Dulce et Decorum est - Anthem for Doomed Youth Essay Example for Free

Dulce et Decorum est Anthem for Doomed Youth Essay Dulce et Decorum est and Anthem for Doomed Youth are two poems written by Wilfred Owen during the First World War. Owen, like most soldiers, joined up after being convinced that war was fun by propagandistic posters, poems and stories, and once he had realised that the truth was quite the opposite of this, he decided that it was his responsibility to oppose and protest against poets like Jessie Pope through poetry itself. People were not prepared for the sheer scale and manner of death and the mechanised nature of trench warfare, and had false expectations of the heroic endeavour, but little awareness of the realities. However, compared to Dulce, the anger portrayed is dramatically understated. Dulce is an outrageous protest, displaying the haunting and bitter effects of war, and after describing in great detail the horrific story of a soldier drowning and choking in gas, Owen reveals his passionate hatred for the false and misleading idealisms of heroism in war using particularly emphatic imagery in cancer and froth corrupted lungs. The fact that Anthem is a sonnet, is ironic in that they are usually about love, and because it is actually about grief, it somewhat lulls the reader into a false sense of security, therefore making the poem more effective. Both poems seem to talk about the vile and painful conditions in war, Dulce using onomatopoeia in trudge, giving the impression that war is truly appalling, immediately going against the common belief that it is a game from poems like Whos for the game?. Also, true to both poems is the idea of undignified and casual death, rather than the heroic, glorious death promised by governmental propaganda. For example, in Dulce, Owen talks about the way they flung [the dead soldier] in a wagon with such brutal nonchalance. Furthermore, Anthem introduces a typical Victorian funeral with singing choirs, and juxtaposes it with the shrill, demented choirs of wailing shells on the battlefield, and with the constant end-stopped lines, this conveys a sense of solemn grief rather than the vicious anger in Dulce, which tends to use enjambment more frequently. Also, Anthem discusses the lack of ceremony and dignity in which people are honoured after their death on the battlefield, and Owen reveals his anger for this using the powerful, hyperbolic alliteration in rifles rapid rattle. In addition, the fact that the sound of machine gun fire is reflected in the phrase rifles rapid rattle presents to the reader that the harsh realities of war are indeed more than just frightening. In addition, a sense of urgency and immediacy is portrayed in the second stanza of Dulce, when Owen uses direct speech and exclamations in Gas! Gas!, while the epizeuxis and use of the present continuous tense gives further emphasis to this desperate urgency .On the other hand, Anthem has a strong sense of sympathy and general tranquillity throughout the second stanza, which is juxtaposed by something quite the opposite in the first. As well as this, the light lexis used in words such as glimmers and tenderness in the second stanza, give the impression that it is a poem of mourning and respect rather than anger and hate. In general, Dulce uses fairly vulgar and crude language, conveying his disrespect for propagandistic poets, as well as his anger at the unawareness of the dangers of war of the British public: He plunges at me, guttering, choking, drowning. Owens use of the words guttering, choking [and] drowning, has numerous implications and effects. Firstly, a gutter represents the bottom of society, and therefore shows how soldiers dying is in fact not a respectable act, but rather an act that is hardly noticed by society. Also, the onomatopoeic sounds of guttering and choking, give an even more emphatic image of death on the battlefield, portraying Owens desire for the awareness of the harsh realities of war in youth culture as well as in everyday men. Finally, the fact that Owen uses three separate adjectives to describe the horrific scene, in addition to the tri-conic feel it gives, the phrase implies that Owen could not put what he was seeing into words, and therefore persuading the reader that war is simply a catastrophic, desperate excuse for a fight, sacrificing millions of men in the process. Unlike Dulce, Anthem brings out the mournful, respectful side of Wilfred Owen through the melancholy atmosphere he creates through the modulation of harsh imagery to a more resigned tone: The monstrous anger of the guns but in their eyes Shall shine the holy glimmers of goodbyes. This dramatic contrast between coarse and frightening imagery in monstrous anger of the guns and the solemn melancholy in the holy glimmers of goodbyes is a very moving one. This is not only because the phrase refers to tears in young mens eyes, which in itself is a saddening image, but also because it refers to goodbyes, forcing a more personal image of saying goodbye to close friends or relatives as they go to war upon the mind of the reader, again, creating a sombre mood. In addition, the end-stopped line following goodbyes is very effective in that it makes the goodbye seem all the more sudden, harsh, and hurtful. In conclusion, Dulce and Anthem, although they are both written in protest against the deceiving propaganda made by various people, they go about it in different ways. Dulce is an outright outrage at individuals, which we know from Owens draft that it was targeted at Jessie Pope, using coarse and harsh language to do so. Anthem on the other hand is a more solemn and moving poem, although it starts as if it were to be an outrage, before we learn that in fact, it is only grieving for the dead and their lack of ceremony, and it becomes literally, an anthem for doomed youth.

One of Canadas Greatest Authors, Margaret Laurence :: Biography Biographies Essays

The Early Years: The Beginnings of a Writer Sunday, July 18th 1926, at 7:30pm at the Neepawa General Hospital, one of Canada's greatest authors, Margaret Laurence, was born to proud parents Robert and Verna Wemyss. Verna's father, John Simpson, was a self-made man. Born in 1853 in Middletown Ontario, John attended school, training to be a cabinetmaker. In the 1870's John, with only his change in his pocket, made his way towards Portage la Prairie Manitoba, in an attempt to unite with a cousin who sold clothing there. While working in the clothing store, John met his future wife, Jane Bailey. Four years after marrying Jane the Simpson family decided to move north, towards to the newly founded town of Neepawa. Margaret's Laurence's grandmother, Margaret Weymss, whom she was named after, came from a proud family. Margaret Weymss' great-grandfather was the Minister of Agriculture, and at one point the Premier of Manitoba. Margaret Laurence's grandfather, John Weymss, came from England to Neepawa in 1883. John Weymss, Neepawa's first lawyer, was a bright aristocratic man dying tragically, two weeks after the birth of his granddaughter Margaret. This was only the beginning of the many tragic deaths that Margaret's family endured in her first twenty years of life. At the young age of four, Margaret's mother Verna Simpson died. The death of Margaret's mother had a profound effect on the once bright and bubbly girl. It was Verna who first nicknamed her daughter Margaret, "Peggy", a name by which Margaret was addressed as for almost 40 years. After Verna's death, her older sister, Margaret Simpson, quickly moved in with Peggy and her father. A year after moving in, Margaret Simpson married Robert Weymss, becoming "mother" to Peggy. In 1935, another tragedy shook the Weymss household. Peggy's father Robert died after catching pneumonia. Margaret's last family death in her early years was in 1936 when Peggy's grandmother Jane, contracted Polio. It was around this time that Peggy began to write, in an attempt to escape the horrible nightmare she was living, by creating imaginary worlds. Margaret found that writing was the only way she could control external events, such as life and death. At the age of thirteen Margaret Laurence's first story "Pillars of a Nation" was published in the newspaper TheWinnipeg Free Press. The fictional town name Manawaka first appeared in this story. Her second work published in the Winnipeg Free Press was "The Case of the Blond Butcher" only a few months after the first. One of Canada's Greatest Authors, Margaret Laurence :: Biography Biographies Essays The Early Years: The Beginnings of a Writer Sunday, July 18th 1926, at 7:30pm at the Neepawa General Hospital, one of Canada's greatest authors, Margaret Laurence, was born to proud parents Robert and Verna Wemyss. Verna's father, John Simpson, was a self-made man. Born in 1853 in Middletown Ontario, John attended school, training to be a cabinetmaker. In the 1870's John, with only his change in his pocket, made his way towards Portage la Prairie Manitoba, in an attempt to unite with a cousin who sold clothing there. While working in the clothing store, John met his future wife, Jane Bailey. Four years after marrying Jane the Simpson family decided to move north, towards to the newly founded town of Neepawa. Margaret's Laurence's grandmother, Margaret Weymss, whom she was named after, came from a proud family. Margaret Weymss' great-grandfather was the Minister of Agriculture, and at one point the Premier of Manitoba. Margaret Laurence's grandfather, John Weymss, came from England to Neepawa in 1883. John Weymss, Neepawa's first lawyer, was a bright aristocratic man dying tragically, two weeks after the birth of his granddaughter Margaret. This was only the beginning of the many tragic deaths that Margaret's family endured in her first twenty years of life. At the young age of four, Margaret's mother Verna Simpson died. The death of Margaret's mother had a profound effect on the once bright and bubbly girl. It was Verna who first nicknamed her daughter Margaret, "Peggy", a name by which Margaret was addressed as for almost 40 years. After Verna's death, her older sister, Margaret Simpson, quickly moved in with Peggy and her father. A year after moving in, Margaret Simpson married Robert Weymss, becoming "mother" to Peggy. In 1935, another tragedy shook the Weymss household. Peggy's father Robert died after catching pneumonia. Margaret's last family death in her early years was in 1936 when Peggy's grandmother Jane, contracted Polio. It was around this time that Peggy began to write, in an attempt to escape the horrible nightmare she was living, by creating imaginary worlds. Margaret found that writing was the only way she could control external events, such as life and death. At the age of thirteen Margaret Laurence's first story "Pillars of a Nation" was published in the newspaper TheWinnipeg Free Press. The fictional town name Manawaka first appeared in this story. Her second work published in the Winnipeg Free Press was "The Case of the Blond Butcher" only a few months after the first.

Professional Writing and Composition: Meeting Announcement Essay

An announcement letter can be forwarded to inform a person of the itinerary of the meeting (LetterExpert.co.uk, 2007). It can be transmitted to reveal happenings such as banquets, weddings etc. It can also be written to convey to the community about the results of a competition, a changes in the institutional regulations, to call a meeting, or to inform the company departments regarding industrial action. Below is a sample of letter announcing or informing a meeting: Preparations were completed for a meeting to be held on 28 November 2007, at 8 o’clock in the morning, in Multimedia conference room, Legacy building located at 88 Magalia St. NY. The said gathering has the following objectives: To discuss the essential requirement of the project To know the description and characteristics of the new project design To identify the forms and span of researches to be undertaken relative to new design prototype development of GE Refrigeration System. To be ready before the formal launching of the project, this meeting is considerably required. Representatives from public and private organizations and media entities are requested to be present at the actual launching.   Within two weeks after the assembly, you are required to provide your commentaries and analysis of the objectives of the project, structure of the organization, the timetable for the whole duration of the project, the scope and limitation of the research and whether or not a group of consultants is needed during the whole project, and also any further commentaries that you may wish to express. You may also provide any information on the advantages and disadvantages of the project’s location.   We are warmly sending you invitation to attend and be part of the said gathering. We trust that the early participation of all the groups interested in this project will increase the efficiency and quality of cooperative planning.   Individuals who would require backup instruments to properly communicate to be able to partake in the talk are encouraged to inform their needs and inclination to the Executive Director for this proposed project at 710928719 or TDD phone number 4618691. References Boundary Between Professional Engineering Society and State Licensing Board. August 29, 2006. National Academy of Engineering Retrieved   November 26, 2007 from LetterExpert.co.uk (2007) Letter of Announcement. Retrieved November 26, 2007 from http://www.letterexpert.co.uk/LetterOfAnnouncement.html Project Sample Letters. (2007). Project Development Procedure Manual. 6. 368-370

The Pros And Cons Of The Minimum Wage - 769 Words

Did you know minimum wage was $0.25 per hour in 1938? Since then it has raised to a whopping $7.25. Most readers will agree that there is a problem with this current minimum wage, considering the cost of living and salaries, Etc. However, they might not understand the complexity of the issue. In fact, the topic is not simply a question of if the minimum wage should be increased or kept the same, but more of a complex issue involving the different viewpoints on why people agree or disagree. Some reasons why people might agree is: decreasing poverty, increase in government aiding, and cannot afford basic needs. In opposition, opponents of the minimum wage might say it increases poverty, increases unemployment (specifically among unskilled or†¦show more content†¦(Stern, Andrew) 00:07:33- 00:07:35). In opposition though, A guaranteed income would take away the incentive to work, waste money on those who do not need it, and come at the expense of effective programs like Social S ecurity, Medicare, and Medicaid. (Intelligence squared debate) For low-income families, there is Welfare assistance that they can use, but they would not need it if they had more money to take care of themselves but on the right side of the argument if the minimum wage would be increased then low-income families would abuse government assistance. Concluding that minimum wages are a blunt tool for welfare reform and if the minimum wage is lifted that the functioning government aid programs like social security, Medicare, Medicaid, would diminish. Business owners Are divided on the minimum wage debate. Business owners who are for the minimum wage increase say that the higher laborers are paid, then they will have a more expendable salary to spend at local establishments, so they do not have to go to food banks. (James, Steve; 3:23- 3:37) Another viewpoint is that A higher minimum wage will hurt businesses, leading them to cut jobs and harming the low-wage workers it is intended to. (The Editorial board) Business, of course, strives for their employees to be successful but it can be hard when a minimum wage is in the way. ThisShow MoreRelatedThe Pros And Cons Of Minimum Wage994 Words   |  4 PagesThe idea of the minimum wage is that workers are guaranteed enough money to improve their standard of living. The price of the minimum wage is determined by the state, but a federal minimum wage is set. Some states choose to go above the minimum wage, while others, such as Alabama and Louisiana, choose to not have a minimum wage at all (Root). The minimum wage is important to society, because it can affect many people’s lives. There are many pros and cons to having a minimum wage in the United StatesRead MorePros And Cons Of Minimum Wage991 Words   |  4 PagesA minimum wage is the lowest remuneration that employers must legally pay their workers for their services. It is an example of a price floor below which workers may not wish to sell their labour legally. The purpose of minimum wages is to protect workers against low pay. They help ensure an equitable share of profits and a minimum living wage to all who are employed. Minimum wage can also be one element of a policy to overcome poverty and reduce inequality, including those between men and womenRead MorePros And Cons Of The Minimum Wage1620 Words   |  7 PagesIncreasing the federal minimum wage has been a controversial topic around the United States; many people are in favor of raising the minimum wage, while others heavily oppose the idea. W hile everyone is entitled to their own opinion, statistics have shown that the minimum wage is closely correlated to public health, and it shows that this topic is a much bigger and broader picture than simply economics. The federal minimum wage has a history that dates all the way back to 1938, and the strong debatesRead MorePros And Cons Of The Minimum Wage1755 Words   |  8 PagesMinimum Wage: The Pros and Cons Looking back over the last century, minimum wage has been a divisive subject among policy makers and economists in the United States. As far back as 1938 when the Fair Labor Standards Act (FLSA) was first introduced, minimum wage has been a contentious issue. After much judicial opposition, President Franklin D. Roosevelt signed into law a bill which was a landmark in the nation’s social and economic development. The bill banned oppressive child labor, set the minimumRead MoreEssay on Pros and Cons of Minimum Wage701 Words   |  3 PagesPros and Cons of Minimum Wage The argument for minimum wage has remained remake consistent over the years. Some people are against minimum wage and the other think minimum wage can help you in a certain way. In the midst of the Great Depression, the Unites States federal government passed the Fair Labor Standards Act. The law has been amended almost every year to expand coverage of the wage floor and to increase the wage itself. Many of the fifty states have enacted their own minimum wage lawsRead MoreThe Pros and Cons of Abolishing Minimum Wage954 Words   |  4 PagesAbolishing Minimum Wage Increase, decrease or abolish minimum wage; which is best for our citizens and our economy? Minimum wage was implemented to help unskilled workers to make a living wage but as time goes on the value of minimum wage has plummet. In my research paper I will provide knowledge about minimum wage such as the history, purpose, benefits and the results. I will also present the pros and cons of abolishing the minimum wage and the increase/decrease of minimum. The minimum wage was originallyRead MorePros And Cons Of Raising The Minimum Wage1908 Words   |  8 PagesTai K. Lamar Jennifer Chicosky ENG-111-IN1 07/21/17 Raising the Minimum Wage from $7.25 Can you live off $7.25 an hour? Would you be able to pay all your bills, and have plenty of money left over for food, as well as personal pleasures? Imagine your salary was cut down to a forty-hour work week at the minimum wage salary in your state. Can you save money while on a minimum wage hourly salary? These same questions are on the minds of many Americans that are currently facing these struggles every timeRead MorePros and Cons of Raising a Minimum Wage Essay1126 Words   |  5 PagesMinimum Wage A minimum wage is the lowest hourly wage that employers have to compensate the workers for their service. Currently the federal minimum wage is $7.25 per hour. However, many states also have their own minimum wage laws. In those instances, the employee is entitled to the higher of the two minimum wages. In this paper we will discuss the brief history of the minimum wage law and its current legislation. We will also analyze the pros and cons of raising the minimum wage, and theRead MoreThe Pros And Cons Of Raising The Minimum Wage993 Words   |  4 PagesAlthough it is not a new topic in America, the decision to raise the minimum wage continues to be controversial, especially in the political realm. The political parties still move to block the opposing party from successfully implanting their ideals, causing either nothing to be accomplished or the situation to worsen. Research shows that raising the minimum wage a reasonable amount would lessen the gap between the rich and th e poor, continue to fulfill its original purpose of protecting workersRead MoreEssay on Pros and Cons of Raising the Minimum Wage1156 Words   |  5 PagesPros and Cons of Raising the Minimum Wage When you picture a minimum wage worker, who do you picture? Do you see a sixteen year old, a middle-aged mother, a college graduate, or even a senior citizen worker? In September of 2013, California governor Jerry Brown signed a new bill into act that would cause the California minimum wage to rise from the current $8.00 and hour to $10.00 and hour in increments over the next three years. The minimum wage rate will go up in two separate $1.00 boosts.

Discuss the Advantages and Disadvantages of Using...

Topic 4 – Discuss the advantages and disadvantages of using short-cuts in an organisational setting The shortcuts in organisations are used for valuating the characteristics of co-workers. In organisations, the managers are always assessing their employees, also the make judge about their employees performance and efficiency at work. The perception of individuals may derive from the time environment, mentality, purposes, and history of the perceiver. The great significance in perception takes place the appearance, personality and their attitude. The most important perception in the processing of an organisation is the managements perception on employees. The managers take control and make significant decisions, and also control the†¦show more content†¦The main applications of shortcut in organisations are: the first is employment interview, the second is performance expectation, the third is ethic profiling and the final is the performance evaluation. (Robbins, 2008) The first application of shortcuts in organisation is the employment interview plays a most significant role in organisation. Human resources managers see for the efficient, productive and not very expensive people. At employment interview the interviewer make perceptual judgment that is not often equals their expectation. However, if the manager has high skills and express knowledge of individual characteristics allows to the manager to interview quickly that is beneficial for some organisations. For instance, Human Recourse organisations (HR), where the interviewer need to interview a lot of people a day. Another advantageous factor for the organisation is if the interviewer would group the people with similar characteristics that can help the interviewer to extract the needful specialized applicant’s quickly. Such process may create simultaneous atmosphere in organisation where the employees have a similar behavior and skills in organisation. In contrast, the negative effec ts may occur when the interviewer have limited information of applicant and can hire a person not suited for a particular position. For example, the negative affect on judgment may occur when the applicant is overweight person because in theShow MoreRelatedAcca P3 Revision Notes5881 Words   |  24 PagesAnalysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦14 External Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....15 Strategic Options†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.17 Method of Growth†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦............18 Portfolio Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.19 Strategic Choice Change Management†¦....20 Marketing†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...21 Organisationa l Structure†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.22 International Market Place.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦....23 Business Process Change†¦Ã¢â‚¬ ¦.†¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..24 Information Technology†¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦..........25 Quality†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦......26 Project Management†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦27 Role of Finance†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..Read MoreIntroduction to Large Scale Organizations18988 Words   |  76 Pagesbetween LSO s encourages all organisations to strive for world s best practice status -World s Best Practice – comprehensive, integrate and continuous approach to apply and improve upon worldclass standards of performance to all aspects of an organisational How do LSO s increase: *Merging – two or more organisations join, implies both parties have taken a degree of equality *Acquisition – purchasing of an organisations shares and assets by another, also known as a takeover For themselves Dis-economiesRead MoreEmployment Cycle15431 Words   |  62 Pagesgroup of tasks performed by an employee job analysis systematic process of gathering information relating to a job being performed job description a written description of a job’s title, duties and responsibilities, including its location on the organisational chart job specification detailed listing of the personal skills and characteristics required to perform a particular job Job analysis is the systematic process of looking at a particular job to find out exactly what it entails, and what kindRead MoreManagement Theory Practice16081 Words   |  65 Pagesoriented †¢ Relatively homogeneous workforce Diverse workforce †¢ Workdays defined as 9 to 5 Workdays have no time boundaries †¢ Hierarchical relationships Lateral networked relationships †¢ Work at organisational facility Work anywhere, anytime during specific hours POINTS FOR DISCUSSION 1. 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It may refer to any alteration which occurs in the overall work environment of an organizationRead MoreCase Study148348 Words   |  594 Pageswhich it is published, without the prior consent of the Publishers. 2  © Pearson Education Limited 2011 Contents Acknowledgements Introduction Using this Manual Planning Your Approach Designing the Teaching Scheme A Guide to Using the Work Assignments A Guide to Using the Case Studies Strategy Lenses The Exploring Strategy Website A Guide to Using the Video Material Exploring Strategy Teachers’ Workshops Teaching Notes for Student Work Assignments Case Study Teaching Notes 6 7 8 8 12 19 20 25Read MoreStrategic Human Resource Management72324 Words   |  290 PagesResource Management? 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This is an example of cross-branding

The Ragtime Vs. The Blues - 1616 Words

 ¬Ragtime vs. The Blues In the city of New Orleans emerged one of the most influential music genres in U.S. history. At the time, New Orleans was known for being a melting pot of people or rather, a region where people from all over the world came together in one place. This city served as a key seaport in the U.S. allowing for goods to be imported and exported. The purpose of this city was not only strategic to the growth of the country, but also, the atmosphere allowed for the incredible mixing of cultures, customs, and traditions that led to the creation of one of our nations most cherished genres of music: jazz. Jazz emerged towards the beginning of the 20th century, but didn t just spring up out of nowhere. Instead, it was a creation that developed from popular music styles of the 19th century that were blended and combined to entertain not only the social dancers, but also, the nation as a whole. The two main music styles that jazz evolved from were ragtime and the blues. Both ragtime and the blues had their beginnings in African-American communities. While both of these music styles strongly contributed to the creation of jazz and have a lot of similarities, they do have their differences. These differences lie within their origins, their instruments, the elements of the music styles and how these elements influenced jazz, and their artists and composers. First of all, ragtime and the blues are similar in that they both originated in the United States. While theShow MoreRelatedEssay on Hip Hip1788 Words   |  8 Pagesparody masses). According to one source, the roots of this phenomenon are in Jamaica in the 40s. By the 60s, it was common to find quot;soundsquot;, or a truck fitted with sound equipment parked at a street corner, playing American rhythm amp; blues records for the people in the neighborhood. Some of these DJs included Coxson Dodd, Prince Buster, and Duke Reid. By the 1970s this phenomenon was to be found in the US, particularly in the Farragut Projects in Brooklyn, NY. Some of these early DJsRead More Black Women in Rap Essay6410 Words   |  26 Pagesrappers to challenge the status quo of middle-class white America. Certain attributes exist within this GBM, helping to define rap as a genre and as a function of history, culture and, indeed, politics. These attributes include: â€Å"loudness,† â€Å"raw,† â€Å"blues,† â€Å"iconoclastic† and a â€Å"rooted departure† (ya Salaam 350). Loudness demands a rejection of what ya Salaam calls â€Å"the status quo,† meaning a departure of what he sees as the traditional detachment of European music and dancing. GBM demands total

Performance Management and Performance Appraisal- MyAssignmenthelp

Question: Discuss about thePerformance Management and Performance Appraisal. Answer: Performance management and performance appraisal are two common terms that form the spine of human resource management. The two terms are interconnected and provide the basis through which managers and employees fulfil their roles within the organization and by so doing, achieve the set goals and objectives. Performance management refers to the process through which managers and employees work in unison through planning, monitoring and evaluation of their performance as well as collective contribution to organizational development. On the other hand, performance appraisal refers to the process through which an employees performance is evaluated against set standards with the aim of spotting areas that need improvement (through training) as well as promotion, demotion or layoff (Bernardin Wiatrowski, 2013). From the two definitions, it is evident that the two concepts are differentiated by a few characteristics. The fundamental difference between performance management and performance appraisal is that the former is a process whereas the latter is a system (Toppo Prusty, 2012). Performance management is a process in that it is manifested in every organizational process with no limitations. As long as work is going on in the organization, performance management is also running. On the other hand, appraisal is a system that applies specific parameters in respect to a documented criteria and standards. Performance appraisal is a tool used by the management to increase efficiency through application of rewards and promotions whereas performance management is a strategic tool that is laid down in the organizational culture (DeNisi, 2000).The core essence of appraisal is to track individual performance and document the results. On the other hand, performance management is concerned with strategically positioning the organization to communicate certain cultures and values. Performance management is an exclusive responsibility of the human resource department of the organization. The HR department is the one tasked with monitoring and evaluating performance and taking the necessary measures in line with the outcomes (DeNisi, 2000). On the other hand, performance management is a role taken by all managers who oversee the day to day organizational activities across all spheres of the organization. The managers can influence operations in line with organizational goals and objectives and by so doing, replicate a certain performance pattern that is to be followed by the junior employees. Performance appraisal is periodical while performance management is a continuous exercise (Toppo Prusty, 2012). For most organizations, appraisals are carried out annually or bi-annually depending on the need for human resource as a result of expansion, replacement of transfers. On the other hand, performance management is a running process that is tied to the organizations existence. As long as the organization is operational, performance management is always present. Performance appraisal employs and individualistic approach and the outcomes are instant. For appraisal, it is an individual performance that is evaluated and the results documented at the end of the session so that the employee(s) can be promoted, fired or demoted (Buller, McEvoy, 2012). On the other hand, performance management applies a more collective approach and the outcomes are always forward looking. This is because performance management assesses individuals in relation to the systems and processes and seeks gradual improvement. In the same context, performance appraisal has predetermined outcomes that have to be met by the individual while performance management is more flexible. Performance management and appraisal present managers and employees with various challenges. For managers, employee resistance is a common challenge (Gruman Saks, 2011).Appraisal and management can be viewed as a process of re-interviewing the employee(s) and as such, it can be received negatively. More often, employees can feel uncomfortable with the scrutiny that comes with the processes and as such, they may resist in some ways. Another challenge for managers is maintaining neutrality/fairness. Although appraisal and performance are guided by organizational provisions, dealing with employees whom you have worked with for long and even formed friendships with can subject you to bias (Guest, 2011). Equally, managers can be tempted to overlook past shortfalls in favor of present or recent individual performances. Another challenge for managers is maintaining positive relationships with employees after the processes. As earlier stated, the outcome of appraisal and performance management can be as fatal as demotion. Consequently, managers may develop a feeling of guilt and this may escalate into negative relations with employees who have been negatively affected (Mone London, 2014).Equally, managers face a dilemma on the right scheduling for appraisals. In most organizations, the period is known and as such, employees can save their best for the period approaching the actual day. Consequently, managers can fail to meet the set goals and objectives due to disguise of behavior or performance by employees. For employees, performance management and appraisal can subject them to undue feedback or negative ratings. This is because the processes can be infiltrated by managers with ill motives who would want to use the exercises to favor certain individuals at the expense of others. This can lead to wrongful dismissal or demotion (Daley, 2012). Another challenge for employees is the possibility of receiving feedback and rating based on group or departmental performance. Some of the individual shortfalls may emanate from the organizational structure rather than individual character or competence, yet they affect individual rating and feedback. Another problem for employees is that there is no appeal mechanism (second chance). Any faults that might have occurred in the process and which are not of the employees making cannot be reversible since the processes are one-off (Bititci et al., 2012). Performance appraisal and management are executed with one goal in mind; helping the organization achieve its goals and objectives. Performance management ensures that all the processes are running in line with organizational goals. Any flaws detected in the system are addressed gradually to avoid any impasses (Buller McEvoy, 2012).On the other hand, performance appraisal ensures that the company has the right group of employees in terms of competence and behavior who fit in the firms culture and values. These employees are better placed to execute their roles and meet organizational goals and objectives both in the long and short term. Performance management and appraisal are tools for individual and collective improvement and skill development. Both processes are meant to empower employees and prepare them for future roles as well as adapting to any changes in the market (Armstrong Taylor, 2014). In appraisals, the feedback can serve as a motivational factor for promoted employees as well as their colleagues. When the employees are rewarded, they feel valued and ready to put on an extra effort to help the organization achieve their goals and objectives. Similarly, performance appraisal and management help the organization to get rid of underperforming employees and replace them with more productive ones. By doing this, the company increases the chances of success since unproductive employees are a liability rather than an incentive to the company. The role of the HR is policy formulation. The department lays down the necessary policies and guidelines that guide the entire processes (Armstrong Taylor, 2014).These policies determine the scheduling, standard measures as well as rewards that should be applied to each individual or the entire organization in order to achieve the set targets. Through policing, the HR is able to stay in touch with the current trends in the market and tailor performance management and appraisal to meeting these conditions. Secondly, the HR is directly involved in execution. The department conducts the appraisals and makes recommendations to the top brass for appropriate action depending on the outcomes. The HR department also plays the role of monitoring both processes. Whereas the outcomes in appraisal are instant, their role does not end at this point. Instead, the HR continuously monitors the progress of each employee in their new roles to see how they are fitting in their designations (Daley, 2012). In this context, the HR also has the responsibility of monitoring employee performance (performance management) and applying improvement tools such as training and inductions so that in the end, all employees are working towards a common goal. Through continuous training, monitoring and assessment, the HR sets up the organization strategically to have a competitive advantage while moving fast towards achieving organizational goals and objectives. Lastly, the HR is involved in research and development to discover new practices that aid future procedures. This also helps the organization to stay in touch with the labor market patterns and overcome barriers associated with obsolescence. 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