Andre Agassi - Farewell To Tennis Address at the U.S. Open free essay sample

Betrayed Essays - Free Essays, Term Papers, Research Papers

Betrayed Essays - Free Essays, Term Papers, Research Papers Betrayed Lying here alone, thinking of you. Dreaming of the love we shared. You told me you'd be forever true, broken promises unable to be repaired. Thinking back to the night we met, my heart still skips a beat. We'd be together forever, I bet. So many things I'd like to repeat. Your love encaptured me night after night. You mended my heart, gave back my sight. You brought me out of the darkness, into the light. I thought it would be you and me forever, I guess you had a different idea in mind. Now we can never be together. Another like you I never will find. You told her the same things you told me, and made her fell special too. You can't play people like that, can't you see? And you wonder why we don't want you. You played with our emotions, but we took away your fame. And now you're in a huge commotion, because we beat you at your own game! Bibliography email me at [emailprotected] and let me know what you think...

Assignment Example | Topics and Well Written Essays - 750 words - 6

Assignment Example The measurement technique used was appropriate for the study, since the study took a sample of 204 students, which is a reasonable sample that is capable of giving valid results. The results of the reliability and/or validity measurements do not produce any caution in the possible replication of the study, but instead indicates a well undertaken study, where the results prove that the application of problem-based strategy is the most suitable for obtaining high learning achievements for primary school students. Case study 2 This case study applied quantitative measurement techniques, by sampling a total of 192 students from the sixth grade, to assess the effect of behavioral interactions and achievements of cooperative learning for group members who were trained to collaborate and facilitate each other's learning and those groups that were not trained, but merely instructed to help each other. The results of the study indicated that the members of the groups that were trained were co nsistently helpful to each other, compared to the groups that were not trained. ... The measurement technique applied was appropriate for the study, since random sampling was applied, which eliminated any chances of bias. Additionally, the samples picked were constituted of a suitable ratio of the high-ability, medium-ability and low-ability students. The results of the reliability and/or validity measurements do not produce any caution in the possible replication of the study. Case study 3 This case study applied quantitative measurement techniques, by sampling a total of 48 students to assess the influence of mastery and performance goals on the nature of children's collaborative participation while playing a problem-solving computer game with a peer. The results of the study indicated that those children who were assigned the mastery goals were involved in a very elaborate problem solving discussion, compared to the children who were assigned performance goals, who were observed to engage in a more help-seeking interaction, with a low level of meta-cognitive cont rol. The results further indicated that the instructions that were goal-focused are better placed to influence the nature and quality of children's paired interactions. Additionally, the study results showed that giving goal mastery instructions served to promote a highly collaborative interaction for the students. The measurement technique applied was appropriate for the study, since the sample of 48 students was further subdivided into two groups, comprising of the dispositional group, and the context-dependent group. Additionally, the children used as samples were organized based on the same gender, year group, and goal orientation, to ensure

Week 1 discussion questions Essay Example | Topics and Well Written Essays - 500 words

Week 1 discussion questions - Essay Example The imperatives of organizations must involve a ready preparedness for changes. According to Marrow ‘the changes required by the welfare of the business become everybodys business and get made’ (Marrow, 1957, p. 66). The changing business strategies to cope with the fast transforming socio-economical paradigms of the times have become crucial factors because they enable the businesses to compete against their rivals. The main risk of adopting changes in the business processes is the resistance from the workforce. They become unsure about their own ability to successfully adapt the changes in their work practice. As a result of their irrational fear, they fight against any change to defend their position and job in the organization. A good managerial leadership within the organization facilitates better understanding, prediction and improvisation in work place, leading to improved performance. Conflicts can be solved through effective communication that encourages discussions and doubts clearing sessions and leaders must adapt such techniques to overcome resistance and create congenial atmosphere in the organization. Proper dissemination of information is essential to dispel any doubts about their ability to adapt successfully to the changes and the usefulness of the new resource, thereby facilitating a change that is positive. In my office environment of meat processing organization, introduction of new technology in the packaging section has become vital to meet the challenges of the new business competitiveness. The initial apprehension of the manager was overcome through his judicious and widely popular managerial expertise which facilitated the changeover with smoothness and without any bad feeling or insecurities among the employees. The manager had ensured that all the employees were taken into confidence regarding the growing

Consumer Incentives Essay Example | Topics and Well Written Essays - 250 words

Consumer Incentives - Essay Example The economic challenges of running a nursing home include risk and uncertainties, complexities related to insurance, the pressure to reduce costs, rapid and confusing course of technical and institutional changes, and perils caused by information asymmetries. All citizens demand healthcare services; therefore, the government intervenes by supporting healthcare facilities (Lee, 2009). The government may give economic incentives to healthcare providers through tax-free imports of medical facilities, tax holidays, and financial support with the aim of improving the quality of healthcare. The nursing home can signal the quality of its services to customers by hiring adequate number of nurses, ensuring nurses are educationally and clinically prepared, availing sufficient resources for service provision and informing the public about the quality of services through the media. Socio-cultural factors play a role in shaping the perceptions of people and their responses to health problems (Lee , 2009). Additionally, socio-cultural factors such as religious beliefs, cultural diversities, people’s customs, and risk-taking attitudes are critical in understanding societal and population processes such as the status of morbidity, survival, and mortality. Hiring adequate number of nurses is the best method of communicating the quality of service to the potential customers. When customers observe nurses working without strain, they develop confidence and expectations about getting personalized attention in the facility.

Recruitment and Selection Process

Recruitment and Selection Process Introduction Employees are one of the most important resources of any business, and so it is important for organisations to have a thorough recruitment and selection process. This is to ensure that the best possible candidate is recruited to the post. There are many different aspects to consider during the recruitment and selection process, and this essay considers the issues that an organisation should consider as they search for candidates to recruit. The responsibility for recruitment and selection lies predominantly with a Human Resources (HR) department (Armstrong and Taylor, 2014, p.248), although in many organisations it is common for functional department heads to be involved in the process to ensure that technical considerations are assessed during recruitment and selection. Organisations also face the decision as to whether it is preferable to recruit internally or externally, and there are advantages and disadvantages to both approaches. There are also legal considerations associated with recruitment and selection which it is imperative that an organisation adheres to (Aylott, 2014 p.11). Accordingly, this essay presents a logical assessment of best practice in recruitment and selection on a life-cycle basis, beginning with job skills analysis and concluding with the final selection process. Best Practice in Recruitment and Selection Torrington et al., (2011, p.157) explain that the first steps in recruitment should be pragmatic and straightforward. It is important for the HR department to know how many people they need to recruit, and the skills and capabilities that they must possess. The easiest way to address this problem is to conduct a job skills analysis, carefully considering the content and requirement of job functions including an assessment of technical skills and also intangible or softer skills such as communication, innovation or sales ability. Ideally job skills analysis should be incorporated with a strategic assessment of HR requirements so that the organisation can be confident that they have the necessary skills contained within the human capital of the business to achieve long-term organisational objectives (Rivera, 2012b, p.75). Lievens and Sackett (2012, p.463) also recommend a job skills matrix to assess the future potential capability of job functions and to link this to future employee development opportunities. This is a matrix which lists the skills of employees against the skills the organisation requires or would like in the long term. Having assessed the functions of job roles it is then necessary to create a job description and also a person specification. These are two distinct documents although they are often prepared together (Armstrong and Taylor, 2014, p.250). The job description describes the technical functionality of the role, being as precise and detailed as possible. The person specification addresses the intangible aspects of job functionality to ensure that any potential recruit will fit comfortably within the organisation and has the skills and attributes which the organisation requires. Wilton (2013, p.158) emphasises that it is important for there to be a good fit between an employee and the organisation, so that the employee feels comfortable in their job role and performs to the best of their ability. Once the job description and person specification have been developed it is then possible to advertise the job role as the first stage in actual recruitment. At this point the organisation must decide whether they should recruit internally or externally. Phillips and Gully, (2009, p.18) explain that internal recruitment can be beneficial for a number of reasons. These include offering current employees opportunities for promotion or personal development, which is proven to motivate employees by demonstrating that there is an opportunity for career progression. Also, recruiting internally can be considered as a lower risk because the organisation is already familiar with the skills and capabilities of the employee. From a pragmatic perspective internal recruitment is also more cost-effective and quicker, so it is easier to fill the job role with less risk to the business. However, disadvantages to internal recruitment can include resentment on the part of employees who are not selected for the role (Phillips and Gully, 2009, p.20). Also, it may be the case that the organisation is looking for specific skills in order to expand the business, and no employees already in the firm have this necessary experience or skill. In these instances it is therefore necessary to recruit externally. External recruitment can be more challenging. In the first instance it is necessary to determine whether the organisation will use in-house procedures for external recruitment, or alternatively make use of external sources such as recruitment agencies or headhunters (CIPD, 2013, p.1). This decision is often based on a combination of financial considerations and organisational discretion. For example, if an organisation needs to recruit a large number of relatively junior roles then a recruitment agency may be the most appropriate approach. Recruitment agencies are likely to have a large number of potential candidates on their books, and they can undertake much of the necessary background checks and initial skills assessments. This can be a highly resource intensive process which organisations may not be able to manage effectively, hence paying recruitment agencies becomes preferable. Rivera (2012a, p.1000) notes that over time organisations can often establish relationships with preferred recruitment agencies so that the recruitment agencies become familiar with the job descriptions and person specifications, and this accelerates the process. Increasingly, organisations are also making use of online recruitment opportunities, and this is another way of reaching a wide group of potential candidates in a cost-effective manner (Girard and Fallery, cited in Boudarouk and Ruel, 2009, p.39). Alternatively, if it is a particularly high profile or specialist role organisations may wish to make use of headhunters. These are considerably more costly but can be appropriate if the role is senior or it is a new role which requires a particular skill set. Rivera (2012a, p.1001) explains that headhunters are more commonly used when there is a long lead time for more senior appointees and it is more important that they are a good cultural fit for the business. Furthermore, the more senior the role, the greater the potential risk to the business in terms of financial expenditure. Therefore it can be preferable to use external sources to find the most appropriate candidates. As noted previously there are also legal considerations as part of the recruitment process. These commence with the advertising of the job role, which under UK and EU legislation must be entirely non-discriminatory (Aylott, 2014, p.66). This includes wording of the advert for the role, and also the actual process of recruitment which must be entirely fair and transparent. This is another reason why headhunters and recruitment agencies can be beneficial, as they can help to ensure adherence to legislation and regulation in this area. It is also worth noting that there are changes in progress within the regulation in this area meaning that candidates shortlisted for more senior roles must demonstrate gender parity (Aylott, 2014, p.67). Hence, headhunters can be helpful for drawing up shortlists prior to the next stage of recruitment. Having drawn up a shortlist of potential candidates, either internally or externally, the next step in the process is to narrow down this shortlist. There are a number of possible means of doing this which can include interviews, psychometric testing and assessment centres (Breaugh, 2013, p.395). As might be imagined, each of these approaches has advantages and disadvantages, and it is also not uncommon to utilise these techniques in combination. The decision as to which type of recruitment method to adopt depends on the nature of the job role and the potential risks associated with the job function (Hall et al., 2013, p.358). In any event, it is absolutely imperative to ensure that there is complete fairness and transparency in the recruitment and selection process, not only because of the need to adhere to legislation and regulation, but also to ensure that each candidate has a fair experience. This is because this has implications for long-term recruitment and selection of high calibre candidates (CIPD, 2013, p.1). Guion (2011, p.9) explains that interviews remain as one of the most common forms of assessment when determining whether a candidate would be suitable for a job function. The length and intensity of the interview depends on the nature of the job function. As alluded to above, it is commonly the case that recruitment and selection is the responsibility of the HR department, although it is often the case that functional department heads are involved in the process to assess the technical competence and capability of the candidate. In any event the potential candidates should be assessed against the job description and person specification (as described above) and during the course of the interview it is sensible to take notes so that at a later stage the shortlisted candidates can be compared to one another (Chapman and Webster, 2003, p.117). For some more senior roles it may be the case that more than one interview is conducted with different members of the organisation. Kline (2013, p.25) acknowledges that although interviews are very popular, there can be concerns with unintended preference, a concept known as the golden halo effect. This occurs when the interviewers subconsciously prefer candidates who they considered would be a good cultural fit. This is why it is important to have complete transparency in the interview process. Psychometric testing and aptitude testing are also extremely popular techniques for assessing potential candidates during the selection process. Suff (2012, p.9) explains that aptitude testing is an assessment of the numerical, verbal, and general logical reasoning capability of an individual. Psychometric testing is more intensive and includes an assessment of personality traits. Psychometric testing is not an exact science, but over time a large body of empirical data has been gathered which helps to increase the reliability of such testing. Generally speaking psychometric tests are a useful indicator of underlying personality traits, and can be a good means of an organisation assessing whether an individual candidate would be a good fit for the business. Cushway (2014, p.26) explains that psychometric tests can be useful if an organisation is looking to recruit an individual with particular personality traits in order to help generate a cross functional team. In contrast, Suff (2012, p.10) suggests that psychometric testing is more valuable as a supporting indicator, along with other selection techniques such as interviews and assessment centres. Assessment centres are the most intensive form of employee selection. They typically comprise a number of small tests and presentations to simulate the likely working conditions and to assess how an individual performs under pressure and how they work in teams (Armstrong and Taylor, 2014, p.232). During the course of an assessment centre it is likely that the candidate will have to give a presentation, solve a problem with imperfect information (to simulate real-life), and also work in a team environment. Assessment centres are highly resource intensive but are considered to give the most accurate picture of how a candidate would be likely to perform if they were recruited to the organisation. The costs of running an assessment centre are high, so in the main they are reserved for more senior job functions, or for graduate recruitment schemes. They are also more commonly used by larger organisations that have the resources to maintain a talent management pipeline (McClean and Collins, 2011, p352). Stahl et al., (2012, p.35) believe that assessment centres can be somewhat artificial as all the candidates are aware that they are in competition for a defined number of job roles, and this may encourage them to distort their behaviour. Stahl et al., (2012, p.35) also believe that there is a greater risk of the golden halo effect during assessment centres as the assessors get to know candidates throughout the duration of the assessment centre. It is necessary to mention that references from previous employers or other respected individuals can play a small part in the recruitment and selection process. However, such is the nature of legislation relating to references, many organisations simply use them to verify that a candidate has been previously employed and that they do not have a tendency to high levels of sickness absence or any other obvious undesirable tendency, for example an extensive disciplinary record (Torrington et al., 2011, p.182). As references must be entirely factual, personal observations of the previous employers are generally not found in references in the UK. Some organisations may also wish for shortlisted candidates to undertake medical checks. This is likely to be more common in job functions where there is either a particular medical need for high levels of health and fitness because the job is particularly strenuous, or because the organisation has a long-term commitment to employee health and well-being. In either event organisations are only likely to take up references and ask for medical checks for candidates whom they believe they will offer the job post (Torrington et al., 2011, p.183). Once the organisation has decided who they will recruit, it is necessary to draw up a contract of employment, and to send a formal offer letter to the preferred candidate, setting out the terms and conditions of employment. Aylott (2014 p.112) observes that it is surprising how many organisations do not maintain good record-keeping in this regard, and it is imperative that if the candidate accepts the role they return a signed copy of the contract and terms and conditions. It is also good practice for an organisation to formally write to the unsuccessful candidates and briefly explain why they were not recruited for the post (CIPD, 2013, p.1). This helps to improve the overall candidate experience thus supporting the reputation of the organisation and wider marketplace. If job requirements change in the future, maintaining a good relationship with potential candidates makes it is much easier to offer them a job role in the future (Klotz et al, 2013, p.110). Finally, Aylott (2014, p.32) explains that under UK legislation, unsuccessful candidates may exercise the right to challenge why they were not recruited for the role. This is why it is important to maintain scrupulous records throughout the recruitment and selection process and demonstrate complete fairness and transparency. As it may be some time between acceptance of the job post and the candidate starting in the role, then this is a good opportunity for the organisation to prepare the new employees induction in advance. It is also best practice for an organisation to allow access to the employee handbook when recruiting an employee. A good induction is one where the new employees has the opportunity to meet their colleagues and receive basic training in aspects such as health and safety and organisational systems (Covert, 2011, p.9). This is entirely pragmatic as it is an opportunity for existing employees to meet their new colleague, and also to ensure that the new employee has a thorough grounding in the organisation so that they become rapidly embedded and are able to make a difference as soon as possible. This is often an issue for organisations as it can take time for new employees to become familiar with organisational culture. Therefore an induction is a good way of starting this process. Finally, the majority of new employees are likely to be operating under a probationary period in the first few months of employment. There are legal implications to this, meaning that it is important for an organisation to clearly set out their expectations for the new employee, and also to offer the employee as much help and support as possible in the early days of their employment (Cushway, 2014, p.34). It is in no partys interest for there to be a high turnover of staff. Not only because the recruitment and selection process is extremely costly and resource intensive, but also because it is also disruptive to an organisation and long-standing employees. Hence, it is preferable to invest the necessary level of resource, time and effort in recruiting the right employee in the first instance. Recommendations To summarise, the first steps in effective recruitment and selection are to establish the requirements of the job role, and also the preferred attributes of the individual who will eventually fulfil this role. It is important at this early stage to be as precise and as comprehensive as possible, and also to be aware of the need for transparency in the process. This is because the description and person specification not only form the foundation of the job advert, but also they become the benchmark against which potential candidates are assessed, and successful employees are measured (Guion, 2011, p.240). Although resource intensive, it is worthwhile to spend time and effort refining the job description and person specification. Once the shortlist of candidates has been prepared, either from internal or external sources, it is necessary to assess all potential candidates to determine their suitability for the role (Phillips and Gully, 2009, p.17). There are several alternative means of achieving this including interviews, testing and assessment centres. As elucidated above, there are advantages and disadvantages to all of these methods, and this is why it is often the case that more than one technique is used. It is important to reiterate the importance of transparency and fairness throughout the entire selection process. Having selected a suitable candidate the organisation should then formally write to the employee enclosing the employment contract and terms and conditions of employment (Aylott, 2014, p112). An organisation may also wish to take up references and ask the candidate to have a medical assessment. It is best practice to formally communicate non-selection to unsuccessful candidates, as this is not only helpful for maintaining organisational reputation, it may have future practical benefit. Throughout the entire process of recruitment and selection scrupulous record-keeping is strongly recommended. Once a candidate has accepted a position of employment, it is then good practice to offer an induction period. This helps the new employee to settle in, and helps to increase productivity and reduce employee turnover. Conclusions This essay has set out the current recommended best practice in respect of recruitment and selection. It has illustrated the complexity and resource intensive nature of the process, and also emphasised the importance of prior planning and preparation to ensure that the most suitable candidates are shortlisted for the role, and that they have the necessary skills and attributes. As has been discussed throughout the essay, there are a number of alternative methods for actually selecting a candidate for the job role, and the determination of which of these methods is used relies on the specifics of the job itself and also the long-term HR and human capital requirements of the organisation. In an ideal scenario, the recruitment and selection process is cross-functional in nature, involving both HR and department heads, and is also linked to the long-term strategic requirements of the business. Throughout the entire process it is imperative to maintain fairness and transparency, and to focus on recruiting the best possible candidate in order to reduce the possibility of subsequent employee turnover. References Armstrong, M., and Taylor, S., (2014) Armstrongs handbook of human resource management practice. (13th Ed) London: Kogan Page Publishers. Aylott, E., (2014) Employment law: HR fundamentals. London: Kogan page. Breaugh, J. A., (2013) Employee recruitment. Annual review of psychology, 64(4), 389-416. Chapman, D. S., and Webster, J., (2003) The use of technologies in the recruiting, screening, and selection processes for job candidates, International Journal of Selection and Assessment, 11(2/3), 113-120. CIPD (2013) Recruitment factsheet [online] available at http://www.cipd.co.uk/hr-resources/factsheets/recruitment-overview.aspx retrieved 3rd Oct 2014. Covert, S. P., (2011) Creating a Web-Based Employee Orientation and Induction Program. School Business Affairs, 77(1), 8-10. Cushway, B., (2014) The employers handbook 2014-15: An essential guide to employment law, personnel policies and procedures. London: Kogan Page Publishers. Girard, A., and Fallery, B., (2009) E-recruitment: new practices, new issues. An exploratory study. In Boudarouk, T., and Ruel, H., (Ed.) Human resource information systems. London: Emerald Group Publishing. Guion, R. M., (2011) Assessment, measurement, and prediction for personnel decisions. London: Taylor and Francis. Hall, D., Pilbeam, S., and Corbridge, M., (2013) Contemporary themes in strategic people management: a case-based approach. London: Palgrave Macmillan. Kline, R., (2013) The bias that lives on: Discrimination in recruitment persists in the NHS, and it is long past time to tackle it, says Roger Kline. Nursing Standard, 27(41), 24-25. Klotz, A. C., Motta Veiga, S. P., Buckley, M. R., and Gavin, M. B., (2013) The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1), 104-119. Lievens, F., and Sackett, P. R., (2012) The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance. Journal of Applied Psychology, 97(2), 460-468. McClean, E., and Collins, C. J., (2011) Highcommitment HR practices, employee effort, and firm performance: Investigating the effects of HR practices across employee groups within professional services firms. Human Resource Management, 50(3), 341-363. Phillips, S., and Gully, C., (2009) Strategic staffing New Jersey: Pearson Education. Rivera, L. A., (2012a) Hiring as cultural matching the case of elite professional service firms. American Sociological Review, 77(6), 999-1022. Rivera, L. A., (2012b) Diversity within Reach Recruitment versus Hiring in Elite Firms. The Annals of American Academy of Political and Social Science, 639(1), 71-90. Stahl, G., Bjrkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., and Wright, P., (2012) Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42. Suff, R., (2012) Employers use of psychometric testing in selection: 2012 XpertHR survey. IRS Employment Review. (Sep), 9-10. Torrington, D., Hall, L., Taylor, S., and Atkinson, C., (2011) Human resource management. (8th Ed) London: FT/Prentice Hall. Wilton, N., (2013) An introduction to human resource management (2nd Ed) London: SAGE Publications Ltd.

Friendship in Wordsworths Tintern Abbey :: English Literature Essays

Friendship in Wordsworth's Tintern Abbey Of all the topics Wordsworth covered in his poetic lifetime, friendship stands out as a key occupation. His own personal friendship with Coleridge led to the co-writing of Lyrical Ballads in 1789. The poem â€Å"On Friendship,† written to Keats after an argument in 1854, states, â€Å"Would that we could make amends / And evermore be better friends.† In â€Å"Lines Written a Few Miles Above Tintern Abbey,† we find the purest expression of Wordsworth’s fascination with friendship. Written on the banks of the Lye, this beautiful lyric has been said by critic Robert Chinchilla to â€Å"pose the question of friendship in a way more central, more profound, than any other poem of Wordsworth’s since ‘The Aeolian Harp’ of 1799† (245). Wordsworth is writing the poem to his sister Rebecca as a way of healing their former estrangement. Rebecca Wordsworth was, as many writers have pointed out, distressed at Wordsworth’s refusal to hold a full-time job—like many a youth after him, Wordsworth was living the carefree life of the artist. Rebecca wanted him put to rights. He should become an adult now. â€Å"Tintern Abbey† is Wordsworth’s attempt to explain himself to Rebecca, but also, in crucial ways, to himself. As the poem opens, Wordsworth is standing a few miles above the ruined Tintern Abbey. He states: Five years have past; five summers, with the length Of five long winters! and again I hear These waters, rolling from their mountain-springs With a soft island murmur. Despite his position, Wordsworth can hear the â€Å"soft island murmur† of the mountain springs. As â€Å"five long winters† suggests, Wordsworth is cold and dreary—London, we must remember, is a bitter place. He longs for the islands: the sand, sun, and warm waters that those murmurs suggest. The coldness of winter could be brought about by Rebecca’s distance from her brother; they had been, at the time of the poem’s writing, separate for five long years. But he can hear reconciliation coming just at the edge of hearing: he can spot the horizon of friendship. But no sooner does friendship appear in the poem than it is thwarted by these lines: Green to the very door; and wreaths of smoke Sent up, in silence, from among the trees! With some uncertain notice, as might seem Of vagrant dwellers in the houseless woods, Or of some Hermit's cave, where by his fire The Hermit sits alone.

Philips Vs Matsushita Case Study Essay

CASE STUDY ASSIGNMENT: Philips vs Matsushita Philips and Matsushita are two principal consumer electronics companies that adopted two different strategies that lead them to some success, and later losses. Philips, as a multinational company, was more into a global organizational portfolio; whereas, Matsushita was focusing its operations in Japan. Unfortunately, both companies face loss of profitability even if their top managers were putting a lot of effort into the success of their respective business. Philips employed seven CEOs, and each used different strategy to reach the company success. Matsushita strategy was to turn the company into a cost containment mode, but the losing trend appeared by then. While Philips pursued its path into innovation and entrepreneurship by using their local resources to create new products, Matsushita was more focusing on a strategy based on standard products. Philips began closing useless plants and identifying businesses as either core or non-core. Purchasing the North American Philips Corp was to regain control and spending on basic research was to make the R&D the direct reasonability of the business. However, the spending was wasted; NOs were unwilling to use the new technologies developed. Matsushita, on the other hand, was more focusing on its subsidiaries; for instance, it implemented the operations localization that gave more power to the subsidiaries and more choice to their managers. After collapsing, the latest CEO decided to consolidate manufacturing facilities. However, it did not focus on innovation and did not develop new products. Nevertheless, both companies had many disadvantages in their strategies. For instance, Philips lacked the ability to deal with a changing international environment, exceeded by the competition in terms of price since it was offering the most expensive products in the market, and also, faced many problems internally like disputes between its NOs and its product divisions. On the other hand, Matsushita has a centralized production which led to losses throughout the years. Also, their cultural values were not adaptive enough to let the firm cope with the changing environment. Even by adopting strong strategies, Philips and Matsushita continue to lose profitability and now for sure, they need to restructure their businesses and risk should be spread in order to mitigate unforeseeable disasters.

Free Essays on Poems Of Graveyard (shelley,gray Unamuno)

Alberto Là ³pez Correa Professor Cabezas Coca Literatura Romntica Victoriana Eduardiana 29 Dic 2001 POEMS OF GRAVEYARD Shelley ´s â€Å"A Summer Evening Churchyard†, Gray ´s â€Å"Elegy Written in a Country Churchyard† and â€Å"En un cementerio de lugar castellano† by Unamuno Death, as the greatest human truth, is and an excellent topic in poetry, beholded sometimes as a fearful hour, sometimes as the definitive peace. There is a calidoscopic view of these three authors about death and the place where it dwells; the prerromanticism of Gray, the full romanticism of Shelley and the anguish of life of Unamuno. Shelley stresses the idea of peace and rest that Death provides. As a romantic he makes of Death a magical thing, one more step in the circle of life. Nature plays a very important role; Summer comes before Atumn as Twilight comes before death. Death is the last of the mysteries, the last of the dreams. The whole poem is deeply evocative â€Å"They breathe their spells towards the departing day Encompassing the earth, air, stars and sea .../Responding to the charm with its own mistery† (L. 7-10) Death receives several names; Twilight (5), Obscurest Glen (6) departing day (7) etc. Life is a dream or just an illusion for many authors like Calderà ³n or Plato (very important for romantics), but death is also for some like Quevedo; â€Å"No me queda ya que soà ±ar, y si en la visita de la muerte no despierto, no hay que aguardarme. Si te pareciere que ya es mucho sueà ±o, perdona algo a la modorra que padezco; y si no gurdame el sueà ±o, que serà © yo sietedurmiente de las postrimerà ­as† (Quevedo, â€Å"Sueà ±o de la muerte† p.182) We are all asleep, dreaming we have a life, and when we die we are awakening to a new life, this may be the idea reflected in the poem. That ´s why Shelley ´s depiction of it is â€Å"Tus solemnized and softened, death is mild /and terrorless as this serenest night† (l. 25). The next line (l. 2... Free Essays on Poems Of Graveyard (shelley,gray Unamuno) Free Essays on Poems Of Graveyard (shelley,gray Unamuno) Alberto Là ³pez Correa Professor Cabezas Coca Literatura Romntica Victoriana Eduardiana 29 Dic 2001 POEMS OF GRAVEYARD Shelley ´s â€Å"A Summer Evening Churchyard†, Gray ´s â€Å"Elegy Written in a Country Churchyard† and â€Å"En un cementerio de lugar castellano† by Unamuno Death, as the greatest human truth, is and an excellent topic in poetry, beholded sometimes as a fearful hour, sometimes as the definitive peace. There is a calidoscopic view of these three authors about death and the place where it dwells; the prerromanticism of Gray, the full romanticism of Shelley and the anguish of life of Unamuno. Shelley stresses the idea of peace and rest that Death provides. As a romantic he makes of Death a magical thing, one more step in the circle of life. Nature plays a very important role; Summer comes before Atumn as Twilight comes before death. Death is the last of the mysteries, the last of the dreams. The whole poem is deeply evocative â€Å"They breathe their spells towards the departing day Encompassing the earth, air, stars and sea .../Responding to the charm with its own mistery† (L. 7-10) Death receives several names; Twilight (5), Obscurest Glen (6) departing day (7) etc. Life is a dream or just an illusion for many authors like Calderà ³n or Plato (very important for romantics), but death is also for some like Quevedo; â€Å"No me queda ya que soà ±ar, y si en la visita de la muerte no despierto, no hay que aguardarme. Si te pareciere que ya es mucho sueà ±o, perdona algo a la modorra que padezco; y si no gurdame el sueà ±o, que serà © yo sietedurmiente de las postrimerà ­as† (Quevedo, â€Å"Sueà ±o de la muerte† p.182) We are all asleep, dreaming we have a life, and when we die we are awakening to a new life, this may be the idea reflected in the poem. That ´s why Shelley ´s depiction of it is â€Å"Tus solemnized and softened, death is mild /and terrorless as this serenest night† (l. 25). The next line (l. 2...

Understanding Essay Titles

Understanding Essay Titles Understanding Essay Titles Today, it is rare that you would be given ready made essay titles. Usually what you get is an essay question or a prompt. The main ingredient in a successful essay is understanding what you need to write about. Most essay questions contain four components: aspect, focus, instruction and subject. This formula works both ways, either you get a question which already contains these elements, or you get a paragraph of instructions and you have to come up with an essay title, based on them. Besides your topic, the title should convey the angle of your argument, context and what you need to do. In this post, you will find out about the types of essay titles and what you should do with them. Based on the instructional verb, we can identify 9 types of titles. Analyze You have to process related materials to find key evidence and important factors which influence the outcome. This means that you have to examine each piece of information you find and give the audience facts, instead of assumptions. Example: The Importance of Higher Education Compare and Contrast These two often come in couple, because it is obvious that you will compare two points or elements to find both their similarities and differences. You can also explain the significance of the matching or opposing features you have found. Example: Batman VS Superman: Do Only Gods Have Superpowers? Describe This one is probably the easiest to understand, as you only need to point out the state of things. No opinions or explanations are required. Your essay will be based on one of the five senses: what I see, what I smell, what I hear, what I taste, what I feel Example: A Day In the Life of a Blind Person Discuss If you get a discussion type of essay title, be prepared to choose a side. Identify the points of view on the subject, take one and argue for or against it using facts, examples and opposing views. Example: Photo Realism: Is It Necessary? Evaluate Put on the teachers’ shoes for a day. If you are asked to evaluate something, you will have to analyze the subject matter and identify its usefulness or insignificance. Example: The Issue of Using Electronic Device on the Road Examine Here, you will have to take the subject under a microscope and look into the smallest details. It may be applied to people, events, different phenomena, and other elements. Example: Examine the Methods of Preventing Water Pollution Explain This type of essay title usually begins with a how or a why. It means that the essay will either give instructions or expose an issue and make it clear why something is happening the way it does. Example: Obesity in the USA Justify These topics are usually controversial in the course of a global discussion. You will have to find clear evidence to support the argument, explain why the phenomenon that you are defending has a place to be. Example: Legalizing Abortions for Rape Victims All in all, our service is always available online to provide students with custom essay writing help at a reasonable cost.

Medical Law Essay Example | Topics and Well Written Essays - 2000 words

Medical Law - Essay Example Moreover, the evaluation of the physicians, with regard to the continuance or otherwise of the patient’s life, is bestowed with primacy. In many instances the courts have agreed with the physicians’ evaluation that it would defeat the best interests of the patient to continue with life prolonging medical measures (Mendelson & Jost, 2003, p. 131). The 1993 case of Airedale NHS v Bland proved to be a landmark case in the area of cessation of artificial feeding and therapy. The court permitted the withdrawal of treatment from persons in a persistent vegetative state (PVS). In this case, the defendant Anthony Bland was in PVS as a result of having been asphyxiated in a stampede. The physicians attending upon him proposed the discontinuation of artificial feeding and antibiotic therapy (Tibballs, 2007, p. 233). Subsequent to undergoing a persistent vegetative state for three years, a court order was procured by the physicians attending upon Bland. This order permitted the me dical authorities to write finis to the indignity and degradation that had become an integral and overwhelming component of this hapless individual’s life. It was the considered opinion of the judges, ruling in this case that the inability of Bland to execute a will had prevented an earlier end to his pain and indignity filled life (Docker, 2000). It was clearly realised by the medical authorities that such cessation of feeding and treatment would result in death by starvation. However, such a course of action would not cause discomfort to the patient. It was also assumed that it would be in the best interests of Bland to legally discontinue the life sustaining treatment and tube feeding. Lord Hoffmann opined that the discontinuation of treatment was not only in the best interests of Bland but was also aimed at stopping the humiliation being undergone by him and to prevent distress to his family members. According to Lord Mustill, Bland had to be allowed to die in the best in terests of the community. He further stated that this decision was in the best interests of the family members of Anthony Bland (Tibballs, 2007, p. 233). While pronouncing judgement in the Bland case, one of the presiding judges stated that the States of the Union in the US, which had enacted laws to permit living wills, there was an explicit exclusion of terminating life by discontinuing nourishment and hydration (Ozimic & Fleming, 2011). It is the duty of a doctor to take into account, the best interests of a patient. However, there is an erroneous presumption that the best interests of the patient can be determined only by reference to the patient’s wishes, prior to his becoming incapacitated. The choice exercised by a patient need not necessarily be in his best interests, on every occasion (Ozimic & Fleming, 2011). In addition, ignoring the wishes of an incompetent person, should not be invariably be deemed to be disrespectful to the patient, and in contravention of his r ights. Although, patient autonomy is of considerable significance, doctors take other factors, such as life and health, and the provision of adequate health care in order to support the health and life of the patient. With respect to an incapacitated individua

Linguistics Essay Example | Topics and Well Written Essays - 2000 words

Linguistics - Essay Example How do word-deaf patients cope and how they understand and comprehend important ideas and concepts. â€Å"Pure word deafness (PWD) is a rare auditory disorder that is characterized by a selective deficit in comprehending spoken words, while the identification of nonverbal sounds remains intact.† (Zhu, et al., 2010, p. 843). This is a form of brain damage that makes it challenging for a person to comprehend words that are spoken to him or her. Pure word deafness is characterised by a selective problem of accessing language sound patterns and word forms (Rickheit & Strohne, 2012). This means that the sound patterns and variety of words presented to a person suffering from this condition are not understood by such an individual. This is distinguished from cortical auditory deficit by the fact that pure word deaf persons can hear and comprehend music and environmental sounds (Kaga, 2013). Thus, by implication, pure word deaf patients can hear and understand music as well as environmental sounds around them. However, they cannot hear words spoken to them by a third party. Pure deafness is scientifically known as Auditory Agnosia for speech and verbal communication (Feinberg & Farah, 2012). This expresses the difference and inconsistency in comprehension of verbal discourse and the lack thereof of verbal auditory recognition. â€Å"The underlying problem of a person with word-sound deafness is at the stage of extracting the phonetic features from the speech input such that the patient has problems discriminating between widely variant words (the severe form) or between similar sounding words† (Ingram, 2014, p. 166). This means that the person with word deafness has some challenges in decoding the phonetic and sound elements of speech and cannot sort it out for onward interpretation and understanding. Pure Word Deafness is caused by a brainstem lesion which is a complication that often comes with