Vampire Academy Chapter 21

TWENTY-ONE I'D NEVER BEEN COMPLETELY NAKED around a guy before. It scared the hell out of me – even though it excited me, too. Lying on the covers, we clung to each other and kept kissing – and kissing and kissing and kissing. His hands and lips took possession of my body, and every touch was like fire on my skin. After yearning for him for so long, I could barely believe this was happening. And while the physical stuff felt great, I also just liked being close to him. I liked the way he looked at me, like I was the sexiest, most wonderful thing in the world. I liked the way he would say my name in Russian, murmured like a prayer: Roza, Roza†¦ And somewhere, somewhere in all of this, was that same urging voice that had driven me up to his room, a voice that didn't sound like my own but that I was powerless to ignore. Stay with him, stay with him. Don't think about anything else except him. Keep touching him. Forget about everything else. I listened – not that I really needed any extra convincing. The burning in his eyes told me he wanted to do a lot more than we were, but he took things slow, maybe because he knew I was nervous. His pajama pants stayed on. At one point, I shifted so that I hovered over him, my hair hanging around him. He tilted his head slightly, and I just barely caught sight of the back of his neck. I brushed my fingertips over the six tiny marks tattooed there. â€Å"Did you really kill six Strigoi?† He nodded. â€Å"Wow.† He brought my own neck down to his mouth and kissed me. His teeth gently grazed my skin, different from a vampire but every bit as thrilling. â€Å"Don't worry. You'll have a lot more than me someday.† â€Å"Do you feel guilty about it?† â€Å"Hmm?† â€Å"Killing them. You said in the van that it was the right thing to do, but it still bothers you. It's why you go to church, isn't it? I see you there, but you aren't really into the services.† He smiled, surprised and amused I'd guessed another secret about him. â€Å"How do you know these things? I'm not guilty exactly†¦just sad sometimes. All of them used to be human or dhampir or Moroi. It's a waste, that's all, but as I said before, it's something I have to do. Something we all have to do. Sometimes it bothers me, and the chapel is a good place to think about those kinds of things. Sometimes I find peace there, but not often. I find more peace with you.† He rolled me off of him and moved on top of me again. The kissing picked up once more, harder this time. More urgent. Oh God, I thought. I'm finally going to do it. This is it. I can feel it. He must have seen the decision in my eyes. Smiling, he slid his hands behind my neck and unfastened Victor's necklace. He set it on the bedside table. As soon as the chain left his fingers, I felt like I'd been slapped in the face. I blinked in surprise. Dimitri must have felt the same way. â€Å"What happened?† he asked. â€Å"I-I don't know.† I felt like I was trying to wake up, like I'd been asleep for two days. I needed to remember something. Lissa. Something with Lissa. My head felt funny. Not pain or dizziness, but†¦the voice, I realized. The voice urging me toward Dimitri was gone. That wasn't to say I didn't want him anymore because hey, seeing him there in those sexy pajama bottoms, with that brown hair spilling over the side of face was pretty fine. But I no longer had that outside influence pushing me to him. Weird. He frowned, no longer turned on. After several moments of thought, he reached over and picked up the necklace. The instant his fingers touched it, I saw desire sweep over him again. He slid his other hand onto my hip, and suddenly, that burning lust slammed back into me. My stomach went queasy while my skin started to prickle and grow warm again. My breathing became heavy. His lips moved toward mine again. Some inner part of me fought through. â€Å"Lissa,† I whispered, squeezing my eyes shut. â€Å"I have to tell you something about Lissa. But I can't†¦remember†¦I feel so strange†¦Ã¢â‚¬  â€Å"I know.† Still holding onto me, he rested his cheek against my forehead. â€Å"There's something†¦something here†¦Ã¢â‚¬  He pulled his face away, and I opened my eyes. â€Å"This necklace. That's the one Prince Victor gave you?† I nodded and could see the sluggish thought process trying to wake up behind his eyes. Taking a deep breath, he removed his hand from my hip and pushed himself away. â€Å"What are you doing?† I exclaimed. â€Å"Come back†¦Ã¢â‚¬  He looked like he wanted to – very badly – but instead he climbed out of the bed. He and the necklace moved away from me. I felt like he'd ripped part of me away, but at the same time, I had that startling sensation of waking up, like I could think clearly once more without my body making all the decisions. On the other hand, Dimitri still wore a look of animal passion on him, and it seemed to take a great deal of effort for him to walk across the room. He reached the window and managed to open it one-handed. Cold air blasted in, and I rubbed my hands over my arms for warmth. â€Å"What are you going to – ?† The answer hit me, and I sprang out of bed, just as the necklace flew out the window. â€Å"No! Do you know how much that must have – ?† The necklace disappeared, and I no longer felt like I was waking up. I was awake. Painfully, startlingly so. I took in my surroundings. Dimitri's room. Me naked. The rumpled bed. But all that was nothing compared to what hit me next. â€Å"Lissa!† I gasped out. It all came back, the memories and the emotions. And, in fact, her held-back emotions suddenly poured into me – at staggering levels. More terror. Intense terror. Those feelings wanted to suck me back into her body, but I couldn't let them. Not quite yet. I fought against her, needing to stay here. With the words coming out in a rush, I told Dimitri everything that had happened. He was in motion before I finished, putting on clothes and looking every bit like a badass god. Ordering me to get dressed, he tossed me a sweatshirt with Cyrillic writing on it to wear over the skimpy dress. I had a hard time following him downstairs; he made no effort to slow for me this time. Calls were made when we got there. Orders shouted. Before long, I ended up in the guardians' main office with him. Kirova and other teachers were there. Most of the campus's guardians. Everyone seemed to speak at once. All the while, I felt Lissa's fear, felt her moving farther and farther away. I yelled at them to hurry up and do something, but no one except Dimitri would believe my story about her abduction until someone retrieved Christian from the chapel and then verified Lissa really wasn't on campus. Christian staggered in, supported by two guardians. Dr. Olendzki appeared shortly thereafter, checking him out and wiping blood away from the back of his head. Finally, I thought, something would happen. â€Å"How many Strigoi were there?† one of the guardians asked me. â€Å"How in the world did they get in?† muttered someone else. I stared. â€Å"Wh – ? There weren't any Strigoi.† Several sets of eyes stared at me. â€Å"Who else would have taken her?† asked Ms. Kirova primly. â€Å"You must have seen it wrong through the†¦vision.† â€Å"No. I'm positive. It was†¦they were†¦guardians.† â€Å"She's right,† mumbled Christian, still under the doctor's ministrations. He winced as she did something to the back of his head. â€Å"Guardians.† â€Å"That's impossible,† someone said. â€Å"They weren't school guardians.† I rubbed my forehead, fighting hard to keep from leaving the conversation and going back to Lissa. My irritation grew. â€Å"Will you guys get moving? She's getting farther away!† â€Å"You're saying a group of privately retained guardians came in and kidnapped her?† The tone in Kirova's voice implied I was playing some kind of joke. â€Å"Yes,† I replied through gritted teeth. â€Å"They†¦Ã¢â‚¬  Slowly, carefully, I slipped my mental restraint and flew into Lissa's body. I sat in a car, an expensive car with tinted windows to keep out most of the light. It might be â€Å"night† here, but it was full day for the rest of the world. One of the guardians from the chapel drove; another sat beside him in the front – one I recognized. Spiridon. In the back, Lissa sat with tied hands, another guardian beside her, and on the other side – â€Å"They work for Victor Dashkov,† I gasped out, focusing back on Kirova and the others. â€Å"They're his.† â€Å"Prince Victor Dashkov?† asked one of the guardians with a snort. Like there was any other freaking Victor Dashkov. â€Å"Please,† I moaned, hands clutching my head. â€Å"Do something. They're getting so far away. They're on†¦Ã¢â‚¬  A brief image, seen outside the car window, flared in my vision. â€Å"Eighty-three. Headed south.† â€Å"Eighty-three already? How long ago did they leave? Why didn't you come sooner?† My eyes turned anxiously to Dimitri. â€Å"A compulsion spell,† he said slowly. â€Å"A compulsion spell put into a necklace he gave her. It made her attack me.† â€Å"No one can use that kind of compulsion,† exclaimed Kirova. â€Å"No one's done that in ages.† â€Å"Well, someone did. By the time I'd restrained her and taken the necklace, a lot of time had passed,† Dimitri continued, face perfectly controlled. No one questioned the story. Finally, finally, the group moved into action. No one wanted to bring me, but Dimitri insisted when he realized I could lead them to her. Three details of guardians set out in sinister black SUVs. I rode in the first one, sitting in the passenger seat while Dimitri drove. Minutes passed. The only times we spoke was when I gave a report. â€Å"They're still on Eighty-three†¦but their turn is coming. They aren't speeding. They don't want to get pulled over.† He nodded, not looking at me. He most definitely was speeding. Giving him a sidelong glance, I replayed tonight's earlier events. In my mind's eye, I could see it all again, the way he'd looked at me and kissed me. But what had it been? An illusion? A trick? On the way to the car, he'd told me there really had been a compulsion spell in the necklace, a lust one. I had never heard of such a thing, but when I'd asked for more information, he just said it was a type of magic earth users once practiced but never did anymore. â€Å"They're turning,† I said suddenly. â€Å"I can't see the road name, but I'll know when we're close.† Dimitri grunted in acknowledgment, and I sank further into my seat. What had it all meant? Had it meant anything to him? It had definitely meant a lot to me. â€Å"There,† I said about twenty minutes later, indicating the rough road Victor's car had turned off on. It was unpaved gravel, and the SUV gave us an edge over his luxury car. We drove on in silence, the only sound coming from the crunching of the gravel under the tires. Dust kicked up outside the windows, swirling around us. â€Å"They're turning again.† Farther and farther off the main routes they went, and we followed the whole time, led by my instructions. Finally, I felt Victor's car come to a stop. â€Å"They're outside a small cabin,† I said. â€Å"They're taking her – â€Å" â€Å"Why are you doing this? What's going on?† Lissa. Cringing and scared. Her feelings had pulled me into her. â€Å"Come, child,† said Victor, moving into the cabin, unsteady on his cane. One of his guardians held the door open. Another pushed Lissa along and settled her into a chair near a small table inside. It was cold in here, especially in the pink dress. Victor sat across from her. When she started to get up, a guardian gave her a warning look. â€Å"Do you think I'd seriously hurt you?† â€Å"What did you do to Christian?† she cried, ignoring the question. â€Å"Is he dead? â€Å"The Ozera boy? I didn't mean for that to happen. We didn't expect him to be there. We'd hoped to catch you alone, to convince others you'd run away again. We'd made sure rumors already circulated about that.† We? I recalled how the stories had resurfaced this week†¦from Natalie. â€Å"Now?† He sighed, spreading his hands wide in a helpless gesture. â€Å"I don't know. I doubt anyone will connect it to us, even if they don't believe you ran away. Rose is the biggest liability. We'd intended to†¦dispatch her, letting others think she'd run away as well. The spectacle she created at your dance made that impossible, but I had another plan in place to make sure she stays occupied for some time†¦probably until tomorrow. We will have to contend with her later.† He hadn't counted on Dimitri figuring out the spell. He'd figured we'd be too busy getting it on all night. â€Å"Why?† asked Lissa. â€Å"Why are you doing all this?† His green eyes widened, reminding her of her father's. They might be distant relatives, but that jade-green color ran in both the Dragomirs and the Dashkovs. â€Å"I'm surprised you even have to ask, my dear. I need you. I need you to heal me.†

Education in Saudi Arabia and the United States of America Essay

Education continues to be the priority of all nations around the world. Countries devote vast resources to ensure equal opportunity to study for their people. In return, the educated segment of the population becomes the wealth of these nations and will more likely meet the social and economic demands of the country. The educational systems are continuously developed to meet not just the local but also the global demands and challenges. It is more appropriate to look at the disparity on the education sector of one country to another in order to determine what needs to be improved and developed in one’s educational system. This paper aims to provide an assessment on the similarities and differences of education in two countries, Saudi Arabia and the United States of America (USA). The education in Saudi Arabia and the USA are similar in terms of government spending on education, freedom to choose the school where they will attend to, and education for people with special needs, while differ in terms of attitude towards education, literacy rate, religion in school, gender roles, grading scales, and stages of education. Both the Saudi Arabia and USA government spend immense resources on the education sector. The Saudi Arabia government’s increased awareness on the importance of education to its people paved way to its provision of bountiful support to education. Like the USA government, the Saudi Arabia government finance general education for both boys and girls. It also provides free post-secondary education and offers financial help to students. At cases, meals, books, and transportation are subsidized. In the same way, the USA government offers free general and post-secondary education for all financed by the government. In both countries, students are also allowed to choose what school they will attend to. They have the options to enroll in public, private, or home school. Most of the parents prefer to send their children in public school practically because they are much â€Å"free† from burden. There were also those who prefer private schools thinking that these schools might provide better, quality education to their children especially for those seeking a competitive edge in college admission. A few considers home schooling best for their children for reasons that they can effectively tailor a curriculum that would best suit their children’s academic strengths and weaknesses, especially those with disabilities. Aside from home schooling, those with disabilities may be sent to schools which will cater to their needs like schools for the blind, deaf, physically and mentally handicapped, among others (Education, 2005). The Saudi Arabia and USA governments have put on these schools to encourage individuals to their full potential and share social and emotional experiences with their peers having the same conditions as themselves. The curricula in the special classes given to the students were tailored fit to their needs. For instance, the educational programs given to the blind and deaf individuals were different. For sure, blind students were thought of using Braille while deaf students do not. One variation the Saudi Arabia and the USA government have is the attitude towards education. In the USA, school attendance is mandatory and nearly universal at primary and secondary levels. School districts meet to discuss school curricula, funding, teaching, and other policies to further improve the education in the state. On the other hand, in Saudi Arabia, the government does not impose mandatory attendance in school. Although, it is encouraged that the free primary and secondary education are availed since education is given free and open to every citizen. The literacy rate for the two countries presented, are varied. The USA literacy rate is estimated at 99% for both men and women, whereas, literacy rate in Saudi Arabia is estimated at only 84. 7% for men and 70. 8% for women (Literacy, 2007). The Saudi Arabia government recognizes the importance of literacy in propelling the economy; hence, one of its objectives for the education sector is to eradicate illiteracy especially among adults and girls through several literacy programs. In the USA, despite the high literacy rate, the government is continually implementing programs to further develop the education sector. Religion is the main core of education in Saudi Arabia. The curricula developed conform to the Shari’ah (Islamic holy law) and the Qur’an. Men were trained of Islamic education to become members of religious clergy. They provide religious secondary education with focus primarily on Islamic and Arabic studies, although, the curriculum also includes general education. The schools which administer these were Imam Muhammad bin Saud Islamic University and the Islamic University of Medinah (Sedgwick, 2001). On the contrary, education in the USA is not focused on religion but there are some schools which may offer religion subjects that are not quite extensive as religion studies in Saudi Arabia. In Saudi Arabia, education is segregated by sex. Education for boys is different from education for girls. Education is divided into three separately administered systems: general education for boys, education for girls and traditional Islamic education for boys (Sedgwick, 2001). However, in the recent years, education for girls was continuously being developed to meet the growing demands of the country. Unlike in the USA, education is offered to both sexes, giving them equal opportunity to study. The educational programs that were developed cater to both sexes. Grading scales were prepared to gauge the students’ performance on school. Grading scales in the USA and Saudi Arabia differ. In the USA, marks were given on the scale of A to F. In the criterion-referenced system, the equivalent grades of these to 0 to 100 percentile are as follows: A=95-100 or 90-100, B=85-95 or 80-90, C=75-85 or 70-80, D=65-75 or 60-70, and F is given to marks below 65 or 60. There is also the norm-referenced system where marks are given as follows: A=top 10% of the class, B=next 20% of the class, C=next 30% of the class, D=next 20% of the class, and bottom 20% of the class (Grading systems, n. d). On the contrary, the grading scale in Saudi Arabia was given as follows: 5=90-100, 4=80-89, 3=70-79, 2=60-69, and 1=0-59 (Sedgwick, 2001). The stages of education in both countries also vary. Education in Saudi Arabia starts with primary, followed by secondary, and higher education. Primary education is for ages 6 to 12. An intermediate education, which is part of primary education, is carried out for ages 12 to 15. Secondary education is divided into three: general, religious, and technical. These are taken by ages 15 to 18. The higher education is also divided into three stages: the baccaloreus (bachelor’s degree-4 years), darajat al majisteer (master’s degree – 2years), and doctoorah (doctorate– minimum of 3 years) (Sedgwick, 2001). On the other hand, education in the USA is composed of these stages: preschool (1 or 2 yrs), elementary/middle/high school (12 yrs), associate, bachelor’s, master’s, and doctorate degrees (Structure: General Information, n. . ). The differences in education in both countries mainly lie on their history, culture, social and economic conditions, whereas, the similarities were bought about by their desire to provide accessible, quality education free and open to all. Education stimulates the people to contribute to its country in addressing the increasing local and global demands. This motivates the countries to improve and further develop its educational system.

Recruitment and Selection

What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment Recruitment and Selection What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment Recruitment and Selection What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam & Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well & Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well & Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell & Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton & Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson & York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen & Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J & Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J & Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M & Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E & Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S & Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D & Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment

MKTG 3000 Essay Example | Topics and Well Written Essays - 500 words

MKTG 3000 - Essay Example The differences in people cause humans to react differently to reinforcers. A primary reinforcer can be natural or created. Natural reinforcers occur through natural interaction with the environment. They occur as we smell, hear, see, touch, and taste. They require interaction with nature. Social and tangible reinforcers are secondary reinforcers that are purposely paired with certain behaviors to improve performance of some kind. Social or tangible reiforcers are necessary when the natural reinforcers do not produce the behavior we need. A social reinforcer can be defined as any consequence, verbal, or symptom provided by one person to another that increases the frequency of the others person’s behavior. An example of a social reinforcer is a trophy. Tangible reinforcers should never be presented without some accompanying social reinforcer. Three examples of tangle reinforcers are food, gift certificates, and clothes. When behavior has been increased by reinforcement, failure to get reinforcement, over time, causes the behavior to return to its previously unreinforced level. This phenomenon is referred to as extinction. An example of extinction occurs when a person puts money in a vending machine and the machine does not dispense the item.

Lectopia. More Convenience And Control to Learning in Tertiary Essay

Lectopia. More Convenience And Control to Learning in Tertiary Education - Essay Example In Australia, for example, employers' dissatisfaction rate with fresh graduates was increasing. Obviously with these concerns in mind, the University of Western Australia (UWA) developed the country's first iLecture system in 1998, followed by Macquarie University in 2005. According to McElroy & Blount (2006), another consideration for the introduction of Lectopia in these schools was the changing socioeconomic profile of students in Australia, which now runs third behind the US and UK in hosting the largest number of international college students. A non-English speaking background is a handicap for international students because they may go through a lecture with little comprehension (Bennett & Lockyer, 2004). Applicability remains one of the most compelling reasons for the adoption of Lectopia in Australian universities. The student population in Australian universities being dominated by the Net Generation, Lectopia is compatible with the characteristics identified with this generation, whose preferences include online communication, mobility and accessibility (Thielfold & Scheef, 2004). Williams & Pardon (2007) observe that the youth in the Net Generation are more comfortable with hypertext, laptop libraries, instant messaging and beamed messages such that they took to iLecture like fish to water. For this reason, a survey on the use of Lectopia by Macquarie students showed that 73.15 percent agreed to its capability to improve the quality of education (McElroy & Bount, 2006). The survey involved 828 students in a second-year accounting course, of which 202 were locals and 626 were foreign students.... This essay stresses that education is the latest sector to join the ICT bandwagon because of the increasing realization that technology can provide academics with the tools to interact with students in a more flexible way and support a more student-centered approach to teaching. The desire for an alternative system in the conduct of lectures was impelled partly by growing concerns that today’s university graduates lack the skills and competencies that would make them competitive in the technology-driven workplace In Australia, for example, employers’ dissatisfaction rate with fresh graduates was increasing. Obviously with these concerns in mind, the University of Western Australia (UWA) developed the country’s first iLecture system in 1998, followed by Macquarie University in 2005. most compelling reasons for the adoption of Lectopia in Australian universities. The student population in Australian universities being dominated by the Net Generation, Lectopia is co mpatible with the characteristics identified with this generation, whose preferences include online communication, mobility and accessibility. This paper makes a conclusion that there are as diverse types of students as there are different learning styles and preferences. For this reason, it is not advisable and educationally beneficial to adopt Lectopia as replacement for traditional face-to-face lectures. As in other newfangled technologies, the one-size-fits-all approach will not work for this system since there as many foreign and working students as there are locals who are professional students.

Preperation for Transferring 25 Employees to France for Business Research Paper

Preperation for Transferring 25 Employees to France for Business - Research Paper Example Per the request made to determine the current political, business, and economic conditions in France, this research report gives a detailed account of the same in light of its importance to the ability of the employees to function in a new culture. The request necessitated a survey of the socio-cultural environment in France, including details of communication protocols and etiquette, French social life, and their business etiquette. These three factors will have a significant effect on the ability of your employees to be productive in France. Communication is especially important given that the French consider good communication skills as a sign of education and intelligence. For this reason, I investigated how written, verbal, and non-verbal practices can affect daily life, social interaction, and business operation. My preliminary recommendation is that the transfer of employees is feasible, particularly because your company already has some presence in the French market. If you d o decide to go act on the recommendations and transfer the employees, the research findings and recommendations cover possible scenarios and eventualities. It is my hope that the research report will form part of your guidelines in preparing your employees for the challenging but exciting socio-cultural changes and new business practices. V/r Shondrea A. James Executive Summary This research report sets out to attain three major objectives; to determine the economic situation in France, to find out the best business practices that employees moving to France would need to adhere to, and to identify opportunities and risks that would come with expanding the company in France. The paper also discusses the economic situation in France, French labor laws, and the country’s socio-cultural environment with information on these collected via primary and secondary means. As a senior member of the European Union, France is one of Europe’s and the world’s leading economies . The government maintains strong presence in some industries like public transport, power, and defense, which means that the electronics industry will have to make with some government regulation. The research study found that the labor costs in France have been increasing steadily over the past ten years, while their tax rates are similar to those of other countries with similar GDP to theirs. France is made up of a Latin and Celtic majority with several minority communities including Basque and North Africa. When communicating in France, it is important to note that verbal, non-verbal, and written communication is very important and have specific rules. With regards to their social life, the French value their food, take care of their families, take parenting seriously, and are generally private people with social stratification. Finally, business etiquette is very important with appointments being mandatory and their cancellation or delay requiring communication. The electronics industry is highly competitive in France with examples of the top brands including Mdp Finance, Navimo Group, Ten Power Industry Co., Laboratoire Biopharne, and Sealing Package Industrial. While the competition is tough, the French electronics indus

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

Assignment - Research Paper Example The interface is easy to understand and use. There is a provision for requesting orders and other queries. The website shows a provision with Amazon.com where the user can place their requests. The overall visual appeal of the website is captivating enough to reaction the interest of the user (Harry Potter Wizards Collection). Answer 2 The Harry Potter Wizard’s collection presents a vast array of the products and merchandise that was used in their marketing. The first site in the wand gestures section contains information about the collection offered in the website. It offers Harry Potter and the deathly hallows cd for both part1 and part2 versions in 2D and 3D versions. It also contains map of Hogwarts, concept art prints and catalogs of props as well as posters that were prepared by the graphic designers of the film. The second site labels collection contains a book of 32 pages that provides the prop labels such as the ones used in the magic potions, vials for memory, Honey dukes as well as Weasleys' Wizard Wheezes. There are also videos showing the complete collection of Harry Potter goodies and merchandise. From the visual content of the site, it has been built keeping in mind the wizard and magical content of the film. There is a brilliant usage of red, black and golden color in the site. The wand has been used for navigation purpose that makes it more interesting and produces a magical feel in the users. Apart from the cd, videos and other merchandise featured in The Harry Potter Wizard’s collection, the company Warner’s Brothers can use Harry Potter products like bags, coffee mugs featuring the different characters. They can also sell garments like t-shirts, sweatshirts for both boys and girls similar to the ones that were worn by the three main characters in the films. Thirdly, the company can organize trips for the masses in their make shift locations of the film. Answer 3(a) After examining the two sites for Harry Potter and batme n it was found that both the movies offer the same type of merchandise to the consumers. Items Available for Harry Potter Items Available for Batman DVD for Harry Potter series like Harry Potter wizard collection. Sound tracks like the Harry Potter and the Deathly Hallows Part Two: Original Motion Picture Soundtrack CD, iphone cases featuring the film logos, bags and accessories such as earrings, necklace, pins etc. there were clothing for both kids and adults. Gift items were also available. DVD for Batman series like the animated series- tales of the dark knight. Digital video games were present such as the Arkham city. Plush toys featuring Batman costumes were available. Accessories in the form of backpacks, hats, jewelry, clothing like shirts for kids and adults, robes, jackets and sweatshirts were available. Most of the products available for the two movies are same in nature. It can be explained using porter’s differentiation strategy of the generic strategies model. Th e market for animated films and 2D/3D genre is very competitive and saturated. Also, Warner Brothers had the right elements to satisfy the needs of the movie fans. This helped them in creating a different brand identity for each films though the underlying physical commodity was the same such as the coffee mugs (Botten 276). Apart from these, movies such as the Lord of the Rings, Scooby Doo etc are featured in the Warner website. As Warner

N&S Finance Essay Example | Topics and Well Written Essays - 1000 words

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Puerto Ricans and black Americans Essay Example for Free

Puerto Ricans and black Americans Essay In his memoir â€Å"Down These Mean Streets†, Piri Thomas searches for belonging in the racially stratified American nation of the 1940’s and 1950’s. Thomas explores how his race as well as his physical appearance compels him to seek identification with black Americans. Throughout the narrative Piri struggles with his father’s privileging of whiteness and rejection of their visible black racial heritage. Piri questions his father’s abandonment, as he sees it, of their racial identity and of Piri as he attempts to navigate the United States process of assimilation. While Piri struggles with his rejection by larger society as a Puerto Rican, he is conscious that he has another avenue open to him, identification as a black American, and despite his father’s objections he deliberately explores that option as a way to find some sense of belonging and acceptance. Piri was born at Harlem Hospital and is raised in East Harlem where he learns to identify himself along racial and ethnic lines with the other Puerto Ricans and black Americans that make up his world. When his father moves the family beyond Piri’s comfort zone to Italian turf, just a few blocks away, Piri becomes aware of himself as an outsider. For the first time, Piri must face the dilemma of being a darker-complexioned Puerto Rican and being labeled as black. At this point in his young life, Piri’s identity is firmly rooted in a Puerto Rican heritage reinforced by his mother’s desire to return home to the Caribbean. Piri remembers his mother’s sentiments: â€Å"Momma talked about Puerto Rico and how great it was, and how she’d like to go back one day, and how it was warm all the time there and no matter how poor you were over there, you could always live on green bananas, bacalao, and rice and beans. ‘Dios mio,’ she said, ‘I don’t think I’ll ever see my island again† (Thomas 9) Piri’s mother serves as a guide that emphasizes her homeland in Piri’s imagination. Although Piri’s family has no hope of ever returning to Puerto Rico, Piri holds onto his Puerto Rican identity and firmly resists anyone’s labeling of him as black American. Another factor in his resistance to a black identification is the white appearances of his mother, sister, and brothers. Piri shares the darker complexion of his father who negates his African heritage by stating that his dark complexion is due to ‘Indian’ blood and even on occasion exaggerates his Puerto Rican accent to emphasize his ethnic difference from black Americans. Even at a young age Piri recounts feeling as though his dad favored his lighter-complexioned siblings and treated him in a harder and rougher manner: â€Å"Pops, I wondered, how come me and you is always on the outs†¦How come when we all get hit for doing something wrong, I feel it the hardest? Maybe ‘cause I’m the biggest, huh? Or maybe it’s ‘cause I’m the darkest in this family† (Thomas 22). As a child Piri can already sense the difference in the way his father treats him. As an adult he confronts his father about his behavior and associates his bitterness toward him to the racial self-hatred that his father experiences after his arrival in the United States. In an interview, Thomas acknowledges that although he was conscious of the difference in his appearance at home, it was outside of the home and initially at school where he felt the real impact of being Afro-Latino (Hernandez, 5). In his memoir it is after his father moves Piri outside of his comfort zone again and crosses boundaries by moving his family to a majority white community in Long Island that Piri begins to experience exclusion by his peers. At a school dance after he overhears a group of white students expressing disgust and resentment at his audacity in asking a white girl to dance with him, he comes to understand his outsider status at school and refuses to return, which eliminates his only educational resource for obtaining higher paying legal employment later on in life. In addition, Piri recounts another instance in Long Island when he was treated as a trespasser also because of his expressed romantic interest in a white woman. In this situation a white man bombards him on a train with racial epithets for being accompanied by his white girlfriend. In anger Piri transfers his hate for his racial predicament to his girlfriend during sex. He remembers, â€Å"In anger, in hate, I took out my madness on her† (Thomas 90). Piri’s actions following this racist experience complement his father’s use of white women to ease the pain of racism. Piri associates his father’s marriage to his white mother and later infidelity with another white woman as an attempt to nullify his blackness. Piri does not verbally claim that this is the motivation for his father’s attraction to white women. However, Piri acutely senses that Poppa correlates whiteness to superiority and advancement because of his father’s harsher treatment of him in comparison to his fairer siblings and the gradual removal of his family from the barrio and communities of color. Sanchez hypothesizes that while in Puerto Rico, â€Å"Poppa protects himself against his ancestral black blood by marrying Piri’s mother, whose white skin gives him racial privilege and cultural capital† (122). From his father, Piri learns to use white women as a tool to ease his own racial discomfort. Piri is attracted to a fair-complexioned Puerto Rican woman named Trina who becomes his girlfriend. However, unlike his mother who rejects the notion of racial privilege among her family members, Trina is aware of the power position she holds as a white Latina. After a party, Trina comments on her position and the privileges it allows her, â€Å"I can drink anytime I want to†¦After all, I’m free, white, and over the age† (Thomas 112). Piri picks up on her claim to racial privilege and the difference Trina acknowledges between their disparate situations within the American racial hierarchy. In response to Trina’s drunken statements, Piri attempts to assert a dominant position over her by punching her in the face but instead he injures his hand. Facing racial discrimination as black men is a disempowering and emasculating experience for Piri and his father. Affirming superiority over women is one way that they are able to reaffirm their masculinity and reject a black identification. The association of â€Å"black† with the position of inferior social status in the United States and the correlation between women and inferiority in Puerto Rico converge within the context of the Puerto Rican American experience to equate black to woman. Asserting superiority over women aid Piri and his father in rejecting a black identity. Claiming this position over white women in particular implies that they are capable of transgressing a racial line that black men cannot. In Thomas’s narrative, female characters are repeatedly used by Piri and other men to assert their own masculinity and superiority over women and therefore, through substitution, to assert their humanity and negate their inferior racial status. In his narrative, Thomas juxtaposes his family’s home in Babylon, Long Island to Harlem in order to portray Long Island as the mainstream American community that he is excluded from and Harlem as a peripheral community to the dominant one that rejects him. After Piri realizes he is the victim of racial discrimination at a job interview, he decides that he will no longer pursue employment and acceptance in mainstream American society. Instead he finds self-employment and comfort selling and using drugs while living in Harlem. Thomas writes: â€Å"But I was swinging in Harlem, my Harlem, next to which Babylon was like cotton candy white and sticky, and tasteless in the mouth† (Thomas, 105). Thomas contrasts Harlem to Long Island: the former where he finds belonging and safety among the racially marginalized and underground drug culture where he can alleviate the pain of non-belonging and the latter as exclusionary and unwilling to allow him to pursue upward mobility through legal societal structures. Despite the handful of lessons that Piri picks up from his father that allow him to retain some sense of self and manhood in the United States, Piri is furious at his father for abandoning him by rejecting the racial plight of Afro-Latinos and aligning himself with whites and a non-black Puerto Rican identity that causes him to exaggerate his foreign origins and deny any African ancestry. Piri confronts his father and expresses his anger at him for rejecting their shared racial identity before he leaves his family on a journey to the southern states: â€Å"Poppa, don’t you know where you at? Or are you seeing it, Poppa, and making like it’s not there†¦You protect your lying dream with a heavy strain for a white status that’s worthless to a black man† (Thomas 151). Even though Piri leaves home without his father’s support, he has already internalized several of his father’s coping strategies for dealing with American racism which he attempts to employ during his travels and which help lead him to his own survival strategies. Ironically, although he criticizes his father for emphasizing his foreign status as a Puerto Rican, it is the same device that Piri makes use of in the south. Piri’s brother Jose has the white appearance that Piri and his father both covet. Because of this, Piri believes that his father favors Jose and his other fair-complexioned siblings. He is jealous of Jose’s relationship with their father and the ease with which he is capable of assimilating among the white community in Long Island, which represents mainstream America. Because of this, Jose with his white skin, nearly blond hair and blue eyes, represents the image that Piri once felt he embodied but learns that he does not. In an effort to try to gain some sympathy from his family about his racial position, he attempts to force Jose to see how he is like him and that they share the same African ancestry. In a discussion with Jose about his plans to go on a journey south with his friend Brew, Piri is determined to make Jose aware that his black skin is also a part of his brother’s heritage. In an angry response, Jose defends his claim to whiteness and insists that Piri is making the choice to identify as black: Jose’s face got whiter and his voice angrier at my attempt to take away his white status. He screamed out strong, ‘I ain’t no nigger! You can be if you want to be. You can go down South and grow cotton, or pick it, or whatever the fuck they do. You can eat that cornbread or whatever shit they eat. You can bow and kiss ass and clean shit bowls. But – I –am white! † (Thomas 145) Jose’s outburst reveals his understanding that being black is identified with the lower rungs of the socio-economic hierarchy. However, what he does not realize is that whereas he has the power to choose a racial identity, whether it is white, black, or Indian, Piri does not. Piri’s visible racial difference hinders him from assimilating into mainstream America, being socially accepted by whites, or pursuing economic mobility in the same fashion as Jose. Jose explains away Piri and their father’s dark skin by suggesting that in addition to their Spanish ancestry they also have some Native American blood. Native American heritage is seen as an alternative to the black and white binaries used in the United States and allows an individual a place above that of black Americans in the American racial hierarchy. Jose explains away Piri’s dark skin to his white friends by claiming a Spanish and Indian mixture, however Piri rejects this identification in favor of an Afro-Latino identity. Despite the racial rejection that Piri experiences by his father and brother, Piri comes to terms with his blackness partly through his friendship with two black Americans, Crutch and Brew. In a conversation about the racial politics of the south, Crutch piques Piri’s curiosity about the south by describing a similar dilemma to the one that Piri faces: Places like Georgia and Mississippi and Alabama. All them places that end in i’s an’ e’s an’ a whole lotta a’s. A black man’s so important that a drop of Negro blood can make a black man out of a pink-asshole, blue-eyed white man. Powerful stuff, that thar white skin, but it don’t mean a shit hill of beans alongside a Negro’s blood (Thomas, 120). Crutch describes to Piri the historical assignment of mixed-raced people to the black race, even if an individual’s ancestry is mainly of European origin. The image conveyed reflects Piri’s own background growing up with family members with the light hair, skin and eyes of Europeans. Crutch’s description of the importance that â€Å"a Negro’s blood† plays in assigning individuals to racial categories in the south initiates Piri’s interest in traveling there. His journey south serves as a quest to gain an understanding of the racial issues that plague him and his father. Although his father has abandoned Piri to experience life as a black man on his own, Piri continues on his travels with his father as an underlying motivator to discover a place of racial belonging that they both can fit comfortably into. In his southern travels, Piri feels more heavily the weight of his skin color in instances such as when he is forced to sit in the back of the bus despite his remonstrations that he is Puerto Rican or when he is refused service at a whites only restaurant. Despite his initial proclamation that he is interested in going to the south to discover his own identity as a black man and the socio-political constraints of that position, Piri continues to assert his difference and racial privilege as a Latino in the same manner as his father. Without his father’s guidance, Piri completes his travels down south and through other adventures before deciding to make Harlem his home, which is the only place where he really feels as though he belongs. Brown comments on Piri’s return to Harlem: â€Å"Only on the streets of Spanish Harlem, with his boys, does Piri have a sense of ‘home,’ even when he is strung out on heroin and literally homeless, crashing with whomever he can† (Brown, 33). Piri doesn’t make that transition to black American nor does he find a way to assimilate into mainstream America. In contrast to his father, he chooses to return to Harlem, a marginalized community on the fringe of mainstream culture where he is comfortable with his Afro-Latino identity and where he finds belonging among the same streets where he felt accepted during his youth. Piri remembers that the â€Å"world of the street belonged to the kid alone. There he could earn his own rights, prestige, his good-o stick of living. It was like being a knight of old, like being ten feet tall† (Thomas 107). The gangs and streets serve as Piri’s community as a youth; however, once he grows older, the drug underworld is where he turns to alleviate the pain of not belonging. The youth gang culture that Thomas romanticizes in his memoir has grown to unprecedented heights and takes on a new life in the writing of the subsequent generations. BIBLIOGRAPHY Thomas, Piri. Down These Mean Streets. New York: Vintage Books, 1967 Sanchez, Marta E. â€Å"La Malinche at the Intersection: Race and Gender in Down These Mean Streets. † PMLA. 113. 1 (Jan 1998) : 117-128. Brown, Monica. Gang Nation: Delinquent Citizens in Puerto Rican, Chicano, and Chicana Narratives. Minneapolis: University of Minnesota Press, 2002 Hernandez, Carmen Delores. â€Å"They Have Forced Us to Be Universal†. Interview with Piri Thoma, 5/6 Mar. 1995. Retrieved from http://www. cheverote. com/reviews/hernandezinterview. html , June 4, 2009