Reviving the Hemingway in Me

Writing is regarded as one of the fundamental learning skills that every student should learn. When we were in our early years, we are taught of how to write the alphabet. I could still remember the tedious experience of filling the pages of my notebook with the letters. Everyday, different letter is documented in the pages of my notebook. This activity aims to attain the perfection of writing characters adhering on the blue and red lines of my writing notebook. I could also remember when I started practicing the cursive form of writing, involving loops and sloppy curves. At first, my handwriting was illegible, that even I had a hard time reading the papers I wrote. After attaining perfection in recognizing and writing the timeless characters of the alphabet, the time of constructing sentences and simple paragraphs was the next in the line of my learning in my English class. The construction of my sentences includes grammar and syntax. My childhood experience in this aspect includes wrong choice of words and wrong subject-verb agreement, but these things were forgivable as I was a beginner back then. The words I used widen my ever-growing vocabulary and add up to the increasing body of knowledge I hold. As the sadistic education process progresses, the integrated requirements in the curriculum took a notch to the higher level. Subjects became harder and professors require loads of work. Essays have become a common and everyday work in English classes and other subjects. Almost every aspect of school suddenly required writing. My calloused fingers never stops working as I tediously finished all the necessary requirements for my classes. Through this activities that were often unnoticed by the students honed our essential craft in writing. The assignments that our mentors give out serve as practice in developing further what we already know. Determining one’s level of writing has become difficult. Because there are no agreed determinants for the quality of writing. Moreover, writing have different aspects and criteria could never be generalized. Literary writers are very proficient in utilizing adjectives and idiomatic expressions, and have very good writing skills. But they could not be as competent in technical writing or writing research papers and business related texts. In my personal view, my writing skill is average, for there are certain aspects of writing that I ought to learn. I am able to accomplish assigned writing tasks though I am not confident that it would satisfy every person's taste. For writing is subjective or relative, it may be good for one but not to all. I am able to write compositions of different kinds, like literary, formal and technical writing based on the requirements for the text. I can easily adjust my writing style on the needed criteria for the writing assignment. My strong points include the fact that I am well-versed and able to utilize the English language appropriately. I am able to play with words, especially in literary writing which requires the use of adjectives and style. Modesty aside, I could regard myself well in developing a certain topic and including relevant information needed in written work. I am also a wide reader that I think is very essential in writing for reading enables you to include all kinds of relevant information you obtain through research. I am also knowledgeable in the different citation style, like MLA and APA. Though I am not very familiar with the other citation styles, I am very willing to learn this for it will be useful in my study. I am also open to constructive criticisms for the improvement of my writing style. My weaknesses would be on grammar, though this is only minimal errors. But sometimes, I tend to overlook some of my sentences and if I already committed errors in the written work. There are times that my mood affects my writing. Sometimes I tend to manifest my emotion through writing. The way I feel sometimes had an effect on my writing and my desired outcome on my manuscript. Instances like when I suffer melancholic situations, I tend to write about lonely stuffs or even not to write at all. But the positive side of me is I am eager to learn of the things I know nothing or little about. I am very open to criticisms especially when it comes to improving my writing capabilities. I am excited to take on challenges and this includes writing about topics I am not familiar with, for this is regarded as a new experience for me. Taking on subjects on unknown field gives me a wonderful feeling of discovering and learning new things. I am expecting that I will further improve and grow as a writer and I will be able to utilize my talents and skills for great outcomes. I am also expecting to learn new things like techniques that I am able to use in creating wonderful works on my craft. After taking this course, I expected to have that wonderful feeling that I am capable to write like my favorite novelist and develop stories that I could eventually share not only in the class but to others. This is the time that I could proudly say that I finally found the Hemingway in me.

Observation Paper Essay

On Wednesday July 2nd, 2014 I visited Wiley Mildred Family Day care center to observe a group of children that I have never met at a house I have never been to. Throughout my hour that I spent at Wiley Mildred I observed a group of children interacting with each other as well as the caregivers as they were having their outside privileges. As I conducted my observation I studied children’s actions and noticed the practicing of the Sociocultural Theory, the Social Learning Theory, the Cognitive Theory, and the Psychoanalytic Theory. All these theories were able to be observed through actions this is due to their environment around them and the activities they were engaged in. The observation taught me how significant an action can be for a developing child and how important it is for a child in a care center to be mentally and physically stimulated. Wiley Mildred is an average family home in a quiet residential area in Victorville, CA. Upon arriving at the house I noticed the establishment had gates separating the front-yard and backyard that were securely locked and baby-proof. As I rang the door-bell I was greeted into the house with smiles and warm greetings. The director of the facilities name is Gloria, a Latina woman with a very thick accent; she had an assistant whose name was not given. Right away I was taken to the back-yard as it was â€Å"recess time.† Gloria’s backyard was very open and large it contained a grassy area, a woodchip area and a concrete area as well, in each area different toys and materials were in use. In the grassy area there were two smaller slides, small chairs, and many toys that children must use their fine motor skills to operate. In the woodchip area there were larger structures; my favorite was the teeter-totter in the shape of a plane that fit a total of six children. There were three different play structures of moderate sizes, some with slides and some with platforms to climb and stand on; all requiring a child’s gross motor skills to operate. The concrete area had multiple small teeter-totters, along with two merry go rounds, a girl’s play house, and three tricycles. The children at the day care were surprisingly of all  different ages, ranging from age one and a half all the way to age eight; the most common age of the children was age four. I noticed that on a small table all the children had their own specific cup and were all given plenty of water throughout play time and they drank it very willingly. Gloria explained to me that she only let’s them drink water, especially during outside time when it’s so hot and they need to stay hydrated. Gloria had a very open backyard, no area being to separated from one another, this made it very effortless for all the children to play together, all being stimulated simultaneously; no matter what their age, sex, or race were they all involved in playtime. As all the children were playing Gloria and the assistant constantly were talking to all of them, playin g learning games such as guessing colors and shapes; they also used both English and Spanish when talking to all the children, not just the ones that already knew Spanish. During my observation, I took a trip to the bathroom so I could get a look around the house and to see what the sanitation and safety of the facility was like. As I walked through the house I noticed how extremely clean the house was, and the bathroom was just as clean as well. Each potty training child brought their own toilet trainer seat with them every day to ensure cleanliness, and the babies in diapers were always changed in a specific room. On my walk back to the backyard I examined that every door knob, cabinet, drawer and electricity plug were completely baby-proof. After completing my observation, my personal conclusion on Wiley Mildred Family Day care center was more than positive; it was a very nurturing environment for the children of all ages to grasps the idea that a child must always be safe, clean, and stimulated when in the care of others. I began my observation with seven kids and throughout the hour it reached ended with a total of twelve kids. Each child was unique in his or her own way but all had similarities as well. A few of the children could be grouped with a much larger class because they had the aspects for a certain theory. The first theory I notice could be applied was the Psychoanalytic theory; the idea that an individual’s actions and initiatives derive from unconscious inclinations. I observed a little boy around the age of two looking at a bird that had landed at the top of the gate, at first he seemed fearless but as the bird flew away it frightened him and he instinctively clung to the care givers leg. This relates to the psychoanalytic theory because when  frightened he impulsively grabbed onto an adult he is comfortable with, this can mean that finds safety in adults or was scared a great deal as an infant making him more timid and afraid than other children. Next, I observed the Social Learning Theory being put to use; the concept that behavior is learned by the behavior of others. For this theo ry I watched the youngest child which was about a year and a half old. When she was told to go down the slide she was shy and hesitant but, subsequent to watching an older boy go down the slide with pleasure, she went on the slide and persisted to go on the slide repeatedly. This grasps the concept of the Social Learning Theory for the reason that without seeing the little boy go down the slide to know that it was secure and enjoyable the little girl would of by no means went, she learned the concept of going down the slide from another individual and mastered the skill personally. The Sociocultural Theory deals with the growth and nurturing of children through cultures and societies. The caregiver as explained had a heavy accent and was more comfortable with Spanish than English; Gloria watched over Latin-American children as well as African-American children, and she spoke Spanish to the both of them. This is an example of the Sociocultural theory because although the African-American children were obviously not fluent in Spanish they were being engaged in languages and cultures of another country, and the oldest of the African-American children even wanted to learn more Spanish. The last theory I observed was the Cognitive Theory, the proposal that thought procedures are influential weights on an individual’s attitude. As the birds were perched on the fence in the back yard another young child around the age of three was staring intensely, not sure exactly what it was she was looking at. With the aid of the care giver using assimilation and reassuring her that is was a bird, the child was building â€Å"schemas† in her head so that equilibrium can occur. As the bird left and came back shortly the child was ecstatic and repeating, â€Å"Bird!† An aspect of the cognitive theory is the child’s process of learning something new and mastering a new skill with the help of assimilation. Each child throughout their development can be a part of any one of these theories; observing children truly shows how much can be observed and learned in such little time. Due to the fact that I observed the children of Wiley Mildred Family Day  Care Center during their outside time I was able to observe multiple developmental appropriate activities for the reason that playtime is when the children apply their developing skills the most. The children engrossed themselves in various developing activities, some dealt with their fine motor skills, some involved their gross motor skills, and other activities dealt with coordination and cognitive development. The gross motor skills required activities were the easiest to observe and document such as; using the teeter-totter, going down the slide, racing, climbing up the play structures, playing basketball, spinning each other on the merry-go-round, and riding the tricycle. Activities relating to gross motor skills were the largest to be observed mainly because during active play children engage themselves in more vigorous doings, which generally deals with larger, whole-body muscle engagement rather than minor muscle utilization. I then looked for fine motor skill related activities; although they were less to see compared to gross motor skills I did observe them. I noticed a young boy picking up little rocks about the size of a ping pong ball, and transferring them to the other side of the yard, little girls played patty cake with the directors assistant; enjoying when they had to engage their hands in the process of â€Å"baking a cake.† The most amusing use of fine motor skills I observed, was a little boy trying to blow bubbles, he could not hold the stick and kept dropping it and picking it up continuously until with assimilation from the director he learned to hold the handle and not the end you blow bubbles with. The last observations I made dealt with coordination and cognitive growth, the younger children played a game that required them to match an animal sound with the certain animal this dealt with their coordination as they are learning to match one object with its corresponding sound. Role-playing is a sign of cognitive growth; it shows the child not only becoming self-aware but it also shows them beginning to realize that not everyone thinks and acts exactly as they do themselves. Outside play time not only entertains children but is a prime moment in time for the attaining of necessary skills children will continue to use for the rest of their life. After conducting my observation and taking time to reflect and research on what I saw I can unquestionably say that I have learned first-hand that a  child is a fragile and divine creation of their own and if they is not given the necessary stimulus, encouragement and basic precautions a divine creation can turn into what you can call a beautiful disaster. Through the duration of my study, I was able to relate multiple theories to real-life situations rather than just reading about them in books; theories such as Psychoanalytic, Sociocultural, Cognitive, and Social Learning. All theories support the research and observations of great psychologists such as Piaget and Vygotsky; after carrying out my own personal observation I have taken minor steps on the ongoing path these psychologists have traveled on and contributed personally to the persistent development of child development as a whole. All in all, Wiley Mildred Family Day Care Center was a demonstrative, cultivating environment that is a prime environment for a child to grow and develop with other individuals and as well as themselves through engagement of attributing skills. If you would personally like to contact Wiley Mildred Family Day Care Center they are located at 14623 Karen Dr. Victorville, CA and the director Gloria can be reached at her facility by the number, (760) 951-2781.

Business Essays – Puma Company Brand

Business Essays Puma Company Brand Puma Company Brand 1. Executive Summary Puma AG is a multinational company that is based in German and manufactures high athletic and sportswear shoes both for women and men, It was founded by Rudolf Dassler after a dispute with his brother Adi Dassler with whom they had founded the Dassler Schuhfabrik in 1924. Puma had a very poor brand image that show a decline in its market share and prompted puma to change it strategic decisions to improve on its image, this process of change was led by Jochen Zeitz Puma CEO based on phases one to four of strategic plan to change puma’s image so that it can compete favorable in the marketplace and within a couple of years Jochen Zeitz had change puma’s brand image into one of the most desirable and sought after brand of sportswear and footwear worn both buy celebrities and fashion followers all over the word. 1.1 Introduction Puma was founded in Dassler Schuhfabrik, Herzogenaurach, Germany by Rudolf Dassler after a dispute with hi s brother Adi Dassler with whom they had founded the Dassler Schuhfabrik in 1924. Until early 2003 puma had a very poor brand image that show a decline in its market share and prompted puma to change it strategic decisions to improve on its image, this process of change was led by Jochen Zeitz Puma CEO based on phases one to four of strategic plan to change puma’s image so that it can compete favorable in the marketplace and within a couple of years Jochen Zeitz had change puma’s brand image into one of the most desirable and sought after brand of sportswear and footwear worn both buy celebrities and fashion followers all over the word. This report is divided in three parts, Part one presents the factors that influenced puma to change it brand image and it further goes to describe these factors under Macro-environmental analysis basing on market trends, rivalry between customers and strategic group mapping. The second part presents the puma’s resources and capab ilities in terms of strengths and weakness as well as virtuallity as seen as strengthens and the third part of the report presents puma’s winning strategies basing on pumas situation that fits the company, sustainable completive advantages and as a better performing company. According to case study of Puma AG (in Thompson, A.A., Strickland, A.J. and Gamble, J. (2005) Crafting and Executing Strategy (Fourteenth Edition), McGraw-Hill, New York, pages C411- C432), The environmental and competitive factors that influenced Puma’s strategic decision to improve its Brand image is identified under Macro- environmental factors, rivalry between competitors and strategic group mapping as below. 1.1.2 Macro –environmental factors Lack of social acceptance of Puma brand from the upper class customers who were not willing to wear the brand because they considered to of poor quality and were sold â€Å" dirt-cheap † Puma’s brand was compromised and this a affecte d it’s value for example Rudi’s son wanted puma products to reach all the customers of all social back ground and this move was seen by the upper class people as some thing below them and they can not be seen wearing the same brand as people on welfare recipients. In order for pumas brand to be accepted as a high quality brand of value, force puma to change and improve its brand so that it can be socially accepted by customers.

Child abuse and neglect Essay Example | Topics and Well Written Essays - 250 words

Child abuse and neglect - Essay Example Child abuse can occur at every cultural line and socioeconomic level (Clark 58). Some of the pivotal reasons for the occurrence of child abuse are lack of resources, stress of caring children, marital conflict, deficiency of maturity and isolation from family. Neglect is the form of child abuse which refers to as the failure of parents to provide child. It can also be considered as the failure of caretakers to provide the fundamental needs of a child. Neglect of a child may include concerns of medical care, education, housing, clothing and adequate amount of food. Lack of nurture, love and adequate supply of necessities for the survival of child are experienced by neglected children. The essential role of child protection service is to investigate the report of child abuse and neglect and assess the risk of harm on child.The goal of CPS is to promote the well-being and safety of children by providing safe

The Power of Determination Essay Example | Topics and Well Written Essays - 500 words - 4

The Power of Determination - Essay Example A person realizes ambitions and goals when he or she is determined to work towards them at whatever cost. One cannot realize full potential lest he or she has the willpower to exert always as much effort as required to accomplish the goals. This exertion will also require the person to toil past the numerous hardships that will emerge along the path of this ambition or goal (Andrews 34). Having determination offers a person the physical and mental strength necessary for enduring all costs incurred during this endeavor. Even when one feels like he or she can no longer put up with these difficulties, just knowing on must be strong should offer one that additional nudge in the correct path.  Urgencies are a necessity for an individual with determination, recognizing the rank of significance in every choice one makes. Ranking goals in one’s life assist in monitoring one’s ambitions and simultaneously makes them simpler to realize. A person’s determination drives hi m or her to accomplish ultimate victories in life (Andrew 44). With the support of a decent set of urgencies, one can overcome and surmount dismissals coming from people or groups of people with a negative attitude. For instance, co-workers or even family members who may consider your ambitions â€Å"overambitious† or unreasonable, the determination can enable an individual to triumph over these dismissals.  Throughout history, all pronounced achievers have given much credit to their determination while they endured the many hardships that existed between them and their goals (Andrew 45). History is sold proof of the power of determination and its key role in success paths and stories. Many of these achievers did not just awaken and complete life’s most difficult and demanding tasks. However, a person can awaken and only choose to work towards a particular goal. At some point, every task is underway. With the power of determination, this task merely becomes an accomp lishment in time.

Aspiration Essay Example | Topics and Well Written Essays - 500 words

Aspiration - Essay Example Aspiration could be consequential and come with the risk of leading to a type of pneumonia known as aspiration pneumonia. Aspiration is generally being identified to be common in some people than others. For example, patients who suffer dysphagia stand a higher risk of being affected with aspiration and on a very regular basis. Dysphagia could pose a risk to patients because it is the difficulty in swallowing and such difficulty commonly leads to misplacement of food or fluid particles. It is also said that the male to female ratio of risk is 2:1 (Medscape, 2012). What this means is that there are more males who are at risk to aspiration than females. It is for this reason that the control of aspiration is an important issue to health practitioners. Symptoms of aspiration are varying and often dependent on the level of risk. Most commonly however, aspiration will be characterized by coughing, choking, fever, chills, leakage of food from mouth, shortness of breath and wet voice after swallowing (University of Wisconsin, 2012) The National Safety Council is quoted as stating that choking is the forth leading cause of unintentional injury death (Medscape, 2012). There are other critical effects that adults and other sufferers of aspiration face. Some of these include a permanent expansion of one’s lungs or trachea (Selius and Subedi, 2008). Once such permanent damages take place, the resorting long term consequence is that there could be the development of dyspahgia, which in its self is a risk factor to getting aspiration. Practitioners often want to use the term conservative management because they have a feeling that aspiration is best treated when taken care of at the initial stage. To this effect, some of the treatments prescribed include the need to place children in upright positions, not putting children in seated position after ninety minues of feeding, raising head of bed to 300,

Economy analysis Assignment Example | Topics and Well Written Essays - 500 words

Economy analysis - Assignment Example People find it more convenient to order books from online vendors than to go out to bookstores to look for books the way they did before the digital revolution. The second point is that in addition to Amazon, there are now many avenues through which people access eBooks, hence the loss of the need to visit libraries. The final point he makes is that copyright laws are lagging behind, since they were developed in an era where the current potential for digitization did not exist. It is important to have a balance between access to published material bearing the cost of production in mind, and to retain the â€Å"incentive to create† for writers (Posner). There are two key strengths in Posner’s article. The article communicates very clearly the relationship between the demise of the bookstores and libraries in relation to the emergence and development of the digital revolution. The issues in it focus on the purchasing behavior of individuals and how the internet is affecting consumer behavior. The second strength of the article is that it identifies the legal problems that existing copyright laws have which will only make the process more difficult to manage. The article argues that there is need for action to update existing laws to make it easier for creators of literature to enjoy more protection because of the increasing cost of policing the internet to prevent online piracy. The key weakness of the article is that it does not offer any radical solution, but struggles to find a way around the existing problems based on the current laws. It does not pay attention to the fact that it is now almost impossible to stop online piracy by using legal means only. The internet is universal, and it is almost impossible to start developing laws which every country will accept. This is because different countries derive different benefits from the internet hence the laws may impede

Using Humor to Survive Tragedy Essay Example | Topics and Well Written Essays - 500 words

Using Humor to Survive Tragedy - Essay Example Not a single character in the play profits from propriety. The not so serious characters are the ones who  benefit  in the end; and it is because of their  frivolous  behavior all through the play. This indicates that there is little, if any,  benefit  to being modest. In bill Cosby’s words, when one finds laughter, they can survive some of the worst moments in life.  By using humor, one can  stand  up to the challenges that life brings, no matter tragic they may be.  Situations in life are always changing; once one finds an  intriguing  way to survive a  dark  session, they will make it to the happy parts. In The Importance of Being Earnest, Oscar puts the conventions in the Victorian times aside and presents us the absurdity of such an  ardent  attachment  to seriousness. The  play  presents two young men, Algernon and Jack. Algernon is the symbol of un-earnestness, and Jack is his  ward  in jocularity and deceit. Marriage is of utmost significance in The Importance of Being Earnest. This is because it is what drives the  plot  and is the  primary  subject  for  philosophical  debate and speculation. We  are introduced  to the nature of marriage for the first time when Algernon is talking to his butler, Lane. The subject of marriage stays on for the most part of the  play  as it develops. Jack and Algernon talk about the important things in marriage, and what matters in it. They  talk  of it as either a matter of â€Å"pleasure† or â€Å"business†. During Victorian times, there were conventions on marriage; with  regard  to its  purpose  and  nature. These include such things as the social position of a person, the  income  the person had as well as the person’s  character. Algernon and jack are remarkably in the know of these assumptions, as well. Society expects them to follow these conventions, but they do not. They ridicule th ese customs, and, in situations where they cannot, they assume the

State and local GOVT Assignment Example | Topics and Well Written Essays - 500 words

State and local GOVT - Assignment Example Public merit personnel system has become important in terms or ensuring that federal employment is given to the qualified individuals. However, it has been stated, â€Å"the greatest professional challenges for public merit personnel are at the local level. The merit principle entails the selection and appointment of the best person for any given job (Bowman & West, 2006). This is the first instance where the challenge comes because public appointments have leaned towards professionalism, even at the local level. Professionals link professionalism to possession of knowledge and are attached to group identity. When applying issues of merit for a job at a local level more issues other than professionalism such as gender and race balance issues are considered to get the best individual for the job and this is a challenge. In looking at pay for performance systems, which is a type of public merit personnel system, both Perry et.al (2009) and Bowman (2010) found out that public merit personnel systems at the local level have many challenges that are caused by issues that include lack of adequate funding, inability to distinguish levels of performance, lack of employee confidence in merit systems, employee-manager distrust and bureaucratic resistance to merit systems among others (Bowman, 2009: Perry, Engbers & Jun, 2009). These issues show that the above statement is true. Discuss the implications for state and local governments of the Intergovernmental Personnel Act of 1997 (Revised). http://www.opm.gov/policy-data-oversight/hiring-authorities/intergovernment-personnel-act/#url=Provisions. What issues were addressed and why do you think they were included in the Act. The Revised Intergovernmental Personnel Act (IPA) mobility program regulations came into effect from May 29, 1997 allowing federal agencies to operate efficiently and productively. The regulations have

Psychological Case Study Essay Example | Topics and Well Written Essays - 2000 words - 1

Psychological Case Study - Essay Example Client Presentation The client is neatly dressed in her school uniform when she comes for counselling. She comes on time for each session and never missed an appointment. She was able to sustain her attention, maintained eye contact and displayed a cooperative attitude towards the counsellor. The client described her low mood and sadness due to the passing away of her grandmother. She has difficulty expressing her emotions but claims to be ‘feeling very very sad and missing her grandmother†. She was orientated to time and date and setting. Her speech was clear. No perceptual deficits were noticed . The form and content of her thoughts were assessed as appropriate. No immediate risk was noticed. She appeared to be intelligent. Problem Situation The client has difficulty expressing her deep emotions and feelings about the passing away of grandmother. She have told several times that she is â€Å"feeling very very sad† and badly misses her grandmother. She narrated th at she has lost her interest in doing things that she previously enjoys such as hanging out with friends after school, and participating in ballet and art classes. The client also stated to becoming easily frustrated and angry and would rather stay at her room alone and cry. Relevant Client History Development and Family history The client is an only child. From her infancy ,she has always been left under the care of her grandmother, as both of her parents are both working on full time basis. Her grandmother lives with them in their family home. Interpersonal Relationship The client is reportedly to be much closer to her grandmother than to her own parents.She used to hang out with friend’? after school to do homework and together and play afterwards. But after, the death of her grandmother the client reported that she has been keeping herself in her room and refuses to talk even to her parents and friends. Psychiatric History The client reported no previous psychiatric histo ry. Discussion of Evidence Based Theories Grief also known as bereavement. It is a profound sadness following a major loss of a loved one (Kaplan and Sadock,1996). According to John Colby it has 4 stages 1. Numbness or Protest – clients are characterized by distress, fear and anger. It could last from moments to months. 2. Yearning and searching for the lost figure – clients are pre occupied with thoughts of the lost person and are usually angry, restless and crying. This may last for several months. 3. Disorganization and despair – client are restless, withdrawn, irritable and repeatedly reliving memories with the deceased. 4. Reorganization – clients start to establish new patterns of goals, grief had recede and is replaced with cherished memories with the loss person. (Kaplan and Sadock,1996). The theories most suitable for this client were Cognitive Bahavioral Therapy (CBT) and Narrative Therapy (NT). The Studies shows that CBT is an effective goal or iented psychotherapy and successful in treating behavioural problems, as it teaches techniques to correct unhealthy thinking patterns and attitudes resulting to painful memories. Narrative therapy on the other hand, provides space for clients to retell their stories. NT believes that everyone has a story to tell, but it

African American Immigration Essay Example for Free

African American Immigration Essay There has always been a lot of discussion about the perception of African Americans in the media and how it affects their self-identity. It is easy to find examples of bias in portraying African Americans in the media. So what exactly is it that the media does to bring out these stereotypes, biases, and images that tend to stick with a lot of African Americans? The goal of this paper is to explore the different perceptions African Americans have gone through, how it has given them a sense of double consciousness on life, where the media image of African Americans that has stuck with them for so long can, and will go from here. According to the United States Census Bureau (2001), 12. 3% of all people reporting as one race reported they were â€Å"Black or African American†. This ethnic identity is now the second biggest minority group in the United States. It also refers to a group of people that has been in the United States for as long as it has existed. However, through the persecution of slavery, the austerity of segregation, and the continuing underlying prejudice, African Americans are still searching for their true identity. Just as children that were adopted tend to long for a true identity most of their lives, so are the circumstances of the African American. Stolen from their homeland and forced into slavery in a new country, African Americans were basically victims of identity theft. Although a lot of progress has been made in the way of an American identity for African Americans, a true identity has not yet been found. According to W. E. B DuBois (1903) â€Å"The history of the American Negro is the history of this strife—this longing to attain self-conscious manhood, to merge his double self into a better and truer self† (p.68). Many African Americans feel the same as W. E. B. Du Bois when he says, â€Å"After the Egyptian and Indian, the Greek and Roman, the Teuton and Mongolian, the Negro is a sort of seventh son, born with a veil, and gifted with second-sight in this American world – a world which yields him no true self-consciousness, but only lets him see himself through the revelation of the other world. † He also states, â€Å"One ever feels his twoness – an American, a Negro, two souls, two thoughts, two unreconciled arrives; two warring ideals in one dark body, whose dogged strength alone keeps it from being torn asunder. † A quick look at American history makes it easy to understand where this split identity stems from because Du Bois claims that African Americans were always forced to see things through â€Å"white† eyes only and not have a vision of their own. In an effort to rephrase Du Bois’ comment above, the terminology of â€Å"twoness† is really him trying to define double consciousness as a few different things: 1 the power that white stereotypes have on African American’s lives and also having that internal conflict between labeling themselves as African and American simultaneously. 2 it is a sense of awareness of one’s self along with the awareness of how others may perceive one. This in turn leads to conforming based on level of power, which is basically what occurred. PBS’ African American World Timeline (2004) says that there is a large history of not granting African Americans an identity. Before 1787, of course, African Americans were slaves and only thought of as property. In 1787 the U. S. Constitution was approved. It allowed for the continuation of the slave trade for another 20 years and claimed that a slave counted as three-fifths of a man for representation by the government. In 1865 some progress was gained when the Thirteenth Amendment was passed, outlawing slavery and creating a Freedmen’s Bureau to help out former slaves. Also in 1865 Union General, William Sherman issued a field order setting up 40-acre plots of land in Georgia, South Carolina, and Florida for African Americans to settle. But, in 1866, some all-white legislatures in the former Confederate states passed what were known as, â€Å"Black Codes† harshly cutting the freedom of African Americans and practically re-enslaving them. Since that time there has been some progression and also some difficulty for African Americans. Based on the history of the United States’ treatment of African Americans, it is easy to understand how they could struggle for their true identity. James Jones (1991) might say it best when he states, â€Å"Black personality is in part an adaptation to the political contours of racism. The conflict between the freedoms and rights of United States citizens is connected to the denial of freedom and rights that is the history of the African American presence in this country. If we view personality as the resultant of coping pattern and socialization directives, then black personality is, in part, the cumulative representation of the effects of racism over four centuries. It reflects over time, the effects of the form and structure racism takes, and comes to signal the nature of race relations at any point in time (p. 305). † This would lead to accepting of the fact that African Americans do, of course, have an identity, but a lot of the time it is dependent on the identity of White race at that time. Alain Locke (1925) explains the upward moving and upbeat side of African American identity: â€Å"In the last decade something beyond the watch and guard of statistics has happened in the life of the American Negro and the three norms who have traditionally presided over the Negro problem have a changeling in their laps. The Sociologist, The Philanthropist, the Race-leader are not unaware of the New Negro but they are at a loss to account for him. He simply cannot be swathed in their formulae. For the younger generation is vibrant with a new psychology; the new spirit is awake in the masses, and under the very eyes of the professional observers is transforming what has been a perennial problem into the progressive phases of contemporary Negro life. Could such a metamorphosis have taken place as suddenly as it has appeared to? The answer is no, not because the New Negro is not here, but because the Old Negro had long become more of a myth than a man. The Old Negro, we must remember, was a creature of moral debate and historical controversy. His has been a stock figure perpetuated as a historical fiction partly in innocent sentimentalism, partly in deliberate reactions. The Negro himself has contributed his share to this through a sort of protective social mimicry forced upon him by the adverse circumstances of dependence. So for generations in the mind of America, the Negro has been more of a formula than a human being a something to be argued about, condemned or defended, to be kept down, or in his place, or helped up, to be worried with or worried over, harassed or patronized, a social bogey or a social burden. The thinking Negro even has been induced to share this same general attitude, to focus his attention on controversial issues, to see himself, in the distorted perspective of a social problem. His shadow, so to speak, has been more real to him than his personality. Through having had to appeal from the unjust stereotypes of his oppressors and Traducers to those of his liberators, friends and benefactors he has subscribed to the traditional positions from which his case has been viewed. Little true social or self-understanding has or could come from such a situation†¦ †¦Until recently, lacking self-understanding, we have been almost as much of a problem to ourselves as we still are to others. But the decade that found us with a problem has left us with only a task. The multitude perhaps feels as yet only a strange relief and a new vague urge, but the thinking few know that in the reaction the vital inner grip of prejudice has been broken. It does not follow that if the Negro were better known he would be better liked or better treated. But mutual understanding is basic for any subsequent cooperation and adjustment. The effort toward this will at least have the effect of remedying in large part what has been the most unsatisfactory feature of our present stage of race relationships in America, namely the fact that the more intelligent and representative elements of the two race groups have at so many points got quite out of vital touch with one another (p. 631). † Even in the premier times of African American identity there were still questions to be answered. Now those questions lead to progressive thinking like Locke’s, â€Å"middle of the road† thinking and â€Å"extremist† thinking. An example of the term â€Å"middle-of-the-road† thinking can be seen in a post by Malcolm Frierson (2004) to a discussion board using the topic of what label to give African Americans. He says: â€Å"It is the right of the individual to be self-defining. Black is a color, not a term for a race of people in this millennium. The word was made beautiful and strong in the 60s and beyond for obvious reasons. That effort was admirable and effective, but now fairly done. It is time to move forward. † The term African American linguistically puts the race on more comfortable ground. It doesn’t seem right or fair to look at four men and call one Italian, one Native American, one Chinese, and the other black. â€Å"Whites† dont seem to have this concern obviously because they sit at the top of this name issue. The whole system was constructed to glorify the â€Å"whites† (the imperialists) and belittle the â€Å"blacks (the subjects). † Also, many whites and blacks together, beg for an end to this issue because they claim, were all Americans. But if we are actually honest with each other, nobody while in contemporary American society, when asked for their race or ethnicity, will never be able to simply label them self as simply â€Å"American. † There will always have to be a distinguishing label put upon everyone. Why is it that blacks have to go through this labeling issue more than any other American subgroup? Asian Americans, Italian Americans, and Filipino Americans often become Asians, Italians, and simply Filipino without ridicule or persecution (Asians further become Chinese, Japanese, Taiwanese, and others). A possible answer to this would be that we all identify with our most dominant ancestral line or native country – German, Spanish, Portuguese, Jamaican, what have you. It should come before the understood American part. But again, we should respect an individuals rights to be self-defining. One black problem could be that a lot of people really havent been to Africa and are in a sense kind of ashamed about or tend to disregard that fact possibly feeling a sense of ignorance in that area. The term African should be proudly used along with the term American just as other foreign groups use their places of origin along with their American status. Unfortunately this viewpoint is just a common middle-ground between the two poles. The other pole is a belief best supported by the All African People’s Revolutionary Party. They say, â€Å"African People born and living in over 113 countries around the world are [one group of] people, with one identity, one history, one culture, one nation and one destiny. We have one common enemy. We suffer from disunity, disorganization and ideological confusion. And we have only one scientific and correct solution, Pan-Africanism: the total liberation and unification of Africa under scientific socialism. They feel that African people that have been born or are living outside of Africa are intentionally kept from the knowledge of Africa and her achievements through European capitalism. They also feel that people inside of Africa are tricked into living in separate countries because of the â€Å"divide and rule† tactic used by Europeans which basically means it forces large concentrations of power (people) into smaller units of power to constrain them from gaining more power as the larger unit. It is this pole that receives the most voice in the media and also probably this pole which leads to the bias media outlets against African Americans. Perhaps the earliest example of media bias against African Americans, whether intentional or not, came from 19th Century naturalists that divided mankind into Caucasians, Mongolians, Malayans, Ethiopians and (native) American races. The Caucasians were defined as wise, the Mongolians crafty, and the Ethiopians/negro unintelligent. This bias is blunt and disrespectful, but possibly not hateful in intent back in the day. Today our media comes from less than ten gigantic media conglomerates in the United States. Salim Muwakkil (1999) mentions that, â€Å"Virtually all of our information, our cultural narratives, and our global images derive from institutions whose major goal is to pay handsome dividends to stockholders (p. 2). † Which in other words the media doesn’t really care what they say even if it sounds hateful. If it sells and gets publicity, it’s a hit. He also points out that black-owned media operations are becoming increasingly rare as much larger corporations continue to buy out more places and more property. Muwakkil’s fear is that the mainstream will continue to alter the image of African Americans without challenge to the point that their â€Å"anti-black† tendencies will be encouraged and sustained. Muwakkil makes a very strong point when he states the Kerner Commission’s findings: â€Å"The Kerner Commission (formally known as the National Advisory Commission on Civil Disorders), which was charged with finding the reasons for the long-hot-summer rebellions, had concluded that the United States was headed dangerously toward ‘two societies, one black, and one white, separate and unequal. ’ It blamed the urban unrest on persistent racial discrimination and a historical legacy of disadvantage, but it also singled out the nations news media for censure. The media treated African Americans as invisible, the commission concluded, and failed to communicate to white audiences a feeling for the difficulties and frustrations of being a Negro in the United States (p. 1). † In the book, The Black Image in the White Mind: Media and Race in America, Robert Entman and Andrew Rojecki (2000) point out some surprising statistics from studies done on American television. While Black actors are now more frequently appearing in films, its a debatable question as to how well theyre being represented. In the top movies of 1996 representation of African American Females and Caucasian females was drastically different where statistics from differences in using profanity, to physical violence were very often a difference of 70% or more between the 2 races with African Americans being in the higher percentage of the two for those certain areas. Television ads now show, hidden patterns of differentiation and distance pertaining to African Americans. Not surprisingly, for instance, Blacks do not touch Whites in the majority of television ads, but as opposed to Whites, they rarely even touch each other, expressing a slight message assuming that Black skin would be taboo. A ranking of racial preference is implanted within the casting of commercials. Network news also tends to place a â€Å"ghetto† label or more urban image on African Americans. Increasingly, African Americans appear mostly in crime, sports and entertainment stories. Rarely are Blacks shown making an important contribution to the serious business of the nation. The exception of blacks rarely being shown in a positive fashion contributing to the nation would be President Obama, which will hopefully turn the stage for this image stereotype. Unfortunately however, that negative image is not the only blunt indication of a media stereotype. It is noticed by a lot of different people that African American athletes tend to receive a bad representation by the media, pointing out that when they get into any level of trouble, it is reported significantly more and also perceived in a much different way than when White athletes behave in the same manner or worse. It also is sometimes apparent that sportscasters tend to point out solely the athletic abilities of African American athletes in contrast to their tendency to point out the intelligence and savvy of White athletes. It is a known stereotype for quarterbacks on football teams for example, people perceive this position to demand a much more mental capacity and take a much more conscious effort as opposed to other positions on the team. Therefore the stereotype has often been viewed as teams primarily consisting of white quarterbacks. This tends to lead people to believe that black athletes achieve greatness by some coincidence or by simply their natural physical makeup instead of just assuming they are talented and hard working. There are several more examples of media bias against African Americans and there are far too many to speak on individually. Ultimately the point that is trying to be made is that there is a high level of publicity and strong case for media bias against African Americans. Any actor or famous person for that matter will almost always tell you that no publicity means bad publicity. It is logical then, to see the media (whether its biased or not) as a great tool for providing a voice to the African American community. It is also logical to say that a more biased media representation gives African Americans more publicity as Americans simply love bad press because â€Å"dirt† on other people sells, and the media has never cared about ones feelings if it means for them to make money. Ultimately, where I see this issue going from here has everything to do with President Obama. With the world-wide publicity he received for his changing of history for our country, I really feel this will open up many doors into the media for African Americans to have their voice, and create and defend a sense of identity that is much more positive than any other that has been labeled upon them. Obama is the best thing that has happened to African American media and just them as humans because he is what America needs to not only fix the economic and other issues in this country but most importantly bring the people of different colors together even closer than ever before to becoming one country where everyone is separate in color, but equal in representation and voice. Works Cited Du Bois, W. E. B. The Souls of Black Folk. Chicago: A. C. McClurg Co. ; [Cambridge]:University Press John Wilson and Son, Cambridge, U. S. A. , 1903; Bartleby. com,1999. P. 68. Entman, R. M. and Andrew R.. (2000). The Black Image in the White Mind: Media andRace in America. University of Chicago Press. Frierson, M. (2004) Black, black, or African American? Feedback Poynter OnlineRetrieved May 10, 2009 from http://www. poynter. org/article_feedback/article_feedback_list. asp? id=51320 Fudjud, D. (2003) Black, black, or African American? Feedback Poynter OnlineRetrieved May 11, 2009 fromhttp://www. poynter. org/article_feedback/article_feedback_list. asp? id=51320 Jones, J. (1991). The Politics of Personality: Being Black in America. In ReginaldJones (ed. ) Black Psychology 3rd Edition, 305-318. Locke, A. (1925) Enter the New Negro. A hypermedia edition of the March 1925 SurveyGraphic Harlem Number Retrieved May 12, 2009 fromhttp://etext. lib. virginia. edu/harlem/LocEnteF. html Muwakkil, S. (1999). Corporate Media, Alternative Press, and African Americans Media Alliance, Retrieved May 11, 2009 fromhttp://mediaalliance2. live. radicaldesigns. org/article. php? id=535 PBS. (2002) African American World Timeline. Retrieved May 11, 2009 fromhttp://www. pbs. org/wnet/aaworld/timeline/early_01. html U. S. Census Bureau (2001) Overview of Race and Hispanic Origin. Census 2000Website Retrieved May 11, 2009 from http://factfinder. census. gov/servlet/ThematicMapFramesetServlet? _bm=y-geo_id=01000US-tm_name=ACS_2007_3YR_G00_M00628-ds_name=ACS_2007_3YR_G00_-_MapEvent=displayBy-_dBy=040. Woods, K. M. (1995) An Essay on a Wickedly Powerful Word Poynter Online RetrievedMay 11, 2009 from http://www. poynter. org/content/content_view. asp? id=5603.

The ideal teacher Essay Example for Free

The ideal teacher Essay What characteristics should a teacher possess? What Makes a Good Teacher? Video – Effective Teacher †¢ An effective teacher can be seen in the following video: Introduction What does being a teacher mean? †¢ Having a vocation for the teaching profession. †¢ Being dedicated. †¢ Being surrounded by a large number of diverse students, each with their own baggage and unique character. Knowledge 1st Characteristic of an effective teacher †¢ Should be transmitted in a unique and fun manner. †¢ One should move from the known to the unknown. †¢ It is not how much one knows, but how much one can deliver. Knowledge Observation 1 †¢ At a particular Boys’ Area Secondary School, it was noticed that the boys had a low IQ. †¢ A highly motivated Maltese teacher used a practical example to help them learn. †¢ He compared the Maltese language to a cocktail. – The different drinks symbolized Italian, Arabic and English. †¢ As a result the children remembered the example more. Adaptation 2nd Characteristic of an effective teacher †¢ One should get to know one’s students to cater for them accordingly. †¢ Scaffolding activities accordingly, ensures maximum learning. â€Å"The wise adapt themselves to circumstances, as water  moulds itself to the pitcher† – Chinese Proverb Environment 3rd Characteristic of an effective teacher †¢ Creates a non-threatening and welcoming environment. Environment – Observation 1 †¢ A Maths lesson in a Boys’ Area Secondary School – The teacher greeted the students by the words ‘hurry up because you are wasting precious time’. – The students were not very friendly towards her and imitated her. – Whilst going out for recreation these students were heard echoing the teacher’s words to their peers who dawdled on their way out. Theory of Observational Learning †¢ The students’ picked up the  teacher’s habit and used it to their advantage. †¢ This can be applied to Albert Bandura’s theory of observational learning. Theory of Observational Learning †¢ Bandura established 4 steps – Attention – characteristics instilled within a person that will affect the way in which he is influenced. – Retention – the ability to remember what one sees and transforms it into visualizations or verbal expressions. – Reproduction – the ability to transform what one has retained into definite behaviour. – Motivation – one has to be given a reason or incentive to reproduce what he has observed and retained. Organisation Good Organisation 4th Characteristic of being an effective teacher †¢ Having good organisational skills. †¢ In order to keep the students focused, the explanation should be sequential to avoid confusion. †¢ The teacher should always follow a lesson plan. Bloom’s Taxonomy for Learning Domain †¢ The last two domains – Synthesis – Evaluation focus on the importance of having a lesson plan as a guidance for the lesson. Importance of a Lesson Plan †¢ A lesson plan is important – to make the lesson sequential. – to ensure the objectives devised were reached. – to assess whether students understood  or not. Conducting a Lesson †¢ The teacher starts off the lesson by correcting the home work, – the students participate and say their answers. †¢ Introduces the topic that will be tackled. †¢ The teacher may write down some notes on the whiteboard. †¢ Class work is given so as to make sure that the students understood the topic. Organisation – Observation 1 †¢ A particular maths teacher at a girl’s school, applied very good organisational skills in her lesson. †¢ She stated the aims of the lesson at the beginning of the lesson in a very clear way. †¢ She managed to do all the things she had  planned. †¢ On repeated observations, it was noted that she always had a well-planned lesson. †¢ Students were always motivated to learn. Organisation – Observation 2 †¢ Another class that was observed in the same school was a Maltese literacy class. – It aids students who find it difficult when it comes to reading and writing. †¢ She involved the students by asking them to continue reading from where she stopped and corrected them wherever they made a mistake. †¢ At the end, she gave them some pages to read at home. Classroom Layout 1 †¢ In the previous incidents mentioned, the desks were  neatly placed and organised in twos. – Students can help each other with any difficulties they might have. †¢ The teacher’s desk was facing the student’s desks. †¢ On some occasions, the teacher may still need to separate desks to avoid misbehaviour and interruptions before starting the lesson. Classroom Environment †¢ When students are already inside the classroom, the teacher should make his / her presence felt. †¢ On the contrary, when students change class, the teacher can alter the classroom layout to suit his/her approach to teaching. Disorganisation †¢ When the teacher is disorganized he/she will  not be able to deliver a well-balanced lesson. – This was noticed in an observation where the class only managed to read a small paragraph from a textbook throughout two whole double lessons. – The rest was random, out of point discussions. †¢ There was poor classroom management together with a lack of discipline. Observation Disorganisation †¢ During a Home-Economics practical session a disorganised teacher was observed. †¢ The teacher did not guide and assess the students. †¢ They ended up asking each other what to do next and did not learn any skills. Discipline Behaviourism †¢ Constant motivation is  compared to behaviourism – researched by B. F. Skinner. †¢ He called his research ‘The Operant Conditioning Theory’. †¢ Theory states that a particular behaviour can be increased by positive / negative reinforcements (praise / punishments). Bad Discipline Observation Ineffective Teacher †¢ Observation A particular teacher, instead of correcting the students in a gentle manner and explaining what was wrong, the teacher sent the students out of class together with their desk and chair. †¢ It was observed that most of the teachers reprimanded the students whenever they got something wrong. †¢ Students are demoralized and in consequence show no interest in learning. Albert Bandura †¢ Throughout our observations, one thing was particularly noticed. †¢ When a teacher scolds students, their actions turn out to be counterproductive as that same action is repeated by the students. †¢ This is backed up by the Social Cognitive Theory researched by Albert Bandura. †¢ The Bobo-Doll experiment – Children imitated what was seen both verbally and physically. Influential Teachers †¢ A teacher’s behaviour contributes to classroom management . Henry Adams once stated: â€Å"A teacher affects eternity; one can never tell  were the influence stops. † Good Discipline Observation – Effective Teacher 5th characteristic of being an effective teacher †¢ Keeps the same discipline methods with all students regardless of their gender, race, ability or religion. †¢ Positive reinforcement: praises students and corrects their mistakes. †¢ Greets the students. †¢ Prepares the things needed for the lesson beforehand and waits for the students to settle down. †¢ Goes around the students to check whether everyone is paying attention. †¢ Removes distracting materials such as any irrelevant writing on the board will be rubbed off. Communication of Ideas 6th Characteristic of being an effective teacher †¢ Ability to communicate ideas effectively. †¢ This is done through the use of a variety of resources. †¢ This is explained in Benjamin Bloom’s book – Taxonomy of Learning Domains. Resources Motivation †¢ A teacher should always motivate students in a fun way – that is what keeps them going; Albert Einstein once said: â€Å"It is the supreme art of a teacher to awaken joy in creative expression and knowledge. † Observation †¢ During a science lesson, one of us observed one such characteristic, †¢ The science teacher used a variety of interesting  resources such as: – – – – PowerPoint presentations Worksheets Information handouts Textbooks †¢ These resources enabled students to be enthusiastic and motivated. Importance of Resources Something commonly observed: †¢ Very few teachers made use of resources, †¢ Most of them used the traditional resources; white board and textbooks, †¢ Students ended up bored and disinterested throughout the lesson. Edgar Dale †¢ In the 1960’s he put forward the theory: †¢ Students retain more information by what they â€Å"do† as opposed to what they â€Å"hear†, â€Å"see† or â€Å"observe†. †¢ He devised the ‘Cone of Experience. ’ †¢ â€Å"Learning by doing† is nowadays known as â€Å"experiential learning†. Cone of Experience Ineffective Resource 1 Textbooks †¢ By time, textbooks become outdated. This means that more money has to be forked out by the school and parents to update them. †¢ Textbooks should be used as a reference for studying, revising or even further notes. Ineffective Resource 2 Whiteboard †¢ Teachers still rely on such a sole type of pedagogy application, †¢ Disadvantage: The teacher may not write clear and big enough for the students to read, †¢ There can be cases of impairment; eyesight problems. Positive Environment  7th Characteristic of being an effective teacher †¢ The ability to create a positive classroom environment. †¢ A positive classroom environment is boosted further by using: – the appropriate type of humour – at the appropriate time. Humour †¢ Teachers should foster the praxis of using humour as it is an effective technique. – This removes any tension in the relationship between the teacher and the student. – This leads to a better performance in the students’ academic life. Negative Attitude †¢ Students will learn less if the teacher uses a negative attitude towards them. †¢ This includes factors such as  sarcasm. Sarcasm †¢ Sometimes teachers confuse good humor with sarcasm. – The use of sarcasm may harm the teacherstudent relationship since what some think as funny others may find to be offensive. – Sarcasm is humiliating for students. What makes a bad teacher? Video – Ineffective Teacher †¢ An ineffective teacher can be seen in the following video: Conclusion †¢ A teacher should be a life-long learner which is committed to the teaching profession striving to reach and teach’ students. Plato claimed that â€Å" The direction in which education starts a man will determine his future life†.

Human Resource Management of HM

Human Resource Management of HM This is a case study on HM, from a Strategic Human Resource Management perspective, based on publicly available details of HM, which has been analyzed and presented within the context of the perspective. This case study was prepared to meet the requirements of an academic exercise. HM was established in Vasteras, Sweden in 1947 by Erling Persson. HM sell clothes and cosmetics in around 2,000 stores around the world operates in 37 countries and has 76,000 employees all working to the same philosophy: to bring you fashion and quality at the best price. HM is a hugely successful multinational company. The success of HM is primarily based on the business model of entire design being done internally and centrally, manufacturing totally outsourced, but quality ensured and local retailing with hired places, local staff and local shop managers empowered to take decisions. The success, business growth and expansion plans were possible because HM have formatted their HR strategy in line with the corporate strategy. As evident from their Annual Report (2008), when they expand into new markets they do not lose sight of their core values. They have succeeded to manage all components of HRM effectively to ensure that core values are upheld in all parts, regardless of country and cultural differences. Their strategic and coherent approach in recognizing that the organizations most valued assets are the people working there, INTRODUCTION COMPANY STRATEGY: Hennes Mauritz (HM) was established in Vasteras, Sweden in 1947 by Erling Persson. HM offers fashion and quality at the best price and offers fashion for women, men, teenagers and children. The collections are created centrally by around 100 in-house designers together with buyers and pattern makers. HM also sells own-brand cosmetics, accessories and footwear. The stores are refreshed daily with new fashion items. In Sweden, Norway, Denmark, Finland, the Netherlands, Germany and Austria HM offers fashion by Internet and catalogue sales. HM does not own any factories, but instead buys its goods from around 700 independent suppliers, primarily in Asia and Europe. HM has about 16 production offices around the world, mainly in Asia and Europe. The turnover in 2009 was SEK 118,697 million. HM primarily operates in Europe, North America and Asia, and have around 2,000 stores spread over in 37 countries. The company is headquartered in Stockholm, Sweden. HM has grown significantly since it s beginnings in 1947 and at the end of the financial year had around 76,000 employees. The average number of employees in the Group, converted to fulltime positions, was 53,476 (53,430), of which 4,874 (4,924) are employed in Sweden. Around 79 percent of the employees were women and 21 percent were men. Women held 77 percent of the positions of responsibility within the company, such as store managers and country managers (AR2 2009). HMs strategy is to offer fashion and quality at the best price. HMs annual report (AR1 2009) emphasizes that quality relates to both. HMs products exceeding customer expectations, and also customers being satisfied with the company itself. The report states Taking responsibility for how our operations affect people and the environment is also an essential prerequisite for HMs continued profitability and growth. HM is driven by strong values such as commercial mindset, simplicity, constant improvement, cost consciousness and entrepreneurship states in annual report (2009:13). The World of HM (HM 2010) Long-term strategic plan goals of HM HM which is in the fashion retail industry. HM has stores in 37 different countries and employs over 76,000 people. The business concept of HM is very clear. It is offering to clients qualitative fashion clothing for low price. The company has its own team of designers, its own interior designer team, its own production factories, production partners and team for purchasing other brands production. It usually stock up HM cosmetics supply, making sure that those products will be cheaper than in other stores. Long term objectives are strategic plans company make for future five years. These objectives are set in seven key areas- productivity, profitability, competition, employee development, employee relations, technological leadership and public responsibility and show were company wants to be when they are achieved. Long term objectives have to be motivating, flexible, measurable, suitable, understandable, realistic and acceptable by employees. Three main strategic goals for HM for the next five years would be linked with profitability, competition and technological leadership. HM has reported a rise in sales and profits and sales for the three months to 31 August. Net profit for the third quarter of 2009 rose 4.1% to 3.46bn Swedish crowns from 3.33bn crowns last year. Sales, excluding sales tax, increased by 13% to 23.6bn crowns. So first LTO is to maintain financial stability HM has achieved. HM plans to increase sales revenues by 20% and earnings per share by 30% till 2015. Secondly as main strategy of HM is expansion, LTO in competition is to increase number of stores by 10% to 15% every year. Today HM has as 1840 stores up from 1618 at the same time last year. New stores will be open in the cities HM already has stores and also in completely new markets. In the Annual Report (2008:7), HM, CEO Rolf Ericsson states that the long term goal is to Make fashion available to everyone, give the customer a fashion experience that strengthens HM brand. They also state the goal of a 10-15% increase in the number of stores every year, which would be funded internally (2009). The aim to increase sales in existing stores, while focusing on quality and continued high profitability. How does HM want to get there? To execute its strategy HM focuses on 3 main aspects of its business concept in the annual report of 2009. Price, which is controlled by limiting the number of middlemen, buying in large volumes, relying on its in-depth, extensive expertise within the design, fashion, and textile industries, buying the right merchandise from the right production markets, being cost-conscious at all levels and maintaining effective distribution procedures. Design: Products are designed in-house and production is completely outsourced. Quality: Central emphasis on quality with extensive testing and ensuring least environment damage. Merger and Acquisitions: Acquisitions (like FaBric Scandinavian, the Swedish design company), and Design Collaborations (collaboration with Mathew Williamson) are adopted. SWOT Analysis (S)trengths One of the main reasons for HMs popularity is because of its trendy items for such a low price. This store offers quality clothing at department store prices which is rare for many retailers today. Strength for this company is their overall delivery time. It only takes 12 weeks to get an item from the design to its retail state which is very impressive for a worldwide, low price retailer. The average for retailers is usually about 6 months which is double the time that HM uses. They also manage to keep the stores brands fresh with guest designers coming in for different lines in the store. Some of these have been Madonna and Robert Cavalli. They also keep the prices affordable by using very few middlemen and buy large volumes cost consciously. But with these strengths come weaknesses as well. (W)eaknesses One of the strengths I mentioned above can also be a weakness for this company. Buying large volumes means that there is no real guarantee that all the items will be sold. This means that theyre already low prices may have to be lowered in order to make room for the next collection. This means that if these items are not sold in time, then the company will have to pay more for extra storage for the items not sold. Another weakness could be its wide range of customers this brand provides for. The range is for men between the ages of 18-45. This is not including the childrens clothing and maternity wear and the huge wide range of different styles they provide depending on what store you go into. This can be difficult to manage especially in a vertical company because there is no real focus on a target customer and gets more expensive to provide machinery for all these different groups of people. But with these huge leaps there are many opportunities for this company flour ish. (O)pportunities One good opportunity would be for HM is to have matching clothes for mothers and children. I think this would be a good opportunity because there are also maternity wear and childrens clothes and I think that it would appeal to a larger crowd. They would like to dress their children like them in the same styles. (T)hreats since HM is a brand that is very unique it has very few threats as far as retail chains go. One of these stores would have to be the clothing chain called ZARA. This is a store that also has fairly reasonable prices but is most famous for its rapid delivery time. It only takes two weeks for the design to make it into retail stores. Even with HMs time which is 50% faster than most retailers, cannot even compete with that time. The second threat to HM is Gap just because of their quality at reasonable prices and their wide range of people they reach as well with their vertical company as well. There is a market for babies as well as men and women Human Resources HMs corporate strategy is to expand on a continuing basis, and as a consequence, employee strength also increases continuously. The growth target is 10-15 percent new stores each year, which means that 6,000 -7,000 new jobs each year. Their staff is spread across approximately 37 countries and come from different cultural backgrounds. Their strategy is to recruit locally whenever a new store opens as stated in the annual report (2008). The main area for which HM may have clearly articulated policies are listed below. The policy areas are based on the categorization by Armstrong (2006). Overall Policy and Values: HMs website indicates that their objective is to be a good employer, including in those countries whose laws and regulations fall short of their own requirements. To quote the Head of HR In order to meet peoples expectations of HM as an attractive employer, the company develops global guide lines on diversity, equal rights and against discrimination (AR1 2008).At HM, HR activities are guided by a fundamental respect for the individual. This applies to every aspect from fair wages, working hours and freedom of association to the opportunity for growth and development within the company. This also indicates that the company has specific policies for areas such as Equal opportunity, Managing diversity, and Employee development, Health and Safety, among others. Employee Relations and Voice: HM has an open door policy granting all employees the right and the opportunity to discuss any work-related issue directly with management (AR1 2008). They also support their employees right and ability to organize and to decide who should represent them in the workplace (AR1 2008). HM has positive experience of open and constructive dialogue with the trade unions and they welcome such relations wherever they operate. They consider such cooperation to be essential if they are to become even better. Examples of collaboration on staffing issues include their agreement with UNI (Union Network International) and the work they do with the EWC (European Works Council). Promotion: In the annual report of HM (2008:34) the Head of HR quoted Internal recruitment and job rotation enable the company to grow quickly. This statement indicates that HM has policies related to promotion. Employee Development: To quote Mr. Par Darj, Head of HR at HM I tell employees, if you do not grow neither will HM (AR1 2008:34). This indicates that policies exist for this area. Rewards: According to the annual report (2008) HM focuses on rewarding people by providing more opportunities and responsibilities, and not through a promotions and job titles. This indicates that HM has policies for this area. Other areas with clearly defined policies might exist, but these are not evident from available sources. Organization Behaviour and Structure Structure: Corporate management is based at HMs head office in Stockholm. Stockholm is also where the main departments for design and buying, finance, accounts, expansion, interior design and display, advertising, communications, IR, HR, logistics, security, IT and CSR and environment are located. HM has around 16 country offices that are responsible for the various departments in each sales country. HM also has around 16 production offices which take care of contacts with the approximately 700 independent suppliers that HM works with. There are nine production offices in Europe, eleven in Asia and one in Africa. Behaviour: HM operates in 37 countries and has a work force belonging to these 37 countries because they recruit locally. HMs espoused values are stated to be the foundation for a multinational company in a multi cultural market where great respect is paid to the individual. Interviews with the CEO and Head of HR in the annual report indicate a participative culture where everyone is made to feel like a part of the companys success (AR1 2008:34). Par Darj (Head of HR) stated in the annual report the key word for continual growth is responsibility and commitment. We have committed employees and we are prepared to delegate responsibility at every level. The company encourages what it calls the The HM spirit employees committed to their work and prepared to take on new challenges, common sense, hard work and team spirit are encouraged. All their operations are typified by an essential respect for the individual; including reasonable wages, reasonable hours, and opportunity to grow, and develop within the company (AR1 2008). Quotes from employees about the organizational climate indicate that the values above are values in use. These quotes can be found on the career section and in the annual report of HM. Based on this information; the prevalent culture appears to be primarily task oriented (Schein 1985). Such a culture can support HM HR related strategies and policies (like Open door, job rotation, freedom of association etc.). They also have a significant impact on HR aspects; Recruitment needs to focus on finding candidates with the right fit to the organizational culture irrespective of local culture, facilitating expatriation of experienced staff when new stores are opened, facilitating rewards schemes aligned with organizational culture, enabling HRD that can empower employees to take on new challenges and work in new teams. At HM, a lot of importance is given to personality development and for opportunity for the employees to grow within the organization. Various practices empowering the employees; like a Shop Manger being allowed to take independent decisions, and managing the business like an entrepreneur etc. are designed to increase employee loyalty and commitment to the organization and are great motivators (AR1 2008). The HR strategy for employee motivation; total reward with emphasis on Intrinsic Motivation (Armstrong 2006), has been proven, to be directly related to forming the success of the organization. All their operations are typified by an essential respect for the individual; including reasonable wages, reasonable hours, opportunity to grow and develop within the company (AR1 2008) The prevailing organizational culture at HM encourages team work, supports effective leadership and provides adequate growth opportunity for employees. These HR strategic initiatives in turn make significant co ntributions to the organizational goals of continuing growth and profitability. Organization Culture HMs strong corporate culture the spirit of HM has existed ever since the days of HMs founder, Erling Persson. This strong culture is of great value and is a contributory factor to HMs successes over the years. The spirit of HM: The spirit of HM is based on a number of values that describe in simple terms how we want to work. These are in turn based on our business concept, fashion and quality at the best price. The fundamental values behind the spirit of HM are among other things common sense and own initiative. HM provide room for people to make their own decisions and take responsibility, and co-workers get regular feedback on their performance. An important part of HMs culture is to delegate responsibilities to the stores. Strong commitment and involvement are important, and co-workers are encouraged to take their own initiatives within a defined framework. Creativity and job satisfaction increase when there is a good working environment. Co-workers commitment makes a major contribution to HMs successes. HM believe in the abilities of the individual and encourage co-workers to develop further. Respect for the individual is a fundamental value at HM. This applies to everything from fair pay, reasonable working hours and freedom of association to the opportunity to grow and develop with the company. Job rotation is common at HM. In the stores, for example, duties may vary between the cash desk, fitting rooms, unpacking, display and follow-up of advertising and campaigns. Working in the store provides very important experience and is a way of getting to know HM from its very foundation. Attracting and retaining skilled staff is important for HMs success therefore HM work constantly on skills development and all training is carried out within HM. However, the biggest knowledge gain is made through active learning on the job. Information System HM has employee-scheduling system to improve its use of staff resources and maximise time spent by staff on the shop floor. The Swedish clothing company implemented. 30,000 employees swipe in and out with smartcards at the beginning and end of their shifts. The system reduced administration by recording shifts electronically and helped improve sales by scheduling shifts to coincide with the busiest times in stores. The scheduling application is linked to HMs human resources and payroll systems, which lets the retailer control staff costs more accurately. The Workforce Management application from software supplier Work Place Systems will be hosted at a data centre in Stockholm. Motivation at HM HM is a flat organization, which might give the impression that its hard to move up within HM, the organization is constantly evolving and is growing fast, thus providing more opportunities to its employees. Employees are motivated by providing new challenges; in another department, another role or, another country. HM encourages employees to try many different roles within their organization stated in annual report part 1 and 2 (2008). HM recruitment advertisements indicate possibilities like: working abroad, furthering education and learning new things. Their websites promotes that many in management today, actually started on the shop floor. HM also provides a comprehensive benefits package. HM fulfils employee aspirations by providing opportunities to take more responsibilities. Individual development versus organisational development. HMs annual report (AR1 2008) and website (Careers website), emphasize that working at HM is about commitment, both from the individual and the organization. HMs Head of HR emphasizes that organization can grow only if the individuals grow. HM wont make a career plans for their employees, but will provide them with tools to go as far as they possibly can on their own. This indicates that at HM, individuals are expected to drive their own development, within the framework that the organization provides. The organization appears to facilitate and promote cross-functional and cross-boundary development opportunities for individuals, which is aligned with their own development and growth strategies. To quote PÃ ¤r Darj, (Head of HR), We have committed employees and we are prepared to delegate responsibility at every level. I tell employees, if you do not grow neither will HM, (AR1 2008:34). This indicates that HM treats individual development and organizational development as tightly linked areas. Selection Recruitment The HR strategy, which is closely aligned with the organizational strategy to achieve continuing growth and profitability, envisages recruitment of people every year to run the new stores scheduled to be opened. For example, as per their Annual report (AR1 2008), about 6000 7000 employees are to be recruited during this financial year, to meet the requirements of the 225 new stores being opened worldwide. The planning and recruitment is based on the HR policy to recruit locally when a new store is opened. Future employees are evaluated and chosen according to certain criteria practiced by HM and based on the companys culture. They look for people with personality who can perform well within the culture, growth and motivational framework provided at HM. Par Darj, Head of HR stated, At HM, great grades and all the university credits in the world are no guarantee of a job or a fast-track career. Of course, we do welcome those things, but what we are really looking for, more than anything, is people with the right personality. This is based on the belief that one can always gather skills as you go along, but personality and attitude cant be taught. Either youve got it or you dont. One of the most important things we look for is drive (AR1 2008). HM values personal qualities much more than formal qualifications. Since HM is a fast company and the tempo is always high, they need employees who are self-driven and capable of well direct communication. Hence HM recruits people who like responsibility and decision-making also it indicates that a love of fashion combined with a focus on sales is perceived as an adva ntage. These appear to form the basis for HMs recruitment requirements (and person specifications), programmes and drive its selection processes. At HM selection interview approach is usually face to face and mostly structured situational based According to Armstrong (2006) In a situational based interview the focus in on a number of situation or incidents in which behaviour can be regarded as being particularly suggestive of succeeding performance. This is followed by panel interviews and aptitude/work sample tests. It appears that candidates are filtered at each stage of the process in HM. Sources of candidates: Internal Recruitment: This is their first choice for a new job opening. External recruitment is considered only if no internal options are available. External recruitment: Potential recruits (minimum age is 16 years) are encouraged to apply directly to the local store, from the careers website. HM does not offer summer jobs or work experience placements. Buying is centralized in Stockholm, and so is the recruitment for the same. HM recruits locally to its new stores (AR1 2008). Organisational learning and management development in HM. The average numbers of training days per employee in 2008 are, 10 for new sales staff, 1 for existing sales staff and 5 for existing management positions. HM usually conducts all training in-house (classroom, stores and one to one), written and produced by HM staff. External training has been considered for some areas like buying. E-learning has also been initiated for a few subjects (AR 2008). However, indications are that HM today focuses more on on-the-job, just- in time, hands on learning. For example, when they opened their first HM store in Japan, locally recruited employees were sent to Norway and Germany for gaining experience in existing operations. Also, during the sales intensive opening phase of a new store, colleagues from other countries are brought in temporarily (AR 2008). The head of HR quoted in annual report (2008:34) As an employee of HM, you can be an entrepreneur and you will be given responsibility early on. HM claims to provide structured opportunities for on-the-job, hands on and work place based training. To summarize, it appears that HM focuses on experiential Self-directed learning today as defined by Armstrong (2006), however, they are moving towards incorporating a blended approach with including simulation and e-learning. Ensuring Learning and Development opportunities for its employees is an integral part of the HR strategy at HM (AR1 2008), and these essential ingredients contribute significantly to the success of the organization. Human Resource Development is a continuing process at HM, the new recruits being sent to already existing shops for gaining valuable experience, experienced employees being brought to new shops to support the new local recruits during the intensive opening period activity etc. This is critical to the process of organizational learning and helps them climb the learning curve faster. Keeping employees highly motivated is essential to the success of HM, due to the nature of its business of dealing in high fashion consumer goods. The various concepts that can be adopted to increase performance (like job satisfaction as a reward management tool) are very effectively employed and as the employees themselves state, they are happy to be there and every day is a challenge (AR1 200 9). Expectancy Theory, which states that if individuals feel that the outcome of learning is likely to benefit them, they will be more inclined to prove it (Armstrong 2006) has been proven on the shop floors of HM. The HR practice of giving responsibility to the employees early on in their career, treating them as entrepreneurs rather than just employees is a definite and positive step towards their development. Considering the employees as capable of shaping its results and improving it in big and small ways and is key to HMs approach to learning and development. Reward Management The reward management process of HM and its potential influence on human resource management. HMs careers website indicates that the company offers a comprehensive benefits package, which includes staff discounts, incentive bonuses, company sick pay, private health care a pension scheme. Share options are not provided. The head of HR, indicates that they do not consider titles and pay structures as motivational tools. Opportunities to fulfil an employees aspirations by wanting more responsibility, as a means of getting on with in the organization quickly, are provided. Apart from these, as stated by different categories of employees on the careers site and the annual report, the main reward is the job satisfaction they derive. Thus, HM appears to provide a total reward framework, with greater emphasis on relational rewards even though transactional rewards are provided (Armstrong 2006). HMs reward management is consistent with other HR areas, including organizational culture, recruitment/selection etc. and is also in sync with the overall HR strategy of open doors, job rotation etc. which is essential to fulfil HMs strategy of fast growth. HM has implemented the concept of Total Reward Management very successfully. Apart from the financial compensation, job satisfaction as a reward has motivated the employees to perform and contribute their maximum to ensure customer satisfaction and business success through increased sales. This is evident in the statements by the employees from various levels on the HM website. As a stated policy, there is more emphasis on personality development through delegated authority in the decision making process and greater autonomy to local elements of the organizational structure. Being a multinational company with employees of different cultures, this decentralized decision making process and empowerment of employees have proven direct impact on the success of HM (AR1 2008) Various techniques associated with basic motivation have been given more importance and priority than the extrinsic aspects. Work environment related parameters like leadership, employee voice, recognition, achievement etc. have been built in to the HR policy and practiced to leverage the critical business goals of continuing growth and increased profitability. Performance Management HM has adopted a strategic and integrated approach to achieve organizational success through improved performance of its employees. HM employees have been told that the growth of the employees and the organization are closely linked (AR1 2008). The practice of Shop Managers going through a process of reviewing that days business with their subordinates on a daily basis is part of the performance management activity. This underlines the fact that HM has recognized the importance of such a practice, and built in that process by which managers and their subordinates work together, agree on what needs to be done and how it is done. They are able to plan, prioritize and develop their sales team in a customer-focused environment (AR1 2008). At HM a shop manager is in charge of the daily running of the store like running their own business. The HR strategy of delegating authority for managing the shops activities is a key factor contributing to the success of the organization. Managing Diversity in teams and groups HM is expanding its business to open new shops in countries where they are currently not present. By their HR policy and procedures, when a new shop is opened the staff recruited locally. They also have the practice of job rotation and movement of employees from one location to another based on internal recruitment (promotions). This brings together people of different cultural back grounds together in the same team, and successfully managing such a team is crucial to the success of the organization. The HR strategy is, not to have very rigid procedures, and the corporate culture of respect to the individual. As stated in their Annual Report (AR1 2008), the HR strategy ensure the following: 1. In order to meet peoples expectations of HM as an attractive employer, company develops global guide lines on diversity, equal rights and against discrimination. 2. HMs objective is to be a good employer, including in those countries whose laws and regulations fall short of their own requirements. The whole of their activity is shaped by a fundamental respect for the individual. This applies to every aspect from fair wages, working hours and freedom of association to the opportunity for growth and development within the company (AR1, 2008). 3. HM has positive experience of open and constructive dialogue with the trade unions and they welcome such relations wherever they operate. They consider that cooperation is essential if they are to become even better. Examples of collaboration on staffing issues include their agreement with UNI (Union Network International) and the work they do with the EWC (European Works Council). (AR 2008) HMs success in executing their strategy of continuous international growth and expansion, while maintaining its Swedish organizational culture, indicates that its HR practices have contributed to the successful management of diversity in teams and groups. Recommendations Conclusion Issue and challenge at HM could be: nurturing and maintaining a balanced relationship with employees. Line managers may need good awareness of their reporters aspirations, to enable motivation by providing responsibilities and opportunities al

Sustainable Energy Sources Essay -- Environmental Energy Solar Power E

Sustainable Energy Sources Energy is life. Life on this planet depends upon a fixed amount of energy. The modern industrialized energy sources such as coal and petroleum were originally utilized for their seeming promiscuity and high energies yielded per unit volume. The world has now become painfully aware of how finite petroleum reserves are, not to mention the political complications associated with being dependent upon foreign countries for an energy supply. To add insult to injury, the limitedness of petroleum resources is not the most pressing problem, their polluting byproducts are. The enormous amounts of byproduct waste that finds its way into our environment is having effects which even the most renowned of experts cannot determine in magnitude. Speaking from an economic standpoint, petroleum will soon become more expensive to find and utilize than reasonable alternatives, raising it’s costs far above it’s benefits. Some could already make the point that the social and environmental cos ts never were weighed appropriately into the cost/benefit analysis of petroleum and that the benefits associated with petroleum combustion have rarely or never outweighed it’s costs. This point will gain a painful clarity in the years to come if the predictions of some meteorologists come true and the effects of global warming are felt. For years developing societies have been taking enormous amounts of potential energy locked within pressurized biomass that took millions of years to store in the Earth’s crust and releasing it into today’s world. The Earth is a relatively closed system and the enormous release of spent energy and its polluting byproducts will have untold effects upon societies for generations to come. The most brazen ... ...echreview/www/articles/july95/Smith.html) Absorbers, Their Coating and Performance, The World Directory of RENEWABLE ENERGY Suppliers and Services, 1996 Solar Glass and It's Transmissivity The World Directory of RENEWABLE ENERGY Suppliers and Services, 1996 Overview of Solar Water Heating in the Caribbean, Griffin R. Carrison , REIA '94 Conference (http://www.solarenergy.net/tsen/database/griff.html) Institute of Space and Astronautical Science Solar Power Satellite Working Group, 1997 (http://www.reston.com/nasa/solar.sats.html) Chemistry 4th Edition, Steven S. Zumdahl, 1997, Houghton Mifflin Company, New York http://www.eren.doe.gov (U.S. Department of Energy) http://www.solarenergy.net/ (Solar Energy Network) http://www.hawaii.gov/dbedt/ert/ert_hmpg.html (State of Hawaii, Department of Business, Economic Development, and Tourism)