Ethnic Groups in America

Ethnic Groups in America Free Online Research Papers When the Pilgrims landed on Plymouth Rock they brought with them the dominant human characteristics of risk taking, perseverance and determination for the end result of abundant prosperity. While at first look one would assume that these are desirable traits to have in any ethnic group. However not when the prosperity of the newly colonized people involves its ability to invade, displace and eradicate the native ethnic groups in its pursuit of expansion. After the American Revolution, Americans would import foreign African ethnic groups establishing an economic and political system that would escalate into a heedless nation that’s only cultural contribution to the world is its obsession for greed ,wealth, and power at the expense of all ethnic tradition and customs brought here by immigrants from around the world. The problem facing all ethnic groups in America today is the growing consumerism that has been incubating an emerging culture for the last 150 years. Unlike other countries where other ethnic groups are forced to assimilate due to foreign invaders, America invited with open arms a diversity of multi-cultured ethnic groups. All these different ethnic groups each brought their own customs traditions foods and religious beliefs with them. As we finish the first decade of the 21st century individuals find themselves more concerned with who is going to be eliminated this week on American idol, while watching it on the television screen in their cars with 24 inch spinning rims, on our way to the Olive Garden to eat Italian food made by a Mexicans, all while updating their Face book page with their new I phone. This is a terrifying definition of what one might call American culture. However it is not culture at all but the end result of extensive consumerism. Corporations produce goods in s uch mass volume so we can easily afford them. They also spend millions of dollars on advertising to the point we feel we can not live with out them. This is causing people to work more hours to purchase luxury items in an attempt to compete with their peers. This is causing a generation to abandon the values and traditions brought here by previous generations who migrated to America. This problem faces every ethnic group in America today. If left unresolved, all the diversity that makes this country the great melting pot it is today, will instead turn it into a cultureless country of money-grubbing, mindless zombies that behave and purchase everything corporations want them to. Corporate retailers support the social influential broadcasting media networks such as MTV, CNN, ESPN, and the Disney channel by purchasing the commercial time the networks sell to generate their revenue. This also allows the Corporations to influence the programming shown on television which plays a signific ant role in creating American culture. This is an important issue because in a country that prides its self in its ethnic cultural diversity, it is slowly being erased by the corporations that were born in its free market system. Immigrants have come to America to escape political and or economic hardships. They have also come here to work or start business and have a piece of the â€Å"American dream†. As newly relocated immigrants they bring with them the culture of their homeland. As time goes on they can pick and chose the extent of their assimilation. Their native born or even young children on the other hand only know the Americanism consumer society they grow up in. As they go to school they discover the importance placed on material possessions as they are judged by their peers by their clothing and possessions placing them in social categories. This is when they learn the value and necessity of the items they see on television commercials (Brenagain). For first generation Americans the only exposure they g et to the culture and tradition of their native land is what comes from their parents. As they grow up and assimilate they will abandon the culture taught by their parents for the materialistic American consumer way of life. Advertisers started to reach out to large groups of people in the 1920’s as consumer spending fueled by consumer credit helped people make purchases they might not be able to afford(GMU.edu)With the invention of the radio, advertisers could reach all the people in a city. Radio also helped expose products to people that were illiterate and normally never saw adds in magazines or newspapers. Using new techniques such as music jingles and having radio actors promote products, was the beginning of playing on peoples desires to want to be like celebrities and buy what they said was necessary and fashionable. (JDU.edu)Commercial television advertising began after world war II in the 1950’s . The three major networks (ABC NBC CBS) broadcasted nationally and the commercials shown were made by the largest corporations that had their goods sold in stores nationwide (JDU.edu). Nothing has changed in the last sixty years; the growth of television has created more channels with more commercials. Corporate retail giants are continually telling us we need their products to enhance our lives, while molding our culture to their liking destroying the diverse cultures of all ethnic groups in America. Immigrants that came here originated from many different cultures and ethnic backgrounds. They brought with them a rich heritage. However the youth of today holds no value to that heritage and is throwing it away and trading it for prime time television and whatever new clothing line is popular at the time. If society does not wake up and recognizes that they are being brainwashed by corporate sponsors that fund the programming they watch on TV and figure out that the shoes you wear, the car you drive, and the jewelry you flaunt does not define your character .It is this kind of mentality that fuels American consumerism and will lead to the downfall of all the diverse culture ethnic groups brought to America making us the great melting pot of the world. If I was president and could implement any action to rectify this issue that faces all ethnic groups today, my solution would be simple but possibly have a catastrophic impact on our society as we know it. I would create a law that places a financial ceiling on the amount of money any business in America can spend on advertising. I would allow businesses to spend only up to 100,000 dollars on advertising each year in every state. This would allow nation wide corporations to spend up to 5.2 million dollars a year but no more then 100,000 dollars in any particular state. However I would allow additional spending over the cap so long as any amount of money spent in any particular state by a corporation is matched with a 2 to 1 ratio payment to that states public school system. That way if McDonalds wants to spend 10milion on commercials in Los Angeles County they would also have to give 20 million to California’s school system totaling 30 million for only 10 million in advertisin g. My intention for this radical form of legislation would be to cripple the hold that advertisers have on the television media potentially destroying mass media as we know it. Two possible results would occur if I could implement this law. With out the millions dollars corporations spend on add revenue all the mindless programming that is on television would be taken off the air. This would not allow television networks to pay actors absurd amounts of money but instead direct that money into bettering our local school systems and pay teachers the money they deserve to educate our children benefiting our society and all ethnic groups as a whole. This way our county could redirect its value s away from material possessions and the need to own everything shown on TV. and more on sciences , the arts, family values, and improving the community. Then ethnic culture will grow and thrive in communities and the rich diverse ethnic heritage and history?that made our county the unique meltin g pot will continue, and not be erased by corporate profiteering.? American Advertising: A Brief History. History Matters: The U.S. Survey Course on the Web. George washington university, n.d. Web. 6 Mar. 2010.

The Morality of Using College Essay Consultants

The Morality of Using College Essay Consultants I’m inspired today to address a sticky topic:   the moral issues around getting help with your personal statement/essays for college or MBA admissions. Let me start by saying that The Essay Experts college essay consultants and MBA admissions consultants do NOT write essays for college and business school applicants.   When I get calls requesting that service (and I do get those calls), I have no problem turning down the business. What Do We Do? What do we do at The Essay Expert?   We coach.   We explore ideas.   We help applicants see what is unique about them and their life experiences.   We draw connections.   We suggest directions to take, layers to add, and ways to best impress an admissions committee.   Sure, we also might suggest a few grammatical or organizational corrections.   But in the end, the essay is ALWAYS the client’s essay, NOT ours. Still, there are people who are troubled by the concept of what we do.   Here’s a comment I received after posting a request for a college essay coach: â€Å"†¦ I find this topic/profession very troublesome. Its a slippery slope from coaching a young person about choosing a topic and format and helping them focus to, in effect, writing it for them or do such extensive edits that its no longer the students PERSONAL essay. Yes, Im sure there are essay consultants that put on the brakes, and this one could be one of them, but a position description that is so blatant about the role (take a drab college application essay and turn it into gold!) †¦ gives me pause. Im not naive far from it but of all the pieces in the college application package subject to help, the essay should be the most sacrosanct.† The concerns expressed here are my concerns as well, and my promise is that The Essay Expert does not go down that slippery slope.   Yes, I promise to turn the drab into gold, but by asking key questions of the applicant – not by writing the essay. The NYT and The WSJ Chime In Not long after receiving the above comment, I also came across a New York Times article, Crafting an Application Essay That ‘Pops’, which related the results of a conference attended by nearly 5,000 admissions officers and counselors.   The group, which included professors, admissions officers, and other college administrators, offered nine pieces of practical advice for writing personal statements.   I was happy, and frankly relieved, to see â€Å"Have an editor. All panelists advised having a close, trusted editor and an objective, outside reader.† Soon after, an article came out in The Wall Street Journal with a similar message to M.B.A. applicants:   In Looking for an Edge:   MBA applicants are turning to pricey consultants to help them navigate the daunting admissions process , The WSJ reports that 20% of admitted students say they used an M.B.A. admissions advisor in the application process.   Furthermore, the article relates, â€Å"As the consulting industry has grown, some business schools have become more accepting of it.† In fact, the managing director of M.B.A. admissions and financial aid at Harvard Business School uses admissions consultants as a resource â€Å"to ‘get some field intelligence’ about how prospective students view the school and its admissions process.† The Difference We Make It is unquestionable that having a talented editor can give applicants an edge.   And not everyone has a family member, guidance counselor or close friend who can serve as an editor or consultant.   That’s where The Essay Expert comes in.   Indeed, what we offer that a friend or relative cannot, is an objective eye and the perspective of someone who has read dozens, if not hundreds, of essays.   We will make sure your essay does not sound like anyone else’s. It is especially difficult to find a reliable advisor for M.B.A. admissions, where very specialized knowledge of business schools and their admissions processes is key to choosing the right essay focus and application strategy. In fact, one of our recent clients had enrolled several business school graduate friends to review his essays, yet still required ten hours of our consultant’s time to retool just two of his essay sets. Lingering Questions I understand there is still an issue present.   What about people who don’t know someone who can help, and who also can’t afford to hire someone? I am concerned about that point myself, and do provide assistance to a limited number of clients for a reduced fee or some type of trade.   I don’t believe I have been contacted by anyone thus far whom I turned away solely due to lack of ability to pay. I’m curious to hear your thoughts on this topic. Admissions officers seem to have accepted that many applicants use paid consultants to assist them with the admissions process. Does this fact allay any of the concerns you might have had? I believe The Essay Expert provides an extremely valuable service and that we do not cross the ethical line that would have students presenting an essay that is not theirs. And we do help students transform pedantic or blah essays into stories that capture the hearts and minds of the admissions committee.

Realism in the Modern World Essay Example | Topics and Well Written Essays - 1500 words

Realism in the Modern World - Essay Example Courbet was a painter but he also wrote a great deal about his thoughts regarding where art would go in the future since it was clear that technology would soon be replacing the importance of the painter as a recorder of visual imagery. The camera was a brand new technology, but it proved that man would soon have the ability to click a button and create, without brush or easel, an image of their loved one. In the face of this modern change, Courbet suggested â€Å"painting is an essentially concrete art and can only consist in the representation of real and existing things†. However, the primary technical concern of Courbet seemed to be to deviant from a strictly pictorial interpretation of what is meant by ‘real’. This included elements such as abandoning some of the ‘rules’ of in order to capture a more natural flow of line and form. By retaining rough elements of the painting such as sketching lines or other ‘mistakes’, Courbet felt he was more accurately representing both the moment being expressed on the canvas and the felt emotion of the moment as it was experienced by the artist. He continued to refine his ideas of the real as an abstract concept held within the mind thanks to his continued associations with the ‘rough’ people of the fields and industries, finally writing to a friend in 1850, â€Å"†¦ in our so very civilized society it is necessary for me to live the life of a savage. I must be free even of governments. The people have my sympathies, I must address myself to them directly† .

Storm King Mountain Case Essay Example | Topics and Well Written Essays - 500 words

Storm King Mountain Case - Essay Example ged use of aggressive tactics, and were categorized as ‘watch out situations,’ the firefighters continued to take the bold step of building fire line downhill upon receiving confirmation from their leader, Mackey, that the area was good enough with less vegetation, and not much risk from existing fire. The crew members relied completely on Mackey’s judgment as they trusted in his abilities more than their conviction of adhering to the guidelines. Attributable to their can-do attitude, the firefighters ignored most of the rules because their ultimate aim was to stop fire from spreading. They did not regard these guidelines as procedures to be used in firefighting; rather, they relied more on their critical judgment based on experience and situational constraints. Hackman and Oldham’s Job Characteristics Model (JCM) explains employee behavior based on four motivational aspects namely, job characteristics, critical psychological states, personal and work outcomes and growth-need strength. The JCM framework helps in understanding managerial functions as well as the psychological processes associated with work that are associated with employee behavior and outcome of employee actions. This model emphasizes the role of job design that ultimately leads to experienced meaningfulness of work, experienced responsibility for the outcomes, and knowledge of the results of work activities (Debnath, Tandon & Pointer, 2007). A team leader can determine what skills would be best to perform a specific job and deploy staff accordingly. In addition, the task to be performed needs to be identified in advance besides having complete understanding of how the task or job impacts the employees and/or other stake holders. Identification of skills and tasks to be accomplished will also help the leader assess the extent to which the staff may be empowered to take their own decisions. While autonomy is an effective way to motivate staff, the level of autonomy requires a

The Maesks Lines Philosophy

The Maesks Lines Philosophy The Maesrsk Line Company is the global containerized division of the A.P. Moller. The company delivers its services across the world through ocean transportation services. They built their vision and their mission from a strong constant care, heritage of uprightness, and innovation, and this vision has made a path for their business operations since Maersk lines first vessel sailed in 1904. The focus and commitment to this vision made them able to expand the business and become largest ocean carrier of the world. And they are constantly recognized as the most reliable container shipping company. A.P. Moller Maersk Group headquarters at the waterfront in Copenhagen, Denmark The fleet of the maersk line is consist of more than 600 vessels and the total number of containers is more than 3,800,000 TEU*. This shows a comprehensive and reliable coverage worldwide. Maesks Lines Philosophy: We share the same values and principles of business with the maesks line group to be a known, highly respected and world-class group. The founder Mr. A.P. Moller wrote Loss should not hit us, and constant care is needed for it. These words are highly followed and having deep meaning at the company. Word constant care is highly focused on the safety and good health of the employees and others in the industry and environment around them. Our Values: The core values of the Maersk line group are the demonstration n of constant care, regard for our employees, humbleness and uprightness and the protection of the name of the company. The success lies in the fulfillment of these values while carrying out the business. Our business principles: The maersk fundamental business principles is comprises of how do we conduct our business, these principles are applicable on national as well as international legislation. Environment: Our constant care also revolves around the protection of environment. We maximize the use of the resources and handle the waste. The policy regarding environmental protection is we focus on the protection of the environment and environmental consideration is our first priority in conducting our business. Our mission: We provide opportunities in global commerce. Company facts and information: Maersk Line is the leading container shipping company all over the world. It has more than 600 vessels and more than 3, 800, 0000 (a container is 20 feet long). It shows the comprehensive and reliable coverage all over the world. http://www.maerskline.com/globalimage/?path=/media_room/company001 What is container shipping? Containerization, it is large and worldwide system of intermodal cargo transport by using standardized containers. This can be sealed and reloaded onto container ships, trucks and planes, railroad cars. Before the containers were introduced, it was time consuming and expensive to handle the cargo for sea transportation. The containers have brought change in that and it made transport easier and affordable than ever before. All the types of commodities and the type of goods can be carried and loaded in the box; as a result the modernized container shipping has changed the ways of transportation around the world and played a vital role in globalization. Sustainability: Since it is a biggest shipping line in the world, Maersk Line plays a vital role in facilitating efficient and reliable supply chains for many companies. It is recognized that the position of maersk line as an enabler of global trade have brought great opportunities. Global trade of manufactured goods has increased over 100 times, from 95 billion USD to 12 trillion in the last 5 decades. Today 90% of global trade is done through ocean transport and containerization have played very important role in this development. Awards and Recognition: Maersk Line wins Shipping Company of the Year award in the Middle East (14 December 2012) Maersk Line takes home two Global Freight Awards (26 November 2012) Maersk Line wins Lloyds List Environment Award for the Middle East and Indian Subcontinent (19 October 2012) Maersk Line wins Clean Excellence Award (25 September 2012) Maersk Line wins Social Media Campaign of the Year Award (17 September 2012) Maersk Line wins 2012 Best Global Shipping Line Award (7 June 2012) Maersk Lines à gnes Hernà ¡d wins Best Young Manager of the Year (20 February 2012) Maersk Line Wins Shipping Line of the Year Award (1 December 2011) Maersk Line wins two awards at AFSCA 2011 Maersk wins European Business Award 2010 Maersk Line Best Global Shipping Line, Best Shipping Line for Asia-Europe, and Best Green Service Provider Shipping Line 2009. Maersk Line awarded Container Shipping Line of the Year 2007 Maersk Line wins Best Global Shipping Line 2006 Maersk Sealand named Best global shipping line 2005 HR Processes: i. Recruitment and selection at Maersk Line: Maersk Line strictly follows the Equal employment opportunity Law while hiring candidates for a particular department. They make sure no discrimination take place throughout the procedure of hiring an employee. The advantage of strictly following such law is that Maersk Line never faces any problem pertaining to legal complexities and law suits regarding the hiring of candidates. The recruitment process starts with the submission of online application by a candidate and a confirmation pop-up appears on the screen. A reply will be sent within few days so that the applications can be reviewed carefully. Applications are reviewed on the basis of some standard tools so that company can make it sure that a candidate is eligible for giving interviews. The mediums of recruitment which they prefer are: Employment Agencies: These agencies make links between the employers and employees. Internet: The advertisements on different job websites, which capture the a huge pool of candidates who can apply to get the job they are capable for. Social media can be a great source for discovering passive candidates those who are employed but open to changing jobs for the right opportunity who represent nearly half of all currently employed talent. Because the desired opportunities rarely exist on job boards, and job seekers are participating in communities all over the web With the advent of social media, companies have more information than ever on job candidates, and the process of evaluating those candidates can be lengthy. In the past, companies tried to determine candidate fit through their rà ©sumà ©s. Today, employers perform web searches on candidates, learn more about them from social media, and examine their work samples.. Social media is like a goldmine of information. In the future, it will not only emerge as a strong source for hiring but also serve to enhance the employer brand, says SY Siddiqui, chief operating officer administration (HR, finance, IT, company law and legal, Maruti Suzuki India. Social media enables employees and employers to connect and communicate in a more cohesive manner. Recruiting through social networking websites is more cost-effective compared to traditional forms of hiring that include placement consultants, posting advertisements in different forms of media and participation in job fairs Employee Referrals Its an internal recruiting method which identifies their potential candidates from the existing workforces social networks. This scheme encourages existing employees to choose the suitable candidate for a particular job from their social networks. A referral bonus is given to referring employee as a reward. It is the most efficient and cost effective method for recruitment. Announcement on the official website They announce the new jobs on their official website i.e. www.maerskline.com. Website has the particular portion of vacancies and the whole process of how to apply is mentioned. Evaluation of internal labor supply When evaluating an employee for a periodic review, a raise, or a promotion, we need to have a checklist to measurable performance, this applied consistently to all members of our department. ATTENDANCE: We check the employees attendance, and we check either employee had a negative impact on the departments productivity or morale? Also we check if the employees attendance has been exemplary? ATTITUDE / COOPERATION: We evaluate what is the employees attitude towards department, towards company and towards the work in general? Is he or she feels pleasure or unpleasant to work? Is the employee reasonably flexible when asked to perform a job function outside his or her normal duties, or to work outside his or her normal hours for a special project? COMMUNICATION SKILLS: We check does the employee have the ability to adequately communicate with managers or with customers? Have there been any issues created or solved due to the employees communication skills? FOCUS: Is the employee able to maintain focus on the task assigned to him or her? IMPROVEMENT FROM PREVIOUS EVALUATION: We see if the employee moves towards improvement from the previous performance evaluation? INTEGRITY: We strictly monitor the employees ethical behavior in the workplace? Does he or she respect the privacy of other employees and of customers? DEADLINES: Is the employee able to consistently meet productivity requirements and project deadlines? QUALITY OF WORK: We take a record of feedbacks given by the customers regarding the quality of employees work? RELIABILITY: We also identify employees who are reliable in especially bad situations? We check the level of competency and dependability. MANAGING STRESS:- How does the employee deal with changes in the work environment? and how does the employee interact with other members of the department when tensions are high? PERFORMANCE LEVELS Needs Improvement :- In this case employee has not fully met the requirements of the job or is not able to perform in a way that the job duties required. Here employee needs additional training or practice to meet standards. Meets Standards In this case employee faces no difficulty applying the technical knowledge requirements of the position. Exceeds Standards Here employee often exceeds standards in some aspects of the job and consistently meets standards in all remaining aspects. They prefer Internal Labor Supply over External: Those positions which are at higher levels and become vacant due to transfers, deaths, demotions and promotions, are filled by the internal employees who are already familiar with the required managerial roles and responsibilities of those positions. These positions are then posted on the notice boards throughout the PSO offices and are also posted on a software device that is displayed on almost every computer desktop at PSO offices. The interested employees are screened, interviewed and positioned. The criteria of selecting the internal employee depend on requirements of the qualification, age and experience recommended by the line manager ii. Selecting and interviewing Process: Selection process: Advertise Test 1st Interview 2nd Interview HIRE There is a predetermined criterion for hiring of candidates, which includes Logical and personality Test It is the standardized instruments of testing individuals character of psychological makeup. It also reveals the aspects of how logical the candidate is. These tests play an important role in making the selection process easier. Behavioral Interviews These interviews discover the behavior of an interviewee. It reveals that how an interviewee acted in particular situation faced in the past. And it will predict that how he or she will act in the future. In traditional interviews there is a series of question asked, that has the straight forward answers Like what challenges did you face? How did u handle them? Or what are your strengths and weaknesses?But in the behavioral interviews questions are more pointed and more specific than questions in the traditional interview. Like describe any example of a goal reached by you and how did you achieved it? or how did you work effectively when you were under pressure? In order to get selected, candidates must fulfill the criteria they are tested upon. English grammar English Comprehension Basic Mathematics Identification of Resources required in particular Department: Need Analysis Departmental Goals Organizational Goals Interviewing Process: Two structured interviews are generally conducted of a candidate at Maersk Line. The first interview is conducted by Human Resources which are focused on the candidates personal skills and capabilities. They use online or hard copy assessment tools to try to form an objective picture of candidates personal characteristics and logical capabilities and a feedback is provided as a part of the process. The second interview is normally conducted by the hiring manager who makes the final hiring decisions and focuses on the specific qualities and skills which are required for the particular job. The whole recruitment process usually takes 4 to 6 weeks; it could be vary depending on the locations. iii. Orientation and Trainings: Training and development is a continuous process, and is designed to bring about a change in attitude of employees with respect to the job they are doing, the people around them, the new procedures, the new techniques and skills that they can use. It is also to make them more conscious of their responsibilities and how to perform them effectively. Therefore, all training is planned and coordinated in a systematic manner by the company, in term so identifying following needs and the skills required in the company. The training and skill development efforts are not confined to a formal class room course but extended in all directions, hence, helping to improve the productivity of employees by imparting useful knowledge and training in the areas, which are neglected, and to add up to the most of their strengths. The growth of the employees is not only a short term vision of enhancing inputs through skills based on training but also an effort for the long term development of employees by education and planned management development inputs. Types of Training at Maersk Line: Orientation Program: Newly inducted employees are given a short orientation course to familiarize them with the company, organizational functions, activities, policies, procedures and programs. This type of training program may be arranged on individual basis or group class room training, depending on number of participants available. The duration and contents of the course is determined to meet the needs of individual concerned in consultation with respective departmental heads. Depending on the type of job, newly hired employees, as well as the promotes assigned to new field of activities, are given on the job training for a period ranging from one week to four weeks, as may be deemed necessary. They make sure that people are empowered to do their job well Indoor simulators: Job knowledge is an essential part of everyones responsibility in any position. Since technology, methodology, processes are changing at a fast pace, it is imperative that employees should learn new skills and techniques through specialized and technical courses organized within the company. Seminars and constructive discussion groups: Seminars are conducted to spread the awareness regarding different programs plus it provides a platform for the employer and the employees to socialize. Group case studies play an important role in a constructive discussion between the employees. Practical exposure and experiences: As a trainee in their company an employee will be given a responsibility from day 1 and will be provided with a proper toolkit enabling him to experience a real job. The Maersk group runs a trainee program which provides opportunities to get solid and a broad shipping knowledge. The applicants will be the part of business represented in many countries they are looking for energetic, passionate about shipping and eager to learn individuals who can apply as a Chartering or Operation Trainee in this program. Chartering Trainee: as a chartering trainee, he or she will be responsible for fixing the vessels and cargos. You are to ensure that the vessels sail with the right cargo. Operation Trainee: As an operation trainee employee will be responsible to make sure that the operations of vessels are efficient and safe. And will have to perform following tasks. Issuing voyage instructions Appointing agents Planning bunkering Market voyage analysis Handling insurance and legal matters The trainee will have a broad network of stakeholders including agents, ship managers, port captains and charters. iv. Performance Management: To maintain a sustainable Performance of an employee, Maersk Human resource management measures some of the main factors which has a high impact on employees performances. Work output Personal Competency Goals achieved Performance appraisal Methods at Maersk Line: HR managers should be very careful while selecting methodology used to measure performance of an individual. Maersk Line uses the following methods. MBO Each employee is assign with the specific tasks and goals, and then the progress of those goals is reviewed periodically. Goal setting is done by mainly focusing on the Organizational goals. Secondly the departmental goals are assigned to different departments working in the company, then these goals are discussed with the employees and employees get to know what is expected from them, which defines their individual goals. Finally the progress of these goals is reviewed and employees receive feedbacks. Paired ranking method Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which one is the better employee of the pair. Forced distribution method Similar to grading on curve; predetermined percentages of rates are placed in various performance categories. Example: 15% high performers 20% high-average performers 30% average performers 20% low-average performers 15% low performers Goals achieved The process starts when HR throws performance appraisal forms to different departments. This appraisal form has two sides: Employee Development Report-1 (EDR1) Employee Development Report-2 (EDR2) EDR-1 In EDR1 employee he identifies the Key Performance Indicators (KPIs), the employees themselves set the objectives and targets for the following year. EDR-2 In EDR2 it is the line manager who rates the employee performance by quoting significant performance achievements and deficiencies for the past year. He indicates what development and training will employee need in the future according to the highlighted areas in the current year. When both of them end up the negotiation then the appraisal form is sent to HR department for further follow up of the respective training or development arrangements. This way the Performance appraisal system reaches to end. These performance appraisal methods are very useful in order to maintain competition and for employees to focus on Key performance indicators (KPIs). And the results extracted from these methods become the basis of promotion, rewards, incentives, bonuses, or layoff and punishment for an employee. Compensation Benefits: Since the Maersk line is very careful in maintaining the equality among their employees, they never face any equity issue. The wages and salaries are set on the basis of employees Education Experience Market conditions Human capabilities The pay raise is given to an employee on the yearly basis. Maersk line negotiate the salary with a candidate on his own terms and conditions only when the job is highly skilled, when company wants to retain its loyal employee and when an employee is an exceptional performer. v. Career Development at Maersk Line: Maersk line is highly involved in investment in training and education. Over the years A.P. Moller maersk group has its own training system which is implemented over the years and constantly updated. And it is directed towards meeting the global and international organizations particular requirement. Their experience shows that the employee cannot be evaluated solely on the basis of written applications and the examination results. It is essential that the personal impression of the individual behind the papers should be evaluated. Everybody who is formally eligible and has the qualification required for the certain position, can expect to be invited for the interview with Human Resource Department at Maersk line. Maersk Line believes that career development is one of the most important steps in maintaining organizational performance. Maersk Line always helps its employees to build their career and achieve their personal goals by giving their best. And contribution which is made by the company is: Job enlargement Job enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job. In other words, it means increasing the scope of ones duties and responsibilities. The increase in scope is quantitative in nature and not qualitative and at the same level. Task related training is not required much since the person is already aware of the same or doing it for some time. Benefits of Job Enlargement The following are the major benefits of Job enlargement Increased Work Flexibility: There is an addition to the number of tasks an individual performs. There is thus an increased scope of carrying out tasks that are versatile and yet very similar in certain aspects. No Skills Training Required: Since the individual has already been performing the task in the past, there is no great requirement for imparting of new skills. However people and time management interventions may be required. The job thus gets more motivational for the one performing it. Job Rotation Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order to place him or her at the right place. In Maersk line we offer Job rotation which is a well-planned practice to reduce doing same type of job everyday and explore the hidden potential of an employee. The process serves the purpose of both the management and the employees. It helps management in discovering the talent of employees and determining what he or she is best at. On the other hand, it gives an individual a chance to explore his or her own interests and gain experience in different fields or operations. It is important to recognize when the employee is ready for promotion, because if an employee will not be promoted at the right time he might get demotivated. Maersk line recognizes such employees when there is availability of position and employees exhibition of competencies for performance in the new role. In case, when the employee leaves the organization when his/her promotion plan is ready, the HR gives someone else dual responsibilities for the time being. PROBLEM IDENTIFIED AND SUGGESTED SOLUTIONS i. Problem: There are number of potential drawbacks in different stages. One of the greatest concerns regarding relying too much on employee referrals could become the reason of limited diversity at workplace. Hiring from the same existing networks may bound a company to capture diverse pool of candidate, it is good for reducing cost expenditure but on the other hand it could become the big hurdle for the company if the company is relying on such method too heavily. This simple method could have many risks, e.g. when there is a need to fill particular Job the simple question is asked from the existing employees i.e. Is there anyone in your mind who can fill this Job? In response to this question employees may think of the potential benefits for their close ones in their network, rather than thinking constructively for the organization. It is not necessary that every time a new employee comes in through reference is beneficial for the company, it carries risks with it, it could take time to measure his/her effectiveness, and if the new employee is not prod uctive, eventually it will increase the cost of the company and employee will become the liability on the company. Solution: There is certain planning and strategies which can save the company from these problems Communicate the benefits to employees for the successful referrals; give them rewards, incentives and bonuses for the successful referral. This strategy can change the way employees think when they are asked to bring the best candidate for the particular job, now they will think of the best candidate in their mind, who will serve the company most efficiently and effectively. The reward amount should be sufficient enough to motivate the employees who make referrals but not too much that may lead them to make referrals of unqualified candidates. The bonuses should be given in installments because the effectiveness of the new employee cannot be measured in few days, it may take time. In order to be safe from a big loss company should make payments of bonuses in installments. The company may limit the number of bonus qualifying referrals that is made by each employee per year. This will reduce the number of employee referrals per year. The mandatory qualification and specifications should be clearly mentioned and delivered to the employees who make referrals. It will reduce the risk of getting unqualified employees. All the requests for employee referrals should be added to the pool of the candidates. ii. Problem: The advertisement for the Job which is offered by the company is very much important in order to gather a better pool of candidates. Maersk Line is highly dependent on the internet as medium of advertisement for the jobs. They dont prefer NEWSPAPER for the advertisement of their Jobs; as a result they are missing a large number of candidates who prefer Newspapers to find jobs. Solution: In order to get better employees a company must have a large pool of candidate so that it can be used for hiring employees when there is a need to fill the job in emergency. Newspaper plays an important role in spreading awareness among public. Since its an oldest and most popular medium of advertisements civilized and educated people read newspaper as a matter of habit in all over the world. Therefore it has a wide and general appeal. The message can reach a large number of audiences quickly. Choosing the best newspaper is also important, so the Maersk line can improve its pool of candidates by spreading word through Newspaper. iii. Problem: When we asked them; Has it ever happened that an employee might have left the Organization due to some reason; while the HR had plans for his promotion ready? Yes No They chose YES, And then we asked the next question; With Reference to the above scenario, what did the HR do? (If the above Question is answered as a NO, then suppose a scenario with the above details answer this question, what would the HR do?) Promote an immediate subordinate Bring in a Contingent Employee Give someone dual responsibilities for the time being Hire an individual from a pool of already collected CVs. They chose the third option which is Give someone dual responsibilities for the time being It may create a problem we identified, because in case of fulfillment of the job which has been left empty by the previous employee due to any reason, Maersk Line shifts the tasks to other employees. This creates a burden on them. Assigning dual responsibilities to an employee may become the reason of his/her demotivation. The workload given to someone more than his/her capacity may push them towards demotivation. As a result that employee may leave the Job which actually creates a problem for the company. Solution: It is normal that when employees get better options and more secured jobs they switch their jobs. If we see the answer of first question we asked, it shows that maersk line has issues with their employees regarding their promotions. The timing of the promoting employees is not accurate, that is why it leads employees to leave the job right before the promotion. The main problem is to put dual responsibilities on existing employee rather than promoting him/her to that post. The Maersk line lacks the succession planning; they prefer distributing the responsibilities instead of immediate fulfillment of the empty position. Because it is the best time to get benefit, by promoting the employees to fill the job and if the company doesnt find any potential candidate among the existing employees who can fill the post, then they should focus on the pool of the candidates. It ensures that the collected CVs are not useless iv. Problem: Maersk Line doesnt have any well defined strategy to retain their employees who are really important for the companys growth. It usually happens in Maersk Line that employees leave the organization due to some reason; while the HR had plans for their promotion ready. Recruitment is an expensive process, and when employees leave the jobs it is actually a loss in the cost incurred in the recruitment process. Solution: Hiring employees is an important stage but to keep them in your organization is also very important to be safe from the high employee turnover costs. In order to retain the employees, maersk line should create some tactics to retain their employees. These tactics may include: Offering competitive benefits: Give rewards and incentives Provide some small perks: Conduct stays interviews in addition to exit interviews Promote whenever poss

I’m African American, Not Ghetto Yet I’m “White” Essay

I’m African American, Not Ghetto Yet I’m â€Å"White†? Stereotypes are a part of the reason why people are so judgmental today. In the world, speaking â€Å"like† an African American usually refer to slang/illiterate terms while speaking Caucasian would refer to intelligence. The stereotype I chose, â€Å"If you’re black but don’t act ghetto you’re considered â€Å"white†; is seldomly brought up but constantly judged throughout the business world and education systems or even in everyday tasks such as shopping. Deon Cole Black Box is a comedy show that The first media selected was an episode from â€Å"Deon Cole’s Black Box†. This video focused on an African American man working in a business consisting of mostly Caucasian people. The speaker, Deon Cole spoke to a moreover adult audience conveying that African American speaking intellectually and using words such as â€Å"awesome† are considered speaking white and is not acceptable. The purpose of this stereotype is to compare the speaking difference between African Americans and Caucasians. The speaker delivered the message with a humorous point of view. He consistently talked in a different way compared to when he talked to people of his same race. Although to his other coworkers he sounded normal, to people of his own race he sounded odd. The speaker confronted him on this saying how he talked â€Å"white†. This added to the stereotype ‘If you’re black but not ghetto, you’re automatically considered â€Å"white†Ã¢â‚¬â„¢. The Second media I chose was an article called â€Å"Racism in High School I’m not Oreo or ghetto—I’m just being me†. The author Nesshell Rainford communicated her opinion on how others were considering her an Oreo. This meaning others felt she talked white on the inside but was African American on the outside. The intended audience was any teenager who may have experienced or is experiencing this. She expressed how she felt towards teasing, insults, racism and judgments she dealt with in high school.

The Foolproof Case Study Format Strategy

The Foolproof Case Study Format Strategy One other important lesson from consulting a very good case study analysis example is the demand for appropriate citation of resources. If you prefer to obtain MA or Ph.D. degree, you should learn to develop into a specialist in the discipline of your specialization by solving various case studies. Your instructor might ask that you select from a specific theoretical strategy or request that you summarize a couple of possible therapy approaches. Through realizing the use of such assignments, it's possible to realize great outcomes. If you would like to write shorter case studies, the subsequent templates ought to be helpful. An individual could observe that such assignment demands enough time and knowledge in addition to the ability to investigate, analyze and make conclusions. A case study is a part of content, published by means of a company, that outlines their success or effectiveness in handling a customer. It is a research method that is incorporated within the field of social science. To begin with, it should be written with the help of the Microsoft Word program, generally used for the work with texts. In some cases, your case study will focus only on the individual of interest. The Case Study Format Cover Up After you purchase the order, you are going to find an email with a hyperlink to download the templates. When you make the payment, you're sent an email. The case template is absolutely free to download, and therefore you don't need to spend time creating it all on your own. You can also like Case Templates. How Case Study Exams Work A case study-based exam is composed of variety of testlets that every center around a comprehensive description of a fictional company. Students are not that keen to think of such large-scale assignments with no help. Case studies are an effective tool in your content promoting arsenal! They are an incredibly useful tool and can have a massive positive impact on your content marketing. What Everybody Dislikes About Case Study Format and Why A business program can likewise be known as a case study, and internet helpers can help both student and professional to acquire ready with one. Although every business case study is somewhat different, there are a number of elements which every case study has in common. Should you need practical aid in writing the case study, you're a click away from the proper decision. There are lots of places where you might get a case study introduction sample, although not all them is able to be reliable and professional bus inesses. One needs to collect enough data to spell out the issue of the case from many sides and to earn an appropriate structure for the paper, which will satisfy the professor. The next thing to do is to choose the quantity of work that one is likely to write. The case study templates mentioned previously are totally editable and customizable. The particular format for a case study can fluctuate greatly. If you are directed to compose a case study for a psychology program, be certain to check with your instructor for any particular guidelines that you must follow. In the majority of cases, your instructor will have a great deal of papers to grade and isn't very likely to go past the very first paragraph of a poorly introduced paper. After reading and analyzing the situation, the student ought to know about something or be in a position to do something. Remember your instructor is not going to only grade you on the caliber of the content of your paper, but by how you put on the APA style, too. When you would like to ascertain the essence of the case study examples, what you need to do is to take a number of them from here, and compare them with each other and the basic sections of the paper. The truth is that the selection of information and sampling in the specialty must to be carried out by you. At times you can become halfway through a case study before you understand you have no clue what the advantage is or what they're driving at. For instance, a common social case study may reveal that a massive proportion of criminals have a tendency to check at or purchase pornographic material.