Management and Diversity Essay

Susan Jackson states in Diversity in the Workplace: Human Resource Initiatives that, â€Å"Surveys of business leaders confirm the perception that interest in managing diversity successfully is widespread. In a study of 645 firms, 74% of the respondents were concerned about diversity, and of these about one-third felt that diversity effected corporate strategy.† This means that the majority of organizations feel diversity is important, and see the need to take action, however; implementing the process can be more difficult. This paper will outline a human resources strategic plan that includes diversity training for all employees to include managers and frontline staff. It will focus specific diversity training segments to address management’s perspectives, and will use a change model to persuade management to implement needed modifications to the organizations practices. This paper will also propose a brief training outline of diversity content. Finally, this paper wil l recommend a comprehensive method of evaluation to ensure the training will create the needed changes. Mark Winston states in The Importance of Leadership Diversity: The Relationship between Diversity and Organizational Success in the Academic Environment that, â€Å"Fostering diversity in organizations is generally considered a priority in relation to the increasing diverse population, as well as inequities, current unfairness, and underrepresented.† To have a diversity strategy that becomes a strategic part of organization it must align with the overall goals of the organization. Nagel, CEO for Cisco states in the Hewlett Associates Creating a Sustainable Inclusion and Diversity Strategy: Build on Your Company’s Goals and Strengths that, â€Å"This position of inclusion and diversity must be an integral part of the company’s key business goals, rather than an add-on whose value and cost constantly need to be justified. A successful and sustainable I&D (inclusion and diversity) strategy cannot be built in a silo. Similarly, for I&D to receive the organizational support required to achieve its goals, it needs to be represented and play a central role in decision-making at the highest level. To ensure that I&D is integrated at every level of the company, not just an HR focus.† To have this strategy start at the top of the organization is critical to the success of the initiative. This would begin with the forming of an Inclusion and Diversity Council. This counsel would be led by the Vice President of Human Resources, and the members are all executive level positions that represent each component of the company. The goals for this council would be to develop the Inclusive and Diversity vision to align with the goals of the company, develop the strategy behind the diversity and inclusion, and the execution plan. This council would also start gathering data to begin employee network groups in whic h all employees have the opportunity to join. It would review and advocating policies that support an inclusive environment including training for all employees, and implement a metrics for measuring the impact of Inclusion and Diversity initiatives. Through creating this type of board for the organization places diversity as a top priority and demonstrates the seriousness of integrating diversity into the organization. This would also exhibit to the EEOC a good faith effort to inaugurate diversity into the company. Below the council would be an additional group of managers that are composed of different business segments and would each hold a leadership type position in the employee network group. This group of managers would be responsible for building a strategy and executing a plan to implement the council’s decisions. This would allow an additional team of employees be involved in the inclusion and diversity strategy. â€Å"Because I&D goals are aligned with the overall business goals, I&D initiatives have a greater impact than before and are seen as a company priority.† (Hewett, 2009). Through starting the diversity strategies at the top and including additional manager throughout the company shows that this initiative is not a fad and that it is being taken seriously. The council will begin the inclusion and diversity process and communicate to managers and the overview the hiring and team the employees that make up the organization. In addition to the council, managers that recruit and hire employees will go through interviewing skills and be required to have a diverse slate based upon the geographic location. Adding more diverse candidates to the interview process gives managers the opportunity to hire more diverse candidates if they are the most qualified for the position. Interviewing more diverse candidates, allows more opportunity to hire and retain a diverse workforce. This will lead to less discrimination lawsuits based on hiring and retaining more diversity within the organization. Another key point is developing and engaging the talent that the organizat ion currently has. This would include promotions of internal candidates. This type of development would include mentoring groups that could be utilized through the employee network groups. This would reach all levels of employees throughout the organization. Finally, there will be training for all employees in regards to diversity and inclusion, harassment, and stereotypes and biases. By training employees and holding then accountable for improper practices or behavior, helps the organization develop standards and omit any inappropriate behaviors. Through aligning diversity and inclusion with the company’s overall goals and including key leaders in the organization states that this is a high priority and is supported by the overall company. By engaging managers at different levels through employee network groups and having diverse slates in hiring practices allows the company to continue to grow in diversity and inclusion. Finally, providing training and policies in place to encompass all employees gives everyone the understanding of what behavior is acceptable and that the work environment is inclusion for everyone. There can be a variety of reasons that managers or employees would resist change. According to the article, Workplace Diversity: How to Tackle Resistance it states, â€Å"Employees resist diversity for a number of reasons; if the organization’s definition of diversity is not broad enough and inclusive, some employees may feel excluded or left out of the change process. Furthermore, employees who are not often made to feel included in the process, such as white men, may feel blamed for inequities in their organization and react with defensiveness. On the other hand, employees specifically included in diversity efforts – such as women or people of color- may express resistance because they do not want to be singled out or perceived as having succeeded purely as a result of the change effort. Finally, employees are also cynical and reluctant to get involved with new diversity efforts when past change efforts have not been successful.† To address the managers that would be implementing these practices I would first start with training the understanding of the alignment of diversity with the organizational goals. This would include ten session training about diversity and the way that it effects the organization. Through establishing and defining the organization’s definition of diversity and how it will help the company grow would help the managers understand the company initiative and that the top leaders of the organization are implementing and enforcing this program. It would also allow the managers to understand diversity and the components of it. The second training would entail having a diverse slate to interview, interviewing candidates, and selecting the best talent. â€Å"One common misperception is the belief that unearned benefits or advantages will be given to a specific group, such as white women, or people of color; as well as that one has to part of a specific group in order to be promoted.â €  (Catalyst, 2009). Through understanding the correct interview process, having a diverse number of candidates for promotion or hiring, and asking job related questions will allow the organization to continue to build on diversity and inclusion and train as well as show the managers the correct hiring process. The third training would allow the manager to understand and analyze their own stereotypes and biases. Through identifying that everyone, absolutely everyone has stereotype and biases, allows the manager to identify them and then look past them. This would help with the fair treatment of all employees. All three of these training sessions, understanding diversity, interview with diversity, and understanding stereotypes and biases will allow the company to continue to grow in diversity and inclusion. The organization will also be in compliance with sound hiring practices and treatment of employees including harassment. Dr. John Kotter’s 8-Step change model is one that can be utilized to impl ement and explain the change in the organization’s diversity and inclusion. According to the article The development of a model to support synchronous change, Kotter’s eight steps are: create a sense of urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short term wins, build on the change, and anchor the changes in corporate culture. The first step is to create a sense of urgency. In this case the urgency has already been put in place by the charges faced by the EEOC. Due to the charges the organization must put a plan into effect quickly; this will be vital to the success of the organization. In step two, formulating a coalition, this can be done through establishing the diversity council in which key leaders will initiate the beginning of the diversity and inclusion component of the company. This will help the organization to all be on the same page and implement a strategy from the top. The third step includes the vision for change. This is done through aligning the goals of the organiz ation to the goals of diversity. This part of the plan would create goals such as meeting diversity goals, creating an inclusive environment, and training goals for the employees. Creating a work environment that is diverse as well as inclusive is an ideal work environment. Step four, communicate the vision, can be accomplished through the trainings conducted with the managers. These trainings would explain the diversity goals of the organization and have the frontline staff complete 5 diversity training sessions, and manager complete 10 diversity training sessions. In addition to the training, the managers should have constant open and honest communication about the changes that are happening and how those changes are effecting the organization. The fifth step, removing obstacles, would need to be in place when the employees are resisting the changes. Removing obstacles is part of the overall plan in which resistance comes up it is addressed immediately and allows the organization continue to build on its strategy. This fifth step is important in which managers that are following the diversity vision are rewarded and those that are not a redirected to follow the guidelines in place. This came be done by offering diversity bonuses based on having a diverse hiring slate, but not by hiring the most diverse candidates. The important part is still hiring the best candidates, but having a variety of candidates to choose from. The sixth step, create short-term wins, allows the employees to process and be successful in intervals. This would include reaching goals such as completing training, and having the correct amount of people to interview to complete a diverse slate. Step seven, build on the change, allow employees to celebrate the small successes that will then lead to additional wins of having a diverse and inclusive work environment. Finally, the eighth step, anchor the changes in corporate culture, is the complete process in which the changes are adapted to the culture of the organization. This is when the new staff as well as the old staff has accepted the culture and ensures that the changes continue. Each component of Kotter’s eight step process is important and necessary to achieve success. This plan of implementing change in accordance with the eight steps lays the foundation for the organization to make a positive change and provide a more diverse and inclusive work place. Described previously there were would be diversity training composed of ten (10) sessions. These sessions are based off of the Workplace Diversity Foreword, Managing Workplace Diversity. The first five sessions would be for both frontline employees and managers. The remaining sessions six to ten would be for managers only. The first session would entail an understanding of what diversity is. Although diversity can be different to each individual, this would focus on the defining diversity, giving history of the organizations diversity, and legal overview. The second training session would explain what stereotypes are as well as biases. In the course participant would identify their own biases through active listening. Once the biases and stereotypes are identified, the third session would include breaking down your own biases through changing how the participants view their approach and the encouraging workplace and social changes. The fourth lesson would then identifying the proper communication stating that listening and hearing are two different things. This would help open up communication among all individuals to incorporate an all-inclusive environment. Lesson five would explain body language and it is not what you say, but how you say it. This would allow employees as well as managers to understand that there is more to communication than just words. The sixth training would encourage diversity in the workplace through establishing guidelines and teaching employees about preventing discrimination. The seventh training would entail identifying discrimination and the options in which an employee or manager would have if this happened. The eight training would explain the processes used if you as a manager are involved in a complaint, understanding the role that you play as a manager that represents the company as well as an individual. The ninth training would teach the manager how to properly document the complaint and identify the appropriate actions including contacting the human resources department. The tenth training would explain the steps in receiving the complaint formally as then looking back at the incident and learning from the experience. All ten of these trainings, establish the guidelines that the organization is looking to enforce and support. Each component both explains and defines what diversity is, how it is involved in the day to day work environment, and how to prevent as well as respond to a complaint. Once all of the trainings are completed managers as well as employees will understand the overall goals of the company, how diversity plays a role in those goals, how each employee and manager can contribute towards those goals, and what to do when the resistance to diversity is encountered. Finally, this paper will recommend a comprehensive method of evaluation to ensure the training will create the needed changes. One way to measure the success of diversity initiative is if there are any additional complaints filed with the EEOC, and of the goals or requirements put in place by the EEOC are met. Tracking and evaluating the hiring process and the applicants considered will show the strides or lack of follow through for the organization. Also following the guidelines given and continued follow through with compliance would allow the organization to track and view the changes. Another way to establish if the goals and measures are successful is through looking the amount of promotions if internal candidates. This will show how many employees are taking advantage of the mentoring, employee networking, and diversity training through embracing the goals of the company and making themselves more promotable. â€Å"The organization’s retention rate by demographic group compares favorably with external retention rates.† (Bliss, Keary, Loftus, Outwater, Porter & Volpe, 2011). This would show how many minorities had been hired and promoted. An additional measure could also be an employee survey conducted. â€Å"Employee satisfaction survey results by demographic group show the feelings or rates on the diversity in the organization.† (Bliss, et al, 2011). Through seeking the employee input on how they view diversity, training and the inclusive environment, and how successful they feel it is will allow the organization to gage how successful the diversity initiative is and how to continue to build upon it. Finally the organization can look specifically in the diversity of top level managers. â€Å"Consistent with applicable law, representation of minorities and women in positions is enhanced.† (Werner & DeSimone, 2012). This would directly look to see how engaged the top level of the company is and the continued support needed to continue to grow the diversity of the organization. Each measurement will allow the organization to understand and e nhance the diversity and inclusion strategy. â€Å"Practicing diversity management means operating at a level that is the best with respect to diversity management.† (Werner & DeSimone, 2012). This paper outlined a human resources strategic plan that includes the creation of a diversity council of top managers, an additional group of managers to help implement diversity changes, employee network groups, and diversity training for all employees to include managers and frontline staff. This paper focused on specific diversity training segments to address management’s perspectives through establishing a diversity training model for all employees. This paper used Kotter’s eight (8) step change model to persuade management to implement needed modifications to the organizations practices, and proposed a brief ten (10) training outline of diversity content. Finally, this paper recommended a tracking system through the applicant flow log to overview the diversity process as well as a survey for employees to complet e to ensure the training will create the needed changes. References Bliss, W., Keary, D., Loftus, J., Outwater, L., Porter, G., Volpe, N., (2011). The SHRM Learning System: Module Three Human Resource Development. Alexandra, VA: Society for Human Resource Management. p. 206-221. Catalyst., (2009, May 13). Workplace Diversity: How to Tackle Resistance. Women’s Media. Retrieved December 15, 2012, from http://www.womensmedia.com/lead/119-workplace-diversity-how-to-tackle-resistance.html Hewett, A,. (2009). Creating a Sustainable Inclusion & Diversity Strategy: Build on Your Company’s Goals and Strengths. Retrieved December 15, 2012 from: http://www.cisco.com/web/about/ac49/ac55/white_paper_Diversity_102709.pdf Jackson, S., (1992) Diversity in the Workplace: Human Resources Initiatives. Guilford Publications. New York, NY. Managing Workplace Diversity Website. (2012). Work Place Diversity Foreword. Retrieved December 15, 2012, from http://pdtraining.com.au/workplace-diversity-training-course Redvers C., Tennant,C., Neailey, N., (2005) The Development of a Model to Support Synchronous Change. Measuring Business Excellence, Vol. 9 Issue: 3, pp.13 – 20. Werner, J., & DeSimone, R. (2012) Human resource development (6th ed.) Mason OH: South Western Cengage Learning Winston, M., (2009). The Importance of Leadership Diversity: The Relationship

Planning Function within the Different Levels of Management in Organizations Essay

Management of a business involves the four general functions of making plans, organizing, exercising leadership, and fostering coordination. Planning constitutes the process of determining goals and objectives, identifying strategies and techniques, and accessing or allocating the necessary resources to support implementation. Plans integrate the competencies and resources of the organization relative to the map of the actions designed and intended to achieve goals and objectives. Daft, 2000) As a fundamental management process, planning occurs at the different levels of the business organization. Planning at Different Levels of Management Management levels can be hierarchical or functional. Hierarchical levels of management refer to the chain of command in the organizational structure reflecting the designation of decision-making, reporting and accountability. Functional levels of management pertain to management roles according to function. Daft, 2000) Generally, there are two hierarchical levels of management, the senior management and front line management. Senior management takes charge of strategic planning since the focus is conceptual, directional and visionary plans encompassing the direction of future actions, the expected outcomes, the availability and utilization of resources, and contingency ideas for issues likely to emerge. The thrust of planning at this level is long-term outcomes. Front line management handles operational planning because the focus is specific, measurable, tactical, and applicable plans covering daily activities and issues such as task assignments, quotas, deadlines, funding, and other day-to-day issues requiring planning. The focus of front line management planning is short-term expectations and outcomes. Although differing in the nature of planning functions, strategic plans provide guidance to operations plan while operational plans influence future strategic planning. Daft, 2000) Functional management involves a wide network of horizontal and vertical levels usually designated into departments and sub-departments or working teams distinguished according to functions. There could be a number of departments in an organization including sales or marketing departments, purchasing department, accounting department, human resources department, and other departments depending on the nature, scope and scale of operation of the business organizatio n. Planning at the department level depends on the respective functions so that the scope of planning covers the designated functions. The sales or marketing department focuses on marketing planning and advertising planning covering goals such as brand equity building, value creation for consumers, distribution, promotional plans, and pricing. The human resource department engages in leadership development, management development, career development, performance, staffing, and training and development planning. The other departments take charge of planning on other function areas. Daft, 2000) The functions of these departments are interconnected since planning done by the marketing department has a link to the competence of human resources especially leadership. Within the departments is a hierarchy, with department managers or directors handling strategic planning and the managers of the different sub-departments or working teams handling operational planning with the plans focusing on functions. Integration of Various Kinds of Plans The overlap between hierarchical and functional management planning reflects the interconnections of various plans. There are also a number of practical reasons for integrating different plans. One is the need to translate a vision and goal into action to support fulfillment (Griffin & Thomas, 1999). In the case of strategic and operational plans, strategic plans are conceptual in nature providing a guide or picture of the expected outcome while operational plans are practical by focusing on particular actions and techniques that support movement towards the achievement of envisioned concepts (Daft, 2000). As such, integrating strategic and operational plans ensure that action finds guidance from the vision and goals translate into specific actions directed towards actualization. Another is the likely interconnectedness of plans. With regard to functional management, a plan requires alignment with other plans to ensure successful realization. (Griffin & Thomas, 1999). Customer service forms part of marketing planning and human resource planning so that training plans under the HR department should coincide with marketing plans for value creation. Last is the essence of organizations as a single unit made up of different parts that need to work together to sustain the body. Successful organizations are those with aligned or integrated plans. Real Life Application Successful planning doe not only require integration but also relevance to changing market conditions. Strategic plans could change in order to make the organization more responsive to issues. An example is the shift in the strategic plan of Wal-Mart from the vision of a retail store offering the lowest prices to consumers to a store providing employment to thousands of people in impoverished areas (Wal-Mart, 2008). This came as a response to the corporate social responsibility issue of its payment of wages below the minimum wage and resistance to the call of worker groups for unionization. By shifting its strategic plan, Wal-Mart reaffirms its commitment to corporate social responsibility by helping impoverished families with jobs created by establishing stores in these communities. By focusing strategic plans towards communities, the company is able to express its concern not only towards consumers but also to its present and future employees who are members of the community. Conclusion Planning is an important aspect of organizational management. To succeed in planning, it is important to understand how planning occurs at the different management levels of the organization, the importance of integrative planning, and the consideration relevant and responsive planning by adjusting to changes in business context.

Ap Human Geo-Rate of Natural Increase Essay

When a country has rapid growth such as Uganda it means that it’s a developing country. A country such as Germany is a developed country because it has a negative rate of natural increase. The rate of natural increase is the crude birth rate minus the crude death rate of a population. The rate of natural increase for Uganda is 3%. The doubling time for Uganda is 23 years. The doubling time for Germany is that ere is no doubling time. This is because Germany’s rate of natural increase is -0. 2%. Uganda’s GDP is $1,390, GDP is the average salary for one person, in one year. Germany’s GDP is $27,820. Uganda’s health care spending is $57 per person. The health care spending that one person would spend in Germany is $2,820. The female education in Uganda is 13% that are enrolled in secondary schools, in 2004. Females that are enrolled in secondary schools in 2004, in Germany is 88%. In conclusion Uganda is a developing country and it’s living standard are poor. Meaning that health care isn’t there medical care in Uganda, so they can’t spend the money on it, and even if it was there, most people in Uganda would not be able to afford it since the GDP is only $1,390 per person, per year. Overall Uganda has women with little education, because they stay at home, taking care of the children. Germany is a developed country, with a pretty high standard of life. Intern meaning that health care is in Germany, and most people do spend money on it. Overall Germany has women with an education, meaning more people have money to spend on things. As a whole Germany and Uganda are very different counties, and have very different living standards.

GENSTAT Linear Statistical Modelling Math Problem

GENSTAT Linear Statistical Modelling - Math Problem Example The histogram for the folate levels appears also to satisfy the assumption of normality. However, the variances for the three groups do not satisfy the assumption of homogeneity. The variance of Group I is very large compared to the variances of Group II and III. (c) Regardless of what you concluded about the assumptions for analysis of variance, use the GENSTAT analysis of variance commands to test the hypothesis that ventilation treatment has no effect on mean red cell folate level. Include appropriate GENSTAT printout to support your conclusions. ***** Analysis of variance ***** Variate: folate Source of variation d.f. s.s. m.s. v.r. F pr. ventil 2 15516. 7758. 3.71 0.044 Residual 19 39716. 2090. Total 21 55232. ***** Tables of means ***** Variate: folate Grand mean 283.2 ventil I II III 316.6 256.4 278.0 rep. 8 9 5 *** Standard errors of differences of means *** Table ventil rep. unequal d.f. 19 s.e.d. 28.92X min.rep 25.50 max-min 21.55X max.rep (No comparisons in categories where s.e.d. marked with an X) The results of ANOVA test show that there is a significant difference between the three groups. Ventilation has an effect on mean red cell folate levels. Furthermore, the probability of F was 0.044, which is less than the alpha level, 0.05. (d) (e) Produce appropriate residual plots to check further the appropriateness of the analysis of variance model. Comment, in the light of these plots, on the adequacy of the model. ANSWER: The histogram...The measures were independent of the researcher's judgment. The histogram for the folate levels appears also to satisfy the assumption of normality. However, the variances for the three groups do not satisfy the assumption of homogeneity. The variance of Group I is very large compared to the variances of Group II and III. (c) Regardless of what you concluded about the assumptions for analysis of variance, use the GENSTAT analysis of variance commands to test the hypothesis that ventilation treatment has no effect on mean red cell folate level. Include appropriate GENSTAT printout to support your conclusions. The results of ANOVA test show that there is a significant difference between the three groups. Ventilation has an effect on mean red cell folate levels. Furthermore, the probability of F was 0.044, which is less than the alpha level, 0.05. The histogram shows that the residuals are not normally distributed. Also, the normal plot shows that the residuals do not fit a straight line. In the light of these observations, it can be said the model is not adequate. The assumptions for the use ANOVA are violated. The model included only 4 of the original 9 variables. It discarded the other 5 explanatory variables. With these 4 variables, the equation can account for the observed data. This is shown by the fact that the mean of the residuals for the model is 0.

Systematic Review of Studies on Compliance with Hand Hygiene Essay

Systematic Review of Studies on Compliance with Hand Hygiene Guidelines in Hospital Care - Essay Example As a nurse, it is my utmost desire to work harmoniously with my patients and colleagues in a holistic manner, and in effect, I decided to critically review this article not only to protect my patients, but for a higher aim of keeping myself and my colleagues away from this preventable and deadly hospital – acquired infection. Another reason that compels me to do this paper is the annual increase of mortality and mobility rate secondary to nosocomial infection as well as improper hand washing technique compliance among the healthcare personnel, in spite of massive campaign for proper hand washing practice. Several campaigns that encourage proper hand hygiene practice were launched over the past decades, but compliance rates among the nursing staff in the hospital were not substantial, and have no lasting effect in preventing the spread of infection. This article was carefully chosen because it presented several data on hand hygiene compliance and guidelines on hand hygiene in t he hospital set up. This paper was explored using the largest search engine in the internet to date, www.google.com. The keywords and terms used were hand hygiene, hospital care, compliance, non – compliance, journals, nosocomial infection, and hospital – acquired infection. All journals published prior to January 2009 were integrated in the searches, and the best journal searched for in this study was downloaded and reviewed. Hand searches and checking of the articles were among the strategies utilized in searching the journals. An article on the systematic review of studies on compliance rate of hand hygiene guidelines in hospital care was reviewed to assess the prevalence rate of hospital – acquired infection and correlate it with the compliance and non – compliance rate of guidelines of hand hygiene in the hospital set up. This paper aimed to improve successfully the rate of compliance using the behavioural sciences to follow a planned approach for th e development of interventions in the future. Systematic reviews of 96 published empirical studies that were conducted to the general populations of developed countries were completed in this article. The process of searching databases starts with screening the title, abstracts, and entire article to ensure that the criteria in selecting the paper are met. Extraction and management of data followed with recapitulation of various findings in the study were made. From this study, it was gathered that people with poor compliance rate were mostly from high activity group. This consist of physicians (having 32% compliance rate) followed by the nurses (with 48% compliance). From the article, it was noted that the compliance rate was much lower in the Intensive Care Unit (ICU) with a rate ranging only from 30 – 40%. On the other hand, workers engaged with dirty tasks were those observed to have higher rate of compliance in hand hygiene. Because of incomplete details presented in the study, Erasmus, et al (2010) concluded that further research and monitoring of standard measures must be carried on in the next study, and to better explain the complexities of hand hygiene, theoretical models from behavioural sciences should be employed and adapted in the paper. Erasmus et al. (2010) added that more research focusing on the determinants of behaviour is required

Trojan War Research Paper Example | Topics and Well Written Essays - 1500 words

Trojan War - Research Paper Example Strauss (2007) has pointed out that â€Å"Some people believe that Trojan war never happened and the beauty of Homer’s description forced people to think that it actually happened† (Strauss, p.1). At the same time, some of the recent researches have concluded that this war might have happened in reality as described by Homer. Strauss (2007) has mentioned about some of the evidences collected by the archeologists recently to substantiate the arguments of people who believe this war was an actual one rather than an imaginary one (Strauss, p.1). This paper briefly analyses whether Trojan War was a real one or an imaginary one. The exact date of occurrence of this war is not mentioned by Homer or any one else. Homer never described anything about the exact timing of this war in any of his epic poems. However, historians do believe that this war was happened around 1200 BC. Strauss (2007) has pointed out that â€Å"The Trojan War which probably dates to around 1200 BC is ju st a piece in a large puzzle† (Strauss, p.3). ... The Iliad is to Trojan War what The Longest Day is to World War 2. The four days of battle in the Iliad no more sums up Trojan War than the D-day invasion of France sums up the World War 2. The Iliad is not the whole story of Trojan War (Strauss, p.5) The Longest Day is a film produced in 1962 about Second World War which speaks about the D-day invasion of France (D-Day is a military term used to represent a day in which a specific battle event occurred or will occur). It should be noted that The Longest Day was produced just around twenty years from the end of Second World War whereas Homer explained the details of Trojan War around five centuries later. In other words, Homer never seen Trojan War and he explained the details about this war from his imagination. It is easy to explain an event if it happened in the recent times, whereas it is difficult to explain an event if it happened long time back. In short, Homer’s explanations about this war primarily came from his imagi nations and therefore one can safely argue that his arguments lack authenticity. Another interesting aspect about Trojan War is the controversies surrounding the Trojans. â€Å"A generation ago, scholars thought that the Trojans were the Greeks. But new evidences suggests otherwise† (Strauss, p.2). Since Iliad was written in Greek language, many people thought that Trojans were actually Greeks. They failed to realize the fact that the Iliad was written centuries later by a Greek person called Homer. Another fact which forced people to think Trojans as Greeks was the names of the persons and gods used in Iliad. All the names used in this poem were Greek names and moreover, their conversations were in Greek language which forced people to think that Trojans were actually Greeks.

Bearing Capacity of Soils Lab Report Example | Topics and Well Written Essays - 1000 words

Bearing Capacity of Soils - Lab Report Example If this is not properly done, then the structures are likely to collapse, resulting in massive catastrophes. Sound engineering principles should be employed in the design of such structures in order to avoid potential loses in human life and property (William Powrie 53).   There are two major types of foundations; shallow and deep. While shallow foundations are located just below the structures they support, deep foundations extend deep into the earth’s crust. Shallow foundations are thus also called footings or mats, whereas deep foundations can also be called piles, or drilled shafts (Braja M. Das 123). The type of foundation used depends on two factors; the size of the structure to be built, and the category of soil on which the structure is to be built. Big structures require bigger foundations than smaller structures. On the other hand, organic soils also require bigger foundations compared to cohesive soils.Problem Description1.  Calculate the required size for a bui lding column footing under a given load.2.  Determine the effect of varying water contents on the compressive strength of the soil.Procedure  The lab was conducted following the following procedure:1.  A test specimen with known percentage of water was selected. The group used soil with 15% water content. This specimen was created by mixing 22.5 grams of water with 127.5 grams of dry clay.2.  The next step involved filling the mold with the soil-water mixture in three equal layers using the tamping device. The top of the first and second layers.

The Terms and Conditions In a Contract of Employment Essay

The Terms and Conditions In a Contract of Employment - Essay Example employment will contain essential information; the details of employer/employees, date of commencement of the contract, place of work, role and duties of the employees, rate and mode of payment, sick pay arrangement, holiday leaf and pay, pension schemes, and the different policies governing the employment deal (Legal Service Commission of South Australia, 2007; Direct Advice, 2011). An employment contract will be defined by the terms and condition of the contract. There is some difference between terms and conditions as referred to here. The terms of an employment contract define all that an employer and an employee will expect from each other (Directgov, 2012b). The employer and the employee(s) have to agree on these terms of contract (Direct Advice, 2011) and the changes have to be made through an agreement by both the parties. On the other hand, conditions of contract are solely issued by the employer without consulting the employees, and they have to be followed by the employee in the contract period (Direct Advice, 2011). The contract terms refer to individuals’ mutual entitlements whereas the conditions often points at the employers’ requirements of the employees. Thus, they are both necessary to define a contract. The conditions of a contract can be changed by the employer after a timely notice to the employees and all the other parties that may be affected by the changes. Failure to issue a prior notice is a breach of contract. It is necessary that both the employees and the employers understand all that is contained in the contract of employment and their implications. The employee and the employer should be aware of the legally binding aspects of the signed contract, which forms the terms of the contract. In the event that either the employee or the... An employment contract will be defined by the terms and condition of the contract. There is some difference between terms and conditions as referred to here. The terms of an employment contract define all that an employer and an employee will expect from each other (Directgov, 2012b). The employer and the employee(s) have to agree on these terms of contract (Direct Advice, 2011) and the changes have to be made through an agreement by both the parties. On the other hand, conditions of contract are solely issued by the employer without consulting the employees, and they have to be followed by the employee in the contract period (Direct Advice, 2011). The contract terms refer to individuals’ mutual entitlements whereas the conditions often points at the employers’ requirements of the employees. Thus, they are both necessary to define a contract. The conditions of a contract can be changed by the employer after a timely notice to the employees and all the other parties that may be affected by the changes. Failure to issue a prior notice is a breach of contract. It is necessary that both the employees and the employers understand all that is contained in the contract of employment and their implications. The employee and the employer should be aware of the legally binding aspects of the signed contract, which forms the terms of the contract. In the event that either the employee or the employer breaks some term of the contract, the other party has the legal right of suing him/her for breach of contract (Directgov, 2012b)

Recruitment and Selection Research Paper Example | Topics and Well Written Essays - 1000 words

Recruitment and Selection - Research Paper Example Hence, without the recruitment process, the link between employers and potential employees would not exist. Selection is all about how to make accurate assessments on the weaknesses and strengths of applicants when identifying the person who is highly likely to perform a task more effectively. An excellent description of what selection is all about is provided by Gatewood, Field and Barrick (2010) on page 307. An applicant’s pool may serve as a limiting factor during the selection process because if there are applicants who are not appropriate for the position, the probability that the human resource management team will identify the appropriate applicants is low (Gatewood, Field and Barrick, 2010). The illustration shows the selection process is all about organizations choosing between job candidates. a. The selection process extremely critical in a company is because of its cost efficiency. The selection process makes it easier for companies to operate. When a company hires an unqualified employee, the person may increase the losses incurred because of low productivity from such an employee. The cost of operating with qualified employees tends is more economical than the costs incurred when operating or training unqualified employees. b. Most organizations today are now under the strict observation of the 21st century litigious society. As a result, it has led to many firms protecting themselves against discriminatory lawsuits more critical particularly when the hiring process is ongoing. Hence, the selection process is important because of the legal concerns involved. There are laws such as the Americans with Disability Act which ensure that there are equal opportunities for all candidates during the recruitment process regardless of their race, age, disability, sexual orientation among other differences (Gatewood, Field and Barrick, 2010). c. Lastly, the selection process is important because it promotes screening tools development. The key goal

Strategic Analysis for Deep Sea World (North Queensferry, Edinburgh) Essay - 1

Strategic Analysis for Deep Sea World (North Queensferry, Edinburgh) - Essay Example Alongside, the analysis also revealed that the company has to re-engineer its visitor experience that is over decade old in order to increase the number of visitors and market share in the UK leisure industry. The PEST analysis on the external factors influencing the business revealed that the company has to review its pricing policies and control costs in order to gain competitive advantage in the business. Furthermore, the analysis also revealed that the company meets most of the external factors like health and safety, etc making it evident that the company has a strong position in the target market and has strong future prospects for growth. Attractions for leisure and recreation in the UK are increasing in geometric progression as argued by Isla Gower (2004). The increase in the driving habits of the people in UK with the increasing demand for new attractions has increased the need for an innovative and customer focused approach to this business segment of the leisure industry. In this report a critical Strategic analysis on the Deep Sea World attraction of Edinburgh is presented to the reader. 1.1.1: Objective 1: The report comprises of the SWOT analysis of the organization identifying the areas where the company should focus for increasing its potential in the business. The SWOT analysis also facilitates the ability to identify the company’s current position in the market, which is essential to accomplish strategic decisions for the organization. 1.1.2: Objective 2: Alongside in order to identify the external factors influencing the business are analysed using the PEST analysis where the Political, Economic, Social and Technological factors external to the business is presented to the reader. The aforementioned mission statement identified from the organization’s core strategies makes it clear that the company strives to

Types of Phobias Essay Example for Free

Types of Phobias Essay Our psychics still stands very far away from the complete understanding of the processes that take place inside our mind. One of the striking evidences for this statement is the widest variety of fears that quite often enthrall people, and what is more, there are no easy ways to find any reasonable explanation to expand their origin. However, this problem is widely discussed in psychology and there is a special term to denote strong fear, aversion or terror, phobia. Anyone can be affected by phobia – even celebrities such as Nicole Kidman who is afraid of butterflies, Johnny Depp who is terrified of clowns, and Christina Ricci who is scared of sharks in the swimming pool. In this essay we shall describe a number of different instances of phobia and illustrate that generally they can be divided into to types, namely those which fall under rational explanation and respectively those which are based on deep psychological roots and defy any rational interpretation or explanation. Exactly the complexity and even sometimes impossibility to explain certain phobias, together with the need to apply an individual approach to examine each such case allows us to assert that our psyche and mental activity still is full of uncountable mysteries. Hundred thousands or even millions of people all over the world suffer from acrophobia or in other words the fear of heights. Basing on evidences and psychological studies this is likely to be the most spread form of phobias. Many of us have met people who feel petrified staying on an absolutely safe balcony of the skyscraper. So these are the apparent victims of acrophobia. There is little or no distinction between this kind of phobia and bathophobia, fear of depths; both involve fear of falling. The both forms of phobia have a simple rational explanation. Height and depth contain certain potential danger for a person. What helps realize this danger is person’s instinct for self-preservation, which compels a person to leave potentially dangerous place. However, in some cases the instinct for self-preservation transforms into exceptionally acute form, known to us as phobia. Another instance of phobia is arachnophobia or fear of spiders. Unlike the phobias discussed above this kind of fear is not related to the possible danger for life and cannot be explained by any reasonable means. To understand this phobia nature let us illustrate the particular case described in the newspaper Daily Record. Carol-Ann Swanson has been scared of spiders since she was a girl. At the age of 29 she admitted her tendency to scream and run away from anything that looked remotely like a spider and understood it was not quiet a normal thing for a psychiatry worker, so she decided to find the reasons for her fears. The psychoanalysis brought her back to her childhood when Ann’s older brother used to get her to close her eyes put a spider in her outstretched hand. Later that fear became a firm phobia in primary school. The teacher found out she was scared so she put a poster of a huge spider on the wall and asked her to touch it. The whole class discussed her fear, so it made her feel really embarrassed. Even the pom-pom spiders that hung from the classroom ceiling were terrifying. Thus we can see that in this given example through thorough psychological analysis one can derive the origin and explanation of the phobia. Nevertheless, there is a huge number of phobias which cannot be so easily interpreted of studied. For instance, if a lot people do not often feel very happy when seeing a spider then arachnophobia does not seem too abnormal phenomenon. However, such phobias like ailurophobia (fear of cats), koniophobia (fear of dust), anthophobia (fear of flowers), aurophobia (fear of gold) are considerably more complicated for interpretation. The problem of phobia origin still contains a lot of undiscovered facets. Among them the specialists (Kleinknecht R.) underline the following: Why some people at certain circumstances suffer from phobia and others do not? Why a person cannot overcome his or her phobia by the understanding that this fear is groundless? Are there any universal methods applicable to all people suffering from phobia? While there are no direct answers to these questions there is a strong need to apply individual approach to study each particular instance of phobia. The difficulty and sometimes even the helplessness in dealing with phobia gives the grounds for claim that our mind and mental processes occurring there still present a lot of riddles to be solved. References: Kleinknecht, Ronald A. Mastering Anxiety: The Nature and Treatment of Anxious Conditions. New York: Insight Books, 1991. Does This Tarantula Scare You? Amazing irrational fears that plague so many terrified victims; The like Carol-Ann You Are One of 50,000 Scots with a Phobia. Lifestyle Coach Alastair Campbell Helps Her Face Her Demons. Daily Record (Glasgow, Scotland) 2 Mar. 2005. Biography.ms. Retrieved on 22 Jan. 2006 from http://www.biography.ms/List_of_phobias.html

Concocting Barium Sulfate Essay Example for Free

Concocting Barium Sulfate Essay Introduction Barium Sulfate is a white substance, liquid or solid, with the chemical formula being BaSO4. Barium sulfate is a radiopaque agent, which is used in order to help x-rays be more visible due to the contrast between the barium sulfate and the x-rayed parts of the body. This substance is dangerous, but due to its poor solubility ingestion will not result in the bodys absorption of the toxicity of it. Some of the dangers of ingesting Barium Sulfate however are: bloating, constipation, cramping, diarrhea, nausea/vomiting, stomach/lower abdominal pain, tightness in chest, troubled breathing, or wheezing. Barium Sulfate also reacts violently with Aluminum powders. Prolonged exposure to Barium Sulfate dust can result in baritosis, which is a form of benign pneumoconiosis. Barium Sulfate is insoluble in most substances, except for concentrated sulfuric acid. Research Question An ample research question for this particular lab would be How can one create five grams of Barium Sulfate? This task explores the use of knowledge of different chemicals regarding their solubilities, concentrations and characteristics and the use of this knowledge in order to make a pre-determined five grams of Barium Sulfate. I intended to approach this problem by using my knowledge of chemicals stated above to come up with a simple, practical way of concocting five grams of Barium Sulfate. Hypothesis If Barium Nitrate and Sulfuric Acid are mixed together appropriately, then we will be able to make five grams of Barium Sulfate, along with the other product. This hypothesis is clearly justifiable. If you mix 5.6 grams of Barium Nitrate with 2.1 grams of Sulfuric Acid, through the reaction types we can see that this is double replacement and should form HNO3 + BaSO4, and through some dilution calculations we can see that theoretically five grams of Barium Sulfate should be made. Variables Independent The amounts of Barium Nitrate and Sulfuric acid. These variables are independent because they will change depending on what substances are use to make the Barium Nitrate and of what concentration. Dependent The amounts of Barium Sulfate and Nitric Acid produced. These variables are dependent because they depend on the independent variables, or the Barium Nitrate and Sulfuric Acid. Control The different materials used during the experiment are the materials used and the substances used to make the Barium Nitrate. These are controls because they do not change throughout the experiment. Procedure Materials 2 700mL beakers 50mL graduated cylinder 100mL graduated cylinder Stirring rod Digital Scale Coffee Filters Hot plate Vacuum Flask 12.5 M H2SO4 Ba(NO3)2 Funnel Steps 1. The true first step of this lab was to figure out how to make Barium Sulfate. In our case, we figured we would mix Barium Nitrate and Sulfuric Acid to do the trick. After subsequent calculations, we figured out that we would need 2.1g of Sulfuric Acid and 5.6g of Barium Nitrate. 2. First we placed 5.6 g of Ba(NO3)2 solid powder into the 700mL beaker 3. We then proceeded to make it into a liquid by adding approximately 100mL of water, and to better dissolve these two substances we put the solution onto a hot plate and stirred until it was sufficiently dissolved 4. Then we put 2.1g or 4mL of 12.5M H2SO4 into the 50mL graduated cylinder 5. Then we diluted the 12.5M H2SO4 to 5M by adding in 6mL of water, in order to achieve 10mL of 5M H2SO4 6. We then poured the dissolved water and Ba(NO3)2 along with the 10mL of 5M H2SO4 together in the other 700mL beaker 7. We then observed the reaction and recorded these observations. The solution was HNO3 and BaSO4, with the BaSO4 a white precipitate in the liquid HNO3. 8. To isolate the BaSO4, it needs to be filtered. We weighed the coffee filter with the digital scale, which came out to 0.5g and then placed the filter on the inside of the funnel. 9. Place the funnel over the vacuum flask so that the HNO3 will go through the funnel into the vacuum flask and the remaining substance will isolated BaSO4 after the substance from the 700mL beaker is poured into the funnel very slowly 10. Remove the coffee filter, and throw everything else out. Then let the BaSO4 on the coffee filter dry overnight 11. Then we weighed the coffee filter with the dry BaSO4, which was 4.7g, and then subtracted the weight of the coffee filter to get the true weight of our BaSO4, which was 4.2 grams. Data Raw Data Amounts of Reactants and Amount of BaSO4 Substance Amount (+/- 0.5g) H2SO4 10ml Ba(NO3)2 5.6g in 100mL of water BaSO4 4.2 grams Calculations Amount to Use of Each Substance 5g of BaSO4 x (1mol BaSO4/ 233.43g of BaSO4) 0.02142 mols BaSO4 0.02142 mols BaSO4 x (1mol H2SO4/ 1mol BaSO4) 0.02142 mols H2SO4 0.02142 mols BaSO4 x (1mol Ba(NO3)2/ 1mol BaSO4) 0.02142 mols Ba(NO3)2 0.02142 mols H2SO4 x (98.078g H2SO4/ 1mol H2SO4) 2.101g H2SO4 0.02142 mols Ba(NO3)2 x (261.336g Ba(NO3)2/1mol Ba(NO3)2 5.597g Ba(NO3)2 Dilution o M1 V1=M2V2 (12.5M H2SO4)(Xml H2SO4) = (5M H2SO4)(10mL H2SO4) X = 4mL H2SO4 6mL of water needed for 4mL H2SO4 Percent Yield (4.2g BaSO4/5g BaSO4) x 100 = 84% Percent Error [(4.2g BaSO4 5g BaSO4)/ 5g BaS04] x 100 = 16% Diagrams All of our equipment laid out The vacuum flask pulling the Nitric Acid out of the Barium Sulfate The finished, dried, Barium Sulfate on the coffee filter Weighing the Barium Sulfate on the coffee filter Conclusion Principally, the lab was a success. We were able to come up with a perfectly good method of creating Barium Sulfate. Technically, however the lab was slightly off. Instead of coming up with the ideal five grams of Barium Sulfate, we fell 8/10ths of a gram short, which came out to a sixteen percent error. This inaccuracy suggests that something in our lab went awry. When pumping the nitric acid out of the barium sulfate, we overflowed the filter on the vacuum flask, seeing as how we didnt take into account how thick the substance actually was. This mishap was most likely the largest contributor to our inaccuracy. Also, human error is always a factor. Inevitably, somewhere down the line we took a reading wrong or something of that nature, further skewing our results. This lab brought up a few questions for further investigation. After finishing the lab, the question occurred to me, if we had used an alternate method to make five grams of Barium Sulfate, could we have been more accurate, less accurate, or would our results have remained the same? To make a better lab, there are a couple things that could be done. First would be to take better care to observe the substances we work with much more carefully. By doing this, there is less likely of a chance of having something happen such as overflowing the funnel. Also, one could record observations better. This would make the analysis of the lab much easier, with less guesswork to do.

HR development and talent management

HR development and talent management Human Resource Management is important to learn because in todays scenario every organization has this HR department. Basically this department work for the employees of the company. They take interviews; give their opinion to the admin department for the employee. In this assignment I try to describe importance of HRM, advantages of HRM, some activities which actively taken by HR person for their employees and company benefits. I also mention why training required in any company. Also how its affect to the companys development, advantages and disadvantages of training, objectives, importance of training and development in organization. TASK-1 INTRODUCTION OF HRM Human Resource Development (HRD) is the framework for helping employees develops their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. Human Resource Development can be formal such as in classroom training, a collage course, or organizational planned change efforts. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organization believes in Human Resource Development and covers all of these bases. There is a long-standing argument about where HR-related function should be organised into large organization, e.g. should HR be in the Organisation Development department or the other way around? The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organisations looked to the Personal Department, mostly to manage the paperwork around hiring and paying people. More recently, organisation consider the HR Department as paying a major role in staffing, training and helping to manage people so that people and the organisation are performing at maximum capability in a highly fulfilling manner. Recently, the phrase talent management is being used to refer the activities to attract, develop and retain employees. Some people and organisations use the phrase to refer especially to talented and/or high-potential employees. The phrase often is used interchangeably with the field of Human Resource Management although as the field of talent management matures, its very likely there will be an increasing number of people who will strongly disagree about the interchange of this field. For now, this Library uses the phrases interchangeably. OBJECTIVES: Societal objective: To be socially responsible to the needs and challenges of society while minimizing the negative impact of such demands upon the organisation. The failure of Organisations to use their resources for societys benefits may result in restrictions. For example, societies may pass laws that limit human resource decision. Organisational objective: To recognize that HRM exists to contribute to organisational effectiveness. HRM is not an end in itself; it is only a means to assist the organisational with its primary objectives. Simply stated, the department exists to serve the rest of the organisation. Functional objective. To maintain the departments contribution at a level appropriate to the organisations needs. Resources are wasted when HRM is more or less sophisticated than the organisation demands. A departments level of service must be appropriate for the organisation it serves. Personal objectives. To assist employees in achieving their personal goals, at least insofar as these goals enhance the individuals contribution to the organisation. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline, and employees may leave the organisation. IMPORTANTS OF HRM ACTIVITIES. We must understand the importance of HRM in any organization. Here I mention main theories of HRM, how they work in organisation. Performance appraisal is concerned with de determining how well employees are doing their jobs, communicating that information to the employees and establishing a plan for performance important. Training and development activities help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions. Career planning and development activities benefit both employees (by identifying employee career goals, possible future job opportunities and personal improvement requirement) and the organisation (by ensuring that qualified employees are available when needed). Employee motivation is vital to the success of any organisation. Highly motivated employees tend to be more productive and have lower rates of absenteeism and turnover. These theories are affecting and work differently in. Here I take Solar industries. In industry there are different department for different work. Each department has their own responsibilities. Each and every employee has duties and they know how to work and when and where they want training for their improvement. Managers also know where are their employees and they motivating them to achieve target and goal. In solar industry Human Resources department is important. This department choose the employees because of their talent, education, and work experience. After selection of employees they send them for training. After joining they have whole data regarding their work, development, how they utilise their knowledge for company benefit. Admin department also look after of all these things. Because they decide employees payroll and what work force they want. IF employee works well they provide financial appraisal. Solar Industries have developed the type of modal in HRM. If company have to change our weakness they want to adopt that type of bullet key. We can see the best example of TATA INDUSTRIES PVT . LTD. They also apply good training, good management, good recruitment. That is very important to the company because they approach the goals and objective TATA INDUSTRIES PVT.LTD Tata Industries is one of the best largest industry to india. Tata to explore the more item to the india Company are adopt HRM MODAL Employee motivation Future Plan Promote employee capability Company Development Employee job structure Company are follow this process for develop HRM in his company. HPWS Model:- This paper focuses on constraints on the effectiveness of high performance work techniques deriving from the traditions of craft-based trade unionism and long-established structures and fundamentally managerialist nature of HPW accounts that assume labours position in the high-performance equation to be simply one of recipient of managerial initiatives. Abstract HPWS are changing the structure and content of work. Jobs are being redesigning to give front line employees the opportunity to make work-related decisions. Front-line workers in HPWS have greater autonomy and control over job tasks and methods of work (Hackman and Oldham 1976, 1980). Without autonomy, discretionary effort would be tightly circumscribed by preset management limits on individual or group activity, and workers would have few opportunities to participate meaningfully in substantive decisions. Communication, autonomy, problem solving, and decision making by front line workers can exist within a variety of organizational settings, but many managers believe that they are enhanced when carried out within groups or teams. Benefits of HPWS HPWS are built on key business process that deliver value to customers, as there processes and customer relationships change, so too should the work system They are flexible, and, therefore more easily adapted When changes occur, it should be guided by the clear understanding of the business needs and exhibit a close vertical fit to strategy. Conclusion Solar Industry are suffering in staff skill and develop at levels of company have to managing human effort, environmental resources, and corporate resources. Company have use the importance of activity in company If company are appointed HR director so he has to be follow all condition which required for solar industry. Company want to apply HRM Strategy HR Strategy is a document to show the employees in HRM and the rest of the organisation the main imperative and key initiatives of Human Resources to be achieved and how they will impact the whole organisation. RECOMMENDATION: Solar Industry are care to the entire factor. Now they applying today company are not going well. As indicate to high labour turnover rates. Recruitment problems. Succession problem, and some doubts about the leadership. So they company solve the problem and correct to the problem. TASK-2 Training and development in solar industry Introduction Training and development is a subsystem of an organisation. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. TRAINING AND DEVELOPMENT DEFINED It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. It is concerned with improving the existing skills and exploring the potential skills of the individual i.e. upgrading the employees skills and extending their knowledge. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills Training and development referred to as: Acquisition and sharpening of employees capabilities that is required to perform various obligation, tasks and functions. Developing the employees capabilities so that they may be able to discover their potential and exploit them to full their own and organisational development purpose. Developing an organisational culture where superior-subordinate relationship, team work, and collaboration among different sub units are strong and contribute to organisational wealth, dynamism and pride to the employees. INTRODUCTION OF TRAINING It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitude and behaviours to enhance the performance of employees. TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual objectives Organisational objectives Functional objectives Societal objectives Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organisation. Organizational Objectives assist the organisation with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organisations needs. Societal Objectives ensure that an organisational is ethically and socially responsible to the needs and challenges of the society. IMPORTANCE OF TRAINING AND DEVELOPMENT It helps to development human intellect and an overall personality of the employees. Productivity Training and development helps in increasing the productivity of the employees that helps the organisation further to achieve its long-tem goal. Team spirit Training and development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organisation Culture Training and development helps to develop and improve the organisational health culture and effectiveness. It helps in creating the learning culture within the organisation. Organisation Climate Training and development helps building the positive perception and feeling about the organisation. The employees get these feeling from leaders, subordinates, and peers. Quality Training and development helps in improving upon the quality of work and work-life Healthy work-environment Training and development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals align with organisational goal. Health and Safety Training and development helps in improving the health and Safety of the organisation thus preventing obsolescence. Morale Training and development helps in improving the morale of the work force. Image Training and development helps in creating a better corporate image. Profitability Training and development leads to improved profitability and more positive attitude towards profit orientation. Training and development helps in developing leadership skills, motivation, loyalty, better attitude, and other aspects that successful workers and managers usually display. Development of Human Resources Training and development helps to provide an opportunity and broad structure for the development of human resources technical and behavioural skills in an organisation. It also helps the employees in attaining personal growth. Development of skills of employees Training and development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employee. ADVANTAGES OF TRAINING AND DEVELOPMENT Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training Risk management, e.g., training about sexual harassment, diversity training. REPORT FROM HR CONSULTANT TO BOARD OF DIRECTOR SUBJECT RECOMMEDATION TO LEARNING AND DEVELOPMENT IN SOLAR INDUSTRY Training and development is one of the best advantage to the process of our company. Company to use the training and development to the best practise to in organisation. They need to be used the progress of company to training and development in solar industry. CONCLUSION: Training and development to need the every company. Because the company staff is using the training to the company. And they also need to the learning development process. Company use the best way for high approach to the future goal and objective. TASK-3 INTRODUCTION Talent Management refers to the process of developing and integrating new workers. Developing and retaining current workers. And attracting highly skilled workers to work for a company. Talent management in this context does not refer to the management of entertainers. The term was coined by David Watkins. The process of attracting and retaining profitable employees, as it its increasingly more competitive between firms and strategic importance, has come to be known as the war for talent REPORT From- HR CONSULTANT To- Board Of directors Subject- Recommendation about Talent management Talent management to need to the our company because Talent is most important to the objective and goals, Talent management is using the our benefits and approaches to the our company. Many Company using this talent management they need to company profit. They using the system view of talent has five elements Need- the business need derived from the business model and competitive issue. Data collection the fundamental data and intelligence critical for good talent decision Planning people/talent planning guided by data analysis. Activities the conversion of plans into integrated sets of activities. Results costs, measures and effectiveness criteria to judge the value and impacts of TM. CONCLUSION: The current discussions about traditional understanding, current application and integration with business strategy are also helping organisations to focus on the talent management issue. It may not possible to simply go out and recruit new people to meet operational needs. Many leading companies have decided to develop their own people, rather than trying to hire fully skilled workers.

Alfred Hitchcock :: essays research papers

Alfred Hitchcock   Ã‚  Ã‚  Ã‚  Ã‚  As a cinematographer, I see Alfred Hitchcock as one of the most influential people in the history of the silver screen. My synopsis of his films, however, will be through the eyes of a young man that has witnessed tragedy. I could sit and rant and rave about how Hitchcock was a great director, his films were awesome, etc., but I’ll spare you of that.   Ã‚  Ã‚  Ã‚  Ã‚  I would much rather discuss the attack, but since I must write this paper about his cinema work, I’ll try and compare the two movies we watched to the situation. I’ll start first with Rear Window. Rear Window is a film that deals not only with the human instinct of voyeurism, but also with the sheer animalistic sadism that can be found deep within our natures. Rear Window demonstrated both of these observances, by showing most of the film through the eyes of a innocent bystander, an injured man who was simply trying to pass the time. We could compare Jimmy Stewart’s character to ever American on the morning of September 11, 2001. We were all going about our business, when all of the sudden we noticed an outburst of xtreme brutality. In the end of the film, we see the group try and solve the puzzle by sending Grace Kelly’s character to investigate the apartment. We could also relate this to what the United State’s government is tr ying to do at this very moment; rummaging through the apartment of death to try and find anything that would be helpful in solving this catastrophe. All in all, I think Rear Window, one of the first of Hitchcock’s great films, is a picture that really somewhat contradicts it’s self by having two inconsistent themes: The innocence of the average human being, but also how that same supposedly innocent human being can be so cruel and vicious.   Ã‚  Ã‚  Ã‚  Ã‚  Hitchcock had a tendency to make contradictions in his films, not in the films themselves, but in the underlying messages that those films carry. Take Psycho for example; it shows that even though we may suspect that someone or something has malevolent intentions, we are still shocked when they/it actually does something malevolent (as in the case of Norman Bates’ mother). We can see this like the attack on the World Trade Center itself. We didn’t expect such a sophisticated attack, but we knew there was evil afoot. Alfred Hitchcock :: essays research papers Alfred Hitchcock   Ã‚  Ã‚  Ã‚  Ã‚  As a cinematographer, I see Alfred Hitchcock as one of the most influential people in the history of the silver screen. My synopsis of his films, however, will be through the eyes of a young man that has witnessed tragedy. I could sit and rant and rave about how Hitchcock was a great director, his films were awesome, etc., but I’ll spare you of that.   Ã‚  Ã‚  Ã‚  Ã‚  I would much rather discuss the attack, but since I must write this paper about his cinema work, I’ll try and compare the two movies we watched to the situation. I’ll start first with Rear Window. Rear Window is a film that deals not only with the human instinct of voyeurism, but also with the sheer animalistic sadism that can be found deep within our natures. Rear Window demonstrated both of these observances, by showing most of the film through the eyes of a innocent bystander, an injured man who was simply trying to pass the time. We could compare Jimmy Stewart’s character to ever American on the morning of September 11, 2001. We were all going about our business, when all of the sudden we noticed an outburst of xtreme brutality. In the end of the film, we see the group try and solve the puzzle by sending Grace Kelly’s character to investigate the apartment. We could also relate this to what the United State’s government is tr ying to do at this very moment; rummaging through the apartment of death to try and find anything that would be helpful in solving this catastrophe. All in all, I think Rear Window, one of the first of Hitchcock’s great films, is a picture that really somewhat contradicts it’s self by having two inconsistent themes: The innocence of the average human being, but also how that same supposedly innocent human being can be so cruel and vicious.   Ã‚  Ã‚  Ã‚  Ã‚  Hitchcock had a tendency to make contradictions in his films, not in the films themselves, but in the underlying messages that those films carry. Take Psycho for example; it shows that even though we may suspect that someone or something has malevolent intentions, we are still shocked when they/it actually does something malevolent (as in the case of Norman Bates’ mother). We can see this like the attack on the World Trade Center itself. We didn’t expect such a sophisticated attack, but we knew there was evil afoot.

The Role of African Americans in the Revolutionary War Essay -- essays

The Role of African Americans in the Revolutionary War An estimated 100,000 African Americans escaped, died or were killed during the American Revolution(Mount). Roughly 95% of African Americans in the United States were slaves, and because of their status, the use of them during the revolution was inevitable(Mount). This led many Americans, especially those from the North, to believe that the South's economy would collapse without slavery due to the use of slaves on the front lines. However, only a small percentage of the slave population enlisted in either army. The concept of using slaves as soldiers was hardly revolutionary. Blacks had served our country with honor and bravery since the country's earliest days. Not only did the black troops fight for the United States, but also for England. The British crown used their heads and made an agreement which would help them draft slave troops. This was a chance for emancipation of slaves who fought against their masters. African Americans were active prior to the start of the war. The Boston Massacre was an event which created a want for independence. On March 5, 1770, the British troops stationed on King Street in Boston were confronted with an uprising and began shooting into the crowd(Davis 206). Crispus Attucks, a black man, led the 1770 uprising against British troops that resulted in the Boston Massacre. It is alleged that he cried out, "Don't be afraid!" as he led the crowd of protesters against armed British...

Thomas Mores Utopia as a Social Model Essays -- Thomas More Utopia

Thomas More's Utopia as a Social Model   Ã‚  Ã‚  In his famous work Utopia, Sir Thomas More describes the society and culture of an imaginary island on which all social ills have been cured. As in Plato's Republic, a work from which More drew while writing Utopia, More's work presents his ideas through a dialogue between two characters, Raphael Hythloday and More himself. Hythloday is a fictional character who describes his recent voyage to the paradisal island of Utopia. Throughout the work, Hythloday describes the laws, customs, system of government, and way of life that exist in Utopia to an incredulous and somewhat condescending More.    Throughout the work, Hythloday presents a society organized to overcome the flaws of human nature. This society has been carefully thought out by More -- as the author of the work -- to help avoid the problems associated with human nature. Individual human appetites are controlled and balanced against the needs of the community as a whole. In other words, More attempts to describe a society in which the seven deadly sins are counterbalanced by other motivations set up by the government and society as a whole.    More seems to think that the seven deadly sins will be fairly easy to overcome. Pride, for instance, is counterbalanced in several ways in his social system. For instance, he makes sure that all people wear the same clothing, except that the different genders wear different styles, as do married and unmarried people. More also makes individuals fairly interchangeable within the social system -- one carpenter, for instance, seems to be more or less like another to him, and can find work anywhere that carpenters are needed. He also says that the Utopians encourage their ci... ...en consumed by lust for power due to the way in which he was raised, others in his society would have been. No society can control the motivations of all individuals involved to such a degree as to completely eliminate power-lust in all of its members.    More's Utopia, then, presents a nice theory, but one too abstract, too Platonic, too rationalistic, and with too little understanding of real human motivations to be workable. However, it is hardly a useless or worthless work -- it contains many profound psychological insights, quite a bit of humor, and many very good points. I doubt that it is workable as a complete social system, however.    Works Cited: More, Sir Thomas. Utopia. New York: Washington Square Press, 1965. Marlowe, Christopher. The Tragedy of Doctor Faustus. Ed. Louis B. Wright. New York: Washington Square Press, 1959.   

Interpersonal Communication Skills Essay

Emotion: The word emotion includes a wide range of observable behaviors, expressed feelings, and changes in the body state. Emotions are feelings. Emotional communication, then, refers to the act of communicating your feelings. This is also known as â€Å"emotional intelligence† or â€Å"social intelligence.† There are six principles of emotion and emotional messages. 1. Emotions may be primary or blended: A primary emotion is a basic emotion. These would be the eight basic emotions: joy, acceptance, fear, surprise, sadness, disgust, anger and anticipation. Emotions that are close to each other on this wheel are also to close to each other in meanings. In this model there are also blends. These blended are the combinations of primary emotions. They are noted at the outside the wheel. For example, according to this model, love is a blend of joy and acceptance, whereas remorse is a blend of disgust and sadness. 2. Emotions are influenced by body, mind, and culture: Emotions involve at least three parts: bodily reactions, mental evaluation and interpretations and cultural rules and beliefs. Bodily reactions to emotions are pretty obvious and include things like blushing when you’re embarrassed, nervous habits, or sweaty palms. The mental and cognitive part of emotion experiences involves the evaluation and interpretations you make on the basis of what you experiences. For example, you may feel angry if someone is rude or insensitive to you on purpose. Culture also dictates how we should express and interpret our emotions as well. For example, Chinese students show respect by being quiet and passive. Asking questions would imply that the teacher was not clear on the lecture. 3. Emotions may be adaptive and maladaptive: Emotions are often adaptive that is, they can help you adjust  appropriately to situation. For example, if you’re worried you won’t do well in something, you’ll work harder to prepare for that situation. Emotions may be maladaptive and may get in the way of your accomplishing your goals. For example, if you are so anxious about a situation that you don’t prepare for it. In other ways emotions can create problems is in a tendency that some theorists have cleverly called catastrophizing â€Å"taking a problem even a minor one and make it in to a catastrophe. 4. Emotions are communicated verbally and nonverbally: According to DeVito (2009), â€Å"Theorists do not agree over whether you can choose the emotions you feel. Some argue that you can; others argue that you cannot. You are, however, in control of the ways in which you express your emotions†. In some instances you determine whether you want to express your emotions in full, but with other times you censor your emotions. 5. Emotional expression is governed by display rules: We’ve talked about display rules before, but to refresh your mind it is what is and is not appropriate to do. The differences we see are in the emotional expression. Men and women also have gender display rules for what is and isn’t appropriate to express within his or her culture. For example, it’s appropriate in our culture for women to divulge a lot of their emotions and feelings; however, it is not seen in the same light when men divulge all of their emotions to other men. 6. Emotions are contagious: Emotions can be contagious. If you think of a time where one person starts laughing, and then the people around start laughing, you can see this theory working. Emotional contagion is defined as emotions passing from one person to another. Another form of emotional contagion deals with persuasions utilizing emotional appeals.

Locked in the Cabinet Essay

Democracy is a form of government where people have a right enabling them to have a say in everything that affects their lives. However, our government is not a direct democracy, and as such, individuals are not empowered or able to have a say in the inner-workings of their government. Their beliefs are not heard as often as they would like, and they are given little to no opportunities to decide what the government will do. The average citizen has little access to political power, and as a result little influence in the government. But if one individual chooses to change the government, and places that as their goal, then they have a chance of altering the system that governs their lives. If one such as Robert Reich works hard towards their goal, then they can possibly change the government to some degree. Robert Reich was an average man who had strong beliefs, and among those beliefs was the belief that to help people was just. His career in law began as a law clerk to a judge, and he eventually worked his way to the position of Secretary of Labor under President Bill Clinton. All of the time that Reich spent in Clinton’s cabinet was dedicated towards attempting to make his idea’s bear fruit. Although in the book Reich is the Secretary of Labor, he did not start out in this position. He worked his way up from the position of a law clerk, as I have previously stated, to a job that came with some measure of power. Reich attained this place in the government through his own efforts, and by showing that he had ideas suitable to fill in the role of Secretary of Labor. Reich is just one example of an ordinary person with true passion for their beliefs who was able to make a difference in the government. In Reich’s book, he talks about how an average person named Steve Wandner had an idea to reduce unemployment. Reich explains that Steve’s idea was when unemployed people claimed that they were unemployed, that they had to be screened to find out whether or not they were permanently laid off so that they could find new jobs faster. Steve worked hard in order for his idea to be heard, and after being ignored several times, Reich gave him the attention his idea deserved. Later, Wandner’s idea became an official law. Anyone can make a difference in the government if they work hard to reach a position where it is possible. During Robert Reich’s stay a part of President Clinton’s cabinet, he followed a strong belief in â€Å"putting the people first†. He cared deeply about helping the unemployed obtain new jobs and to retrain them in order to have better working skills, and in that same vein, better jobs further down the road. Reich also wanted to raise the minimum wage, show people the inequality of income in America, and much more. Reich’s ideas were not in any way offensive or unfair, he simply wanted to help people first rather than putting full attention on government issues such as reducing the deficit. Because of this, many of his ideas were igored and rejected by the members of Clinton’s moderate administration. For example, during one of his meeting with Bill Ford, chairman of the House of Representatives Education and Labor Committee, Reich tried to explain to him the idea of retraining American workers. Reich ended up being yelled at and his idea rejected. Although many of Reich’s ideas were disregarded by other members of government he continued to pursue his goal of helping the working class of America. Reich was rather successful in performing his duties as Secretary of Labor. One of his successes was helping pass the Family and Medical Leave Act. It allowed working class families to have more time off from work if they were injured or had a child. He was also successful in convincing President Bill Clinton in aiding the people rather than the government. In doing so Clinton decided to pass a law in raising the minimum wage 90 cents. This pleased many of the working class of America. Finally, Reich was also able to set up several reforms in order to help provide more jobs for the unemployed. For example, Reich gave 3 million dollars to a job center helping people trying to get employment. Even though he want able to pass a law to retrain workers, he still managed to work hard and complete some of his goals. Reich was ignored by many government officials during his term as Secretary of Labor, and this greatly hindered his chances of getting his goals finished. But while this may be true, this was not the center of his experiences as the Secretary of Labor. Reich was aiming towards retraining Americans, and he is not the only one who has seen this as a valuable idea. Freddie Ray Marshall was the Secretary of Labor for Jimmy Carter, and he shared many similar ideas with Reich. Both men were working to provide jobs for others, and they both were trying to get workers to be retrained. (F. Ray Marshall) If workers could get more training, they can possibly get better jobs. He also is a teacher, like Reich. However, unlike Reich, Marshall was able to pass many programs and to help reduce unemployment. I would say that some of Reich’s experiences were unique to his time as the Secretary of Labor, and that others were not. In conclusion, Reich was a man who fought all alone for his beliefs, and was more successful in some areas than in others. To call him a failure is a little harsh, and to call him a success depends on your political views. All in all, Reich did what he felt would be best for the people who have little say in the government. Reich can be seen as a prime example of one who worked hard to have their voice heard, and as one who made a difference, even if it wasn’t as big a difference as he would’ve liked. Reich really seemed like he was a kind individual (but then again, he wrote the book) and even if he did not succeed in all his plans, he still changed some things for the better.

Sexual Stereotypes In Advertising

A stereotype is a standardized character, of appearance or lifestyle which people expect. For example most people if asked to describe a ‘Super Hero' would reply with, ‘strong, tall, brave and good looking,' but is this always the case? Therefore sexual stereotypes are about how people expect a person to look or act because of their gender. Men are thought of as successful businessmen in suits and striped shirts, which is a sign of wealth. In some cases the male is seen as the father figure in a family of four, but in both of these cases his is attractive to the opposite sex. Young boys are often cheeky and mischievous, they tend to wear blue as it is though of as a ‘boy's' colour. In the majority of cases they are portrayed as been sporty and even from this early age show a keen interest in cars. In advertising, a woman is seen as the mother of a family who does all of the housework and cooking for the other members of the family. They wear purple or pastel blue, which brings across the message that they are soft and feminine. If they are acting the housewife they are usually slim, attractive and extremely good-looking. The reason for this is that the company will try and sell the product using a ‘sex appeal' method which can be very effective. If this is the case, bright, bold colours such as red and pink are used so that the model stands out. Little girls are often portrayed as cute and gentle, so that viewers get emotional when they are watching. In most cases they are dresses in a pink dress, with a doll and their hair is styled into little curls. I have decided to use three ‘OXO' advertisements, which are advertising gravy to show how different sexes are addressed in different circumstances. In the first advertisement a women is cooking in a kitchen with a big grin on her face, this suggests that she is happy with what she is doing and feels at ‘home' with cooking. She is wearing a light purple top, the reason for this is that it helps the bright colours of the ‘OXO' logo to stand out. The young girl who is most probably the lady's daughter is helping her mother happily and brings across the message that she will one day become the mother and cook for her own family. Finally the little boy is watching his mother but not taking any part in the cooking. He has a big smile on his face, as he waits for his lunch to be made. The fact that he is not helping is significant because this is the case in most advertisements that include males and cooking. On the whole this is a stereotypical advertisement with the mother cooking the dinner and the male not taking part. The text in the advert is emboldened and bright, this is so that the logo stands out and if someone has a quick glance at the poster the logo is the image that will stay in their mind. The second advertisement is different from the first for the simple fact that this time it is the farther in the kitchen not the mother. The father has done the cooking for his two sons but he has made a mess, this shows that most people have the idea then men can not cook but women can and this is another stereotypical idea which is obviously not true at all. The two sons are looking at their father in disgust and as most likely thinking, ‘What will mum do?' The advertisement shows that even though the father does not know how to cook he still knows that ‘OXO' is the best and if a man who can not cook knows this, its obvious to a woman who can cook that ‘OXO' is the best gravy to use. There is no ‘OXO' logo on this advertisement and I think that is because it is a ‘still' from a television advertisement unlike the first which was a poster. The third and final ‘OXO' advertisement uses both male and female characters. It contains a stereotypical image of a women who has done the cooking and serving the food to the other three family members two of which are male and are sitting at the table waiting for their dinner. The father figure, in the scene is just reading his newspaper and the fact that he is doing nothing else is a stereotypical idea of a father waiting for his dinner. All of the family is smiling as they receive their dinner and this is because they are about to receive ‘OXO' gravy, which brings across the message that it is good. The way in which the advertisement uses both male and female characters in a stereotypical form is important because it sets a common family scene and people think that it also applies to their family. On the whole all three of the advertisements used both male and female characters and I think that is because the product is for both sexes but I also think that even though this is the case women are still portrayed as the cook. There are some adverts, which use only male models, and these usually advertise products such as cars, aftershave, DIY products and shaving equipment. One example of an advert, which uses just a male character, is advertising Hugo Boss Aftershave. The man in the advert is brought across as a successful businessman and we can tell this by the way he dresses. I think that the striped shirt, which he is wearing, is a sign of wealth and success. The man's hands are clean and his nails have been professionally manicured which suggests to me that he has a surplus of money. He is holding a file-fax in his hands, which would mean that he, is heading for a meeting and therefore adding to the ‘Businessman Image'. The advert contains a typical stereotype image of a man and I think that he dresses like this so that a man will buy the aftershave because he will think that it will make him rich and successful. If this is not the case and the mans wife or girlfriend is buying him a present she may buy this because her sub-conscious will tell her that her man will end up looking like the model in the advert. In the same way that men are used solely in advertisements, women are also used in order to sell products to males using sex appeal or to sell products to women through a sub-conscious method. In an advert for ‘Hot Choc Drinks' an attractive woman is dressed in red and has a slim figure and this is another example of stereotyping. The reason that the woman is dressed in red is to attract the customers' attention and the colour red is good at doing this. The attractive face and slim figure suggests to other women that if they drink ‘Hot Choc' they too will get a body like the model, which unfortunately is untrue. To a male buyer it suggests to his sub-conscious that he will be likely to encounter girls like the model. The cup in the model's hand is the same shape as her body to remind the customer of what's in store in the unlikely event that they will forget. After looking at the five different adverts I have decided that companies use different types of models and stereotype these models to grab the customers attention or to act on their sub-conscious, which will hopefully result in an increase in sales. Nowadays most advertisements are shown on television and here are two examples showing how television also uses stereotyping. The Yorkie advert has a slogan, which states, ‘Yorkie; it's not for girls.' This shows that the chocolate is so big and chunky that it is only for men. The idea of the big chunks of chocolate suggests that women are too small and weak to handle this. It may be also portraying the same message as in the ‘Hot Chocs' advertisement meaning that women are not allowed it because it will cause them to become fat and unattractive. During the adverts a women dresses as a man in order to purchase the chocolate, she wears male clothing and a fake beard as it would be extraordinary for a woman to have so much facial hair. The woman also speaks in a deep voice so that the shop owner does not realise because women are expected to talk in a soft voice and doing so would give her game away. This is an example of sexual stereotyping saying that men have facial hair and speak in deep voices, which may not always be the case. Towards the end of the advertisement the women's real identity is revealed which is another example of sexual stereotypes. The second television advertisement that I have chosen is advertising an insurance company, which is just for women. The company says the if you chance your insurance to them it could be cheaper because it is just for women. This brings across a stereotypical image that males, young and old, are dangerous drivers who push their car it its limits. This of cause is untrue and there, as just as many bad female drivers as there are bad male drivers. In the advertisement there is a women who is presenting the information and the company logo contains the colour pink, these two points are significant if the company wants to keep with the idea that women are better drivers. The reason for this is that the people who are watching the advertisement will be getting the information from another women, which they will probably value more. Pink is a stereotypical colour which as always been associated with females of every age. Both of these advertisements express stereotypical images of men and women in completely different ways, but these are just a small selection of the many ways men and women are portrayed. The roles of men and women have changed considerably over time, but in peoples sub-conscious they appear to have stayed the same and therefore have also not changed in advertising. For example most males are portrayed most successful businessmen and nowadays women go to work rather than staying at home doing the housework.