Examples of Chinese Architecture

Joseph C. R. Licklider :: essays research papers

     Joseph C. R. Licklider kicked the bucket when he was 75, on June 26, 1990. His demise was brought about by a respiratory failure that followed on account of confusions from asthma. Licklider was conceived in St. Louis, Missouri and taught at Washington University and the University of Rochester. There he got his three four year college educations in math, material science, and brain research. Licklider was popular and had gained notoriety for being extremely modest, frequently letting others assume praise for his thoughts. Licklider quietude and great habits were most likely piece of his mid-western childhood. Licklider came to Massachusetts Institute of Technology in 1950. Already, he had worked at Harvard University's Psychoacoustics Laboratory, where he found that "clipped speech" was 70-90 percent coherent. Educator Licklider's experience was in the brain science of correspondences, and he assumed a significant job in animating phonetics inquire about at MIT while adding to the investigation of natural attributes of correspondence. Licklider addressed on the neurophysiology of vision and hearing, the view of discourse, and the introduction and assimilation of data. J.C.R. Licklider's commitment to the advancement of the Internet comprises of thoughts not innovations. He predicted the requirement for organized PCs with simple UIs. His thoughts prognosticated of graphical figuring, point-and - click interfaces, advanced libraries, web based business, web based banking, and programming that would exist on a system and relocate to any place it was required. He has been called, "Computing's Johnny Appleseed," a merited epithet for a man who planted the seeds of processing in the advanced age. Licklider planted his emblematic seeds at two significant spots. Above all, he labored for quite a long while at ARPA, which is Pentagon's Advanced Research Projects Agency, where he set up for the production of the ARPANET. Licklider worked at Bolt Beranek and Newman, the organization that provided the main PCs associated on the ARPANET. He accomplished his doctoral work in psychoacoustics. In 1942, he went to work at Harvard's Psychoacoustics Laboratory where he accomplished work for the Air Force to discover answers for the correspondence issues looked by crew member in uproarious plane airplane. Joseph Licklider chipped away at a Cold War venture called SAGE intended to make PC based air barrier frameworks against Soviet Union planes. Lick turned out to be progressively keen on figuring from that point. Going to the universe of processing from a brain science foundation gave Lick an extraordinary point of view. Figuring at the time comprised for the most part of cluster preparing activities. Huge issues would be illustrated ahead of time and activities coded onto paper punch cards that were then taken care of into PCs in enormous groups.

Management And Leadership Example

Management And Leadership Example Management And Leadership â€" Essay Example > IntroductionA review of ‘leadership’ and ‘management’ literature reveals the two concepts are different yet still overlap. Two different views explain the overlap. Robbins et al (1998) provides the first view, which perceives leadership to be a superior form of management. In which case, leadership is essentially management that has been effectively executed. Hanold (2014) also provides the second perspective, which originates from the standpoint that management entails what persists within an organization. To this end, leadership and management overlap, as leadership is in essence a vital management skill. Therefore, the reasoning that management contains some principles of leadership is sensible because of the overlap. Still, it could as well be reasoned that making a distinction between the two terms is crucial; otherwise, organizations would be set for failure. One reason for this is demonstrated by Hanold (2014) in his argument that failure to differentiate them leads to a situation where management potential denigrates while leadership is exalted. Hanold (2014) also argues that confusing the two terms leads individuals to perceive leadership as capable of remedying all forms of dilemmas in organizations. This is perilous, as leadership and management all play fundamental roles in an organisation. It is based on this reasoning that this paper describes the difference between leadership and management before commenting on the manner in which leadership and management is practised at a given school. It further examines three leadership types: ethical leadership, strategic leadership and transformational leadership. 1. (a) The difference between leadership and managementFirst, a manager is an action character while a leader is a visionary. In Lopez’s (2014) view, the difference between management and leadership is inherent in the roles of a manager and a leader. While a manager is an action character, a leader is a visionary. Nayar (2013) descr ibed the roles of a manager as intrinsically possessing stereotypically decision-making roles, and indicating a definite form of status. Hanold (2014) agrees with such an observation and posits that a manager does the decisional roles, including allocating resources and tackling disturbances. At this juncture, the implication of status, or hierarchy, denotes that unlike leaders, managers do have subordinates, who have to work under them to set things right within an organizational setting. In which case, their power and authority over others is in terms of a formal authority (Robbins et al. , 1998). From this perspective, it becomes clear that managers have a transactional and authoritarian role. In a current school scenario, the dean of the faculty is a manager, as he has a formal authority vested in him by the university, while his subordinates comprise the lecturers and other members of the faculty staff, who work for the dean and largely follow directions given or preferred by the dean. His management style is also transactional, in a sense that he directs the lecturers and other members of the faculty staff on what to do, while they in turn do this as they have been promised a reward, including a salary. Second, management is concerned with ensuring the survival of an organization while leadership is concerned with people development. Hanold (2014) views the difference between management and leadership in term of ethics. He asserted that leaders tend to be more vital than managers due to their ethical behaviour. He argues that management lacks definite moral or ethical dimension, while merely seeking to serve the interests of certain groups, such as the shareholders. What this shows is that management’s chief concern is organisational survival. Therefore, when ethics is removed from the concept of leadership, then management would be left. Essentially, much of the literature surveyed appeared to focus on a single aspect of managerial work that is con cerned with action. They attempted to define management as intended to do things in the right way, plan and budget, control, solve problems, and generate results that can satisfy stakeholders.

Improving Mother/Daughter Relationships in Amy Tan’s Joy...

Improving Mother/Daughter Relationships in Amy Tan’s Joy Luck Club One day everything is going great, in fact things could not be better and then you say something and your friend turns to you and says â€Å"oh my god, you sounded just like your mother†. That is when you freak out and think to yourself it is true I am turning into my mother. This is every daughters worst nightmare come true. When a young girl is growing up her mother always says and does things that the girl vows she will never say and do but she does. Very rarely do we see cases of women wanted to be like their mother but it usually happens even if they do not want it to. In the book The Joy Luck Club by Amy Tan tells stories of four Chinese immigrant mothers and†¦show more content†¦In the chapter Best Quality we Jing-Mei begins to see she is like her mother. The reader can see that she has the same qualities as her mother at the crab dinner. Jing-Mei takes the bad crab and immediately her mother trades with her. After dinner Suyuan says to her â€Å"only you pick that crab. Nobody else take it. I already know this. Everybody else want best quality. You think differently†(Tan 234). This shows that both mother and daughter think alike taking the bad crab and the mother sees the goodness in Jing-Mei’s heart and is very pleased but says so in her own way. Mothers and daughters possess qualities,(Good Mothers/Bad Mothers) mothers really want their daughters to be like them but do not always say it. Mothers also hide things from their daughters like Suyuan did because she was afraid of hurting Jing-Mei but when she found out that she had two older sisters she was thrilled. Not only was she thrilled about having sisters but by finding them and seeing them she was living her mothers dream. The minute she leaves for China to see her sisters Jing-Mei says â€Å"I feel different. I can feel the skin on my forehead tingling, my blood rushing through a new course, my bones aching with a familiar old pain. And I think, my mother was right. I am becoming Chinese†(Tan

Short Story - 1134 Words

I thought I was home in bed when I awoke to the sound of a phone ringing. Tucker could be heard whispering to the guy next to me to get some rest. â€Å"Get the phone!† I yelled. A moment later he picked it up. â€Å"Receiving. Tucker here.† â€Å"Oh, hi, good of you to call. Yes, he’s still here. You want to speak to him? Sure, hold on.† Tucker nudged me in the arm to signal he was handing me the phone. â€Å"Take a message and hold all my calls. I don’t want to talk with anyone right now,† I said. â€Å"But it’s God and he wants to have a word with you.† â€Å"Tell him I’m in a meeting right now, try back later.† â€Å"It’s the Father. He wants to talk to you.† â€Å"I don’t believe this shit! I held out my hand and Tucker placed the phone in it†¦Hello!† â€Å"Hi, Buddy,†¦show more content†¦One thing at a time. Are you ready?† God spoke a few words in a language I’d never heard before and then asked me, â€Å"How’s your head now?† I felt around with my free hand. â€Å"Well, it still hurts†¦but, hey†¦the gash is gone. How’d you do that?† â€Å"Ancient Chinese secret,† he said with a laugh. â€Å"But it still hurts,† I complained, telling him that if he really was who he said he was, I wouldn’t be feeling any pain whatsoever. â€Å"It does? Let me try something else.† It sounded as if he pounded the handset of the phone against a hard surface a few times and then asked, â€Å"Is that any better?† I paused several seconds to be sure. â€Å"I can’t believe it!† I exclaimed. â€Å"There’s no pain whatsoever, and it’s not numb, either. You’re pretty good. What did you say your name was?† â€Å"It’s God, damn it,† he said, cracking up. I had to stop and think. This could very well be God, but something isn’t right here, so I asked him, â€Å"Have you been drinking?† â€Å"Of course!† he said proudly. â€Å"What else would you expect me to be doing?† â€Å"I don’t know. Looking after the world, perhaps?† â€Å"Actually, there’s going to be a big party tonight,† he said. â€Å"A bunch of the guys stopped by to help get things set up. You need to be there.† â€Å"Really?† Then I explained to him that if he would be so kind as to fix my eyes so I could see again, I’d probably drop in for a few minutes. â€Å"Oh, that’s right,† he said. â€Å"I totally forgot about†¦just a second.† God yelled out as if talking to the crowd, â€Å"AnyoneShow MoreRelatedshort story1018 Words   |  5 Pagesï » ¿Short Stories:  Ã‚  Characteristics †¢Short  - Can usually be read in one sitting. †¢Concise:  Ã‚  Information offered in the story is relevant to the tale being told.  Ã‚  This is unlike a novel, where the story can diverge from the main plot †¢Usually tries to leave behind a  single impression  or effect.  Ã‚  Usually, though not always built around one character, place, idea, or act. †¢Because they are concise, writers depend on the reader bringing  personal experiences  and  prior knowledge  to the story. Four MajorRead MoreThe Short Stories Ideas For Writing A Short Story Essay1097 Words   |  5 Pageswriting a short story. Many a time, writers run out of these short story ideas upon exhausting their sources of short story ideas. If you are one of these writers, who have run out of short story ideas, and the deadline you have for coming up with a short story is running out, the short story writing prompts below will surely help you. Additionally, if you are being tormented by the blank Microsoft Word document staring at you because you are not able to come up with the best short story idea, youRead MoreShort Story1804 Words   |  8 PagesShort story: Definition and History. A  short story  like any other term does not have only one definition, it has many definitions, but all of them are similar in a general idea. According to The World Book Encyclopedia (1994, Vol. 12, L-354), â€Å"the short story is a short work of fiction that usually centers around a single incident. Because of its shorter length, the characters and situations are fewer and less complicated than those of a novel.† In the Cambridge Advanced Learner’s DictionaryRead MoreShort Stories648 Words   |  3 Pageswhat the title to the short story is. The short story theme I am going conduct on is â€Å"The Secret Life of Walter Mitty’ by James Thurber (1973). In this short story the literary elements being used is plot and symbols and the theme being full of distractions and disruption. The narrator is giving a third person point of view in sharing the thoughts of the characters. Walter Mitty the daydreamer is very humorous in the different plots of his dr ifting off. In the start of the story the plot, symbols,Read MoreShort Stories1125 Words   |  5 PagesThe themes of short stories are often relevant to real life? To what extent do you agree with this view? In the short stories â€Å"Miss Brill† and â€Å"Frau Brechenmacher attends a wedding† written by Katherine Mansfield, the themes which are relevant to real life in Miss Brill are isolation and appearance versus reality. Likewise Frau Brechenmacher suffers through isolation throughout the story and also male dominance is one of the major themes that are highlighted in the story. These themes areRead MoreShort Story and People1473 Words   |  6 Pagesï » ¿Title: Story Of An Hour Author: Kate Chopin I. On The Elements / Literary Concepts The short story Story Of An Hour is all about the series of emotions that the protagonist, Mrs. Mallard showed to the readers. With the kind of plot of this short story, it actually refers to the moments that Mrs. Mallard knew that all this time, her husband was alive. For the symbol, I like the title of this short story because it actually symbolizes the time where Mrs. Mallard died with joy. And with thatRead MoreShort Story Essay1294 Words   |  6 PagesA short story concentrates on creating a single dynamic effect and is limited in character and situation. It is a language of maximum yet economical effect. Every word must do a job, sometimes several jobs. Short stories are filled with numerous language and sound devices. These language and sound devices create a stronger image of the scenario or the characters within the text, which contribute to the overall pre-designed effect.As it is shown in the metaphor lipstick bleeding gently in CinnamonRead MoreRacism in the Short Stor ies1837 Words   |  7 PagesOften we read stories that tell stories of mixing the grouping may not always be what is legal or what people consider moral at the time. The things that you can learn from someone who is not like you is amazing if people took the time to consider this before judging someone the world as we know it would be a completely different place. The notion to overlook someone because they are not the same race, gender, creed, religion seems to be the way of the world for a long time. Racism is so prevalentRead MoreThe Idol Short Story1728 Words   |  7 PagesThe short stories â€Å"The Idol† by Adolfo Bioy Casares and â€Å"Axolotl† by Julio Cortà ¡zar address the notion of obsession, and the resulting harm that can come from it. Like all addictions, obsession makes one feel overwhelmed, as a single thought comes to continuously intruding our mind, causing the individual to not be able to ignore these thoughts. In â€Å"Axolotl†, the narr ator is drawn upon the axolotls at the Jardin des Plantes aquarium and his fascination towards the axolotls becomes an obsession. InRead MoreGothic Short Story1447 Words   |  6 Pages The End. In the short story, â€Å"Emma Barrett,† the reader follows a search party group searching for a missing girl named Emma deep in a forest in Oregon. The story follows through first person narration by a group member named Holden. This story would be considered a gothic short story because of its use of setting, theme, symbolism, and literary devices used to portray the horror of a missing six-year-old girl. Plot is the literal chronological development of the story, the sequence of events

Service Request Sr-Kf-013 Free Essays

Running head: SERVICE REQUEST SR-KF-013 Service Request SR-kf-013 for Kudler Fine Foods University of Phoenix Online Business Systems BSA 310 Manuel Torres, MSc September 14, 2009 Introduction Kudler Fine Foods put forth a service request for the development of its Frequent Shopper Program. According to Apollo (2004), this program will track purchases of individuals to accumulate loyalty points for redemption by the customer. The loyalty points will be redeemable for gift items, specialty foods and other products or services. We will write a custom essay sample on Service Request Sr-Kf-013 or any similar topic only for you Order Now The behavior patterns of customer purchases will directly help Kudler Fine Foods to produce sales events. The following paragraph will focus on the newly proposed electronic commerce website. After laying out the aspects of electronic commerce, the issue of legality will be brought forth. Once the legal aspects of the frequent shopper program are understood, ethics can be brought to the table. Security considerations will be proposed with a financial analysis to justify expenditures with the development of the frequent shopper program. Finally, weigh the benefits and liabilities for the proposed frequent shopper program. Electronic Commerce Aspects Kudler Fine Foods has proposed creating an electronic sales database of all their products that can be linked to a website. In return this will allow customers to purchase any of his or her items online and have them shipped to his or her homes. With the creation of this electronic commerce, loyalty points can be added to online purchases as well as physical purchases. The loyalty points can also be redeemed for gift items and specialty foods on the website. Before a customer can purchase products online they must register their name, e-mail address, mailing address and credit card information. After providing the proper information they will be prompted to create a user name and password for future use. When an account is set up for a customer, bonus loyalty points could be given as an incentive to register with Kudler Fine Foods. All customer information will be stored in a database at the La Jolla main office. A link on the website can be connected to partnerships and external companies for a further variety of rewards. A search utility will be available to help customers find specific items quickly. Kudler Fine Foods electronic commerce website will have a shopping cart function which will take a customer to a check out page which allows the customer to use his or her loyalty points towards the total cost of their purchases. Legal The legal aspects of creating an electronic commerce website are minimal. The minor legalities needed for the website benefits Kudler Fine Foods because According to Apollo (2003), Anne Shousha is Kathy Kudler’s sister-in-law and her only legal counsel. Anne Shousha is a successful tax attorney and only charges Kathy $100 an hour for formal meetings and nothing for telephone calls. Copyright laws and customer rights are the only parts of law that Anne Shousha will have to investigate to insure legal protection of Kudler Fine Foods. Ethics To the average person purchasing items online and having them delivered to his or her home is convenient. When businesses force customers to give up private information for statistical reasons so that they can buy from them online, their ethics are in question. Some companies require phone numbers even though they are not needed for any reason. In today’s world, people expect to have to create an account with a company when he or she purchases items online. Not every person realizes that all his or her information gets traded with other companies. Kudler Fine Foods should take under consideration the privacy of their customers by limiting the information needed for purchases and never trading customer information with another company. Security Considerations Realizing that customers have to give up private information such as addresses and credit card numbers to make a purchase; Kudler Fine Foods must onsider high security in their budget. A good portion of the $5,000 in the budget section of Apollo (2003), Kudler Fine Foods has set aside for the design and development of their website should go towards an encrypted server. The encrypted server will secure a connection to their website so that a hacker cannot view a customer’s information. By encrypting the server a tiny lock icon will show up in the address b ar of a customer’s browser which makes the customer feel safer when purchasing from Kudler Fine Foods website. Conclusion Kudler Fine Foods has a well thought out plan to create an electronic commerce that customers can earn loyalty points and redeem them by purchasing items online. This website should definitely increase sales and profits for Kudler Fine Foods. They must pay close attention to the design of the website so that it will appeal to customers. Kudler Fine Foods must give attention to the legal and ethical aspects of taking customers information. Finally, they must also make sure that they take into consideration the gains and losses from giving loyalty points out to customers. References Apollo Group, Inc. 2004). Kudler Fine Foods. Marketing Overview. Retrieved September 13, 2009. BSA/310 –Business Systems. https://ecampus. phoenix. edu/secure/aapd/cist/vop/Business/Kudler/Sales/KudlerSM001. htm Apollo Group, Inc. (2003). Kudler Fine Foods. Budgets. Retrieved September 13, 2009. BSA/310 –Business Systems. https://ecampus. phoenix. edu/secure/aapd/cist/vop/Business/Kudler/Finan ce/KudlerBudget001. htm Apollo Group, Inc. (2003). Kudler Fine Foods. Legal Overview. Retrieved September 13, 2009. BSA/310 –Business Systems. https://ecampus. phoenix. edu/secure/aapd/cist/vop/Business/Kudler/Admin/KudlerAdmin002. htm How to cite Service Request Sr-Kf-013, Papers

What Might Cause The Fall Of Big Brother 1984 Essay Example For Students

What Might Cause The Fall Of Big Brother 1984 Essay Summary On a cold day in April of 1984, a man named Winston Smith returns to his home, a dilapidated apartment building called Victory Mansions. Thin, frail, and thirty-nine years old, it is painful for him to trudge up the stairs because he has a varicose ulcer above his right ankle. The elevator is always out of service so he does not try to use it. As he climbs the staircase, he is greeted on each landing by a poster depicting an enormous face, underscored by the words BIG BROTHER IS WATCHING YOU.Winston is an insignificant official in the Party, the totalitarian political regime that rules all of Airstrip Onethe land that used to be called Englandas part of the larger state of Oceania. Though Winston is technically a member of the ruling class, his life is still under the Partys oppressive political control. In his apartment, an instrument called a telescreenwhich is always on, spouting propaganda, and through which the Thought Police are known to monitor the actions of citizenss hows a dreary report about pig iron. Winston keeps his back to the screen. From his window he sees the Ministry of Truth, where he works as a propaganda officer altering historical records to match the Partys official version of past events. Winston thinks about the other Ministries that exist as part of the Partys governmental apparatus: the Ministry of Peace, which wages war; the Ministry of Plenty, which plans economic shortages; and the dreaded Ministry of Love, the center of the Inner Partys loathsome activities. We will write a custom essay on What Might Cause The Fall Of Big Brother 1984 specifically for you for only $16.38 $13.9/page Order now WAR IS PEACE FREEDOM IS SLAVERY IGNORANCE IS STRENGTH From a drawer in a little alcove hidden from the telescreen, Winston pulls out a small diary he recently purchased. He found the diary in a secondhand store in the proletarian district, where the very poor live relatively unimpeded by Party monitoring. The proles, as they are called, are so impoverished and insignificant that the Party does not consider them a threat to its power. Winston begins to write in his diary, although he realizes that this constitutes an act of rebellion against the Party. He describes the films he watched the night before. He thinks about his lust and hatred for a dark-haired girl who works in the Fiction Department at the Ministry of Truth, and about an important Inner Party member named OBriena man he is sure is an enemy of the Party. Winston remembers the moment before that days Two Minutes Hate, an assembly during which Party orators whip the populace into a frenzy of hatred against the enemies of Oc eania. Just before the Hate began, Winston knew he hated Big Brother, and saw the same loathing in OBriens eyes. Winston looks down and realizes that he has written DOWN WITH BIG BROTHER over and over again in his diary. He has committed thoughtcrimethe most unpardonable crimeand he knows that the Thought Police will seize him sooner or later. Just then, there is a knock at the door. Analysis The first few chapters of 1984 are devoted to introducing the major characters and themes of the novel. These chapters also acquaint the reader with the harsh and oppressive world in which the novels protagonist, Winston Smith, lives. It is from Winstons perspective that the reader witnesses the brutal physical and psychological cruelties wrought upon the people by their government. Orwells main goals in 1984 are to depict the frightening techniques a totalitarian government (in which a single ruling class possesses absolute power) might use to control its subjects, and to illustrate the extent of the control that government is able to exert. To this end, Orwell offers a protagonist who has been subject to Party control all of his life, but who has arrived at a dim idea of rebellion and freedom. .u33dfa51e96450e73e6ac862021666264 , .u33dfa51e96450e73e6ac862021666264 .postImageUrl , .u33dfa51e96450e73e6ac862021666264 .centered-text-area { min-height: 80px; position: relative; } .u33dfa51e96450e73e6ac862021666264 , .u33dfa51e96450e73e6ac862021666264:hover , .u33dfa51e96450e73e6ac862021666264:visited , .u33dfa51e96450e73e6ac862021666264:active { border:0!important; } .u33dfa51e96450e73e6ac862021666264 .clearfix:after { content: ""; display: table; clear: both; } .u33dfa51e96450e73e6ac862021666264 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u33dfa51e96450e73e6ac862021666264:active , .u33dfa51e96450e73e6ac862021666264:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u33dfa51e96450e73e6ac862021666264 .centered-text-area { width: 100%; position: relative ; } .u33dfa51e96450e73e6ac862021666264 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u33dfa51e96450e73e6ac862021666264 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u33dfa51e96450e73e6ac862021666264 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u33dfa51e96450e73e6ac862021666264:hover .ctaButton { background-color: #34495E!important; } .u33dfa51e96450e73e6ac862021666264 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u33dfa51e96450e73e6ac862021666264 .u33dfa51e96450e73e6ac862021666264-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u33dfa51e96450e73e6ac862021666264:after { content: ""; display: block; clear: both; } READ: Huck Finn Analysis EssayUnlike virtually anyone else in Airstrip One, Winston seems to understand that he might be happier if he were free. Orwell emphasizes the fact that, in the world of Airstrip One, freedom is a shocking and alien notion: simply writing in a diaryan act of self-expressionis an unpardonable crime. He also highlights the extent of government control by describing how the Party watches its members through the giant telescreens in their

Freewriting in English Composition

Freewriting in English Composition In composition, freewriting is a discovery (or prewriting) strategy intended to encourage the development of ideas without concern for the conventional rules of writing. Also called  stream-of-consciousness writing. Put another way, freewriting is like warming-up on a pitcher’s mound or tossing a few baskets before the real game begins. There’s no pressure because there are no rules, and nobody is keeping score. When freewriting, advises Peter Elbow in Writing Without Teachers, Never stop to look back, to cross something out, to wonder how to spell something, to wonder what word or thought to use, or to think about what you are doing. Freewriting Freewriting is the easiest way to get words on paper and the best all-around practice in writing that I know. To do a freewriting exercise, simply force yourself to write without stopping for ten minutes. Sometimes you will produce good writing, but that’s not the goal. Sometimes you will produce garbage, but that’s not the goal either. You may stay on one topic; you may flip repeatedly from one to another: it doesn’t matter. Sometimes you will produce a good record of your stream of consciousness, but often you can’t keep up. Speed is not the goal, though sometimes the process revs you up. If you can’t think of anything to write, write about how that feels or repeat over and over I have nothing to write or Nonsense or No. If you get stuck in the middle of a sentence or thought, just repeat the last word or phrase till something comes along. The only point is to keep writing. . . .The goal of freewriting is in the process, not the product.(Peter Elb ow, Writing With Power: Techniques for Mastering the Writing Process, 2nd ed. Oxford Univ. Press, 1998) Start Writing You can sit there, tense and worried, freezing the creative energies, or you can start writing something, perhaps something silly. It simply doesnt matter what you write; it only matters that you write. In five or ten minutes, the imagination will heat, the tightness will fade, and a certain spirit and rhythm will take over.(Leonard S. Bernstein,  Getting Published: The Writer in the Combat Zone. William Morrow, 1986) Planners and Plungers Roy Peter Clark of the Poynter Institute, a midcareer school for journalists, and Don Fry, a freelance writing coach, divide writers into planners and plungers. Like Don, Im a planner who likes to know the central point and general organization of what hes about to write before he types the first line. Roys a plunger. So sometimes he just jumps into a topic and starts writing whatever comes to mind. After a while, a focus emerges. Then he backs out, throws away most of what hes written, and starts over. He calls that first round of writing a vomit draft.In more polite circles, thats called freewriting.(Jack R. Hart, A Writers Coach: An Editors Guide to Words That Work. Random House, 2006) Freewriting in a Journal Freewriting can be compared to the warming-up exercises that athletes perform; freewriting limbers up the muscles of your mind gets you in the mood, undams the stream of language.  Here is a bit of practical advice: if you have mental writers cramp, merely sit down with your  journal  and start entering words in it, just as they pop into your mind; dont even think about sentences necessarily, but fill a complete page of your journal with spontaneously discovered words. There is a good chance that this uncontrolled, effortless writing will begin to assume a direction that you can follow.(W. Ross Winterowd,  The Contemporary Writer: A Practical Rhetoric, 2nd ed., Harcourt Brace Jovanovich, 1981) Freespeaking If you are better at talking out than writing out your ideas, try freespeaking, the talking version of freewriting. Begin by speaking into a tape recorder or into a computer with voice-recognition software, and just keep talking about your topic for at least seven to ten minutes. Say whatever comes to your mind, and dont stop talking. You can then listen to or read the results of your freespeaking and look for an idea to pursue at greater length.(Andrea Lunsford, The St. Martins Handbook, Bedford/St. Martins, 2008)

5 Categories of Unnecessary Scare Quotes

5 Categories of Unnecessary Scare Quotes 5 Categories of Unnecessary Scare Quotes 5 Categories of Unnecessary Scare Quotes By Mark Nichol Each of the sentences in this post demonstrates a distinct example of superfluous use of quotation marks to call attention to a word or phrase. The discussion following each example explains why the scare quotes are extraneous. 1. Companies need to reevaluate, and perhaps â€Å"retrofit,† their existing programs. Retrofit is not being used in its literal sense of â€Å"renovating to enhance structural resistance to earthquake damage,† but analogous use of the word does not require scare quotes, which are helpful only when the analogy is obscure: â€Å"Companies need to reevaluate, and perhaps retrofit, their existing programs.† 2. Such a strategy must include thinking â€Å"outside the box.† Idiomatic phrases, like single words used as nonliteral analogies, are generally understood as such and do not require special emphasis: â€Å"Such a strategy must include thinking outside the box.† 3. So-called â€Å"softer† impediments often require as much attention as technical hurdles. So-called signals that a word or phrase is not being used in a literal or customary sense. Scare quotes signal that a word or phrase is not being used in a literal or customary sense. Redundancy is not necessary, nor is it required: â€Å"So-called softer impediments often require as much attention as technical hurdles.† 4. Information should be restricted to those individuals designated as having a â€Å"need to know.† Words and phrases adopted from specialized contexts- otherwise known as jargon (such an introduction of a concept as this doesn’t merit quotation marks, either)- are either sufficiently transparent in meaning that they don’t need emphasis or definition or should be omitted in favor of clear wording; in this case, a phrase originating in the milieu of classified government documents is self-evident: â€Å"Information should be restricted to those individuals designated as having a need to know.† 5. It is imperative to understand â€Å"what to do† as well as â€Å"what not to do.† Here, the writer invites the reader to glean the key phrases in the sentence, but the gist of the statement is obvious, and the scare quotes are distracting and not at all helpful: â€Å"It is imperative to understand what to do as well as what not to do.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Punctuation category, check our popular posts, or choose a related post below:100 Idioms About NumbersWork of Art TitlesWood vs. Wooden

Medical Simulation Training and Action Science Essay

Medical Simulation Training and Action Science - Essay Example It lays emphasis on establishing new routines and learning new frameworks. With action science, new opportunities are identified; any potential fault or threat is identified and corrected (Action design, 2011). In this context, the change in medical practice from the traditional approach, where the interns acquired procedural training at the bedside of real patients to use of simulation experiences or models to teach interns, is an example of an unavoidable scenario and demands for intervention which action science offers. Action science offers axiological interventions at critical points of the medical teaching setup that will demonstrate the significance of embracing use of models in teaching residents at a time when emerging issues of patient safety are becoming real. At this point, it is critical to highlight the objectives of this research. The fundamental goal of this research is to determine whether simulation or the use of models is an effective didactic intervention for pedi atric residents. Other points of focus include: whether there exists a standardized procedural curriculum that is recognized by the other residency programs, need for more educational interventions, will simulation training increase a resident’s confidence and translate into competency when doing procedures on real patients and ability of residents to sustain for a long time the proficiency of gained procedural skills. These critical issues shall be addressed by the dissertation but we cannot avoid highlighting them at this point in order to keep them in perspective as we demonstrate the applicability of action science to the core objectives of the research. As previously stated, action science aims to increase the confidence and skills of an individual or group of people and promote long-term group and individual effectiveness (Argyris, 1992). With the unavoidable change occurring within hospitals, it has become increasingly hard for residents to be taught with real patients , the use of models has been suggested and adopted for use as a viable alternative to the traditional approach. Action science will provide a platform for the development of skills and confidence of the individual residents to the extent that they will be able to handle real patients better. They will be able to use their procedural skills and with more confidence and their overall effectiveness will be enhanced. Action science is a plan of action and consists of a series of steps and actions that can be effected in a way that the participants (residents) can eventually end up developing the right confidence in performing procedures on real patients from the experience gained from working on or with models. The idea here is to use action science ideas and concepts to enhance the procedural skills and confidence of residents. Working in an environment that is ever changing, each participant has to develop an ability and readiness to change accordingly (Action design, 2011). The idea is to use the action science principles in a manner that will enable participants (residents) to adapt to the needs of the ever changing work environment. The need to use models rather than real patients is indeed a great change. The model and the real patient are different in so many ways. Having to use models to learn critical procedural skills is important and with the use of action science it then becomes much easier for the residents to learn while using models since action science

Inequality of bargaining power in the music industry Essay

Inequality of bargaining power in the music industry - Essay Example The will theory of contract was founded upon the economic principle that the good of all exists in the pursuit of individual, selfish economic gain.1 The exchange between two parties is based upon the principle of â€Å"consideration† which Stone defines as â€Å"what one party to an agreement is giving, or promising in exchange for what is being given or promised from the other side.†2 But in truth, classical contract theory may not represent the true will of the parties, resulting in inequitable individual gains to one party3 and according to Baumann, â€Å"the role of the Courts is restricted to enforcing their [the parties] bargained for exchange.†4 As stated by Spencer Nathan Thal, â€Å"the freedom of contract doctrine sanctions every transaction, however unequal the starting points and however unequal the outcome.† Where the issue of contracts in the music industry are concerned, the common terms covered are exclusivity of use of material, duration and territories covering use, ownership, copyrights and the right to exploitation of the material6. Exclusive performance over large geographical areas for long periods may render a contract unconscionable for an artist, because as pointed out by Vetrone, most artists never get a fair deal from music and recording companies.

Diabetes Essay -- Disease, Health, Medical, Nursing

Diabetes Diabetes is a killer; in fact, it is among the top ten killers of adults in the United States. "It can lead to, or contribute to, a number of other serious diseases" (Sizer and Whitney 112). Diabetes means "syphon" or "to run through" (Sizer and Whitney 112) therefore denoting the increase in urinary volume excreted by people suffering from this disease. Mellitus means "sweet". Diabetes mellitus means increased excretion of sugars being released with the urine, creating a sweet smell at the time of elimination. The patient with this type of disease has a problem with his insulin production or usage. Insulin is a hormone produced in the pituitary gland, that helps to digest the sugars and use them for energy, and must be given through an injection into the arms or legs; if this is not done the gastrointestinal enzymes in a person's stomach will digest the hormone. A diabetic does not produce adequate insulin or cannot use his own. Diabetes mellitus is not a single disease. This is a h eterogeneous syndrome for which several theories of etiology (explanation of the cause of the disease) have been proposed (WebMd Health). Diabetes is a life-threatening disease, but it is not a death sentence. With proper maintenance of insulin, exercise, and diet, diabetes can be controlled. Advances in medicine will create a larger variety of treatment options and help remove the stigma, as well as fears, associated with diabetes. The signs and symptoms of diabetes are divided into early, secondary, and late signs. Some of the early signs include polyuria (excessive urination) and thirst; another sign can also be a sweet smell from urine. This odor is due to the loss of water through promoting cellular dehydration. Polyuria is the result of large amounts of glucose, ketone bodies, and protein being excreted by the kidney; an osmotic effect of sugar attracts water and promotes diuresis. The secondary signs include nausea and vomiting, dry mucous membranes with cracked lips, hot flushed skin, abdominal pain and or rigidity, acetone odor of the breath, soft eyeballs because of dehydration, and kidney disease. Other signs include impaired vision or blindness resulting from cataracts and damaged retinas, nerve damage, skin damage, and strokes and heart attacks. The root cause of all of these symptoms is probably the same (Sizer and Whitney 113). Late symptoms includ... ...diseases. Signs and symptoms also vary; they are broken down into early, secondary, and late. Complications also fluctuate depending on the lifestyle and control that the patient has over his insulin. First signs are not good to have and most are, overlooked by the patient. Treatments can range from simple injections to the use of more complicated machinery. Diabetes does not choose a specific race, age, or gender, but any person is at risk. Depending on the diabetic's lifestyle and habits in everyday life, longevity and normal living will triumph. Works Cited American Diabetes Association. 10 March 2005. Apgar, Ellen. Telephone interview. 09 March 2005. Boone, Ria. Personal interview. 14 March 2005. Cordy, Eric. Telephone interview. 2 March 2005. Luckmann Joan, and Karen Creason Sorensen. Medical-Surgical Nursing: A Psychological Approach. Philadelphia: W.B. Saunders Company, 1980. Sizer, Frances, and Eleanor Whitney. Nutrition Concepts and Controversies. Eighth edition. Australia: Wadsworth/Thomson Learning, 2000. WebMd Health. 2003. WebMd Corporation. 22 Jan. 2005 . International Diabetes Federation. What is Treatment for Diabetes? 20 Jan. 2004. .

Hr Systems Comparison: System Thinking , Best Practice, Best Fit

Managing human capital| HUMAN RESOURCE MANAGEMENT| | | | Table of Contents 1. Abstract3 2. Introduction3 3. System and Ecological Thinking4 3. Best Practice5 4. Best Fit6 5. Discussion7 5. 1. ‘Systems Thinking’7 5. 2. ‘Best-Practice’8 5. 3. ‘Best-Fit’9 6. Summary and Conclusion10 7. Bibliography11 1. Abstract This assignment will assess three main schools of thought that apply to Human Resources Management (HRM). With regards to contemporary HRM concepts it is evident that a consideration of the ‘larger picture’ is necessary to be able to effectively push an organisation towards its ideals goals.A consideration of ‘system thinking’, ‘best practice’ and ‘ best fit’ systems of HRM lead to balanced conclusion that it is necessary for an HR Manager to have a sensitivity to the individual needs of the workforce as well as the ultimate mission of the company. Each system discussed here does this diff erently here does this differently with each focussing on alternate viewpoints of what is most important; be it the intricacies of the system, the commitment applied to the overreaching goals of the organisation.This study finds that our of the three areas studied is viable and arguable that best practice system offers the most well rounded set of principles for general HRM. However, to assess the appropriate HR System for a more specific organisation either local or international, it is essential to consider a conglomerates system, which takes into consideration the specific aims of the company the needs of the staff to create an efficiency and enhanced performance that is still systematic and easily applicative.Key words: System Thinking, Best Practice, Best Fit, Human Resource Management 2. Introduction Human Resource Management was influenced from the changing look of the employment management relationship that occurred after the First and Second World War. It starts with the Fi rst World War; it can be classified in terms of a changed attitude of managers towards labour, changed labour management practices, the development of personnel techniques, and development of the personnel profession.During WW1 the demand for workers significantly increased, as a result of this, the need for monitoring workers, and finding qualified workers to manage the group of people similarly increased. â€Å"These new values became incorporated in what was emerging as a distinctive body of management thought, practice and ideology, upon which later theory and practice are founded. † WW1’s impact on HRM grew rapidly during WW2, with an increase in new theories and ideas. In addition to this, labourers created their industrial unions which enhanced the monitoring of the people and also allowed a development in training.During WW2 developments opened vast fields for HRM. Significant impacts occurred after the war, when the idea was introduced that â€Å"quality adds to costs†. Subsequently, â€Å"western organisations have since come to emulate the philosophy and practises of quality that proved so successful†. The concept of HR can thus find their beginnings rooted in the aftermath of the two world wars This essay will consider three main systems of HR namely; ‘systems thinking’, ‘best practice’ and ‘best fit’.Within these topics there will be an assessment of what each of these systems involves with regards to HR and occasionally the International HR Manager. The ‘best-fit’ system can be subdivided into three models which shall be discussed also. These are the ‘life-cycle model’, the ‘competitive model’ and finally the ‘configurational model’. Furthermore there will be consideration of the benefits and limitations of each of these practices, culminating in an assessment of which of these systems could offer the advantageous and beneficial HRM for the Director. . System and Ecological Thinking By definition, the context of HRM is complex because the nature of HR is that it is affected by many different factors, both internal (Vision, Mission and Goals, Policies, Management Approach, Organizational Culture, Quality of Work Life) and external (Political , economic, Social and Technological). Collins comments that â€Å"from the perspective of context, the story is never-ending†. He refers here of course, to the idea that these internal and external factors have an enormous effect on the working environment.It is a sensitive issue which requires a large amount of continued assessment; the goal being to keep these factors in check and accounted for in order to create a harmonious, productive and efficient workforce. This approach helps to simplify the complexities of context by looking upon HR as a ‘system', a term which denotes a delicate habitat made from smaller ‘sub-systems', where each ‘sub-s ystem' provides a layer of information that feeds up the chain to create the bigger picture.In the context of International HR (IHR), managers take on the same responsibilities as their local based colleagues but the area of activity and difficulty of these duties is based on the extent of internationalisation of the organisation. As they move towards a more global economy, organisations are supposed to revise their HR strategies. From one country to another, for example, external factors (e. g. politics) or internal factors (e. g. practice) would be vastly different.As a result of this, normal decisions can be really complex in an organisation operating around the world in multiple countries, particularly since for international organisations, all HR events are supposed to be synchronised across the home country and different national branches. The IHR manager needs to consider how to improve their leadership of a global company, choosing high potential employees and making correct decisions for the overall HR organisation A critical issue for IHR managers is creating co-operative strategies between countries.Consequently, the IHR manager cannot look at the ‘big picture’ from only one perspective. As Collin’s suggests, positivist and alternative views of a system can open â€Å"useful insights into the understanding of context†, ‘system’ thinking â€Å"allows us to see the whole rather than just its parts and recognise that we are a part of that whole. It registers patterns of change, relationships rather than just individual elements, a web of interrelationships and reciprocal flows of influence rather than linear chains of cause and effect. †The ‘system’ approach is organised in such a way that the processes and objectives are considered as a whole. For example, the ‘system’ consists of the organisation of the human element, machines, material resources, tasks, formal authority relatio nship; all of which are small informal groups. Each of these components works towards achieving the objective of the organisation – all of the processes are connected to each other. The main ‘system’ is the organisation, and this includes the interrelated and interdependent subsystems.The system thinking approach can be divided into an ‘open system' which refers to systems that take information from the environment, and a ‘closed system' whereby the system does not have any relationship with the environment. It is important for IHR Managers to remain firmly within an ‘open system’. They are required to start a dialogue with their environment and constantly adjust internally to remain buoyant and in balance with the external factors. It is interesting to consider an aspect of ‘systems thinking’ referred to as both ‘Hard Systems Thinking’ (HST) and ‘Soft Systems Thinking’ (SST).Within HST, humans are c onsidered as an objective resource. Its purpose is to pinpoint the ideal solution for predicting and controlling the use of existing resources. Once this ideal solution has been identified, the role of HRM then focuses on enforcing compliance with the designed regime. The difficulty with HST however, is that it is incapable of taking into consideration any kind of human misunderstanding or conflict which may hinder goal achievement. On the other hand, SST as proposed by Checkland (1980), is available to help tackle those problems which could not be handled by HST.SST has seven stages, which focus heavily on wide participation to create ownership of the outcome. Firstly, one must enter the problem situation, secondly express the problem in a â€Å"rich picture†, thirdly Formulate Root Definitions so that one can create precise perspectives of the participant system, fourthly Build Conceptual Models to understand better what each system does, fifthly, compare these models with reality, sixthly identify possible changes and seventhly take firm action to improve the situation. The benefits of SST are that it truly is able to recognise that problems occur due to differences of opinion.Its chief aim is to develop a sense of mutual understanding and preserving the existing state of affairs. Another aspect of ‘systems thinking’ is ‘Critical Systems Thinking’ (CST). According to Jackson (1991), CST accumulates five main components: critical awareness, social awareness, and dedication to human emancipation, complementarism at the theoretical level and complementarism at the methodological level. Midgeley (1995) stresses that CST developed around three areas of thought: improvement, critical awareness, and methodological pluralism.Improvement is able to be easily monitored through value systems, critical awareness considers participation factors and boundary judgements while methodological pluralism reflects on the range of methodologies available to temper communication and observation in order to supply an improvement, offer mutual understanding and involve a decision making process. Both Jackson and Midgeley show that CST is able to satisfy the three key human interests that were identified by Habermas in 1970 as being the technical interest, the practical interest and the emancipatory interest. 3. Best PracticeThe concept of ‘best practice’ falls under the category of a strategic human resource management technique (SHRM). It is also an example of ‘high commitment’ HRM. The idea behind ‘best-practice’ SHRM is that if an organisation adopts a particular selection of HR practices that are considered ‘best’ or most effective, then this will allow that organisation to enjoy an improved performance; both in terms of organisational productivity and output, and employee satisfaction. It is argued that with the ideal set of ‘best practices’, any company or organisation will benefit if they implement these practices fully (ie. ith a level of ‘high commitment’). There has been much research into the perfect set of ‘best practices’; since without knowing what constitutes the ideal universal set, it is impossible to claim any is really a ‘best’ set. Pfeffer (1994) provides one of the most commonly considered set of HR practices – a collection of sixteen HR principles designed for â€Å"competitive advantage through people†. These sixteen were then later simplified in 1998 into seven practices for â€Å"building profits by putting people first†.Marchington and Wilkinson later tweaked these practices for the benefit of the UK populace in 2002. The simple act of Pfeffer’s work needing to be altered to better fit a UK audience, suggests that the original principles were not relevant and consequently, not universal. If, the concept of ‘best practice’ is for an org anisation to follow a set of universal practices as closely as possible, with the idea being the more closely followed, the better the performance, then these principles need to be applicable to a universal audience to begin with.Guest (1987) expands on this by noting that since lists of ‘best-practices’ vary wildly in their inclusions it is difficult for there to be any rigorous evidence that supports any kind of universal application. Youndt et al. (1996) provide a generalised acknowledgement of what most models of ‘best-practice’ seem to focus on. In this research it is claimed that most focus on â€Å"enhancing the skill base of employees†. Extensive training of staff is undoubtedly important for many sets of ‘best-practice’, with most providing at least induction training and/or performance appraisals.Similarly Youndt’s recognition that many practices â€Å"promote empowerment, participative problem-solving and teamwork† which we can see reflected in examples such as Huselid’s (1995) stress on information sharing, Kochan and Osterman’s (1994) problem-solving groups, and Arthur’s (1994) suggestion of social events respectively. Youndt et al. goes some way towards establishing a more universal set of ‘best practices’, by taking the most commonly appearing practices and collecting them into a likely looking set of the most popular practices.In doing so, one could hopefully assume that the principles are relatable to a vast majority of organisations if not, ideally, all. Considering the difficulty in pinning down a firm set of ‘best practices’ acknowledged and agreed upon by all, it is interesting then that Capelli and Crocket-Hefter (1996:7) believe that in place of a single set of practices, which they believe to be â€Å"overstated†, it is rather the â€Å"distinctive human resource practices† that cause progression and enhancement of or ganisation.A type of practice that is thus distinguishing and characteristic or a particular workplace cannot be considered universal, but rather a focused set of practices that are applicable in a specific work environment. A final aspect to consider with ‘best-practice’ is the notion put forward by Storey, 1992, that single practices will be less affective if they are executed individually. MacDuffie, 1995, expands on this further by suggesting that it is essential for each practice to be grouped together into with complementary practices.This concept is known as ‘horizontal integration’. It is recognised that this type of integration allows some practices to be added or left out, as long as there are a core set of highly committed principles to adhere to. Although this too has problems, since in Guest et al. ’s analysis of the WERS data in 2000, they found that â€Å"the only combination of practices that made any sense was as straightforward cou nt of all the practices†. 4. Best Fit ‘Best-fit’ is also an example of SHRM.It is a concept which is rooted in ‘vertical integration’; the idea that a company’s business and HR strategies are aligned and cohesive. The suggestion being that an organisation becomes increasingly efficient when its HR department and the overall aims, goals and mission of the company are tailor fit. There are three models of ‘best-fit’ that explore this vertically integrated relationship, firstly the ‘life-cycle models’ (Kochan and Barocci, 1985), secondly the ‘competitive advantage models’ (Miles and Snow, 1978 and Schuler and Jackson, 1987) and thirdly the ‘configurational models’. . 1. Life-Cycle Models This model tries to link the vertical relationship between HR practices and company policy to a metaphoric ‘life-cycle’ of a company, from its start-up phase through to decline. Baird and Mershoulam (1988) states that â€Å"human resource management’s effectiveness depends on its fit with the organisation’s stage of development†. The inference is that as a company grows, changes, progresses etc. so must its complementary HR department. During the start-up phase, the emphasis for the HR department is flexibility and informality.As the company grows (growth phase), so must the HR policies. With the assumed increase in staff it is necessary for there to be a more rigid and formal HR department to cope with this. It is a perfect opportunity to foster innovation. The next stage is the maturity stage whereby a company is more established. During this time the HR role is about stability and control, and about perfecting practices already in place. Finally the decline stage considers HR’s role in matters such as redundancy and generally reducing company size. 5. 2. Competitive Advantage ModelsThis model usually applies to the research conducted by Porter (19 85), in which three bases of competitive advantage were identified: cost leadership, quality of service, and focus or innovation (i. e. being the sole provider of a product or service). Schuler and Jackson (1987) expand on this research by defining HR practices that ‘fit’ Porter’s three bases. Within each base (which can be referred to as a market strategy) there is an ideal set of employee roles alongside a reinforcing set of HRM policies. If the two are able to align efficiently, then it is presumed a higher level of performance will incur. 5. 3.Configurational Models The configurational model was proposed by Delery and Doty (1996). It attempts to rectify the problem that the best-fit school is often levelled with, that it oversimplifies the organisational reality. It does not take into consideration the ways in which a company is expected to grow and change in accordance with external factors (economic, political, social). The configurational approach aims to steer clear from linear thinking, and allows for the prospect that a company/organisation may be subject to many independent variables and may be focusing on multiple performance strategies at any given time.In short, the configurational model’s aim is to simultaneously achieve both horizontal and vertical integration. It responds to the truth that it is necessary for a company to be able to integrate it’s HR policies both horizontally and vertically (i. e. in accordance with the company’s overall direction but also with a set of practices that provide employee satisfaction and growth) in order for it to survive. This concept is easily visualised through Miles and Snow’s (1978) ‘defender’ and ‘prospector’ categories.The ‘defender’ category refers to a system that operates in a stable and predictable environment, while the ‘prospector’ category is conversely unpredictable and hurried. Each category is nec essary for the progression of the company (vertical integration), while the varying characteristics of both allow for a set of fairly general HR practices designed to secure employee satisfaction (horizontal) while adhering to the needs of both categories. 5. Discussion The three systems that have been discussed address HRM in vastly different ways.What is interesting to note is that despite this incongruence, they each prove to be successful and efficient systems. It is necessary however to discuss each system a little more critically in order to assess which system would be the most useful and effective in a work environment. 6. 1. ‘Systems Thinking’ ‘Systems thinking’ is a highly beneficial process for the IHR Manager. What is unique about its application is that it is able to take a very complex, perhaps global, situation and conceptualise it in such a way that it becomes clear how it can be manipulated by external factors.The manager is able to witness how the environment can affect the subsystems and consequently implement changes that react with the environment so as to produce a dialogue that is able to breathe and develop organically. For the IHR Manager it is essential for such complex dynamics to be simplified to an extent that it becomes easily manageable and they are able to grasp the bigger picture, whilst remaining in tune with the intricacies of the subsystems that are flexible to change. It is this ‘open system’ that makes ‘systems thinking’ so unique.Furthermore, the concepts of HST and SST are equally beneficial within ‘systems thinking’. HST is perfect for workforce planning and optimising resources, while SST is excellent for agreeing goals, performance feedback and participation. However, ‘systems thinking’ finds its downfall in the fact that while HST and SST are effective systems, they are only able to work independently of each other. Ideally, one would merge the two to provide an all encompassing system both in tune to the personal needs as well as the technical aspects. Another limitation of most ‘systems thinking’ in general is that it is primarily oriented towards ethodology, and is fundamentally rationalist. Flood (2001) argues that when focused on human existence, â€Å"systemic thinking helps people to sense a deep holistic or spiritual quality†, but arguably perhaps only if the idea of ‘systems thinking’ can be expanded to become part of a worldview, rather than just a discipline or methodology. In short, ‘systems thinking’ is at risk of only seeing the bigger picture to the detriment of the particulars. 6. 2. ‘Best-Practice’ The concept of ‘best-practice’ is one that takes into consideration the specifics of HRM.It encompasses some of the most commonly used principles of HR by identifying key policies that are essential to HRM. The advantages of this system lie in its simplicity. It is able to present a firm, established and tested selection of HR principles that will undoubtedly be beneficial to an organisation. The problems with ‘best-practice’ arise centred around the word ‘best’, however if one concurs with Capelli and Crocker-Hefter (1996), that these practices would be better referred to as ‘distinctive’, then we are faced with a healthy abundance of productive systems, ready to be implemented.An HR Manager in this instance need only choose a set of principles which they feel is most applicable to their situation and organisation and start using the immediately. Since there are so many ‘best-practice’ systems, it is arguable that one could alter and tailor-make a set of ‘best practices’ that are specific and unique to a particular organisation. The technique of horizontal integration, or ‘bundling’ allows complementary systems to be implemented alongsi de each other and heightens a sense of congruence and cohesion, as asserted by Wright and McMahan (1999).Furthermore there is evidence to support the idea that the ‘high-commitment’ strategy behind ‘best-practice’ (i. e. an organisation should aim to follow all systems within a ‘best-practice’ set) creates a higher achieving organisation. While horizontal integration can be considered beneficial, frustrations may arise due to the fact that ideally no single practice should be pulled out of a system and used individually as its efficacy will drop considerably. Additionally, the ‘best-practice’ system is only effective on a non-universal plane.Since there is such an abundance of systems it is impossible to select just one set as being the only ‘best-practice’. Consequently for an organisation on an international level, the ‘best-practice’ system would not be beneficial and could potentially neglect certain i mportant aspects if it is not catered towards the specifics of that organisation. On the other hand, Youndt et al. (1996) were able to briefly collect a sample of some of the most commonly appearing policies, which could provide a sound starting point for any HRM. 6. 3. Best-Fit’ When considering the ‘best-fit’ model it is plain that its main advantage is its use of vertical integration. By paying close attention to the overall aims and goals of the company, the ‘best-fit’ system is able to create a set of HR policies that work in complete cohesion with those aims in order to fully maximise the potential of the staff and consequently the business. Every aspect of the organisation works with the focus of the same goals. The various models within the ‘best-fit’ system each have their own benefits too.The ‘life-cycle model’ is able to vividly explore the natural progression of a company and alters it’s HR policies in tan dem with this progression. However, it is difficult to know throughout this model which HR strategies are able to secure the type of human resources that are necessary to continued viabilities, even when industries develop, and which are more likely to contribute to sustainable competitive advantage through the life cycle? (Boxall and Purcell, 2003). The ‘life-cycle’ model is unique also since it is able to allow the HR Management master the present while pre-empting the future.However, it is incapable of allowing for unexpected incidents and relies on an organisation not veering away from the pre-planned cycle. The ‘competitive advantage model’ is useful since it focuses on company gain and edge and tries to set an organisation apart from the other by an awareness of Porter’s three key bases (1985). Finally, the ‘configurational model’ allows both horizontal and vertical integration, which ideally allows the full potential of a company to be realised, whilst expanding and enhancing staff prospects. The difficulties of the ‘best-fit’ system lie in its common criticism, that it oversimplifies the matter entirely.It does not take into consideration internal turmoil or conflict which needs to be sensitively addressed. It assumes that everyone’s best interests are with the overall aims of the business, and provides a rather harsh reality of working life. It forces HR into a submissive system that fits into the overall goal, and implies that within this model HR is a secondary factor. On balance, on an advisory level for an IHR Manager, ‘systems thinking’ would be the most beneficial, since it offers the opportunity to assess the situation on a larger scale and implement strategies that can be manipulated in harmony with the external influence.However, when considering a start-up company or a localised company, it would appear that the ‘best practice’ model is the most viabl e. While it is not able to be fully universally applied, it is able to provide an excellent basis for most businesses. For the discerning HR Manager, a set of ‘best-practices’ can be established specific to that organisation that can be assessed and manipulated as the company progresses with time. 6. Summary and Conclusion In conclusion, this assignment is able to consider the complexities of HRM through the investigation of three strategic systems.It is apparent that each system has many benefits, and each is certainly applicable in various situations. Each HR system is designed with a certain business model in mind. The ‘system thinking’ approach is clearly catered towards a more internationally based institution, while the ‘best-fit’ approach takes into consideration the start-up company. It is only really the ‘best-practice’ system (in this study) that offers a middle ground option for the largest sector of businesses.It is evi dently important for the HR Manager to keep on top of their chosen system, as the ever changing environment, especially nowadays, leaves businesses vulnerable to external factors (most apparent in the form of political, social and economic factors). It is vital for HRM to remain vigilant, but flexible in their approach in order to maintain stable in the face of adversity. 7. Bibliography 1. Midgley, G. , Systemic Intervention: A Critical Systemic Perspective, in Systems Thinking, Government Policy and Decision Making, Bergvall-Karweborn, B. Ed. ), ISSS, Louisville, Kentucky(1995). 2. Human resource management in context, Audrey Collin pg85 4th edition 3. Ulrich, W. , Critical Heuristics of Social Systems Design, 103-115, in Flood, R. L. and Jackson, M. C. Critical Systems Thinking, Directed readings, Wiley, Chichester(1991). 4. Checkland. P. B. , â€Å"Are Organizations Machines? † Futures, 12:421(1980). 5. Miles, Raymond E. and Snow, Charles C. (1978). Organizational strateg y, structure, and process. New York: McGraw-Hill Book Co 6. Delery. J. E. and Doty. H. D. 1996) ‘Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance predictions'. Academy of Management Journal. 7. Bennis, W. and B. , Nanus, Leaders: The Strategies for Taking Charge, Harper & Row(1985). 8. . R. S. Schuler / Journal of International Management 6 (2000) 9. Adams, J. S. , â€Å"Toward an Understanding of Inequity,† Journal of Abnormal and Social Psychology, Nov. , 422- 436(1963). 10. Armstrong, M. , Managing People, A Practical Guide for Managers, Kogan Page, London(1998). 1. Beer, S. , The Heart of the Enterprise, J. Wiley & Sons, Chichester(1979). 12. Beer, S. , The Brain of the Firm, J. Wiley, Chichester(1981). 13. Bratton, J. and J. , Gold, Human Resource Management-Theory and Practice, MacMillan Business, London(1999). 14. Belbin, E. , Management Teams: Why They Succeed or Fail, Heineman, Lon don(1981). 15. Burrell, G. and G. , Morgan, Sociological Paradigms and Organizational Analysis, Arena, England(1994). 16. Checkland, P. , Systems Thinking, Systems Practice, J. Wiley and Sons, Chichester(1981). 17. Combs, W. V. Manpower Planning: Operational Research and Personnel Research, American Elsevier Publishing Co. , New York, (1965). 18. Flood, R. L. , Solving Problem Solving, J. Wiley, Chichester(1995). 19. Flood, R. L. and M. C. , Jackson, Creative Problem Solving, Total Systems Intervention, J. Wiley, Chichester(1991). 20. Flood, R. L. and N. R. A. , Romm, Diversity Management, J. Wiley, Chichester(1996). 21. Foot, M. and C. , Hook, Introducing Human Resource Management, Addison Wesley Longman Ltd. , Essex(1999). 22. Habermas, J. , Knowledge and Interest, in Sociological Theory and Philosophical analysis, D.Emmet and A. MacIntyre (Eds. ) MacMillan, London, (1970). 23. Habermas, J. , Theory and Practice, Heinneman, London(1974). 24. Handy, C. , Understanding Organizations , Penquin Books(1993). 25. Jackson, M. C. , Systems Methodology for the Management Sciences, Plenum, New York(1991). 26. Rice, A. K, Productivity and Social Organization, Tavistock, London(1958). 27. Ryan, T. A. , Intentional Behavior, Ronald Press, New York(1970). 28. Tyson, S. , and A. , York, Personnel Management Made Simple, Heineman, London, (1982). 29. Weightman, J. , Managing Human Resources, Institute of Personnel Management(1993).

Sports Psychology, Sports Nutrition, And Strength And...

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