Saturday, August 31, 2019
Flute Chords
Safe and Sound Taylor Swift We Are Never Ever Getting Back Together Taylor Swift Hinahanap – Hanap Kita Daniel Padilla/Rivermaya Kahit Maputi Na Ang Buhok Ko Noel Cabangon Tanging Yaman Reflection (From Disney's Mulan) I E F G Look at me, E F G G C2 You may think you see E G F E D Who I really am, F F F G E D But you'll never know me. II E F G Everyday, E F G G C2 C2 it's as if I play G G F A part. III E F G Now I see, E F G G C2 If I wear a mask, E G F E DI can fool the world, F F F G E D C C but I cannot fool my heart. Chorus: D2 D2 D2 C2 D2 E2 C2 Who is that girl I see? B C2 A Staring straight, G C2 F Back at me. E G C2 C2 E2 E2 F2 D2 D2 When will my reflection show D2 E2 C2 B C2 Who I am inside? (REPEAT III) D2 D2 D2 C2 D2 E2 C2 Who is that girl I see? B C2 A Staring straight, G C2 F Back at me. E G C2 C2 E2 E2 F2 D2 D2 D2 D2E2 C2 D2 When will my reflection show Someone I don't know? D2 D2 D2 C2 D2 E2 C2 Must I pretend that I'mB C2 A G C2 F Someone else for all time? E G C 2 C2 E2 E2 F2 D2 D2 When will my reflection show D2 E2 C2 B D2 C2 Who I am inside? D2 E2 D2 C2 B G F†¦.. E D There's a heart that must be Free to fly B C2 C2 C2 That burns D2 E2 D2 D2 C2 B with a need to know G A E2 D2 E2 F2 The reason why (REPEAT CHORUS) ENDING: E G C2 C2 E2 E2 F2 D2 D2 When will my reflection show D2 E2 C2 C2 B C2 Who I am inside? C2 C2 C2 C2 C2 C2 What Makes You Beautiful One Direction F            F   F    F You're insecure F               F       F     CDon't know what for F             F      F       F         F       F      F          F         F  G A G You're turning heads when you walk through the door F            F          F    F Don't need make up F    F   F     C To cover up F     F      F    F     F       F      F F   F G A G Being the way that you are is enough F     A  C2   D2 D2  C2     A     A    A    G Everyone else in the room can see it F    A  C2     D2 C2  A G Everyone else but you [CHORUS] A   G     F      F     F    F      F      F     F    G A   G Baby you light up my world like nobody elseA       G       F      F     F     F      F       F      F  G  A        G The way that you flip your hair gets me overwhelmed A       G         F      F     F     F      F        F   F      A     G   G But when you smile at the ground it aint hard to tell A        G        F       G    A You don't know Oh Oh A        A         A        A          A   G F You don't know you're beautiful F   F F    F      F      F     G  A   G If only you saw w hat I can see A         G   F      F        F   F    F       F    F     G     A    G You'll understand why I want you so desperatelyA          G    F     F     F     F F        F   F    A     G   G Right now I'm looking at you and I can't believe A        G        F       G    A You don't know Oh oh A        A         A        A          A   G F   G   A You don't know you're beautiful Oh oh A        A         A        A        A   G F That what makes you beautiful F    F    F        F So c-come on F       F   F     C You got it wrong F       F      F       F    F   F   F  F  F  G A G To prove I'm right I put it in a song F    F    F        F I don't know why F            F   F     C You're being shyF        F      F    F     F    F     F    F F      G A G And turn away when I look into your eyes F     A  C2   D2 D2  C2     A     A     A    G Everyone else in the room can see it F    A  C2     D2 C2  A G Everyone else but you [REPEAT CHORUS] [BRIDGE] F     A  C2D2D2C2 A  A   G Nana Nana Nana Nanana F     A  C2D2D2C2 Nana Nana Nana F     A  C2D2D2C2 A  A   G Nana Nana Nana Nanana F     A  C2D2D2C2 Nana Nana Nana A   G     F      F     F    F      F      F     F    G A   G Baby you light up my world like nobody else A       G       F      F     F     F      F       F      F  G  A        G The way that you flip your hair gets me overwhelmedA       G         F      F     F     F      F        F   F      A     G   G But when you smile at the ground it aint hard to tell A        G        F       G    A You don't know Oh Oh A        A         A        A          A   G F You don't know you're beautiful [CHORUS 2] A   G     F      F     F    F      F      F     F    G A   G Baby you light up my world like nobody else A       G       F      F     F     F      F       F      F  G  A        G The way that you flip your hair gets me overwhelmed A       G         F      F     F     F      F        F   F      A     G   G But when you smile at the ground it aint hard to tellA        G        F       G    A You don't know Oh Oh A        A         A        A          A   G F You don't know you're beautiful F   F F    F      F      F     G  A   G If only you saw what I can see A         G   F      F        F   F    F       F    F     G     A    G You'll understand why I want you so desperately A          G    F     F     F     F F        F   F    A     G   G Right now I'm looking at you and I can't believe A        G        F       G    A You don't know Oh oh A        A         A        A          A   G F   G   A You don't know you're beautiful Oh ohA        A         A        A        A   G F    G   A You don't know you're beautiful Oh oh A        A         A        A         A     G F That's what makes you beautiful My Heart Will Go On (Titanic Theme Song) INTRO: C2 D2 E2 D2 E2 D2 C2 D2 G2 G2 F2 E2 C2 A A A F G C2 D2 E2 D2 E2 D2 C2 D2 G2 G2                                    D2 E2 A2 G2 D2 I C2 C2   C2  C2  B      C2 Every night in my dreams C2 B   C2  C2 E2  D2 I see you, I feel you C2    C2  C2 C2  B     C2   D2  G That is how I know you go on II C2 C2 C2  C2    B      C2 Far across the distance C2     B   C2  C2     E2  D2And spaces between us C2    C2       C2   C2   B       C2  D2 G You have come to show you go on Chorus: C2 C2 C2 C2 D2  G G2  F2 F2 E2 D2 Near,             far, wherever you are E2 F2 E2  D2  C2     B      C2    B A†¦. G I believe that the heart does   go  on C2 C2 C2 C2 D2     G G2  F2 F2 E2 D2 Once            more you open the door E2      F2       E2   D2 C2    B And you're here in my heart C2    C2   B        C2  C2  E2  D2  C2 And my heart will go on and on (Repeat I and II, then Chorus) Ending: C2 C2 C2 C2 D2 G G2 F2 F2 E2 D2 E2 F2 E2 D2 C2 B B A C D E D E D C D G G G G G
Friday, August 30, 2019
Important Dates in American History Essay
Mayflower Compact When the pilgrims first arrived to America, the Mayflower Compact, as it is known now, was created. This was the foundation for the Plymouth colonies. To establish colonies, they would first need to obtain a patent from the King of England. However, the need to maintain a society was of great importance, therefore, the Mayflower Compact was established as a social contract. It was signed by all 41 men on the Mayflower. Revolutionary war The revolutionary war is a story that surrounds America’s founding concept; freedom. America, from 1775 – 1783, fought a vicious battle against England. The English sought to control America; they did everything they could to weaken America, such as placing soldiers in their homes and expecting them to provide for him. Eventually, the war broke out. However, after a fierce battle, we were granted our freedom, and our forefathers tale and sacrifice is one that we acknowledge with pride. WWI World War I started as a spark and ended as an explosion like no other. After the assassination of Arch-duke Franz Ferdinand, Emperor Franz Joseph of Austria declared a strike against Serbia. However, sticking with the theme of American History, America did not enter the war until later when Germany began sinking American submarines. the U.S. Congress declared war on the sixth of April, 1917. The Great Depression On October of 1929, the stock market crashed, devastating 40% of the value of common stock. The stock market continued to fall until people lost their jobs and life-savings. During this period, Franklin Roosevelt took the lead as president and introduce the policy known as the ‘New Deal’. This policy created intuitive legislative ideas and helped production of goods and prices, however, this was not enough to end the depression. The WPA was created in order to provide jobs; 9 million people gained positions from this program, and later, the Social Security Act of 1935. Both the New Deal and WWII are ideas of how the Great Depression came to a halt. McCarthyism McCarthyism is a shameful period of American History. A fear of the spread of communism led to blackmail. During the 1940’s, McCarthy, a senator, claimed to know the names of over 200 card-carrying communist in the U.S.. This began a hunt for infiltrators. Writers were often named communist sympathizers and were often unable to continue working. However, in more serious cases, some were jailed for refusing to give the names of communists. The media could not stand-up to McCarthy in fear that they, like three-hundred others, would be blacklisted. Resources: Plymouth.org – Mayflower Compact CIA.gov – Revolutionary War PBS.org – WWI Historylearningsite.co.uk – America and WWI
Thursday, August 29, 2019
Lucent Technologies Case
The financial statement for Lucent Technologies is for September 30, 2003 and 2004. After reviewing the balance sheet I could determine Lucent Technologies Total Assets had increased by 1,052 million. This shows Total assets are in an upward trend and the company has steadily built assets the last year and not decreased them. The company’s goal is to raise profits and one way of raising profits is to increase their assets. Total Liabilities have decreased by 940 million. Total current liabilities have decreased over the year while long term liabilities have increased. In 2003, Lucent Technologies debt to asset ratio was . 83 and in 2004 the debt to asset ratio was . 92 which means . 92 of Lucent Technologies assets were paid for by borrowing money. What this shows is Lucent Technologies may pay a higher interest on money borrowed because their debt to asset ratio is so high. By reducing their debt load and controlling purchases the company can reduce their total debt to asset ratio. Companies acquiring too much debt may have trouble paying creditors which could force them into bankruptcy. Total shareowners’ deficit has decreased over the year. While the company is currently looking at a deficit, they are heading in an upward trend where shareholders could start receiving dividend payouts. Investors reviewing Lucent Technologies current balance sheet may have a hard time investing in the company as much of the assets owned by the company were purchased on credit. Creditors may loan Lucent Technologies money for future investments, but it would be at a higher interest rate as the current debt to asset ratio is high. Another problem creditors and investors may have with the current balance sheet is that Lucent Technologies is only providing them with information from one year. Even though the balance sheet reflects improvements in company profits over the past year it doesn’t provide creditors and investors with enough information to make an informed decision. Creditors and investors would need financial statements for multiple years before investing in the company. By viewing the statement of cash flows, investors are able to determine how much cash comes in and goes out of the company during the year. It shows investors how the company is able to pay for its operations and future growth. Lucent Technologies provided a balance sheet for September 30, 2003 and 2004. There is limited value in the data provided by Lucent Technologies, for investors and creditors to make informative decisions before investing in or leading money to this company. Other financial statements investors and creditors need to view are the income statement and the statement of cash flows. The income statement provides the revenue earned minus expenses incurred over a specific period of time. Investors need to view the statement of cash flow to determine the increases and decreases in cash made by Lucent Technologies.
Wednesday, August 28, 2019
East Asian Studies Essay Example | Topics and Well Written Essays - 750 words
East Asian Studies - Essay Example Confusian teachings often concentrated on the development of the intellect rather than innovation and this ensured that many Chinese chose to remain in an almost static state (Confucious 13). Because of the influence of Confucianism, it became the norm for many of the Chinese people to want their lives to remain the same. The system of government of the land did not change because despite there having been many dynasties which ruled China from the ancient to the modern period. One will find that despite these numerous dynastic changes, none of the administarative rituals nor the system of governance was significantly changes to encourage the growth of the society (Holcombe 6). The elite consisting of the imperial family and the nobility, remained the same and it is these who competely dominated all matters of importance in the society. It was in the interests of these individuals to ensure that everything remained the same because it is the established system which ensured that their power was secure (He and Warren 272). It is possible that it is the elite which fostered the static nature of Chinese society since it allowed them to remain dominant while at the same time keeping the lower classes of the society subservient to their interests. The other reason why China was not able to achieve a powerful status on the global state which would have spurred its modernisation was its aversion to matters concerning the military. The Chinese society frowned upon the development of the military because the latter was considered to be a cause of instability rather than a guarantor of security (Ebrey 478; Paludan 136). Consequently, the military was extremely underfunded and its main role in the society was essentially ceremonial. It is possible that aversion to the military was based on the history of the nation where at the end of certain dynasties, the
THE THEORIES BEHIND MANAGEMENT Essay Example | Topics and Well Written Essays - 2500 words
THE THEORIES BEHIND MANAGEMENT - Essay Example It should be unequivocally stressed that managers who have applied management theory in there daily operations have high chances of accomplishing both personal and organizational objective. To address this subject, the study paper will carry on along the following field: management will have to be defined for reasons of theoretical clarity; management functions, objectives, goals, and essentials will be underscored; reasons to study management theory will be named; and the various management theories, the centre of the paper, will be discussed at length; and lastly "the way forward" in terms of a conclusion will be provided Management is defined as the art or science, of attaining objectives through individuals. Because managers also oversee, management can be understood to mean literally as "looking over" - i.e. ensuring individuals do what they ought to do. Therefore Managers are, supposed to ensure better productivity or, "continuous improvement". More generally, management is a process of formulating and maintaining an atmosphere in which people, working collectively in groups, ably accomplish selected objectives (Koontz and Weihrich 1990,). In its expanded outline, this fundamental definition means quite a few things. One, as managers, they perform the managerial roles of planning, organizing, leading, controlling and staffing. Two, management pertains to any type of organization. Lastly, the objective of every manager is similar - creating surplus. Basically, then, management involves the acquirement of managerial competency, and efficiency in the following essential areas: problem solving, human resource management, administration, and organizational leadership. Most important of all management is entails solving problem or issues which go on emerging every time in the as an organization struggles to realize its goals, aims and objectives. Problem solving ought to be accompanied with problem identification, assessment and implementation of solutions to managerial problems. (Stoner J. A. et al, 2003) Management Objectives; Functions; Goals; and Essentiality Management Objectives There are principally three management objectives. Ensuring organizational targets and goals are met; secondly looking after health, safety and welfare of staff. Thirdly protecting the apparatus and the resources of the organization, with includes the human resources. (Stoner J. A. et al, 2003) Management Functions To appreciate management, it is very important that we divide it into five managerial functions that are; planning, leading, organizing, controlling and staffing. Planning entails selecting objectives and missions and the actions to realize them. Leading is to influence people so that they contribute to organization and also group goals; it has deals mainly with the interpersonal side of managing. Organizing is that part of management which involves creating an intended structure of roles for individuals to fill up in an organization. Controlling, for instance, budget for expenditure, is the measuring and also correcting of subordinates activities to make sure that events conform to plans. It assesses performance against objectives and plans, illustrates where negative differences exist, and, by putting in motion actions to correct deviations, helps ensure accomplishment of plans. Staffing
Tuesday, August 27, 2019
Obama Inaurgural Speech Essay Example | Topics and Well Written Essays - 500 words
Obama Inaurgural Speech - Essay Example Despite all the issues the country has been able to recoup and has been able to fight back all issues successfully (Yahoo News, 2009). The president’s speech focused a lot on how he would work on solving issues which the country is currently facing, however this would be possible only if the citizens took up some responsibility. He also mentions that the success of the country mainly depends on the hard work, honesty, courage and fair play, tolerance and curiosity, loyalty and patriotism. He highlighted the importance of these aspects for the country’s success. He paid a lot of importance to the divided efforts of every individual of the country to work towards fighting all the issues that the country is currently facing, which he felt is an important promise and a price to be paid by every citizen of the country (Yahoo News, 2009). President Barack Obama recognised and highlighted a number of issues that are being faced by the country at present. In the inaugural speech Obama has addressed a number of issues which he plans to resolve. President highlighted the issues of the country moving into a recession and also highlighted the various issues that have been caused due to the irresponsibility of a few people, greed and collective failure of a number of decisions made. He felt that these issues would definitely cause the country to decline to a great extent. Thus to resolve this President has tried and requested the country to understand their responsibilities and to take actions to ensure a united improvement of the country (Yahoo News, 2009). The President also mentioned the issue of conflicts and discord which has been prevalent in the country and has decided to try and solve these issues. The President highlighted that United States of America is a country with a number of different religions and a number of different cultures. Also he aims at improving the economic condition of the country and this he mentioned required responsible spending by
Monday, August 26, 2019
Marketing Plan Research Paper Example | Topics and Well Written Essays - 2000 words - 3
Marketing Plan - Research Paper Example Other areas of specialization in which the company invests in are beverages, which are used worldwide. Besides the operations of the company within the UK market, the company has major markets within the US, Germany, Italy, Japan, Spain as well as in France. GlaxoSmithKline Plc as a trading company has a statement of mission, which is ‘provision and development of immunotherapeutic, as well as vaccines that are necessary for improvement of human health globally’. The company has made strategic milestones in the field over years and is credited for having great and contributions towards the global health as it is today. The company’s profile reveals that the formation of the company as it is today has involved merger efforts with many companies and thus would have a history from the early years of 20th century. The existence of the corporate identity of GlaxoSmithKline plc is not that old s it dates from the time of merger of SmithKline Beecham and Glaxo Wellcome in December 1999 (Addison & Lawson, 2012). GSK has special attention on such fundamental areas as realizing sustainable growth, improving long-term financial performances as well as reducing risks. It realizes these goals through embracing diversification, developing and delivering high-value products as well as adoption of simplified business models. The recent developments have seen the company adopt generic branded manufacturing to add to the previously existing patented strategies in order to command higher influence and relevance in the modern day market. Addison and Lawson through a recent discourse analysis study concerning the strategic development move of generic branding found out that this was necessary and very effective in lowering the associated performance risks as well as in increasing the range of products being traded on. The shift in production models into the incorporation of generic manufacturing has greatly revolutionized the industry through lowering
Sunday, August 25, 2019
WOMEN AND LAW Oral presentation Essay Example | Topics and Well Written Essays - 2500 words
WOMEN AND LAW Oral presentation - Essay Example wever, section 1(1) of the Street Offences Act, 1959 (as amended by Sexual Offences Act 2003, section 56, schedule 1, paragraph 2) states that â€Å"it shall be an offence for a common prostitute whether male or female to loiter or solicit in a street or public place for the purpose of prostitution†. To understand whether Topaz’s activities qualify as an offence under Section 1(1) of the Street Offences Act, 1959 it is first essential to analyse whether Topaz qualifies as a â€Å"common prostitute†. The term â€Å"common prostitute†has not been defined by statute though it has been part of statute law since 1824. The term â€Å"common†was criticised during the debates on the Street Offences Bill, which became the Street Offences Act 1959. The Criminal Law Revision Committee Working Paper on â€Å"Offences relating to Prostitution and allied offences†published in December 1982 stated, inter alia, â€Å"the word ‘common’ should be removed from the expression, ‘common prostitute’†. In R. v. De Munck (1918) 82 J.P.160 CCA, the Court held that, â€Å"the term ‘common prostitute’ is not limited so as to mean only one who permits acts of lewdness with all and sundry, or with such as have her, when such acts are in the nature of ordinary sexual connection. We are of the opinion that prostitution is proved if it is shown that a woman offers her body commonly for lewdness for payment in return.†The decision was cited with approval by the same court in R. v. Webb [1964] 1 QB 357 where the proprietor of a massage establishment was found guilty of procuring and attempting to procure masseuses to become common prostitutes. The court followed De Munck and dismissed a contention that the definition should be confined to cases where a woman takes a passive rather than an active role in the lewd activities. In R. v. Morris-Lowe [1985] 1 ALL.E.R. 400, the court held that a â€Å"common prostitute was any woman who offered herself commonly for lewdness for reward. The
Saturday, August 24, 2019
Standardized Testing Essay Example | Topics and Well Written Essays - 1250 words
Standardized Testing - Essay Example A non-standardized test, on the other hand, is the opposite of a standardized test. This type of testing gives notably different tests to diverse test takers, or administers the same test under extensively different conditions. For instance, a non-standardized test might occur when one group is offered far less time to tackle the test than another group. It might also occur when one group evaluates a test differently than another group for instance when the same answer is regarded right for one scholar, but incorrect for another scholar. Standardized tests are considered as being fairer when compared to non-standardized tests (Butler & Stevens, 2009). The steadiness also permits more reliable contrast of outcomes across every test taker. Standardized tests, due to their fairness, should be regarded as the best way of testing English Language Learners. This paper will, hence, seek to support the argument that standardized tests are the best way of testing English Language Learners. Wh en it comes to English Language Learners, standardized testing should be considered as the best way of assessing their understanding (Coltrane, 2009). This is due to a lot of reasons that will be explained later in this paper. It is essential to discuss the pros and cons of standardized testing in order to understand the significance of standardized testing to English Language Learners. Standardized testing holds educators, schools, as well as their ELLs, accountable. Perhaps the best benefit of standardized testing is that educators and their respective schools are responsible for training their English Language Learners what they are needed to be familiar with for these standardized tests. This is mainly because these scores turn into public record and educators, as well as their respective schools, who do not perform as expected can come under severe scrutiny. This scrutiny might lead to losing of jobs and in some situations a school might be shut or run by the state (Coltrane, 2 009). Standardized testing also allows English Language Learners or ordinary students located in different districts, schools, or even states to be compared. If it were not for standardized testing, this contrast would not be possible. Students from public schools in Texas are all needed to do standardized tests at the same time, whether an ELL or not. This implies that a learner in Amarillo may be compared to a learner in Dallas. Being capable of accurately comparing data is priceless, and this is why that the Common Core Standards for each state have been developed. These will grant a more precise comparison between every state (Flores & Trumbull, 2002). Another advantage of using standardized testing with regards to English Language Learners is that standardized testing is naturally accompanied by a set of well-known standards or instructional framework that provide educators with help for when and what needs to be taught. Without this arrangement, a third grade tutor and a sixth grade educator could be teaching a similar content to their English Language Learners (Menken, 2008). Having this curriculum also keeps ELLs who shift from one district school to another from being far ahead or behind their new institution. Standardized tests are also objective in reality (Flores & Trumbull, 2002). Classroom grades set by a tutor are at the very least simply subjective in reality. Standardized tes
Friday, August 23, 2019
Discuss the ways in which Toyotaro, the protagonist of Maihime (The Assignment
Discuss the ways in which Toyotaro, the protagonist of Maihime (The Dancing Girl), thinks of his own identity - Assignment Example His story explicates the fact that he had done a mistake by following and doing what other people told him to do. For instance, he asserts that during his childhood, he was a sort of dictionary to his mother and law in the service of his boss (Ogai). This implies that he was not following his heart and doing whatever he wanted or whatever pleased him, but whatever pleased those around him. Toyotaro identity changes when he falls in love Elise, a German dancing girl. He falls in love with this girl despite their varied culture and race. This love transforms Toyotaro to the extent that he loses his job (Ogai). While in the ship, he feels guilty for leaving her behind and that’s when he fully thinks of his identity. For once, a sense of being himself and deciding for himself engulfs him. He does not fear anymore what would become of him when he makes his own decisions. In conclusion, Toyotaro’s discovery that he was able to decide for himself on how he was going to live his life was the climax of the realization of his identity. This was a problem affecting several young Japanese during Mori Ogai’s generation. In this case, he emerged as an enlightened young intellectual capable of choosing his fate and not depending on adults to choose their destiny for
Thursday, August 22, 2019
Primary narcissism Essay Example for Free
Primary narcissism Essay Narcissism is a character trait in which people tend to show more concern to self than other people around them. It can be either primary which is usually common in infants or secondary that is common in adults. This paper is going to look into the effects that the current generation narcissism has brought to the community and ways in which it can be controlled. Introduction Narcissism is a character attribute that is usually functional to a given social group that denotes lack of concern for other people. Although it has proved to be a biological necessity, care should be taken so that it doesn’t exceed the limits at which it may bring destruction to self and individuals around us. It is said to be a response to our inside states like fear and hunger and it proved to be important for homeostasis maintenance in the body. Modern day narcissism was accelerated by the chaos of 1960 that were politically motivated that made people to try to avoid the world around them by creating within themselves â€Å"small heavens†. Narcissism can be divided into two different categories: primary and secondary narcissism. Primary narcissism: This is usually inborn and is usually expressed by all infants. The infant usually lacks interest in the outside world basically because of the fact that it hasn’t familiarized it self with it. The mother is usually the only thing in its live and the care that she (the mother) gives plays a great role towards this effect. Contrary to primary narcissism, Secondary narcissism is pathological. It is usually an attempt to compensate for emptiness that comes along when love is not given back resulting to ostentation in an attempt to get rid of guilt with weakness (Campbell Foster, 2007). Primary narcissism results to completion together with the urge to overcome tasks. The fear of separation of the infant from the mother interferes with the course of getting used to the outside world and therefore the infant results to creating a world of its own. Narcissism is encouraged during infancy by parents by making infants chase after wild dreams through the notion that is instilled to them that it is impossible to fail. They give out their love together with support which results in some sense of false perfection. According to Brown and Nina (2008), patients who suffer from narcissism usually come from children whose mothers where more prominent in their care compared to their fathers who mostly you find were substituted by a male role model. When they become adults, they develop a desire for intimate relationships but unfortunately majority of them end up isolating themselves. Mostly victims are unable to differentiate between self and others because of the paradoxical desires that exist within them. Victims of narcissism may be successful in different aspects but the moment they fail to attain their goals, they become depressed and feel guilt. Because of the exaggerated pride in accomplishments, reasoning becomes unclear. This may result to angry reaction to criticism from victims or result to depression because of the threat to believe of perfection. Although narcissism may affect them negatively, it may inspire the victims to come out as strong leaders through the confidence it gives them even in situations of criticism from others which brings about faith from other followers. Although they seem chartable, their ultimate goal is self. They associate happiness to achievements together with products and not their contributions to humanity. Narcissism is common in children, but it can also be manifested in old adults especially those who care a lot about what the media says. The victims tend to live in their past and get depressed and become cynical (Campbell Foster, 2007) Ways in which society promote Narcissism. Various institutions in the modern day promote narcissism. An example is the 1960s politics that incited people to retreat to their own worlds which have turn out to be the source of narcissistic traits. Its energy is brought out through a voice that is applauded by people covering up its failures. Majority of its victim are men because many of them are known to get confused when it comes to desires where they may end up converting their desire for sex to greedy for political authority. This projection of individual feelings to society is manifested in political debates (Hesse, 2005). There is also great contribution to narcissism by the media through expression of unrealistic hopes through propagandas in commercialization. The media has promoted equality of roles among women, men and children claiming that they all should be entitled to equal amounts and value of commodities just like the father. This has given rise to a new social individual. It has influenced parents to tolerate their children to avoid messing up. They have resulted to befriending their children by acquiring youthful looks and approaches. This makes children to acquire delusions of self-sufficiency and grandiosity making them more vulnerable to superficial media. Media has not only affected kids but it has also had an effect on the general population in that it has taken away believe of self-sufficiency and influence to change the world. It has made people to picture themselves as insignificant parts of a machine and that they are unable to run themselves (Twinges Campbell, 2009). According to Ronningstam (2005), narcissism has affected the society in all aspects. Decisions have been made to be logical resulting in equilibrium between the losers and winners causing an overall narcissistic effect. Violence together with cynicism which has become part of our world has also contributed to narcissism development. Immorality that has become obvious in the society and suspicion about what the future holds for us has made people to retire back to selves and become heartless to the world around them. This is seen to be a way of defense in which through which we could avoid situations that could make us despair. People are ready to overlook the outside world because of the horrors and violence that comes with it and impose on themselves a self-image and return to â€Å"selves†. It involves shifting from a realistic world to one that distorts reality to different thoughts and plans. Through turning away from reality, more isolation is brought about. Although people may seem social, neither desire nor emotional ability to socialize genuinely is left. Bonds that existed previously between friends begin to break leaving future generations’ fate at risk of getting away without care and recognition. Narcissism can also occur in groups and mostly religious ones. Small cults can be equated to a family where by they try to provide a second opportunity to its members to develop emotionally. The relationship between their leader and its members can be equated to parent child affection where by a complete submission in exchange of protection and care is a necessity. In this case, only pure positive reinforcement is provided. Followers become connected to an individual similar to a parent but from whom come no disappointment. The same is seen in other major religion (Ronningstam, 2005). Because of the effects it has been known to bring about, it is important that necessary steps are taken to ensure that it is avoided. This can be achieved through creation of transitional objects that could guarantee an individual oneness with independence from both the mother and nature at large. Family together with group rehabilitation can be encouraged as they give people a chance to interact with others at the same time exposing the internal self to the outside world (Lachkar, 2008). References Brown, Nina W. (2008) Children of the Self-Absorbed: A Grown-ups Guide to Getting over Narcissistic Parents, New Harbinger Publications, U. S. Campbell, K. W. Foster J. D. (2007). The Narcissistic Self: Background, an Extended Agency Model, and Ongoing Controversies. To appear in: C. Sedikides S. Spencer (Eds. ), Frontiers in social psychology: The self. Philadelphia, PA: Psychology Press. Campbell, W. K. , Foster, J. D. (2007) The Narcissistic Self: Background and extended agency model and ongoing controversies. Sedikides and Spencer. Psychology Press, London. Hesse, Morten; Schliewe S, Thomsen RR (2005). Rating of personality disorder features in popular movie characters†. BMC Psychiatry (London: BioMed Central) 5 (45): 45. Ronningstam, Elsa F. (2005) Identifying and Understanding the Narcissistic Personality, oxford university press, New York. Lachkar, Joan (2008): How to Talk to a Narcissist, Taylor Francis Group, New York. Twenge, Jean M. Campbell, W. Keith (2009). The Narcissism Epidemic: Living in the Age of Entitlement, free press, Glencoe, Illinois.
Wednesday, August 21, 2019
18th Century English Poetry Essay Example for Free
18th Century English Poetry Essay Eighteenth century poetry consisted of several types of literature including ode, elegy, epistle, verse tale, hymn, song ballad and epigram. This period is frowned upon by critics who compare the context of this era to that of another. They claim Eighteenth century poetry is considered frivolous because often times the content lacked a true essence that poetry upheld for many centuries. Perhaps this is true, for the times of this period were changing and people were facing greater hardships in their daily lives. Melancholy plagued those who were greatly concerned with social ills which may explain the presence of abstract and satiric themes that were heavily prevalent. Perspectives evolved from the Renaissance period into Neoclassicism where individuals became secondary and a greater emphasis on the straight forward mechanics of poetry existed ( Rowles). Although there were many artist noted among this genre of poetry, William Blake established himself as a simple yet dramatic writer who used irony, naà ¯Ã‚ ¿Ã‚ ½ve subjects, and traditional ballad structure to baffle the many readers to come( Norton p. 2264). William Blake wrote The Chimney Sweeper of Songs of Innocence in 1789. This poem is about young children who whose families were unable to care for them financially, therefore sent to work in English mines during the 18th century. These boys were often sold to master sweepers and in turn were treated inhumanely ( Arp and Johnson p.117). Blake took this harsh treatment of human life to reveal serous social criticism of his European society. Their heads were shaved bare to prevent black soot from soiling their hair and often suffered from serious diseases. Now, one can understand why Blakes work was frowned upon by aristocracies and often viewed as insane as he strongly disapproved and openly dissented the social welfare programs in his country (Norton p.2268). There is no identifiable audience except for those that hear the third line of the first stanza, weep! weep! weep! weep! in the streets of England. This is interpreted as a childs attempt to sing Sweep! Sweep!, which was the chimney sweepers street cry. There are two ideas which evolve throughout the Chimney Sweeper. Depending on ones outlook, the first possibility is that Blake is stating no matter how detrimental life becomes, no matter how bad the church (government/law) is; one will be with God after death. Sadly children are celebrating the morality of this concept. The idea is if these children continue to work hard, eventually life will resume in the peaceful heavens. This is revealed through a dream the little boy had when, an Angel who had a bright keyopened the coffins and set them all free. The last stanza completes this thought by stating, Though the morning was cold, Tom was happy and warm, so if all do their duty they need not fear harm. The other possibility is a negative-toned belief that children are conned into accepting their lives as slaves for adults. Either way, these boys are mocked by their naà ¯Ã‚ ¿Ã‚ ½ve states (Arp 117). Blakes use of dramatic irony is shining bright as he deliberately creates a cheerful sound for six stanzas while simultaneously developing a drastically different meaning. Ironically, this poem shows that children succumb to a positive perspective on life and do not fear death for they are too young to understand the realm of the situation. In the first two lines, Blake gives us an image of a child in a state of agony or even in a state of corruption as he is left all alone with no parents. However, after a night full of merry dreams the boy wakes up feeling happy and warm. This leads the reader to believe life continues with no worries instead of completing the story with a boy whose future is bleak and laborious. Perhaps, although I doubt, Blake would desire the reader to believe that anyone has the ability to be content with a depleted life so long as his/her dreams fulfill that empty space. Blake uses the image of two colors to represent the simplicity of this picture. The color black which holds significant importance as it is used to represent death and corruption. Black is the color of the boys coffins in the little boys dream. The color black is also referenced to the soot which is filth that covers the boys as they perform their daily chores. On the opposite end of the spectrum, the color white represents purity and angelic-like spirit. The eighth line, Toms hair is white before his head is shaved. At this point, Tom is compared to feeble lamb, a symbol of the ultimate sacrificial animal, as he cries when his head becomes bare. And similar to biblical stories, Tom is naked and white when the angels carry him off to heaven where God will be his father. Blake creates an allusion by giving the reader a peace of mind while using God as a symbol for safety and care (Norton p. 2268). There is no discernible meter for the poem, the beats jump anywhere from eight to twelve, with no repetition or pattern found. The Chimney Sweeper tone sounds very much like a nursery rhyme. Similar to Rock-A-Bye-Baby, the sounds are sweet an innocent, but if you read the words, when the bow break, the cradle will fall the words are quite disturbing. Like the dramatic irony established in this poem, tone presents itself as two-dimensional, sounding soft but actually disheartening. Williams Blake writes an excellent poem in my opinion; he used terms and ideas that we have studied in this course such as irony, symbolism and allusion. Although his language is simple rather than manipulating complicated words that Shakespeare prefers, I find his style easier to evaluate. Please do not get the wrong idea, by easy I mean a better understanding. Old world writers are fascinating, but often times are too difficult to comprehend, much less interpret. Not only did I learn about 18th century poetry, I also gained knowledge of Europe social ills of the time. Woks Cited Arp, Thomas, and Greg Johnson. Sound and Sense: An introduction to Poetry. 10th Ed. Heinle Heinle: Boston, MA, 2002 Hugo, Howard, and Patricia M. Spacks. Revolution and Romanticism in Europe and America. The Norton Anthology of World Masterpieces. Ed. Maynoard Mack. New York City, NY: W.W. Norton Co. 1997. 2264 2268. Rowles, Kelly. Overview of 18th Century Poetry. New Jersey, 2004. Richard Stockton College of New Jersey. Aug. 2004 http://caxton.stockton.edu/pom/stories/storyReader$6
Differences Between Strict And Absolute Criminal Liability Law Essay
Differences Between Strict And Absolute Criminal Liability Law Essay In general, the criminal liability requires the proof of both actus reus and mens rea before convicting a person. When the necessity for the prosecution to prove mens rea (in the sense of intention, knowledge or recklessness, or even negligence) regarding the actus reus elements of the offence is disregarded, either expressly or impliedly, the offence in question is described as strict or absolute liability offence. What is the distinction (if any) between absolute and strict liability offences? Give examples of each. First, it determines what the prosecution must prove. Strict liability offences do not require proof of mens rea in respect of at least one element of the actus reus, usually the essential one. However, proof of mens rea may be required for some of the elements of the actus reus. Absolute liability offences do not require proof of any mens rea element, but are satisfied by proof of the actus reus only. Second, the distinction can be seen by examining the issue of causation In strict liability, the prosecution is required to prove the causation of the actus reus and the offence. In Empress Car Co (Abertillery) Ltd v National Rivers Authority [1998] HL, the lordship said that, While liability [for water pollution] is strict and therefore includes liability for certain deliberate acts of third parties à ¢Ã¢â€š ¬Ã‚ ¦ it is not an absolute liability in the sense that all that has to be shown is that the polluting matter escaped from the defendants land, irrespective of how this happened. It must still be possible to say that the defendant caused the pollution. In absolute liability, however, a crime may not require any causation link at all, if the specified state of affairs exists. In Winzar v Chief Constable of Kent (1983), the defendant was removed from a hospital by police and was then arrested and found guilty of being drunk on the highway, even though the police officers had put him there. The court held that it was enough to show that D had been present on the highway and was perceived to be drunk. It didnt matter that his presence on the highway was momentary and involuntary. Third, it determines what defences are available to the defendant Many academic papers differentiate strict and absolute liability offences by the availability of the defence of mistaken yet honest belief, a common law defence. Where they are available liability is strict, where it is not available liability is absolute. The situation is made complex in case where defence are provided in the statue for the defendant to escape liability. If common law defence is held by court to be excluded from the offence, does the provision of statutory defence disqualify the offence to be an absolute one? Or that it is the nature of the offence that automatically categorized the offence as absolute liability? In the case HKSAR and SO WAI LUN, the court of appeal has the opportunity to look into the case B (A Minor) v DPP, and made the following observation. Section 5 of the Sexual Offences Act 1956 made it an offence for a person to have unlawful sexual intercourse with a girl under 13 while section 6 made it an offence in relation to girls under 16. Under section 6, a defence was expressly set out where the defendant, provided he was under the age of 24, believed the girl to be 16 or over As to the effect of these two offences, Lord Steyn said at 469A B that since section 5 contained no such defence, it plainly created an offence of absolute liability. So the court is suggesting that unlawful underage sexual intercourse, a traditional well-known example of absolute liability, will not be considered as absolute liability per se in the present of statutory defence in the provision. This observation is reaffirmed in the recent case Hin Lin Yee v HKSAR by Judge Chan PJ in para. 198 (ii) and (iii). In other jurisdiction like Australia, the distinction of strict and absolute liability is even blurred by the fact that common law defence like duress and self defence can be available for absolute liability. How does one determine if an offence is one of strict or absolute liability? The question of whether a statutory offence requires proof of mens rea or is strict liability is treated as a matter of statutory construction, the statutory provision enacting the offence must be construed to determine the legislative intention. In Gammon (Hong Kong) LTD v A-G of Hong Kong [1985] PC, the lordship has summarized the approach to the interpretation: There is a presumption of law that mens rea is required before a person can be held guilty of a criminal offence. The presumption is particularly strong where the offences is truly criminal in character. Truly criminal offence usually refers those dealing with violence against persons or property. The presumption is particularly strong because of the stigma attached to the offence. The presumption applies to statutory offences, and can be displaced only if this is clearly or by necessary implication the effect of the statute. Sometimes the offence will expressly specify the type or level of mental fault by using words such as willfully, recklessly, carelessly, etc. In such cases, the court must then go on to define the precise meaning of those mens rea words. Where a statute is silent as to the mens rea for an offence, the courts must decide as a matter of general principle or statutory interpretation what level or type of mens rea applies. The only situation in which the presumption can be displaced is where the statute is concerned with an issue of social concern, and public safety is such as issue. Strict liability has often been imposed in regulatory offences concerning social concern and public safety, such as licensing, pollution, health and safety, driving offences, environmental offences, public health offences. Even where a statute is concerned with such an issue, the presumption of mens rea stands unless it can also be shown that the creation of strict liability will be effective to promote the objects of the statute by encouraging greater vigilance to prevent the commission of the prohibited act. In Lim Chin Aik v R, the defendant had been convicted under the immigration laws of Singapore by remaining there (after entry) when he had been prohibited of entering. The aim of the law was to prevent illegal immigration. The defendant had no knowledge of the prohibition order and there was no evidence that the authorities had attempted to bring the prohibition order to his notice. Since there was nothing D could have done to determine whether a order had been made against him and thus ensure compliance with the relevant legislation, the Privy Council ordered that the offence was not one of strict liability because it did nothing to promote enforcement of the law. What policies are behind the creation of absolute and strict liability? It is said that the imposition of strict liability encourages greater observance of and compliance with law, and this is particularly important where matters of public safety, public health and public welfare are concerned. High standards can be achieved and maintained only if those conducting activities involving risks to safety, health, the environment and so on are made to feel that it is not enough just to take reasonable care; they must take all possible care. Secondly, it is said that strict liability, by relieving the prosecution of the task of investigating and proving mens rea against an alleged offender, enhances the efficiency of our administrative and judicial systems. In HIN LIN YEE ANOR v HKSAR, Ribeiro PJ pointed out a reason in particular why absolute liability should be created. Absolute liability can impose duty on a person (which may be a corporate body) where the conduct or task which is the subject of the duty is in practice likely to be carried out by someone else, such as an employee or a contractor. It makes it insufficient for the employer passively to assert an honest and reasonable belief. It promotes proactive management and diligent supervision on his part to see that the duty is in fact being properly discharged. How do the concepts of absolute and strict liability assist or hinder the Prosecution, the Accused and the Court in a criminal trial? The concept assists the prosecution in a criminal trial since it relieves the prosecutor of the virtual impossibility of proving intent or knowledge of the wrongful conduct, particularly where the defendant was a company rather than an individual. No significant hindrance is observed for prosecution in regard to the application of concept. The concept assists the accused in a criminal trial since strict liability draw a clear line between legality and illegality, which may reduce the information cost for the general public to determine whether he is guilty or not. Unnecessary legal fee may also be saved in this regard. On the other hand, the concept hinders the accused in a criminal trial since it impose liability on people who have taken all possible steps to prevent the offence being committed and should not be blameworthy. The onus of proof is also reversed to the defendant side. The concept assists the court in a criminal trial since it allows the court to strike down the many bogus defense that would otherwise succeed if excusable ignorance or mistake were always accepted as defense. On the other hand, the concept hinders the court in a criminal trial since the courts need to engage in time consuming debates about whether the legislature intended strict or absolute liability to apply. The difficulties in identifying strict liability offences can be seen from the inconsistent attitude and decisions. Also, the court need to justify the creation of strict liability does not per see contravene with the Bill of Rights. [SO WAI LUN v HKSAR [2006] HKCU 1195]
Tuesday, August 20, 2019
Spike Lee Pride and Prejudice :: essays papers
Spike Lee Pride and Prejudice Anyone who would dismiss Spike Lee as a racist is confusing pride with prejudice. Sure, he's abrasive, blunt, unvarnished and maybe egotistical. But he's also got the self-confidence, fearlessness and knowledge of his personal mission that in past years, and some parts of Idaho today, would have gotten him called an uppity N-word, maybe worse. This reaction to him, to him in America today, and on our campus this week, is an illustration of how far whites (yes, whites) in this nation have not come. Lee makes films about various aspects of the African-American experience in America. His debut in 1986, "She's Gotta Have It," was about the man problems and prevails of a young black woman in the big city. "Do the Right Thing," his 1989 incitement of racial strife was a warning flag of urban angers a full three years before the L.A. Riots. "Malcolm X" was a stirring bio-pic about the slain black leader who preached a strident brand of self reliance in an age when most said looking to the government for help was the last best hope of African-Americans. It was also the best film biography since "Gandhi." "Gandhi" may be the best bio-pic ever. Are other filmmakers, like Martin Scorsese or Oliver Stone criticized for telling stories about exclusively white protagonists? Does anyone wave the flag of racism when Woody Allen makes his 100th film about neurotic Jewish men in New York? No, and they shouldn't. Creators work on what they know. The very fact that Lee is labeled and thought of as the "black filmmaker" is an illustration of just how right Lee is when he talks about the largely lily-white nature of Hollywood, and the nation it entertains. And a lot of what he has said, even the supposedly racist comments, have plucked a tone of truth in areas where, frankly, most whites would prefer the strings go unplucked. His most famous comment, that blacks by definition cannot be racist, was right. When he said that, he was talking about institutional racism (a fact adroitly cut from most news accounts of his comments). Blacks, by definition, can't be institutionally racist. They simply don't have the power. Maybe someday they will, but now, you can't point to any institution, and very few corporations, in which African-Americans have enough power to even exercise the thought of implementing institutional racism.
Monday, August 19, 2019
Billy Budd Essay: Moral Shades of Grey -- Billy Budd Essays
Moral Shades of Grey in Billy Budd  Vere's decision, according to the Wartime Acts under which he was subject, was lawfully justified. To do anything else would be a direct violation of the law, and thus, the position in which he was placed. The captain could not follow any twinge of conscience that he felt, for it was not his position to do so. As Vere put it, "But do these buttons that we wear attest that our allegiance is to Nature? No, to the King." He and the judges were forced to follow their duty, which was to carry out the law. As officers of such a law, the morality of the decision was not their choice, as that same law dictated what they were to choose. The decision fell finally to Vere as he gave the speech which condemned Billy. "Our vowed responsibility is in this: That however pitiless that law may operate, we nevertheless adhere to it and administer it." This was, however, not the only factor to be looked after. What options they had does not dictate the morality of an act, it is only one part of a larger whole. Law is, in itself, morality, by nature of the fact that to defy law results in chaos. Originally the law was created to serve as a means of carrying out Justice, but the sheer nature of the fact that it has since, as in this case, acted in some way other than to uphold such a concept proves that it is a separate entity unto itself. Rather than considering the morality of a decision in the administering of Justice, it is now reasonable and required to consider the law as a factor in determining the morality of a decision. When the virtue of the decision is determined, then can Justice, and thus punishment, be considered. It is important to understand this concept: law is no longer a means of carry... ... choice, his decision is justified. Justification is as close to virtue as can be expected in this case. Life is not black and white, as theories of morality would dictate, but merely a complex set of shades of grey. Vere's final choice was only the highlights on a painting, the end of a process, and the selection among a set of distasteful colors on a palette of grey. Works Cited and Consulted: Chase, Richard. Herman Melville: A Critical Study. New York: Hafner Publishing Company, 1971. Melville, Herman. Billy Budd, Sailor and Other Stories. Ed. Frederick Busch. New York: Penguin, 1986. Richards, Lawrence O. The Bible Reader's Companion. Wheaton: SP Publications, Inc., 1991. Stern, Milton R. The Fine Hammered Steel of Herman Melville. Urbana: U of Illinois P, 1968. The Holy Bible, New King James Version. Dallas: Thomas Nelson, Inc., 1979.
Sunday, August 18, 2019
The Great Depression and John Steinbecks The Grapes of Wrath :: John Steinbeck The Grapes of Wrath
The Great Depression and John Steinbeck's The Grapes of Wrath Though most Americans are aware of the Great Depression of 1929, which may well be "the most serious problem facing our free enterprise economic system", few know of the many Americans who lost their homes, life savings and jobs. This paper briefly states the causes of the depression and summarizes the vast problems Americans faced during the eleven years of its span. This paper primarily focuses on what life was like for farmers during the time of the Depression, as portrayed in John Steinbeck's The Grapes of Wrath, and tells what the government did to end the Depression. In the 1920's, after World War 1, danger signals were apparent that a great Depression was coming. A major cause of the Depression was that the pay of workers did not increase at all. Because of this, they couldn't afford manufactured goods. While the factories were still manufacturing goods, Americans weren't able to afford them and the factories made no money (Drewry and O'connor 559). Another major cause related to farmers. Farmers weren't doing to well because they were producing more crops and farm products than could be sold at high prices. Therefore, they made a very small profit. This insufficient profit wouldn't allow the farmers to purchase new machinery and because of this they couldn't produce goods quick enough (Drewry and O'connor 559). A new plan was created called the installment plan. This plan was established because many Americans didn't have enough money to buy goods and services that were needed or wanted. The installment plan stated that people could buy products on credit and make monthly payments. The one major problem with this idea was that people soon found out that they couldn't afford to make the monthly payment(Drewry and O'connor 559). In 1929 the stock market crashed. Many Americans purchased stocks because they were certain of the economy. People started selling their stocks at a fast pace; over sixteen million stocks were sold! Numerous stock prices dropped to fraction of their value. Banks lost money from the stock market and from Americans who couldn't pay back loans. Many factories lost money and went out of business because of
Saturday, August 17, 2019
The Systematic Investigation Into A Study Of Materials Education Essay
How is the male primary school instructor perceived by male and female pupils? What are the factors act uponing the perceptual experiences of male pupils? What are the factors act uponing the perceptual experiences of female pupils? How make male primary instructors understand/respond to these perceptual experiences? Research can be loosely defined as ‘a signifier of systematic question that contributes to knowledge ‘ .[ 1 ]The Oxford Concise Dictionary defines research as: a. the systematic probe into and survey of stuffs, beginnings, etc. , in order to set up facts and make new decisions. b. an enterprise to detect new or collate old facts etc by the scientific survey of a topic or by a class of critical probe.[ 2 ] Peoples are non cognizant that they are an bizarre result of their development. That development came from their ability to joint their past cognition in any signifier of facts, experiences, premises for physical phenomena, beliefs and their capableness to update and better their former cognition and patterns. These are the grounds that mankind developed communicating accomplishments like literacy, linguistic communication, developed doctrine and invented engineering. ( Best and Kahn 2006: 3, 4 ) . Specifically, Best and Kahn ( 2006: 3, 4 ) maintain that educational research is the tool that instructors use to prove and better their personal patterns in instruction and happen which pattern fits best for them. A definition of educational research is provided by Anthony G. Picciano: ‘Educational research is a careful, systematic probe into any facet of instruction. From the Gallic word ‘recherche ‘ , which means to go through or study. ‘[ 3 ]Cohen and Manion ( 2001 ) province that educational research helps the instructors broaden their information cognition and understand their working environment.The research worker must besides place the most appropriate paradigm in the research literature in order to plan and put to death the enquiry efficaciously. The research worker should take his paradigm carefully in specifying the purposes and intents of his survey.Qualitative ResearchThe research worker had to take between two chief paradigms: either ‘logi cal positivism ‘ or ‘phenomenological enquiry ‘ ( Best and Kahn 2006: 246 ) . Best and Kahn ( 2006: 79 ) argue that the logical-positivism paradigm is used for ‘experimental and quantitative research methods ‘ in instruction. Furthermore, Cohen et Al. ( 2001: 8 ) assert that the logical positivism paradigm expresses ‘the chief belief ‘ that the ‘meaning of a statement is, or is given by the method of its confirmation ‘ . The logical-positivism paradigm is a scientific method applicable for a survey concerned with bing and mensurable cognition, where the research worker is an ‘observer of the societal world ‘ . The results of an enquiry based on that paradigm can be compared with Torahs – like maxims ( Torahs ) that are constructed by natural scientific enquiries based on subjective generalisations and that use the same scientific methods as natural scientific disciplines to explicate the universe. The chief fea tures of this peculiar paradigm are analysis, measuring and subjectiveness ( Cohen et al. 2001: 8 ) . Therefore, the logical positivism paradigm is best applied in a quantitative analysis where the collected information is numerical. In contrast the phenomenological paradigm makes usage of ‘interpretive research methodological analysiss ‘ ( Best and Kahn 2006: 246 ) . This paradigm is best applied to qualitative research methodological analysiss. Erickson ( 1985, cited in Best and Kahn 2006: 246 ) instead uses the term ‘interpretative ‘ , which is ‘the whole household of attacks to participant experimental research ‘ . Bogdan and Biklen ( 2007: 25 ) clear up this by saying that in the ‘phenomenological manner ‘ , research workers try to understand occurrences in the mundane life of common people in particular fortunes: they try to happen out the people ‘s point of position and ‘gain an entry ‘ into their specific environment. The failing of positivism is its inability to look into human behavior successfully, as Cohen et Al. ( 2001: 9 ) underscore. Denscombe ( 2007 ) recommends the usage of the phenomenological paradigm to cover with this failing. Surveies utilizing the phenomenological paradigm by Bogdan and Biklen ( 2007: 25 ) ‘begin with silence ‘ , as the research worker seeks to detect the personal apprehensions of the participants, leting different cognition and assorted perceptual experiences to be given by different participants in the same peculiar state of affairs. With this paradigm a qualitative attack to roll uping and analyzing informations is most appropriate. Here qualitative informations consists chiefly of words instead than Numberss. Patton ( 1990, cited in Best and Kahn 2006: 247 ) asserts that qualitative research uses three ways of roll uping information: ‘in-depth, open-ended interviews, direct observation and written paperss ‘ . On the footing of these considerations I found that the phenomenological interpretive paradigm the most convenient for the intents of this small-scale empirical survey concentrating on pupils ‘ personal perceptual experiences of their male instructors. It will try to cast visible radiation on the thoughts, sentiments and beliefs pupils have sing their male instructors in a Cypriot primary school. Important decisions can be drawn from this survey like the importance of the male instructor in primary school and his existent function as a leader by gender. Therefore, the phenomenological interpretive paradigm was the one chosen for this enquiry.Qualitative attack – Case surveyMy research focuses on pupils ‘ perceptual experiences of male instructors in an anon. Greek-Cypriot primary school. The rational harmonizing to the literature points to the usage of a phenomenological interpretive paradigm, and the survey should be conducted in a qualitative research model. I wi ll utilize qualitative methodological analysis as my survey focuses on kids ‘s perceptual experiences, thoughts, ideas and feelings instead than their public presentation in school. Harmonizing to O'Brien there are five types of qualitative methodological analysis to take from: these are instance survey, grounded theory, phenomenology, descriptive anthropology and historical surveies.[ 4 ]In contrast Flick ( 2006 ) presents four qualitative research methodological analysiss: instance survey, longitudinal survey, comparing survey and eventually retrospective survey. However, this chapter does non mean to spread out and explicate the usage of these schemes as it would be outside the range of this survey. Alternatively, I would prefer to briefly explain and warrant my chosen methodological analysis. The chosen methodological analysis for this survey is ‘case survey ‘ . As Merriam ( 1998 ) , Yin ( 1989 ) and Stake ( 1994 ) ( cited in Bogdan and Biklen 2007: 59 ) explain, it is ‘a elaborate scrutiny of one scene, or a individual topic, a individual depositary of paperss, or one peculiar event ‘ conducted in existent action clip, enabling an analysis of the grounds for and the after-effects of the incident ( Cohen et al. 2001: 181 ) . Supporting the attack of Bogdan and Biklen, Bell ( 2005: 10 ) and Cohen et Al. ( 2001: 181 ) province that one of the strengths of the instance survey is that helps the research worker to cast light ‘in deepness ‘ on a specific facet of the job and allows for generalisation. It is a narrowed and focused research method with a individual model, such as a kid or group of kids, a category or a group of categories, an educational establishment ( Cohen et al. 2001: 181 ) . In my instance, the probe will take topographic point in a school. The intent of my research is to look into in deepness the perceptual experiences by a group of kids of their male instructors in a school environment. I shall carry on the enquiry in existent clip as I am determined to see the school during term clip and gather informations utilizing informations collection tools, such as interviews. Cohen et Al. ( 1984: 184 ) argue that instance surveies allow general regulations to be made from the survey of an ‘instance in action ‘ . In my sentiment, a instance survey would be the most appropriate signifier for my survey as it is ‘strong in world ‘ ( Cohen 2001 ) and will assist me to look into in deepness the existent perceptual experiences of a group of pupils in the mark school in Cyprus. As a non really experient research worker I feel a instance survey will be a really powerful tool appropriate either for new or experient research workers ( Bogdan and Biklen 2007 ) . More specifically Best and Kahn ( 2006: 259 ) argue that a instance survey is a good method of assemblage and showing informations in hunt of the existent truth, and of carry oning an probe which aims to show the existent ‘view ‘ of societal world, as I plan to make.The literature about the instance survey method I have cited makes me recognize that some of the definitions and accounts about its usage fit the range of my research in a precise mode. It is clear that ‘case survey ‘ is ideal as a methodological analysis to observe alone characteristics, which may non be possible to supervise or retain in ‘large-scale informations ‘ surveies, such as those utilizing studies or questionnaires and a non-participant method in general.The instance survey method besides demand s the engagement of the research worker and the sample.My survey examines a fact within the model of a school embodied in the Cypriot educational system. Therefore, its features to the full accord with the features of instance survey methodological analysis. The instance survey methodological analysis does hold some failings, nevertheless, that the research worker should be cognizant of. Because my probe is largely being conducted in existent clip there is non the option of reaching the sample once more to cross-check consequences. Therefore, the consequences of the research could be seen as ‘subjective and biased ‘ , given that the survey is qualitative ( Bell 2005: 11 ; Cohen et al. 2001: 184 ) . In add-on, research workers can be influenced by their ain beliefs and prejudice, so the consequences are influenced by subjectiveness. Although non much can be done to enable cross-checking, the research worker can seek to avoid deformation in the consequences. The research w orker should seek non to be influenced by his ain perceptual experiences and besides non uncover his ain sentiment and thoughts to avoid act uponing those in the sample and to promote them to state what they really think. Another restriction that the research worker should see concerns generalisation. Whilst the instance survey method permits this, it may non be possible as most of the clip the incident under probe is alone and drawn from the life itself ( Bell 2005: 1 ; Cohen et al. 2001: 184 ; Bassey 1999 ) . Denscombe ( 1998: 36-7 ) argues that ‘the extent to which findings from the instance survey can be generalized to other illustrations on the category depends on how far the instance survey illustration is similar to others of its type. ‘ However, the phenomenon I am look intoing is normally found in the literature and amongst academic research workers. It would be possible to reiterate an probe of this kind in the same school or in a different school environment. This should non be a job as Greek-Cypriot schools present uniformity in a figure of factors: pupil beginning and staff turnover and staff instruction. The topic is besides rather typical and, in world, non so alone. General ization in this instance is executable, whilst the consequences of this research can move as a pilot if another research worker wishes to carry on a similar survey. There have been several similar probes of instructors ‘ and pupils ‘ perceptual experiences in Cypriot primary schools. Examples can be found in the Library of the University of Cyprus, ( mentions ) . Research in primary schools has about been a manner in the past 20 old ages Despite the disadvantages, I believe that ‘case survey ‘ is the most appropriate methodological analysis for this state of affairs as it is one of the chief methodological analysiss for a qualitative attack utilizing the coveted paradigm. There are certain methods to put to death the research and roll up the information, which will be presented in the undermentioned subdivision.SampleI have chosen the sample harmonizing to the nature of my survey. Due to the qualitative nature of this research, the sample of the pupil population should non be chosen wholly indiscriminately. In quantitative research the sample is selected indiscriminately with the purpose of garnering informations from the surface of a large population. In a qualitative research model ‘sampling is a deliberate instead than haphazard method of choosing topics ‘ and is important if we want to carry on the research with samples that are more representative of the topic and fortunes ( Cohen et al. 2008 ; Best & A ; Kahn 2006: 25 ) . As this is a instance survey, it should be conducted in the school environmen I chose a primary school on the outskirts of the metropolis. Detailss of the school were non antecedently known to me. The school was chiefly chosen as a affair of convenience and practicality as it is the nearest primary school to the vicinity where my household lives. I was cognizant that some of my household members attended at that place ten old ages ago, but I knew nil else beyond this. I did non hold any personal information about the school besides because I have been abroad for more than eleven old ages. Therefore, I can claim non to be biased against the school. The school is administered by the Ministry of Education, as are most of the schools in Cyprus. All the primary schools in Cyprus are established to educate people of every country to a high criterion. That being said, the people and civilization from topographic point to topographic point can be different. Therefore, there is a scope of schools from those with a homogenous Greek-Cypriot individuality to those with kids whose immigrant backgrounds have small if anything in common with the state, set uping a new civilization which is comparatively unfamiliar to the native Cypriots. Teachers ‘ instruction in Cyprus is considered to be high and, even though instructors may be from different states and universities, their public presentation is purely assessed. Merely those who are qualified, effectual in the schoolroom and undergo uninterrupted appraisal are allowed to rehearse as instructors. As a consequence the chosen school was on a flat playing field with every other school in Cyprus. The sample participants were chosen indiscriminately harmonizing to age. Children that were 7 and 12 old ages old were chosen as an ideal sample. Four kids from the 2nd category ( 2 male childs and 2 misss ) and four kids from the last category ( 2 male childs and 2 misss ) were chosen. Two male childs and two misss were chosen from the 2nd category in order to look into the perceptual experiences of the youngest kids. The 2nd category ( twelvemonth 7 ) was preferred to the first category ( twelvemonth 6 ) as it is non possible for kids from the first category to hold any perceptual experiences about male instructors as they are fledglings to primary schooling. Four students from the 6th category, the concluding category of the primary instruction system ( twelvemonth 12 ) , were chosen in order to happen out the perceptual experiences of the older school kids. In order to accomplish cogency I sought the same proportion of male childs and misss ( 4 + 4 ) ( Bell 1999 ) . Four instruct ors participated in the survey: two male instructors and two female instructors. Their age or length of service was non so much an issue, although it was of import they were non fledglings. The male instructors were chosen in order to happen out how they thought they are perceived by their pupils. The female instructors were interviewed about how they think the pupils perceive their male instructors. Useful comparings could be drawn subsequently in the analysis. I had to obtain mandate from the disposal office of the country, the Director General of Education, Mrs Zena Pouli, and the blessing of the Ministry of Education. The principal of the school had to be informed about the yearss and times of the research and allow me carry on the research. Despite the disadvantages, I believe that ‘case survey ‘ is the most appropriate methodological analysis for this state of affairs as it is one of the chief methodological analysiss for a qualitative attack under the coveted paradigm. There are certain methods to put to death the research and roll up the information, which will be presented in the undermentioned subdivision.Data Collection ToolsMy informations will be gathered utilizing a qualitative attack and ( analysed/assessed ) harmonizing to the interpretive paradigm. The purpose of the research is to garner the thoughts, perceptual experiences and positions of the participants, both kids and instructors, so the usage of qualitative tools is indispensable. The chief research tools used in my survey are interview and observation. The usage of both interview and observation are the two of the three major methods for garnering informations. These three methods are ‘asking inquiries ( and listening intently to the replies ) , detecting events ( and observing carefully what happens ) and reading paperss ‘ ( Bassey 1999: 81 ) . Both methods were used together because they offered a agencies for cross-checking informations: what people say they think or do may non be the same as what they really do ( Robson 2002: 310, cited in Cohen et Al. 2007: 396 ) . By observation the research worker can look into if the thoughts and perceptual experiences of the sample are the same as what the sample studies in the interviews. Therefore, I argue that the usage of both tools helped me derive a better thought of what is go oning in pattern and topographic point actions the sample may non be cognizant of cited in ( Foster 1996 ) .ObservationObservation is one of the characteristic tools for garnering information in instance surveies. Case surveies aim to ‘observe ‘ an single unit, a group of people, an establishment or a larger group of people. Research by observation in a qualitative model is defined by Best and Kahn ( 2006: 264 ) and Basey ( 2005 ) as a digest of ‘detailed notation of behaviors, events, and the context environing the events and behaviours ‘ . Harmonizing to Cohen et Al ( 2007: 258 ) , the intent of observation is to ‘probe profoundly and to analyze intensively the many-sided phenomena that constitute the life rhythm of the unit with a position to set up generalisations about the wider populations ‘ . Cohen et Al. ( 2007: 396 ) further argue that observation gives the research worker a opportunity to roll up ‘live informations ‘ from reliable societal state of affairss. Therefore, it is preferred for the research worker to utilize this powerfull excessively to analyze events and collect the relevant information first-hand instead than from a secondary beginning. The research worker besides needs to choose the sort of the observation method to be used as they vary in footings of construction and the participatory function of the research worker. I opted for semi-structured, non-participant observation, as I did non mean to take portion in events. The semi-structured method was employed for this resea rch because some issues were still unfastened, despite the focal point of the research and look intoing factors being clear. The research worker had an thought of a figure of things that he wanted to detect, but he did non cognize what else to anticipate. Therefore, a semi-structured observation provided the research worker with the freedom to descry and enter inside informations that otherwise would hold been overlooked or omitted cited in Denscombre ( 2007 ) .New ChankAny observation research that has a sort of construction it is besides be scheduled cited in Bell ( 2006: 188 ) and Descombre ( 2007 ) . Denscombre ( 2007: 210 ) moreover argues that the research worker will happen the ‘certain things ‘ , seek and worth of inclusion for in his docket. The same author highlight the importance of the absence of subjectiveness in the observation where it is gained by the systematic scheduled observation. Thus it is cited that the ever limited clip can be arranged by the agenda and assist the research worker to remain focused on the issues that the observation is held for cited in Denscom ( 2007: 214 ) . The research worker besides intends to utilize the non-participant theoretical account as he plans non to take part as an perceiver. His purpose is to insulate the personal perceptual experiences of the pupils to their male instructors so there is non any topographic point of him as a participant which any effort of being take part could act upon the behaviour of the pupils and so bias the information, The research worker as Denscombe ( 2007: 214 ) suggests, purposes to do his present every bit discreet as possible. This will add to the cogency because the research worker will be more objectivite to the jadgement of any facts that they will happen as an 3rd individual instead as an participant. Whilst the research workers must hold in head that the thirster he stays in the schoolroom and being seeable, ‘the more their presence is taken for granted and the less they have any important consequence on continuing ‘ . Therefore it is of import that the perceiver should give so me clip to the schoolroom environment to acquire usage of his ‘discreet ‘ nowadays and after he is assure that he is recognized so he should get down the observation. In order to avoid any errors or skips the research worker programs to fly the observation and add to the agenda. To make more cogency the research worker programs to inquire the sentiment of his supervisor and one of the instructors. Besides he will demo the information to one of the instructors and the supervisor in order to look into them and state their sentiment on them.InterviewsTraveling farther the research worker had chosen the usage of the Interviews as a tool. Aiming to garner qualitative informations about percpeptions, emotions thoughts and analyse them interview as a tool seemed good plenty for the intents of this survey. The research worker must aware though that despite they do non look like something more than an preservation, they ‘involve a set of premises and apprehensions about the state of affairs which are non usually associated with a insouciant conversation ‘ able to bring forth usefull information for any enquiry, Denscombre ( 1983 ) , Silverman ( 1985 ) , ( cited in Denscobre ( 2007: 173 ) ) . Therefore despite interview is a sort of construction preservation there is besides a protocol that must be followed. There is common consent between the interviewee and the interviewer in an official meeting and the recording is non secret in any manner. Besides the informations are merely for the record and the schedulule. Thus the issues to be discussed are set by the research worker, Denscombe ( 2007:174 ) . Merely naming the usage of the Interview as a method is non plenty as there are different types of research Interview. Harmonizing to Denscombe ( 2007: 175 ) there are the constructions interviews the semistructured and Unstrructured interviews. Cohen ( 2007:355 ) besides add the non-directive interview and the focussed interview. In fact Cohen et Al ( 2007:352 ) argues that in the literature are mentioned many different types of interview! . The semistructured – interview, one-to one interview was selected as the purpose of this survey is to hold an indeapth thought of the perceptual experiences of the pupils but in a research model. Despite that the research worker has a clear que of inquiries to be answered in the semistryctured interview will be ready to allow the samples expand their thoughts where is appropriate. The one-to one interview, the most common of the variaties of semi-structured interviews, was selected as it is easy to put, control and garner the informations as each clip is merely one individual to interviewee. Descambe ( 2007:177 ) Unstructured interview was avoided as an option as it require clip and the technique was looked irregular as it dictate the expand of an issue from the sample without any counsel at all! ! Structured interview as a method besides rejected as it does n't roll up the autonomy to the sample to state any of his thoughts. It is tide and the samples have to reply inquiries that the replies are limited. Descambe ( 2007: 175 ) . Therefore it is non appropriate at all as the research aims to garner reliable perceptual experiences instead than allow the participants to reply inquiries with preschelued limited options. I will state what I did subsequently what I did in the research.New Chank 2Datas Analysis‘There is no individual or right manner to analyse and show the information ; how one does it should stay by the issue of fittingness to aim ‘ ( Cohen et al 2007:461 ) . The qualitative informations analysis may be ‘detailed and rich ‘ though the process is really heavy and painfull due to the multiple readings that the research worker should do to bring forth his analysis, doing this process the research workers ‘glory ‘ and besides ‘headache ‘ together, cited in Cohen et Al ( 2007:461 ) . The research worker will categorise the informations from interview written texts and notes along with the issues that he is look intoing. Then the research worker programs to interpet the information with the literature reappraisal findings. Ethical Issues: Ethical issues are compiled in this research survey as and in all the enquiries. The survey was applied from blessing from the Ministry of Eduacation of the state and the General Director of the Education. Along the principal had to be informed about the research and take his blessing excessively. The parents should besides be informed about the research as the mark of the research is to interview and observe kids. The sample of the instructors should besides hold to take part. One of the most of import issues is to allow the privateness of the participants for grounds of ages or by their petition. This issue it can be addressed by namelessness and confidentiality, cited in Cohen et Al ( 2007: 64,65 ) . The individuality of the participants is unbroken hidden as the reference and the name of the school. Though the samples have non objection to give their existent informations to the section of Education to the University of Leicester as long that they will non print. Refering that th e research worker has to cover with kids particular manner of attack should be study particularly when they are interviewed.
Friday, August 16, 2019
Education and Co-education Schooling Systems Essay
Every coin has two sides, and my eye approaches to both of those silvery shiny sides, the positivity of coeducation is that a person learns how to interact and deal with other people and he/she develops her interpersonal skills which becomes a strong stivk to an old man when he/she enters the professional life because in that period of your life it is not necessary that you are only going to deal with girls if you are a girl or boys if you are a boy†¦. The time shows every mirror so its better to be trained from earlier clocks!! Its all depend on your character there is no advantages or disadvantages I don’t agree with some of my friends here, that there are disadvantages with co-education. It totally depends on the â€Å"INDIVIDUAL†how he/she takes the things and here â€Å"Attitude and Behavior†also plays very crucial role. If they have mutual understanding they can’t go with wrong things right. Co-education refers to a mixed schooling system, where boys and girls learn together under one single roof. A co-education school system mitigates any impartation and difference between girls and boys. They play, learn, read and write together without being discriminated by gender boundaries. The concept of co-education was believed to be introduced by the great Greek philosopher, Plato, who believed in the concept of equality for girls. However, along with some obvious advantages, the co-education schooling systems have some disadvantages as well. The following are some of the advantages and disadvantages of co-education. Advantages of Co-Education: Healthy Competition: One of the most obvious and natural advantages of the co-education system is that it promotes a healthy competition between boys and girls. There is always a natural tendency to compete with the opposite sex and to be held as the winner. Therefore, the co-education system is an excellent way to promote healthy rivalry, which often brings out the best of them. Economical: For under-developed and third-world countries, there are not enough resources to spend extravagantly on the educational budget. If these countries do not follow the mixed school system’s path, they will have to build individual schools for girls only. Therefore, the co-education or the mixed school system provides an opportunity to build fewer schools – with more money spent on the quality of education. Moreover, the co-education system also enables the school system to manage teachers with greater efficiency, since there are fewer classes to handle. Thus, the mixed schooling system is more economical when compared to a segregated schooling system. Build Confidence: It has been sometimes observed that students, with the background of a single-sex school, lack in confidence – whether they are boys or girls. On the other hand, co-education allows them to communicate with the opposite gender on a frequent basis. It develops the much required confidence in them, and they do not hesitate or hold back later in their lives. Disadvantages of Co-Education: As we know that there are numerous great advantages of co-education or mixed school system. However, it has its drawbacks as well. Following are some of the commonly observed disadvantages of a mixed school system. Lack of Concentration: Lack of concentration is a common disadvantage in a co-education system. It is natural to be attracted emotionally towards the opposite gender, which is detrimental to one’s education and advancement. Teenage crushes are quite common to be observed in the co-education system. Sexual Harassment: One of the more severe disadvantages of co-education is the increased probably of sexual harassment and molestation. There have been many reports regarding the sexual assault or harassment in the mixed schooling systems. This is harmful to the culture and the values of a society. Against the Traditions: Many people believe the co-education system to be against their traditions and cultures. Therefore, it often creates a rift among a society. Moreover, in the third-world countries, many people often restrain their daughters to go to school on the basis of co-education or the mixed schooling system. The co-education system has both the advantages and disadvantages. Basically, it depends upon one’s own perceptions, and cultural and environmental values. One should carefully consider both sides of this argument before making a conclusive decision one way or the other.
Thursday, August 15, 2019
Project on Shree Cement Ltd.
ACKNOWLEDGEMENT I take this opportunity to present my gratitude to all who helped me during the course of the project for their aspiring guidance, invaluably constructive criticism and kind advice throughout the project work. I am sincerely grateful to them for sharing their sincere and revealing views on a number of issues related to the project. I express my heartfelt thanks to Mr. Gopal Tripathi for their support & guidance at SHREE CEMENT LTD. I would also like to thank my project external guide Mr. R. K. Shrivastava and all the people who provided me with the required facilities of working conditions conducive for my project work. PREFACE As we are stepping into the 21st century with the era of modernization & globalization, organizations are seeking to bring continuous improvement and required changes in all fields of activities. One key area is to build a pleasant working environment within the organization and to study the behavior of the employees for the purpose of identifying the scope of improvement in the organizational effectiveness. The main objective of this project is to get the hands on experience of the office and management and various systems and procedures on effective working. INDEX Table of Contents S. No. Contents 1. Acknowledgment 2. Preface 3. Company Profile 4. Vision of the company 5. Research Methodology 6. Objective of Recruitment & Selection 7. Importance of Recruitment & Selection 8. Recruitment – The Challenges 9. Sources of Recruitment 10. Recent Trends in Recruitment 11. Recruitment Policy of Shree Cement Ltd. 12. Selection – The Challenges 13. Selection Process at Shree Cement Ltd. 14. Probation And Confirmation 15. Training and Development 16. Conclusions 17. Bibliography COMPANY PROFILE BACKGROUND:- Over the last decade, a significant change in business environment has caused organizations around the world to transform their business model in order to maintain leadership. This change is hyper-competition – a state that renders traditional competitive advantage unsustainable. Rapid product introductions to battle the pressures of commoditization is impacting organizational bottom line faster than ever before. Shree Cement Ltd. is an energy conscious & environment friendly business organization. Having Nine Directors on its board under the chairmanship of Shri. B. G. Bangur, the policy decisions are taken under the guidance of Shri. H. M. Bangur, Managing Director. Shri. M. K. Singhi, Executive Director of the Company, is looking after all day- to- day affairs. The company is managed by qualified professionals with broad vision who are committed to maintain high standards of quality & leadership to serve the customers to their fullest satisfaction. The board consists of eminent persons with considerable professional expertise in industry and field such as banking, law, marketing & finance. Shree cement a leading cement manufacturer of North India, has been participating in the infrastructure transformation for India for over two decades. It started operation in 1985 and has been growing over since. Its manufacturing units are located in Beawer, Ras in Rajasthan. It also has grinding unit at Khuskera near Gurgaon. It has 3 brands under its portfolio viz. Shree Ultra Jung Rodhak cement, Bangur Cement and Tuff cement. Its record of steady profitability and healthy operating margin was maintain in 2007-08 as well. It registered a growth of 51% in net sales which stood us at rs. 2065. 7 cr in 2007-08. Its net profit increase by 47% to rs. 260. 37 cr. During the year. Shree always strives to sustain it reputation as a respected corporate citizen. Its acknowledges that is operation have multiple impacts on the environment and communities in which it operates. Its business strategies and performance demonstrate a high level of commitment to preservation of environment and soci al development apart from economic success. HISTORY OF COMPANY:- 1979 – The Company was incorporated on 25th October, at Jaipur. The Company was promoted by members of the Bangur family and others. Shree Digvijay Cement Co. Ltd. , Graphite India, Ltd. and Fort Gloster Industries, Ltd. took active part in the promotion of the Company. The Company manufacture's cement & cement products. †¢ To reduce fuel and power consumption, the Company adopted the latest dry process, four stage preheater precalcination technology of clinkerisation and air swept roller mill grinding system for raw material and coal grinding. †¢ The Company entered into agreement with F. L. Smith & Co. A/s Copenhagen, a designer and manufacture of cement plants, its associates F. L. Smith & CIA. Espanola S. A. Madrid and with Larsen & Toubro Ltd. , Mumbai for the supply of plant equipment and services for the proposed project. 1984 – 70 No. of equity shares subscribed for by the signatories to the Memorandum of Association. In Oct. /Nov. 1, 53, 99,930 No. of equity shares issued of which 1, 06, 99,930 shares reserved for firm allotment as follows: †¢ 48,00,000 shares to Shree DigVijay Cemen t Co. Ltd. ; †¢ 11, 00,000 shares each to Graphite India, Ltd. and Fort Gloster Industries, Ltd. And †¢ 36, 99,930 shares to Directors, their friends etc. Including upto 25, 00,000 shares to NRIs With repatriation rights. The balance 47, 00,000 shares offered to the public of which 18, 80,000 shares offered for allotment on preferential basis to Non-Residents. 1985 – Commercial production commenced from 1st May. 1986 – A diesel generating set of 13. 6 MW was installed for captive power generation 1987 – 46, 00,000 shares issued to financial institutions in conversion of loans. 1991 – Production of clinker and cement declined due to a major shut down of the plant for implementation of modernization/renovation/modification work. †¢ The Company undertook to set up a new cement plant of 0. million †¢ TPA capacity in Rajasthan †¢ 7, 96,000 No. of Equity shares issued to financial institution in conversion of loan. 1992 – 36,00,000 shares allotted to FLT Ltd. a wholly owned subsidiary of P. L. Smith & Co. Denmark under financial collaboration agreement. 1993 – The Company undertook a scheme of implementing second stage of its licensed capacity to incr ease its capacity to 3300 tones per day. †¢ The Company issued 21975 – 16% each with equity warrants and these will be converted as per institutional guidelines. †¢ 2, 40,021 shares issued in pursuance of scheme of Amalgamation. 994 – The Company issued 10, 00,000-16% Secured Redeemable NCD of Rs 100 each on private placement basis. †¢ A scheme of amalgamation of an existing leasing and finance Company with the Company was prepared for undertaking leasing activities and other financial services on large scale. †¢ M/s. Mannakrishna Investment, Ltd. is a subsidiary of the Company. 1995 – The Company undertook the implementation of new unit of 124 MT capacities per annum named Raj Cement. †¢ 43,95,000 No. of Equity shares on surrender of detachable optional share warrants attached with 16% unsubscribed non-Convertible Debentures of 100 each. 996 – The Company commissioned its second cement plant – Raj Cement with a capacity of 12. 4 lakh tones per annum in Beawer. †¢ 58, 06,204 rights shares issued (prem. Rs 10 per share) in the prop. 1:5. 1998 – Shree Cement, the Calcutta-based PD-BG Bangur group company, has decided to issue preference shares aggregating Rs 15 crore to mobilize long-term funds. †¢ Shree Cement's expansion in capacity by 12. 4 lakh tones at the new unit in Beawer has made it a leading cement manufacturer in North India. †¢ IC RA has downgraded the rating of the NCD programme of Shree Cement Ltd (SCL) from LAA to LA. The Rs 372-crore 1. 25 million tonne cement plant near Ajmer was commissioned during the year after considerable delay due to an explosion in the electro-static precipitator. †¢ Shree Cements has an installed capacity to produce up to two million tones of cement per annum in Rajasthan and has an equity capital of about Rs. 34 crores. 1999 – The company has been awarded the first prize for energy conservation in 1998 in the cement sector. â⠂¬ ¢ SCL, belonging to the house of Bangur’s, is one of the largest cement manufacturers in North India, having the installed capacity of 2 million tones. Its plants are located in Rajasthan. The new plant was set up at Beawer with the capacity of 1. 24 million tpa in Rajasthan. †¢ Unit I and Unit II of the company receives National Award for ‘Best Electrical Energy Performance' and ‘Best Thermal Energy Performance' in the Cement Industry for the year 2000-01. †¢ Decides to change the Accounting year to April – March each year and accordingly the current year is only for nine months. †¢ Appoints Mr. M K Singhi as the Executive Director of Shree Cements. In pursuance to the IDBI, companies approve for early redemption of privately placed under noted cumulative redeemable preference shares. †¢ Change in Management Structure: Mr. B G Bangur re-appointed as executive chairman and Shri H M Bangur re-appointed as the Managing Director for a period of five years. 2003 – Members approve for the delisting of its shares from 4 stock exchanges of Jaipur, Kolkota, Delhi and Chennai exchanges. †¢ C onfers the Runner up National Safety Award by the Ministry of Labour, GOI, in recognition of outstanding performance in Industrial Safety achieving longest accident free period. Receives permission for delisting of shares from Delhi Stock Exchange. †¢ The company has been conferred National Award for Excellence in Energy Management 2003 instituted by the Confederation of Indian Industry (CII) and Sohrabji Godrej Green Business Centre. †¢ -Delisting of equity shares from Madras Stock Exchange Association Ltd. 2004- Company conferred ‘BEST PRODUCITY AWARD-2003' by the Rajasthan state Productivity Council in recognition of productivity measures and productivity improvements achieved. Rajasthan Chamber of Commerce & Industries, Jaipur presents ‘RCCI Excellence Award' to Shree Cement Ltd in recognition of Overall Best Corporate Governance Practices and Disclosures in Annual Report among all companies having registered office in Rajasthan. †¢ -Delist from The Ca lcutta Stock Exchange Association Ltd (CSE). 2007- Shree Cement Ltd has appointed Shri. Amitabha Ghosh as Director of the Company w. e. f. May 14, 2007. PHILOSOPHY:- †¢ Let noble thoughts come to us from all over the world. – Rig-Veda Shree Cement Ltd is a professionally managed company. The company always believes in complete transparency and discharge of the fiduciary responsibilities which has been assumed by Directors as well as by the Senior Management Executives and/or Staff. Therefore in order to ensure the continuity thereof though, not written but otherwise ingrained, the Board of Directors has approved of the following Code of Conduct for all Directors as well as for the Senior Management Executive and/or personnel and other employees. VISION:- †¢ To sustain its reputation as the most efficient cement manufacturer in the world. †¢ To drive down costs through innovative plant practices. To increase the awareness of superior product quality through a realistic and convincing communication process with consumers. †¢ To strengthen realizations through intelligent brand building. BUSINESS ETHICS:- †¢ Enforce good corporate governance practices. †¢ Inculcate integrity of conduct. †¢ Ensure transparency and credibility in communicatio n. †¢ Remain accountable to all stakeholders. †¢ Encourage socially responsible behavior. [pic] METHODOLOGY The cement industry is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the organization. At Shree Cement Ltd. , recruitment is all time high during May-June and Oct-Nov. The recruitment is high during these months due to the fact that March and September are half year closing and business is high during Jan-Mar. Thus it is only after March that people move out of the companies. Since my summer training was in the months of May-June, it gave me the opportunity of involving myself directly with the recruitment process and analyzing the process so that suitable recommendations can be given. This project is centered on identifying best hiring practices in the cement industries. It therefore requires great amount of research work. The methodology adopted was planned in advance so as to collect data in the most organized way. My area of focus was the recruitment and selection n training particularly at Shree Cement Ltd. I was directly involved with the recruitment for candidates for the production profile. I was particularly involved with the sourcing of candidates for the regions such as M. P, U. P and Rajasthan. Before any task was undertaken, we were asked to go through the HR policies of Shree Cement Ltd. o that we get a better understanding of the process followed by them. †¢ The first task was to understand the various job profiles for which recruitment was to be done. †¢ The next step was to explore the various job portals to search for suitable candidates for the job profile. †¢ Once the search criteria were put, candidates went through a telephonic interview to validate the information mentioned in their resume. †¢ A candidate matching the desired profile was then lined for the first round of Face to Face interview in their respective cities. Firstly the candidate had filled up the personal data form(pdf). †¢ Then the candidates INTERVIEW EVALUATION SHEET  which is provided by interviewer was crosschecked by the HR team. If they think that the candidate was good to hire or not. †¢ When a candidate cleared his first round, he is then made to take an aptitude test. We created the aptitude test. It the HR department, which has the exclusive rights to assign test, test codes to the candidates. Each code was unique and could be used only once by a candidate. †¢ Once the candidate completed his first assessment, his scores were checked. If he cleared his cut-off he was given another test. †¢ Since we received many resumes, it was essential that a database be maintained to keep a track. It was convenient method than to stock up piles of papers. SCL has their own database , They update all the records of the new joinees in that tracker. That database containes all the information of a candidate such as name, contact number, location etc. †¢ The external guide maintained a regular updating of the database. †¢ Understanding what kinds of database are maintained and how they help in keeping a record. They maintaining a track of test codes given, the database for employee referrals, Database for the resumes received through mails and response of advertisement. RESEARCH METHODOLOGY Date Source Primary           : – Through Personal Interviews Secondary       : – Through Internet, Journals, New s papers and Misc. Sample Area: – Work had done in Beawer regional Office. Sample procedure: – Random sampling. PROJECT SCHEDULE :- First week               : – Training program from the company. Second week              : – Collecting the primary and secondary data. Third and Fourth week    : – Study Recruitment & Selection Process Fifth week                 : – Analysis of Data Collection. Sixth week                : – Final Report preparation and presentation OBJECTIVES OF THE RECRUITMENT AND SELECTION Every task is undertaken with an objective. Without any objective a task is rendered meaningless. The main objectives of this are: †¢ Attract and encourage more and more candidates to apply in the organization. †¢ Create a talent pool of candidates to enable the selection of best candidates for the organization. †¢ Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. IMPORTANCE OF THE RECRUITMENT AND SELECTION †¢ Recruitment is the process which links the employers with the employees. †¢ Increase the pool of job candidates at minimum cost. †¢ Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. †¢ Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. †¢ Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. †¢ Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants RECRUITMENT Recruitment is the discovering of the potential applicants for the actual and anticipated organizational vacancies. This being the critical factor, any organization has to have we ll defined policies & practices aligned with the organization’s mission and vision since it injects fresh blood in the organization. Organizations work hard to find and attract capable applicants. Their methods depend upon the situations since there is no best recruiting technique. However, the job descriptions and specifications are essential tools, especially for the management in large organizations. THE CHALLENGES: ? Attract people with multi-dimensional experiences and skills ? Infuse fresh blood at every level of the organization ? Develop a culture that attracts people to the company ? Locate people whose personalities fit the company’s values ? Devise methodologies for assessing psychological traits ? Induct outsiders with new perspective to lead the company Search for talent globally, and not just within the country ? Design entry pay that competes on quality, and not quantum ? Anticipate and find people for positions that do not exist yet The process of identification of different sources of personnel is known as recruitment. Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations Recruitm ent is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations. It is a linking activity that brings together those offering jobs and those seeking jobs. Recruitment refers to the attempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool. Recruitment process precedes the selection process, that is, selection of right candidates for various positions in the organization. PROCESS It is a positive process as it attracts suitable applicants to apply for available jobs. The Process of recruitment: ? Identifies the different sources of labor supply ? Assesses their viability ? Choose the most suitable source or sources Invites applications from the perspective candidates for the vacant jobs. The aims of recruitment are: ? To obtain a pool of suitable candidates for vacant posts ? To use and be seen to use a fair process ? To ensure that all recruitment activities contribute to company goals and a desirable company image ? To conduct recruitment activities in an efficient and cost-effective manner FACTORS AFFECTING RECRUITMENT Ther e are many factors that limit or affect the recruitment policy of an organization. The important factors are: ? Size of the organization and the kinds of human resources required. Effect of past recruitment efforts. ? Nature of Workforce market in the region. ? Working conditions, wages and other benefits offered by other concerns. ? Social and political environment. ? Legal obligations created by various statutes RECRUITMENT POLICY STATEMENT In its recruitment activities, the company will: ? Advertise all vacancies internally, ? Reply to every job applicant without any delay, ? Inform job applicants the basic details and job conditions of every job advertised, ? Process all applications with efficiency and courtesy, ? Seek candidates on the basis of their qualifications, ? Aim to ensure that every person invited for interview will be given a fair and thorough hearing ? The company will not: Discriminate unfairly against potential applicants on the basis of sex, race, religion, caste, etc. ; ? Knowingly make any false or exaggerated claims in its recruitment literature or job advertisements. SOURCES OF RECRUITMENT [pic] The various sources of recruitment are basically grouped into two categories: ? Internal Recruitment (recruitment from within the enterprise) Transfer Promotion Employee referral ? External Recruitment (recruitment from outside) Advertisement Management consultant Educational institute Employment agencies Casual caller E-recruitment Although recruiting may bring to mind employment agencies and classified ads, current employees are often your largest source of recruits. Some surveys even indicated that up to 90% of all management positions are filled internally. Filling open positions with inside candidates has several advantages. Employees see that competence is rewarded and morale and performance may thus be enhanced. Having already been with your firm for some time, inside candidates may be more committed to company goals and less likely to leave. Promotion from within can boost employee commitment and provide managers a longer-term perspective when making business decisions. It may also be safer to promote employees from within, since you're likely to have a more accurate assessment of the person's skills than you would otherwise. Inside candidates may also require less orientation and training than outsiders. Yet promotion from within can also backfire. Employees who apply for jobs and don't get them may become discontented; informing unsuccessful applicants as to why they were rejected and what remedial actions they might take to be more successful in the future is thus essential. Similarly, many employers require managers to post job openings and interview all inside candidates. Yet the manager often knows ahead of time exactly whom he or she wants to hire, and requiring the person to interview a stream of unsuspecting inside candidates is therefore a waste of time for all concerned. Groups may also not be as satisfied when their new boss is appointed from within their own ranks as when he or she is a newcomer; sometimes, for instance, it is difficult for the newly chosen leader to shake off the reputation of being â€Å"one of the gang†. A. INTERNAL RECRUITMENT ? Promotions and Transfers This is a method of filling vacancies from within through transfers and promotions. A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc. , but not necessarily salary. Promotion, on the other hand, involves movement of employee from a lower level position to a higher-level position accompanied by (usually) changes in duties, responsibilities, status and value. Organizations generally prepare badli lists or a central pool of persons from which vacancies can be filled for manual jobs. Such persons are usually passed on to various departments, depending on internal requirements. If a person remains on such rolls for 240 days or more, he gets the status of a permanent employee as per the Industrial Disputes Act and is therefore entitled to all relevant benefits, including provident fund, gratuity, retrenchment compensation. Filling vacancies in higher jobs from within the organization has a benefit of motivating the existing employees. It has a great psychological impact over the employees because a promotion at the higher level may lead to a chain of promotions at lower levels in the organizations. Job Posting Job posting is another way of hiring people from within. In this method, the organization publicizes job openings on bulletin boards, electronic media and similar outlets. One of the important advantages of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company witho ut looking for greener pastures outside. ? Employee Referrals Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that â€Å"it takes one to know one†. Employees working in the organization, in this case, are encouraged to recommend the names of their friends working in other organizations for a possible vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly competitive Information Technology industry nowadays. Companies offer rich rewards also to employees whose recommendations are accepted – after the routine screening and examining process is over – and job offers extended to the suggested candidates. As a goodwill gesture, companies also consider the names recommended by unions from time to time. POSSIBLE BENEFITS AND COSTS OF EMPLOYEE REFERRALS ? Recommender gives a realistic picture about the job. The applicant can weigh the pros and cons carefully before handing over the CV The applicant is more likely to accept an offer if one is made and once employed, to have a higher job survival. ? It's an excellent means of locating potential employees in those hard-to-fill positions. The recommender earns a reward and the company can avoid expensive recruiting search – in case the candidate gets selected. Recommenders may confuse friendship with job competence. Factors such as bias, nepotism, and eagerness to see their friends in the company may come in the way of hiring a suitable candidate. ADVANTAGES OF USING INTERNAL SOURCES Filling vacancies in higher jobs within the organization or through internal transfers has various advantages such as: ? Employees are motivated to impro ve their performance. ? Moral of the employees is increased. ? Industrial peace prevails in the enterprise because of promotional avenues. ? Filling of jobs internally is cheaper as compared to getting candidates from external sources. A promotion at higher levels my led to a chain of promotion at lower levels in the organization. This motivates employees to improve their performance through learning and practice. ? Transfer or job rotation is a tool of training the employees to prepare them for higher jobs. ? Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff. DRAWBACKS OF INTERNAL SOURCES Internal sources of recruitment have certain drawbacks such as: ? When vacancies are filled through internal promotions, the scope for fresh talent is reduced. The employees may become lethargic if they are sure of time bound promotions. ? The spirit of competition among the employees may be hampered. ? Frequent transfers of emplo yees may reduce the overall productivity of the organization. EXTERNAL SOURCES Every enterprise has to tap external sources for various positions. Running enterprises have to recruit employees from outside for filling the positions whose specifications cannot be met by the present employees and for meeting the additional requirements of manpower. Companies commonly use the following external sources of recruitment: Media Advertisements: Advertisements in newspapers or trade and professional journals are generally used. The advantage of advertising is that more information about the organization, job description and job specifications can be given in advertisements to allow self screening by the prospective candidates. ? Management Consultants: Management consultancy firm helps the organizations to recruit technical, professional and managerial personnel. They used to specialize in middle level and top-level executive, but today they even help firms in recruiting fresh graduates & po stgraduates in the industry. Educational Institutes: Educational institutes at all levels offer opportunities for recruiting recent graduates. Most educational institutes operate placement services where prospective employers can review credentials and interview graduates. ? Recommendations: One of the best sources for individuals who perform effectively on the job is recommendation for the current employee. An employee will rarely recommend someone unless he or she believes that the individual can perform adequately. The recommended often gives applicants more realistic information about the job than any other source. Casual Callers : The organizations that are regarded as good employers draw a steady stream of unsolicited applicants in their offices. This serves as a valuable source of manpower. The merit of this source of recruitment is that it avoids the costs of recruiting workforce from other sources. ADVANTAGES OF USING EXTERNAL SOURCES The merits of external sources of recru itment are: ? Qualified Personnel: By using external sources of recruitment, the management can make qualified and trained people to apply for vacant jobs in the organization. ? Wider Choice: When vacancies are advertised widely, a large number of applicants from outside the organization apply. The management has a wider choice while selecting the people for employment. ? Fresh Talent: The insiders may have limited talents. External Sources facilitate infusion of fresh blood with new ideas into the enterprise. This will improve the overall working of the enterprise. ? Competitive Spirit: If a company can tap external sources, the existing staff will have to compete with the outsiders. They will work harder to show better performance. DRAWBACKS OF EXTERNAL SOURCES The demerits of filling vacancies from external sources of recruitment are: Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction and frustration among existing employees. They may feel that their chances of promotion are reduced. ? Lengthy Process: Recruitment from outside takes long time. The business has to notify the vacancies and wait for applications to initiate the selection process. ? Uncertain Response: Here candidates from outside may not be suitable for the enterprise. There is no guarantee that the enterprise will be able to attract right kind of people from external sources. OTHER SOURSES In the search for particular types of applicants, nontraditional sources should be considered. For example, Employ the Handicapped associations can be a source of highly motivated workers; a forty-plus club can be an excellent source of mature and experienced workers etc. Recruiting Sources Used by Skill and Level SKILL/LEVEL RECRUITING SOURCE Unskilled, Semiskilled & Skilled Informal Contacts Walk-ins Public Employment Agencies Professional Employees Informal Contacts Internal Search Managerial Level Walk-ins Private Employment Agencies Public Employment Agencies RECENT TRENDS IN RECRUITMENT ? Outsourcing Under this arrangement company may draw the required personnel from the outsourcing firms or agencies or commission basis rather than offering them employment. This is also called leasing of human resources. The outsourcing irms develop their human resource pools by employing people for them and make available the personnel to various companies (called clients) as per their needs. The outsourcing firms get payment for their services to their clients and give salary directly to the personnel. The personnel deputed by the outsourcing agencies with the clients are not the employees of the clients. They continue to be on the payroll of their employees, that is, the outsourcing agencies. Several outsourcing companies or agenc ies have come up which supply human resources of various categories to their clients. A company in need of employees of certain categories can approach an outsourcing company and avail the services of it human resources. The advantages of getting human resources through the outsourcing agencies are: 1. The companies need not plan for human resources much in advance. They can get human resources on lease basis from an outsourcing agency. 2. The companies are free from industrial relations problems as human resources take on lease are not their employees. 3. The companies can dispense with this category of employees immediately after the work is over. ? Poaching or Raiding Poaching means employing a competent and experienced person already working in another reputed company, which might be a rival in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. Whatever may be the means used to raid rival firms for potential candidates, it is often seen as an unethical practice and not openly talked about. In fact, raiding has become a challenge for human resource managers of modern organization. ? Website or e-Recruitment Many big organizations use Internet as a source of recruitment. They advertise the job vacancies through the worldwide web (www). The job seekers send their applications or Curriculum Vitae, CV; through e-mail using Internet, which can be drawn by the prospective employer depending upon their requirements. RECRUITMENT POLICY OF SHREE CEMENT LTD. OBJECTIVE: ? To accomplish the company to plan its manpower requirements in order to meet the organizational objectives and needs. ? To obtain and retain the right human resource material of appropriate skills, knowledge, aptitude and merit which will enable the company to grow and develop into a premier consultancy organization. MODES OF SOURCING: Internal sourcing is more widely used in practice as compared to external sourcing. Except in the lowermost grades, where direct recruitment is unavoidable, there is no specific quota for recruitment from outside. The company provides opportunity for its employees to grow from within the organization by acquiring the necessary qualification, skills, knowledge and training. Even so the company recruits from the open market to positions for which suitable candidates are not available either internally or on deputation from the other organizations like the Indian Railways etc according to job requirements. Deputation: The very nature of the business of the company requires that it should staff the organization with the experienced personnel from the Indian Railways or public undertakings in respect of a number of positions. The terms and conditions of deputation of employees to Naukri. com are decided in accordance with the rules of the central government and in consultation with the parent organization in case of the others. Re-Employment & Appointment Of The Consultants: In respect of certain special jobs requiring services of retired officers and staff of government or Naukri. om, the company may re-employ suitable persons belonging to this category for specified periods, subject to such re-employment being in accordance with the government’s and/or the company’s policy and orders. In order to meet the specific job requirements of limited duration which cannot be handled by the company’s regular staff for want of expertise or shortage of manpower and with the sp ecific approval of the director/ managing director/ board of directors, the company may appoint consultants/ advisors on the basis of the guidelines laid down by the board of directors / Railway board. Employment Exchanges: The recruitment to the posts up to the pay level of Rs 8000/ or other equivalent level are made through the employment exchanges ( compulsory notification of vacancies) Act, 1956 while considering the candidates recommended by the employment exchange personnel engaged on casual / temporary / ad-hoc/ contractual basis are also considered. Advertisement: The advertisement for a vacancy is drafted in consultation with the concerned departmental head, as and when it is to be released. The advertisement should indicate the job title, qualification experience, age limit and other salient aspects of the job and also the pay scale, allowances and the benefits afforded by the company. The planned advertisements are generally released in the national dailies, but depending upon the location, they are also released in regional / local dailies. Example of advertisement |Example of Job Advertisement | |Junior marketing manager | |Our company is a modern fast growing young business. We are expanding sales to India a bid to | |catch new opportunities for cement sales there. We have many branches to our business nation wide | |and have built up a good reputation within our field of trade. | |We are looking for a dynamic, confident person who is willing to travel and work on his/her own | |behalf. You will need excellent communication skills and diplomatic views and be able to project | |yourself clearly and politely in a positive manor. | |You must have been in an executive sales position previously and have had at least 0-3 years | |selling experience. Preferably in cement sales, candidate must MBA/PGDM marketing qualified. | |The job involves extensive travel around north India with sales meeting to be held every 2 months. | | | |Salary is 200000-300000 per annum. T. A. AND HOLIDAY ALLOWANCES. Training will be given. | |Apply in writing To; shree cement Ltd. Bangur nagar beawar Ajmer (Raj. ) | | Closing date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. | Campus Recruitment: Campus recruitment is carried out from time to time to induct fresh talent in the organization from selected institutes. Recruitment for the posts of engineers is also made through campus interviews to meet the urgent requirements of the company. Institutes: Well established technical institutes and engineering colleges are selected by the competent authority are chosen and an association is maintained on a long-term basis. Process: ? Campus visits: visits are scheduled to the technical institutions and engineering colleges during the placement season. Teams of senior officers are deputed to these institutes and colleges for campus recruitment. ? Such of the applicants so screened as per the laid down criteria and found qualified are being called for appearing in the written test or interview to be conducted by the nominated selection board. ? All such recruits are required to serve the companies for a minimum period of three years. They are also required to execute a bond of Rs one lac in this regard and submit one surety. SELECTION PROCESS THE CHALLENGES: ? Selection is a critical process ? Locating The Right Person Requires a huge investment of money to get right types of people. ? Structure of Selection Process that helps companies to test for fit ? Employment Tests to rightly judge the capabilities of candidates ? Selecting people who possess the ability and qualifications to perform the jobs. Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to employment of persons who possess the ability and qualifications to perform the jobs, which have fallen vacant in an organization. The process of selection divides the candidates for employment into two categories, namely, those who will be offered employment and those who will not be. The basic purpose of the selection process is to choose right type of candidates to man various positions in the organization. In order to achieve this purpose, a well-organized selection procedure involves many steps and at each step, unsuitable candidates are rejected. Both recruitment and selection are the two phases of the employment process. Recruitment being the first phase envisages taking decisions on the choice of tapping the sources of workforce supply. Selection is the second phase, which involves giving various types of test to the candidates and interviewing them in order to select the suitable candidates only. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows: ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? Competent employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction & in turn result into a part of a contended workforce for the organization People involved in the selection process are: †¢ HR Department †¢ Respective department head. †¢ Respective divisional head. What Selection Is All About? All selection activities, from the initial screening interview to the physical examination if required, exist for the purpose of making effective selection decisions. Each activity is a step in the process that forms predictive exercise-managerial decision makers seeking to predict which job applicants will be successful if hired. In actuality, the selection process represents an effort to balance the objectives of evaluating and attracting. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows: ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? Competent employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction & in turn result into a part of a contended workforce for the organization. SELECTION PROCESS COMPRISES OF THE FOLLOWING STEPS: 1. Receipt of Applications: It is the first step in the process of selection process. The application form gives preliminary information about the candidate and assists the interviewer in formulating the questions to obtain more information about the candidate. 2. Scrutiny of Application: All those who have applied for the job may not be suitable for it so the HR department carries out a proper scrutiny of applications to select the candidates to be called for preliminary interview. 3. Preliminary Interview by HR Department: The HR department takes this interview. The candidates are asked about their qualifications, experience, interest, residence, age etc. Those whose qualification and does not match are rejected. . Interview taken by the person from the particular department: here they ask about the work experience; why he/she left the earlier job, ask about his/her background etc. The interviewer matches the job specification, qualification, ability to work under stress etc. At this level rejection are made if the interviewer does not find the candidate suitable fo r the job. 5. Interview by HR and Department Head: At this level, the HR & department head, both take interview of the selected candidates to know more about them. It is a very friendly conversation with them including specialized questions. The HR head tell the interviewee about the company, its mission, objectives and responsibilities of the job, which have applied for, salary, compensation, etc. 6. Placement and Orientation: Orientation and placement of Naukri. com covers the activities involved in introducing the new employees to the organization and to his or her work unit. It familiarize new employee with the ’s objectives, history, procedures, and rules, communicate relevant personnel policies such as hours of work, pay procedures, overtime requirements, provide a tour of the company’s physical facilities and introduce him to his superior and co-workers. SELECTION PROCESS AT SCL ? Receiving Applications Whenever there is a vacancy, it is advertised or enquiries are made from the suitable sources, and applications are received from the candidates. ? Screening of Application: All the applicants received in response to recruitment notification are scrutinized for the purpose of screening and short-listing the candidates who should be called for the selection. The company restricts selection to the more meritorious of the applicants through an appropriate process of initial screening. ? Selection Committee: Selection committee is constituted under the orders of the managing director or any other officer to whom the power to constitute such committees for the purpose of conducting the written tests and/ or interviews. The selection committee decides the actual scheme of the tests/ interview depending upon the requirements of the job for which recruitment is made. ? Selection Employment Interview: A minimum of 60% marks in the aggregate and also in the performance at the written test and interview is required to enable the candidates to be finally selected. The selection committee recommends the panel of successful candidates in order to the Board of directors as the case may be for employment. The main purposes of an employment interview are: – To find out the suitability of the candidate, – To seek more information about the candidate, and – To give candidate accurate picture of a job with details of term & conditions and some idea of organization’s policies. Employment Interview may consist of number of rounds of interview with various interviewers ? Checking References A referee is potentially an important source of information about a candidate’s ability and personality if he/she holds a responsible position in some organization or has been an employer of the candidate ? Medical Checkup: An important part of the selection process is also to ensure the employee is free from all kind of diseases that can hamper his work. For this purpose, every short listed candidate goes through a medical check-up to ensure his physical fitness. The pre-employment physical examination or medical test of a candidate is an important step in the selection procedure. Medical examination as part of selection procedure depends entirely upon the kind of jobs to be offered to the candidates. For instance some industries do not take up medical examinations of the candidates at all. ? Letter Of Appointment: After the candidate has cleared all the hurdles in the selection procedure, he/se is formally appointed by issuing an appointment letter by concluding with him/her a service agreement. Generally in all organizations, the candidates are not appointed on permanent basis because it is better to try them for few months on the job itself. Thus all candidates have a probation period & candidates are expected to show their worth during the probation period to get permanent employment in the particular organization. CLASSIFICATION OF EMPLOYMENT TESTS & INTERVIEWS Employment Tests ? Intelligence Tests: These tests are used to judge the mental capacity of the applicants. They measure the individual learning abilities, i. e. , the ability to catch or understand instructions and also ability to make decision and judgment. These tests are used in the selection of personnel for almost every kind of job from the unskilled to the skilled one. Aptitude Tests: Aptitude means the potential that an individual has for learning and skills required to a job efficiently. They measure an applicant’s capacity and his potential for development. ? Proficiency Tests: Proficiency Tests are those, which are designed to measure the skills already acquired by the individuals. A proficiency test takes a sample of individual’s behavi or, which is designed as replica of the actual work situation. ? Interest Tests: Interest tests identify patterns of interest that is areas in which the individual shows special concern, fascination & involvement. These tests will suggest what types of jobs may be satisfying to the employees. ? Personality Tests: Personality test probes the qualities of the personality as a whole, the combination of aptitude, interest and usual mood & temperament. Employment Interviews The nature of employment interviews varies from firm to firm. It may be conducted in the following forms: ? Patterned or Structured Interview: In this interview, a series of questions, which can illuminate the significant aspects of the applicant’s background, are standardized in advance. During the interview, the standardized questions are asked as they are written; the order may vary but not the phrasing of the questions. ? Unstructured or Non-directed Interview: The interviewer does not ask direct & specific questions. He/she creates an atmosphere in which the candidate feels free to talk on the subject selected by the interviewer. ? Preliminary or Background information Interview: This type of interview is conducted when the history of the applicant has to be known in terms of his experience, education, health, interest & so on. It is more or less a preliminary interview. ? Stress Interview: The applicant is intentionally put under a stress by interrupting him, criticizing his/her viewpoint and keeping silent after he has finished speaking. ? Group Interview: It is an interview of a number of applicants in a group. The interviewers can see reactions of the applicants in dealing with each other. It is used where it is essential to know how the candidates behave in a group. PROBATION AND CONFIRMATION PROBATION PERIOD: All initial appointments in the company as a result of direct recruitment in accordance with the rules (except those of a temporary, ad-hoc, casual or contractual nature and those on foreign service or deputation terms from govt. or other undertakings) are on probation for a period of one year. During the period of probation, an employee is liable to be discharged from the service of the company without assigning any reason at the sole direction of the management. The period of the probation may be extended or curtailed in the individual cases by the competent authority on the merits of each case. During the period of probation, the employees are required to undergo such training as is called by the requirements of their jobs. Successful completion of the probation and the prescribed training course will make the employee eligible for regularization and confirmation in the company’s employment. CONFIRMATION: The personnel division screens the probationers in an appropriate manner and obtains and notifies the approval of the competent authority for the regularization/ confirmation of individual direct recruits. | | | | | |SERIAL NO. |ACTIVITY/ PROCEDURE | | | | |1. Technical scrutiny of applications | | | | |2. |Approval for calling eligible candidates for written tests and interviews | | | | |3. |Dispatch of call letters | | | | |4. Selection of candidates called for interview | | | | |5. |Medical check-up | | | | |6. Dispatch of appointment letters | | | | |7. |Joining at | TRAINING – A TOOL FOR SUCCESS We know that successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. Training and development constitute an ongoing process in any organization. This chapter is devoted to a detailed discussion on the nature and process of training and development in a typical industrial establishment. Training could be compared to this metaphor – if I miss one meal in a day, then I will starve to death. The survival of the organization requires development throughout the ranks in order to survive, while training makes the organization more effective and efficient in its day-to-day operations. As a brief review of terms, training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future. Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. †Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. Training is the hallmark of good management. Today tec hnical training is no longer enough, employees also need skills in the team building, decision making and communication. As competition demands better service, employees increasingly require customer service training. Competent employees do not remain competent forever. Due to the ever-changing business environment and market conditions, their skills become obsolete. Thus organizations spend billions of rupees on their training programs so as to upgrade the skills and knowledge of their employees in order to have an edge over its competitors and to gain profits. Training programs are directed towards improving job performance of the employees. Intensified competition, technological changes and the need for improved productivity are motivating the management to increase their expenditure on training. People at all levels in the organization need to undergo training to be able to deliver the best results. Training, Development, and Education HRD programs are divided into three main categories: Training, Development, and Education. Although some organizations lump all learning under â€Å"Training†or â€Å"Training and Development,†dividing it into three distinct categories makes the desired goals and objects more meaningful and precise. Training is the acquisition of technology, which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace. Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. EMPLOYEE TRAINING For the new employees, on-the-job training is given. The new employees are being exposed to the practical job under the guidance of the old co- worker and its immediate superior. Training and output go hand in hand. For the existing employees, a workshop is conducted to make them aware of the new technology or new system to be used. In that workshop they are taught how to use the new machine (if introduced), they are told about the benefits of using the new technology etc. Also they follow is cross training, when implemented horizontally, upward and downward. Department heads, assistants and employees can cross-train either within the department or in different departments. With support, employees can have a day's training in the role of department heads (â€Å"King for the Day†). A department head can take a General Manager's role in his absence. It is a part of their yearly training and covers all positions and departments. Beginning with the supervisory level it must filter down to entry-level positions. This technique achieves the following objectives:  ? Prevents stagnation ? Offers learning and opportunities for professional development ? Rejuvenates all departments ? Improves understanding of different departments and the company as a whole ? Leads to better coordination and teamwork ? Erases differences, antagonism and unhealthy competition ? Increases knowledge, know-how, skills and work performance ? Improves overall motivation ? Enables sharing of organisational goals and objectives CONCEPT OF TRAINING MEANING: Training & development refers to the imparting of specific skills, abilities and knowledge to an employee. Development refers to those learning opportunities designed to help the employees. Development is not primary skill oriented. Instead, it provides general knowledge and attitudes that will be helpful to employees in higher positions. TRAINING & DEVELOPMENT NEED: Training Need = Standard Performance – Actual Performance INPUTS IN TRAINING & DEVELOPMENT: 1. Skills 2. Education 3. Development 4. Ethics 5. Attitudinal changes ? Skills: A worker needs skills to operate machines and other equipments with the least damage and scrap. Employees, particularly supervisors and executives, need interpersonal skills popularly known as the people skills. ? Education: The purpose of the education is to teach the theoretical concepts and develop a sense off reasoning and development. Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. ? Development: Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. ? Ethics: There is a need for imparting greater ethical organization to a training development program. There is no denial of the fact that the ethics are largely ignored in businesses. ? Attitudinal changes: Attitudes represent feeling and beliefs of individuals towards others. The negative attitudes of the employees must be changed through training and development programs. IMPORTANCE OF TRAINING AND DEVELOPMENT Training and development is of vital importance in the success of any organization 1. Training provides greater stability, flexibility and capacity for growth in an organization 2. Scrap and damages to machinery and equipment can be avoided or minimized through training. 3. Training serves as an efficient source of recruitment. 4. Training is an investment in HR with a promise of better returns in future. Training and development programs, as was pointed out earlier, help remove performance deficiencies in employees. This is particularly true when – The deficiency is caused by a lack of ability rather than a lack of motivation to perform, †¢ The individuals involved have the aptitude and motivation need to learn to do the job better, and †¢ Supervisors and peers are supportive of the desired behaviors. There is greater stability, flexibility and capacity for growth in an organization. Training contributes to employs contribute t o the stay with the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All rounder can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits form year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise? Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well. Future needs of employees will be met through training and development programs. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. THE PURPOSE OF T
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