Celie and Shugs first physical encounter Essay Example

Celie and Shugs first physical encounter Essay Example Celie and Shugs first physical encounter Paper Celie and Shugs first physical encounter Paper In the following letter Shug approaches Celie and says that she must leave. Celie is devastated by this, and is shown by the following quote, I dont say nothing. Feel like I felt when Nettie left. This extract highlights the growing feelings Celie has for Shug. Celie now begins to see Shug as a close personal friend; Nettie was the only female Celie had a close relationship with; Shug has now taken this role. The first section of the letter on pages 68-70 conveys Celies jealousy towards the relationship between Shug and Albert. The first sentence shows that Celie is still upset that Shug is leaving; Celie then turns this sadness into anger through realising that Shug is sleeping with Albert. Now we all know she going sometime soon, they sleep together at night. The two diverse issues mentioned show that Celie is confused and does not know what to think of Shug. The alliteration of sometime soon and also the consonance on the s sound create a feeling of pace and rhythm, this conveys that Celie is willing to move onto another subject as the current one brings much sadness. The second part of the sentence shows Celies hatred, the consonance on the t and its plosive edge portrays Celies anger and frustration on the matter. This part of the sentence is also monosyllabic except for the word together, as this word contains three syllables we get the feeling that Celie is running this word over in her mind and picturing the relationship between Shug and Albert. As the rest of the section is monosyllabic it shows Celie does not wish to elaborate and so is shocked at the actions of Shug. In the next sentence there is more of a realisation from Celie that Shug and Albert sleep together frequently. Not every night, but almost every night This strong, mid-line pause creates this understanding. In the following paragraph Celie becomes frustrated at Alberts treatment of women as mere objects, And just to look at her. The sentence begins with the conjunction and; this represents negative thoughts and anger from Celie over Alberts lack of consideration for Shugs personality. The use of the pronoun her shows that Celie has little respect for Shug at this present moment. Celie may be confused as to why Shug has a relationship with Albert when Celie knows that she respects Shug as a person as well as taking into account her good looks. The quote is monosyllabic and conveys that Celie does not wish to waste her breath over something she has seen many times before. Celie is depicting Albert as a stereotypical male. The feeling that Shug enjoys her relationship with Albert is shown through a number of sentences. do you mind if Albert sleep with me? The wording of this extract builds up a feeling that Albert is very much in control of Shug; Albert sleeps with Shug, Shug does not sleep with Albert. Shug then openly declares to Celie that she enjoys sleeping with Albert, I just love it. Additionally, Shug states that she still has a passion for Albert. It becomes clear that Shug still loves Albert even though she sees him as a bully as well as weak and many other negative statements. Celie seems to have latched on to the fact that Shug still loves Albert; this factor increases Celies jealousy and hatred towards Albert, and possibly Shug. You still love him, I ast. The lack of a question mark signifies the quote as imperative. Celie is not asking but simply stating, in an aggressive manner, that Shug loves Albert. The use of the pronoun him conveys that Celie still has little or no respect for Albert. Monosyllabic words are used to create a short and sharp sounding sentence to reflect Celies anger and frustration. Celie is most likely confused as to why Shug is sleeping with a man who is violent towards women.

Challenges of Recruitment Processes Samples

Google, an American company with multinational presence and specializing in products and services relating to the internet, was founded by the duo of Larry Page and Sergey Brin in 1998. It is one of the most desired workplaces in the world, and that has been magnified by the production of a recruitment video that seeks to provide prospective applicants with a sneak peek into what it entails to work for the organization. One of the key messages from the video about google as an employer is, life at the organization is about more than just work. For example, there are recreational facilities for employees. The fact is, it is not just about productivity, but also, the experience is meant to be pleasant. The other key message is, ‘things happen,' implying that there is fast decision making with regard to whether projects will be approved or not. One of the interviewed engineers stated that ideas are approved at a faster rate i.e. on the order of weeks, months or less in comparison to the institutions that they worked for earlier. Also, there are certain qualities that are rooted for by the company when recruiting. They encompass the following: individuals with ambitious ideas, fast responses to requests, big achievers, passionate about projects, high energy levels, a good understanding of the product base and commitment to clients (Google Inc, 2006). Hence, employees are surrounded by bright and enthusiastic colleagues, working on interesting problems and products that impact a lot of lives e.g. Gmail (Google Inc, 2006). Again, they place huge importance on balancing work and life. To demonstrate, it has a child care center touted as one of Google’s most valuable programs. Further, expectant mothers are given time off before and after delivery. Additionally, they have 75% pay for all of the 12 weeks that mothers were expectant. Furthermore, they are afforded flexibility at work such as working fewer hours. According to Google’s engineering director featured in the video, Google’s culture, philosophy and personalities drawn from its founders. Organizational culture evident from the video is briefly outlined below. Google has a work environment that fosters flexibility, creativity, and innovation. Specifically, the organization has a 20% rule where engineers have 20% of their time to work on individual projects. Some of the projects highlighted in the video included the below mentioned. One, where an engineer created a rotating globe showing where on the globe Google users were searching from. Two, an added feature on google.com where when a user types in the name of a movie and the zip code, it will return to them a list of theatres around that area, with show time and reviews to that particular movie. Importantly, there is a free exchange of information through different setups. First, there is an impactful mentoring program where both incoming and resident employees are assigned official mentors and could also take up unofficial mentors. Therefore, there is an easy transition for new comers and those stepping up to new positions. Second, to stimulate the mind of its employers, the organization has educational talks called Ted talks in different topics such engineering and the latest theories about the origin of the universe (Google Inc, 2006). Again, the organization has a great startup spirit in that projects take a shorter period to launch. Lastly, it provides impactful products to the general public. The development of the theories began in 1920’s amidst the industrial revolution, during which productivity was at the core of businesses (Jerome, 2013). A particular theory that fits well with the Google recruitment video is Maslow’s Hierarchy of Needs Theory. The theory is built on the premise that the desire of many employees is to be included in an entity that supports their growth and development (Jerome, 2013). Thus, if special attention is a guarantee and there is an encouragement for participation, the view that their work is of significance motivates productivity and high-quality work. Concerning the theory, the video is effective in attracting the right candidates, for the reasons outlined below. The behavior of humans is related to needs. The video comes across as testament that the needs, as outlined by Maslow, will be met. First, ranked at the bottom of Maslow’s hierarchy, is psychological needs. It entails the basic needs that sustain human life. Such include food, shelter, clothing among others (Wahba&Bridwell, 1973). The video outlines the provision of all these at Google. Second, the security and safety needs which are connected to the psychological fear of job loss. Expectant mothers, for instance, are guaranteed of keeping their jobs. During the 12 months, they are afforded 75% of their salary and flexibility in terms of working hours (Google Inc, 2006). Third, the need according to the theory is the social need. The need posits that it is the desire of an employee is to be in a group and be accepted. This is made possible by Google by mentorship p rograms that facilitate regular interaction with superiors and other forms of activities that make interactions with other employees easier and possible. Ideally the video advocates for the creation of a sense of community. Fourth, the theory stipulates a self-esteem need that has much to do with recognition (Wahba&Bridwell, 1973). The importance of this fact has been duly emphasized in the video citing various activities that enhance self-esteem e.g. the 20% rule. Last, and the highest ranking need according to Maslow, is self-actualization. It entails the desire of an employee to become what they think they are capable of. Google provides for this through the 20% rule, enabling employees to utilize their maximum potential. Attracting the right kind of candidates for job openings is important to any organization in existence,so as to meet the organizational goals and values (Arachchige& Robertson, 2011). According to Maroko& Uncles (2008), there are certain characteristics that come into play when a potential employer is seeking to attract the right candidates for a job opening:attractiveness and accuracy. These are some of the factors that the video by Google looked to enhance by a brief documentation of its organizational culture. About attractiveness, the video demonstrates awareness of employee needs, differentiation in the market and relevance to a particular pool of enthusiasts.   Further, it accurately portrays accuracy regarding organizational culture, values, employee experience and the employer brand (Maroko& Uncles, 2008). A study by Williamson et al. (2010) emphasized the above claim on attractiveness stating that the amount of information given attributing the company and the different positions on offer has an interactive effect on potential applicants. Arachchige& Robertson (2011), provides other characteristics of an organization that fresh graduates look for. The most preferred attributes are: will gain experience that is relevant to career, promotes self-esteem, faster decision making, better relationships with colleagues and superiors, fun working environment among others. These are some of the â€Å"attraction† factors put across by the video. First,   finding a qualified employee in time has become more difficult.Uncontrollable circumstances may lead to someone being laid off, or alternatively, an employee might have left for another opportunity.In these situations, the position needs to be filled promptly (Meister, Willyerd& Foss, 2010). As such filling, the position becomes the next order of business. However, in as much as the market is full of applicants who would be interested in the position, there are challenges. A considerable amount of time is spent on sourcing suitable applicants and profile and CV reviews. Thus, there is a need to find ways of getting applicants of good quality into a recruiter’s short list fast. Second, ascertaining the legitimacy of a resume is an uphill task.Reason being, faking resumes has been a common occurrence in a recruiter’s bid to find a fit for a position. Included here are fake referrals, education, and certification (Mallory, 2014). Researching an employee’s resume to establish if every qualification is genuine is time consuming when working under a strict time frame. Third, settling for the right choice is a daunting task. A culmination of the above-mentioned factors that make the recruitment process challenging results in difficulties settling for the right candidate. A recruiter might have lots of talented candidates but with limited positions to accommodate at least the majority, chances are they might let extremely talented individuals leave. According to the survey by PWC and KPMG, the cost of a bad hire is estimated at double the salary he would have been paid to the individual. Last, as per the findings of a study carried out by Cappelli (2008), career decisions are no longer made by managers and executives as it was in the past where individuals were matched with jobs. As such, the most talented of individuals have the freedom to turn down offers if the offer that they expected does not come along. Similarly, there is a general talent problem that has since been burdensome to recruiters in companies of Google’s magnitude. They want the skills they need at the time of their choosing and in a manner that is desirable to them. Employees on the other hand desire the guarantee of advancement and an autonomous level of control n their careers (Cappelli, 2008). Arachchige, B. J., & Robertson, A. (2011). Business Student Perceptions of a Preferred Employer: A Study Identifying Determinants of Employer Branding. IUP Journal of Brand Management, 8(3). Cappelli, P. (2008). Talent management for the twenty-first century. Harvard business review, 86(3), 74. Google Inc. (2006). Google Recruitment Video. Google: https://www.youtube.com/watch?v=JcXF1YirPrQ. Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, 2(3), 39-45. Mallory, M. (2014). A Research Proposal: Negligent Hiring and Fraudulent Resumes. Meister, J. C., Willyerd, K., & Foss, E. (2010). The 2020 workplace: How innovative companies attract, develop, and keep tomorrow's employees today (p. 5). New York, NY: Harper Business. Moroko, L., & Uncles, M. D. (2008). Characteristics of successful employer brands. Journal of Brand Management, 16(3), 160-175. Wahba, M. A., &Bridwell, L. G. (1973). MASLOW RECONSIDERED: A REVIEW OF RESEARCH ON THE NEED HIERARCHY THEORY. In Academy of Management Proceedings (Vol. 1973, No. 1, pp. 514-520). Academy of Management. Williamson, I. O., King, J. E., Lepak, D., &Sarma, A. (2010). Firm reputation, recruitment web sites, and attracting applicants. Human Resource Management, 49(4), 669-687.

Discussion Topics for Management Course - United States Essay

Discussion Topics for Management Course - United States - Essay Example In this case, employees feel motivated and increase their dedication business practices, something that enhances its chances of success and quality outcomes. It is important for business executives to understand that risk and uncertainty are not actually similar. Uncertainty often concerns possible results and outcomes, which are not known to the business managers. On the other hand, risks can be described as certain kinds of uncertainties that involve actual probabilities of loss for various outcomes (Ferrell & Fraedrich, 2005). In this case, it is evident that situations involving risks can be accounted for easily as compared to those involving uncertainties. The process of making decisions based on risky conditions has to seek, where possible to provide a definite identification of risks, quantifying and absorbing them. In this case, business executives have to understand that the quantity of a risk is often equivalent to the total of all the probabilities relating to the particular risky outcome, alongside the expected loss from the outcome. From the foregone discussion it is evident that business managers are better placed to account for the management outcomes that are made under risky situations that those involving certainties. One of the most important aspects of a business’ management decision-making process is accounting for the outcomes. Accountability, in this case is needed in the process of making assessments and evaluations, which are important in the growth and development stages of the business (Ferrell & Fraedrich, 2005). Business managers are expected to avoid uncertainty situations in the business, this is because, they often lead to many losses in the management process. Risky situations can often bring positive outcomes depending on the effectiveness of the decisions made in the business. This is the reason why business managers that make effective decisions over

HRM Case study (giving HR advice) Essay Example | Topics and Well Written Essays - 1000 words

HRM Case study (giving HR advice) - Essay Example Elements of organizational structure Specialization Managers need to decide how much work is to be done by each employee. Less degree of specialization would mean one worker handling many tasks at a time. This works with small organizations. But with a large organization, tasks need to be divided into chunks and each chunk should be handled by the designated worker. This improves productivity which also gives total control on the task (O'Fallon & Rutherford, 2010). Departmentalization Forming departments as per different functions is a logical way to do things in a large organization. It is a practical solution in which two different functions cannot hinder each other as they have been separated by their respective departments (O'Fallon & Rutherford, 2010). Authority An important issue arising is of who is going to take how much authority in his hands. None of the organizations are completely centralized or decentralized. Managers must consider the experience and personality of the s ubordinates when deciding for the management style and strategy of the organization (O'Fallon & Rutherford, 2010). Span of control First and foremost, organizational structure of an organization should be determined. This will determine the nature of responsibilities and authority on each member of the organization. ... A narrow span of control would have fewer people to report directly to the manager. This would add more layers to management and hence communication would be slow between lower employees and top managers. A wide span of control would have more subordinates to report directly to the manager. There is a good flow of communication between its lower level employees and top managers. Few layers are involved in the structure (Thomas, 2011). It has been researched that a small span of management with a taller organization structure would be more expensive to run because of greater number of managers. It would also show communication problems. A wider span of control would is more recommended and proves to be useful in most environments. The reason is more employees report to managers directly which would increase employees’ motivation, morale and productivity (O'Fallon & Rutherford, 2010). Coordination of activities Even if there is departmentalization and specialization, there shoul d be coordination between its activities. Problems arise when there is lack of coordination of activities. There should be a link between the functions of two departments (O'Fallon & Rutherford, 2010). A Functional Organization Mr. John Brown needs to make his hotel a functional organization. A functional organization organizes itself along functional lines, with departments being grouped according to their specific functions. Each department is further sub-divided into further small departments. For instance, if there is Rooms Department in a hotel, it is further subdivided into other smaller departments such as laundry department. This way, specific tasks are performed by employees in a specific pattern and there are fewer chances of errors. A functional organization

High Altitude Training :: Running Athletes Essays

High Altitude Training For the first mile of my daily run the cows are with me. They seem out of place along this road that winds through mountain pines, but in Arizona cows are everywhere, even at 7,000 feet. They watch incredulously with soft eyes as I run by. They stand as still as statues and only their heads move, slowly and almost imperceptibly, like the heads in paintings of long-dead relatives that gaze right at you, no matter where you stand in the room. I can’t tell if they approve of all this running activity; they are silent. No matter how far I decide to run each day, running that first mile is the hardest. I feel the same niggling pain under my ribs each time, and wonder how overnight I forgot how to run. Each day I tell myself that I must be going about this running thing all wrong. My shoes are old and probably not the right sort of shoes at all. I’m wearing cotton socks. I expect at any moment a van, driven by a member of the International Federation of Runners, will pull up beside me. A fleet of sleek runners wearing custom made running shoes and synthetic socks will pile out of the back of the van and issue a citation. Or they will grab me and drive off with a screech of tires, taking me to an interrogation room where they will seat me under a bare bulb and ask, â€Å"Just who do you think your are?† I look around uneasily. No vans. No running police. I guess I will have to keep running. I smirk at the cows, glad that I’m faster than someone. I came upon running by accident, when I was digging through a pile of magazines at my local used bookstore. I pulled out a copy of a running magazine that had a picture of a beautiful woman on it, a woman with a blond ponytail. She looked happy and carefree. I wanted to be her. My friend Ellyn looked over my shoulder and said casually, â€Å"Oh, Suzy Favor.

Benefits and Costs to U.S. Adoption of IFRS

There are different ways in which researchers can present the findings of their research to readers or users of the research information. It is important to follow all the rules of research presentation in order for the research information to be clear to all the people who rely on it. This paper aims at analyzing the article on the costs and benefits of US adoption to the IFRS system of accounting by David Albrecht.The aim of this paper is to analyze whether the author has followed the necessary steps and format in presenting the findings on his research, in order to evaluate whether it meets the international standards for presenting research papers. Summary. According to Albrecht (2008), the author carries out a cost benefit analysis in order to evaluate whether the decision to change from GAAP standards to IFRS, by US firms is feasible. He uses the incremental analysis model to come to a conclusion on the subject.He finds that the costs outweigh the benefits, considering that the cost of changing the system in monetary terms is over $3 million. These costs arise from the need to train accountants and conversion costs for companies. The benefits amount to $100 billion, from reduced audit fees. He therefore concludes that the accounting system should not be changed. The paper is written for a general audience judging from the absence of corroborated arguments and evidence from secondary and primary sources, required by experts. Organization. The research paper has not been organized into clearly defined parts.It has been written as one long essay which is not structured into different parts, and this may present problems to readers who are keen to analyze various arguments by the author. A basic research paper should include an abstract, an introduction, the background of the problem, literature review, research methodology and findings, analysis of findings and finally a conclusion and recommendation of the issues discussed (Kothari, 2005). However, in analy zing the article, the author gives a very brief introduction in the first line. He says that US corporations face dilemmas in deciding whether to adapt to the IFRS system or not.He further explains in the second paragraph that this decision should be guided by incremental analysis. This means that the benefits of adapting to the IFRS system should outweigh the costs of the same decision. Research. The author supports his research using the incremental analysis framework. He further uses quotes from the US Securities and Exchange commission. However, he does not quote the source of this information, which makes it difficult to determine the authenticity. Since the research does not cite the references, it is difficult to know the documentation style.It also becomes difficult to know whether the author is paraphrasing quotes from other researchers. Style. The author uses the present tense in writing the article throughout the paper. However, he uses the first person and third person w hen writing different parts of the paper. The first person tense is used when he gives his own opinion, for instance, in the last sentence of the article he says that â€Å"†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ is the reason why I oppose switching from GAAP to IFRS†. He uses contractions in some parts of the paper, for instance in the eleventh paragraph where the last sentence says â€Å"Let's say another trillion†.The overall grammar used in the article is relatively poor, due to the use of slang, contractions, and short forms among other grammatical mistakes. For instance, in the seventh paragraph, he says â€Å"execs' instead of executives Conclusion. The paper lacks some aspects of research work, most of which have been explained. The author does not also have references to sources which have been used for research. The content can also be said to be biased, since the author does not mention the connection between the GAAP standards and collapse of mortgage crisis in firms like L ehman Brothers.GAAP standards and specifically asset valuation was one of the causal factors of its downfall. However, the article is useful as it can serve as a source of doing further research on the subject. In future, the author should ensure that his research confirms to all aspects of research work. References. Albrecht, D. (2008). Benefits and costs of adoption of IFRS. Retrieved on January 26, 2008 from . Kothari, C. R. (2005). Research Methodology: Techniques & Methods. New York: New Age Publishers.

Napoleon Bonaparte’s Invasion of Russia Essay - 2032 Words

Napoleon’s Invasion of Russia Napoleon Bonaparte’s invasion of Russia was a major factor in his downfall. In 1812, Napoleon, whose alliance with Alexander I had disintegrated, launched an invasion into Russia that ended in a disastrous retreat from Moscow. Thereafter, all of Europe, including his own allies, Austria and Prussia, united against him. Although he continued to fight, the odds he faced were impossible. In April 1814, Napoleon’s own marshals refused to continue the struggle and stepped down from their positions. During the actual Russian campaign, there were many key factors that greatly impacted his downfall. The largest army ever assembled for one single invasion was reduced to a mere fraction of its original size.†¦show more content†¦The artillery and small arms were years behind that of France. The Russian army was a conscription army, meaning that local farmers had to furnish a certain number of surfs for military service, as opposed to a professional, trained army where the government supplies the soldiers with all of their needs. An amazing half-million soldiers had enlisted in Napoleon’s Grand Armà ©e (Saglamer, Beginning of the March). This was the largest army gathered for one single invasion. Russia’s army was out numbered 3:1 with only one hundred-seventy thousand soldiers. Not only was the Russian army not well trained, they were also ill equipped. Napoleon recognized that it would be difficult and extremely slow for Russia to mobilize her army due to her enormous size and weak infrastructure. If Napoleon invaded now, he knew that he could be well into the Russian territory before meeting any major opposition. On June 24, 1812, Napoleon began his fatal Russian campaign. The Grand Armà ©e, led by Napoleon, crossed the Nieman River, into Russia. On the journey to Moscow, Napoleon met virtually no major opposition. The first stop in the campaign was Kovono. Early into the campaign, the Grand Armà ©e was affected by a colic epidemic that claimed the life of nine thousand horses and thousands of soldiers (Web, Russian Embassy). This slowed the pace of the army. Harsh weather conditions caused the dry roads to turn to mud, making it extremely difficult to maneuver theShow MoreRelatedNapoleon Bonaparte’s Failed Invasion of Russia in 18121533 Words   |  7 PagesNapoleon Bonaparte’s failed invasion of Russia in 1812 was the cause of his eventual downfall. To what extent do you agree with this statement? To a large extent, Napoleon Bonaparte’s failed invasion of Russia was the cause of his eventual downfall. In 1812 Napoleon marched with his Grand Army into Russia in an attempt to seize the country. The crushing defeat which followed devastated the army, leaving it incapacitated and vulnerable. 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