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Map of World Hotspots

Guide of World Hotspots A large portion of the worldsâ volcanismâ occurs on plate limits. Hotspot is the name for a focal point of volcanism that is remarkable. Guide of World Hotspots <img information srcset=https://www.thoughtco.com/thmb/fWn6D0XxNYJnugW3av9tG9QU2sc=/300x0/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg 300w, https://www.thoughtco.com/thmb/eq6c4Y7I9Zseyie0Np6pkBd51sE=/350x0/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg 350w, https://www.thoughtco.com/thmb/Ua1Fu9Nm1gd6Firz-3B9X_MF_ok=/400x0/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg 400w, https://www.thoughtco.com/thmb/wbpXITuAeDG-m8hvFOooyTUplpg=/500x0/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg 500w information src=https://www.thoughtco.com/thmb/Dm_ySR7voFixPuInDhT4qGSLUGo=/500x285/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg src=//:0 alt=A helpful manual for names and areas class=lazyload information click-tracked=true information img-lightbox=true information expand=300 id=mntl-sc-square image_1-0-3 information following container=true /> Snap the picture for the full-size adaptation. Picture politeness Gillian Foulger As per the first hypothesis of hotspots, from 1971, hotspots speak to mantle tufts masses of rising hot material from the base of the mantle-and make up a fixed structure autonomous of plate tectonics. Since that time, neither one of the suppositions has been affirmed, and the hypothesis has been extraordinarily balanced. In any case, the idea is straightforward and engaging, and most of masters are as yet working inside the hotspot system. Course books despite everything educate it. The minority of authorities looks to clarify hotspots as far as what I may call propelled plate tectonics: plate cracking, counterflow in the mantle, dissolve creating patches and edge impacts. This guide shows the hotspots recorded in a persuasive 2003 paper by Vincent Courtillot and partners, which positioned them as indicated by a lot of five generally acknowledged rules. The three sizes of images show whether the hotspots had high, medium or low scores against those measures. Courtillot recommended that the three positions relate to a starting point at the base of the mantle, the base of the progress zone at 660 kilometers profundity, and the base of the lithosphere. There is no accord on whether that view is legitimate, however this guide is helpful for demonstrating the names and areas of the most regularly referenced hotspots. Some hotspotsâ have evident names, similar to Hawaii, Iceland and Yellowstone, however most are named for darken sea islands (Bouvet, Balleny, Ascension), or ocean bottom highlights that thusly got their names from popular research ships (Meteor, Vema, Discovery). This guide should assist you with keeping up during a discussion focused on pros.

What Channels Are Most Effective for Recruiting of Top Talent for a Startup

What Channels Are Most Effective for Recruiting of Top Talent for a Startup Startups are at a disadvantage when it comes to recruitment when compared to their more established counterparts. While corporate companies can survive even with a few wrong hires onboard, startups can’t because each employee’s contribution is essential to keep their business afloat. In addition, young startups typically do not have the benefit of recognition or an established brand name, will struggle to attract hires because of the inherent risk involved with their business, may be inexperienced about what role to hire for or how to go about the recruitment process and don’t have adequate knowledge/awareness about the local job market. © Shutterstock.com | baranqIn spite of all the challenges involved, a startup can easily and successfully recruit a great team just by using the right tools. Through this article, you’ll learn about 1) worldwide recruitment trends for 2014, 2) 10 best channels for recruiting top talent for a startup.WORLDWIDE RECRUITMENT TRENDS OF 2014Employer branding“Employer branding” is a term referring to a company or organization’s entire efforts to promote itself (or present and manage an image of being) a desirable place to work or the employer of choice to a preferred target group of potential hires which it desires to recruit and retain. In 2014, employer branding figures as a key long-term recruitment tactic. A 2011 LinkedIn study of more than 2000 recruiters found that cost per hire and turnover rates for companies with solid employer brands are respectively more than two times lower and 28 times lower when compared to those companies with not so strong employer brand.Startups ca n consider branding themselves by highlighting benefits such as flexibility, broader business exposure, opportunities, transparency, teamwork, and camaraderie. Data is a driverData-driven insights and decision making are an important factor in employer brand building and drawing the services of top employees. Even though the majority of business functions moved over to the data-driven model, the practice is conspicuously not so common within recruiting. Leading organizations are currently utilizing or have already utilized Google Analytics for assistance with strengthening their strategy for talent acquisition.One example of a company with a data-driven recruitment approach is the Carlson Rezidor Hotel Group, one of the world’s most dynamic and biggest hotel management companies. In order to broaden their audience demographics and increase their number of website visitors, the company recently re-launched its career site. They joined hands with Weber Shandwick to come up with an e mployer value proposition that would echo well with their niche audience. Google Analytics were introduced on practically all the website’s pages. Data produced by the site was then studied to know more about the nature of public interaction with their website, where talent is located, and the determination of potential hires who matched the hotel group’s employer value proposition.Intensification of competition for the best talent2014 is a year of return to vigorous recruiting competition. The increasing competition for technical talent and top performers would reach such an extent that current tools and recruiting resources would be stretched to their maximum. Characteristic of the increased competition is a return to prominence of: aggressiveness, higher rejection rates, a requirement for counter offers and fresh focus on hiring the currently employed. Heightened competition results in a need to find out new recruiting strategies to get the benefit of competitive talent.Progr ess of online candidate assessment towards the mainstreamWith online skill assessment and technical knowledge options becoming less costly and more effective, online candidate assessment is progressing to the mainstream. The impact of this kind of assessment is high owing to the fact that it lessens unnecessary interviews and can considerably better the quality of hire. Social media has an increasing influence on quality of hireIn spite of the administrative and legal challenges involved, an increasing number of firms believe that a social media profile (typically LinkedIn profile) on its own is more than sufficient at least to initiate the hiring process. According to a Social Recruiting Activity report from Bullhorn, a global recruitment software company, close to all (97 percent) U.S recruiters utilized LinkedIn for social recruitment in 2014. If one wishes to get the best talent out there, ideally, social media should be one of the channels leveraged. Comprehension and increase d adoption of the mobile platformA recent study on job search traffic for survey data and smart phones for the recruitment website Indeed revealed that 50 percent of global job searches on the website are carried out through mobiles. Indeed, in 2014, the impact of the mobile platform in the area of hiring is growing and expanding. One can expect main-streaming of the technical capability which permits the direct instant application for vacancies from mobile phones.Tools for mobile recruitment can be chiefly categorized into four â€" Quick response (QR) codes, apps, text alerts, and mobile-optimized websites. Unfortunately, optimization of websites for the mobile platform and a tailored mobile experience is an area that is often neglected by many corporate career sites even though the job board sites themselves are mobile friendly. This year, a comprehension of how visitors utilize mobile and ensuring that the mobile website experience matches the quality of its computer counterpart should be taken as essential for recruitment marketing and not overlooked.Data driven recruiting becomes the normMore and more companies are recruiting their data driven. This means companies try to understand the impact of each employee on the sales or gross margin. By understanding what types of employees contribute the most, companies can hire more efficiently and thereby increase their profits. Common properties of potential employees include but are not restricted to level of education, level of proactivity engagement, creativity, and loalty.Boomerang rehires become a principal targetA boomerang rehire is a returning employee â€" one who worked at a company before, left and is hired again by the old company. The lack of talent will shoot boomerang rehires (one of those sources of the best hires) to importance after years of neglect. The best firms would reinvigorate alumni groups and leverage them to get their very best ex-employees with an established track record to return. Boomerang rehires are considered to be great talent for reasons such as them: being proven top performers with a demonstrated track record, association with a low new-recruit failure rate, possible ability to achieve the minimum expected productivity targets faster or easier than new hires, already matching the company’s culture, and being more likely to stay.Startup recruiting trends like: skills profile and rolesSome of the startup recruiting trends for this year are:More recruitment of MBAsAccording to a 2013 survey covering 84 business schools, 57 percent of the schools said that companies that were in existence for only a year or under had increased their full-time hiring of MBAs.Filling roles of growth engineers and big data developersSome of the most difficult roles to fill in include those that never existed two or three years ago:Growth engineers or growth hackers that can drive viral characteristics within a productBig data developers and analysts who can develop suitabl e algorithms and data infrastructure to efficiently leverage and study that dataLooking for hires who excel in fast growing environments and platformsThese environments and platforms include: Scala, iOS, full-stack Python, Android and Node.js developers experienced in developing applications that scale well.Quantitative analysisThe majority, if not all functions call for quantitative skills in 2014. It is challenging to bring in quantitative skills into functions that presently don’t focus there. This calls for both creativity and time. It would be a good idea to launch a new quantitative function with gems from other areas in your organization. You can also speak to your data scientist about introducing and interviewing candidates.10 BEST CHANNELS FOR RECRUITING TOP TALENT FOR A STARTUP1. Employee referralsEmployee referrals have been and will continue to be one of the top channels for acquiring top talent for a startup. Employees generally only refer people who they are certain would be a good fit, co-operative, hardworking, and an asset to the organization for the particular position. This may be because they are subjecting their own reputation to risk when they refer someone. The organization benefits from great talent and a reduction in expenses and time associated with recruitment.TipsOffer rewards and/or recognition (monetary rewards are best) to employees who refer successful hires for your openings. Consider giving out smaller rewards to people who gave you a referral even though the person was not taken into service.Publicize the rewards and recognition on offer so that your employees would be more enthusiastic about referrals. They can be publicized on your company’s career page, in newsletters, blogs, marketing campaigns, and even on your Facebook page, if applicable.Develop a form for employee referrals which new employees can fill in with a list of prospective hires they know and their contact details.2. Company websiteA company webpage(s) is a great and practically no-cost place to speak out about why prospective hires should consider working for your company (such as career growth, job atmosphere, salary, and perks).TipsIncorporate a button on the homepage that would take the website visitor to career opportunities/vacancies.Offer multiple options by which candidates can communicate their contact details or other information to you (phone, fax, online, in person, and so on).Current vacancies can be advertised on the website but at the same time never mention that no positions are presently available with your company. By doing so, you may be missing out on some very valuable talent who could contribute much to your company’s progress.3. Social media and professional networksProperly managed social recruitment techniques enable employers and recruiters to get the attention of and hire highly qualified candidates, with greater reach and less cost than conventional recruiting methods.TipsWith respect to attracting cand idates, some of the things you can consider talking about through your company page on various social media are: what’s unique about your company’s culture, what is the experience of working at your company (can include things like building tours and interviews with employees), community news, industry news, questions to your audience (such as any one thing they wish to know about your firm, a great interview tip), and of course, job openings.You can also know more about the personality of prospective hires by way of their social media profiles which will help you decide whether to accept (factors such as creativity and great communication skills) or reject (factors such as provocative content posts, lies about qualifications) candidates based on what their profiles reveal.Observe and recognize activities across your different social media networks. Candidate questions, responses, comments and other interactions will help to understand what areas your social recruitment efforts should focus on.LinkedIn dominates among online professional network options to find prospective hires but it would do well to incorporate social media plarforms like Facebook and Twitter too in your recruitment efforts.4. Internet job boardsOf all employees in the U.S., 74 percent are open to a new position if an opportunity were shown to them, or are actively in search of new work. According to The Undercover Recruiter, two-thirds of that percentage utilizes job boards to locate jobs that may be of interest to them. Another finding from the report is that job boards that don’t have an option for candidates to upload their job histories or qualifications were responsible for lowered utility for both candidates and employers.TipsWrite and position the ad in such a manner that it lures the right audience.Look for job boards websites.Optimize the use of added extras such as hosted forums. These forums are a platform for jobseekers to ask questions, thereby giving employers like you an opportunity to deliver feedback as well as develop relationships beyond online.Look for a job board(s) that supports features such as social integration and mobile access so that you have maximum reach.5. Internal recruitmentInternal recruitment involves evaluating one’s own current staff to see if any of them are suitable to fill a vacant job position. This kind of recruitment as opposed to external recruitment is associated with benefits such as the following:TipsManagement has a good understanding of the employee’s capabilities.Existing staff get new opportunities (or career growth) which in turn boosts staff dedication and retention.Less time and expense are spent on recruitment.Reduction of the knowledge gap â€"The employee taking over the new post can mentor and train the employee who is to fill his old post.Corporate knowledge remains in-house.6. Recruitment agencies / HeadhuntersA recruitment agency is a good option to consider when you are short of time to hire for t he vacancy, have not been able to fill the vacancy for quite some time, don’t have internal HR or have noticed high turnover rates for the vacancy and require expert assistance. Recruitment agencies are chiefly of two kinds contingency firms and retained firms. The former type is wholly performance based and you have to pay them only if they are successful in placing an employee with your company. The latter type is contract-based and has to be paid whatever the outcome.TipsTo make the right choice of recruitment firm for your requirement, it would help to ask your shortlisted options questions relating to, for example:How long the agency has been in businessHow the qualifications of prospective hires are checkedWhat the kind of clients they representWhat their degree of collaboration isWhat their placement success rate isWhat their billing process is7. College recruitment programsSome of the common forms of campus recruitment programs which you can consider include campus interv iews, phone interviews, on-site interviews, video interviews, campus career and job fairs, information meetings, career networking programs and off-campus recruiting programs. You can even list internships and jobs straight on the school’s job website, which only the school’s students and alumni can take advantage of. The majority of schools make use of a recruiting job posting service (such as NACElink) to manage their on-site and campus recruiting programs.In addition to helping enthusiastic and bright newcomers enter your business industry, college recruitment is a channel for attracting low-cost talent, and testing for longer-term capabilities.8. Company internal candidate / ATS databaseAn Applicant Tracking System (ATS) is a kind of software application with which employers can process job applications and direct the hiring process. With the information available in the database, you can test applicants, screen them, schedule interviews, mail rejection letters, check refere nces and finish paperwork pertaining to new hires. In addition, skill matching and review of applications is possible, automated messages can be sent to applicants to inform them of receipt of their application and HR personnel can utilize the same information to put successful candidates on the payroll after they are hired.ATSs can also help employers  determine from which source a candidate came to know about the vacancy: whether by way of a referral, job board or other source, identify passive yet talented potential hires, post jobs to many channels including social media,  and benefit from features such as customized input forms and automated resume ranking. HR and recruitment departments must optimize use of ATSs not just to search for fresh talent but also to leverage the talent already present in the system.9. Video interviewingAccording to a study conducted in August, 2013 by OfficeTeam, an administrative staffing firm, 63 percent of HR managers in the U.S carry out employme nt interviews using video, showing an increase by 14 percent from a year ago. In addition to it being a medium favored by the younger generations, video can catch subtle kinds of body language and emotional clues, and also aspects of the candidate’s personality, making it a great recruitment channel.A number of tools and solutions with which employers can conduct video interviewing, are available. With these tools, you can utilize live or recorded video to do things such as pre-screen prospective hires and/or carry out job interviews. With video interviewing, in the time usually taken for a one-person interview, it is possible to rate, appraise and select several or many of them. Some tools enable asynchronous interviewing. So, usually, candidates can answer a set of questions furnished by the employer with the interview being recorded at a time, and place convenient to them. Some examples of video interviewing platforms from the U.S and U.K are: Zoom, Sonru, InterviewStream, Mont age, HireView, Tazio, Jobvite, and LaunchPad Recruits.10. Trade journals/print newspapersRecruitment advertising by way of print newspapers and trade journals is still alive. A lot of heavy industry, service and mechanical positions are effectively advertised in local newspapers. The advantages of print advertisements include: the ability to reach a large audience with certain specialized skills and also to cover a large audience in a particular geographic area, newspapers are a considerably lower cost option, and candidates generally believe that any organization which takes the time and effort to advertise in a trade publication or newspaper takes its position on offer seriously.Before advertising in a local newspaper, check out the paper’s ad format and script your ad with an appearance and size that would attract attention. The ad should be lucid enough in its requirements so that obviously unqualified persons are discouraged from applying. For advertisements in trade publicat ions, consider those publications which you regularly read or scan because the probability is high that job seekers pertaining to your industry are checking them out too. You can also consider print publications that have online versions and check whether your print ad would feature in the online version too, if you’re interested.How To Recruit Amazing Talent for Your Start Up In conclusion, it may be said considering that such a wide variety of channels are available for recruitment of top talent, the HR must identify which channels are best for their organization’s requirements and learn to use the selected channels effectively and efficiently.Best Recruitment Sources for the Start-up Company[slideshare id=26509079doc=bestrecruitmentsourcesforstartup-130924141312-phpapp01w=640h=330]

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Effects Of Binge Drinking On College Grounds - 786 Words

Introduction According to the National Institute on Alcohol Abuse and Alcoholism, binge drinking is defined as the consumption of five or more drinks for males and four or more drinks for females consecutively in the same day, within a two-hour period. Problem drinking seems to be a phenomenon highly present amongst the college-age population. However, not a lot of focus has been given to the negative impacts that come along with binge drinking on college grounds. Having encountered multiple clients reporting problems with alcohol consumption while in college sparked an interest in working with this population in order to have a broader understanding of what should be a major concern. It is no secret that binge drinking is present amongst college aged students. However, data collected by Kelly-Weeder (2010), supports that this binge drinking is specifically present on college grounds. More specifically, binge drinking is even more prevalent amongst college students across campuses in the United S tates; being identified as a major public health concern (Johnston, O’Malley, Bachman, Schulenberg, 2013). To a greater extent, although binge drinking does not seem to discriminate amongst genders, it seems to affect more college-aged males than females as they reported more reoccurring episodes (Kelly-Weeder, 2010). Literature supports, that this major health concern can be correlated with low various negative outcomes that include poor academic performance, risky sexualShow MoreRelatedSubstance Free Housing Is An Increasingly Popular Option For Campuses1385 Words   |  6 PagesSubstance-free housing has been implemented in universities and colleges in hopes of reducing rates of binge drinking among college students. 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Bosh the Rightful Free Essays

â€Å"His Airness† – that’s what people call him. Michael Jordan is indeed one of the most notable of all sports superstars. Then came a surprise. We will write a custom essay sample on Bosh the Rightful or any similar topic only for you Order Now Still in his prime and internationally recognized as â€Å"the best basketball player on the planet,† Michael Jordan closed the door on the most glorious NBA stint and walked away in 1997, leaving a tremendous void in the sport and raising the question of who will replace him as the game’s ambassador and marquee play. Not since Muhammad Ali has an athlete so dramatically affected a sport on virtually every level — transcending basketball as a sport and becoming an international figure that probably would be recognized in some of the remotest spots in the world. Michael Jordan, born in 1963, is considered by many to be the greatest player in basketball history. The 6 ft 6 in (198 cm) shooting guard first became known as an explosive individual scorer, but as he matured as a player he adopted a more team-oriented approach to the game. Jordan led the Chicago Bulls to six National Basketball Association (NBA) championships (1991-1993, 1996-1998). His widespread appeal to fans helped make basketball one of the world’s most popular spectator sports (Stein, 2005). After his retirement, what’s the possibility of someone wearing the crown of a guy who brought an unprecedented level of excitement to the game, did things on the court that other players simply couldn’t do – and made it look easy while he was doing it? What’s the likelihood of someone sharing the pedestal with the guy who won three MVP awards, led his team to three consecutive championships, had seven straight scoring titles, boosted television ratings an average of 17 percent when the Bulls played, collected two Olympic gold medals, earned an estimated $36 million annually in endorsements, and was the top draw on the road, attracting an average of 18,433 fans per game in his last season? Not surprisingly, there’s a popular thought among Jordan fans who say there’ll never be another Michael Jordan. However, there are new NBA rookies out there who might match the outstanding mark Jordan made in basketball history. Then, came Chris Bosh of Toronto Raptors. Chris Bosh was born March 4, 1984 and was number 4 in the NBA draft pick in 2003. A power forward, he’s a great inside and outside player. Few are blessed with his athletic prowess as he plays with a good amount of aggressiveness, but doesn’t get out of control or lose his composure easily. His long frame and amazing fluidity, he runs the floor exceptionally well. Bosh doesn’t have the perimeter skills of Kevin Garnett, namely shooting, but appears to like playing in the post more so than Jordan and could end up filling out into more of a dominating post player. Has great ball handling skills and really can pass the ball. He has some developed post moves and an advanced offensive game for a 21 year old. He can even step out to three point land and hit a few long range shots. Most sports critics say, he understands the game well, doesn’t make unnecessary moves, uses the drop step and jumps hook effectively. Because of his long arms, timing, and explosiveness, he is an excellent shot blocker. The team even goes to him to bring the ball up the court at times as a point forward. He is now dubbed as â€Å"Air Canada† comparable to Michael Jordan’s â€Å"Air Jordan† tag (Forrest, 2005). But, he’s more famous to the title as â€Å"The Future†. When the Raptors claimed the NBA title against the Chicago earlier this year, Bosh is getting a step closer in his path to equal Michael Jordan’s fabulous feats. No one might be comparable to Jordan now, but surely there will be â€Å"The Future† who might be giving us the hopes and the thrills of the game we just love, which is basketball. Works Cited Stein, Marc. â€Å"Michael Jordan. † Microsoft ® Encarta ® 2005 [CD-ROM]. Redmond, WA: Microsoft Corporation, 2005. Forrest, Ben. The Unveiling of Chris Bosh. Brock Press, Ontario, February 22, 2005. Acquired online last November 17, 2005 at http://www. brockpress. com/media/paper384/news/2005/02/22/Sports/The-Unveiling. Of. Chris. Bosh-872851. shtml? norewritesourcedomain=www. brockpress. com How to cite Bosh the Rightful, Papers

Response To The Scarlet Letter Essays - English-language Films

Response To The Scarlet Letter Response to The Scarlet Letter Confess thy truth and thou shall have eternal rest. I belive that is the moral to be taught in this novel of inspirational love, yet a novel of much sorrow. The impossible became possible in The Scarlet Letter, a story set back in the Puritan Times. In this response, I will give my reactions in writing to different aspects of the novel;the characchters, my likes and dislikes, my questions, and my opinion of the harsh Puritain lifestyle. Hester Prynne, the Reverend Dimmesdale, and Roger Chillingworth each suffered guilt in their own way in the novel The Scarlet Letter. In the beginning of the novel, Hester Prynne should have not suffered the way she did on the scaffold alone. She was forced to be intergated by the high-officials of the town, while holding her little Pearl in arms. Making matters worse, the father of the child was in that very group of officals. She was then sentenced to wear the scarlet letter A, showing her guilt externally. Unable to take it off, she was forced to show her guilt to the entire settlement. However, the Reverend Dimmesdale suffered internally, with a scarlet letter of his own engraved in his mind, and on his chest as well. He felt like he betrayed God, and beat himself in a frenzy to prove his wrongdoing. He often questioned wheather his authority was true or not. Roger Chillingworth suffered the least, because he only failed to reveal the secret that he knew, the father of the child who Hester Prynne was forced to live with. This small restriction to his life forced him to suffer internally. I had different likes and dislikes in the novel The Scarlet Letter. There were many things that needed to be judged to fit into the given catagories, including; character attitudes, and character decisions. For example, the attitude displayed from the Reverend Mr. Dimmesdale was rather unnapealing to me. There are different ways of settling ones guilt rather than whipping oneself in a closet. The one character whose attitude was appealing to me was that of Pearl's. She showed that mistakes in a relationship often lead to bad situations. Her mischeif and connection to the devil are examples of just those situations. Character decisions played an euqally important role. For example, I thought the descision for Hester not to tell who was the father of Pearl on the scaffold to be very brave, but was wrong. She could have ended it a lot quicker if she told the truth. A descision that I supportted was the plan for Hester, the Reverend Dimmesdale and Pearl to leave town, because it was a wa y to start a new life. Certain questions came about when reading The Scarlet Letter. Many of them involved small details. . For example, why did Hester not tell her daughter at a younger age what the A embroidered on her clothes meant? Why did the minister wear elaborate garments when conducting his self-punishment in the closet? However, other questions were involving larger situations. Why did the minster keep quiet when he knew he wouldn't live for much longer? What made Hester finnally remove her scarlet letter (for a short period of time)? The Puritanic age was a harsh and brutal period of time. At many times, citizens had no rights whatsoever. The persecuted depended on the fate of the few elite, or the top officials of town. Their laws were srict regaurding having a child out of wedlock, and if not followed, a scarlet letter A would place itself upon that person(s). My thoughts on the whole Puritanic epoch are not sympothetic. The strict rules set guildlines and formed a society in which much of it had no problems. I would even think that if applied to currnet times, it would turn society around dramatically. Book Reports

Core competencies of Indigo Airlines Essay Essays

Core competencies of Indigo Airlines Essay Essays Core competencies of Indigo Airlines Essay Paper Core competencies of Indigo Airlines Essay Paper 1. Merely debt free company in the air power sector – It has adequate hard currency in his pool to prolong itself for another two old ages. With the sum of hard currency that indigo possesses it will certainly be one of the large participants in the low-priced infinite globally with its expected fleet size of about 100 planes by the twelvemonth 2016. Indigo’s fleet makes up about 6. 5 % of India’s combined swift size and comparing this figure with the market portion of 27. 40 % . 2. Word of Mouth A ; Repeat Customers – Indigo has barely advertised and indulged in trade name edifice activities. It spends less than 1 % of gross on selling. It is merely recently that it started to recognize the value of advertisement and launched a twosome of ads. The secret behind the huge success of the air hose is the word of oral cavity advertisement A ; repetition purchases by the clients. Indigo outperformed its challengers by set uping a difference ; it created greater value to its clients at lower monetary value. Hence. Delivering greater value allowed them to bear down higher and Greater efficiency resulted in lower norm costs. 3. Price Sensitive A ; Time Sensitive – The company achieves cost advantage through assorted procedures such as avoiding the in flight services. No free repasts. Highest no. of seats in the aircraft. Lower employees per aircraft. Lightest rider seats in India which weigh merely 12. 8 kilogram and utilizing pigment which overall weights 50 Kgs less. Indigo has broken up the occupation into little packages with clip marks and each of these is monitored. They have even turned around an aircraft in 14 proceedingss. 4. Operational Efficiency A ; Innovation- Indigo has set up a centralised operations control Centre which monitors the conditions. anticipate holds and even provides progress information to the land staff. Average age of the fleet is about 1 twelvemonth. the happening of proficient mistakes are low and therefore less care issues. Because of this Indigo has managed to accomplish high On-Time public presentation. Indigo keeps implementing new and advanced thoughts to increase the quality of client service. Recent illustration is: Indigo has rolling â€Å"check-in counters† where riders with merely cabin luggage can check-in with an Indigo functionary with a hand-held device. instead than run alonging up at the check-in counter. Calculating Success of Indigo Airlines ( Load Factor ) â€Å"Indigo has reported a Load Factor of 75. 7 % when the Industry’s norm was 65. 6 % † * Load factor represents the proportion of air hose end product that is really consumed. To cipher burden factor. split RPMs by ASMs * RPM ( Revenue Passenger Miles ) – It is calculated by spliting rider gross by available place stat mis * ASM ( Available Seat Miles ) -One aircraft place flown one stat mi. whether occupied or non. For example-An aircraft with 200 rider seats. wing a distance of 200 stat mis. generates 40. 000 available place stat mis.

The Economic Aspects of Required Textbooks

The Economic Aspects of Required Textbooks Hashtag: #BudgetBooks The process of determining which books are to be used in a school classroom is historically controversial. The study shows that textbooks in elementary and high school are often acquired based on economic and political reasons rather than educational considerations. Moreover, major textbook publishers often influence school decision about required or supplementary text. If the school adopted the new book as required text then students have to buy it. This, in reality, is helping publisher make money out of school adoption. However, not all students can buy required books and many actually result to borrowing books from libraries, friends, photocopying text, or buying used second-hand books. In some developing countries, for instance, the teacher has the only textbook in the class. In particular, most public school systems  are underfunded and cannot provide new books. The lack of reading materials is further complicated by the fact that these students are relying on outdated materials. For instance, findings of study conducted in developing Asian countries suggests that lack of textbooks and adequate teaching and learning materials result in low student achievement. In contrast, students’ achievement was higher in schools with more textbooks. Teachers are â€Å"gatekeepers† of academic books or the people who have the knowledge and power to recommend the most appropriate textbook for their class. Teachers are powerful actors shaping the content that students are likely to use in their studies. They influence students’ decisions on the kind of books to read and prevent them from wasting time and money on buying books that are not essential to specific classroom tasks. Benefits of Second Hand and Used Books Books required in higher education are often expensive but bookstores nowadays are selling new and used books. Some student government operated bookstores are also selling used books at a much cheaper price than those offered in regular bookstores. Most of these books were collected from â€Å"book drives†, a campaign where discarded books are deposited in a donation bin at school. College students’ organizations are also selling and buying used books. Book exchange provides opportunities for people to sell back their used books at a reasonable price. Students can also buy from online bookstores and wait for shipping. Books, regardless of age are reliable and accurate sources of information. Most teachers depend on books for factual, scholarly, and in-depth inquiry. Old but gently used books are a good source of reading materials and facilitate extensive reading at home. Inequities in students’ access to books outside the classroom can be resolved by soliciting used books. In fact, many persevering and diligent teachers built their classroom libraries from used books purchased by parent-teacher organizations from garage sales. This library of used books contains easily accessible multicultural literature that can help students see themselves, appreciate their own and others culture and language. Book Fairs are not only great way to collect, sell, and raise funds but influential in motivating people to read. Book Swap, on the other hand, enhances social networks of literary enthusiast. Similarly, book hunting through garage sales encouraged students to read some or all the books they find during school break.

(Human Resourse) Darkside report abot US Class Action Lawsuit Essay

(Human Resourse) Darkside report abot US Class Action Lawsuit - Essay Example According to David Garrison, one of the counsels representing the women, Johnston law firm was representing hardworking and courageous women who represented thousands of others to fight against Wal-Mart practice of discriminating its female employees (Miles, and Harry, 1969). Being the third discrimination case against the store, Phipps v. Wal-Mart involved three plaintiffs who were employed in the region 43. The three women included Cheryl Phipps, Bobbi Millner and Shawn Gibons. One of the major complaints that were aired by the women is that they have waited for more than 10 years since joining the store without getting any salary increment or promotion. According to this case, women employees who were working on hourly positions were receiving far less wages as compared to men holding similar positions. Despite the regular reports that the senior management was receiving from women employees, there was no step that was taken to reverse the situation. In addition, women complained that they were promoted less frequently as compared to their male counterparts. On her part, Cheryl Phipps stated that despite her long time service in the stores and representing the stores manager while he was away, the management did not allow her to join Wal-Mart Management Trainee Program. As a result she lacked adequate skills to join the management team. This resulted to acceptance of a less experienced male employee to the program. Bobbi Millner complained of being paid far less annual salary as compared to a male assistant manager who was less experienced. Shawn Gibbons on the other hand complained of been denied chances to join Wal-Mart Managemen t Trainee Program despite her six years experience as the store’s employee. Wal-Mart v. Dukes is another notable case that was lodged by Dukes, one of the current employees. According to Dukes, there was sex discrimination in Wal-Mart that entailed denying women reasonable

Article Review (advertising) Essay Example | Topics and Well Written Essays - 2250 words

Article Review (advertising) - Essay Example There are advertisements on the streets, on magazines, newspapers, debit or credit cards, televisions and radio stations, wall, buses, train stations, and all sorts of media forms. With this amount of advertisements, people are almost immune to their intended effect (Poynor, 2006). This paper aims to demonstrate that when people see the advertisements repeatedly, they get used to them, and become disinterested. Some of them may see the advertisements and assume they were intended for them to buy the product. Consumers get irritated and may no longer want to look at the adverts. Other consumers are now used to the advertisements, that they no longer consider them important. Take an example of an ATM card that a consumer uses for various purposes. The adverts printed on the card, like the brand names and logos, are expected to remind the customer, and entice others. These prints in the cards are no longer recognized, and consumers generalize such cards as either debit or credit cards, without much consideration of the brands, companies and difference in services (Poynor, 2006). The aim of advertisement has lost meaning. This paper will show this through a description of the effect of too many advertisements that people are exposed to, as described in Poynor’s article. In order to show how the purpose of advertisement is lost, it is important to know the purpose of an advertisement. There are various purposes of advertisements. The common aim, however, is to inform the consumer about a service or a product, so that the consumer can purchase the product. This contributes to increased sales. Advertisements do more than just informing the consumer. Advertisement can serve as a means of convincing the consumer to buy the product, a means of reminding the consumer that the product or service still exists, and a way of showing off what the company has got, and educating the consumers about the product or service. Parameswaran (2004) indicates that

Motivational Theories :: essays research papers

At the Squishy Tushy Designer Diaper Company, our motto is â€Å"Fashion isn’t just for big people anymore† We carry the latest designs in disposable diaper fashion. Our diapers make a statement with a variety of stylish colors and fashionable fits. We carry low rise, tight fit, hip hugger and our best selling baggy fit. These days we understand that fashion can change in a second and we want you to be prepared. When you show up to that play date and see that you are out of fashion, simply use our patented quick release system to rip that diaper off and throw on the latest design. And for those long trips our five gallon capacity model is guaranteed to get you there. Our organization understands the importance of efficiency and teamwork. We recently hired a corporate psychologist that has infiltrated our departments one by one and returned with suggestions. Each group of employees was examined for ways that the company could motivate them to be more efficient and productive. We will discuss the theories that we feel apply to each department and explain why we think we have a plan for success. We have formulated our plan for the sales team based upon Victor Vroom’s expectancy theory. In his theory, there are a few key factors to achieve our desirable out come. He believes a person is motivated to a degree in which he or she believes with effort they can achieve their performance. This is known as the expectancy factor of the theory. Then if they will achieve this level of performance, they will be rewarded. This factor of the theory is called, Motivational Theories 3 Instrumentality. Finally, in the theory the value of the reward must meet the needs and expectation of the individual. Valence is the value attached to this reward. The task that we have assigned to our trained, talented sales team is to promote the designer diaper not just to the local grocery stores but to department stores such as baby gap. They will call and find locations where they can promote our designer diaper. Our sales team will constantly find new vendors to sell our product. They will also establish and maintain relationships with the vendors to ensure quality customer service is given. They will handle all complaints and give quick and easy solutions to these issues. They will visit various store to  Ã‚  Ã‚  Ã‚  Ã‚   enhance our display of the designer diapers.

Human Resources Issues in Mining

Human Resource Strategies 660 Monday, Trimester 1 2011, 18th April Assignment 3 HR Case Analysis at Workplace Word Count:2500 I. Introduction The Global Financial Crisis (GFC) in 2008 affected lots of industries including the miners. Employment in mining is particularly vulnerable to a cycle of rapid expansion and contraction, as changing economic circumstances cause demand and prices for certain commodities to rise or fall. Eventually the GFC resulted in lots of labour cutbacks in the resource industry (Australian Government, 2009).The key human resources (HR) challenges facing the West Australian mining industry for the next few years are considered to be: replacing retirees; the retention of key talent; growing the talent pool training and development; and keeping staff motivated (Dickie and Dwyer, 2010). On the other hand the WA Chamber of Minerals & Energy (CME, 2006) identified a number of HR strategic issues for the WA resource sector like; skills shortage, employee attraction and retention, flexible workplace practices, indigenous employment opportunities and community-regional services.The company I work for decided to go through downsizing in order to reduce the operating costs during GFC. This article aims to delineate several HR issues as a result of global downsizing process in the organisation. The main focus will be sudden redundancies, decrease in motivation, labour shortage, health and safety issues and recruitment of new employees. Since several HR issues are interrelated to each other, with the purpose of this article, the main focus will be mainly on downsizing policy and its short and long term effects in the organisation. II. The Downsizing Policy and Its EffectsOrganizational downsizing is a prevalent strategy designed to improve organizational performance while selectively decreasing costs. It refers to â€Å"an organizational decision to reduce the workforce in order to improve organizational performance† (Kozlowski et al. , 1993 ). Therefore stemming from the desire to become more efficient and effective, firms in both the private and the public sectors has adopted downsizing strategies (Cameron, 1987). Furthermore, the increasingly dynamic and competitive workplace and the trend toward globalization have prompted many firms to downsize (Appelbaum et. l, 1999). The GFC created considerable uncertainty, in the mining industry. In addition to the recruitment and retention issues, organisations were faced with trying to keep staff motivated at a time when more job losses were predicted and budgets became getting tighter (Dickie and Dwyer,2010). My current employer decided to go through global downsizing as a response to GFC. Fifty percent of the employees were made redundant and number of the projects was tremendously decreased due to the limited budget. The HR department played an active role in that period to manage the downsizing process.One of the strengths during this process was keeping good communicatio n between HR and the upper level managers. The process was completed with collaborative work between HR and management. The professional assist received from consultants involved improvement the employees’ self awareness levels, increase their motivation and confidence as well as creating effective CVs. However during downsizing process several HR related issues started to rise in the company. The employees who remained in the company lost their trust and motivation.Besides due to loss of skilled labour the productivity decreased and the incident numbers dramatically increased. The turn-over rates were high and the team dynamics were damaged. Eventually the sudden decision given by upper managerial level due to economical downturn resulted serious HR issues in the company. The downsizing process and its long and short term influences for this case study is summarised in Figure 1 below. Global Downsizing Global Financial Crisis HR Issues Redundancies Survival syndrome in remai ning employees Increased turn-over records Skills Shortage Increase number of injuries in the companyManagement of HR Issues Aggressive recruitment policy (overseas transfers, secondments , graduates) Employee Engagement Survey Re-evaluation of salary packages and staff benefits Job Analysis and Talent Assessment Improved Graduate Development Program Maintaining trainings and developments Improvement in Health and Safety System Figure 1. The HR Issues of company. II. A. Survival Syndrome Since company mainly focused on those who lost their jobs; the employees who remained in the company suffered more after redundancies. Employee resentment and concern, loss of morale was high among the remaining employees.The labour shortage created several issues for employees like job burnouts, working longer hours, increased pressure, and role overload and decrease morale. Unfortunately the bad influence of downsizing on the psychology of remaining employees was not well managed by HR department of the company. Brockner (1992) defines ‘the survivor syndrome’ as impact of downsizing on the remaining employees. There is considerable evidence that remaining employees feel shocked, embittered towards management, fearful about their future and guilty about still having a job whilst colleagues have been laid off.Such employees are more likely to have lower morale and increased stress levels, be less productive, and less loyal with increased quit levels. According to study 70 percent of senior managers who remained in downsized firms reported that morale, trust, and productivity declined after downsizing those who lose their jobs may seem the most affected by downsizing, it is more likely that the employees who remain suffer the more negative effects (Appelbaum et. al, 1999). Eventually the HR was not able to create good strategy to keep the remaining employees’ motivation high during downsizing process.Shook and Roth (2010) explained that failure to identify e mployee issues in the pre-downsizing due diligence phase creates a chaotic workplace atmosphere and increases employee fears and stress levels. These change events affect career uncertainty, fear, and stress in employees. Employees have long-term memories of their old comfortable culture and they fight to keep it. Employee resistance includes a variety of passive as well as aggressive techniques. Culture change may take years to complete and can be difficult to manage, even when HR is fully engaged and supported.These transitions are more difficult to manage when HR is not involved. In fact, culture change may never be fully realized without HR support because of the human resistance (Szabla, 2007). Furthermore due to limited professionals the remaining staff started to have difficulty to maintain the work and life balance. The consequences of imbalance between work and personal or family life were visible at the workplace. The emotional exhaustion, cynicism and burnouts were common . Unfortunately The HR department was not fully aware of the situation until the employee turnovers increased and also effectiveness decreased.With shortages of professionals and an active economy the pressures on existing employees looks set to rise and therefore this is an area which needs to be benchmarked and revisited with a view to adopting best practice throughout the sector (Wilkinson, 2008). II. B. Skills Shortage On the other hand downsizing affects employees’ affective commitment to the organization both directly and indirectly. However, its indirect impact is much stronger (Lee and Corbett, 2005). Apart form the short term sudden effects the long term effects of the downsizing started in the organisation.Working with less force resulted in company to have inadequate supply of talent, increasing number of health and safety incidents at workplace and delays in production due to limited talented labour force. Especially after the recent mining boom, the company decid ed to increase the number of production activities in spite of limited skilled labour. It is a big challenge nowadays to find the specialised professionals in the mining industry. Apparently the HR division and management team chosen to concentrate on short-term needs rather than the organisation’s long term eeds during GFC. Sheaffer et. al (2009) claim that whereas downsizing affects the short-term performance of larger and established companies positively, it generally affects long-term performance inversely. A common mistake for HR managers is to concentrate on short-term replacement needs rather than on the organisation’s long-range HR requirements. Such a non-strategic approach causes management to be caught unawareness by changes in employee availability and quality of labour, creates a series of short-term dilemmas.Stone also adds that of the right numbers of qualified and skilled employees are not available, an organisation may not be able to meet its strategic business objectives (Stone, 2010). The mining companies are now beginning to acknowledge that the current supply shortage is already impacting the productivity, efficiency and profitability of their operations. The shortage of skilled workers in combination with high turn-over rates are among the top factors impacting industry growth, either by stopping or delaying projects that would otherwise proceed, or by significantly adding to the cost of new projects (Schultz and Grimm, 2008).During boom times, mining companies find it difficult to attract staff, even though huge salaries are on offer. This highlights a challenge quite unique to mining; namely, attracting highly skilled people to the remote location of most mine sites (Ednie, 2004). Eventually the skills shortage is still one of the biggest issues in the organisation. Since most of the experienced (high-cost) employees were made redundant company faces challenges in finding the experienced professionals. The HR department st arted the recruitment process however the mining market is still sparse of skilled professionals in specific roles.This is one of the biggest challenges for the HR department. II. C. Health and Safety Issues Poor occupational health and safety (OHS) performance equates with poor human resource management (HRM), and poor ethical, legal and social responsibility (Stone, 2010). Since the mining boom hit the market recently the mining organisations increased their production activities in order to compete among the resource market. However the number of the staff stayed same while the number of projects was tremendously increasing. This lead to enhance health and safety related incidents at work place.Specifically in this case during the downsizing process most experienced staff with extensive safety culture made redundant. This created a big gap in management of health and safety issues in the company. When employees leave, they take valuable process knowledge, customer and supplier re lationships and a host of organizational know-how with them (Schultz and Grimm, 2008). The inexperienced new employees (i. e graduates, overseas staff) have difficulty in implementing the high quality safety standards due to their sparse knowledge about the safety system of the organisation.Therefore increased emphasis on HR management is particularly important to the development of safety culture in the organisation. On the other hand once the crisis in the division was more visible due to increased number of incidents and low quality work the HR department started to take active role in collaboration with upper management. The pro-active recruitment strategy implemented in order to attract more skilled employees. Moreover â€Å"global employee engagement survey† was performed in order to evaluate the current employee’s satisfaction and asses the major HR related issues at that time.This survey added tremendous value to the group to define the major problems in the or ganisation. The HR department in collaboration with upper managers performed well by initiating extensive survey and also by following up the survey results. III. Improvement in HR Strategies Successive HR planning is essential in order to solve any HR issues at the workplace. During the downsizing process HR department has an important role. Chadwick et al. (2004) indicates that downsizing is more likely to be effective in the longer term when accompanied by accompanied by practices that reinforce the contribution of HR to financial success (e. . , extensive communication, respectful treatment of redundant employees and attention to survivors concerns over job security). Levin (2009) identified three broad priorities in Australian businesses: (1) Retention strategies. (2) Downsizing or â€Å"Right sizing† activity will continue. (3) Organisations need to continue to invest in their people. In a downturn economy, HR practitioners need to be emphasising to their organisations that it is necessary to do the right thing for the long-term value and sustainability of the business (Levin,2009).This includes recognising the link between leadership and performance, and hence ensuring that leadership talent is retained, developed and, most importantly, allowed to lead through the tough times (HRL, 2009). Based on the literature survey several strategies are proposed in this section to manage the previously defined critical HR issues: A. Investment in HR systems in the organisation: Especially during the global decisions the HR should be in collaboration with all levels of management.Alignment between the business and human resource management (HRM) strategy is the key factor of success for organisations (Wylie,2005 and Wang and Shyu, 2008). Implementing proactive HRM practices and succession planning programs should be one of the targets. B. Gap Analysis: Clear understanding of the problems is severe in HR practice. In order to manage the ‘survivor syndrom e’ HR should focus on motivation of remaining employees. The department can make detailed gap analysis and survey in order to assess the staff morale and expectations. This should be followed by upper management actions.C. Optimising Human Capital: Mining companies needed to communicate the reasons for staff redundancies and budget cutbacks and engage their staff in decisions going forward in order to generate trust among their remaining workforce so that they could remain competitive once the economy improved. HR should create serious strategies in order to make people connected to the organisation (Dickie and Dwyer, 2010). D. Talent Assessment: The employee talent assessment in collaboration with HR and line managers will address the current skills gap in the organisation.This will also give good understanding about the skills and expectations of the current staff. E. Training and Career Development: Developing a collaborative, cross-industry strategy for training/education al programs and employer-provided training to facilitate the availability of a skilled labour force is one of the retention strategies. Company should actively support and enhance the people skills and relational abilities of all employees through training and development programs (Dickie and Dwyer, 2010).With this perspective well structured graduate and mentoring program also can be attractive especially for the Gen Y workers. F. Focus on improvements in leadership: Training managers to actively manage retention in their areas also adds value. Besides the leadership competencies of the management should be improved ino der to solve the current challenge. Pick et. al (2010) proposes action reflection learning (ARL) methodology as an HR tool to improve the skills of leaders in the organisation. G. Improvement in Health and Safety: The current safety culture should be measured by HR.Sexton et al (2006) describes Safety Attitude Questionnaire (SAQ) as an HR tool which helps to measure the team work climate, job satisfaction, perceptions of management, safety climate, working conditions and stress recognition. Also learning from incidents as well as improved safety system should be managed by HR. On the other hand visible leadership and supervising on sites should be maintained to assist the new employees. H. Growing the Talent Pool: Since it is a big challenge to attract the best employees in the market, employee benefit offerings such as full medical, dental, profit sharing and wellness programs could be effective.Attractive packages in a work culture with a family-oriented atmosphere need to be developed. Recruitment strategies should be improved to persuade the skilled specialists in the market. I. Communication: The mostly effective companies have two-way communication between senior leaders and employees. A good communication plan on how to deliver HR initiatives would be beneficial (Dickie and Dwyer,2010). IV. Conclusion Since mining operations operate wit h a finite resource, often remote locations, require specialised skills, with high capital intensity and are subject to political, social and environmental global issues.Downsizing policies will be choice of the organisations in the market with plunging commodity prices and falling demand (Dickie and Dwyer,2010). Strong HR strategy creating a link between leadership and performance is a key factor to cope with these trends in the resource sector. References Appelbaum, S. H. , A. , Everard, and L. T. S. , Hung. 1999. Strategic downsizing:critical success factors. Management Decision, 37(70): 535-552. http://www. emeraldinsight. com. dbgw. lis. curtin. edu. au Brockner, J. 1992. Managing the Effects of Layoffs on Survivors, California Management Review. (34): 9-27.Cameron, K. S. , D. A. , Whetten, and M. U. , Kim. 1987. Organizational dysfunctions of decline, Academy of Management Journal, 30: 126-38. Chadwick, C. , L. W. , Hunter, and S. L. , Walston. 2004. Effects of Downsizing Prac tices on the Performance of Hospitals, Strategic Management Journal, 25(5):405–427. CME . 2006. Australia Strategic Management Issues Facing WA in 2007 and beyond, Chamber of Minerals & Energy, Perth. Department of Resources Energy and Tourism, Australian Government, 2009. Our people: Demographics, workforce and Indigenous Participation. Enhancing Australia’s Economic Prosperity. ttp://www. ret. gov. au/energy Dickie, C. , and Dwyer, J. 2010. A 2009 perspective of HR practices in Australian mining. Journal of Management Development. 30(4):329-343. Ednie, H. 2004. Innovative solutions for mining’s human resource challenges, CIM Bulletin, 97(1076):9. HRL. 2009. How HR Can Revive to Survive, Human Resources Leader, Chatswood. Kozlowski, W. J. S. ,G. T. , Chao, E. M. , Smith, and J. , Hedlund. 1993. Organizational downsizing: strategies, interventions, and research implications, International Review of Industrial and Organizational Psychology, 8: 263-317.Levin, A. 2 009. HR Priorities in 2009: The Landscape Continues to Change, Brisbane. http://www. astorlevin. com Lee, J. , and J. M. Corbett. 2005. The impact of downsizing on employees’ affective commitment, Journal of Managerial Psychology,21(3):176-199. Pick, D. , K. ,Dayaram and B. Butler. 2010. Regional development and global capitalism:the case of the Pilbara, Western Australia, Society and Business Review, 5(1):99-110. http://www. emeraldinsight. com. dbgw. lis. curtin. edu. au Schultz, R. and M. , Grimm. 2008.Recruitment and Retention Challenges in the Mining Industry, MRC-Business Consulting Services. http://mining. com Sexton, J. B. , R. L. Helmreaich, T. B. Neilands, K. Rowan, K. Vella, J. Boyden. , et al. 2006a. The safety attitudes questionmnaire:Pschometric properties, benchmarking data, and emerging research. BMC Health Services Research, 6(1): 1-44. Sheaffer,Z. , A. Carmeli, M. S. , Revivo, and S. Zionit. 2009. Dwonsizing strategies and organisational performance:a longit udinal study, Management Divison, 47(6):950-974. http://www. emeraldinsight. com. dbgw. lis. curtin. edu. au/Shook, L. V. , and G. Roth. 2010. Downsizings, mergers, and acquisitions –Perspectives of human resource development practitioners, Journal of European Industrial Training. 35(2):135-153. http://www. emeraldinsight. com. dbgw. lis. curtin. edu. au Stone, R. J. (2008) â€Å"Managing Human Resources† 3rd Edition, Brisbane: John Wiley & Sons. Szabla, D. 2007. A multidimensional view of resistance to organizational change: exploring cognitive, emotional, and intentional responses to planned change across perceived leadership strategies, Human Resource Development Quarterly, 18( 4):525-58.Wang, D. and C. , Shyu. 2008. Will the strategic fit between business and HRM strategy influence HRM effectiveness and organisational performance? , International Journal of Manpower, 29(2):92. Wilkinson, S. J. 2008. Work-life balance in the Australian and New Zealand surveying prof ession, Structural Survey, 26(2):120-130. Wylie, J. 2005. The ideal antidote to shrinking margins – doing more with your existing assets and people, Engineering and Mining Journal, 206(6):58.

Essay on Personality Types - 939 Words

Our mind works like a computer and our way of thinking acts as its inputs. Our thoughts keep on gathering into it and slowly, they entrench deep down in solid states. We can divide personality in two halves. First is that, which the psychologists term as ‘T- Personality. This is a toxic personality. Second is that, that the psychologists call N-Personality and this is energetic. h2The poisonous T-Personality/h2 This type of N- personality always keeps a negative mindset about everything. The attitude of poisonous personality always tends veering round pessimism and dispirited. Being a perfectionist is an example of a toxic persona. You cannot say that this perfectionism is something wrong, but its one and only aim is to find†¦show more content†¦This is a very sick approach. They would urge others to become like Jesus without having not even an iota of interest in Him. This is a wherewithal in their hands only to criticize you. You become victim of such persons because you cannot become Jesus. The will keep disparaging you. They decide the paradigms for scales of fame, policies and ethics becoming a judge. They try to be the contractors of society. They have a big role in making world toxic. These personalities roam everywhere. They could be anything- Teachers, Professors, Vice Chancellors, Saints, Bishops and Pope. They want to become this so that they could condemn. They are ready to sacrifice everything provided the get the pleasure of denouncing others. Such types become overpowering very soon. Their outlook is their greatest weapon because they cold become detractors. Being logical too, is a part of a poisonous personality. They are extremely rational. It is very difficult to defeat them in debates, but they can never be sound with rhyme and reason. It is essential to know the difference between a reasonable man and a logical man. A reasonable man is never just logical, because he knows from his experiences that relevance and irrelevance are both two sides of life. There are logic and emotions, both in mind and heart. h2The invigorating N-Personality/h2 Another type of persona is N-Personality, a fortifying personality, which is quite different. They are not idyllicShow MoreRelatedType a Personality Essay2899 Words   |  12 Pagesthis thesis I am going to write about my own personality and the associated traits which come with my personality type. I’m going to consider if also if I’m type A, B, or C. also if I’m extrovert or introvert, plus the traits which come in between those levels of personality. I also need to consider if I have an abnormal personality and its origins i.e) psychodynamic, behavioural, cognitive or humanistic. Personality A is a very strong and bold personality to own. 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