People Resourcing and Reward

People Resourcing and Reward Introduction The business world is getting more competitive each day; as the competitive nature of the business environment increases, there is a need for business organizations to develop strategies which will ensure that they remain competitive and do not lose popularity with the consumers.Advertising We will write a custom essay sample on People Resourcing and Reward specifically for you for only $16.05 $11/page Learn More One of the most important aspects that will ensure that the business organizations are able to remain competitive and meet the customer expectations is the quality of the products and services that are offered by the organization. In today’s business environment, customers want value for their money; they are willing to pay more for the products and services that they are getting but they want to get quality products and services for the money that they pay. Recognizant of the need for offering quality products and services, orga nizations are investing even more into their businesses to ensure that they are able to meet customer expectation. Thus for most of the business organizations, quality has been recognized as the major component of a product or service which will ultimately determine the popularity of the product in the market. The organizations are investing in resources to ensure that the quality that is demanded from the customers is available; because the customers are willing to meet the price as long as they get quality products, the organizations can be able to recover the investments that have been made in order to get the required quality (Caldwell 2004). One of the key area s which can determine the quality of the products and services is the human resource department; the human personnel in an organization are responsible for the process of designing products and services to be offered by the organization. It is also worth noting that it is the same people who will be responsible for the i mplementation of the developed plans so as to deliver quality. It is one thing to come up with good ideas but implementing the same ideas into products and services is another thing.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In line with this, most of the organizations are making numerous efforts to ensure that they are able to recruit the best human resource personnel. They are carrying out rigorous recruitment exercises to ensure that they get the best suited persons to fit the qualifications for the working personnel that they need in the organizations. However, getting and maintaining a highly competent workforce also comes at a high cost especially in such a highly competitive workforce and therefore there is a need to continuously review the benefits and rewards which are offered to the workers to ensure that they are not poached by the competitors (Carter, Hirsh Asto n 2002). This essay will therefore consider the process of resourcing for people in an organization as well as the formulation of a reward scheme to ensure that the workers who are recruited are well remunerated and rewarded and thus their level of motivation are improved. This is the only means through which an organization can ensure that they are able to offer quality services to their customers and that they build and maintain a good reputation in the market People resourcing In order to acquire a productive workforce, one of the most important aspects to consider is to ensure that the selection of the workforce is carried out in the best possible means. The importance of hiring the best people for the tasks at hand can be proven by the fact that most of the business organizations are taking the process of hiring the working personnel as a very serious exercise. In most of the organizations, the workers recruitment exercise is very rigorous; the candidates vying for the posts ar e put through many tasks and interviews to determine whether they are suitable for the positions that need to be filled. The candidates are tested for mental sharpness, their mechanical reasoning, verbal reasoning as well as their ability to think constructively when faced with a challenging task. All of this emanates from the fact that the management of these organizations fully understands that in order to have a qualified workforce to meet the quality that is demanded by the customers in the market then the starting point is to hire the people with the right qualifications.Advertising We will write a custom essay sample on People Resourcing and Reward specifically for you for only $16.05 $11/page Learn More One of the best means of ensuring that the people are well managed in the organization is to ensure that there is a clear framework for guiding the workers in the process of carrying out their duties; people management is a critical aspect for the ove rall success in any organization and in line with this the management ought to formulate a clear framework for guiding the process of the training and management of the members of the organization (Dyer Holder 1998). It is important in the process of sourcing for workers to ensure that the management of the organization is able to retain the workers who are experienced and at the same time make efforts to ensure that fresh high quality individuals are recruited from the market place to fill in any new posts the may arise. The management of the organization needs to have the capability to develop a skill profile for the workforce, this profile should be developed at all the levels and it should be geared towards delivering improved service to the workers for all the customers. The most important thing to remember in the recruitment and training of the workforce is to always keep in mind that ultimately the final consideration and priority should be given to the customers who will be buying and consuming the products. Thus in employee resourcing the issues that need to be addressed should not only be about looking for people who understand the internal structure and mechanisms for the organization, but also about the people who are able to fully comprehend the external market and the requirements of the customers. This will ensure that the management is able to cover all the possible short falls and that the competitors are not given any undue advantages in the market place. There need to be a clear guideline on the promotion of the workers and any conditions that are associated with this promotion, this will ensure that all the workers fully understand and comprehend the current situation and in this way they are able to remain fully committed and dedicated to their work (Cappelli 2000).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More When considering sourcing of workers for any openings that may be available for the organization, most of the organizations result in internal sourcing to fill these positions. Whereas this is a good trend and it enhances customer motivation, it is also important to consider that internal sourcing is also associated with a limitation of the creativity of the workers. Since most of the workers have not experienced a working environment beyond the current organization, they might not be well aware of any new development and strategies that might help in the improvement of the production process so as to ensure that quality products are obtained to meet the customer needs. In sourcing for workers some other aspects that are very important include the composition of the workforce in terms of the ethnic background and the regional balance; these factors play a key role in ensuring that the workers are able to be dynamic in their decision making as well as the process of being creative an d coming up with new ideas that will be useful for the organization. It is very important to address the challenges that are facing the current businesses and one of the ways in which this can be addressed is by ensuring that the recruitment process for the middle and senior management positions is done considering both the internal as well as external candidates. This will improve the thinking process for the workers as well as ensuring the workers are able to be dynamic, creative and open minded and are able to adapt to the changing nature of the market. The staffs also need to be mobile and be in a position to easily adapt to any changes that may be required so as to improve the quality of the goods that are to be delivered to the workers. The expectations of the workers need to be clearly understood right from the time that they are hired; this will ensure that they understand what is required of them to meet the organizational challenges successfully (Brown 2001). The planning of the work activities at the work place needs to be done not only for the current work activities but also for the future activities that need to be carried out in order to maintain the profitability for the organization. Finally, the recruitment process should be an all-out activity that involves the entire organizational management; this will ensure that all the members of the management are actively involved in the selection of the workers. In this regard all the heads of the departments need to be involved to ensure that the needs of their respective departments and the character traits that are necessary are well addressed and met in the people who are recruited to fill these positions. Another method that can be used to make this process more successful is the use of an online recruitment process which will ensure that all the candidates who are invited for the interview are suitably qualified; an online test can be used and a pass mark can be set in order to ensure that all the candidates who are invited for the interviews at least do meet the basic requirements that have been set out. Allocation of staff resources should be done in such a way as to ensure that there is an effective coverage of all the aspects of the recruitment process as well as the training and meeting the future growth needs and expectations of the workers. People Strategy In order to be able to effectively manage the workforce, it is very important to come up with a people strategy that will ensure that all the needs of the entire workforce are addressed. The strategy that is formulated for the organization must be able to meet the requirements for the workers not only at the present time but also in the future; there must be efforts to comprehensively analyze the issues that are affecting the workers in the organization. This analysis will make it possible to determine the levels to which the workers are needs have reached and the best way in which these need can be effectively m et and maintained. The senior management needs to have confidence in the strategies that have been put in place in the organization as well as ensuring that the policy that has been put in place to address the needs of the workers is a sound strategy that will enable the organization to meet its business goals and objectives (Caldwell 2004). In order to remain fully competitive in the market place, it is important to ensure that all the members of the organization are given an opportunity to contribute effectively in the success that needs to be attained at the workplace. The ultimate success should be a result of teamwork and giving every employee to feel as a part of the team that contributed to this success will ensure that the motivation levels of all the employees is improved. One of the best ways to build a culture of success in an organization is by ensuring that any achievement that is attained in the organization is owned by all the workers; no member of staff should feel a lienated or left out in the process of celebrating success. Teamwork should be encouraged and just as the workers are united and work together to achieve the success, the workers should also be able to come together to celebrate the success that they have been able to achieve. This is what employee motivation is all about and it is always a very important tool in ensuring that the members of staff are able to deliver the required quality services and products within the timeframe that is available (Cappelli 2000). Thus people strategy is a very important strategy that can be used to ensure that all the workers are considered and also ensure that the top management is in touch with the needs of the workers and in this case the motivation levels will be highly improved and all the concerned parties will be satisfied. Employee Rewards After an organization has put in place strategies for ensuring that the recruitment process was carried in place considering all the needs of the organiz ation and that the right personnel have been recruited to meet the available positions, it is then very crucial to ensure that the training process is carried out to meet the organizational needs. The training period is a decisive moment whereby the management of the organization is able to meet and interact with those who have been recruited to determine whether really they are suitable to fit the positions that they were recruited to fill. The training of the employees needs to be carried out in a systematic manner to ensure that the workers are made aware of what is expected of them and the roles and responsibilities that they are expected to play in delivering quality products to the customers. After the employees have undergone training and they are aware of the expectations of the management then they are inducted into the duties that they are expected to perform and after that they are incorporated into the structure of the organization. However, it is important to note that due to the competitive nature of the market today, the needs of the workers need to be well considered and effectively managed (Carter, Hirsh Aston 2002). The management has an important responsibility of ensuring that all the workers are treated well and that the benefits that they receive will act as a motivating factor for them in the course of the performance of their duties. This therefore leads to a very important aspect in the form of employee benefits and rewards. The employees value their jobs according to the treatment and attitude of the management towards them. It has become a common phenomenon in the current market for workers to seek employment elsewhere if they are not satisfied with the current working conditions; therefore an organization needs to ensure that they give their workers a working environment whereby they feel comfortable. It is worth noting that since the workers are expected to have a total dedication and commitment towards their work, the management should ensure that in the same way the workers feel valued by the organization and that their services are valued and treasured (CIPD 2005d). The best way to recognize the efforts of the workers is to ensure that the rewards and the benefits that they get at the workplace give them a sense of value and belonging. The workers must be remunerated at competitive rates, this will ensure that the loss of talented workers to the competitors in the market is avoided; it also ensures that the organization is in a position to attract new workers who can enable it to meet the goal of producing quality products to the customers. The reward system must also be structured in such a way that any disparity that might exist within the system is reduced; the gap between the rewards for the workers who are engaged at the various levels should not be too wide. The reward system must be viewed by the workers as being consistent with the duties that have been assigned to them; when setting the basic pay rates, the management needs to ensure that the rates that are set are in tandem with the standard rates that have been set by the regulation authorities. It is important to remember that in the same way that the customers want to feel the quality for the money that they offer in exchange for the goods and services, the management also wants to get value for the remuneration that they give to the workers. On the same premises, the workers also want get good reward as a compensation for the services that they are offering to the organization. Therefore in the formulation of the reward system for the workers, the management needs to consider that the workers need to be given benefits that will leave them feeling that they are valued in the organization (Dyer Holder 1999). The management should put in place a system that encourages the workers to put in more efforts, this can be done by ensuring that in case workers are expected to work beyond their specified mandate or beyond the wor king hours that have been specified, then there is a reward system that is in place to cater for such a situation. Therefore, beyond the basic pay the worker should be able to receive extra compensation either as an over-time payment or as a bonus; this will leave the workers highly motivated or they will also feel that their efforts are valued by the management. Another important aspect of the reward system is the performance management at the organization; it is important to come up with a good system for reviewing the individual performance of the workers. A basic standard should be set for the performance of the workers; this would effectively mean that all the workers are expected to meet that benchmark during the performance of their duties (Fitz-enj 2000). On the same basis, it is very crucial to set a means of managing the workers who are not in a position to meet the basic requirements that are required to enhance performance at the workplace. The reward system should have a provision that can allow the workers to be able to earn more depending on their work efforts or needs. This can be by allowing the workers to take extra shifts or having rewards for working over time or any other activities which might be done outside the stipulated working conditions for the workers. There are also other rewards which are non-financial and which can play a crucial role in enhancing the motivation levels for the workers; these rewards might be applicable in cases whereby the workers need to be rewarded for long service at the organization, technical competence in a given field or carrying out specific job roles at the organization. There are other rewards and benefits which can also be incorporated into the management structure to ensure that workers motivation levels are improved considerably. Such benefits might include medical cover for any injuries that might occur at the workplace or even any medical expenses that the employee might incur while working for th e organization (Deloitte Touche and Personnel Today 2002). Towards this end the employees might also make a little contribution and the medical benefits can be extended to cover even the members of their families. Another benefit might include transport for the workers to and from work which could play a crucial role in ensuring that the workers remain motivated in the course of working for the organization. Conclusion For any organization that is involved in business activities with the aim of making profit, the human resource personnel play a very critical role in the continuous provision of quality services to the customers. It is therefore very critical to ensure that only suitably qualified people are recruited to fill the positions that are available. The training process needs to be thorough and rigorous so as to ensure that the workers are properly oriented on the duties that they are expected to perform at the work place. However the most important aspect in relation to th e workers is to ensure that the management can be able to maintain a healthy and highly motivated workforce (Cooper 2000). Motivation can be achieved by ensuring that the workers are rewarded adequately for their efforts at the workplace; a good and well formulated reward scheme will ensure that the workers remain at the organization and others are also motivated to join it. Ultimately, a good reward system will ensure that the organization is able to continuously offer quality services to the customers. Reference List Brown, D 2001, Reward Strategies, From Intent to Impact, CIPD, London Caldwell, R 2004, Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’ perceptions of progress in implementing HRM, Industrial Relations Journal,   35(3), pp 196–215. Cappelli, P 2000, A market-driven approach to retaining talent, Harvard Business  Review, January/February, pp 103–11 Carter, A, Hirsh, W Aston, J 2002, Resourcing the Training and Developm ent  Function, Report No 390, Institute of Employment Studies, Brighton Chartered Institute of Personnel and Development (2005d) Reward Survey, CIPD, London. Cooper, C 2000, In for the count, People Management, 12 October, pp 28–33. Deloitte Touche and Personnel Today 2002, Measuring Human Capital Value, 2002  Survey, Deloitte Touche/Personnel Today, London Dyer, L Holder, G W 1998, Strategic human resource management and planning, in L Dyer (ed) Human Resource management: Evolving roles and responsibilities, Bureau of National Affairs, Washington, DC. Fitz-enj, J 2000, The ROI of Human Capital, American Management Association, New York.

The Second Red Scare Essay Example | Topics and Well Written Essays - 1500 words

The Second Red Scare - Essay Example After the downfall of Hitler, emerged common terror and opposition that led to the Cold War. The Second Red Scare occurred after the World War II. Hostility mounted as the US government arrested, deported and investigated citizens suspected of being Un-American. Under President Truman’s administration, anyone suspected of membership to the CPUSA was guilty of treason. Suspects were fired from their jobs. However, losing jobs was less of a blow than being socially banished and blacklisted (â€Å"The "Second" Red Scare:  Fear and Loathing in High Places, 1947-1954†) People from the movie industry — actors, directors, writers, and studio executives — were subpoenaed by the US Congress’s House Un-American Activities Committee (HUAC). News and entertainment media people, including those in the television and radio shows were likewise summoned.  Soon after, the media began its own Communist manhunt. Every assembly gathered and published the names of m edia people believed to be un-American in their political principles. There was an air of panic and distrust everywhere.  What inflamed more public unease in America was when the Soviet Union had effectively launched its first atomic bomb in 1949.   The US then realized that the country was faced with threats of nuclear warfare.  The government immediately commenced the investigation of the probability of the US atomic secrets leaked to the Russians by American Communists. High-status court proceedings concluded the conviction and execution of  the Rosenbergs in 1953 (â€Å"The "Second" Red Scare:  Fear and Loathing in High Places, 1947-1954†). Julius and Ethel Rosenberg, under the Espionage Act, were found guilty of conspiracy to commit espionage for the Soviet Union from 1944 to 1950. The Rosenbergs had been fundamentally involved in a Communist undercover agent circle that leaked US national defense secrets, particularly drawings/sketches of high-explosive lens p atterns and the US atomic bomb, to the Soviet Union (Parrish). Senator McCarthy, McCarthyism and the Witch Hunt The fifties era was enveloped with concern over treachery and the "Communist menace." In the middle of this menace was the Senator from Wisconsin, Joseph McCarthy. McCarthy served his first term as an infamous backbench partisan (Unger). To guarantee his political victory in the upcoming election, he took advantage of the country’s panic against Communism. On his most famous speech on February 9, 1950, he made his impact by naming 205 people in the State Department who were allegedly recognized affiliates of the American Communist Party. In his speech, he proclaimed, â€Å"I have here in my hand a list of 205, a list of names that were made known to the secretary of State as being members of the Communist Party and who nevertheless are still working and shaping policy in the State Department† (McCarthy). This caused national alarm and called for immediate inv estigations of the subversive activists. McCarthy became the chairman of the Government Committee on Operations of the Senate, all the more extending his power to examine the nonconformists. For two years, he persistently questioned several government departments, the media people, the clergy, and other prominent sections of the US society. The national terror stemming from the witch-hunts and communist threats became branded as

Literature Search - Mental Illness Research Paper

Literature Search - Mental Illness - Research Paper Example A stressful home or job makes some individuals more vulnerable. It is important for nurses to have this understanding in order that they may develop the ability to assist mentally-ill persons. A larger number of people struggle with mental illness. According to studies, one in five people suffers mental illness in United States. Therefore, I chose mental illness as it is among the most common issues that nurses are likely to face. It is important for nurses to be acquitted with it so that they can offer assistance. There are various search strategies for uncovering pieces of information required in the web. The use of an appropriate strategy improves the results greatly. Most search engines have forms for entering keywords, a button for beginning the search, links to advanced search tools, special options, and features, and subject categories. Depending on the characteristics of the search tool, different search strategies can be used. They are the simple searching, complex searching, phrase searching, natural language searching, and default Boolean logic. I used different search strategies in the activity. In the search for an article in EBSCO host database, I used simple searching strategy. EBSCO host database has a platform for keywords. For example, when I was a searching for information about mental illness, I clicked the EBSCO host Web button, which linked me to others buttons. When I clicked the Academic Search Premier Button, I was given the platform to enter my keyword. On the form, I entered the words ‘mental illness’ and then clicked the search button. The search tool gave me 30 results out of a total of 534,497 results. However, when I scrolled through the results, I could not find the specific information I required. In order to get specific information, I placed the words ‘mental illness in children’ in the form. The search tool gave me 30 results from 236,889

The Information System Implementation Organisation Information Technology Essay

The Information System Implementation Organisation Information Technology Essay One of the most controversial issues which organisations can face is user resistance to changes. Re-organisation is frequently alongside fear and anxiety, because employee would usually encounter the unknown issues. Usually resistance occurs due to some blind spots in approaches as a result of newly introduced ideas. Nowadays, many managers must be involved with new products, new information system, new government rules, growth and industrial and scientific improvements. Therefore, the value of substantial alterations in an organization is inevitable. As a result, many companies or organisations decide that it is good for theirs organization to undertake moderate organisational changes rather than revolutionized changes. So, the management should find ways to help them overcome the users resistance to changes. The failure of many large-scale corporate change programs can be traced directly to employee resistance (H.Bovery and Hede, 2001). The key point to face the problem is to find out the nature causes of resistance accurately. The purpose of the present essay is to demonstrate various types of reasons for resistance to change, and after that analyzing the different ways to choose strategies for implementing an organizational changes attempt to achieve the aim which is what can be done to overcome this resistance? Sources of user resistance: There are many types of causes which would lead to the users resistance to any organizational changes efforts. To identify ways to manage the situation, user resistance to changes created, successfully, it is logical to firstly identify and estimate the attitudes of users in general. To help recognize and estimate the possible reasons for users resistance to changes in an organization, it is wise: To identify type of users who would resist changes, which means if the resistance occurs in individual users or group users. To identify users needs. To identify users attitude and values which they have. To identify users interests. (2) Here, we discuss on some fundamental reasons of resistance to the shifts. Parochial self-interest Users feel they may lose something which can be a value to them, as a result of organizational changes, therefore they resist the shifts. This is generally known as one of the main forms of resistance within the users. Generally users first preference would be to consider their own interests over those which are in favor of the whole organization. In such a case, resistance usually leads into a political behavior. This reaction sometimes occurs through and before organizational changes, this is due to the fact that something may be in the best interests for somebody or some groups and instead that exact thing is not in the best interests of the whole organization.(1) Misunderstanding and lack of trust Sometimes resistance can occure because of lack of trust between the person who governs the change and the employee in the organization who will become the user of the change. In this case users often resist when they do not have a clear understanding of the situation and therefore they may believe that these new implicated alterations might charge them more than they will gain out of these changes. Substantially, in many organization level of trust between employees and managers are low and therefore it is not unexpected for the misunderstanding to exist, when changes are being introduced. In effect in this kind of situations the initiators can manage the situation with clarifying the changes and the gains due to the changes to the employees quickly to eliminate misunderstanding. (1) Different assessments The third fundamental reason that may cause the user to resist organisational change is that people asses the implication and recent condition in a different ways to their initiators or managers. As a result they may think this change may introduce additional charges which can be more than their benefits, not only the immediate charge to themselves but also to their company and organisation as a whole. Managers who set off changes usually guess that, they have all the appropriate information which is necessary to accomplish organisation analysis whereas their assumption may not be correct. In this case the difference in information with regards to the groups involved with may lead to diverse analysis. As a result of this issue many managers think resistance is always bad so they always treat the resistance in a bad way, whereas in a number of cases the analysis of someone who is not initiating the change is more beneficial than the initiators themselves, so in such case the resistance is clearly good for the organisation and company.(1) Low tolerance for change Users also resist the change because they assume they do not have enough ability to develop the necessary skills and behaviour which is required for new implications. As a psychology aspect generally human beings have limited capability to change and the scope of the limits in someone is much lower than the others. This mentioned discussion can go for managers as well. The managers inability to change their behaviour as fast as the organisations needs can lead to inhabit the development of an organisation. In other words, if a manager with inability to change, understand the need for changes in their company, usually they cannot acquit to make a transition as a result of an emotional backlog. All of the previous behaviour occurs due to lack of tolerance for change in personality. Sometimes users understand new situation which emerge because of changes, and they even understand the gains in implementing the changes however they still resist the changes. For instance, new position for an employee in an organisation requires new relationships, new knowledge, and different manners; even though the new position is better than the previous one, many employees still feel uneasy with the whole transition to the new job. Dealing with resistance to change Managers can set up various strategies to overcome users resistance to organisational changes by using the information which can be gathered from analysing the source of their employees resistance. The goal of employing these strategies is to convince the users with the logic behind the change so the user can accept the shift. There are three levels of adaption which are think-feel-do; these types of adaption process present a fine outline which are to be introduced in this stage. (2) Education and communication The very first step that can help the manager to overcome users resistance to change is to educate the employee in the organisation. Communication of ideas about the new situation helps users to understand the logic behind the change. Management can inform users of the benefits of implementing the changes. Often implementation of new information system in an organisation fails because of lack of communication. Since user in many cases assumes that use of the new system is reluctant, top management should provide training which introduce the new system to the users and explain how the new system works and familiarise the users with the other aspects of the new system. For instance in the case of ERP system (enterprise resource planning system is made available support for organisation activities by incorporating set of programs), management should supply awareness for the user that how the ERP system is going to work. For example, management should describe obviouse inputs and outputs of the system and characterize the departments which will supply the data. (2) Participation and involvement Management and initiators of change can usually prevent resistance by involving potential users in some parts of implication of change effort. On the other hand participation resistors has advantage, initiators can use user advice who involves the implication of change. The research found managers have different feeling about participation, first group have a positive perspective and the latter one have negative. Their perspectives lead to different reaction. Some initiators believe that the user should always participate during the change effort, while others have converse idea. Both approaches can create problem in management area. To clarify the effects of the users participation it is wise to illustrate the study which was carried out by Laster Coch and John R.P.French, Jr., in a clothing factory. It is the most systematic study in relation to resistance to the change. The research has been carried out with four different groups who were being paid on an improved piece-rate. Each groups were allocated with different kinds of changes which were implied during work and use different technique to apply them. During the experimental study, researchers considered on all the finding carefully and recorded them to understand what problem creates the resistance to the change. The first group was known as a no-participation method by the researchers. This small group of operators met the staffs in a room where they have described the changes to the operators in details, the reason of the change and explained to the staff that there was a necessity for change in their work. Then, the operators sent back to their work in new situation and with the new techniques. The second group of operators was familiarised with the changes by a participation-through-representation technique. The work change was introduced to third and fourth group by a total-participation method.

The Necklace :: Guy De Maupassant The Necklace Essays

The Necklace   Ã‚  Ã‚  Ã‚  Ã‚  In any literay work, it is absolutely essential to have characters, whether major or minor. It is also necessary to develop these characters through out the story. Character development gives the reader insight to the more important meanings or lessons of the story. These lessons are usually brought out by the events that take place within the story. Looking at Guy De Maupassant's piece â€Å"The Necklace†, we see a very clear development of the main character Mathidle. In the story, we see a change in her attitude about life. This change come about when she has to learn one of life's little lessons the hard way. She and her husband are forced to live a life of hard work and struggle because of her own selfish desires. Mathilde changes from a woman who spends her time dreaming of all the riches and glory she doesn't have, to realizing that she over looked all the riches she did have.   Ã‚  Ã‚  Ã‚  Ã‚  The story opens with the description of how miserable Mathilde is. Maupassant describes her as â€Å"suffering constantly, feeling herself destined for all delicacies and luxeries.† (Pg 4) She sits dreaming of silent rooms nicely decorated and her own private room, scented with perfume to have intimate â€Å"tete- a-tetes† with her closest friends. Then she is awakened, only to realize that she is in her own grim apartment. In her eyes, she lives a tortured and unfair life. Mathidle has a husband named Losiel. He is much the opposite of his wife. He is completely content with his lifestyle. He seems to be a very passive person, who doesn't let status or riches effect him. Of course, if he had the chance to be rich he would, but he doesn't dwell on the fact that he is part of the middle class. He seems ot be a hard worker and does his best to provide for his wife. He demonstrates is simplicity the one night at dinner Losiel and Mathilde sit down to eat. Mathidle is dreaming of fancy four course meals, while he is ecstatic because they are eating boiled beef.   Ã‚  Ã‚  Ã‚  Ã‚  Losiel is aware that his wife has not yet adjusted to her status. One night, he had come home from work very excited. He had worked extra hard to get he and his wife invited to one of the biggest parties ever. Losiel thought this would be please his wife, when in fact it only made her upset. Here was Losiel trying to please his wife and she just started to cry. This just goes to show how ungreatful she really is.

Interfaith Dialogue in a Multi Faith Australia Essay

Australia is a multi cultural country containing a wide range of ethnically and religiously diverse peoples, allowing benefits for Australian society. However, it can pose a potential challenge to social harmony and cohesion because to one faith the idea of what is scared or important may contrast entirely with another. Interfaith dialogue is therefore an effective method for avoiding such clashes. It is a movement aimed towards promoting and understanding different religious traditions, and to clear up any misunderstandings or conflicts. Though debate and argument can be an issue, it is not what it aims to promote, Wendy Wilkie, a Uniting church Delegate stated â€Å" †¦many Christians and Muslims would see the only reason you talk to somebody of another faith is to convert them to your own†¦Ã¢â‚¬  which is why these discussions can be difficult. The four principles of Dialogue are; it begins when people meet each other, depends on mutual understanding and trust, makes it possible to share in service to the community and Dialogue becomes the medium of authentic witness. These principles are all effective and vital to help sustain peace between religions in such a multi-faith country, and therefore Inter-faith Dialogue is of great importance in Australia. A large number of Inter faith initiatives have taken place in Australia; an example is the Australian National Dialogue of Christians, Muslims and Jews, beginning in March 2003 aiming to provide opportunities for these faiths to build understanding and to clarify contentious issues with their respective faiths. Since the amount of religious diversity in Australia is so great, the importance of discussion and resolution through Inter-Faith dialogue is crucial, as clashes between these faiths is an inevitable reality.

High School Health Education Class - 907 Words

During CURR 305 I observed Mrs. Burkett’s high school health education class. Reflecting on my experience in her I class I observed many of her strengths as a teacher that are very beneficial to her students. One of her strengths is that she has a positive influence and personality. She is very easy going but is also strict at the same time. She is also a very patient person. Without patience I believe that a teacher will get frustrated easily and might handle situations the wrong way that could potentially cost them their job or burn out. A big thing that stood out and that I noticed was that her classroom is all about respect. Respect for yourself and respect for others. She doesn’t tolerate put-downs, one person speaks at a time and the students must be on time and prepared. She said that, especially with the sensitive topics discussed in a health classroom, respect is the most important thing. Students need to feel comfortable asking questions and participating in activities. She told me that if she had an opportunity to change professions, she wouldn’t. Many of Mrs. Burkett’s strengths have helped me in forming my disposition as a future teacher. Two strengths that I may build upon as a future teacher are compassion, caring and respect. I believe compassion and caring may be a source of leadership in my future classroom because my student will see that I truly care about them in and out of the classroom. Taking the time to connect and build relationships withShow MoreRelatedCan a Lack of Physical Education Classes in High Schools Become a Future Threat to the U.S Life Expectancy?1607 Words   |  7 PagesPhysical education can go beyond just working out. Physical education involves several different approaches for learning. High school students gain more than physical knowledge yet it can improve there approaches toward responsibility, their sportsmanship, and their overall community. â€Å"Physical education hopes to accomplish, to engage all students, not just the athlete elite, in fun activities that will instill a lifelong commitment to fitness.† (Johnson, 264). Physical education in the classroomRead MoreIn Australia, a Persons Social Class Impacts Their Life Chances1698 Words   |  7 Pagesa persons social class impacts their life chances. Critically evaluate this statement. Social class affects one’s life chance across a broad range of social occurrence from education achievement to health care to contact with the criminal justice system. This essay will argue that class has a remarkable impact on the life chances of an individual. It will further expostulate that high outcomes in academic performance in Australia is more prevalent on students from the high rank of hierarchyRead MoreLasting Effects of Physical Education on Students Essay634 Words   |  3 PagesNational Institutes of Health did a study and found a person could gain as much as three years on their life expectancy if they meet all the HHS guidelines (Moore). Almost all adolescents will benefit if they know this knowledge. Requiring a physical education class every year for high school graduation will benefit students throughout their lives. A major importance for having a physical education class is it keeps adolescents active. According to Cameron Jacobs, adolescents are dramaticallyRead MoreSexual Education And Sex Education1358 Words   |  6 Pagesknow the results of their choices? Sexual education teaches all of the following, and kids in the curriculum are more likely to defend themselves in a plot when they were approached by a stranger (â€Å"Teaching children in schools†¦Ã¢â‚¬ ). Sexual education teaches students about sexual health, abstinence, and information such as contraception, condoms, unplanned pregnancies, and sexually transmitted diseases (â€Å"Sex Education Programs†). Comprehensive sexual education provides students with tools they use toRead MoreEvaluation Of A High School Freshman With Autism Essay1350 Words   |  6 PagesThe special education team consists of several different people from many different teams. These teams include: the parents; the mental health workers in the school; the mental health workers outside of the school; general education teachers; special education teachers; and special therapists (speech, physical, and occupational). This case study of a high school freshman with autism will examine each team member’s role in the education of this exceptional student. The special education history andRead MoreMiddle Schools Research Paper1024 Words   |  5 PagesState Board of Education released a policy that dissolved the requirement for physical education, art, and health classes in middle schools all over the state, which means that children in junior high school could still choose those subjects if they so desire, but they don’t need to. With the requirement of those programs gone, teachers that instruct children on these subjects might end up without a job, depending on how much the students and parents want that class. And for small schools, it takesRead MoreHigh School Reform Is Flawed And Now Essay1728 Words   |  7 Pagespeople need to start taking high school reform to the next level and all schools should at least consider it. With a well thought out high school reform plan, the school could be so much better, with less drop out rates and having the students actually enjoy learning instead of hating it. High school reform i s a huge project that will constantly be changing throughout the years but if the right ideas are thrown in, schools could improve each year. The futures of high schools have so much potential, itRead MoreMandatory Sex Education Classes Essay1603 Words   |  7 Pagesgeneration. A proven way to lower these terribly high rates is sex education. Sex education not only informs students of the consequences from unprotected sex, but correspondingly abstinence is taught. Despite the opposition of some citizens who prefer that parents teach children in their own way, sex education should be part of mandated health classes and required for all students in both public and private schools. Sex education is an informational class that teaches human anatomy and puberty, protectionRead MoreThe United States : A Country Of Equal Opportunity914 Words   |  4 Pageswhat social class they belong to. Although money is the most common marker of class, education along with health related topics such as heart disease and eating habits are strong inicators of class. Throughout time one of the most obvious class markers has been education and it still remains so. People who belong to the higher classes view education as a higher priority and have more access to the best school in the country. When stuck in lower classes people must attend schools where books,Read MoreRequired Physical Education in Schools912 Words   |  4 PagesSports and Physical Education for Schoolchildren (Rochman). While the physical education at schools are declining in the United States because the state requirements for education are putting pressure on schools to increase the class room part and decreasing the physical education. Schools are trying to save money for the core classes math, Science, Language Arts, and History. With that lack of physical activity in schools the childhood obesity is increasing. This is causing many health problems in our