Summary Article Example | Topics and Well Written Essays - 250 words - 19

Summary - Article Example The Commission’s argument is that, Abercrombie practiced intentional discrimination for failing to accommodate Elauf’s religion practice. They also claim that Title VII favors all religious practices, and they should treat them fairly and not worse than others. Contrary Abercrombie argue that the claims against them must not be raised as a disparate-treatment claim but as a disparate-impact claim. Primarily, Abercrombie argues that the applicant cannot claim of disparate treatment without first revealing the employer’s actual knowledge of the applicant’s need for an accommodation (www.law.cornell.edu) The issues raised concerns violation of Title VII. The Commission claims that Abercrombie has increased conflicts among religious practices. According to Title VII, the law prohibits an employer from refusing to hire an individual because of religion affiliation, the difference in race or nationality (www.law.cornell.edu). Also, it is unlawful to segregate the applicants for employment. Therefore, such practice will limit their chances of getting employed, or it will affect their status as employees. The outcome of these issues is depicted when the court is urged to adopt the Tenth Circuit rule. Abercrombie claims that they have been allocated the burden of religious conflicts, and this led to the case being reversed. However, in the District Court, EEOC were victorious but the Tenth Circuit reversed the case. Therefore, the Tenth Circuit decided to award judgment to Abercrombie. The verdict stipulates that failure-to-accommodate liability add value only in cases where the employee provides knowledge of his or her need to be

Luxury brands growth in India Essay Example for Free

Luxury brands growth in India Essay Lack of quality luxury space, environment and dearth of high street or super premium malls is a prime reason for restricted presence of luxury brands in India, thus there is a dire need for modernized and dedicated luxury retail areas in protected vicinities such as airports, according to a recent ASSOCHAM-KPMG joint study. Setting up stores in high streets affects luxury retailers profitability due to sky-rocketing rental costs, moreover, high streets are very cluttered, crowded and are unsuitable due to the absence of exclusive ambience that luxury retail demands, according to a study on Challenges highlighted by luxury retailers in India, jointly conducted by The Associated Chambers of Commerce and Industry of India (ASSOCHAM) and KPMG. The Indian luxury market grew at a healthy rate of 30% to reach $8. 5 billion in 2013 and is likely to continue growing at a healthy pace of about 20%, and reach $14 billion by 2016 owing to rising number of wealthy people, growing middle class, affluent young consumers and other related factors. Though, India currently enjoys just one-two per cent share in the global luxury market but it is the fifth most attractive market for international retailers. Fragmented and diversified consumer base in India is another significant challenge being faced by luxury retailers in India as high net worth individual ( HNI) consumers are not easy to reach, noted the ASSOCHAM-KPMG study. Luxury brands need to strategically design their growth plans to tap demand across three categories of HNIs, namely the inheritors (traditionally wealthy) who are habitual spenders; the professional elite who are discerning spenders; a large segment of business giants (entrepreneurs, owners of small and medium enterprises) who have the money but lack appreciation for fine luxury goods because of no prior exposure to such products, it added. There is a need for luxury brands to focus on expansion in the type and nature of products being offered and increasingly adopt innovative marketing plans to tap rapidly evolving consumer behavioral trends, said Mr D. S. Rawat, secretary general of ASSOCHAM while releasing findings of the study. Luxury retailers need to plan out of the box marketing strategies and come up with products that are tailor-made to suit the whims and fancies of varied Indian customers, said Rawat. Luxury is no longer a status symbol but is now a lifestyle and the global brands need to fast evolve and learn ways to adapt within the local environment so that they can get accustomed to nuances of the market by understanding the cultural identity of Indian consumers. Lack of policy support is another prominent challenge being faced by luxury brands in India, noted the ASSOCHAM-KPMG study. Despite strong demand momentum, Indian luxury market has not been viewed as policies and regulations friendly for the luxury retailers, the report said. Import duties (20-150 per cent) are relatively higher and this is considered as a key apprehension factor among the international players, who may resist them to frame aggressive growth plans for India, noted the study. Clauses such as 100% foreign direct investment (FDI) in both single and multi-brand retail requires 30% of local sourcing, announced in the liberalized FDI policy in luxury retail in November 2013 could be difficult for the international luxury players to comply with. The duties are manifold ranging from customs duty, counter veiling duty (CVD), special additional tax, education cess adding to the overall cost, said Rawat. Besides, luxury retail is also affected by the system of maximum retail price as it applies to custom duties and to cascading after the custom taxes, thereby heavily penalizing foreign brands pushing their overall entrance costs by up to 40%. Lack of trained staff is another well-acknowledged challenge facing Indian luxury retail industry which requires greater discretion and knowledge on the part of a salesperson, further highlighted the ASSOCHAM-KPMG study. Shortage of skilled labour for the industry is a major cause of concern as it is difficult to make the local workforce understand the heritage and legacy of the brand along with the specific finishes involved in the manufacturing process, said Rawat. In the absence of these requisite skill sets, brands have no option but to manufacture in their country of origin; lack of skilled workers can also be attributed to the sales function where presentation and interpersonal skills form an integral element for the business. Growing prevalence of counterfeit luxury goods and a grey market are also hampering the growth of the industry, noted the ASSOCHAM-KPMG study. Most of these products belong to segments such as apparel, perfumes and accessories, which are usually lower ticket items and can be easily placed in grey channels. Luxury players in India continue to face supply side issues such as legal loopholes pertaining tointellectual property rights, inadequate means to monitor various emerging channels, and a growing number of online portals, among other factors, the study added. A collective, industry wide effort is likely to have a far-reaching impact in dealing with the issue as seen in other industries such as films and music. Awareness and collaboration also needs to be built with authorities, who have experienced major revenue losses   due to loss of taxes and duties, on how to deal with counterfeits, further suggested the study to counter the growing menace of counterfeit luxury products. Corrective measures need to be taken to banish the growth of grey luxury goods market in India which results in sizeable revenue losses for firms, said Rawat, and added that a strong legal structure combined with effective framework of intellectual property protection would help prevent dilution of brand image and reduced consumer trust. Measures in form of effective intellectual property enforcement, plugging loopholes in the legal and judicial structure and higher conviction rates can help curb the growth of fake luxury products, said Rawat. Information collected through secondary sources such as internet and local newspapers†¦

Difference between international and comparative HRM

Difference between international and comparative HRM The growth in international trade and globalisation has encouraged firms to expand their operations worldwide, which has resulted in the emergence of new markets such as China, India, South East Asia and Latin America. This trend has also been accompanied by an increased level of competition amongst firms at both national and international level. The challenge of managing a workforce worldwide with different cross-cultural skills, competencies and demographic characteristics means that managers can no longer rely on traditional HRM models developed for Anglo-Saxon countries. Many firms underestimate the complexities involved in international operations, and there is some evidence to suggest that business failures in the international arena may often be linked to poor management of human resources (Desatnick Bennett, 1978). Western academics and practitioners have thus moved from traditional international HRM issues to the area of comparative HRM. In order to maximize cross-national management capabilities, there is need to understand how employees in different national settings respond to similar concepts within their particular functions. This essay has been structured as follows. In the next section, I will examine the difference between international and comparative HRM. I will then look at the way comparative HRM assist academics and practitioners appreciate the differences in the strategies and processes in MNCs. A conclusion is then presented. Difference between international and comparative HRM International HRM has been defined as HRM issues, functions, policies and practices that result from the strategic activities of MNEs (Scullion, 1995). IHRM deals principally with issues and problems associated with the globalisation of capitalism. It involves the same elements as domestic HRM but is more complex to manage, in terms of the diversity of national contexts and types of workers. The emphasis is on the MNCs ability to attract, develop and deploy talented employees in a multinational setting and to get them to work effectively despite differences in culture, language and locations. International HRM tends to mitigate the impact of national culture and national employment practice against corporate culture and practices. Comparative HRM, on the other hand, is a systematic method of investigation that seeks to explain the patterns and variations encountered in cross-national HRM rather than simply describe HRM institutions and practices in different societies. According to comparative HRM literature, different national business systems arise from differences in specific historical, cultural and institutional heritage in certain countries. Comparative differences occur due to decisive historical events such as the process of industrialisation or due to the legacy of pre-modern forms of social organisation. Hofstedes (1980) adopted the culturalist perspective where he argued that national business styles emerge due to ingrained cultural attitudes and mental schemas. He described culture under five dimensions which are power distance, individualism, masculinity, uncertainty avoidance and long-term orientation. Other researchers claim that HR management practices differ between nations due to the presence of specifically national institutions such as education, banking services or state/legal support. In what ways (if at all) does an understanding of comparative HRM assist academics and HR practitioners appreciate the difference in the strategies and processes in MNCs which are often termed as International HRM? The contrasted view to a divergence point mentioned above is that some academics claim that with HRM policies and practices are becoming universal (tending more towards the dominant American models) and that country-of-origin effects are no longer relevant. The pressure to build standardised operations internationally is strongest in sectors where competition is highly internationalised and where firms compete on the basis of a similar product or service across countries such as in cars and fast foods. They have put forward several reasons to explain this trend. Firstly, all MNCs operate in one global market and therefore have to respond to the same environmental pressures such as globalisation and technology, the growth in international trade and the move towards an internationally-integrated financial system. Secondly, the widespread practice of benchmarking best practice in terms of cost, quality and productivity may also have contributed to convergence of international HRM models for e.g. Japanese style lean-production system in the 1980s and 1990s. Moreover, these pressures towards convergence stem in part from the influence of MNCs themselves through their ability to transfer practices across borders and erode country-of-origin effects. Finally, the formation and development of like-minded international cadres mostly from American or European business schools may have contributed to homogenised international HRM policies and practices. Since the early 1990s, the international HRM literature has been dominated by models and typologies aimed at identifying how international HR fits with organisational strategy. Bartlett and Ghoshal (1998) argue that the main issue for all multinational companies is the need to trade-off the advantages global efficiency namely the coordination of its operations to achieve economies of scale and scope as opposed to the need to differentiate its products and services to meet the local demands. They also identified a third pressure, namely worldwide innovation and learning, whereby firms are encouraged to support innovation and learning across their network of subsidiaries rather than simply relying on research and development at the headquarters. MNEs then follow the appropriate HRM policies and practices according to the structure of the organisation, the competitive strategy chosen or stage of corporate evolution reached. Below, the Taylors (1996) model of strategic international HRM has been described. Exportive This is essentially a model where the HQ management takes home country management approach and try to implement them in their foreign subsidiaries in order to achieve economies of scale. In this model, there is a system of hierarchy and a centralised control. This is especially useful in instances of uncertain political environment and high risks demanding greater control from corporate parents. Given this pattern of centralisation, there is a considerable amount of forward policy transfer and less reverse transfer from subsidiaries to the HQ, i.e. they rely mainly on the technical know-how of the parent company. Global firms offer products or services that are standardised to enable production to be carried in a cost-efficient way. Their subsidiaries are not subject to rigid control except over the quality and the presentation of the product or service. This structure is normally associated with the American firms with their formalised, bureaucratic control and a dominant finance sy stem to internalise risks. Adaptive Differences in the host environment demands and conditions mean that overseas subsidiaries have to operate independently. This is common where departing from established practices in host environments is unlawful. For example, in some Germany, there is a legal obligation to negotiate with employee representatives concerning major organisational changes. In other cases, transferring practices may be legal but would go against traditional practices at the risk of losing goodwill from staff. Firms may decide to forgo HQ control if there is the possibility to exploit most efficiently the local labour markers. For example, MNCs which origin from high-cost highly regulated economies such as Germany may well choose not to transfer important elements of their HR systems such as collective bargaining or apprenticeship if they move to lower wage, lightly regulated economies such as China. Integrative It is also argued that the more management processes and activities can be integrated across geographical boundaries, the easier it is to share resources and knowledge. They can identify and best use the skill and management talent that exists across the MNC network allowing for both global integration and local differentiation. As mentioned previously, international HRM processes consist of the same activities as domestic HRM but applied in an international context. These include an accurate human resource planning to ensure that the MNCs have the right people at the right place around the world, good staffing policies that capitalise on the world-wide expertise of expatriates and locals, performance appraisals that fit with the competitive strategies of the HQ, adequate training and development to ensure that expatriates do not suffer from culture shock and compensation policies that are strategically and culturally relevant. The focus in international HRM strategy is how MNEs coordinate their geographically dispersed operations strengthening the organisational culture, promoting commitment and encouraging willingness in employees to act in the interests of the firm. Recruitment and selection of international managers Employees play a crucial role in sustaining and coordinating their geographically dispersed operations. The challenge is that of resourcing international operations with people of the right calibre. Traditionally, MNEs sent expatriates, i.e. a parent country national abroad to ensure that the policies and procedures set by the parent -company were being followed as well as to bring expertise to the local employees. However, the high number of expatriate failures has meant that more and more MNEs are turning to host country nationals to satisfy the international staffing needs. The prominent reason to explain international assignment failures was the inability of the expatriate or his family to cope with the culture shock. Researchers revealed that international business travellers faced problems in their personal lives and were victims of stress. Moreover, changes in legislative conditions affecting labour relations combined with security issues have made it more costly to use expatr iates at senior management positions at subsidiary level. The advantages of employing local nationals are that they are familiar with local markets, the local communities, the cultural setting and the local economy. They speak the local language and are culturally assimilated. They can take a long-view and contribute for a long period (as distinct from expatriates who are likely to take a short-term perspective). Expatriates are only used as technical troubleshooters and general management operatives. This means academics need to find the best ways to recruit and select local managers and help them cultivate a global perspective rather than a narrow outlook on how to conduct business in the local environment. International pay and reward and performance management The concept fair pay and reward is also subject to different interpretations depending on the national business system. Triandis (1998) differentiated between vertical cultures which accept hierarchy as given whereas horizontal cultures accept equality as given. In individualistic cultures, there are few rules and norms about correct behaviour and employees expect to be rewarded on their own merits and performance. Countries like US feature at the higher end of the individualistic spectrum. On the other hand, collectivism emerges in societies that have many rules and regulations about correct behaviour. In these societies, employees accept rewards or recognition on the basis of their seniority, efficiency and conformity with the organisational values rather than on the basis of their creativity or professionalism (Pascale and Athos, 1981). China is an example of a collectivist society. In such societies, rewards for individual performance or differentiating between employees are not acceptable.   Indeed, the prevailing view is that it takes the contribution from everyone to achieve continuous improvement (kaizen) in Japanese enterprise. Singling one employee may cause him to lose face and consequently a loss of goodwill for the expatriate manager. Moreover, an understanding of the body language is vital for senior expatriate managers when providing feedbacks. While in individualistic society, it is perfectly acceptable for a subordinate to participate in a discussion with his senior, in collectivist societies such as India, disagreeing with ones supervisor is considered disrespectful. Furthermore, countries like Korea and Taiwan prefer more subtle ways of communicating feedbacks. Up-front reprimand or performance appraisal is likely to clash with the societys norms of harmony and the employees may view it as a personal affront. Understanding these local customs and mapping them across countries is an exciting field of study for researchers interested in global performance management systems. Training and development Training and development is vital to ensure that the workforce remains competent and flexible by developing the know-how thought necessary for success in the company and on the job. Scholars have highlighted the importance of national culture on training and development in terms of the hard and soft approach. The hard approach views employees in the organisation as a mere resource to achieve goals of the organisation while the soft approach views them more as valued assets capable of development (Tyson and Fell, 1986). This approach obviously influence the level amount of institutional (percentage GDP) spent on education. The German tradition adopts the soft approach and relies on formal apprenticeship, functional rotation and career path where technical expertise is gradually developed. UK which support the hard approach, believes that the individual is responsible for funding his own education and career advancement. This difference in national training and education systems will m ean that the skill and competence profile of the workers available on the labour market will vary from one country to another. Comparative studies have also shown that there are national differences in the way that managerial careers and management development are organised. Both Japan and France rely on elite recruitment, that is, future managers are decided at the point of entry based on their exceptional qualifications. This contrasts with the American belief of self-improvement where the philosophy is its never too late to change. Also, there are also noticeable differences in the teaching and learning style across countries. The idea of working in groups is more natural to Asian than individualist Anglo-Saxon managers. German and Swiss managers favour structured learning environments and coming to the right answers and are tolerant of confrontation. Asian countries, in contrast, are more concerned about status differences and may be unwilling to exchange ideas against their mentors. This will consequently impact on the format of delivering training for the practitioner, whereby the Asian employees might prefer lecture-type training and German and Swiss might prefer the seminar-type interpersonal interaction. Employment relations Finally, the type of employee relations pursued by the MNE depends principally on the national business systems characteristics of the both the home and host countries. According to Hall and Soskice (2001), there are two varieties of capitalism: Liberated market economies and coordinated market economies. In liberal market economies, firms coordinate their activities primarily via hierarchies and competitive market arrangements.   Market relations are characterised by arms length exchange of goods and services and formal contracting. The demand and supply of goods and services are regulated though market mechanisms. There are comparatively fewer state controls. Nations like US and UK fall under this category of market. Consequently, US MNEs adopt a short-termist shareholder value mentality which means they are less willing to offer secure employment to their workers. Therefore, management of labour in the US mirrors the economic model of demand and supply, with market determined wa ges, hire-and-fire practice and many workers employed on a temporary basis. Employers in US are also more resistant to trade union organisations than in other developed industrial democracies and the legal support for trade union organisations and collective bargaining are relatively weak in the US compared to those in other countries. In contrast, in coordinated market economies, firms depend more heavily on non-market relationships to coordinate their activities with other economic actors. These non-market modes means there is greater reliance on private information inside networks and a greater reliance on collaborative relationships. Coordinated market economies are also characterised by a higher degree of government intervention. Countries such as France, Italy and China are examples of such economies. To illustrate, countries like Germany and Japan have adopted the long-termist approach whereby the interests of stakeholders are considered rather than simply of shareholders. This means these MNEs can offer its employees long-term employment. German trade unions are considered as a powerful stakeholder in the labour market and have the right of collective bargaining, i.e. employers need to so consult their workers before any major changes are carried out. To conclude, the basic purpose of examining human resource from a comparative and international perspective is that it contributes to an understanding of the extent to which there are differences between organisations and their subsidiaries located in different countries. The main difference between comparative and international HRM is comparative HRM seeks to explain the differences arising between different business systems while IHRM downplays the importance of host and home country differences. The greater cultural distance between home country and host country, the harder it will be for the MNCs to transfer home country philosophies and practices. This impact on the way HR practitioners have to implement their policies but opens up new avenues for research for the academics. References Bjorkman,I and Stahl (2006) International HRM research: An introduction to the field Stahl and Bjorkman (Eds) Handbook of Research in International HRM, Edward Elgar, Aldershot. Almond, P. And Tregaski (2007) International HRM, pages 634-648, in Beardwell and Claydon (Eds) HRM: A contemporary approach, Pearson, London. Ferner, A. (1997) The country of Origin Effect and HRM in multinational corporations Human Resource management Journal 7(1) 19-38 Edwards, T and Ferner, A. Managing Human resource in Multinational companies in Bach,S. (Ed)(2005), Personnel Management transition, Blackwell, Oxford. Reiche, B (2007) The effect of International staffing practices on subsidiary staff retention in multinational corporations International Journal of HRM 18:4 Nikandrou, I et al (2008) Training and Firm performance in Europe: The impact of National and Organisational characteristics International Journal of HRM, 19: 11 Dowling and Welch, International Human Resource management, 4th Edition, Thomson Armstrong. M., A Handbook ofHuman Resource ManagementPractice, 10th edition, (Kogan Page) London 2006 Anne-Wil Harzing, J.Van, Ruysseveldt, International human resource management, 2nd edition, Sage 2004 Hall, Peter A.;Soskice, David, An introduction to Varieties of Capitalism, varieties of capitalism, August 2001, Oxford Scholarship Online monograph.

Free Essays - Use of Excessiveness in Twelfth Night :: Twelfth Night essays

Use of Excessiveness in Twelfth Night There are many methods to catching an audience's attention. Shakespeare for example, uses the method of excessiveness in his characters. Proof of this is shown in various forms throughout the novel, beginning with Orsino's obsessed love of Olivia. Then followed by Olivia's mourning for her long lost brother, and then her sudden change in interest. As well as thirdly, Viola's attitude of excess towards Orsino, we can see the method used for yet another time. The first Act jumps quickly into this form of excessiveness, drawing the reader into the novel, and gives personality to the characters. The thought of somebody being in love with another, whom they have never met, and never spoken to, is pure insanity. This man is clearly infatuated with this woman to " an excess." He is a perfect example of excess, since he is the first to mention it, and shows it rather clearly in his actions towards Olivia. He sends her messengers, thinks about her all the time, and every move he makes, is somehow related to her, although she has no idea who he is. Olivia herself, is another prime example of excess. Olivia shows it in two main ways starting with the mourning of her brother and father's death. Mourning, on a whole is a good normal thing, but in excess, (in this case, 7 years), is too much. She needs to move on with her life, and go on and do things, but she doesn't realize this until the spotting of Viola/Cesario, which brings me to her second way. Olivia becomes excessive over her/him, sending her messenger out to fetch him, just so she can see her/him again. Our third of many examples of excess in this act, is Viola's love for Orsino. Instead of leaving the country she was brought to and go back home like any other person, she disguises as an eunuch, so she can work for him. She would do anything to make him happy, even help him get Olivia's love, just for him to notice her. I think that, qualifies for excessiveness in this play. As you can tell, Shakespeare used many examples of excess in his writing, from the very start of the first scene.

Research Proposal Sample Essay

Sample Research Proposal Resident: John Smith, PGY2 Research Mentor: Jane Doe, MD, Section of General Internal Medicine Date of Proposal: February 5, 2009 I. Title of Proposed Research Project Medical Students as Mediators of Change in Tobacco Use II. Specific Aims In conducting this study, we will accomplish the following specific aims: Specific Aim 1. Compare the effectiveness of the stage specific smoking cessation counseling intervention with the control intervention by evaluating the impact on the following patient outcomes at 1, 3, 6 and 12 months: a) quit rate, b) stage of change, c) desire to quit, d) motivation to quit, e) confidence in quitting (self-efficacy), and f) nicotine dependence. Hypothesis 1. Patients counseled by students initially trained in stage specific smoking cessation counseling will have higher quit rates, improve their stage of change, increase their desire to quit, be more motivated to quit, have higher confidence in quitting, and have less nicotine dependence at 12 months. Specific Aim 2. Compare the effectiveness of the stage specific smoking cessation counseling intervention with the control intervention by evaluating the impact on the following processes of care rated by patients at 1, 3, 6 and 12 months: a) satisfaction with the quality of care in general, and b) satisfaction with the quality of care related to smoking cessation counseling. Hypothesis 2. Patients counseled by students initially trained in smoking-specific behavioral counseling will have greater satisfaction with both measures of quality of care at 12 months. III. Background Tobacco is the only legally sold product known to cause death in one half of its regular users.(1) Thus, of the estimated 1.3 billion people in the world who smoke, nearly 650 million will die prematurely as a consequence.(1) In the United States, approximately 25% of men and 20% of women, or 46 million adults, smoke.(2) The financial toll of tobacco use in the U.S. is substantial. Estimated costs include $75 billon per year in medical expenditures and $80 billion from lost productivity.(3) The personal health risks of smoking are even more significant with respect to morbidity and mortality. Although the role of physicians in cessation efforts has been 1 demonstrated, many physicians fail to counsel patients. The most common reasons cited for lack of counseling include inadequate training and time pressures. Our intervention will target medical students in the early stages of training. The proposed intervention will provide a foundation for medical learners in stage specific counseling and will aid physicians in primary practice to help their patients stop smoking. The rationale for this program is that providing education early and allowing students to use these skills with patients in the community can help: 1) future physicians with confidence in smoking cessation counseling, 2) physicians in the community who may not have adequate time to counsel patients, and 3) patients whose health may be at risk from smoking. IV. Research Methods Study Design: Randomized cross-over trial consisting of two smoking cessation counseling interventions: 1) counseling intervention including patient education, written material and followup by students who have been trained in stage specific tobacco cessation techniques, and 2) counseling intervention that includes patient education, written material and follow-up by students who have been trained in non-smoking cessation techniques (exercise counseling). Setting: Community practice sites in internal medicine, family medicine and pediatrics throughout Connecticut where medial students attend weekly continuity sessions with physician preceptors. Study Subjects: 80 first-year medical students and 308-350 patients aged 16 years or older in the students’ community practice sites who are seeing the students’ physician preceptor for any reason and meet criteria of smoking one or more cigarette daily in the previous week. Randomization: Students will be randomized by the day they attend their Principles of Clinical Medicine Course and trained in stage specific tobacco cessation counseling or exercise counseling. After 6 months, students will receive training in the other behavioral counseling technique. Main Outcome Measures: patients’ quit rate, stage of change, desire to quit, motivation to quit, confidence in quitting (self-efficacy), and nicotine dependence at 1, 3, 6, and 12 months. Process Measures: patient satisfaction with the quality of care in general, and satisfaction with the quality of care related to smoking cessation counseling. Analyses: patient level analyses of main outcome and process measures comparing patients who received counseling from students trained in smoking cessation counseling and patients who received counseling from students trained in exercise counseling adjusting for potential confounding factors. We will use logistic regression for dichotomous outcomes and linear regression for continuous outcomes. We will use generalized estimating equations (GEE) and random effects modeling to allow us to adjust for time-dependent covariates V. Timeline of Research Project Month Activity Student randomization Train standardized patient Assess student behavioral counseling skills Train student in smoking or exercise counseling Assessment of office practice sites Train medical assistants to recruit patients Recruit patients Patient counseling in-person Patient counseling by phone Data collection Data analysis Prepare publication(s) Present research at scientific meetings 1 X X X X X X X X X X X X X X X X X X 2 3-4 5 6-9 10-12 13-14 VI. Literature Cited 1. World Health Organization Website: WHO tobacco Treaty set to become law, making global public health history. WHO . 2005. 1-17-2005. 2. Cigarette smoking among adults–United States, 2001. MMWR Morb Mortal Wkly Rep 2003; 52(40):953-956. 3. Centers for Disease Control. Targeting Tobacco Use, the Nation’s Leading Cause of Death 2004. CDC. 2005. 1-19-2005. 3

6 master plans Essay

1. LOI 39/2001 â€Å"SANDIGAN MASTER PLAN† (Anti-Criminality Master Plan) dated 03 December 2001 This Plan shall serve as the Master Plan in which all plans and programs of the PNP shall conform with and supplement. It shall prescribe the grand strategy to be undertaken by PNP Offices and personnel on crime prevention, control and suppression, in the total fight against all forces of criminality. 2. LOI 40/2001 â€Å"SANDUGO MASTER PLAN† (The PNP ISO Master Plan) dated 04 December 2001 This serves as the long-range and holistic master plan of the PNP in waging an internal security support operations nationwide. Premised on the estimate of the national situation and other considerations, it prescribes the counter-insurgency support strategy, operational concept, scheme of implementation, service support and coordinating instructions in order to accomplish the PNP’s internal security support mission. 3. LOI 42/2001 â€Å"SANGYAMAN MASTER PLAN† dated 06 Decem ber 2001 (Pnp’s Master Plan To Help Protect And Preserve Our Environment, Cultural Properties And Natural Resources) See more: Social process essay This master plan prescribes the guidelines to be followed by tasked PNP Units/Offices in assisting lead government agencies in the enforcement of laws over Philippine territorial waters, lakes, rivers, mountain ranges, forest, to include laws and ordinances that have been set forth to preserve, protect and enhance our environment and natural resources, in close coordination with the Department of the Environment and Natural Resources (DENR) and other tasked government agencies. 4. LOI 43/2001 â€Å"SANG-BANAT MASTER PLAN† (Pnp’s Master Plan For The Campaign against Illegal Drugs) dated 07 December 2001 This master plan sets forth the concept of operations, operational guidelines and tasks of all PNP units/offices in the total fight against illegal drugs: integrating/orchestrating the activities of all concerned National Government Agencies (NGAs) in the conduct of anti-illegal drug campaign at the national down to barangay levels. LOI 44/2001 â€Å"SANG-INGAT MASTER PLAN† (Master Plan On Security Preparations) dated 10 December 2001 This Master Plan sets forth the strategic concepts and operational guidelines, as well as contingency plan to ensure the maintenance of peace and order during the year-round observance of holidays, which involves great concern on movement of the citizens, international, national and local meeting/conferences/events, and rallies/mass action in protest to wide range  of issues. 6. LOI 45/2001 â€Å"SAKLOLO MASTER PLAN† (MASTER PLAN ON DISASTER PREPAREDNESS) dated 12 December 2001 This Master Plan sets forth the strategic concepts, operational guidelines and coordinating instructions to be undertaken by PROs and tasked units/offices on disaster management. With this Letter of Instructions, the action that will be undertaken by the concerned PNP units/offices will be as responsive and possible with the support of the government agencies and community.

Joe dirt essays

Joe dirt essays The Semiotics of Joe Dirt In the eyes of many, Joe Dirt is a classical laugh. A comedy produced by Columbia Pictures in 2001 about a boy whose parents abandoned him at the age of seven. When I happened to run across this adoption ad the other day it reminded me of this movie, but made me see it in a different way. Even though a hysterical movie, Joe Dirt can be dramatic if you look deep into the plot of the movie instead of all the comedy that surrounds it. When you compare this movie to an ad like the adoption one you wonder if they have feelings like Joe Dirt as well. Joe Dirt was seven years old when his parents left him all by his lonesome at the Grand Canyon. He searched for the all day and seen they were nowhere to be found. The next day he pondered and pondered on his parents disappearance and dedicated his life to finding them, knowing that they didnt leave him on purpose, did they? Joe was a little different than the average smoe. Always happy, he lived life one day at a time. He attended a boys home until the age of twelve because he couldnt survive on his own. He left that place a soon as he could after everyone started bullying him around in a desperate search for his parents. He would camp the forests and live secluded because he wasnt warmly welcomed in society. Early one morning he topped this hill he had been hiking for a while too see a place that would change his life forever, Silvertown. There he met Brandy, his life long love. She was a beautiful woman who appreciated Joes kind and harmless ways. Unable to see that Brandy had feelings for him he continued his search for his parents vowing never to give up. He found himself at radio station for a while working as a janitor. One day he bumped into a guy that had a radio show. The guy was so amazed at Joes appearance he brought him into his show to talk to him. At this time Joe was in his early twenties...

Americas Teens Up In Smoke Essays - Human Behavior, Smoking, Health

America's Teens Up In Smoke Essays - Human Behavior, Smoking, Health America's Teens Up In Smoke Americas Teens Up in Smoke On every street corner in America, you will find a teen smoking. Even though a number of commercials and school orientations have given the effects of smoking, the kids feel they are invincible to the effects smoking can cause. Tobacco companies have targeted the youth, ages eleven to seventeen, because they are the future of their industry and very influential (Britannica online). Yes it is true; the future of America has been the focus of their progression. However, how can we have a healthy outlook on the future if 34.8 percent of our youth are inhaling five hundred chemicals into their bodies (Britannica online)? Society needs to focus on telling teenagers the numerous effects of smoking, so they can live a healthier life. The effects of smoking have long been proven to destroy out bodies. The number one disease caused by smoking is cancer. Ola James husband died of lung cancer this past summer. She says Every time I see someone light a cigarette, I think of how sick Richard was and it breaks my heart. She has watched the one person who meant more to her than anyone else in the world, die from a disease that TV has advertised for years. Although a smoker for many years, Richard James might be alive today if he had quit smoking when he was young. Smoking can also cause emphysema, which is a condition of the lungs marked by distension and frequently by impairment of heart action. Smoking has also been known to cause yellow stains on teeth, inflamed gums, periodontal disease, and other diseases of the mouth (Britannica online). With that in mind, who wants to have a cigarette hanging out of their mouth? Well the answer to that question can be answered in two words . . . todays youth. While no one really understands why teenagers take their first puff, whether its peer pressure or another reason, the fact is that they do. Obviously they dont have a high regard for their health. After repeatedly being told that smoking is bad, teenagers just do not seem to care. Another problem with smoking is the effects it has on others around you. Studies have shown that second hand smoke is more dangerous than first hand smoke (askjeeves.com). It causes those around them to be more susecptable to getting respritory problems and cancer. Now the 34.8 percent of the youth are not only bringing themselves down, but they are bringing down the rest of the population with them. If teenagers continue to smoke while they are pregnant, it will result in low birth weights and/or severe birth defects. This is not making Americas future look to bright. Although teenagers have been warned of the effects of smoking, they will continue to light up whenever and wherever they please. We as citizens must fight to make teenage smoking harder to start. We must make new laws, ensure that America follows these laws, and punish those who break them. I dont know who had it worse, teenagers fifty years ago who didnt know the effects of smoking, or teenagers today who do know the effects and just dont care. Smoking is doing nothing but harming the youth through diseases, and hurting those around them. If they knew more about the effects, then maybe they would not be so quick to start.

Alzheimer’s Disease (AD) and Oxidative Stress Relationship

Alzheimer’s Disease (AD) and Oxidative Stress Relationship Alzheimer’s disease (AD) is a neurodegenerative disease which causes a lethal twist in the structural integrity, and a roadblock in the function of brain, this eventually channel the situation to degeneration and shrinkage of brain, and override the control of brain over other parts of the body, and comes to the final closing remark of the disease- death. Studies done on the topic have corroborated that the disease is not reversible, and the only patch of hope is slowing down its progress. But as the disease advances through mid stage and evolves into severe AD, the condition of patient becomes pathetic and care giving becomes more painful. Studies have reported that notable symptoms of AD are seen only after 60 years of age, even though the disease has started before that. Initial symptoms are loss of short term memory- being forgetful about the recent events, and gradually over a period of time patient seems more absent –minded about the environment, things which are chemically etched in the long term memory begins to be erased, and the final stage starts pushing the patient into severe AD which is tremendously pathetic. Studies have proved that loss of function of neurons is the cause of AD. A closer look into the aspect revealed a complex set of events that precede the neuronal degeneration- oxidative stress and imbalance in homeostasis, formation of roadblocks in communication, falling apart of integrity and death of neurons. This enabled to go beyond the findings of superficial studies done and hypothesis developed, and helped to delve much deeper into the inner workings and mechanism of the disease. Hypotheses developed to explain mechanism of AD are: amyloid cascade hypothesis, cholinergic hypothesis and tau hypothesis. Amyloid cascade hypothesis says, APP- Amyloid Precursor Protein, a transmembrane protein involved in main roles of growth, survival and repair of nerve cells- is snipped at wrong places by an enzyme called secretase, leadi ng to the formation of amyloid ÃŽ ² peptides which accumulates to form plaques- amyloid plaques- and bind to synapses blocking the communication channel, eventually causes memory loss. According to cholinergic hypothesis, downward drift in the levels of acetylcholine in brain is the cause for Alzheimer’s disease. Loss of function of cholinergic neurons was found in Alzheimer’s disease patients. Shift in the level of acetylcholine happens due to the lack of two enzymes involved in synthesis and breaking down of acetylcholine. This will lead to loss of function of neurons; brain’s functionality falls apart, and eventually leads to symptoms of Alzheimer’s disease. Tau hypothesis approaches the problem in another perspective, tau protein- a protein associated with microtubules in nerve cells- gets hyperphosphorylated, this enables cross linking among tau protein units, and they back off from being attached to the microtubules. This causes loss of structural i ntegrity of nerve cells, and they collapse and clump to form tangles- neurofibrillary tangles. Studies conducted focusing on the inner workings of these hypothesis have found that oxidative stress is the reason that enhances plaque and tangle formation, repair mechanisms in cells are unable to solve the situation as the oligomer formation and cross linking are predominantly made by non peptide bonds. In another study, amyloid ÃŽ ² peptides have shown close relation with some causes of mad cow disease. Studies related to genetics of AD have found the link between APOE gene on chromosome 21 and the disease. APOE gene codes for apolipoprotein, and one among its functions is breaking down of APP. APOE has variants, APOEÃŽ µ4 is the one which codes for less active protein whose capacity to break down APP is sluggish. People with this variant gene are more tend to develop AD in later stages of life, and any abnormality related to chromosome 21 also results in AD over a period of time.

Payments and Finance in International Trade Essay

Payments and Finance in International Trade - Essay Example In sharp contrast to the results, we find that liberalization has, on average, robust positive effects on growth, openness and investment rates within countries. We have some examples of Trade Liberalization (Arnold, 2007). The payment instruction was subsequently misplaced on the desk of a clerk at Mega Bank and accordingly the relevant accounting entries for crediting Alpha's account were not made by Mega Bank, and Alpha was not notified that payment from Delta had been received. On July 5th, Delta instructed its bank, Grand Banque in Paris, to make a funds transfer to Alpha's account at Mega Bank in London to be credited on or before July 7th. On the morning of July 6th, in order to effect the payment, Grand Banque debited Delta's account and simultaneously sent payment instructions via SWIFT to its correspondent bank in the UK, Royal Bank PLC, instructing it to make an inter-bank transfer to Mega Bank in sterling for credit to Alpha's account on or before close of business on July 7th. Royal Bank went ahead and sent the payment order to Mega Bank on July 6th, with instructions to credit the account of Alpha on or before close of business on July 7th. White barle... Alpha is frustrated that it has not yet been paid and advises Delta on 8th July that it is no longer liable to perform under the contract (Balamurugan and Madhura, 2002). Many of the hurdles to international trade took the shape of high tariffs on imports of manufactured goods. The typical aim of such tariffs was to protect domestic industries from foreign competition. On consequence, however, were "beggar of neighbor" retaliatory trade policies with countries progressively raising trade barriers against each other. Ultimately, this depressed world demand and contributed to the Great Depression of the 1930s. This event was the boom that woke the world up but it was not the only reason that led to liberalization. People begun to realize that their basic necessities were not satisfied because they are not available in their home country or too expensive because of the imposed tariffs. They also realized that they will gain advantages through engaging in international trade, like improving their living standard and satisfying more needs (Brennan and Cao, 1996). If the country is going to export, it will need to expand it output which means more people will be hired and living standard will improve. Moreover when removing tariffs imposed on imported goods that my country doesn't produce, people will be able to purchase them at reasonable prices therefore satisfying more needs. The developed countries realized that even if they have comparative advantage in some products, they should specialize in the production of those goods that it produces most efficiently and to buy the goods that it produces less efficiently from other countries, even if this means buying goods from other countries that it could produce more efficiently itself (Brinblatt,

Role in the meeting user needs in my placement Essay

Role in the meeting user needs in my placement - Essay Example Over time I have been able to witness that my role had been from accomplishing individual and group therapy that was set up by interdisciplinary treatment teams to carrying out assessments, revisions, as well as approval. I came to realize that for a practitioner to be successful, he or she must not only be aware of the agency policies that are applicable, the laws that are related to the intended philosophy, and the procedures of the institutions, but also the knowledge of those interventions that are the most suitable and fitting in the associated case. One such example is from my placement where the revolving door approach was tackled on a patient. In such a scenario, a user usually becomes stable for a while but then goes back at the same problem in some time. Basically, the user only gains a short term steadiness and then deteriorates to the same level as the beginning. The user in this scenario needed support as well as intervention of the highest level that tested my abilities of exhibiting the appliance of processes and techniques that were related to the required therapy. I came to realize that as a practitioner, my role was to provide my patients an approach that they can embody so that they could work towards a healthy mental treatment. A practitioner must also be aware of the biological model, the claim of which is supported by James (2009) that one must be able to understand the basic structure as well as the way a human body functions because of the fact that the human body is very important for becoming a health care professional. I also realized the importance of interpersonal relationships and was amazed to see that the main culture that is needed for treatments in the mental health is being able to make connection with various events. For example, one of my patients required a joined up approach of thinking that did the same. The treatment revolved around making sure that those events of the past that are directly related to the current situat ion of the user are brought in focus. In this way, experiences from childhood and adolescence were brought in picture that helped the user recognize the patterns forming the behavior. The whole idea behind this strategy could only be accomplished when a practitioner like me recognized the need to turn a mere treatment into a meaningful recovery. Therefore, one of the most important lessons that I have learned through my placements is that it is not just about dealing with a treatment that is presented to you, that could range from a bracket of drug abuse, depression, to stress and depression, it is also about understanding the meaning of a holistic approach that considers each individual as a person. In this way, both the practitioner as well as the individual gains a lot and thus identifying ways to recognize each action demonstrated by the user and thereby exploring the root cause. Utilizing the psychological techniques that need to be carried out must also be one of the biggest k nowledge and skill that must be used in order to meet the needs of the user. It is imperative that the professional actually listens to the user and assures them that they are being taken seriously. For example, it is being taught to us that the user must be able to recognize the presence of his or her internal world with which they would slowly learn to

Review #4 Essay Example | Topics and Well Written Essays - 250 words

Review #4 - Essay Example The differences in the years B.C and the years A.D are documented in this chapter too. There is a further understanding that the domestication did not happen overnight, but it occurred over a long period with each year bringing something different from the previous years. The topics discussed in the study are of great significance because they document various instances of outstanding stages in the development of Agriculture. There are many comparisons of the differences recorded between the old and the new worlds. The different patterns in prehistory have been documented in this topic with direct reflection on different hypotheses that explain several situations of origins of agriculture, sedimentary communities, as well as domestications of different crops and animals. The topics cover differences in regards to these advancements with specific backgrounds to the measures that have been made in regards to developing more sophisticated tools for agricultural use, as well as the steps in the developments of certain crops like maize, wheat and beans. The studies incorporate the differences in terms of locations with the likes of Southwest Asia, Central America, Mesoamerica and South America. The critique of this text appears to be of a positive review because the text plays the intended role of documenting the various important scenarios in the platform of agricultural development. The text is educative and quite informative especially to an individual with deep interest on the journey that agriculture has travelled to reach what it is

Victor Moritz Goldschmidt Essay Example | Topics and Well Written Essays - 750 words

Victor Moritz Goldschmidt - Essay Example The family had a history of scientists and philosophers from Victor's fathers and mother's side. In 1914, he became the Professor and Director at Mineralogical Institute of Oslo, when he was offered this position. He worked in this position till 1929. After this he moved to Gttingen. The first important contribution made by him was in the field of geology and mineralogy. Goldschmidt went into geochemistry after the death of raw material in World War 1. The general studies that he carried out marked the beginning of modern geochemistry. His work, Geochemical Laws of the Distribution of the Elements, volume 8 in 1923-38, laid the foundation of inorganic crystal chemistry. (Biography.com) According to Goldschmidt, "The primary purpose of geochemistry is on the one hand to determine quantitatively the composition of the earth and its parts, and on the other to discover the laws which control the distribution of the individual elements."(Bob Weintraub) His doctorate thesis, 'Die hpontaktmetamorphose im Kristianiagebiet' and 'Geologisch-petro-graphische Studien im Hochgebirge des siidlichen Norwegens,' are known as his first two major works. The first publications for geochemistry were 'Geo-chemische Verteilungsgesetze der Elemente.' These were a series of publications under this title. In 1921, he was able to show an electrical balance between the positive and negative ions using an X-ray crystallography. These ions are the most important factor in crystal structure. Goldschmidt's work on the cosmic abundance of the elements and the links between isotopic stability and abundance was led by the analysis of geochemistry, astrophysics and nuclear physics. In 1935, Goldschmidt moved to Norway because of the rise of Nazism. When World War II started Goldschmidt had to move again. He went to Sweden first and then Britain. In Britain he worked in the field of soil science and once the war ended he returned back to Norway. At the time of the war, Goldschmidt always carried a cyanide capsule with him just in case he was caught. According to Goldschmidt cyanide was for chemists, while rope was for mechanical engineers. (Msn Encarta) Goldschmidt got a doctoral fellowship at the age of 21 from the University and a Norwegian doctor's degree when he was 23 years old. There have not been many people who have done this. He did not even have to take the usual exams or degrees to achieve these levels. The Norwegian doctor's degree is usually received after the age of 30 and some people have received it after the age of 50. Thus, it was a big achievement. Goldschmidt won the noblest scientific award 'Fridtjof Nansens belonning,' in 1912, for his work 'Die Kontaktmetamorphose im Kristiania-gebiet.' When he applied for a Professorship in Stockholm, the University was able to give him the same position. This was a special case because the Norwegian University does not offer a position until two years have passed since the appointment. Goldschmidt identified the main difference between geochemical elements of geological evolution. He out them into four groups: 'siderophile, chalcophile, lithophile, and atmophile'. He also identified the fact that the earth and the meteorites have a common origin. He developed the Mineralogical Phase Rule;

Employee Recruitment and Retention Research Proposal

Employee Recruitment and Retention - Research Proposal Example Considering this worldwide demands, labor force also needs to acquire more broad skills as well as continuous learning in order to utilize technology efficiently. Understandably, building, operating, and maintaining the petrochemical plants, marketing and distributing of different products, require technical expertise (Dolan, 2004; p 117) critical in the recruitment and retention procedures in a company. As oil and gas companies continuously expand, they are also confronted with labor crisis which brought about by the layoffs made previous years ago and the labor force has continued to shrink according to various petrochemical companies (Parry, Davidson & Clark, 2006; p 2, par 1). The Human Resource Departments of different Oil & Gas Producers added (2005; par 1-2 ) that they are facing one of the greatest challenges companies have encountered in the recent years. Undeniably, pool of engineers in the industry is aging. In United Arab Emirates for example, the mean age of production engineers is around 48. Therefore, HR departments are quite pressured to prepare for the replacement of their aging workforce by the young professionals within the coming years (AME Info, 2005; par 1-2). Besides, competition in the labor market these days is very tight. Khafji Joint Operations (KJO), an oil and gas company of the jointed Saudi Government and Arabian Oil Company (AOC) in accordance with JPPOA or Joint Petroleum Production Operations Agreement operates consistently. The company prioritizes Saudi & Kuwaiti nationals to fill in vacant positions either through worker internal transfer within KJO, or via the Internal Training Program such as KJO training center. In the event that vacant posts are not filled in, Executive Management may announce and seek the assistance of accredited employment agencies to invite applicants outside Saudi Arabia; accommodate them schedule them for panel interviews, oral and written examinations and if they qualify, may undergo a comprehensive medical examination prior to employment. The above stated scenarios suggest for a review of current practices in Human Resources management; thereby challenging HR managers to formulate better agenda. This study will be an offshoot to the future human resource issues that have been forecast in most researches; and may be confronted within KJO on skilled labor shortages and dissatisfaction of their employees. Objectives This study primarily aims to assess the employee recruitment and retention process of Khafji Joint Operations (KJO) and shall achieve these objectives below: 1. Determine the recruitment and retention models adapted by Khafji Joint Operations (KJO). 3 2. Review the evidences on effectiveness of recruitment and retention policies in Khafji Joint Operations (KJO). 3. Describe the characteristics of individuals who enter in in Khafji Joint Operations (KJO) in terms of:

Review #4 Essay Example | Topics and Well Written Essays - 250 words

Review #4 - Essay Example The differences in the years B.C and the years A.D are documented in this chapter too. There is a further understanding that the domestication did not happen overnight, but it occurred over a long period with each year bringing something different from the previous years. The topics discussed in the study are of great significance because they document various instances of outstanding stages in the development of Agriculture. There are many comparisons of the differences recorded between the old and the new worlds. The different patterns in prehistory have been documented in this topic with direct reflection on different hypotheses that explain several situations of origins of agriculture, sedimentary communities, as well as domestications of different crops and animals. The topics cover differences in regards to these advancements with specific backgrounds to the measures that have been made in regards to developing more sophisticated tools for agricultural use, as well as the steps in the developments of certain crops like maize, wheat and beans. The studies incorporate the differences in terms of locations with the likes of Southwest Asia, Central America, Mesoamerica and South America. The critique of this text appears to be of a positive review because the text plays the intended role of documenting the various important scenarios in the platform of agricultural development. The text is educative and quite informative especially to an individual with deep interest on the journey that agriculture has travelled to reach what it is

Employee Recruitment and Retention Research Proposal

Employee Recruitment and Retention - Research Proposal Example Considering this worldwide demands, labor force also needs to acquire more broad skills as well as continuous learning in order to utilize technology efficiently. Understandably, building, operating, and maintaining the petrochemical plants, marketing and distributing of different products, require technical expertise (Dolan, 2004; p 117) critical in the recruitment and retention procedures in a company. As oil and gas companies continuously expand, they are also confronted with labor crisis which brought about by the layoffs made previous years ago and the labor force has continued to shrink according to various petrochemical companies (Parry, Davidson & Clark, 2006; p 2, par 1). The Human Resource Departments of different Oil & Gas Producers added (2005; par 1-2 ) that they are facing one of the greatest challenges companies have encountered in the recent years. Undeniably, pool of engineers in the industry is aging. In United Arab Emirates for example, the mean age of production engineers is around 48. Therefore, HR departments are quite pressured to prepare for the replacement of their aging workforce by the young professionals within the coming years (AME Info, 2005; par 1-2). Besides, competition in the labor market these days is very tight. Khafji Joint Operations (KJO), an oil and gas company of the jointed Saudi Government and Arabian Oil Company (AOC) in accordance with JPPOA or Joint Petroleum Production Operations Agreement operates consistently. The company prioritizes Saudi & Kuwaiti nationals to fill in vacant positions either through worker internal transfer within KJO, or via the Internal Training Program such as KJO training center. In the event that vacant posts are not filled in, Executive Management may announce and seek the assistance of accredited employment agencies to invite applicants outside Saudi Arabia; accommodate them schedule them for panel interviews, oral and written examinations and if they qualify, may undergo a comprehensive medical examination prior to employment. The above stated scenarios suggest for a review of current practices in Human Resources management; thereby challenging HR managers to formulate better agenda. This study will be an offshoot to the future human resource issues that have been forecast in most researches; and may be confronted within KJO on skilled labor shortages and dissatisfaction of their employees. Objectives This study primarily aims to assess the employee recruitment and retention process of Khafji Joint Operations (KJO) and shall achieve these objectives below: 1. Determine the recruitment and retention models adapted by Khafji Joint Operations (KJO). 3 2. Review the evidences on effectiveness of recruitment and retention policies in Khafji Joint Operations (KJO). 3. Describe the characteristics of individuals who enter in in Khafji Joint Operations (KJO) in terms of:

Current Economic Issues Essay Example for Free

Current Economic Issues Essay The current state of the world economy is attributed to economic shake ups dated from 1990s. Such happening shave extended their roots, now firmly clinching on the economy, and thus posing a threatening challenging to the whole world. Such events include the global and United States recession in 1991, Japanese economic stagnations four times since 1990s, currency crisis in European monetary system, mediocre economic performance of Europe and the large swings in the values of G3 currencies. The economy of the world had still not recovered from the 1998s global financial crisis that was caused by economic crisis in Russia. In 2001, IT bubble was experienced in US, leading to sharp fall of investment. The economic troubles challenging us today heavily rest upon the oil shock since 2000 that contributed to global slow down. To add on the pain, china appreciated its currency in 2005 by 2. 1% (Radetzki, 2003, p. 18). The above scenarios have been driving us to the destination we are today although they happened some years ago. This is because when a major economic player experiences a shock; such shock is expended to the rest of world market players, diversifying the impacts. Unemployment is getting on rise in many economies of the world, including even the giant ones. Inflation is increasing at fast rates, with United States experiencing the worst ever after the great depression. The exchange value of several currencies is getting weaker and weaker, with many stock markets closing up their ventures due to economic and financial difficulties. The industrialized economies are stake, with oil crisis holding their economies at the neck (Mullenbach, 2003, p. 20). Global economic growth 0 macroeconomic variables The above graph illustrates the trends which can be assumed by any economy, including the global economy. The long run path shows where the economy can operate at times of equilibrium, without deficits or surplus. Because of the economic forces, the trend has never been attained in history. Point A is a point of depression, C shows recovery, D is a point of economic boom and B is a recessionary trend. The world economy is subjected t all above points by the changing economic conditions of the world market and natural disasters. Today, the economy is possibly at point B, where it is at recession, but the fate is not yet known. Such a scenario is being contributed to by the nature of the economy itself, energy sector, rate of exchange, equity market and emerging markets as discussed below (Howe, 2001, p. 25). Discussion In the world economy, consumer confidence to the production sector has drastically reduced by a margin of 2. 7% since 2007, meaning that the situation is likely to get worse and worse. The recessionary experience in the United States is leading a sharp slowdown of growth in developing as well as developed nations. According to reports released by the IMF and World Bank, current and fiscal accounts of the amalgamated global economy have registered deficits since the year 2005. According to their argument, many nations like US are using weak recovery strategies that only ensure growth of output without creation of job opportunities. In 2003 and 2004, the world made a significant move against downturn, only to be fast back driven by the realization that the strategy was a jobless strategy. Through their economic monitory program, the Breton wood institutions discovered the economy was slowly healing in 2006 with low inflation and good growth, only to be stroke down by spike in oil prices. In struggling against this, the Katrina hurricane ignited its flames. The procedure of events in the world economy has led it to a hard landing especially in the years 2007 and 2008. as we talk of macro effects of the bust in the hosing sector of the united states, the world can not decouple from the effects, because US serves as a world economic hub as well as destination. Within the economic frontiers, unemployment, inflation exchange rates and growth cut rates are challenges surrounding our economic environment (Hansen, 2004, p. 12). As a matter of great concern the global energy sector has since 2004 exposed the global economy to stagflation, because of the spike in oil price. Stagflation is a scenario characterized by both inflation and recession periods. Within the range of 2004 to 2008, the oil price has been hovering around $70 per barrel. The oil crisis has been attributed to the 2000 oil price shock which affected oil importing countries negatively and led to the 2002 recession. Because of the expectation of a war in Iraq, supply shocks in Nigeria and Venezuela, oil prices went further in 2002 and 2003. After the war, the prices spiked further in 2004 and 2005 because the product remained in high demand from US and China. As a result global spare production and refining capacity has reduced as the world believed terrorism concerns in Saudi Arabia and Iraq could lead to shortages in supply. Oil is recognized as a prime mover of production sector. Production activities are essential elements making up the economy. A decline in production either quantity wise or quality wise serves as an obvious economic pitfall. Again, oil is very expensive commodity that leads to high inflation levels, a situation being experienced by the world by now. Every economy is moving fast to slow down the rates of inflation, with a big challenge coming from the instability of the oil market. Energy inflated inflation is a current which is disturbing economic strategists all over the world (Portney, 2006, p. 14). Most of the available information and data about the recent or current economic trends is availed by non governmental institutions, economically integrated institutions and Breton wood institutions. After investigating the moves of the exchange rate in the world market, the above participants have signaled a danger, due to a reflection of the reality on grounds. Exchange of an American dollar against Yen and Euro has declined, leading to large current account deficits as private savings are sinking towards zero. According to their projections, the current account deficit in global accounts may be unsustainable, lead to currency values crash or a spike in interest rates, a very hard landing for the world economy. Devastating trends in exchange rates was sensed in 2002 – 2004, when the American dollar peaked suddenly and later on sharply declined. Interest rates and real growth rates differentials favored the dollar in 2005, but it resumed its fall in 2006 as Fed pause and US slowdown was signaled. As the situation stands as per now, the dollar is expected to continue falling. This is because any global current account imbalances will be disorderly, a witnessed circumstance since 2005. The state of affairs is hardly predictable because despite the dollars instability, Yen is also weakening with china still threatening to revalue its currency. The future of the exchange pattern is still not feasible because Asian economies are declining their willingness to intervene aggressively in foreign market in the search for stable exchange value of the various currencies. As the market turmoil seemed to intimate in 2006, currency crisis in the emerging markets may be experienced. Te situation of exchange rate is not only a current issue, but issues deemed to persist and thus corner the global economy. It therefore requires a sustainability approaches to address both present and future challenges which it may poss (Radetzki, 2003, p. 18). Today’s economy is feeling the impact of the emerging markets, whose economic abilities is determining the health of the world economy. Dismissal of emerging markets took place in 2001, with economic slowdown of G7 and US. Financial crises and outright currency hardly hit Turkey, Brazil, Uruguay and Argentina. In 2006, commodity prices were high, global growth was high and global interest rates were low. The mess to the total progress has come after the encounter of global economy slow down, falling commodity prices, hiking oil prices, G7 short rates going up and thus making financial and economic conditions for emerging market tougher. Their turmoil in 2006 means the economies are vulnerable to financial stress up to early 2010. Both existing and emerging markets are encircled in the same economy, experiencing almost similar challenges but using different survival strategies. It must however be realized that any economic slowdown experienced by any of these entities applies to the rest of the economy. For the sake of sustainability therefore, if the stability of the whole economy has to be tamed, stability of the emerging economies must be put to focus, and thus preserve the global economy at a larger scale (Bonnie, 2003, p. 34). In consideration the present economic characteristics, it would be ignorant act to overlook the state of the equity or earnings market. Following the economic state of the United States and the world economy in general, earnings have sharply slowed down with equity markets underperforming. Based on overoptimistic and excessive expectations of growth, stock market dropped by 9/11 in 2002 when equity markets underperformed. The war that has been going on in Iraq is believed to have led to renewed risk aversion and has frequently slumped the stock market since 2003. When this war reduced shortly in 2003, markets picked up sustained economic recovery strategies accompanied with sharp pick up in earnings and profits. In 2004, 2005 and 2006, stock indexes remained flat regardless of the sharp improvement indicated in corporate balance sheet. It is too difficulty to sustain the growth of earnings, ensure profitability growth that is compatible with the share of GDP and streamline the overall trend of equity markets performance. It is a big dream to the world on how the equity market is expected to perform, its overvaluation based on historically cyclically adjusted P/E ratios. The poor performance of the US economy darkens the future of the equities markets (Howe, 2001, p. 25). In the economic dynamicity, electronic and investment cycle is worth affecting the performance of the world economy. The economy has experienced bust or boom cycle in electronic goods, semi conductors and information technology. The NASDAQ crash in 2004 led to a sharp decline in prices and demand, severely hurting IT firms. When the overinvestment boom which composed of 50% in IT rather than traditional equipment ended, it severely hurt IT exporters such as Malaysia, Hong Kong, Taiwan, Korea, Singapore and Philippines. The extend and depth of the tentative recovery that was started by IT sector in 2004 was too shaky because it could not maintain the demand for IT goods. In 2006, the sector was somehow relieved as the investment turned into a mini investment boom, partially healing Asians economies. This took place because tech goods underwent a pent up demand. Even if the overall poor economic performance may not solely be attached to shopped out consumers, IT strength and impact on global economy is still questionable. World Bank statistics indicate that investments in softwares and equipment have reduced since 2005. This has been the case because corporations do not find profitable real investment opportunities and therefore turning back to their old investment sites. The shake of this sector is also shaking the world economy, meaning that its stability should be sought (Portney, 2006, p. 14). Reference: Bonnie John, 2003. Contemporary economic issues in developing countries. Mahwah, NJ: Praeger, pp. 34. Hansen Alvin, 2004. Economic issues of 2000s. California: American Enterprise Institute; pp. 12. Howe Charles, 2001. Interbasin transfers of water: Economic issues and impacts. California: Resources for the future press; pp. 25. Mullenbach Philip, 2003. Civilian nuclear power: Economic issues and policy formation. London: Twentieth Century Fund; pp. 20.

Effects of Psychological Contract on the Work-Life Balance

Effects of Psychological Contract on the Work-Life Balance A contemporary analysis of the concept of work life balance and the effects of the psychological contract within the business Aimed towards Retail Terms of Reference To define, explore and critically analyse the extent to which contracted work in the retail business is affected by psychological contract theory Establish from primary and secondary sources the factors which impact on the work life balance for employees, and if any policies and practices are effective. Examine the various ideas from the literature around organisational culture and the psychological contract, in order to determine how Toys R Us fits with these definitions. To draw conclusions around the extent to which Toys R Us has managed to achieve a suitable work life balance for all of their employees without the use of a psychological contract; and to examine possible future changes/ recommendations which could be implemented to create said contract. Literature Review The journal Management Research News (2007) provides a useful starting point, as it looks to review the literature around the psychological contract in order to help develop an understanding around the various unique agreements and the work environment that underlies modern working. As such, the paper is a conceptual paper, and its main aim is to categorise the existing knowledge around the psychological contract in the workplace, as well as to provide practical direction for future research. The results of this investigation indicated that the context of the psychological contract must be reconsidered, due to the nature of the flexible modern working environment where jobs are not always seen as being long term commitments. As such, it is important to consider the impact of organisational justice, rather than looking at potential relationship development (Management Research News, 2007). This is particularly relevant for retail organisations such as Toys R Us, where a large number o f their staff may be students or other short term casual workers. Unfortunately, there has been little research into the levels of job security felt by temporary employees and contract employees, and how this impacts on any psychological contract which may exist. This is addressed to some extent by De Cuyper and De Witte (2006), who examined how perceptions of job security, as well as job satisfaction and organisational commitment, varied from permanent employees to temporary ones. This research was based on the claims of psychological contract theory, which holds that a lack of job security only arises if the psychological contract is violated, and that permanent employees tend to feel stronger psychological contracts that temporary and contracted workers. Their results support this argument, showing that the temporary staff tended not to create strong psychological contracts with their employers, and hence their perceptions of job security did not impact on their overall performance. In contrast, for permanent employees job security was a key pre dictor of both job satisfaction and organisational commitment, indicating that the psychological contract is of greater concern for permanent staff (De Cuyper and De Witte, 2006). Indeed, George (2003) found that the use of temporary and contract workers in an organisation could actually harm the psychological contract which existed between the permanent workforce and the organisation. These finding are based on a detailed study of 256 permanent employees across three organisations, and showed that the extent to which contracting and temporary workers were used, combined with the duration of their use, had negative impacts on permanent employees’ trust in the organisation, as well as the psychological contract with the organisation. These results are explained by the fact that permanent workers see the increased use of temporary and contract staff as indicating that their organisations do not have a strong commitment to their permanent employees. As such, permanent employees begin to see themselves as being less attached to the organisation. The grounded theory approach taken by George (2003) indicates that this is consistent with theoretical prediction s that the use of contract staff acts as a violation of the psychological contract for permanent staff, since contracting makes it harder to permanent workers to advance in the organisation. As such, when attempting to manage this, organisations should look to show strong levels of commitment towards their permanent employees, as this will help counter the perceived violations from the use of contracted staff. Whilst George (2003) claims that this can be achieved through making permanent employees supervisors and trainers of other employees, there is little empirical data to support this, hence it is not clear if this would be a valid method for countering the negative impacts of contracting. Another useful empirical study in this area comes from Ellis (2007) who used the theory of psychological contracting to develop a framework exploring employee reactions to the various promises and contract violations they received from their employer. This is based on the hypothesis that an employee’s status within the organisation may affect their perceptions of promises and contract violations, but this will depend on what the promise is about. This hypothesis was tested using a survey of 163 full time employees working for 25 different organizations. The results supported the hypothesis, showing that supervisory and managerial employees placed more value on promises and violations that their manual labouring counterparts. This indicates that, not only will contracted employees have a less significant psychological contract but, in industries where contracted workers are often used for manual labour, this effect will be pronounced by the lower value manual workers assign to organisational promises and violations (Ellis, 2007). When considering the work life balance, Watson (2001) discusses a lecture given by Ewart Wooldridge, the director of the Civil Service College, who claims that many employees are now moving towards a more flexible approach to work. This is in contrast to prior situations, in which work tended to be the dominant feature in many workers’ lives. This is claimed to be largely due to factors such as recession; the reduction in the power of the trade unions; and the rise of a new psychological contract, which is focused on individual employees more than on organisations. As such, Watson (2001) claims that employees will tend to offer less loyalty to their existing employer, whilst attempting to improve their overall employability in an attempt to find a better job with another employer. Whilst they will continue provide their current employer with effective results during this period, they will be less likely to fully commit themselves to their employer. As such, unless their employ er promotes the work life balance they require, there is a chance that the employee will lose faith in the organisation, reducing their effort and hastening their departure (Watson, 2001). However, it should be noted that Watson’s (2001) article is entirely based on theoretical arguments, with not empirical backing. This may reduce its relevance and validity to all situations. In contrast, Conway and Monks (2008) exploration of the relationship between HR practices and employee commitment is based on a case study analysis of three health service organisations in the Republic of Ireland. This research examines how employees perceive HR practices such as work life balance, and how these perceptions affect employee level commitment and perceptions of the psychological contract. These findings indicate that there is a disparity between the HR practices which are valued most highly by employees, and the practices detailed in the HR literature and those which are practiced by organisations. This indicates that organisations need to consider the basic factors underlying the employment relationship and the psychological contract, rather than simply introducing the latest HR practices (Conway and Monks, 2008). However, this research is somewhat limited by the fact that it is only based on one industry, and includes just three organisations. Sturges and Guest (2004) conducted a much larger survey into the factors which affected the perceptions of the work life balance amongst new graduates who had recently started working. They found that the main factors affecting perceptions were conflicts between work and non-work priorities; the number of hours worked; and the degree of organisational and personal commitment shown by the graduates. As such, whilst most graduates tended to look for a good work life balance, their desire for long term career progression tended to lead them to work increasingly long hours in an effort to progress earlier. However, this tendency led to a worsening relationship between the graduates’ perceptions of work, which ultimately acted to harm the psychological contract. As such, Sturges and Guest (2004) argue that organisations need to introduce policies and practices designed to promote a healthy work life balance, showing support for their employees’ lives outside of the workplace , in order to avoid any negative impacts on performance. In addition to this, Sutton and Griffin (2004) argued that the degree to which employees’ expectations prior to starting work were supported by their experiences in the job had a significant impact on their perceptions of their work life balance and the psychological contract. This argument was assessed through a longitudinal study of 235 occupational therapy students who were about to start work, and compared with their views 14 months later. The results showed that if their experiences of work after entering a job were not consistent with their expectations, the employees were more likely to perceive psychological contract violations, and hence lower job satisfaction. In particular, the expectations around work life balance were found to be driven by the recruitment and selection process (Sutton and Griffin, 2004). This indicates that policies aimed at improving work life balance need to take account of, and control, employee expectations at the recruitment stage in order to be effective. Unfortunately, as before, the narrow nature of this study, which only examines one occupation, makes it of limited relevance to the case of Toys R Us. Another factor found to be relevant to the psychological contract, and violations of the contract, is employee personality. Raja et al (2004) carried out a survey of personality types and responses to the psychological contract, finding that personality characteristics such as extraversion, neuroticism and self-esteem were all related to employee perceptions of the psychological contract. In addition, personality characteristics tended to predict employee perceptions of breaches of the contract, as well as when these breaches were perceived as violations. This indicates that, when designing policies, organisations need to pay attention to employee personality characteristics, and their potential impact on the psychological contract. In addition, when considering the nature of the psychological contract, it is important to realise that the contract is a dynamic thing, which can grow and develop over time. As such, organisations need to consider the need to display a level of commitment to shared values, as well as the welfare of their employees, if they are to develop the contract and the level of organisational commitment shown by the employees. Indeed, Barnett and Schubert (2002) claim that a developing psychological contract and employment relationship can have significant benefits for employees and employers alike. Their survey of 194 employees working in a large retail organisation showed that employees valued their employers having strong principles, and showing concern around their employees’ welfare. This indicates that these are key factors to be considered when developing policies and practices aimed at strengthening the psychological contract. Further research in the retail sector comes from DAnnunzio-Green and Francis (2005), who examined how managers’ view of an emotion management leadership programme acted on their perceptions of the psychological contract. The results of this study indicated that the programme led to a shift in perceptions away from a transactional psychological contract, and towards a relational one. This in turn influenced managers’ perceptions around what the organisation’s expectations of them were, as well as what the organisation offered them in return. This effectively led to the construction of a new, ‘trial’ psychological contract, where managers agreed to believe that the leadership programme would create a more favourable work environment, both for the managers and their subordinates. The managers then internalised and tested the contract to determine whether the organisation’s actions lived up to the promises contained in said contract. This indicate s that organisations need to be sure that any new policies enacted do not create unrealistic expectations, as then any benefits from the policies will be undone by the resulting breaches of the trial psychological contract created by the policies (DAnnunzio-Green and Francis, 2005). Finally, Porter et al (1998) carried out a significant study into the extent to which these perceptual gaps between the promises of the contract and the actual behaviour of the organisation had significant explanatory power over and above measures such as employee satisfaction. This was based on a study of 48 executives and 339 employees over four organisations, in an attempt to determine the promises made to the employees, the employees’ perceptions of these promises, and the employee’s perceptions of the actual benefits provided. This showed that the larger the gap between the perceptions of the promises and the perceptions of the actual benefits, the lower the level of employees’ overall satisfaction with the organisation. This effect was found to be significant even after considering factors such as employee satisfaction with their job and their performance. As such, it appears that employee perceptions of organisational promises can have a more significant e ffect than many other factors, including the nature of the employee’s role and their performance within the organisation (Porter et al, 1998). References Barnett, T. and Schubert, E. (2002) Perceptions of the Ethical Work Climate and Covenantal Relationships. Journal of Business Ethics; Vol. 36, Issue 3, p. 279-290. Conway, E. and Monks, K. (2008) HR practices and commitment to change: an employee-level analysis. Human Resource Management Journal; Vol. 18, Issue 1, p. 72-89. DAnnunzio-Green, N. and Francis, H. (2005) Human Resource Development and the Psychological Contract: Great Expectations or False Hopes? Human Resource Development International; Vol. 8, Issue 3, p. 327-344. De Cuyper, N. and De Witte, H. (2006) The impact of job insecurity and contract type on attitudes, well-being and behavioural reports: A psychological contract perspective. Journal of Occupational Organizational Psychology; Vol. 79, Issue 3, p. 395-409. Ellis, J. B. (2007) Psychological Contracts Does Work Status Affect Perceptions of Making and Keeping Promises? Management Communication Quarterly; Vol. 20, Issue 4, p. 335-362. George, E. (2003) External Solutions and Internal Problems: The Effects of Employment Externalization on Internal Workers Attitudes. Organization Science; Vol. 14, Issue 4, p. 386-402. Management Research News (2007) Understanding the psychological contract: a direction for the future. Management Research News; Vol. 30, Issue 6, p. 432-440. Porter, L. W. Pearce, J. L. Tripoli, A. M. and Lewis, K. M. (1998) Differential perceptions of employers inducements: implications for psychological contracts. Journal of Organizational Behavior; Vol. 19, p. 769-782. Raja, U. Johns, G. and Ntalianis, F. (2004) The Impact Of Personality On Psychological Contracts. Academy of Management Journal; Vol. 47, Issue 3, p. 350-367. Sturges, J. and Guest, D. (2008) Working to live or living to work? Work/life balance early in the career. Human Resource Management Journal; 2004, Vol. 14 Issue 4, p5-20. Sutton, G. and Griffin, M. A. (2004) Integrating expectations, experiences, and psychological contract violations: A longitudinal study of new professionals. Journal of Occupational Organizational Psychology; Vol. 77, Issue 4, p. 493-514. Watson, B. (2001) Report: A New Deal? Understanding the Psychological Contract. Public Money Management; Vol. 21, Issue 3, p. 57.

Bilingual Ed Essay -- essays papers

Bilingual Ed BILINGUAL EDUCATION IS BENEFICIAL TO STUDENTS ABILITIES TO ASSIMILATE IN THE MAINSTREAM CULTURE English only--sink or swim? Yeah right! Instead of English Only Advocates worrying about bilingual education cost in our school system, why not take advantage of the skills our ethnic minorities possess to move our economy forward? They are obviously not thinking clearly, because the benefit of bilinguals, significantly outweigh the bad. To deny our youth the opportunity for upward mobility and skill to become more marketable in a worldwide capacity is inhumane. They believe bilinguals threaten to sap our sense of national identity and divide us along ethnic lines. They also fear that any government recognition of minority languages à ¬sends the wrong messageà ® to immigrants, encouraging them to believe they can live in the U.S.A. without learning English or conforming to à ¬The Americanà ® way. That is an overt, racist, and paranoid view, donà ­t you think? The most significant issues that support bilingual education for students ability to assimilate in the mainstream cultur e are, the development of students linguistic resources and preserve their cultural heritage, contributions to the American economy, and diversity. The development of a students language and preservation of their culture is essential for the upward mobility of todayà ­s youth. There always have been some immigrants who viewed themselves explicitly as the preserver and savior of their languages and heritages. Since the late 1800s, ethnic minorities in America have been consistently characterized as culturally inferior. Their language right has consistently been the subject of political review. Politicians do not have (PCC(SW) Taylor/16603/M... ... IV a. Preservation of culture/language b. Ethnic minorities culturally inferior c. Language subject to political review. d. Encourage bilingualism e. Students face difficulty in school f. Educational failure V a. American economy b. English one language c. Information Techmnology. d. 4 year study. e. WEB pages. VI a. We discussed the development of students linguistic resources b. As Equal Opportunity Advisors c. Assimilate ethnic minority personnel into the mainstream of society d. No matter what the theoretical conclusions e. They should be afforded the opportunity to judge for themselves Bibliography: James Crawford Homepage, RethinkingSchools à ± Bilingual Education Summer 1999 http://ourworld.compuserve.com/homepage/jwcrawford. James Crawford Homepage, MAY 1987 http://ourworld.compuserve.com/homepage/jwcrawford

Free Essay - Setting in William Faulkners A Rose for Emily :: A Rose for Emily, William Faulkner

Importance of Setting in William Faulkner's A Rose for Emily Setting is place and time, and often provides more than a mere backdrop for the action of a story. William Faulkner uses this device in his complex short story "A Rose for Emily" to give insight into the lonely world of Miss Emily Grierson. Faulkner portrays the townspeople and Emily in the southern town of Jefferson during the late 1800's to early 1900's. The town is more than just the setting in the story; it takes on its own characterization alongside Emily the main character. It is the main reasoning behind Emily's attitude and actions. It gives the reader an easier understanding into why Emily makes the decisions she does as the story unwinds. The town of Jefferson was deeply indirectly involved in the life of Emily Grierson. They watched and debated her every move, being her analyst, they wondering why she did certain things. They had their own idea of who she was and what they wanted her to be. The reason being was that the aristocratic Grierson family that her father headed was very highly recognized in the past era of the Confederacy. Her father had much power and was close to a very popular mayor named Colonel Sartoris. The power Emily's father has over Emily can be seen in a portrait of the two that the narrator describes: "Emily a slender woman in white in the background, her father a spraddled silhouette in the foreground, his back to her and clutching a horsewhip." (141) He does in fact control her like a horse, never allowing her to date anyone. And until his death she indeed does not. After Emily's father dies, we find her becoming involved with a gay man named Homer Baron who she probably believes she will eventually marry. It is her continual relying on a male figure that gets Emily into this situation. It is the setting in which she lye that has this impact on her thought and understanding. We eventually find out in the end that Emily kills Homer. She does this not do this out anger or hatred toward this man. It is the belief on her part, that a man has to play a significant role in her life that drives Emily to do this unbelievable act of violence. In her mind this was not a crazy thing to do.