Cognition in Language Teaching: Beliefs, Decision-Making and Classroom Practice (Cambridge Applied Linguistics). Cambridge University Press. Craig Chaudron. (1998). Second Language Classrooms: Research on Teaching and Learning (Cambridge Applied Linguistics). Cambridge University Press. HYBELS. (2003). Communicating Effectively. McGraw-Hill Humanities/Social Sciences/Languages Jere Brophy. (2004). Motivating Students to Learn (2nd Edition). Lawrence Erlbaum Associates; 2nd edition. Irene M. A. Henley. (2004). Aviation Education and Training: Adult Learning Principles and Teaching Strategies. Ashgate Publishing Company. Ken Hultman. (2001). Balancing Individual and Organizational Values: Walking the Tightrope to Success. Pfeiffer; 1st edition. Ezdras Martinez. (1990). Management Theory and Practice. Rex Book Publishing Manila.