Albatross and Rimm of the Ancient Mariner

Albatross and Rimm of the Ancient Mariner Free Online Research Papers One act changes a mans life forever. What is it about an albatross that is so powerful it could affect the lives of people? It’s only a bird, a large bird, an aquatic bird with coloring of white and dark brown or black. In the poem â€Å"Rimm of the Ancient Mariner†, life changes for over 200 men with the single act of a man with his bow. Only if you believe there is a link between nature and the spiritual world would you be affected. But what is it about the life of a bird, an albatross that could change lives. Sailors for centuries have considered the albatross an omen of good luck or in some cases a curse. In the poem â€Å"Rimm of the Ancient Mariner† the crew learns that life can change quickly both for the good or bad. When their ship is frozen in the ice and an albatross appears, the ship is freed and released and once again the sails are filled with the wind. The albatross has acted as a giver of life, something that goes deeper than just the flesh. This new freedom is almost like salvation, not only have they experienced the physical freedom but also their spirits have been released from certain doom. As the sailors feed and play with the bird there seems to be more than just a physical connection. A kindred spirit has formed, a trust in each other. Then for some unknown reason one of the sailors decides to kill the albatross. With this action comes retribution from an unforeseen source. With the killing of the bird the spiritual world has been awakened. Both good and bad will exert their influence upon the ship. The curse of death has been passed upon them and upon that single sailor he will suffer the worst death of all. He would live but wish that he could die. They witness death coming in the form of a skeletal ship with a crew of two, Death and Life-in-Death. The souls are required of each man that condoned the killing, except the one who did the actual act. â€Å"Life-in-death† will require that sailor’s soul to be tormented inside him until the retribution has been paid, if ever. With the price paid the heavenly spirits guide the ship back to its home port, where the tormented sailor will start his journey of life-in-death. Because we live in the natural world and cannot see the spiritual one does not mean that it does not exist. I have had feelings at one time or another that certain things were not right to do, and it was more than conscience that was talking to me. I am also sure that many have experienced or heard about someone dying and talking about the angels that they see. The sailors on this ship saw death and the price that each had to pay. All this because they refused to honor the natural world and all it had to offer. So an albatross may have more power than we think. Just as much power in death as in life. Research Papers on Albatross and Rimm of the Ancient MarinerHenderson the Rain KingDeontological Teleological TheoriesGenetic EngineeringThe Fifth HorsemanExempt vs Non-Exempt EmployeesThe Story of Beatrix PotterDistance Learning Survival GuideThe Rise and Fall of Napoleon BonaparteAmerican Central Banking and OilThe Equal Rights Amendment

Kill Mary to Save Jodie essays

Kill Mary to Save Jodie essays This is obviously an extremely difficult and emotional decision for the parents of these co-joined twins, and as such, they certainly should be the ultimate decision-makers in the life or death of their daughters. It is quite inconceivable that English law does not recognize the parents' wishes, or allows their wishes to take precedence in the final decision. Ultimately, it is the parents who will have to live with the survivor (if there is one), and ultimately it is the parents who will have to live with their decision to save one baby, if they choose to do this, or lose both babies. Morally and ethically, the decision should rest with the parents, and not with doctors who will not bear the consequences long after the operation is completed. Unfortunately, in this case the parents do not want to do anything, which will probably eventually kill both daughters. This is their decision and they must live with it. However, it is not for the courts to step in and play God, it is still the parents' decision, and It is easy to see how ethics play such an important part in this argument, and how feeling could grow heated on both sides. The sound decision by the parents would seem to be to save Jodie so at least one of their daughters can go on to lead a meaningful and productive life. As it is, Mary will almost certainly die, and she may sap Jodie's strength so much that she eventually dies too. Since Jodie has a good chance of surviving without Mary, it seems the most ethical choice for the parents would be to save Jodie, and mercifully end Mary's life, which will never be It seems almost selfish of the parents to place everything in God's hands, while they make no decision. Ultimately, this releases them of all responsibility in the case, and that is not right. The parents should make a decision, no matter how difficult it may be, ...

To introduce learners to the concept of business ethics and to examine Essay

To introduce learners to the concept of business ethics and to examine its relevance when considering business objectives and responsibilities - Essay Example The company wants to make itself an integrated global organisation. But for its business growth & achieving its objectives the company took some major wrong steps which involved the company into a scandal in1996. This affected the ethical issues of the company also. Pfizer introduced a drug named Trovan. At that time a large outbreak was spread in Nigeria and the company tested the drug on infected children under hasty concision. The company did not inform their parents about the experimental drugs. The adverse effect of this drug killed fifty children & disabled many children. This action affected the ethical issues of the company like individualism, Kantianism, utilitarianism. The company disobeyed the government laws & ethical standards to maximize its profit. Pfizer only considered its business growth without focusing on its customer happiness. The goodwill of the company was hampered as it only focused on money making and ignored the value of people life. The company neither exe cuted the trial for good cause nor did it create happiness. Without evaluation the problems associated with the results of the trial Pfizer implemented it and ended with lawsuits. Pfizer did not respect its customers and took irrational actions (Altier 64-67). The company behaved in an inhuman way with the Nigerians and produced fake letter. As a results of this ethical issues Pfizer was deceitful to the US as the company did not informed the country about this incident for a long time. The company showed its coward nature by not admitting the facts that unethical standard was followed during the time of its medicine testing. It did not consider about the correct ethical guideline which should be followed. This is how the business objectives of Pfizer affected the ethical considerations (Baier 88-89). A person who invests in the company is known as stakeholder. They contribute a

Early years an infant mental health Assignment Example | Topics and Well Written Essays - 2750 words

Early years an infant mental health - Assignment Example With the points made above, the use of circle of security will be identified as a vivid example of a strategy for gaining attachment that distinguishes love from secure attachment (Breggin & Breggin, 2009). One important aspect of the circle of security intervention that is going to be a immense help to subjects in the case study, especially the caregiver is that the intervention focuses not just on the child or the mother but on both the parent and the child. This is because Szalavitz and Perry (2010) examples that as a secure attachment bonding intervention, circle of security focuses attention on a child’s emotional connection with the primary caregiver, who in this case is Emma. This type of emotional connection takes a very long walk in the life of the child and caregiver, starting from birth and developing at a very rapid rate into the first two years of the child’s life, and thereafter. The core merit of the circle of security therefore has to do with the fact th at the nature attachment and bond that needs to be developed between the mother and child will start right from the onset of the intervention because it does not isolate the emotional needs of the child from the series of tasks that are designed in equipping the caregiver with the skills of offering secure attachment.Another important aspect of the proposed intervention is that it is made up of well identified stages that make it possible for the service provider to clearly identify the needs of the patient and rightly apportion remedies to them. (Daws, 2009). For example the pre-intervention stage is to undertake a child and caregiver classification and rating that seek to rightly measure and quantify the degree of child and caregiver problem. This is however done as a product of the assessment procedures that are carried out. In often times, the child and caregiver classifications and ratings will be undertaken as a codification process for the results that are gathered at the pre -intervention level. For example from a child’s perspective where videotapes and questionnaires are used in the assessment data collection, a clinical psychologists will code the results

Advanced management accounting Essay Example | Topics and Well Written Essays - 1500 words

Advanced management accounting - Essay Example They cannot control costs well without preparations the statements that reconcile expected revenue and expenditure with budgeted figures. In this regard, the paper aims at preparing a statement giving the budgeted, actual, and variances. The information above reveals that L10 has a favorable variance because the actual expenditure is less than the budgeted amount whereas L17 has an adverse variance sine the actual number exceeded the budgeted expenditure. The quantity put into books may not be the same as the one sold. It is due to favorable or unfavorable operating conditions. In obtaining the variance, the actual amount sold is subtracted from the standard number. The result is multiplied with the standard selling price. The information of Geeta plc allowed the calculation below in determining the sales volume variance. Labour cost variance has been given a definition by Drury (2008) as the difference between the actual labour cost incurred and the budgeted cost. It is made up of labour rate variance and labour efficiency variance. The employees in an organization may take more hours in completing tasks than what the budget allowed. Conversely, the conditions may allow the workers to spend less time in completing the activities assigned to them. Either way, the variance arises. It is calculated by finding the difference between the time allocated in the budget and the real time taken at standard wage rate (Lucey, 2002). In every organization, decision making process requires certain information. The crucial information involves cost analysis. The costs have different behavior, and it becomes necessary for management accountants to prepare cost reports allowing efficient management of costs. The statements categorize costs. In doing so, the managers are able to identify relevant and irrelevant costs. Lucey (2002) defines relevant cost as the one that can

Managing Human Resources In Modern Business

Managing Human Resources In Modern Business Human Resource Management is a way of management that links people-related activities to the strategy of a business or organisation. HRM is often referred to as strategic HRM. It has several goals: To meet the needs of the business and management (rather than just serve the interests of employees); To link human resource strategies / policies to the business goals and objectives; To find ways for human resources to add value to a business; To help a business gain the commitment of employees to its values, goals and objectives The link between Human Resources and Business Strategy All elements of the business strategy have implications for human resources, as illustrated in the table below. The challenge for management is to identify and respond to these HR challenges: Examples of Key Strategy Issues Possible Human Resource Implications What markets should the business compete in? What expertise is required in these markets? Do existing management and employees have the right experience and skills Where should the business be located to compete optimally? Where do we need our people? How many do we need? How can we achieve improvements in our unit production costs to remain competitive? How productive is the workforce currently? How does this compare with competitors? What investment in the workforce (e.g. training, recruitment) and their equipment is required to achieve the desired improvement in productivity? How can the business effect cultural change? What are the current values of the workforce. How can the prevailing culture be influenced/changed to help implement a change programme? How can the business respond to rapid technological change in its markets? What technological skills does the business currently possess? What additional skills are needed to respond to technological change? Can these skills be acquired through training or do they need to be recruited? An important part of HRM is the Human Resources Plan. The purpose of this plan is to analyse the strategic requirements of the business in terms of manpower and then to find a way of meeting the required demand for labour. Human resource management can be identifying in direction of Hard-Soft and Loose-Tight. HRM has both side hard (tight) and soft (loose).Soft HRM in an important strategic planning building it will show the company the path of further where its now what need to be done in future and it can be well defined as a future planning process a development in HRM. The components of SOFT HRM are categorized as; Defining where the company is now Identification of where the company is now and what its strengths and weakness is an important component for soft HRM in decision making. Without a proper understanding of the companys present situation HRM cannot be continued else it will end up with a mess. Defining where the company want to be in the future. A proper forecast of the future is an essential component not only for HRM but also for any other management function. This will give a guide to human resource and its easy to make decisions and plans. Analysis of the external environment. Environment is an important fact to business because environment consists of people who some time company identify them as customers and sometimes as employees. The knowledge of external environment will give company opportunities and threads.HRM is managing people the source where people come from is the external environment so analysis is an important fact. Plans to implement necessary changes. After identification of the company present, future progress and the external environment company can take HRM decisions which are necessary to the company. This will be very useful to a company in planning decisions such as recruitment and cost management. The determination of type of works need to be carried out by workers are recognized as HARD HRM. In human resource management a proper level of activities are need to be maintain. There might be different departments in a company and it doesnt want all departments to be efficient. HARD HRM activities can be categorized as; Forecasting of employees A certain number of employees are needed to be in the company to carry out day to day work and to give out the expected out put in a given period. The forecast of demand in future about the product and services makes employee changes. Analysis of employees Analysis of the current working employees within the company makes the company future demand plans on product or supply. This will also effect on the future recruitments Monitoring and reviewing employees HR activities are practically monitored and review of the existing employees is important in order to get a successful HRM in a company. Human resource is an asset to a company some companies dont know how to handle it. According to Storey (1995) HRM is A distinctive approach to employment management which seek to achieve competitive advantages through the strategic deployment of a highly committed capable work force using an integrated array of cultural, structural and personnel techniques. He as defined Personnel management as A series of activities which first enable working people and their employing organization to agree about the objectives and the nature of their working relationship and secondary ensure that agreement is fulfilled. According to the above definition we can understand that HRM is a resource centred and PM is work centred which mean that , according to HRM its main focuses is on recruiting people to work and managing them as management need and PM focuses on the employee work, giving them goals, employee arrangement to work and arranging them to be paid. According to David Guest there is a frame work for HRM in a company which is called as GUEST model. The model can be achieved a superior individual and organizational performance. If companys HRM practises are applied in to the model that will produce an excellent individual performance. Unilever Since 1885 Unilever has developed dramatically and as a result of that the company has lasted for more than 100 years. Although Unilever wasnt formed until 1930, the companies that joined forces to create the business we know today were already well established before the start of the 20th century. In 1990 Unilevers founding companies produced products made of oils and fats, principally soap and margarine. At the beginning of the 20th century their expansion nearly outstrips the supply of raw materials. First World War affected the company in 1910 through tough economic conditions. Lot of companies at that time tried to keep their investors interest in Their Company and not loose them. In 1920 when this situation turns up side down when business expanding fast all the companies agreed not to manufacture same product in order to have profit, as a result of this the company named U NILEVER was created. The business didnt start as a flash it had been formed in a critical era of world war and in economical crisis stages. The turning point for unilever was in 1940 when they expand their business internationally and continues to do further investments in research and development. They mainly focused on the food market which was a great business at that time. With the emerge of European Economic Community in 1950s the standard of living has rose and new markets were opened unilever made that as a advantage and instantly get in to the global market. In 1970s Fast Moving Consumer Goods (FMCG) sector had been very difficult economic condition to manage and the inflation was high the company had to change their view and to change their process in business. In 1980s the company however manage to be the one of the world biggest companies, and at that time the companys main focus was in the products and brand names. With a clear mission in the 21st century company has launched a path to growth, a five-year strategic plan, and in 2004 further sharpens its focus on the needs of 21st century-consumers with its Vitality mission. Unilever new mission to meet everyday needs for nutrition, hygiene, and personal care with brands that help people feel good, look good, and get more out of life The new mission of the company provides a new entry to consumer health and life style through good manufacture process to their needs. This mission was launched in 2004 mainly focusing on bringing Vitality to life UNILIVER BRANDS UNILEVER GUEST MODEL HRM Strategy: The focus of Unilever is to recruit the best employee to the company which will produce high level of out come with good quality. Unilever has more than 100,000 employees and the cost of employee recruitment is very high and the salary is also the same, so as a result in some branches unilever has decided to reduce the number of employees to maintain the cost. HRM Practice Each year Unilever has been designed more than 10,000 new jobs and the process of selection is getting rough. Since E-Recruitment has been invented Unilever has chosen that in recruitment process and that has given the company the best employees and that will ensure the security of employees. The existing employees will be rewarded with salary incensement and other benefits. HRM Out comes The flexibility in company is very high and there are lot of part-time workers than fixed workers in the production unit. The reason for that is most of the production unit was in Asian countries and the labour is cheaper than European countries and they work either contract basis or part time. Though employees work flexibly the qualities of products have been in a good standard. Behaviour out come The company has spread over 150 countries and each has been producing same products in four major business criteria and all are working harder in order to achieve future goals. The company motivation is to improve employee skills so that in turn it will benefit the company. Performance outcome Though the company has spread around the world with more than 100,000 employees, the labour turnover is very high and complains of employee dissatisfaction is very high. Unilever in UK has the best productivity rate than any other unilever round the world. Due to low quality of out put in products customer complaints are increasing and as a result the company has to analyse the mistakes and re arrange the production plan which will cost an extra. Financial Outcome The labour cost maintains will reduce the extra cost that company has to hold and that will give a profit to company. Each year company will produce about à ¢Ã¢â‚¬Å¡Ã‚ ¬5 billion net income. Evaluation of the GUEST model The guest model is an important measure to be use to get knowledge about HRM in a company. The main advantage of the module is that it critically classifies the HRM input and out puts and its easy to study the companys Key HRM strategies. Unilever is a multinational company and the module is rather complicated to calculate the specific HRM strategic and its rather concern on individual performance than social index. Some concepts such as commitment and involvement are a mess. Such concepts cannot be measured or identified because the company is widely spread. The company more prefer the Legge module than guest model because its complicated and some concepts wont match with the company. Module is efficient in calculating the human recourse management within the company and its a summary of what HRM means the company but in case of multinational company like Unilever cannot get through this process perfectly because of that the company has spread all over the world and as one unit company cannot collect the sufficient data and if company performance and the nature is always defer from one country to another. Task 2 Today flexibility in the work environment is considered important. Taking your organization as an example, review and discuss the ways of developing flexibility within the workplace Flexibility in work is an important key to a company, if the company need employee attraction and not to lose them. Flexibility means the way of working, which means that flexibility can be based on time and location. The flexibility in work can be categorized as follows; Part-Time Workers Part time workers are cheaper to recruit and they are not permanent and cannot involve in management procedures. The rights of part time workers are limited. 2. Fixed/Short-Term Contract Workers Workers who are taken at a specified period as the company need. 3. Outside Contractors/ Sub Contractors Group of workers or individual worker requites from out side the company for a special work at a specific time. 4. Self Employed labour People who work for an exact company as a self employed basis. 5. Agencies Agencies which supply employees to companies which seeks for labour. 6. Get the customer to do the work Without any employee customer fulfil his needs by him self by use of technology. 7. Shift working A continue way of working where employees work according to a time based system. 8. Flexi-Time A way of making decision by employee about his working time with in a core time 9. Job Share A way of sharing once works with other who work full time job on a part time basis. 10. Annualized Hours A number of hours labour is given to employee and he need to complete that within a year. 11. Tele working An easy way of working, by the use of technology employee can work at his own place, home, or even at road. 12. Hot Disking/Hotel ling Employees need to go outside the company for specific job and they have a specific desk for them self in the office for permanently. 13. Home working This is the same as tele working and work can be carried out in home and this no need of network or communication As shown above flexibility of work can achieve the company a high standard in business and the satisfaction of the employee will be high because they get what they need. The flexibility in work will give advantage as well as disadvantages. Some of them are as follow. Employer view Employee satisfaction will reduce employee strikes etc. High level of outcome can be achieve Cost of employee is low Sometime cost cannot be maintained Employee internal competition will effect on company Company manufacture process or sales can be continue without a stop Employee view Employee satisfaction is high Working stress is low There will be a new can do attitude in the business Time can be managed to do personal works Employers will miss use the labour Some times salary payment will be postponed. At Unilever, they are giving employees (and not just the women) the chance to work flexibly for years. Flexible working can mean Working part-time, Working from home Job sharing . Most who take up the opportunity are parents. But not all. One Unilever employee played hockey for the Olympic team and was allowed to work flexibly in order to train more often. Another was given a sabbatical to practice with his rock band. These examples show how unilever has given flexibility for their employees. When it comes to maternity and paternity packages, Unilever beats many other businesses. Company also believe in educating managers about the merits of employing mums. Work life initiative has been developed many years in response to employee request in Unilever. Unilever believes that this will make employee attraction on the company and the satisfaction will rise above the roof. Unilever sees the flexibility as an important issue because that directly effect on employees and without them company cannot carry out the works. Unilever as a company has arrange different ways of flexibility in work specially for mother who work full time, company has given them a holiday system where they can take holidays without a pre notice. The most of the part time worker in the company are employed in Europe rather than Asia. Task 3 Discuss the issues of providing equal opporlunities within the workplace and evaluate how well the chosen organization provides equal opportunities for its employees. Over the past 30 years, several federal laws have been passed to ensure equal employment opportunity. Some of the most significant legislation and executive orders are as follow; Civil Right Act 1991 Americans with Disability Act 1990 Vocational Rehabilitation Act 1973 Age Discrimination in Employment Act (ADEA) 1967 Civil Rights Act 1964 The point of the law is to stop discrimination practices that are unfair to specific groups and to define enforcement agencies for these laws. EEO legislation attempts to balance the pay given to men and women; provide employment opportunities without regard to race, religion, national origin and sex; ensure fair treatment for employees of all ages; and avoid discrimination against disabled individuals. The heads of all operating companies and units in the UK have committed their businesses to achieving greater diversity. Every Unilever Company in the United Kingdom has an equal opportunities Policy and actively pursues equality of opportunity for all employees. Companys equal opportunities policy is designed, among other things, to ensure that people with disabilities, and other under-represented groups, are given the same training, development and prospects as other employees. The company carries out regular employee monitoring surveys and has also conducted an equal pay audit. The company continues to review ways in which greater diversity can be achieved in recruitment and selection. The company continues to put in place policies which promote the achievement of diversity in the business. Unilever has policies on home working, flexible working, maternity and paternity leave, child care provision and career breaks, which help company to meet this objective. Equal opportunities and managing diversity at Unilever Unilever understands the importance of diversity and thats why it is a critical component of company has a diverse consumer base with a diverse array of needs. By mirroring that diversity within companys own organization, Unilever can develop powerful consumer insight and incorporate it throughout the business. Company seek and welcome unique talents and perspectives at Unilever, because they strengthen us as a company and help us on our journey to add vitality to life in a variety of ways. Unilever has created many avenues to enhance and expand the diversity of the company. Led by senior management, companys diversity councils help shape the diversity and inclusion philosophy company deliver to employees. Through training and awareness efforts, employees appreciate the power of diversity and the need to leverage the unique ideas, experiences and abilities employees all possess to build their business. Unilever recruitment strategy continues to evolve to ensure that our workforce reflects the demographics of their consumer base and fulfils the talent needs that will keep Unilever competitive and successful now and in the future. Diversity for growth of the company Unilever believes that working in an environment of openness and respect helps employees perform at their very best and ultimately succeed. When employees express their own thoughts and ideas and encourage others to do so it contributes to a diverse marketplace of ideas that helps make Unilever a more robust organization with a better understanding of its markets. Because Unilevers diverse employee base reflects the broad backgrounds of our consumers, were able to anticipate and respond to what they want more quickly. The employees express pride and satisfaction when were first to market innovative products that meet consumers evolving needs. The individual uniqueness of each and every employee, and our commitment to growing diversity, make that possible. Diversity at Unilever Unilever recognizes the strength of inclusion and diversity. Understanding, respecting and valuing their similarities and our differences are powerful and compelling concepts for todays business environment. They are also the tenets by which we have outlined a fundamental business strategy to assist in reaching company goals. 1. Recruit Recruit a diverse workforce that appropriately reflects the demographics of our consumer base and fulfils the talent needs that will keep Unilever competitive and successful. Diversity furthers company understanding of the marketplace by valuing the ideas and thoughts of all employees and other stakeholders in the business. 2. Retain Employees within the company Retain employees by fostering an environment in which all employees understand and value each other and our differences. company recognize that all businesses change over time. For business to grow, company need employees who possess an in-depth understanding of the business and the flexibility to anticipate and respond to changes in the marketplace. Company can develop and retain employees by providing equitable opportunities, together with a challenging environment that rewards new approaches, risk-taking and novel points of view, thereby creating a culture that values diversity. 3. Grow the business innovate Continually grow the business and innovate by embracing diversity of thoughts and ideas. Create a work environment that fosters and supports enthusiasm, business risk and new ideas. Innovation is key to driving their business forward both now and over the long term and it hinges on a multiplicity of ideas and ways of approaching a problem. By building a diverse employee population that brings many different life experiences to the table, we vastly improve their prospects for innovation and growth. 4. Development of employees Develop employees to help them reach their professional potential. As organization customers and distribution channels continue to evolve, so too must our employee base. Investing in the development of employees is essential to organization growth. 5. Hold accountable in company Establish accountability. All employees are responsible for proactively supporting Unilevers goals, and they are evaluated accordingly. Specific behaviours and actions that promote an understanding and appreciation of diversity are incorporated into individual performance plans. Diversity is one of the thrusts of Strategy into Action, the plan that drives all aspects of our business. Employees are expected to contribute to the success of diversity goals just as they are expected to contribute to other priorities of the business By focusing on Unilever goals for diversity as part of our overall business strategy, we recognize that they are intertwined. Indeed, our success and prosperity are inextricably linked to company ability to embrace diversity in every part of the organization. Valuing diversity is the job of everyone Unilever employees, contractors, and vendors. It is the way we work and the way we do business, day in and day out. Task 4 Identify the key emerging issues in the area of human resources management in generai and explore the topical issues and practices of human resources in your organization. Armstrong and Baron define performance management as A process which contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. They go on to stress that it is a strategy which relates to every activity of the organization set in the context of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organizational context and can vary from organization to organization. In other words performance management should be: à ¢Ã¢â€š ¬Ã‚ ¢ Strategic it is about broader issues and longer-term goals à ¢Ã¢â€š ¬Ã‚ ¢ Integrated it should link various aspects of the business, people management, and individuals and teams. It should incorporate: à ¢Ã¢â€š ¬Ã‚ ¢ Performance improvement throughout the organization, for individual, team and organizational effectiveness à ¢Ã¢â€š ¬Ã‚ ¢ Development unless there is continuous development of individuals and teams, performance will not improve à ¢Ã¢â€š ¬Ã‚ ¢ Managing behavior ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships. While most firms have a human resources or personnel department that develops and implements HRM practices, responsibility lies with both HR professionals and line managers. The interplay between managers and HR professionals leads to effective HRM practices. For example, consider performance appraisals. The success of a firms performance appraisal system depends on the ability of both parties to do their jobs correctly. HR professionals develop the system, while managers provide the actual performance evaluations. The nature of these roles varies from company to company, depending primarily on the size of the organization. This discussion assumes a large company with a sizable HRM department. However, in smaller companies without large HRM departments, line managers must assume an even larger role in effective HRM practices. HR professionals typically assume the following four areas of responsibility: establishing HRM policies and procedures, developing/choosing HRM methods, monitoring/evaluating HRM practices, and advising/assisting managers on HRM-related matters. HR professionals typically decide (subject to upper-management approval) what procedures to follow when implementing an HRM practice. For example, HR professionals may decide that the selection process should include having all candidates complete an application, take an employment test, and then be interviewed by an HR professional and line manager. HR professionals also consult with management on an array of HRM-related topics. They may assist by providing managers with formal training programs on topics like selection and the law, how to conduct an employment interview, how to appraise employee job performance, or how to effectively discipline employees. HR professionals also provide assistance by giving line managers advice about specific HRM-related concerns, such as how to deal with problem employees. Line managers direct employees day-to-day tasks. From an HRM perspective, line managers are mainly responsible for implementing HRM practices and providing HR professionals with necessary input for developing effective practices. Managers carry out many procedures and methods devised by HR professionals. For instance, line managers: Interview job applicants Provide orientation, coaching, and on-the-job training à ¢Ã¢â€š ¬Ã‚ ¢ Provide and communicate job performance ratings à ¢Ã¢â€š ¬Ã‚ ¢ Recommend salary increases à ¢Ã¢â€š ¬Ã‚ ¢ Carry out disciplinary procedures à ¢Ã¢â€š ¬Ã‚ ¢ Investigate accidents à ¢Ã¢â€š ¬Ã‚ ¢ Settle grievance issues The development of HRM procedures and methods often requires input from line managers. For example, when conducting a job analysis, HR professionals often seek job information from managers and ask managers to review the final written product. Additionally, when HR professionals determine an organizations training needs, managers often suggest what types of training are needed and who, in particular, needs the training. Health and Safety at Unilever Occupational Health and Safety is an essential element of a successful and sustainable business in todays global village. Consequently, Unilever takes responsibility for Occupational Health and safety very seriously. Sustainable, profitable growth for Unilever is dependent on: à ¢Ã¢â€š ¬Ã‚ ¢ Providing consumers and customers with products that are safe in use. à ¢Ã¢â€š ¬Ã‚ ¢ Protecting the health and safety of employees and contractors. à ¢Ã¢â€š ¬Ã‚ ¢ Managing activities so as to provide care and protection of the environment To achieve a safe working environment and a world class reputation for Unilever in Health Safety at Work Some companies take some actions in order to retain health and safety in the company. Some may be in success but some companies cant achieve that goal. Unilever achieves health and safety by followings; à ¢Ã¢â€š ¬Ã‚ ¢ Developing, designing, operating and maintaining facilities and processes that are safe and without risk to health. à ¢Ã¢â€š ¬Ã‚ ¢ Developing, introducing and maintaining systems, which will establish appropriate standards of occupational health and safety and ensure compliance with all applicable legislation and internal Unilever standards by means of regular auditing? à ¢Ã¢â€š ¬Ã‚ ¢ Setting annual improvement objectives, targets, and reviewing these to ensure they are being met at company, divisional and departmental levels to ensure continual improvement. à ¢Ã¢â€š ¬Ã‚ ¢ Involving all employees in the preparation, review and implementation of this policy and providing appropriate training and safety awareness. à ¢Ã¢â€š ¬Ã‚ ¢ Holding management at all levels accountable for the occupational health and safety performance of their staff. à ¢Ã¢â€š ¬Ã‚ ¢ Providing for dissemination of information on health and safety at work by establishment of suitable communication networks both within Unilever Ghana and with outside bodies. Recruitment Process at Unilever Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, headhunters for executive and professional recruitment, and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews. Job Analysis The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a jo

ANTIGONE :: Drama

ANTIGONE HISTORY OF GREEK THEATRE 25 hundred years ago, two thousand years before Shakespeare, western theatre was born in Athens Greece. Between 600 and 200bc the ancient Athenians created a theatre culture whose form, technique and terminology have lasted to millennia and they created plays that are still considered amongst the greate3st works of world drama. By 600bc Greece was divided into two states. The most prominent city state was Athens where at least 150,000 people live. It was there that the rites of Dionysus evolved into what we know today as theatre. Dionysus was cult that arose in northern Greece. Since Greek and Attica theatre are sometimes referred to as attic theatre. Sometime during the next 75yrs thepis of Attica added on an actor who interacted with the chorus. The actor was called the protagonist, from which the modern word protagonist is derived meaning the main character of drama. An important part of Dionysus was dithyrambs which meant chronic hymn. This chant or hymn was probably introduced accompanied by mimic gestures and probably music. It began as part of a purely religious ceremony. MASK/CHOROUS Plays where performed in day time. The annual drama competitions in Athens spread over several entire days. Actors probably wore little or no make up. Instead they carried masks with exaggerated facial expressions. They also wore buskins which were leather boots laced up to the knees. There was little or no scenery. Initially, most of the acting took place in the orchestra. Later as the importance shifted from chorus to the characters, the action moved to the stage. UNDERSTANDING MY CHARACTER Choosing to play the part of a man didn’t seem a big deal to me even though this character I was to play was a king. I thought I could easily relate to the character even though I am not a man but during my character development process I started finding it more difficult to get into the role. I decided at this point that if I was going to play this character properly I would need some help and practice. My character Creon comes across as a very strong character and quite arrogant to a certain extent. I thought to get an insight into my characters personality and mind set I would put myself in a higher position than everyone else, I would act as if every one around me were peasants. I tried to do this for a couple of hours at first I did get it right and I managed to carry myself graciously but lost it after a wile. Later in the evening I was watching TV and then it