Illustrate from ‘The Pardoner’s Tale and Prologue’ the Pardoner’s skill as a preacher

People sought salvation with devotion as The Black Death swept across Europe. The pre-science era when Chaucer wrote The Canterbury Tales meant priests faced an increasing workload, introducing monetary payments in exchange for remission of sin or penances (punishment). The responsibility of the collection of this money went to quaestores. These quaestores1 did not always have a firm connection with the Church, and definitely not with the artes praedicandi, the collected thought embodied in the theory and art of preaching. However, the new direction the Church took became a rampant breeding ground for forgers and confidence tricksters such as the Pardoner, preying upon the fears of the diminishing population for personal gain. The artes praedicandi was divided into two areas, the moral and the technical. With the moral, the preacher, genuinely inspired, was to be the mouthpiece for the Holy Spirit. There is no question that Chaucer's Pardoner is a completely immoral creature, his motives selfish and his interests in human art more important than guidance from God. However, in the technical aspect of preaching he excels. Medieval practice and sermon called upon the preacher to provide religious teaching as well as entertainment.2 Gardiner writes of elements of convention in the traditional Medieval religious lesson and the Pardoner covers all of them. The first, statement of theme, is a biblical text and in the Pardoner's case it is, ‘Radix Malorum Est Cupiditas', the love of money is the root of all evil.3 ‘The Exemplum', a story to illustrate the text, is taken care of in the tale of the riotours' search for death. The discourse of the sins of drunkenness, gluttony, gambling, blasphemy and swearing could be considered the dilatatio, detailed explaining of the text, and set after the story's close, the peroration, a discussion and application of the text. The Pardoner's Prologue sets up a universally held view, that the Pardoner is full of the very sins he preaches against, he seeks to become sin itself and is master of his own damnation. The Pardoner has with him firm establishment of authority and credibility, ‘bulles of popes and cardinales' that grant him powers of absolution. â€Å"And I assoille him by the auctoritee Which that by bulle ygraunted was to me† By this gaude have I wonne, yeer by yeer, An hundred mark sith I was pardoner† (103-6) The Pardoner also has a piece of the sail of the ship St. Peter had sailed upon the Sea of Galilee, the Virgin Mary's veil and a relic that cures jealousy and helps livestock and their farmers and the magic mitten! As part of the audience of pilgrims and readers, we are aware that these holy relics are pure counterfeit, but to the frightened believer in an age of magic surrounded by death, the Pardoner's offer of help seemed sensible rather than silly. Chaucer gives us here a visual image laid so over the top of ‘heer as yelow as wex', that it allows room for him to describe the physical movements of the fake. The Pardoner evangelises with energy- â€Å"Thanne payne I me to strecche forth the nekke And est and west upon the peple I bekke, As dooth a dowve sittinge on a berne Minde handes an my tonge goon so yerne† (108-11) And authority- â€Å"I stonde lyk a clerk in my pulpet† (107) His storytelling is full of naturalistic dialogue and personification, the ‘riotoures thre' representing the condemned sins of drunkenness, gambling and blasphemy. The latter of these also helps to pull his congregation or customers in with the tactic of shock. He incorporates everyday experience in to the sermon. Cookery and wines are mentioned in verse of political consumer advice. There is even a laugh to be had when he describes a drunk man snoring: â€Å"And thurgh thy dronke nose semeth the soun As though thou soydest ay ‘Sampsoun! Sampsoun!' And yet, God woot, Sampsoun drank nevere no wyn† (267-9) If that doesn't seal the deal, the one about the adulterous wife with two to three priests should! It is clear the Pardoner values entertainment highly, and this is in place to draw in those who have no interest in God. An important component of fourteenth century ministering was the recommendation of the use of ensamples, specific incidents used to prove or push a general assertion. To the â€Å"lewed† the Pardoner may appear as a learned man,, drawing on works from the stoic philosopher Seneca and philosopher and scientist Avicenna (Ibn Sina). He makes reference to De Contemptu Mundi by Pope Innocent III, the theologian St. Jerome's Adversus Jovinianum and St. John of Salisbury. His knowledge of the Bible is as impressive as his secular incorporatings. He quotes or hints at the contents of Genesis, Proverbs, Ecclesiasticus, the Gospels and the epistles of St.Paul. He refers to a wide variety of texts, and if they were obscure the more likely they would be associated solely with the Pardoner, perhaps of his own invention. His tongue of â€Å"hauteyn† tone uses a number of stylistic devices, common among legitimate preachers. Repetition is the most common; overuse of the biblical passage and over-stressing of the same five sins is practised, making sure words are stuck firmly in the memory or minds of the listeners through its amplification and emphasis. Onomatopeia, as mentioned is used to imitate the heavy breathing of a drunk, and the glutton, â€Å"That may go thurgh the golet softe and swoote, Of spicerie of leef and bark and roote† (257-8) He also uses apostrophe, â€Å"O wombe! O bely! O stinking cod!† (248) His narration is packed with exclamation, as he uses heavy punctuation to increase emotional impact. His tale and sermon manipulate suspense, his voice, playing each of the parts, shifts in tone and volume. From complexity to simplicity and back, the lesson is rich in climax and anti-climax. He is a natural performer and a cunning predator, â€Å"For though myself be a ful vicious man, A moral tale yet I yow telle kan, Which I am wont to preche for to winne† (173-5) c. Andrew Luke 2002

Brand Manager

We keep hearing about managers of different kinds, yet we never really know what a manager's job actually entails. This article will deal with a specific kind of manager – the brand manager. Through this article, we will know a little something more about a brand manager and the brand manager job description in detail. Along with that, we will also foray into the different brand manager duties and some other brand manager responsibilities. Read the following article to know a little something more about the brand manager job description and what career opportunities one might have in that field. Job Description of Brand Manager As the name suggests, the brand manager has to work with a particular brand or several brands. It is a highly challenging job because he has to take the entire responsibility for the success of that product(s), and is therefore, responsible for all related aspects which include planning, buying, selling, marketing, pricing, dispatching and ordering. That is a bird's eye view of what a brand manager job description is, the following paragraphs will list some of the important duties of the brand manager. To begin with, they need to work extensively with the research and development department of the company, and with their help, formulate the best possible way to market the product. †¢ They need to supply the engineers (who are working on developing the product) with the results of the market research and on the basis of which the product will be based. †¢ They also check if the engineers are following the decided path and suggest changes for improvement. †¢ They need to be fully aware of the product at hand. What is the product capable of doing and what will be some of the improvements that might take place in the future. †¢ Once the product is ready, he must gather a core group for testing. The results from these tests will help him to determine whether the product has been able to achieve the desired result or not. †¢ After the product has passed this test, he will have to think of the marketing strategies for the same. What will be the audience, the target group at which the product will be directed etc. The packaging of the product – the best way in which the audience will be able to connect to the product and how the packaging will be able to convey what the product is all about. †¢ The pricing of the product is also an important factor that will need the drawing up of several strategies. The brand manager will work with several other departments to determine this aspect. †¢ Then he will undertake the extensive planning of the techniques and methods by which the product will be launched in the market. †¢ The advertising strategies that will be used. What modes of mass media will be utilized to ensure the success of the product. †¢ The methods of promotion that will be used will also need to be determined by him. †¢ All this will be dependent upon the budget that has been allocated. He has to also make sure that all these techniques employed like the promotions, marketing, advertising costs , all of them fall under the allotted budget and no more. †¢ After the product has been launched, he has to monitor the sales. †¢ Depending on the sales, he needs to change strategies or techniques in marketing, advertising or promotions to lead to maximum success. Read more on marketing strategies. †¢ He has to plan for the future about the course of the product – what will be the future strategies etc. so that continued success is guaranteed. †¢ Bringing about changes in the product from time to time so that it includes whatever the audience wants and is thereby accepted more openly by the audience. †¢ A marketing plan is an official plan of how the company intends to execute its marketing strategies. Learning how to write a marketing plan is very important as it gives the management a good idea of what the marketing department is up to. So this article will explain how to develop a marketing plan along with supplying a marketing plan template. Marketing Plan Developing a marketing plan is tough and requires a good amount of research. A marketing plan starts with market research. The first step is to evaluate what the customers feel about your product, what they like about it, and what changes they would like to see in the product. By communicating with the end users of the product, we understand what they expect of the product, what are their exact needs and how your product can best satisfy that need. Market research also helps you analyze the strengths and weaknesses of your product along with finding out the potential opportunities and threats to your product's present market share. After the market research has been conducted, you will have a fair idea of what the users think about your products and what changes you may need to integrate into your final product offering. Market research will also help you feel the pulse of the market and understand how the customer sees your product and that way, you will be able to make a good marketing strategy for it.

Analysis

Analysis tunny style of writing. It helps to relax and raises mood. Sophie Kinsellas books are an excellent sample of chick 11t Actually, chick 11t genre Is a kind of Informal substyle of belles-letters style. The main feature of the style in which Sophie works is subject oriented toa women. In her work. she covers a wide range of pressing issues such as Issues of modern womanhood, relationship Issues, often humorously and lightheartedly. Our text under consideration taken from Sophie Kinsellas book Twenties Girl is nota typical chick lit novel, in the narration is added some element of fantasy, which Is not typical for this genre. However, this element Is necessary for the concept of the plot. Twenties Girl follows the story of Lara, niece toa millionaire guy called Bill Lington who runs a successful coffee chain all over the world. Lara is an rdinary twenty-something business-lady who works at a head-hunting company she set up with her best friend Natalie, right until she decides to disappear, leaving her In the lurch, not having the slightest clue what to do or how to run the company all alone. To make things even worse, her mother has anxiety problems, she just broke up with her boyfriend Josh and to top It all, she has to attend her great-aunts funeral as well. At the funeral of Sadie Lancaster (Laras great-aunt) where the whole family gathered were no flowers or even a photo of the deceased. And at this moment Sadie appears as a ghost but as it turns out, only Lara can see and hear her, no one else. Action of the extract under discussion takes place nowadays In London at the funeral of Sadie Lancaster, where people are not interested in her life while she was alive. came to see her out in the last journey. Her relatives, who look like a celebrity magazine come to life did not express any regret about her death. No flowers, no lovely smell, no singing this proposal, the author shows us the oppressive silence. Guilty silence among the people, who did not even knchN what she liked to do. Shes wearing a cardigan In the picture. Maybe she knitted It. Maybe she liked knitting. Each of them was just waiting for the end of it all. Laras cousin texting on her mobile and keeps looking at her watch, Uncle Bill sprawled on the chair and aunt Trudy, who gives a sudden click ot the tongue ,remem ¶ered about the photo only after a vicars question. I believe, that this passage conve ys the root Idea: emotional state of the main character. Lara, who came at the funeral of a stranger, who, nevertheless, was one of her relative. The second main point of this extract is the idea of disunity In the Lancasters family: they were not only Indifferent to the destiny of their relative, moreover they did not regret about her death. This text, from the logical point of view. can be roughly divided into two parts. The first part begins with Laras interior monologue describing her feelings caused by the need to come to the funeral and the narration shows us relatives came to the funeral and describes their manner of ehavior, thereby implying the atmosphere of indifference that prevailed at the tuneral. The second part describes the key, in my opinion, moment in the plot ot the moment when Lara heard a voice that belonged to her great-aunt, Sadie Lancaster. All characters described by the author look bright and vividly, as if you take part in occurring events. Characters of secondary characters such as Uncle Bill, his wife Trudy and their daughter Diamant are transmitted through their actions. Obviously, the main Character is Lara. The author leads narration from her face, and thereby allows us to penetrate into her inner world. Tautology Ð’Â «my whole entire life, used in Laras words when she thought about feelings of depression because of the funeral, characterizes her as a very emotional girl, but at the same time, she seems very sane, when she tries to convince herself that the voice she heard Just a fgment of her imagination. The second main character of this text can be called aunt Sadies ghost. The author introduces her first description through the photo made in the last years of her life. The author uses hyperbole Her face is folded over a million lines and the metaphor her hair is a translucent puff of candy floss to show how old was this woman. It is impossible to characterize Sadies character proceeding only from this extract. I think in the further course of the narrative author will describe it more detail. The general atmosphere of the extract under analysis causes mixed feelings. Heavvy atmosphere of the funeral mixed with unexpected turn of plot in a quite mystical way and a little bit comical moment when Lara talking to a ghost of her reat-aunt denies her existence- all this creates a mixed feeling, which makes us interested in the further development of the events. Acquaintance with this extract became a discovery for me. Kinsellas writing is something that I absolutely adore you cant help clinging to every word she says, every word she puts down on paper its amazing. She writes with such ease and depth that she can attract her readers from the very first page. In my opinion, this text is wonderfully witty, laugh-out-loud funny and highly emotional at the same time.

Choose a journal article from your subject area. Examine it using the Essay

Choose a journal article from your subject area. Examine it using the following - Essay Example This student also expected that Churchill devoted many of his speeches on foreign affairs more than Gladstone, since the former lived during the times of two world wars and other wars. The startling results are that both Churchill and Gladstone devoted majority of their speeches on domestic affairs and that Churchill gave less Parliamentary speeches than Gladstone. Apparently, the media does not project Churchill as a domestic statesman. This essay aims to review the strengths and weaknesses of the methods and sources of data of this article, using several respectable books on political and social science research. The methodology for Meisel’s (2000) research is quantitative. He rejected rhetorical analysis because of his research goals that emphasise learning through the numbers. He believed that numbers could provide greater information on â€Å"the overall patterns and underlying structures of Gladstones and Churchills speech-making† (263). To examine Gladstone’s speeches, Meisel (2000) used Arthur Tilney Bassett’s index of speeches. Bassetts index included the date, place and subject of almost all of Gladstones acknowledged speeches inside and outside parliament (Meisel, 2000: 271). For Churchill, similar categories of information can be obtained from Churchills Complete Speeches and Robert Rhodes James’s collection of Churchill’s speeches. After that, Meisel (2000) examined the individual speech productivity of these statesmen, before he compared and contrasted the speech content and locations of Churchill’s and Gladstone’s speeches. The strengths of the quantitative methodology are ability to provide accurate measures of productivity for comparison purposes, and statistics could be compared to deduce changing political directions and events. The sources of this article were able to provide information about the

Obesity Research Paper Example | Topics and Well Written Essays - 2000 words

Obesity in the United States - Research Paper Example In the United States, obesity cuts across gender, race and socioeconomic status. Currently, the greatest prevalence of obesity is among Hispanic people, African-Americans, and Native Americans. While 13% of white youth are overweight, 20% of non-Hispanic adolescents who are African American are overweight. Further, research reveals that 24% of African American youth are overweight, with the same percentage of Mexican American youth sharing the same status. Approximately 39% of all Native American youth face the risk of becoming overweight (Wieting, 546). With regard to gender, 29% of African American females and 22% of African American children are obese while an excess of 27% of Mexican American male children and adolescents suffer from obesity. Societal factors also contribute to obesity, especially in children. Many neighborhoods in the urban areas lack healthy alternatives, outdoor produce stands, and supermarkets as alternatives to fast food outlets and convenience stores. This makes it more difficult for people to buy and consume inexpensive and fresh produce. Furthermore, an insufficient public transport system has increased dependence on cars, therefore reducing healthy activities such as taking walks and biking. A report by the CDC shows that overall participation in physical activities has reduced by 30% over the last ten years. Limited physical activity contributes to circulatory problems as well as obesity in children. A reduction in physical activity has further been reduced by pressure from both federal and state authorities to improve state proficiency tests performance. This pressure forces schools to try meeting these increased expectations by cutting down the time for recess.

Climate change Essay Example | Topics and Well Written Essays - 1000 words

Climate change - Essay Example Climate change The claim that global warming is real centers primarily on speculative theories rather than facts. This is primarily because perpetuators of the global warming hoax base their theories on contrived data, as well as unconfirmed predictions. The evidence provided to prove the reality of global warming is, however, discovered and presented through politically corrupted processes, as well as report conclusions that are driven by corrupted agenda rendered by alleged authoritative institutions such as the United Nations Intergovernmental Panel on Climate Change (IPCC). The originator of the global warming hoax was James Hansen who was the director of the Goddard Institute for Space Studies and a member of NASA (Inhofe 154). Hansen presented his testimony on global warming to the US Senate in 1988, thereby starting a series of false testimonies regarding global warming. The hoax was later exaggerated by mainstream media and reports released by organizations such as IPCC in 1990, 1996 and th e year 2001. Both environmentalists and weathermen increasingly make claims regarding global warming and climate change, for which they do not provide any evidence, and in some instances, such evidence is, without a doubt, fabricated. For instance, in 1996, the IPCC released a report that used selective data and manufactured graphs to enhance the view that climate change was a reality. The report also encompassed textual alterations made after scientists approved the final report before it was printed. Another prominent instance of fraud regarding the issue of global warming was the evidence provided in the publication of e-mail files recovered from the Climate Research Unit at the University of East Anglia in Britain (Sussman 195). Reprehensible exchanges among leading researchers who stirred up the hysteria surrounding global warming also confirm ancient and largely suspected manipulations of data relating to climate. These exchanges also prove conspiracies aimed at falsifying and withholding information and suppressing conflicting findings in scholarly and peer-reviewed articles. They also provide evidence regarding the exaggeration of the presence of threats of man-made actions that cause climatic changes. A vast majority of these individuals exert immense influence over report findings issued by institutions such as the IPCC. The hoax regarding global warming is perpetuated by the attempts by progressive persons to exert control over the world’s energy industry. The reality is that nothing has changed in the global climate, which can be attributed to human activities that cause carbon dioxide emissions. The hoax continues to threaten the economy while also advancing the agenda of institutions such as the UN in many ways. The reality is that carbon dioxide is quite beneficial as a trace gas, which exists in such minute amounts within the atmosphere, that the notion that it plays a substantive role in influencing the climate is highly nonfactual. Car bon dioxide makes up less than 0.1 percent of the atmosphere. On the other hand, only 4 percent of carbon dioxide emanates from human

Strategic Management (M&S strategic analysis) Essay

Strategic Management (M&S strategic analysis) - Essay Example To maintain this, the company needs to develop a strategy that will take into consideration all the factors that might affect the sales of the company (Prince, M. 2012, 23). The aim of this essay is to determine all the factors that might affect the sales of each of the products of Marks and Spencer and come up with the most relevant strategy to help the company reach its goal. In an institution that relies on the will of a customer in a big part like Marks and Spencer, it would be prudent to have a plan that takes into consideration most of the needs of the customer (Worth, R. 2007, 62). This is just one of the needs that the company should take into consideration. For maximum productivity, the company must evaluate each of the PESTEL factors. This is to avoid being in trouble with the administration and other bodies. The company should make sure that its waste is not harmful to the environment. A big company like Marks and Spencer could easily bring catastrophic damages to the environment. The fact that it is widely over Europe, which makes it very visible, and the public is very conscious of what they do. If the company started destroying the environment, it would be seen by everyone, and this would lead to them loosing the trust and love of the customer (Marketing Society. 2009, 15). The company should also take into consideration the international tie s between the various countries that they operate in. It should follow the rules of the country to the latter. The other issue that the company should consider is how they treat their staff. A general well treatment of the members of a certain company brings a general improvement of output among the workers. This, in return, is beneficial to the company since they get products of better quality. The company should also take into huge consideration their competitors and the range of services that they offer.

Charlie Chaplin & the Little Tramp Essay Example | Topics and Well Written Essays - 1250 words

Charlie Chaplin & the Little Tramp - Essay Example Susan Beegel has recently offered the intriguing speculation that the character f Manuel Garcia was based partially on the nineteenth-century matador Manuel Garcia "El Espartero." (Beegel 12-23) Hemingway's article in the Toronto Star Weekly (October 17, 1923) continues to suggest, however, that the character in question was inspired largely by Manuel Garcia Lopez, called "Maera," and his chaotic bullfight at Pamplona in July 1923. Hemingway was a relatively inexperienced spectator when he wrote the article for the Toronto Star Weekly. In fact, he had never seen a bullfight until earlier that spring, and the title f the article, "World Series f Bullfighting a Mad, Whirling Carnival," (White 99-108) characterizes his rather unsubtle response to what he saw. By contrast, in the so-called "miniature" that he wrote about the fictionalized "death" f Maera-shortly after seeing the fight-Hemingway's tone is, despite the subject matter, coldly, if not grotesquely, ironic. Although he had completed a draft f the miniature by late July, he apparently revised it in response to Ezra Pound's comments, because he wrote Pound that he had "redone the death f Maera altogether different.... The new death is good." (Baker 91) Although Hemingway is not, ... Indeed, the potential comedy f Maera's cinematic "death" was not lost on Scott Fitzgerald, who parodied the miniature in a letter to Hemingway in the fall f 1926, a year after the miniature appeared as "Chapter XIV" f In Our Time: "The King f Bulgaria began to whirl round and round.... Soon he was whirling faster and faster. Then he was dead." By the time Fitzgerald wrote him, however, Hemingway had long since moved from comparing Maera's death (in the miniature) to a sped-up film, to comparing Manuel Garcia's bullfight (in "The Undefeated") to a pratfall ballet which echoed not just Maera's bullfight at Pamplona in 1923 but the antics f Chaplin's comic tramp, "little Charlie." Comic bullfights featuring clowns dressed like Chaplin's little tramp were very popular in Spain and France in the Twenties and Thirties. (Campbell 42) And perhaps Hemingway was influenced solely by having seen a bullfight involving "Charlie Chaplins," as he calls them in "The Undefeated." But there is a good possibility that he was inspired to employ the tramp as an analogue in "The Undefeated" by a conversation he had with Fitzgerald's close friend Edmund Wilson, who had written what he called "a great super-ballet f New York for the Swedish Ballet--a pantomime explained by movie captions and with a section f movie film in the middle, for which Or nstein is composing the music and in which we hope to get Chaplin to act." (Wilson 117) Hemingway had first met Wilson in New York, in January 1924 (see Selected Letters, 103, Notes) and apparently learned about the projected ballet at this time. On October 18, 1924, a month before he completed "The Undefeated" (see Selected Letters, 133), originally entitled "The Bullfighters,"

Aspects of Cultural, Leadership and Shareholder Differences in a Research Paper

Aspects of Cultural, Leadership and Shareholder Differences in a Merger - Research Paper Example Cultural difference was defined by the American Heritage English Dictionary as â€Å"The totality of socially transmitted behavior patterns, arts, beliefs, institutions and all other products of human work or thought† (Barrett and Eneroth, 2012). This signifies that when a group of people work together or spend time together, they develop a pattern of habits that become the culture of an organization. Now when another company merges to form a joint venture, the human resource of both the companies have to work in coordination with one another, although they are used to different ways of working or spending time. This is where diversity or difference arises in an organization. Culture in case of private companies are usually quite random and is highly influenced by the decisions of the senior managers, while in case of public companies, group dependability is higher. In such cases, cultural difference is considered to be an obstacle to the success of the alliance (DeChesare, 20 13). In a survey conducted by CFO Research Services in 2004, it was found that among every five respondents, one of them considered cultural clashes to be the primary reason for alliance failure. This raises a question in the minds of readers about the true perception regarding cultural difference during joint ventures or mergers (Chanlat, Davel and Dupuis, 2013, P. 250-251).     Vebego and Risse successfully drove this joint venture for a span of two years. However, the problem had started with the entry of a third party called Westrom Group, which was a similar company like, The Risse Group. The intention of a public-private joint venture was to bring in the knowledge and experience of the public company and since private companies are good at handling business aspect, they can take care of marketing and administration segment carefully. However, the issues were created after the entrance of the third party because the existing companies made the new organization responsible f or many significant decisions, but only the support staffs were considered within the joint venture to handle the operations. The policies and framework for including a third partner were not rightly decided which had augmented the challenges for the joint venture. In this scenario, the cultural transformation tool (CTT) developed by Richard Barrett would be the best way to discuss the lesson learned from this situation, thereby stating the probable recommendations in this context. The CTT assist in the cultural evolution of the organization, which further helps the leaders to manage the operations. Barrett introduced a consciousness model with seven levels, which are evolutionary in character. He did some modifications to Maslow’s Hierarchy model. In 1998, he had developed a model, which was also called CTT. As can be seen in Figure 1 below, there are seven levels of consciousness such as service, making a difference, transformation, cohesion, self-esteem, relationship and s urvival (Barrett Values Centre, 2009a).

The Effect of Barley and Oat in Blood Glucose Level in Diabetic Assignment

The Effect of Barley and Oat in Blood Glucose Level in Diabetic Patients - Assignment Example People suffering from diabetes have a condition whereby the level of glucose in their blood is much higher than normal, scientifically known as hyperglycemia. In the UK, the National Health Service (NHS) estimates patients with diabetes as 3.8 million, with the figure projected to grow to 6.2 million in 2035 (Stewart et al 2007). 17 percent of the NHS’ healthcare budget will also be spent on diabetes by 2035. Diabetes, or diabetes mellitus as doctors refer to it, is a collection of chronic, metabolic diseases characterized by the patients’ high level of blood sugar (or blood glucose). It occurs in three key forms; type 1 diabetes, type 2 diabetes and gestational diabetes. A report released by the Centers for Disease Control and Prevention (CDC) in the United States placed the prevalence of type 2 diabetes at 90 percent of all reported cases, with type 1 taking up the remaining 10 percent (Polonsky 2012). Gestational diabetes was not in the statistics, which only affects 2 to 5 percent of pregnant women. Out of the affected pregnant women, 20 to 50 percent of them develop type 2 diabetes in later years of life. There is also a condition known as prediabetes, which most of type 2 diabetes patients experienced in their early stages of the disease. Typically, they had higher blood sugar levels than normal, although not high enough to warrant a diabetes diagnosis but rendering body cell s resistant to insulin. In that stage, the damage will usually have occurred to the heart and the circulatory system (Piller, Chang-Claude & Linseisen 2006). Other common characteristics observed in diabetes patients include increased thirst, increased hunger and more frequent urination, known as polydipsia, polyphagia, and polyuria respectively. The condition is as a result of either insufficient production of insulin by the pancreas or the improper response to the insulin by the body cells, with the occurrence of both circumstances not being a rare phenomenon (Jensen et al 2004).

Leadership & Ethics- Research Paper Essay Example for Free

Leadership Ethics- Research Paper Essay Introduction With the collapse of major corporations like Enron, Tyco International, WorldCom and the like, corporate corruption and mismanagement has been in the forefront of some of the major issues that corporate organizations have to overcome and manage. With this research paper, my aim is to review and present three scholarly journals that highlight the impact that leadership can play on the ethical performance of an organization. Firstly, in the â€Å"Cultural Leadership Predictors of Corporate Social Responsibility Values of Top Management: A GLOBE Study of 15 Countries†, the study states, that with the spread of globalization, it has become imperative to understand managerial values that guide their actions. The authors suggest that the three main dimensions of managerial values that are relevant to the study of CSR are: shareholder/owner values where the aim is to maximize profits, stakeholder relations which refers to ethical and positive relations towards employees, consumer groups and the like and thirdly, community/state welfare which is based on the principle of public responsibility. In a more in-depth analysis the study explores the correlation of societal culture factors such as institutional collectivism, in-group collectivism and power distance on the above three managerial values that impacts managerial decision making. Furthermore, the paper proposes that visionary leadership and integrity enhances corporate social responsibility (CSR) values on moral and ethical grounds. Secondly,† The Association Between Ethical Leadership Employee Outcomes – The Malaysian Case† will help understand the value in gaining employee commitment and trust through effective ethical leadership skills. This article studies the impact of ethical leadership on the employee outcomes in areas such as organizational commitment and trust. A micro study was done on the country of Malaysia which has experienced a tenfold increase in corporate crime over the last 15 years. From the study one gathers that the main reason for such an exponential increase in such crimes is due to fact of the failures on part of corporate leadership to act ethically in their decision making process. Lastly, with â€Å"Leadership Styles the Moral Choice of Internal Auditors† I will examine how an employee’s self interest and management leadership guides their ethical decision making. This study plays close attention to one set of an organization’s workers the Internal Auditing professionals, in order to understand the how their choice in making ethical decisions are subjective to various factors , one of them being leadership. The primary viewpoint of this study indicated that an auditor’s decision making is enhanced by the leaders who adopt a standard achievement oriented leadership style and when they see clear benchmarking, fair performance assessment and growth opportunity. In conclusion, this can be held true for any employee within an organization. Hypothesis According to the GLOBE study, there were three main hypotheses that the researches proposed. The first hypothesis testing was split in two parts wherein, they proposed that â€Å"societies stressing institutional collectivist values will have a positive relationship with stakeholder’s relations and community/state welfare CSR values while societies stressing in-group collectivist values will only have a positive relationship with shareholder relations CSR values (Waldman et al).† The second theory states that cultures that have a high power distance tend to have low CSR values (Waldman et al). Lastly, visionary leadership and integrity on part of CEO’s, adds variance to the prediction of followers (stakeholders) CSR values that go beyond the effects of societal cultural values (Waldman et al). With the Leadership and Employee Outcome – The Malaysian Case, the two main hypotheses of the study were based on the notion that â€Å"there was a significant relationship between ethical leadership behaviour and employee’s organizational commitment and, that ethical leadership behaviour was positively associated with employee’s trust in leaders (Ponnu, Tennakoon).† This study aimed to examine the empirical significance of ethical leadership on employee attitudinal outcomes. The main hypothesis of the â€Å"Leadership Styles the Moral Choice of Internal Auditors† study was to understand the motivational factors that influence internal auditors when faced with ethical dilemmas pertaining to â€Å"spilt loyalty, expectation gaps and conflict of interest (Woodbine , Liu).† The authors proposed that the dependent and independent variables such as â€Å" personal needs strengths, leadership styles, the interaction between needs strength and leadership styles and situational factors impact an internal auditors moral choices when faced with an ethical issue (Woodbine , Liu).† Sampling In the GLOBE research paper the selected firms were picked from diverse sectors such manufacturing, information systems and tourism, however government run and educational institutions were excluded from the sample. Each firm had an average of 500 employees with six or more respondents from each firm. The final analysis was based on the responses of 561 firms from over 15 countries from various regions and a total of 4656 individuals completed the survey. The respondents comprised of CEO’s and several of their subordinates i.e. top executives. The leadership (two variables- vision and integrity) and societal cultural dimensions (three variables – institutional collectivism, in-group collectivism and power distance) were measured using reliability and confirmatory factor analyses. Cronback’s alpha for the above measures ranged from 0.70 to 0.90 for a five factor model. A two factor model was also used however it was not considered to be a good enough of fit. Control Variables such per capita gross domestic product, firms performance, average of age of respondents, average education and average gender, were used to enhance precision of the model (Waldman et al). Mean, standard deviations and correlations amongst the variables were interpreted and a hierarchical regression analysis was used to test the three main hypotheses. All survey items were standardized by country using Z – scores, so as to control potential differences in items scores and rating processes between countries (Waldman et al). Lastly various data collection strategies were put in to play in order to avoid single source bias issues. The Malaysian cross sectional case study was based on the primary data collected from 172 intermediate managerial employees from a wide variety of industries within the corporate sector in Klang Valley, Malaysia. The sample included 77 males and 97 females, age range from 20 to 53 and with 84% of the respondents holding bachelors or post graduate degrees. The data was collected through self administered questionnaires and â€Å"convenience sampling was used in drawing samples ((Ponnu, Tennakoon).† SPSS Version 14.0 was used to analyze the data and test the studies hypothesis. Correlation matrix and reliability analysis was done all variables to determine relationships among constructs and lastly in order to allow for correlation amongst factors,† exploratory factor analysis using principle components with oblique rotations was conducted (Ponnu, Tennakoon).† With the Internal Auditors case study, the sample population description comprised of full time internal auditing jobs with respondents that had at least one year experience with their respective organizations. The study was conducted in Australia and comprised of mailed out questionnaires. The total sample size was 128. The demographics were as follows: 84 males and 44 females, average male age 44 years and average female age of 36 years. Out of the 128 respondents, 48 of them were audit managers of equivalent. Organizations involved in the sampling were government departments, private sector and accounting firms. Statistical methods that were employed included correlation analysis for the dependent variables using a two tailed test and significant relationship amongst the three variables was found to exist and Q-Q plots and detrended normal plots were used to validate normality and reliability. For the independent variables such as leadership styles, growth needs and the like principal component analysis was used. Reverser measurement and regression analysis using stepwise method was used to explore relationships between the variables and in certain instances to test validity of model. Major Results Findings From the two GLOBE tables listed below the hypothesis that in-group collectivist values results in positive shareholder/owner is unconfirmed. The statistical analysis has confirmed and supported the authors proposal in that institutional collectivism positively predicts stakeholder CSR values, with a positive ÃŽ ² coefficient of 0.13 (P ≠¤ 0.01); power distance is negatively predictive of stakeholder CSR values, with a ÃŽ ² coefficient of -0.20; and that the leadership variables of vision and integrity enhanced CSR values, with ÃŽ ² coefficients of 0.23 and 0.13 respectively and variance of 9% (P ≠¤ 0.01) (Waldman et al). With GLOBE table 2, total variance amongst the three main managerial values are: shareholder/owner dimension equals 22%, stakeholder values is 45% and community/state welfare is 28% with a 5% significance level. Hence the model best suits stakeholder CSR values. The main findings with the GLOBE study are as follows: 1.The authors multidimensional of managerial values with the dimensions of shareholder/owners, stakeholders and community/state welfare values were appropriately construed. 2.The research indicates that manager from wealthier countries are more inclined to favor shareholder/owners values and less likely to consider the welfare of the state or community at large. In comparison, managers from poorer countries feel a greater personal responsibility towards society. 3.Managers from institutional collectivist societies tend to have greater value for the three managerial values while there has been no significant relationship between the two variables for in-group collectivism. 4.In societal cultures that have great power distance, managers tend to devalue CSR values, thus leading to a more manipulative use of power with little consideration given to stakeholders such as employees, customers, environmentalist. This could pose a definite risk for multinational firms in today’s global economy. 5.Organization variables such as CEO leadership in terms of vision and integrity are very likely to account for variance in managerial attitudes and decision making. One of the major recommendations of the GLOBE study is the need for multinational firms to pay close attention to cultural and leadership factors that have a critical impact on management CSR values. For example CSR values and policies of a multinational firm could be strong and this may be due to the home country’s high institutional collectivism and low power distance however managers in a subsidiary country may have weaker stakeholder CSR values as a result of weak institutional collectivism and high power distance (Waldman et al). The resulting scenario could lead to conflicting policies and business practices that can have an adverse effect on multinational firms. This further reiterates the authors’ proposal that in cases such as this, it’s the firm’s leadership values of integrity and vision that help managers look beyond the economic and cultural limitations. In the Malaysian case as mentioned earlier, correlation analysis was preformed to test strength and linear relationship amongst the variables. With the first hypothesis there was a medium positive correlation between ethical leadership behaviour and organizational commitment. The Malaysian Table 1 below shows correlations r = .46 and p .0 5 and, co-efficient of distribution is 21% of the variance, which can be explained. Hence with the supporting empirical data the research shows that â€Å"high levels of perceived ethical leadership behaviour are associated with higher levels of employee’s organizational commitment (Ponnu, Tennakoon).† As for the second hypothesis, there was a strong positive correlation between ethical leadership behaviour and employee trust. The Malaysian Table 2 below shows correlations r = .634 and p .0 5 and, co-efficient of distribution is 40% of the variance, which can be explained. Hence with the above results supporting hypothesis 2, it can be safely concluded that â€Å"high levels of perceived ethical leadership associated with higher levels of employee’s trust in leaders (Ponnu, Tennakoon).† Some of the main antecedents to the Malaysian case findings are as follows: 1.If leaders make ethics a cornerstone of all business practices they gain internal organizational fellowship and employees tend to value a more social exchange with the organization rather than an economic exchange. Employees reciprocate these sentiments through organizational behavioral commitment and are â€Å"willing to exert considerable effort in terms of job dedication and job commitment, on behalf of the organization (Ponnu, Tennakoon).† 2.When an organizational leader priortizes the group’s interest first, who does not wish to seek personal gain at the expense of others, who respects the rights of others and treats them fairly; tends to harness employees trust. 3.When leaders empower employees and involve them in decision making processes they not only facilitate employee well being and growth but increases their trust in them as well. With the Internal Auditors case the major findings of the study support Path goal and ERG theories (Woodbine, Liu). As per the table below, internal auditors are motivated to make ethical decisions based on their personal growth needs. Leadership styles play a significant role as well especially Standard achievement oriented approach that encourages individual performance and achievement (Woodbine, Liu). Lastly gender, age and experienced was an important predictor, as female respondents that were younger and less experienced showed less motivation towards making moral ethical choices. Conclusion The GLOBE study has been extremely informative and clearly structured to provide an in-depth understanding of how societal cultural factors and leadership guide managerial values when it comes to decision making within an organization. Some of the key limitations to the study were that the analyses were limited to 15 countries and the surveyed firms did not represent a wide range of industries (Waldman et al). Actual CSR performance was not measured and lastly, due to multiple levels of data to be collected, additional insight could not be gained. The study indicates that even though leadership integrity is a significant and unique predictor of managerial CSR values, it remains to be an under researched variable. This may be due to the fact that leadership integrity is associated with more tangible organizational outcomes such as reductions of business of costs. However, the authors still believe that it a significant factor that enhances managerial decision making and is worth future examination and research. My personal opinion would also include a more directed research towards in-group collectivism in order to find a relationship between individualistic societies and importance of CSR values towards society at large. The study concluded that, organizations that have strong corporate social responsibility values gain the trust of both internal and external stakeholder which in turn solidifies the foundations for an ethical culture. It also states that Neo – charismatic leadership that is guided by the principles of visionary leadership and integrity have a strong impact on an organization’s ethical performance. The Association Between Ethical Leadership Employee Outcomes – The Malaysian Case† study showed me a direct link between leadership ethical behavior on employee commitment and trust. It empirically proved that unethical leadership can adversely impact employee outcomes that in turn affect organizational performance. I noted related some factors such supervision, leadership honesty, trustworthiness, fairness and care, have an impact on employee perception and outcomes. The key limitations of the Malaysian study as noted by the researchers due to time and budget constraints, was that, convenient sampling may not be representative of the entire population due to insufficient representation of the entire corporate sector of the country and could be subject to self-selection bias; secondly the study could not measure if distance with top/senior management has an effect on employee perception of ethical leadership. Hence lower level employees who have very minimal contact with upper level management may rely more on information based on public opinion then direct leadership experience (Ponnu , Tennakoon). Both authors found that their study although valid and reliable, needed to be border in terms of sample size and area of study in order to fully understand and demonstrate the importance of ethical leadership. It was also suggested that since the research focused on† superior direct relationships â€Å"(Ponnu, Tennakoon) it would be recommended to gather relevant data from lower level employees within the organizational hierarchy. Finally they suggested further research on the relationship between â€Å"employee psychological empowerment and authenticity of ethical leader behavior (Ponnu, Tennakoon)†. As per my personal suggestion further research can be geared towards relating individual organizational commitment and performance. In conclusion to the Malaysian study, the authors state that corporate crime is still rising as a large number of top executives do not see the importance of ethical leadership values in their business operations. Corporate leaders should set an example of strong ethical and moral values in order to earn loyalty and trust of all major internal and external stakeholders. Organizations that have strong ethical leaders and principles are held in high esteem and enable the organization to employ and retain the best human capital available in the market. The case study on the internal audit profession, provided for a keen micro analysis on the personal motivations that guide employees to make moral decisions especially in professions that require a high level of ethical decision making. The limitations of this study as mentioned by the authors included variable identification and measurement, sample size and the use of a far too simple three vignette based model (Woodbine, Liu). Further research in to gender differences and issues that affect one’s ethical and moral decision making ability. Lastly a broader analysis that analysis the organization as whole as opposed to a particular profession would help enhance understanding of the internal motivations that guide moral decisions when faced with ethical dilemmas. The authors also recommend a new variable for research i.e. â€Å"employee religious affiliation† as a possible predictor to moral choices. Even though the authors conclude that codes of conduct and governance systems provide for an internal control mechanism, whistle blowing channels and develop cultures of honesty and accountability, the study strongly suggests that employee’s moral choices are still subject to their motivation needs. Finally, employee’s motivation to making moral decisions can be difficult to predict however they can be encouraged with proper leadership (Woodbine , Liu). All three scholarly articles empirically supported the main objective of this study, which was to reiterate the sound business principle that, ethical leadership lead to the responsible management of business processes and decision making that will in turn help an organization manage its risk of failure as a result of unethical business practices. Works Cited Ponnu, Cyril H., Tennakoon , Girindra. â€Å"The Association Between Ethical Leadership Employee Outcomes – The Malaysian Case.† Electronic Journal of Business Ethics Organizational Studies 14:1 (2009). Web. Sept 19th, 2010. Walman, De Luque, Washburn et al. â€Å"Cultural Leadership Predictors of Corporate Social Responsibility Values of Top Management: A GLOBE Study of 15 Countries.† Journal of International Business Studies 37:6 (2006). Palgrave Macmillan Journals. Web. Sept 19th, 2010. Woodbine, Gordon F., Liu, Joanne. â€Å"Leadership Styles The Moral Choice of Internal Auditors.† Electronic Journal of Business Ethics Organizational Studies 15:1 (2010). Web. Sept 19th, 2010.

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Free Essay on Study Plan Essay 1. Do my best to finish all the three tasks in English course 2. Enlarge my vocabulary 3. Improve my writing and speaking skills Long-term goals Have TOEIC and OPlc test in next year’s winter vacation and get the level at least 900 Action plan For short-term goals 1. I need to spend enough time on doing the tasks and e-portfolio of the English course. And do my best to work with my partner or group member to complete the tasks. 2. I have some problem about vocabulary which influences other aspects of my English study. So I think it is really important to enlarge my vocabulary. The first way is making a study group in Academy. I have done one and a half of them and find it really helpful because there are some tasks we can do to use the words so that we can remember the words. Reading the English Articles and watching the English Movies are also good ways. Another thing I can do is using the word cards and reviewing them frequently. 3. To improve my writing skill, write the passage in English frequently and try to prevent the grammar mistakes. To improve my speaking skills, actually there are a lot of opportunities. I can speak English everyday by using telephone English to enhance my pronunciation. And I also need to speak more in class or just chat with exchange students and local students.

Discretion in Law Enforcement

Discretion in Law Enforcement The Use of Law Enforcements Discretion Discretion is the ability to change from a previous set plan, rule, or action. It is used in many peoples work and personal life every day. In law enforcement, it allows them to add to the many tools already provided to ensure that all people receive the best possible service. Discretion is and always will be up to the person and is not a mandatory resource. This paper describes police discretion, and the various control mechanisms available i.e., internal control mechanisms control by the citizens, legislative control, and control by the courts. Many factors and characteristics are also the reasons why some police use discretion. The paper will summarize who and what contributes to the use of discretion while explaining why and when law enforcement is able to use it. Discretion is not about right or wrong, but using their discretion with honesty and without discrimination. Discretion is a choice to find an alternative to actions, rules, regulations, laws and even procedures. Its action is necessary because, there are times when the best choice is not the one that is written in black and white. When it comes to law enforcement, the use of discretion is determined by the incident and who is involved. Discretion is a necessary tool because criminal justice personnel will come into contact with different people in different situations. Many of those times, there will be actions or a situation that they have never heard of and for this, the rules, laws, and guidelines that are written need not be followed because of factors involved. Also, there are too many of these rules, laws and guidelines to apply to the situation. Discretion cannot be taken lightly because the end result may hurt someone In the beginning, there first has to be an understanding of discretion. Discretion is an action in which someone does not necessarily follow what was given to them. It is used by organizations every day because the right way is not always the best way. Law enforcement has the ability to use discretion constantly. It allows them to make judgment calls in almost every situation that they are involved in. Discretion is not necessarily considered acceptable or unacceptable; it is about taking factors from an incident or situation and making the best decision. Let us take a look at state police on the highway checking for speeders. The officer stopped five vehicles and gave a ticket to only one. There were many factors the officer took into consideration when deciding if and which person he stopped would get a ticket. How far over the speed limit was the person going, was the person weaving in and out of traffic, what was the cause for the speeding, or was the situation too dangerous not to go unpunished. Discretion is a good tool for law enforcement as it allows officers to help the court system. The officer is the one in the criminal justice system who determines if people gets a ticket (traffic incidents) or are arrested (for minor offenses). This is because they are the first point of contact in most situations with the citizens that they serve. Lower level law enforcement are the ones out in the field patrolling the neighborhood, they make the traffic stops, and they are the one that communicate the most with society. Because of this, law enforcement gets to know the people. Officers also learn their habits, know about their family and at times, even know of any personal problems citizens may have. With all of this knowledge about the community in which law enforcement serves, it is best for them to have and use discretion when necessary. Everyone cannot be treated the same because all situations and problems are not the same. Dealing with so many different individual cases, it b ecomes recognized that law enforcement officers could not always strictly follow all rules and regulations as stipulated by law. (Halliday, 3) Every day, depending on the situations, law enforcement has to use their discretion. It may be whether to pull their weapon, whether to pull the trigger on that weapon, whether to pull over someone for speeding or even whether to arrest a person. The decisions, to take such actions, take a lot of consideration on the part of law enforcement. There are also many factors to take into consideration. Not only about the community and what is going on with them but, also the officer and what type of day he may be having. Officers have bad days just like everyone else and that may be a factor in the choices they make. In the case of law enforcement pulling their weapon, the person, they are confronting, may have a weapon but is not confronting them. They would have the discretion to talk to the person into putting down the weapon or possibly using a stun gun. Discretion is about making the right decision in the right situation. Sometimes when making what is thought to be the right decision would come back and hurt the officer or even someone else in the end. In some situations, discretion is hard because it is not only about the officer but others who may be involved. In this case, the person just needed to get some mental health help and the officer was aware of that. There are many controls mechanisms and types of police discretion. The administrative control, which is the one that comes from the department, are the rules and regulation put out by those in charge. Administrative control is also about the number of officers in the department and where they will be assigned. It involves the department putting the best people in the best officers in respective areas to serve and protect. What if law enforcement administration at one time used their discretion to place all Black law enforcement personnel in the impoverished area because that is where most of the Blacks lived, it is not necessarily a good idea. When law enforcement administration puts only one type of person in an area, they not only are stereotyping, but the fail to give the officer and the community a chance to expand their knowledge of different cultures. Administrative control is also about the use of an officers discretion. There may be the need for the administration to take act ion because discretion used by law enforcement was not used properly or was of an illegal nature. For this, disciplinary actions or extra training may be required. It is just explain to those who did wrong the proper way of doing things. If it is training, the administration and others could run through scenarios. This would put them in a more realistic situation while critiquing each step of the way. Administrative control is also when budgeting for in the department falls. If there is not enough money to hire, many officers will be affected. Officers will have to work longer hours for less money. The vehicles will not be maintained causing fewer officers on the streets. The officers on the streets also will ponder how to get the job done causing issues with safety. This type of control gives forces law enforcement to make choices they otherwise would not make or even cause them to be hurt because the job has to be done. There is also the external control to the use of discretion by law enforcement. This includes controls by citizens, legislative controls, and the control by courts. The control by citizens pertains to the citizen review board. Here, the citizens voice their opinion about the conduct of an officer. This is a way to maintain discipline of those who serve the community and make a resolution of complaints. In order for the citizen review board to work, there must be the right people in the position and also resources to help them out. Without the necessary tools, it would most likely fail. The citizen review board cannot function alone and need constant feedback from both the community and the law enforcement administration. Someone will set policy for the police department so that some laws are enforced passively and others actively, the legislatures by default allow these legislative decisions to be made by the police. (Tieger, 721) This is where the legislative control comes into play. This control is about laws and how much discretion is given to law enforcement. An example of this is when a procedure is no longer used by law enforcement because of the many serious injuries to suspects. When taking down a suspect, an officer used that particular procedure, even though the officer was well aware that the procedure was no longer to be used. He used his discretion to use that procedure because it was the only way to subdue the suspect. Even though there ae legislative controls, they are also limited because how a law is written. An example is when it comes to domestic abuse. While a law is written to explain who and when someone should be arrested in the case of domestic abuse, the discretion to follow the law comes during investigation because law enforcement has a problem with probable cause and determining the aggressor. (Gaines Kappeler, 256) The discretion is to either arrest because of the law even if it is the wrong person or arrest no one. When using discretion, law enforcement has to be flexible and enlightened in order to determine the legally responsible party of the illegal offense. The law of the offense cannot be followed because it would be too strong and it is sometimes better not to give justice. When thinking about the action of justice, there become concerns about who the justice comes to and does not come to. With legislative control comes political influence. Just because laws are made, it does not mean that politicians have the right to influence and push them on law enforcement. Law enforcement must be protected from these actions and allowed to do their job with the best of their ability and with the knowledge and training. Political pressure will cause so me to rebel which would then cause turmoil in the department. When arrest decisions become based upon personal judgments, there is a real potential for arbitrary and discriminatory enforcement of the law. (Wortly, 3) A great example is when the child of law enforcement is involved in a felony offense. They know about it and does not do anything or even turn their child in. But, if it was another persons child, even their friends, they would arrest and take that child into custody. This is unfair justice discretion. What makes their child any different than someone else? This type of discretion could possibly lead to other types of corruption which should not be allowed in law enforcement. Law enforcement is held to a higher standard than the ordinary man which means that their family should be held responsible just like the ordinary person when a serious offense has occurred. Control by the courts is necessary as they are the highest law of the land. What the court has put out are basically guidelines to be followed. One true law or rule is when the Miranda Warning must be administered. This is necessary when questioning is to be done and is necessary just in case the information given has to be used in court. Administering the Miranda warning not only protects the officer but also the suspect. It protects the officer by allowing them to ask any question they may need for a case. It protects the suspect because they do not have to answer and could stop answering their question at any time. While there are different mechanisms to control discretion used by law enforcement, there is also different styles that are distinguished by certain actions the officer may or may not perform. Wortley wrote of the policing styles and how it plays a role in the use of discretion. The service style is about community policing and how it does not take an arrest to solve an issue. In the watchman style, it is about keeping thing under control and in order. Law enforcement will get into it with offenders if they had to but prefer to keep it simple and allow them to settle down. There is then the legalistic style where the person goes to jail regardless of the seriousness of the offense and the offender. Discretion is purposeful and essential when it comes to crime control. Crime control cannot be effectively achieved through the enactment of laws unless the public supports sufficient police discretion in the enforcement of criminal laws. (Cihan Wells, 349) If the society and the community are not willing to help out, then law enforcement is not able to do their job. This is where they use discretion in investigation of criminal activity. There is discretion in the questions asked about the incident and who the questions will be asked to. There is discretion in what age the person should be when they are looking for suspects. As children see and remember almost everything, law enforcement knows that the articulating skill of a child is not the best so they will have to use great discretion to get the information. Law enforcement also must use discretion in what information to use because children can also be talkative at times. While police discretion is seen as inevitable and essential, there remains an underlying fear that its exercise may lead to arbitrary, corrupt or unethical behavior. (Bronitt Stenning, 319) Not using discretion properly could cause corruption in law enforcement. This action could not only hurt the department, but also the officer (s) involved. Too much discretion given to certain situations could give the impression that law enforcement is biased. This issue could cause a problem in the community which could then cause problems in the department. When the community is not happy because of the way law enforcement is performing their duties, it could cause many problems such as distrust. Another problem with possibly not using discretion comes when the administration puts only certain officers in certain areas. Lets look at Black officers working in the most impoverished part of a town. Administration thought this would be best because they think that only Black people live in these t ypes of area. This could cause a problem as there are many officers that may have grown up in the same area and they are just as knowledgeable about the people in the impoverished area. Using discretion not the mix the cultures within the department, in the different areas of town deprives everyone. The department, as well as the officer, does not learn about the community, businesses or people and vice versa. Discretion is empowered to law enforcement by the selective enforcement of the penal code. (Wortley, 3) This action happens from the time law enforcement comes into contact with a person until the time they are allowed to leave or are arrested. When an officer uses discretion during an incident, they more or less give the sentence. Whether it is taking someone to jail, giving them a ticket or just letting to go after a conversation, it is up to the officer. Law enforcement does not do this just after talking to a person. They take into consideration many factors such as the attitude the person has, if a person has had previous run-ins with the law, or if the person is wanted. Discretion is about making the best decision for the person and law enforcement at that time. Many times when an alleged suspect has an attitude and presents that to law enforcement, law enforcement will in turn have an attitude with that person. It shows that the nicer, you are, can help you get a better decisi on from what is intended. When it comes to being known by law enforcement because of the times they have stopped you, law enforcement used previous incident to do it again Even though it may seem biased, many discretions used by law enforcement is necessary to stop crime. Law enforcement is out in the community constantly and knows who does the crime and what type of crime. Law enforcement, most of the time is trying to stop it before it even starts. In conclusion, there are several explanations to discretion but it is basically a persons choice of an alternative to rules or regulations. When it comes to law enforcement, they use discretion constantly. In the understanding of discretion it should be known that it is not mandatory to be used as well as different factors and characteristics that are involved when law enforcement uses it to give a warrant, citation or just let a person walk away. Discretion is not something that is actually written in stone. Discretion of the actions from law enforcement comes from actions, attitudes, and any other previous information as well as the people involved. It is just a way for law enforcement to make a judgment on the outcome of the issues in a community. The discretion that law enforcement uses could be beneficial to the citizens of the community as well as the department. When using discretion wisely, law enforcement and the community get to know each other. Using discretion could also cut down on the time it takes up in the court system. As long as law enforcement uses discretion properly and honestly, they cannot get into trouble for being biased. Discretion is useful and necessary because all incidents with law enforcement do not need to see the inside of the court. There are several controls mechanisms to discretion such as internal, citizens, legislative and courts. There are also several styles that are distinguished by the actions law enforcement performs. Discretion is a unique choice to give people because it could make their work place and life easier. References Alpert, G. P., Dunham, R. G., Stroshine, M., Bennett. K., MacDonald, J. (2004). Police Officers decision making and discretion: Forming suspicion and making a stop. Retrieved from: https://www.ncjrs.gov/pdffiles1/nij/grants/213004.pdf. Bronitt, S. Stenning, P. (2011). Understanding discretion in modern policing. Retrieved from: http://www98.griffith.edu.au/dspace/bitstream/handle/10072/44249/76896_1.pdf?sequence=1. Cihan, A. Wells, W. (2010). Citizens opinions about police discretion in criminal investigations. College of Criminal Justice, Sam Houston State University, Huntsville, Texas. Retrieved from: http://search.proquest.com.ezproxy2.apus.edu/docview/868913488/fulltextPDF?accountid=8289. Gaines, L. K. Kappeler, V. E. (2011). Policing in America (7th ed.). Waltham, MA Anderson Publishing, Elsevier, Inc. Tieger, J. H. (n. d.). Police discretion and discriminatory enforcement. Retrieved from: http://scholarship.law.duke.edu/cgi/viewcontent.cgi?article=2345context=dlj. Wortley, R. (2003). Measuring police attitudes towards discretion. Criminal Justice and Behavior, 30,538-558. Retrieved from: http://cjb.sagepub.com.ezproxy2.apus.edu/content/30/5/538.full.pdf+ht.

The Two Visions Of St. Augustine :: essays research papers

A common thread of faith and reason runs through the two different theological visions of St. Augustine in his Confessions. This can be seen by comparing the ascent, the vision, the descent, and language in the two visions. Although other parts of the text will be referred to, the central part of these visions are as follows:Vision 1: "... in an instant of awe, my mind attained to the sight of the God who IS. Then, at last, I caught sight of your invisible nature, as it is known through your creatures. But I had no strength to fix my gaze upon them. In my weakness I recoiled and fell back..." Vision 2: "And while we spoke of the Eternal Wisdom, longing for it and straining for it with all the strength of our hearts, for one fleeting instant we reached out and touched it. Then, with a sigh, leaving our spiritual harvest bound to it, we returned to the sound of our own speech,..." (Page 197)The two excerpts are written in similar styles. Both contain strong Platonist language, such as references to the line (the image of climbing to knowledge in the second vision, page 197), the cave ("confusion of images," in the first vision, page 151), and the sun (the transient quality of the first vision, page 152). The language in each vision also refers to the method of ascent. In the first vision, Augustine makes his ascent by reason, seen through words like, "my thoughts," "the power of reason," and "bodily sense." In the second vision, Augustine and his mother, Monica, make the ascent by the power of love. This is seen by words such as, "flame of love," "our hearts," and "strength of our hearts." (Page 197)The method of ascent to each vision is significant when considering the role that faith and reason play in each. Together, the method of ascent, faith, and reason represent Augustine's journey to faith. The first ascent is necessarily made by the mind and reason, necessarily because Augustine has not yet received faith, which would enable him to go farther. (Page 151) Augustine begins his ascent with questions about the nature of his mind. He tries to answer these through the consideration of material things, the soul, and reason itself. (Page 151) Everything that he deliberates is arrived at by a reasonable chain of thought that takes place in his mind.

Peer Pressure Speech -- Peer Pressure Speech

The first point I want to make in this speech is that peer pressure is NOT a bad thing. We all are influenced by our peers, both negatively and positively. It helps define who we are and how we feel about subjects in our lives. It is how we chose to react to peer pressure that defines who we are as an individual. Are we a leader or a follower? Both types of people are needed to make the world go round. Basically, the difference between negative and positive peer pressure is the outcome. The reverse of the situation above is negative peer pressure. The situation itself is positive peer pressure. Or is it? What if a teen really doesn't like sports, but pushes himself to do it to please his friends or to be accepted? Therefore, he probably doesn't do to well at it, and gets only jabs at hi...

Diversity in Colleges Essay example -- Race Sex Diversity

Traditional Diversity At UC-Berkeley, the course description for "Politics and Poetics" (Fall Course 2002) stated that "conservative thinkers are encouraged to seek other sections." (SAF 1). Though the instructor later apologized for the description, this is the sort of encouragement conservative-minded students are greeted with many times during their college experience. It is said that in class, students are taught that their country -- and Western culture in general -- is tainted by racism, sexism, and oppression (Stearn 2). Outside class, students are forced into consciousness-raising exercises that heighten tensions and bolster radical pressure groups (Stearn 2). For example, at Brown University, an organized coalition of fifteen ethnic and political student groups stole 4,000 copies of the Brown Daily Herald in March 2002 (SAF 2). The theft was conducted as retribution for the paper's decision to print an anti-reparations [for slavery] ad penned by David Horowitz, a well-known liberal turned conservative political activist (2). The director of Brown's Afro-American studies program defended the coalition's action, claiming, "If something is free, you can take as many copies as you like. This is not a free speech issue. It is a hate speech issue." (SAF 2). Horowitz's anti-reparation comments are entitled: "10 Reasons Why Reparations For Blacks Are A Bad Idea For Blacks And Racist, Too." (Horowitz, 10 Reasons). While Horowitz's title may cause some anxiety for reparation supporters, it is, simply, an individual opinion. However, Horowitz knew very well that the opinion published with this essay would induce some serious backlash, and all odds should be placed on his counting on the scathing rebuttals to open a wide d... .... Horowitz, David. "In Defense of Intellectual Diversity." Chronicle.com. 13 February 2004: 5 pp. Internet. Online. Direct page link. . Accessed 24 April 2004. Horowitz, David and Lehrer, Eli. "Political Bias in the Administrations and Faculties of 32 Elite Colleges and Universities." April 2003: 4 pp. Online. Internet. Direct page link. . Accessed 10 May 2004. Stearn, Peter. "Expanding the Agenda of Cultural Research." 2 May 2003: 5 pp. Online subscription only. . Accessed 14 May 2004. Students for Academic Freedom Website (SAF). "Bias Incidents on Campus." 12 May 2004: 14 pp. Studentsforacademicfreedom.org. Internet. Online. . Accessed 14 May 2004. Diversity in Colleges Essay example -- Race Sex Diversity Traditional Diversity At UC-Berkeley, the course description for "Politics and Poetics" (Fall Course 2002) stated that "conservative thinkers are encouraged to seek other sections." (SAF 1). Though the instructor later apologized for the description, this is the sort of encouragement conservative-minded students are greeted with many times during their college experience. It is said that in class, students are taught that their country -- and Western culture in general -- is tainted by racism, sexism, and oppression (Stearn 2). Outside class, students are forced into consciousness-raising exercises that heighten tensions and bolster radical pressure groups (Stearn 2). For example, at Brown University, an organized coalition of fifteen ethnic and political student groups stole 4,000 copies of the Brown Daily Herald in March 2002 (SAF 2). The theft was conducted as retribution for the paper's decision to print an anti-reparations [for slavery] ad penned by David Horowitz, a well-known liberal turned conservative political activist (2). The director of Brown's Afro-American studies program defended the coalition's action, claiming, "If something is free, you can take as many copies as you like. This is not a free speech issue. It is a hate speech issue." (SAF 2). Horowitz's anti-reparation comments are entitled: "10 Reasons Why Reparations For Blacks Are A Bad Idea For Blacks And Racist, Too." (Horowitz, 10 Reasons). While Horowitz's title may cause some anxiety for reparation supporters, it is, simply, an individual opinion. However, Horowitz knew very well that the opinion published with this essay would induce some serious backlash, and all odds should be placed on his counting on the scathing rebuttals to open a wide d... .... Horowitz, David. "In Defense of Intellectual Diversity." Chronicle.com. 13 February 2004: 5 pp. Internet. Online. Direct page link. . Accessed 24 April 2004. Horowitz, David and Lehrer, Eli. "Political Bias in the Administrations and Faculties of 32 Elite Colleges and Universities." April 2003: 4 pp. Online. Internet. Direct page link. . Accessed 10 May 2004. Stearn, Peter. "Expanding the Agenda of Cultural Research." 2 May 2003: 5 pp. Online subscription only. . Accessed 14 May 2004. Students for Academic Freedom Website (SAF). "Bias Incidents on Campus." 12 May 2004: 14 pp. Studentsforacademicfreedom.org. Internet. Online. . Accessed 14 May 2004.

A Rose for Emily: An Example of Regionalism Essay

1. Emily Grierson: She is the old lady that lives at the house, she is a town legend and is respected because she is a lady. 2. Colonel Sartoris: He was the former mayor of the town who absolved Miss Emily of any taxes after the death of her father. 3. Tobe: He is Miss Emily’s servant and the only connection to the outside world. 4. Judge Stevens: he was very respectful to Miss Emily and to save her pride had several men sprinkle lime on her property. 5. Homer Barron: The man who fell in love with Miss Emily while on a construction job. The introduction to the lesson says that Faulkner’s â€Å"great theme was the American South.† â€Å"A Rose for Emily† is a good example of regionalism. Identify two examples of local color from the story. Emily Grierson was not willing to join in with those who moved into the new era. She refused to pay her taxes. Another example is the fact that the narrator did not believe that Emily could truly love Homer Barron because he was a Yankee.   In the first paragraph Miss Emily is compared to a â€Å"fallen monument.† What does his metaphor tell the reader about her social status before she died? She was legendary in the town, everyone knew her or of her. She was part of the town itself. ï‚ · Part two begins with a shift in time. At this point in the story, Miss Emily’s father has been dead for two years and the townspeople begin to complain about a suspicious smell. After you have finished reading the story, hypothesize about the cause of the sm ell. I think the cause of the smell was her father’s body rotting.   Who begins to date Miss Emily in Part III, and why was he in town? Homer Barron was who she started dating. He was in town to start building the sidewalks in town.   What is the climax of the story? Explain your answer. The climax of the story is when Miss Emilie dies because that’s when everyone could officially start talking about her. In parts III & IV, Miss Emily makes a few suspicious purchases in town. What does she buy and what is the purpose of each item? She buys Arsenic supposedly for the rats.   Ã¢â‚¬Å"A Rose for Emily† is not told in chronological order. List each section in chronological order and explain your choices. Part 2 is first because it was 30 years ago. Part 3 is continuing directly after this. Part 4 speaks of her funeral. Part five speaks of after her funeral.   In section II Emily’s cousins came expecting a wedding. When they don’t find Homer, they assume he went to prepare for the wedding. After Emily’s cousins left, â€Å"within three days Homer Barron was back in town.† What happened to Homer next? He returned to the house one evening around dusk and then was never seen again. When the story returns to present day and the townspeople enter Miss Emily’s upstairs room, what do they find after breaking down the door? They found the rotting body of Homer Barron. ï‚ · What do you suppose happened to Homer Barron? What context clues help you piece together his fate? I think Miss Emilie hit him over the head because of the dent in the head and a piece of her hair was by him so that shows that it was her.

Augustine on free choice of the will book 1 Essay

Three study points made by the author darkness can be used in twain ways- when someone has done roughshod and when someone has suffered evil. Since immortal is entire, beau ideal does no moral evil however, because perfection is just, God punishes the wicked and thus causes the evil of punishment. multitude be the cause of their take hold evildoing. Furthermore, because culture is good a thing, we do not learn evil. It is citizenrys immoderate desires that drive their evildoings. There are two laws- double-dyed(a) law and temporal law. both(prenominal) laws are good and guarantee people to live perfectly. To live perfectly and well, we take up to know that we are alive, that we live with causal agency and understanding. And when the impulses of the soul are guided by reason, a person is perfectly ordered- eternal law. However, it is possible that the reason or brain does not rule. According to Augustine, this can scarce happens if a persons own will and free natur al selection make the mind a companion of cupidity. It is up to us to decide whether we want knocked out(p) will to be good or bad, and whether we desire things we can lose or we cant lose.Thesis (What is the interchange point of the reading? Use no more than three sentences.) Augustine claims that people do evil by the free choice of our will. Your questions So if God is all good and omnipotent, then why will God allow anyone to do evil by the free choice of their will? If we are images of God, and God is all good and omnipotent, shouldnt we be all good and not act in ways that conflicts with Gods image?

Hr Term Paper

T competent of Contents excogitation to SME Recruitment and the b value involved Ch eachenges faced by SMEs Overseas ch onlyenges Suggestions to oercome disputes What ar SMEs? sensitive and medium enterp climbings (SMEs) atomic takings 18 melodic phrasees that employ up to 250 raft.No whizz is precisely sure how galore(postnominal) of them there be beca utilisation there atomic number 18 plugs of companies that reserve special liability status hardly ar non trading and there ar lots of businesses that be sole proprietorships that run through escaped the saturnineicial sustain(a) of the tax man, the VAT man and the registrar of companies. We volition see figures that range as towering as 4. 3 trillion and as imprint as 3. 7 million, the best estimate being close to 4. 0 million. Although the intimately usual definition of an SME is a comp either employing up to 250 employees, nearly e very(prenominal) in whole (over 99%) employ slight than 50 con category.In fact, three lodge of them dont seduce each employees they ar sole operators. So, the emphasis really is on gloomy rather than medium in the SME label. The engine of scotch recovery The signifi do- nonhingce of these subatomic businesses is practically overlooked. They ar the ants in the ant hill rather than the a great report glamorous animals of the forest. And yet they go up a one-half of all the farm outs in the UK and trace for half of our GDP. Beca someonea they atomic number 18 exquisite and tightly managed, stopping plosives chthonicside be taken quickly and they ar waxy in responding to changes in the temperature of the market.In the UK as in the rest of the world, SMEs ar recognised as the sfountainhead up-nigh responsive engine of scotch step-up. Who ar they? on that point be over 1,500 different classifications of SMEs. These atomic number 18 referred to as Standard industrial Classifications by the establishment and they atomic number 18 used to restrain international the nature of a political partys business. As skill be expected, SMEs do non vie where whacking capital investment is indispensable for march industries. on that pointfore, they do non exist in machine assembly, steel fashioning, cement manufacture and the interchangeable. They are instal in profusion in the process industries from fomite servicing, hairdressing, retailing to the professions.There are manufacturers, of course, and they operate across nearly industries from heterogeneous electronics to traditional businesses much(prenominal) as alloy bashing and wood turning. The SME obtain basket Every SME purchases unafraids and go in the pursuance of its business. They all declare much than or less basic admits such(prenominal) as telephones, letter paper and they consume energy. Nearly all contrive world power furniture and operate vehicles. They rent property and they deprave legal and financial function. Depending on their industrial classification, they overly leave steal materials of one form or some some other(a).In total this adds up to over ? 1 cardinal of products and serve per annum. Safety in numbers The some surprising thing slightly this huge shopping basket is that it is much ignored by marketers who hand over their sites on the colossalr corporations that appear to make easier recessing. Whilst it is consecutive that large buyers are easier to line up in the sight of a marketing rifle, they are non necessarily the nigh profitable. Slimma enjoyed being a principal(prenominal) supplier to Marks & Spencer until M&S changed its buy policy and it deep in thought(p) the business. It non only wooly the business it went pop out of business.In contrast, RS Components has always seen the potential in SMEs and through its next day postal lecture inspection and repair, it supplies a myriad of bits and pieces to businesses at premium prices and fu ll margins. A elemental decision making building block There are no complicated buy team ups in SMEs. Very often it is fitting the tribal chief who is tea someone, book keeper, principal gross revenue psyche and buyer. With all these duties, it is not feasible to agonise to a fault deeply intimately the choice of a supplier. Decisions are made quickly and based on wide-eyed criteria such as the supplier is easy to buy from, it is fair pass judgment, it is supported by the right word form of service etc.Once a purchase has been made, a race is formal and very often a purchase pattern is set up that al unhopeful for last for a wide snip. The B2B SME panel B2B wants to fall to the hearts and minds (and purchasing patterns) of SME owners and has recently launched an online panel comprised of identify decision makers in spite of appearance the SME vault of heaven. B2B has undertaken a rigorous panel enlisting programme to ensure a diverse and utmost calibre samp le of thousands of SME decision makers throughout the UK, mass who are notoriously hard to get chink of yet who buy hundreds of different run. In IndiaIn India, the small and low-down Enterprises (MSEs) sector plays a pivotal social occasion in the overall industrial economy of the state of matter. It is estimated that in names of value, the sector accounts for about 39% of the manufacturing sidetrack and around 33% of the total export of the country. Further, in recent age the MSE sector has consistently registered steeper(prenominal) turn outth rate compared to the overall industrial sector. The major(ip) returns of the sector is its employment potential at low capital cost. As per on hand(predicate) statistics, this sector employs an estimated 31 million persons spread over 12. million enterprises and the jab intensity in the MSE sector is estimated to be almost 4 times higher than the large enterprises. In South Africa the term SMME, for Small, Medium and sma ller Enterprises, is used. Elsewhere in Africa, MSME is used, for Micro, Small and Medium Enterprises. size of it thresholds vary from country to country. The lack of a universal joint size definition makes business studies and market look for more difficult. RECRUITMENT Recruitment is the bidding where the HR identifying the gaps to be chartered, attracting the suitable persons cvs through different media ( wish adds. n paper, approaching advisors, employee references, campus placements( when the requirement is huge), even u derriere verify active head for the hillsing employees in ur company through promotions/transfers) & etc. , upto receiving the cvs. selection starts from scrutining the reliable cvs, conducting the tests & terminally ends with the HR round of interview for winning a desicion whether selected or not. Recruitment Process The enlisting and selection is the major place of the valet imagery department and call belt downment subroutine is the first measurement towards creating the competitive strength and the strategic emolument for the musical arrangements.Recruitment process involves a organic lawatic procedure from sourcing the chances to arranging and conducting the interviews and requires numerous imagerys and time. A general enlisting process is as follows accounting the void The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These mince Posts to be appetiteed Number of persons Duties to be carry outed Qualifications involve Preparing the job description and person specification. Locating and exploitation the sources of compulsory number and type of employees (Advertising etc).Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected female genitalsdidates. Conducting the interview and decision making Identify va clearcy Prepare job descriptio n and person specification Advertising the va brush asidecy Managing the reaction Short-listing ordinate interviews Conducting interview and decision making The recruitment process is immediately followed by the selection process i. e. the final interviews and the decision making, conveying the decision and the appointment formalities. CHALLENGES go about BY SMES FOR RECRUITING NEW ENTRANTSChallenge One Find, recruit & retain high note gross revenue masses Organisations of all sizes and in all market sectors suck a major challenge in purpose and cultivation character reference gross sales people. The impact of employing come or poor sales military unit bum seriously hurt SMEs, as these companies rely on a smaller number of sales staff. They only if do not train the resources, arrangements and processes that exist within large corporations to effectively manage, develop or re-deploy underperforming sales people. Having high graphic symbol, reliable and consistent sales people usher out make our sales function and a lack of them bequeath break it.Organisations are able to invest in Health Checks, which reviews how the sales function is performing in hurt of people, processes and customers. This health break away in like manner highlights the areas within the sales function which requirement to be positive, which is a approximate start point for SMEs looking to build or enhance their sales function. Challenge Two Develop high role, profitable, long customers The issue of timberland sales people is the primary(prenominal) cause of challenge two Developing high property, profitable, long-term customers.The definition of a high quality customer is one where * To entertain a win-win, in return beneficial relationship * The relationship exists at the highest accomplishable train with the see stakeholders * They take a number of products or services from you * They see you as a key supplier or integral to their con interest * They commit in your people, place and product, they allow for not use a competitor * They result actively promote your people, brand and product (word of mouth publicizing & referrals) Gaining high quality customers is the focus of any favored business over the longer term.Look at any persistence or sector where exclusive key players take up ordern steady, sustainable, controlled growth and where they construct outperformed their competitors. You will lineup a number of similarities around the quality of the sales people, perception of the brand, and hackneyed of the product or service. You will also note that in the majority of these organisations, a number of reports and statements focus on The Customer. What makes these organisations so special is that they incur simply developed an effective sales, supply, customer wariness and property musical arrangement.This system runs like a salubrious-oiled, superior engine, where all the cogs turn and interlink in a hig hly engineered way. In business, this is like having a thriving, turn out How to users-guide for all the key aspects of sales and invitee ful engagement. Whether we like it or not, perpetuallyy business has a system that covers all of these little sales and client focusing areas. What is evident is that these systems dont necessarily interlink effectively.In fact, some of these systems reckon to throw against each other and slow down progress, creating roadblocks for sales and client management to cross. Interestingly enough, high quality sales people also take in a system they use at an individual level to sell effectively. This system guides them like a missile to the target and covers all areas of attitude, skill and operation of their tasks. If an organisation wishes to overcome the two key challenges of high quality sales people and high quality customers, they need to develop an effective system that covers sales and client management.An effective selling system has a huge number of benefits to any business withal many to list, however they potful be summarised into the spare-time activity * ontogeny profitability per customer and per sales person * bring down cost of sale * Reduce go forth times * Increase win ratio * advance internal communication and access to information * Increase control and focus * Improve forecasting and business planning * Improve customer relationships and remembering * Reduce churn of quality people We do not need to find, recruit and retain high quality sales people, especially as they are expensive. however small organisations whoremaster develop quality sales people themselves and realise the key benefits this brings by simply introducing a successful selling system. This in guide that the organisation is dependent on an effective, proven and sustainable system and not on individual sales people to perform. If the system works, then the sales people can use the system to work for them. The system will commemorate the organisation very clearly who is performing well and who postulate to be developed, and it can even show exactly where and how.To clarify the key point, however, we are not saying that you can or should employ low quality sales people and tell them what to do, and how to do it. What we are saying is that the quality of focus has changed, from decision high quality sales people who can work individually and do the numbers for you, to evolution a high quality, repeatable sales system. This is not a spick-and-span concept every successful franchise is built on this very principle. If a business wants to realise these benefits, then it is required that they need to have an effective sales team.It is also undeniable that they need to develop high quality customers. If your organisation needs to realise these benefits and you would like the opportunity to work with a specialist, then contact Enact helps. They have developed the Complete Selling System. This has been designed specifically to address the challenges faced by your sales team(s). This system has been proven to positively impact on the sales results of SME and incarnate organisations. CHALLENGE IN THE TALENT WARThe orbicular phenomenon in talent paucity has led to a talent war amongst organisations large and small, across all industry sectors throughout the world. This talent war is all about attracting, retaining, developing and engaging a quality work strong point that plays a minute role in impacting the organisations behind-line and growth. With such a struggle for the best talents, it is no wonder that the SMEs often lose out to the MNCs which veritable(prenominal)ly invest millions of dollars in their recruitment and retention strategies.Given that SMEs whitethorn not have such muscle to contest the talent war, nonetheless it is becoming clear to business leaders / entrepreneurs that an effective HR dodge is censorious for its long-term survival. The following are some of the typical challenges faced by SMEs today talent standoff not maintaining an active database of potential make use ofs adverts are move each time there is a vacancy without harnessing past database effectively Not implementing comprehensive hiring carry such as referral, graduate, recruitment internal transfers etc.Lack of detailed job analysis which leads to ineffective recruitment (i. e. often it is not admit what are the key criteria for hiring the personnel and key success chemical elements on the job) Weak or no employer branding candidates do not have a good knowledge of the overall ecesis OR do not have a good flummox during their recruitment exercise Not able to offer higher than average starting salaries and having standard benefits/rewards Talent Retention Lack of a comprehensive orientation programme or generalisation training Lack of clear life course of study development for individual staffLack of communication of corporate goals/ wad Lack of job-r otation often SMEs lose talents as they are not able to provide clean development opportunities within the shaping by redesigning jobs etc. negligible investment in training development. We have perceive conclusion and retaining top talent be it for large corporations, SMEs, associations and consultancies is fast becoming a major challenge. In many cases, the challenge has become a factor in the loss of competitive strengths, and consequent gloaming of market share.Some underlying reasons are well cognise demographics (the baby boomers are beginning to retire and not being replaced by equivalent numbers of unsanded entrants into the workforce) declining unemployment sustained high demand for candidates with similar profiles in many sectors, such as IT and Telecom shifts in employee attitudes to loyalty and their work/life balance. But another, less unambiguous factor is at play employers response (or non response) and in situation the adaptation of their recruitment and retention strategies to a rapidly changing labour force landscape.In fact, pragmatically, this is perhaps the most of the essence(predicate) issue. Employers cant change demographics, but they can change the way they recruit. Until recently, most employers were in the enviable position of being able to pick and choose among a plethora of spontaneous candidacies to fill most, if not all their open positions. In those cases where Mr. or Mrs. Right was not at hand, word of mouth, and an advert would more often than not elicit a more than adequate number of qualified applicants. The biggest challenge was making the right choiceBut today, employers are facing new realities. And, as in any rapidly changing environment, those who are the quickest off the mark in adapting their attitudes and strategies will reap the benefits of stronger, more stable, and more efficient human resources. The more aged(a) and/or technical the positions, the more vital this becomes. brand-new challenges an d the need for specialized care With many or even most employers fishing for the same profiles in the same pond, yesterdays recruitment strategies are fast becoming inefficient and un (or even counter) productive.The bottom line is that most employers are rapidly (re) discovering the value and economic sense of retaining, and building long term relationships with executive Search mansions. The simple logic is that the quest for talent needs to be both broader, and deeper than ever to begin with. Chances are the ideal candidates are not examine the want ads or online recruitment meshworksites nor lecture to friends about changing jobs. They could come from a different industry (which has already faced the challenge an employer is up against today), and thence bring fresh thinking and new vision.They whitethorn bring talent that will enable an employer to accede in new, lucrative business ventures. And they need to be in a position to contribute to an employers strategic plan . Leading executive theater director Search firms will build a highly personalised strategy for each individual recruitment taking these complex factors into account. Headhunters. and headhunters Most leading headhunters accept the title with a smile. they generally prefer to be known as Executive Search advisors. Perhaps to more clearly identify themselves as employer business builders (via human resources), as opposed to simple recruiters.Recruitment agencies tend to use large databases of names, rely on electronic/web technologies, and place cold-calls to potential candidates whom they might never have met before. While not eschewing these methodologies, executive recruiters use their distinguishd and often personal networks of contacts to attract individuals to opportunities and seem for candidates for the most senior positions. In Brussels, as an example, the typical token(prenominal) annual salary for a position that an Executive Search firm is retained to fill is 100,000 .Consultants separate within given industries, and typically have indestructible relationships with their clients. These relationships are key, because the recruiter knows the nuances of the internal culture within the clients organisation, and is best prepared to offer candidates that would make a good fit. In addition, executive recruitment firms often offer guarantees for the candidates who are filmd. That is, if the individual resigns, for example, within six months of the date of hire, the firm will financial backing a new count to find another candidate. Taking care of the detailsCompanies that decide to search for a senior candidate using a specialised recruitment firm find that they save time and resources. Following an exploratory meeting to learn more about the position and later participating in a thorough briefing session, the search consultant returns a written description of the employer, the competitive situation, the recruitment context, and the position to the client for approval. The description is a key step, and the client must(prenominal) share as much information as possible in order to enable the recruiter to identify the best possible candidates.Of course discretion is paramount privacy of the client, as well as privacy of the candidates. Building on his run into as Managing manager and Marketing Manager for LOr? al, Howard Honick has been a senior consultant with black lovage Hughes, one of the leading recruitment firms in Europe, since 2000. We believe every mission, every client, every candidate is preposterous, says Honick. Our consultants spend whatever time is necessary to visualise every aspect of the mission we be particular attention to soft skills, and matching client/candidate culture.Confidentiality is of course crucial. And we only present candidates to our clients who we know could be an ideal match in terms of experience and personality, and therefore make a long-term fit. Its all about who you know Executi ve recruiters know their clients industries and have many contacts because they have worked in the sectors themselves. Anne De Greef, a senior consultant at Alexander Hughes previously worked for many years in executive positions in business development, operations, strategic planning and MA for DHL, UPS and as coo for Fleetlogistics/Wheels.Combined with her additional management experience in the chemical and leasing industries, she is well-placed to identify potential candidates for clients in these businesses, because she knows and has worked with many individuals in those sectors. This detailed knowledge of and ability to recruit upper-level executives is what makes clients rely on our services. Clients realise that top-level recruitment is not an overnight process, said De Greef. Strategic recruitment impacts the bottom-lineRecruits for top-level appointments will eventually have a role in shaping the future of a company. They will be a part of the team making strategic deci sions about the organisations direction and developing and enacting its business plan. Thus, candidates must have extensive experience and the business sense to succeed in making the right decisions. Theres a lot on the line when filling positions for our clients, said Honick. The positions we serve up fill are vital to the client companys success, otherwise the company probably wouldnt invest in our services. Costs for recruitment services usually are linked to the salary level of the position being filled. Firms typically charge a placement fee when the candidate they identified and recruited accepts a job. The fee can be set as a straight percentage of the salary, or negotiated as a retainer. For some companies with ongoing hiring needs, the retainer nonplus is usually the most advantageous. Widening the gene family Once recruitment profiles have been defined, there are several steps to finding the right candidates.One of the most important is to take a cross-sector approach. Companies must not depend only on the talent that is already employed within their sectors to the contrary, employers must extend their search for candidates to include industries that they may never before have mined. Our experience shows that more and more companies are taking this cross-sector approach. This is peculiarly true in the financial sector, where we are seeing an plus demand for mathematicians and actuaries to manage hedging funds and private equities, said Honick.For big and small Surveys of European executives indicate that three factors are hampering corporate expansion increasing bureaucratic and administrative complexness (regulation, compliance issues) uncertainty, as it relates to top line growth and the obstacle of finding the best people to grow the company. These issues hold true for small, mid-size and large organisations. Executive recruiters specialise in filling senior leadership positions, no matter what the size of the organisation.Perhaps for SMEs, it is even more critical to find not unspoilt the right person but the best person, since each new recruit will have a pro rata great impact on the existing team as a whole. In smaller companies, the quality of internal human interaction tends to have a more immediate effect on overall results, said Honick, Also, responsibilities in an SME can cover more than one functional area. A Finance Director will probably have admin duties, and also might oversee HR. So we would need to find a person who can positively impact all three areas. - Recruiting in-house is typically the first reaction of most HR directors. But for small and mid-sized companies searching to fill management positions, looking within is often not feasible. Most likely, for young and/or small businesses the required talent does not yet exist in-house. So for middle and senior-level hires who will have a monumental impact on the top and bottom line, its becoming more and more common for organisations of all sizes to rely on a executive search firm to find the best talent out thereOverseas recruitment and challenges The rules of engagement Overseas recruitment has departed mainstream. Once viewed as the last resort of vaguely treacherous corporate wage cutters, hiring irrelevant actors is the newest cause for small and medium businesses struggling to deal with an singular skills shortage. But the popularity of overseas recruiting and a few well publicized instances of abuse by rogue employers has caught the Governments attention.In April 2007 federal immigration Minister Kevin Andrews state his intention to clean up the system by introducing tighter policing and hefty new financial penalties for employers who breach migration laws. every(prenominal) this means that overseas recruitment now presents greater risks and rewards for Australian businesses than ever before. For an increasing number of SME owners, manage with the skills shortage means this is a gamble they must take if they a re to find the staff their businesses need to survive. So much work, so few actorsEach month, economic data confirms what SMEs are experiencing on the ground the skills shortage is getting worse. With unemployment already at a 32-year low of 4. 4%, in May 2007 the number of new jobs ads surged 10. 3% to 251,996, a massive 40. 8% rise on a year earlier. While shortages are being felt across the board, the cupboard is particularly bare for employers in the resources, information applied science, professional services and hospitality sectors. Andrew Stormon, the manager of Queensland SME Mt Isa Fleet keep Services, tells a common story. We advertised for 18 months try to find people for mechanic positions we just anchor we got very few responses, and those we did get didnt have the right skills and werent suitable for the job. In a booming economy, not enough staff means lost work and lost profits. We lost in the vicinity of $500,000 because we continually had to knock back work. We lost one of our clients worth $250,000 because we just didnt have the people we needed to service their fleet for them, Stormon says.It is this faction of commercial opportunity and labour shortage that is movement business to recruit from overseas in increasing numbers. Immigration discussion section figures show 97,430 competent migrants came to Australia in 2005-06, up from 77,880 in 2004-05. This number is set to increase to 102,500 in 2007-08. By far the biggest increase in numbers has been in the s457 temporary adroit migration category, under which employers sponsor foreign actors with in-demand skills to work in Australia for in the midst of three months and four years.There are reported to be 105,000 foreign workers really in Australia on s457 visas, a number that could increase significantly next year. pilot the migration minefield Bringing a worker into Australia is not just a matter of filling out a few forms and sending a cheque for the touch on fee. Although there is a lot of information available the Federal Government and industry associations are good sources the migration process is complex and requires knowledge of both Australian immigration rules and those of the country from which a worker is migrating.Added to that is the difficulty of finding eligible candidates for the position in the country of origin, an especially difficult and time-consuming task in countries where English is not the first language. Given the complications involved, it is no surprise recruitment and migration service providers have proliferated in recent years, encouraged by low barriers to innovation and the big dollars desperate employers are prepared to pay for good staff.It generally costs about $4000 to $6000 to have an agency find an employee and bring them into Australia, although prices vary depending on where an employee comes from and how they are employed in Australia. Jo Burston, the managing director of migration services firm Job Capital , says the time-consuming nature of the process and the heavy penalties associated with breaches of migration legislation means agencies offer good value for money for many businesses. The Department of Immigration has very strict guidelines and the penalties can be substantial, so its a process that allows very little room for error.Since most SMEs dont have specialised immigration staff, hiring an agency allows them to get on with their core business, Burston says. Most SMEs would hire an accountant to give them tax advice, they wouldnt just have their admin person do it, and this is really no different. Even businesses that can afford to devote staff to recruitment tend hire professionals to financial aid them navigate the process. Mike Smith, operations manager at IT services and integration firm Anatas, says he supplements his in-house resources by outsourcing difficult aspects of offshore recruiting process. We would just burn weeks and weeks of staff time doing it all ourse lves. Even with staff working on the process it can be time-consuming just providing the information and vetting candidates. There is no way to short-cut the process, you just end up causing problems for yourself if you do, Smith says. Traps for young players and what to do about them Contrary to popular belief, the vast majority of businesses who hire foreign workers are not motivated by the prospect of lower wages.Imported workers cannot be employed to perform cheap unskilled labour and must be paid above a legislated minimum standard annual salary of $41,850 ($57,300 for IT staff). These rules are not flexible. The desire to avoid any further horror stories of foreign workers being paid a pittance or charged outrageous migration fees has caused the Government to allocate more than $80 million in this years compute to increasing the monitoring and investigation capacity of the Department of Immigration and Citizenship and to increase penalties for breaching migration laws.From A ugust 17, employers can be personally fined up $13,200 or, in extreme cases, remand for up to two years for employing a worker without the appropriate visa or referring a worker without an appropriate visa to another employer while businesses can be fined up to $66,000 for each offending worker they employee. More severe penalties are applicable if workers are being exploited through slavery, forced labour or sexual servitude. The complexity and bureaucracy that governs the skilled migration process means planning ahead is also important.Finding an employee and bringing them to Australia generally takes three to six months, migration service providers say, with even longer lead times workers with very specialised skills are sought. A more obvious problem employers of foreign staff have to deal with is culture shock. Even for people who come with all the good will in the world, the shock of finding yourself in unfamiliar territory far away from family and friends can be too much to handle.Australian Recruiting director David tender, who recruits Asian and UK workers for Australias mining and healthcare industries, says it is elevated for foreign workers to cut short their time in Australia because of culture shock, but it does happen from time to time. It can be for all kinds of reasons sometimes its the climate, the food, often people who come here dont realise quite how big Australia is and get a bit of a shock if they find themselves in a remote location.On the other hand, I was talking to a company the other day who brought in workers from Sweden they were very skilled but it didnt work out because there was a big passing between the sense of humour of Swedes and Australians, Young says. Small things like meeting new arrivals at the airport, help with accommodation and transport, opening a bank account and taking out medical insurance can help minimise homesickness. We brought someone in the other day who was a great musician and we connected him up wi th a local band things like that can make a huge difference, Young says.Once these hurdles are overcome, it seems there can be real upside to taking staff from other countries into your workforce. Mt Isa Fleet Maintenance manager Andrew Stormon says after dealing with some out-of-date attitudes on the workshop floor towards the four skilled tradesmen he brought in from the Philippines, the new arrivals have now become an important part of the business. These blokes have turned up and shrewd as hell, punctual, their English is excellent and they really get in and work.And their skills are fantastic I havent come across tradesmen as good as some of these blokes for many years, Stormon says. Another advantage of bringing in workers from overseas can be loyalty. Anatass Mike Smith says in sectors such as IT, where highly skilled employees tend to be highly mobile, this is be a big plus. We have found workers we bring tend to stick with us. frequently they will be looking to become invariable residents in a couple of year or perhaps its just because we have developed with them, but weve found they stick with us for a bit longer than Australian staff, Smith says.As long as Australia continues to enjoy the fruits of the China-led resources boom, economic necessity will continue to drive Australian businesses to hire skilled staff from overseas. - The key to making overseas recruitment a good experience is to take advantage of the information available and obtain professional advice and assistance where necessary. By going into the process with eyes open, a business of any size can successfully navigate the migration minefield. - - SUGGESTIONS THAT CAN BE IMPLIMENTED____________________ Outsource Outsourcing non-core activities is increasingly becoming popular even for SMEs. Instead of incur huge fixed costs in hands to manage recruitment/ retention issues with sophisticated IT software, SMEs can reap the following benefits by outsourcing such functions to the experts in the field Cost savings Technology (a simple HR IT software can cost from to $50,000 to $300,000) see HR staff to manage recruitment/retention issuesAdministrative time (even with the HR software, lots of time goes in updating, maintaining a database etc) Focus on strategic functions By outsourcing these functions, the HR can focus on vender management and on making sure that results are achieved. Access to inaugural recruitment/retention strategies Service providers typically invest millions in the most updated systems and technology as this is their core business. Hence by outsourcing such functions, SMEs can leverage on the service providers world-class technology.Create employer branding The service providers function as an elongate arm of the SME. Hence by running the holy hiring process (right up to orientation) effectively, a positive brand image is created for the SME. Measurement of hiring lastingness The HR can extract useful indices such as quality of hire , cost per hire, days to fill job, candidate experience etc. from the service providers. This will enable the HR to focus more on strategic issues rather than administrative tasks of the hiring process. feel of HireThis is of critical importance to any organization whether is there a good fit between the job and person. By outsourcing the hiring to experts, it has been proven that the quality of hire will improve. This means that the new hire performing part on the job and eventually affecting the organisations overall operational effectiveness and profitability in a positive way. Employer branding Having mentioned outsourcing as one of the strategies in managing talents, the responsibility on employer branding still remains with the organization.Companies need to brand themselves as choiced employers just like how they brand their products and services. There are some distinct advantages of being an SME which need to be communicated to job seekers and existing staff. Being small can be an asset in many instances. Having a staff strength of less than 300 makes an organization a lot more nimble, fast and flexible compared to larger MNCs which often wait for global initiatives before implementing changes in their HR policies and practices.THE FOLLOWING ARE most TIPS FOR SMES Talent Attraction Employer branding focus on key strengths such as advanced, aggressive regional exposure Provide flexible and innovative benefits/rewards that cater to individual needs Measure the current hiring effectiveness indices such as cost per hire, days to fill a job, effectiveness of hiring channels, candidate experience are critical so that SMEs can track where there are bottlenecks and where the hiring process can be improved. Plan career path for individualsMore growth opportunities, regionalization which is attractive to the younger workforce. Talent Retention Shift from being family-oriented to more performance-based communicating the corporate goals, vision, direction (for a more diligent workforce) HR can afford to give modify attention to individuals needs in terms of benefits, rewards, career goals, training development needs Invest in meaningful training development that leads to job expansion for staff Once the SME has established themselves as a hoice employer with attractive and innovative HR policies, retention strategies and career advancement opportunities, it is only a matter of time that clever employees spread the word. There is nothing more powerful for an organization than happy staff who become their ambassadors wherever they go This necessarily does wonders for enhanced employer branding and attracting better talents over the years. *****************************************************************************BIBLIOGRAPHY http//www. eurofound. europa. eu/emcc/content/source/eu06025a. htm http//en. allexperts. com/q/Human-Resources-2866/Challenges-faced-HR-Manager-1. htm http//72. 14. 235. 132/search? q=cacheyyt4gJDUXlMJwww. gmprecruit. com/pdf/KC/SMEchallenge. pdf+recruitment+challenges+faced+by+SMEshl=enct=clnkcd=1gl=in http//www. hrmguide. com/recruitmentsmanagers/+tasksfaced+SME.