Why we crave horror movies, by Stephen King Essay

Why we crave horror movies, by Stephen King - Essay Example It is a long held belief that only abnormal people can get joy and happiness by watching horror movies. People try to display this belief by reacting with horror at whatever gory happens in the horror movies. Hence, King is right when he argues that horror movies are conservative and reactionary as the horror movies show only those things that are acceptable to human limits of goriness and by doing that, prevents the social approach towards horror from changing. Movies as conservative and reactionary King says that horror movies are conservative as they help people to confirm to themselves and to the world that they are ‘normal’ people as they fear and loath things that horror movies show. According to him, horror movies limit their goriness and ugliness by showing only those things which can be digested by human mind. In doing so, horror movies conform to the social expectations and hence, they remain conservative. King also says that horror movies are reactionary as th ey help people to avoid social change. By that he means that people avoid the social change by refusing to accept their attraction towards the antisocial and gory aspects of their mind. The fact remains that despite of knowing that horror movies are about gory violence, evil spirits, sinister vengeance etc., people still choose to watch the movie. If they had really felt repulsive towards the ugly, gory, violent and disgusting things in life, they would have chosen not to watch the horror movies, which are full of these things. However, horror movies provide only that which can be accepted by the society. Hence, King says that horror movies are reactionary as they oppose social change and reinforces the attitude of ‘normality’ in people. Role of horror movies People find an outlet to their suppressed emotions and antisocial emotions through the horror movie. Their desire to kill, beat, tear apart or bite the hated person is fulfilled through the gory scenes in the horro r movies. Horror movies also work as a representation of human desire to know the deeper aspects of human psyche and the universe. Horror movies serve as a path to the dark side of human mind. People who make horror movies are not machines. They are human beings and part of human society. It is obvious that whatever is shown in the horror movies are the things that they have imagined and thought about. The fact is that the gory, sinister and evil things interest and appeal to the human mind. However, in their waking state and to remain ‘normal’, people push these things to the unconscious. For example, the ideas of ghosts, vengeance after death, exorcism, possession by evil spirit etc., have always appealed to human minds. Sadly, they do not approve these things. They say that these are all imaginations and myths. However, innately they are still curious about it and feel that these can be true. Their fear of darkness, fear of closed rooms, fear of heights etc., show th at human beings do believe in the existence of ghosts and paranormal. However, their rational mind demands proof and scientific approach. Hence, they do not express their curiosity about the paranormal openly. However, their thirst to know the unknown and their excitement is fulfilled through the horror movies. Horror movies serve the craving to know what happens if there are ghosts or devils or evil spirits. They serve the antisocial aspects of the society and hence, also give an outlet to the abnormal and antisocial emotions suppressed inside the unconscious. By doing so horror movies serve the society as it saves people from exploding their emotions in the society. There are

Wine project Essay Example for Free

Wine project Essay Valais is known for its exceptional climate, whereby the mountains stop most of the rainfall, but create ‘foehn’ winds which assists in the late autumn months with the essential ripening process of late varieties of grapes. Almost continuous sunshine for most of the year attributes to hot and dry summers, while winters can be cold and snowy, even on the lower levels of the valley, yet the frost, which is usually the worst enemy of winegrowers, is rare, as the seasons change gradually, not abruptly. Soil Composition Light, well-aerated soil, poor in clay. This warms up rapidly in sunshine but does not retain water very well. The soil composition varies from plot to plot, diversity due to the geological upheavals, which occurred in this region. Type of wine Rose wine Character of the wine Dry, full bodied, typical flinty taste Food harmony (2 dishes) Seared cod with red wine sauce, Sautà ©ed chicken with wild mushroom. Commercial argumentation This beautiful Pinot Noir opens up with very aromatic flavors. It is essential summer wines, easy to drink fresh and fruity. It has a lovely red fruit aromas with the smooth end. Cost sale price 2009 Dà ´le Blanche, Charrat, Verteys Price: 14 Chf. References: Swiss Wine Growers Association. (1994). All About Swiss Wine. Geneva: OFD Communications. artisan-vigneron.ch. (n.d.) Retrieved February 26, 2013, from http://www.artisan-vigneron.ch/vins.html Chà ¢teau Brane-Cantenac Appellation Chà ¢teau Brane-Cantenac Country France Region Bordeaux Sub Region Margaux Village Margaux Estate Vineyard/ Grand cru Brane Cantenac Grape(s) Variety(ies) Cabernet Sauvignon 65%, Merlot 30%, Cabernet Franc 5% Climate conditions Bordeaux has a warm summer and long mile autumns, but suffers plenty of rainfall. In vineyard terms, it is a marginal climate, where grapes need a good site and a good year to ripen fully. Soil Composition Deep gravel from the quaternary era, with white gravel, sand and less clay. Type of wine Bordeaux-style red blend Character of the wine The wine has leafy, blackcurrant aromas a flavorsome but light wine for the vintage. Food harmony (2 dishes) Ratatouille, Roast duck with fig and orange sauce. Commercial argumentation A gorgeous deepest violet color by far that is made from world- quality grapes; Cabernet Sauvignon, Merlot and Cabernet Franc. It will deliver wines of charm and fine texture rather than brute power. It is blend in Bordeaux style, but don’t lack of attentiveness and structure. The wine is aged for eighteen months with the love and care from the wine maker. This wine could be considered as the most sophisticated as the wine is built in a long hue, and still very much on the way to go further. Cost sale price 1988 Chateau Brane-Cantenac, Margaux, France Price Range of 750ml bottle, ex-tax in CHF Average: 85CHF   Ã‚  From: 55CHF   Ã‚  To 120CHF References: Crook, S. (2009). The complete Bordeaux. Great Britain, Octopus publishing group. Wine-searcher.com. (n.d.) Retrived February 26, 2013, from http://www.wine-%09searcher.com/wine-8-1988-chateau-brane-cantenac-margaux-france Chambertin Appellation Chambertin Country France Region Burgundy Sub Region Cà ´te de Nuit Village Gevery-Chambertin Estate Vineyard/ Grand cru Gevery-Chambertin Grand Cru Grape(s) Variety(ies) Pinot Noir Climate conditions Relatively hot, dry summers and cool, crisp winters. Particularly in summer, this climate type brings high diurnal temperature variation, which helps to maintain a balance between natural sugars and acidity in the wines. Soil Composition The soil varies depending on how high up the hillside the vineyard is located. The primary component is limestone, mixed with some clay and flint. The amount of clay decreases in site higher up the hill Type of wine Red wine Character of the wine Chambertin is full, firm and austere at the outset and structured and fleshy, with initial flavor of black fruits, liquorice and coffee beans, mellowing into something rich, concentrated, generous and warm-hearted when they mature. Food harmony (2 dishes) Beef wellington, Cheese soufflà © Commercial argumentation The most prestigious and luxury wine produced from Burgundy, France with the deep colored, full body, smooth and very complex red wine from the world famous Pinot Noir. The wine is made at the northern end of the Cà ´te d’Or, with the rich of soil and perfect amount of sun, these factors render Chambertin to be named as â€Å"King of Wines†. It offers a strong and rigid structure with the hints of black berries fruits, and coffee beans, blended together until reached the top of quality. Chambertin is full of flavor and powerful in aromas that will definitely deliver the pleasure to anyone who taste it. Cost sale price 1988 Domaine Armand Rousseau Pere et Fils Chambertin Grand Cru, Cote de Nuits, France: Price Range of 750ml bottle, ex-tax in CHF Average: 1,083CHF   Ã‚  From: 885CHF   Ã‚  To 1,362CHF References: Anderson, P.J., (2012). About wine. USA, Curio Press. Coates, C., (2008). The wine of Burgundy. University of California Press Wine-search.com. (n.d.) Retrieved February 26, 2013, from http://www.wine-searcher.com/wine-37013-1988-domaine-armand-rousseau-pere-et-fils-chambertin-grand-cru-cote-de-nuits-france Laurent Perrier â€Å"Alaxandra rosà ©Ã¢â‚¬  Appellation Laurent Perrier â€Å"Alaxandra rosà ©Ã¢â‚¬ / Champagne Country France Region Champagne Sub Region NA Village NA Estate Vineyard/ Grand cru Laurent Perrier Grape(s) Variety(ies) Pinot Noir 80%, Chardonnay 20% Climate conditions Champagne is a cold place, at the northern climatic limit of grape growing, a factor that leaves the grapes with low tannins but a particularly fine varietal aroma. Sometimes July and August will be hot, and occasionally September and October will be warm. Soil Composition The prominent soil type is chalk, though this is not always visible in the surface Type of wine Champagne, rosà © Character of the wine A pale salmon pink with an orange tinge. Complex and powerful, the first aromas are reminiscent of strawberry jam. These are followed by floral notes such as rose petal. Lively and crisp, with dominant flavors of red berry fruit such as wild strawberries. Full-bodied, with a velvety texture and a finale showing hints of dried apricots and orange peel. Food harmony (2 dishes) Duck in bilberry sauce, Green salad with Caviar and smoked salad Commercial argumentation A lively rosà © champagne from the world famous Pinot Noir blended with another well-known Chadonnay in a perfect combination. Laurent Perrier â€Å"Alaxandra rosà ©Ã¢â‚¬  reached the top quality to be one of the best rosà © champagnes in the world. The wine offers the flavor of red berries and wild strawberry with the hints of dried apricots and orange zest. It has kept its freshness while building the element of toasty and maturity which renders the taste to be crips, and powerful in aromas. The full-bodied, elegant champagne with a smooth texture and a complex finish will never disappoint anyone. Cost sale price 2004 Laurent-Perrier Grand Siecle Alexandra Rose Millesime, Prestige Cuvee Champagne, France: Price Range of 750ml bottle, ex-tax in CHF†¨Average: 275CHF   Ã‚  From: 275CHF   Ã‚  To 276CHF References: Kolpan, S., Smith B.H., Weiss M. A., (2010). Exploring wine. USA. Willey Press. Wine-searcher.com. (n.d.) Retrieved February 26, 2013, from http://www.wine-searcher.com/wine-16145-2004-laurent-perrier-grand-siecle-alexandra-rose-millesime-prestige-cuvee-champagne-france Lauren-perrier.com. (n.d.) Retrieved February 26, 2013, from http://www.laurent-perrier.com Mondavi private selection Meritage Appellation Monterey County Country USA Region California Sub Region Central coast Village NA Estate Vineyard/ Grand cru NA Grape(s) Variety(ies) 72% Cabernet Sauvignon, 11% Petit Verdot, 8% Malbec, 7% Cabernet Franc, 2% Merlot Climate conditions The 2008 growing season on California’s Central Coast was one of great variety. Flowering was on the late side due to winter drought and a strong frost in late March. Summer temperatures were inconsistent, alternating between cool and excessively hot. Soil Composition Sandy, well-drained soil Type of wine Red wine Character of the wine The wine offers lavish dark plum, black cherry, and blackberry aromas along with a velvety texture and succulent mid-palate flavors. Its finish is impressively long and enhanced by well- integrated tannins. Food harmony (2 dishes) Grilled rib eye with garlic butter, Osso Bucco Commercial argumentation With the brilliant invention of Robert Mondavi, he created the wine with Bordeux style and presented it into a very nice wine. The wine is an amazingly rich with the dark plum color, yet tasteful and easy to drink. It consists of five different Bordeaux red varieties; Cabernet Sauvignon, Petit Verdot, Malbec, Cabernet Franc, and Merlot that were blended in the perfect combination until reaching the same quality as Bordeaux wines. Cost sale price 2008 Robert Mondavi Winery Private Selection Meritage, California, USA Price Range of 750ml bottle, ex-tax in CHF†¨Average: 10CHF   Ã‚  From: 7CHF   Ã‚  To 13CHF References: Kolpan, S., Smith B.H., Weiss M. A., (2010). Exploring wine. USA. Willey Press. Robertmodavi.com. (n.d.) Retrieved February 26, 2013 from http://www.robertmondavi.com/rmps/wines/our_wines/meritage/ Wine-searcher.com. (r.d.) Retrieved February 26, 2013 from http://www.wine-searcher.com/wine-77785-2008-robert-mondavi-winery-private-selection-meritage-california-usa

Plagiarism: Students Are Not To Blame Essay -- Critical Thinking Essays

Is plagiarism really occurring on college campuses? Should it be considered a serious offense? Do the students who plagiarize know that what they are doing is wrong? These are some of the questions that Edward M. White discusses in his essay â€Å"Student Plagiarism as an Institutional and Social Issue.† Being a professor himself, White sees firsthand the occurrence of cheating on college campuses. He claims that blatant plagiarism â€Å"subverts the very nature of education and reflects some aspects of what is worst in American society† because it is morally wrong (202). The backing for his claim is the fact that plagiarizing is stealing someone else’s words. Thus he warrants that anything morally wrong undermines education and shows the worst side of our society. There are many instances in which it is completely clear that the student is knowingly plagiarizing. There are also instances in which the student may be confused about plagiarism. This essay discusses the fact that student plagiarism is rampant on college campuses, but the blame may not lie entirely with the students. In his essay, White claims that the amount of student plagiarism is shocking, but the teachers need to make sure that students have been taught about citing sources. Many professors automatically assume that students have been taught everything they need to know for the class beforehand. If the students were supposed to learn something in a previous class they may have a good reason not to know it. The teacher may not have gotten through all the material or may have missed something. The student may have been sick and missed a day. Another reason teachers need to be held accountable for a small part in student plagiarism is because many ... ...not wholly be the students’ fault. This may make the readers who think the students are out of control reconsider their beliefs. Some people may not have thought about students who have not been taught any better. They might automatically think the worst of the students. White has valid claims and reasons in his essay. He uses logos, ethos, and pathos well. This essay appeals to colleges and universities all over the United States. Most, if not all, colleges have problems with plagiarism on campus. One thing to be learned from White’s essay is that â€Å"plagiarism is outrageous because it reverses education itself† (207). Colleges and universities need to â€Å"make academic honesty not only the best but the only possible policy† (White 206). Both faculty and students need to work together to rid these institutions of such immoral behavior as plagiarism.

Hrm and Technology

1. 0 Introduction In today’s rapidly changing business world, the need has arisen to harness the resources to its optimum use in order to gain success in the business arena. Technology plays a vital role as this applies to the most valuable resource of Human resource too. Technology has greatly influenced the transformation from traditional and personal management to a more strategic human resource management approach. The ongoing technology improvement has paved the way for quick access to obtain the preferred resource regardless of geographical and environmental barriers. The extent of technology use across various activities of HRM, especially in recruiting and selection covers from advertising positions, receiving applications, initial screening to final section. This particular search can be for entry level, middle level and high level position as appropriate, according to the external and internal factors of an organization. Huge cost reductions in HR have also been experienced through technology application, while, they have also led to adverse impacts such as redundancies and lay-offs. Communication development technology contributes furthermore, from the recruitment process to career development process through training and development, and creates resource personnel in the organization. Computer based testing leads to unbiased selections, arbitrating to effective and efficient Human Resource Management. Access to Human Resource Information systems (HRIS) has also helped to automate most of the functions of HRM to a greater extent and allows the HR activities to run in a less cumbersome and efficient manner. This report further outlines the adoption of virtual work and outsourcing as a result of modern technological evolution, and the benefits and impacts that technology has embraced towards Human Resource Management. 2. 0 DISCUSSION 2. 0 What is Human Resource Management? According to Samson & Daft, â€Å"Human resource management refers to the activities undertaken to attract, develop and maintain an effective workforce within an organization†. In other words HRM is the function dealing with managing people within the employer – employee relationship (Stone, 2005). HRM function involves the productive use of people in achieving the organisation’s strategic business objectives and the satisfaction of individual employee needs. HRM is closely related to other management aspects, as its main objective is to improve the productive contribution of people. Human Resources Management encompasses a wide range of activities inclusive of identifying and deciding on staffing needs, hiring, recruiting and training the most suitable employees, ensuring and evaluating their performance, , and ensuring that the personnel and management practices conform to various regulations. It also includes activities relating to managing approaches for employee issues such as benefits and compensation, safety, employee records and personnel policies. (Snell & Sherman, 2004). Human Resource managers plan, administer and review activities relating to staff selection, training and development, conditions of employment and other human resource issues within organizations (Peters, 2004). 3. 0 Objectives of using Technology in HRM The study of HRM describes what human resource managers do and what they should do. While there are many definitions of HRM, its primary purpose is to improve the productive contribution of people within an organization. Until the last few years the discipline was known as personnel  management. (Eddie & Smith, 2004). Now the term ‘human resource management' is increasingly used in recognition of the importance of an organization’s workforce in contributing to the goals of that organization. Today's human resource issues are enormous and appear to be ever expanding. The human resource manager faces a multitude of problems ranging from a constantly changing workforce to coping with ever increasing government rules and regulations. Because of the critical nature of human resource concerns, they are receiving increased attention from upper levels of management. It used to be rare to see job advertisements for human resource managers. Now such advertisements are very common and encompass significant organizational responsibilities. People are the common element in every organization. From an organization’s perspective, its staff is its human resources. It is people like you who produce the goods and services that create wealth. It is these goods and services that contribute to our standard of living. (Collins, 2005). There are many challenges facing organizations today. The better our organizations work, the easier it is for society to meet the present and future threats and opportunities. It can be said that the central challenge we face in society is to continually improve the performance of our organizations in both the private and public sectors. Part of this improvement will come from organizations becoming more efficient and effective. This requires the effective management in these organizations. 4. 0 Technology in the modern business An Organization’s Technology is the process by which inputs from an organizations environment are transformed into outputs. This model integrates organizational  level technology research with human resource management strategies. (Robert, Mathis, John Harold 2006). The model relates dimensions of technical processes to human  resource practices, focusing on practices used to develop employees. These relationships are mediated by the type of skills employees  use. An empirical study of 139 employees found support for two  hypotheses developed from the model. Results suggested that  technology and HRM activities are connected through the level  of cognitive skill complexity and the amount of support employees  receive in developing new skills. Due to changes in the way  decisions are made in organizations today (for example, making  more decisions at lower levels) the connection between the work  process, the skills employees need, and the emphasis on developing  employees will become increasingly important. 5. Impact of Technology in HRM The technology has radically changed the way employees and managers access human resource data, and the use of online HR solutions has expanded rapidly over the past year. (Collins, 2005). Self-service and online tools have become important in the continuing effort to improve the management of HR functions and to drive competitive advantage, the survey found. â€Å"As the lines blur between HR data and that used by the rest of the enterprise, organizations find it makes sense to consolidate all employee data using a corporate portal. The importance of HR self-service is increasing, especially those applications that improve employee performance. â€Å"We're seeing the strongest growth among applications focused on managing and enhancing worker skills and productivity–no surprise given that up to 70 percent of an enterprise's expenses are people-related. _New skills required: As new technologies are developed and implemented, there is an Urgent need to upgrade existing employee skills and knowledge if the organization wants to survive and flourish in a competitive world. Additionally there will be growing demand for workers with more sophisticated training and skills especially in emerging ‘hot’ sectors like telecommunications, hospitality, retailing, banking, insurance, biotechnology and financial services. For example, services. For example, service sector employee requires different skills than those utilized in manufacturing. (Peters, 2004). They need strong interpersonal and communication skills as well as the ability to handle customer complaints in a flexible way. _ Downsizing: New Technologies have decimated many lower end jobs with frustrating regularity. Increased automation has reduced employee head counts everywhere. The pressure to remain cost effective has also compelled many a firm to go lean, cutting down extra fat at each managerial level. The wave of merger and acquisition activity, in recent A time has often left the new, combined companies to downsize operations ruthlessly. The Positions that have been filled up with workers possessing superior technical skills and Knowledge has also tilted the poser base ( in many emerging industries) from management to technical workers. It is not uncommon today for managers to have limited understanding of the technical aspects of their subordinates’ work. Managing the expectations of knowledge workers is going be major area of concern for all HR Managers in the years ahead. (Akin, Norton, Peg, 2004) _ Collaborative work: Technological change has resulted in hierarchical distinctions being blurred and more collaborative teamwork where managers, technicians and analysts work together on projects. Team based incentive plans have also made it necessary for all classes of employees to work in close coordination with each other. Telecommuting: The rapid advances in technology have led to the relocation of work from the office to the home. Telecommuting has become the order of the day where employees work at home, usually with computers and use phoned and the Internet to transmit letters, data and completed work to the home office. Companies have been able to increase their applicant pool through this mode and empl oyees have also been able to live further away from cities and gain considerably due to savings in rents, transportation etc. _ Internet and intranet revolution: Internet and information technology have enabled companies to become more competitive by cutting costs. Manufacturers, bank, retailers, and you name anything have successfully harnessed computer technology to reduce their costs and deliver want satisfying goods and services to customers at an amazing speed. Even in HR, internets and intranets are being used to handle training, benefit administration, performance management and out placement functions, in recent times. (Peters, 2004). The cumulative impact of new technology is so dramatic that at a broader level, organizations are changing the way they do business. Use of the internet to transact business has become so commonplace for both large and small companies that e-commerce is rapidly becoming the organizational challenge of the new millennium. Managing virtual corporations and virtual workers in this technology driven world is going to pose tough challenges for HR Managers in the years ahead. _ Role of HR in a virtual organization: A virtual organization is network of companies or employees connected by computers. Virtual workers work from home, hostel, their cars, or wherever their work takes them. The human resources function plays a unique role in a virtual organization: i. Psychological fit: The lack of face-to-face interaction in virtual organization, virtually compels HR professionals to determine the psychological fit between different units initially. (Collins, 2005). ii. System alignment: Given the lack of physical proximity, it becomes even more critical that the organization’s mission, vision and measures be aligned and that all parties are familiar with these issues, the HR function can play an important role in this task. iii. Reconsider rewards: In a virtual unit. Very few permanent exit. In many cases, the organization will be staffed with workers having different motivational forces. So rewarding each entity in an effective way becomes an important job. iv. Reconsider staffing needs: In a virtual organization, most employees work on a contractual basis. Finding people with requisite skills, a knowledge and motivation level becomes an important activity. v. Build partnerships: Virtual, teams have to be built from scratch paying attention to their unique requirements. The concept of employment needs to be replaced by the concept of ‘partnership’ especially when most tend to work independently away from the permanent employees or owners of the organization. vi. Develop leaders: Leaders become the major forces for building trust, creating a mission and instilling a sense of belonging to the organization HR can play a major role in ensuring that leaders assume these responsibilities and meet them in an effective away. (Collins, 2005). 6. 0 Technology in HR Activities A human resources officer develops, advises on and implements policies relating to the effective use of personnel within an organization. HR personnel work comprises a number of different but related policies, all of which are required by organizations that employ people, whatever the size or type of business. These cover areas such as working practices, recruitment, pay, conditions of employment and diversity. HR staffs need to ensure that the organization employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organization’s objectives. Collins, 2005). Typical work activities As a human resources (HR) officer they must have a clear understanding of their organization’s business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. (Farquharson, 2006)The exact nature of the work activities varies according to the organization, but is likely to include: working closely with departmen ts, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; †¢ promoting equality and diversity as part of the culture of the organization; †¢ liaising with a wide range of organizations involved in areas such as disability, gender, age, religion and health and safety; †¢ recruiting staff – this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates; †¢ developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management; †¢ advising on pay and other remuneration issues, including promotion and benefits; †¢ undertaking regular salary reviews; negotiating with staff and their representatives on issues relating to pay and conditions; †¢ administering payroll and maintaining records relating to staff; †¢ interpretin g and advising on employment legislation; †¢ listening to grievances and implementing disciplinary procedures; †¢ developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels; †¢ planning and sometimes delivering training, including inductions for new staff; †¢ Analyzing training needs in conjunction with departmental managers. (Farquharson, 2006) When considering all the above accepts of a human resource manager, they must allocate much and more time and energy on selecting the right candidate to the right position. The technology can be used on Selected HRM activities such for Employee recruitment, employee selection, training and development and performance appraisals 6. 1 Recruitment & Selection The HR manager faces the main challenge when it comes to Recruitment and selection the manager has to be much more careful when choosing the right candidate. A recent study showed that the correlation between the ability to deliver well in a job interview and the ability to do well on the job is just 14 percent, or one good employee out of every seven people you hire. (Okpara, 2006). If you or your recruitment agency has found itself in a similar position, there are proven methods to improve this average. The same study considered these methods. Background Checks  Ã¢â‚¬â€œ According to (Okpara, 2006). The 14 percent increases to 26 percent if the candidates passes a series of  employee background checks like falsified educational credentials and other serious liabilities, background checks only reveal information when an individual has been caught being lying. Of equal or greater value are underlying attitudes, as well as actions at which an applicant has not been caught, to most fully protect the organization against negligent hiring lawsuits and to assure the organizations are hiring reliable, ethical, hard-working employees. Knowing this information about the people the company hire is absolutely essential because a business can be held liable for accidents and crimes committed by its employees. Personality Tests  Ã¢â‚¬â€œ consider traditional assessment tools used in the hiring process. These assessments measure personality characteristics. Personality tests  raised the rate of success in hiring to around 50 percent positive. (Okpara, 2006). Many employers want to know a candidate’s aptitude and personality type to ensure an appropriate job match. Some want to know it before they hire a candidate, some before they promote an employee, and some before they create work teams. In an effort to learn more about an employee, employers today administer personality tests. There are many kinds of personality tests available, but in the workplace a validated and reliable occupational assessment is critical to success on the job. (Okpara, 2006). Those professionals do not pass or fail but should be selected for the job that matches their individual personalities. Abilities Assessments  Ã¢â‚¬â€œ When applicants were tested for both abilities and personality, employers found they were hiring the right people just over half or about 54 percent of the time. (Times, 2006) After managers have used to identify their employee’s strengths and areas for development, they can use the Series to software’s available to develop the competencies that are most important to their professional growth and success. (Okpara, 2006). The software’s are conveniently located on the Internet, making it easy to implement and execute. These systems help managers to keep doing the things they do well, stop doing those things that interfere with their effectiveness, and start doing things that will improve their performance. These systems encourage managers to perform their jobs better. It gives emphasis to the importance of managers to the organization and its goals and pays big dividends in the form of improved productivity, fewer â€Å"people problems,† increased employee retention, and greater profits. It is an ideal method for managers to improve their leadership and management skills. It can be used anywhere and at any time because it is on the Internet. After responding to questions and doing online exercises, it gives managers the tools they need to maximize their strengths, become better managers, and lead more effectively. Interest Assessments  Ã¢â‚¬â€œ To take it one step further, the study considered  interest assessments, an even more sophisticated tool. It measures the job-related qualities that make a person productive – Thinking and Reasoning Style, Behavioral character, and Occupational Interests. These systems were used for placement, promotion, self-improvement, coaching, succession planning, and job description development. (Okpara, 2006). It is a flexible management tool that develops Job Match Patterns that can be customized by company, department, manager, position, geography, or any combination of these factors. Job Match  Assessments  Ã¢â‚¬â€œ The study found that the most impressive and successful assessments are integrated measures of a combination of factors, and also include the concept of  job match. They use cutting-edge technology combined with empirical data to evaluate the candidate against employees who are exemplary in performing their duties. Okpara, 2006). These recruitment assessments increased an employer's ability to identify excellent candidates more than 75 percent of the time. Hiring top performing employees may be one of the most valuable activities you can do for your business. This system combine tested and reliable data derived from pre-emp loyment screening assessment system, with a customized job analysis survey to create a benchmark by which the manager can hire an employee who best fits for the job and company. Employee Selection Process By including job match as a key factor in your employee hiring process, allocation of human capital will be significantly more effective. Most employee hiring decisions are made with inadequate information, but Profiles International assessments will deliver the information that the manager need to know before tendering a job offer and making a hiring mistake. 6. 2 Performance Appraisal Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individual’s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call centre or performing data entry are examples. (Peters, 2004). In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content. A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Examples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. (Peters, 2004). This particular technological approach occurs more often in the ontext of jobs that involve personal judgment, high discretion, and open-ended tasks for which real-time performance monitoring is not an option. 6. 3 Training and Development The activity of Training and development has been made more efficient from the implementation of technology to it. Organizations now use computer based training sessions which use a visually demonstrated and presentation oriented training programme for the employees. (Peters, 2004). Programmes are stored in computers which reduce the necessity of getting trainers to repeat the training programme over and over again. The employees are also equipped with software’s which enable them to re-check and use as manuals for the work they perform, thus influencing a cheaper mechanism of Self Training. (Peters, 2004). Errors and omissions are eliminated in the training programme, making the employees to understand their job processes more efficiently. 6. 4 Reward System The revolution is being driven by new technologies and by the major social and political changes that have led to the globalization of business and to the increasing numbers of democratic, capitalist countries. Billions of people have recently entered, or are about to enter, the capitalist world. (Collins, 2005). A smaller but very significant number have entered the world of electronic connectedness as a result of the growing popularity of the Internet, satellite TV, cellular phones, and videoconferencing. The combined effects of technological and political change on organizations are enormous and multifaceted. Increasingly, organizations are finding that in order to be competitive in the new global economy they have to reinvent themselves in important ways. This is true of their basic organizational structure, their global reach, and their use of information technology. (Collins, 2005). It is also true of their reward systems. The old reward practices and systems that worked well in nationally focused, bureaucratic, capital-intensive, hierarchical, steady-state, near-monopoly corporations. Dramatic change is needed, and it is not difficult to identify what the key theme of today's reward systems should be: a focus on rewarding excellence. Many factors argue for excellence being the number-one focus of any organization's reward system, including the ability to attract and retain the best people and to motivate the kind of performance that an organization needs in order to succeed in the new economy. Creating reward systems that focus on excellence and treat employees as human capital investors requires a major change in the way most systems operate. (Collins, 2005). Reward systems typically treat employees as job holders who are rewarded according to the size and nature of their jobs and how well they perform their jobs. Viewing them as human capital investors suggests a different approach to rewards in two respects. First, it suggests basing rewards on the value of the human capital that people bring to the organization. What their job is at a particular moment is much less important than the value of their knowledge and skills. Second, it suggests rewarding people according to how effectively they use their human capital-their knowledge, skills, and competencies to help the organization improve its business performance. Creating reward systems that recognize the value of human capital and reward performance excellence is not easy. It requires a careful articulation among an organization's reward system, business strategy, organization design, information systems, and employees. (Collins, 2005). I will begin our discussion of how it can be done by considering how reward systems impact organizational effectiveness. 7. 0 HRIS Human resource ‘info system’ The Human Resource Information System (HRIS) is a program or software or online issue solving method for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. (Stone, 2005). In general packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. It is very important to select the HRIS carefully based on the capabilities you need for the organisation. Benefits of a Human Resource Information System (HRIS) is no longer a â€Å"nice to have,† but a necessity to help HR manage both a sea of information and the money spent on benefits plans, as HR faces limited resources and constantly changing data. (Stone, 2005). As a result the HRIS that most effectively serves companies tracks: Pay raises and history, pay grades and positions held †¢ Performance development plans, training received †¢ Disciplinary action received, personal em ployee information †¢ High potential employee identification, and applicant tracking, interviewing, and selection. An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs. 8. 0 Benefits of Technology in HRM Technology is changing the way we work, the roles we undertake, and the interactions through which work gets done. (Peters, 2004). Companies are leveraging to manage the complexity of the global HRM and to deliver high-quality service. Companies use either a common system universal to all location For a example, HSBC uses people soft Ids to identify all the employees dispatched globally. SAP is the system that is used in MAS Holdings Globally, which enables the employees, suppliers and the management and the higher management to make Operational, analytical and strategic decisions, or a set of non standard system in unique to a each location to handle their HR programs and informational needs. The problem with the latter is that data are often late, incomplete and/or inaccurate. However because the time and cost factors they are the most commonly used. To reduce the negative impact of such problems some companies are developing service centers utilizing self service technologies and HRIS databases to eliminate routine work and to push delivery point back the employee or line management. With an appropriate use of HRM technology Human Resources staff enables employees to do their own benefits updates and address changes (example: by creating a data entry format , uploading it to the intranet and later program the filled data to be store into a central location), thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. (Farquharson, 2006). Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees. 9. 0 Conclusion Technology and Human Resource have brought about a radical change in meeting with the strategies, policies and implementation of the corporate planning of an organization. In other words, it has become the nucleus of an organization, which caters to the requirements of selecting the right candidate for the suitable job, training and coaching them to develop and achieve the desired levels to maximize objectives and to create a competitive edge in the industry and ultimately sustain them in the organization with a career development plan. In this process, opportunities will be given to those who are really in need of a specific exposure in another country so as to acquire the required skills. This so called valuable resource will be able to cater to the demand with a long-term view, by adopting the right technology advancement at the right time and improve the overall operation of the organization with a clear vision and hence contribute to the bottomline which will enhance the share value and satisfy the shareholders to achieve satisfaction. 10. 0 Reference ? Stone, J, R. (2005). Human Resource Management. (5th Ed. ). John Wiley and sons, Australia ? Anne Osborne Kilpatrick, James A. Johnson, 2004. Handbook of Health Administration, Co. CRC Press ? Collins, M. (2005). Professional recruitment: Journal of proquest education, p. 32. ? Eddie, C. & Smith. (2004). Human Resource and Personnel Management: Text and Cases, Co. Tata-Mcgrawhill, p. 87-89. ? Farquharson, M. (2006). Performance appraisal: Journal of proquest education, p12. ? Grey. . (2005). Human resource planning: Journal of proquest education. ? Robert L. Mathis, John Harold Jackson, 2006. Human Resource Management, Co. Thomson South- Western ? Okpara, J. O. (2006). Job satisfaction: American journal of academy of business, p81. ? Peters, L. (2004). five keys to effective recruiting: Ivey business journal, p 21-24. ? Snell & Sherman, 2004, managing human resource 12th edition

Color of Water Essay Essay

What factors contribute to who you are today? A question that many struggle with including James McBride, the author of The Color of Water. James struggled with finding himself because of his mixed background, a white Jewish mother and a Black father. When James finally gets an understanding of the culture, races, and religions that surrounds him it helps him to gain his own identity, point of view, and allows him to share his experiences with others who may be going through the same things in his writing. As James enters many different cultures he comes to realize what type of surrounding and life he wants for himself when he visits his sister jack in Louisville, Kentucky. The culture in Louisville was very violent. James and his friends participated in illegal activities such as breaking into cars, shoplifting, and doing illegal drugs (McBride 139). After complaining about life, doing illegal things, talking to Chicken Man a man that sat on the corner on a crate, and drank alcohol all day who told James that no one will know who are you unless you make something of yourself and that sitting on the corner all his life is a bad decision (150), and taking Jack’s advice, â€Å"you have to choose between what the world expects of you and what you want for yourself† (161), he enrolls back into high school and later goes on to Oberlin College. Growing up James’ mother Ruth always tells him that white people are no good, but as a young adult his perspective changes altogether. As James completes high school and early into college a white lady by the name of Mrs. Dawson who donated most of her time and money to inner city kids sponsors James to be able to go to Europe and travel with the American Youth Jazz Band and continues to help him get into graduate school. When James’ friends in college talk about how all white people are rich and they have no problems James had no choice, but to agree because of the surrounding he was in, but in his mind he was strongly disagreed with the statement that had just been made having just read the letter from Mrs. Dawson about her husband dying suddenly of cancer (187). Church plays a big part in James’ life. As a kid James goes to church every Sunday and experiences people crying and being uplifted. Also his father starts the New Brown Memorial Church, which James goes back to visit later in life. From going to church every Sunday James develops his own relationship with God after he goes through the part of his like where he is very rebellious and disobeys the law. After he enrolls back into school he turns to God to ask him for strength (161). This shows James getting his own opinion from God and his religion instead of just going to church because he’s being going all his life. Suffolk had begun to suffocate me. The isolation my family felt, the heartbreak they had suffered† (223). James researching into his mother’s history shows him why he went to Jewish schools instead of the public schools, what happens in Suffolk that causes Ruth to leave, start a new life, and become very secretive. Heritage is important because it lets you know what struggles, accomplishments, etc. your family has overcome, why things are the way they are, and how you can continue a tradition, or better understand who you are. Knowing about my Mother and Father’s background gives me an idea of what our family is about and what type of things I should stand for, or if I believe in the same things that my parents believe in. Learning about heritage and the different factors that make up his surrounding James McBride finds his identity, gains his own opinion, and point of view. Reading The Color of Water and going through this experience along with James encourages others to learn more about their heritage and who they are, and if you already have that information interpret it into a way that benefits you and can maybe even help someone else.