Romeo and Juliet - Act III, Scene V :: Shakespeare, Romeo and Juliet

Romeo and Juliet - Act III, Scene V Act III, Scene V of Romeo and Juliet is significant for it is the most pivotal scene of this tragic play. Although prior scenes present extreme circumstances, this scene reveals the results of past activities and begins a series of tragic misunderstandings and fatal reactions. Transformations occuring amongst characters and their relationships with one another and the tone of the play are revealed in this scene. Through language, Shakespeare presents these changes as well as foreshadowing the eventual tragedy Romeo and Juliet's death. From this point on in the play there are no more comedic or romantic scenes. The following scenes are of extreme actions, mishap and tragedy. The "star-crossed lovers" cannot escape their fate. One of the many transformations presented in this scene is that of Romeo and Juliet's love for one another. Romeo and Juliet's love makes the transition from infatuation to a deep and sincere love. In earlier scenes they used overly romantic language and metaphor, whereas, now they speak to one another of their love in a mature and tender way. They will do anything to be with one another, for their love surpasses any emotion for their familial or community ties. They are willing to make any sacrifice in order to have their desire for one another fulfilled. Both Romeo and Juliet enjoy each other's company on their first morning together following their marriage and they do not want to part. Juliet's first visible transformation to adulthood is revealed here. In Romeo's desire to be with Juliet, he is willing to risk capture, and most probably death, in being found within the Capulet walls. Romeo, although maturing in his feelings of love and intimacy is still young and reckless in his behavior. In contrast, upon rationalizing the circumstance of daylight and their being found, Juliet eventually pleads for Romeo to leave "O, now be gone! More light and light it grows." (III, v, 35) To which Romeo responds, "More light and light- more dark and dark our woes." (III, v, 36) The metaphors associated with light (i.e. the sun, the moon, the day) which previously protected their affair is now their enemy. Nature itself has turned upon them

Health Campaign

Health Campaign- Part One HCS 535 July 23, 2012 Dr. Beth Hale Health Campaign- Part One Obesity is a chronic condition that has grown in epidemic proportions over the years. Obesity is defined as the body weight which is excessive than expected in healthy individuals and presently in the United States, obesity has become of the greatest public health challenges. It is reported that 2. 8 million adults will die in the world because of obesity (World Health Organization, 2012).This paper will present obesity and the initiative of Healthy People 2020 to combat this health issue. It will present the federal, state, and local agencies tasked with addressing and managing this issue. It will present models used to determine and analyze obesity, define the community and targeted populations and describe the epidemiologic surveillance systems used for monitoring obesity. It will present epidemiology tools, such as risk assessment and trends in disease and health to analyze obesity. Obesity in AmericaIn the United States obesity rates have escalated to higher levels than ever seen before. At this time one-third of all adults in the United States are classified as obese (Center of Disease Control and Prevention, 2012). The national identified health objectives developed by the federal government is Healthy People. These initiatives began in 2000 and were updated in 2010 and 2020. Healthy People 2000 were developed in 1990 by the Department of Human and Health Services as a strategy to improve the health of Americans (Center of Disease Control and Prevention, 2009).The first two priority areas identified were physical fitness and nutrition. The Healthy People objectives were rereleased in 2010 with additional priority objectives. The goals of this objectives was similar to the one in 2000 but truly focusing on reducing health disparities and to increase the quality and years of healthy life (Center of Disease Control and Prevention, 2011). This national program was updated again to reflect the next decade called Healthy People 2020 and to promote avoiding preventable disease as the focus.According to Department of Human and Health Services (2010), â€Å"Healthy People 2020 is the product of an extensive stakeholder feedback process that is unparalleled in government and health. It integrates input from public health and prevention experts, a wide range of federal, state and local government officials, a consortium of more than 2,000 organizations, and perhaps most importantly, the public† (para. 7). Healthy People 2020 are a federally developed project to improve the health of all Americans. There were many lead federal agencies involved in the development of the framework of Healthy People 2020.These agencies vary from the Center of Disease Control and Prevention, Agency of Healthcare Research and Quality, Food and Drug Administration, and National Institute of Health, to name a few. These agencies worked together with the Department of Human and Health Services to develop the national program of Healthy People 2020. They also sought out public support and comments to ensure they have the views and had met the needs of the public. The Department of Human and Health Services have state level departments who address and manage the issue of obesity at that level.They promote and meet the objectives of Healthy People 2020 and according to Department of Human and Health Services (2012), â€Å"The Healthy People State and Territorial Coordinators make Healthy People happen every single day across the United States. Each state and territory has a Healthy People Coordinator who serves as a liaison with the Office of Disease Prevention and Health Promotion (ODPHP). These coordinators ensure that the development of a state or territorial plan is in line with Healthy People goals and objectives† (p. 2). There are many local agencies and schools who have registered to be part of the Healthy People program.Determinants of Hea lth What makes an individual unhealthy or obese is a question often asked. When reviewing models and systems to determine or analyze obesity there is an opportunity to review the determinants of health. According to Department of Human and Health Services (2012), â€Å"The ranges of personal, social, economic, and environmental factors that influence health status are known as determinants of health† (p. 2). There are many determinants of health such as policymaking, social, physical, individual behavior, and genetics.These determinants of health altogether work to determine ones individual and population health (Department of Human and Health Services, 2012). Policy making is â€Å"policies at the local, State, and Federal level affect individual and population health† (Department of Human and Health Services, 2012, p. 2). This can deter and improve obesity by taxing unhealthy foods or providing tax cuts for those who eat healthier. A social determinant of health look s at social factors in the environment that impacts the individuals’ health (Department of Human and Health Services, 2012).An individual social norm may be to eat out at restaurants with friends instead of cooking at home or not able to afford healthy groceries. Physical determinants of health are captured by looking at physical barriers to eating healthy or exercising. An individual may not be living in a safe environment to exercise or go for walks. Individual behaviors include diet, physical activity, alcohol consumption or drug use (Department of Human and Health Services, 2012). These directly affect one’s individual health outcomes and play a huge role in obesity.Genetic social determinant of health affects some more than others; examples include family history of disease, age, sex, and inherited conditions (Department of Human and Health Services, 2012). Obesity is generally seen in families and not only affects the individual but also the children as well. Liv ing a sedentary lifestyle is generally passed down in families. Data Systems There are many data components captured to determine and analyze obesity through data and vital statistics and disease registries. There are many data indicators to measure the objectives and to determine the priority objectives.The Healthy People relies on data sources to track progress, such as National Vital Statistics System and National Health Interview Survey. The National Vital Statistics Systems (NVSS) â€Å"is the oldest and most successful example of inter-governmental data sharing in Public Health and the shared relationships, standards, and procedures form the mechanism by which National Centre for Health Statistics collects and disseminates the Nation's official vital statistics† (Center of Disease Control and Prevention, 2012, p. 1). Birth, deaths, marriages and divorce is collected through the NVSS.The National Health Interview Survey is a tool used by the United States Census Bureau t o collect information to track health status, health care access, and progress toward achieving national health objectives (Center of Disease Control and Prevention, 2012). The data is collected by personal interviews with American households. â€Å"The National Health and Nutrition Examination Survey (NHANES) have provided a continuous monitoring of prevalence and incidence of obesity in a nationally representative sample of individuals† (Center of Disease Control and Prevention, 2012, p. 3).Disease registries are collected by private agencies, such as National Institute of Health to collect data on chronic illnesses such as obesity. Many organizations will track body mass index on their employees for the wellness screenings. There are many resources available to determine and analyze obesity and are available on the Internet to review. Healthy People 2020 – Nutrition and Weight Status The Healthy People 2020 objective to reduce obesity in the United States â€Å"ref lects strong science supporting the health benefits of eating a healthful diet and maintaining a healthy body weight.The objectives also emphasize that efforts to change diet and weight should address individual behaviors, as well as the policies and environments that support these behaviors in settings such as schools, worksites, health care organizations, and communities†( (Department of Human and Health Services, 2012, p. 2). The community addressed includes the general population of the United States. The data shows that obesity is found in 34% of the American population (Department of Human and Health Services, 2012).Obesity is more prominent in 20-year or over with disabilities, 25 years or over with some college or associate degree, publicly insured ; 65 years of age, 20 years or over who are divorced or separated, and more seen in the age range of 45-64 years (Department of Human and Health Services, 2012). It appears females have a higher rate of obesity than males, b lack or African American individuals have the highest rate of obesity and with Hispanics not far behind.Americans who have a chronic condition generally have a higher rate of obesity than Americans without chronic disease, such as high blood pressure, diabetes, and arthritis (Department of Human and Health Services, 2012). Individuals born in the United States have a higher incidence of obesity than individuals born in another country (Department of Human and Health Services, 2012). Surveillance Systems The epidemiology surveillance systems used to monitor obesity is done by tracking an individual’s body mass index, skinfold measurements, body circumference, and height and weight.The body mass index takes the height and weight and compares to other like genders and references. There are many epidemiology tools within health care to address obesity. Many individuals track their dietary intake such as myfitnesspal. com. Assessments such as increase in blood pressure are an indi cator of a risk for obesity if there has been an increase in weight gain. Wellness screenings offered in health care organization is another tool to address obesity, it allows the population to access health care professionals on topics such as diet, diabetes, have their body mass index taken.There is a huge trend to be physical active and eat healthy foods with Michelle Obama partnering with A Healthier America and promoting healthy lifestyles and eating. Conclusion Obesity in America has grown in epidemic proportions over the years and presently one-third of the country is classified as obese. Obesity leads to many other diseases and chronic conditions that will be very costly to the health care system. The federal, state, and local agencies are working diligently to promote Healthy People and provide tools to the public to fight obesity.Individuals need to start exercising, eating healthy, and develop healthy lifestyles to live a longer healthier life. References Center of Diseas e Control and Prevention. (2009, Fall). Healthy people 2000. Retrieved from http://www. cdc. gov/nchs/healthy_people/hp2000. htm Center of Disease Control and Prevention. (2012, Spring). Overweight and Obesity. Retrieved from http://www. cdc. gov/obesity/data/adult. html/ Center of Disease Control and Prevention. (2012). The National Vital Statistics System. Retrieved from http://www. dc. gov/nchs/nvss. htm Department of Human and Health Services. (2010). HHS announces the nation’s new health promotion and disease prevention agenda. Retrieved from http://www. healthypeople. gov/2020/about/DefaultPressRelease. pdf Department of Human and Health Services. (2012). HealthyPeople. Gov. Retrieved from http://www. healthypeople. gov/2020/default. aspx World Health Organization. (2012). Obesity and overweight. Retrieved from http://www. who. int/mediacentre/factsheets/fs311/en/index. html

Immigration is a new identity in Brick Lane by Monica Ali Essay

Monica Ali’s Brick Lane and Amulya Malladi’s Serving Crazy with Curry both portray the rising identity changes that occur with the first and second generation immigrants. Both novels reveal that when it comes to immigration, due to a difference in their surroundings and exposure to different cultures the second generation experiences a different setting which contributes to their developing identity. However, their developing identities becomes a contrast to the identities of the elder generation; thus creating a â€Å"culture clash†. â€Å"Culture Clash† is the act when one or more cultures are incorporated into one environment and as a result, traditions are challenged causing a disruption. First generation characters share the traits of being indignant of changing cultural values during immigration while the second generation are keen on conforming and leave their roots in exchange for freedom of being accepted into society. Through the characters and u se of language, both Monica Ali’s Brick Lane and Amulya Malladi’s Serving Crazy with Curry demonstrates how immigration creates a difference in identity that exists between the first and second generation. Coming to a completely different country, not knowing anyone at all, the first generation characters tend to be indignant. In both these novels the first generation immigrants express bitterness when adapting to different surrounding. Saroj Venturi from Serving Crazy with Curry, expresses her resentment towards the new culture, when she says â€Å"It was coming here, to this white pit that changed things between Avi and her. If they stayed in India, if only he’d wanted to stay, they would’ve been happy† (Malladi, 15). By comparing her new place of residence to a hole, Saroj feels trapped or exiled within this alien land, proving to be the motive for her resentment. Saroj displays her regret when she wishes to have stayed in India by saying that she would have been happier there thus providing a reason for her refusal to find happiness in her new environment. Similarly in Monica Ali’s novel Brick Lane, Chanu Ahmed was asked for permission by his wife, Nazee n, to attend English lessons and here he demonstrate the characteristic of resentment: Your going to be a mother†¦Will that not keep you busy enough?  And you can’t take a baby to college. Babies have to be fed; they have to have their bottoms cleaned. It’s not so simple as that. Just to go to college, like that. (Ali, 57) In this passage, Chanu rejects his wife’s idea of attending English classes and uses the excuse of his wife’s pregnancy and awaiting motherhood as a way of discouraging her. On top of that he also asks questions upon questions which may suggest bitterness towards her idea of going to school and attempting to fit in with society. Not only does Chanu discourage conform into society, he also discourages his daughters from becoming too westernized because he wanted to keep their Bengali culture rooted within themselves. Both Saroj from Serving Crazy with Curry and Chanu from Brick Lane being first generation immigrants demonstrate a common trait of resentment. Growing up in a place that is nothing like your place of origin, second generation immigrants convey acceptance while being raised in a different environment than their parents. The second generation immigrants identify themselves according to where they were born instead of their place of origin. Both Devi from Serving Crazy with Curry and Shahana Ahmed from Brick Lane, were both raised in a western environment and identify themselves as either â€Å"American† or â€Å"British†. Shahana presents her determination to fit into society when she states that â€Å"She wanted to have her lip pierced. This was latest thing. Last week she wanted to get a tattoo.† (Ali, 240). The act of getting piercings and tattoo’s are activities that are classified under western culture and when Shahana wishes to get them, it shows that she is eager to get involved and fit in with the society she is from. Getting a tattoo on her body, will represent the permanent residence of w estern culture within her life. Both Malladi and Ali portray the difference between resent and acceptance along with the idea of opposite traits enhancing the thought of conflict between generations. In both novels, Monica Ali and Amulya Malladi portray the fact that first  generation immigrants tend to retain their cultural values while the second generation are willing to exchange their roots for greater freedom. In Serving Crazy with Curry, Saroj Venturi wishes to instil Indian values within her children when she says, â€Å"Why couldn’t she learn to cook like all good Indian girls?† (Malladi, 19). She feels that her children do not know enough about their country of origin, and wishes to incorporate some Indian traditions into her daughters’ western lives so that they do not stray away from their Indian culture. Chanu from Brick Lane, faces a similar situation to Saroj as he also tries to incorporate Bengali culture into his daughters. Chanu uses language to discourage his daughters from becoming too westernized: â€Å"[†¦]that I am going to tie her up and cut her tongue. Tell the Memsahib that when I have skinned her [Shahana] alive she will not be looking so pleased with herself† (Ali, 162). Chanu refers to his daughter as a Memsahib which is a title used in colonial India as a form of respectful address for a prestigious woman. Chanu addresses his daughter, Shahana as a memsahib due to her behaviour such as acting snobbish and stubborn like a prestigious woman; qualities that he finds to be developed as a result of westernization. Chanu uses words such as â€Å"cut† and â€Å"skinned† to threaten his daughter so that she would behave. In contrast to the first generation, the second generation exchanges their cultural values for more freedom. In Serving Crazy with Curry, Devi Venturi gets a taste of her own freedoms in the area of dating: â€Å"And each time she [Saroj] snooped, she expected to find an unsuitable man lying naked in Devi’s bedroom, or worse, naked women† (Malladi, 19). The fact that Devi’s mother has to snoop around to find a naked man or women in Devi’s room shows her limits when it comes to controlling her daugh ters life and dating lifestyle. As well as the word â€Å"naked† represents Devi’s growing freedoms that she later uncover after certain stages she comes across within this western culture. From Brick Lane, Shahana has the newfound freedom of wearing what she wants. Having the freedom of choice in clothing Shahana chose to wear a skirt, which is an article of clothing that exposes the legs. When Shahana walks past a group of boys they turn around â€Å"She looked at them and cocked her head. Nazeen wished that Shahana had her trousers on† (Ali, 217). Choosing an article that exposes body parts strongly goes against the typical Bengali culture which proves that her choice in clothing is affected by the western society  that she lives in. Both authors use characters to inform that the first generation attempts to protect their cultural values while the second generation lets go of it, demonstrating their clashing ways of adjusting to changes due to immigration. Many people make the decision to leave their country of origin and immigrate to a foreign land due to the idea of finding success and living a better life. First generation immigrants have an eagerness to acquire success and the second generation has a lack of commitment. In Brick Lane, Chanu graduated with a degree in English literature and moves to London because he finds it to be the key to success. Chanu’s determination is shown when he says â€Å"Now I have to get the promotion† (Ali,36). The term promotion means to move to a higher, more important position than previously and Chanu’s desire to move onto the next level symbolizes his desire to be successful. Avi Venturi from Serving Crazy with Curry, deals with a similar situation as he learns that the military was not the right path for him when he says â€Å"This is all I am left with. The army gave me this and what else? No medal, no nothing.† (Malladi, 85). Avi feels he must obtain achievement, therefore he travels to San Francisco, when he was offered a job there, which leads him to be where he is now, a successful business man. Avi had the determination to be successful and fulfill his ambitions, unlike the second generation who lack this trait. The beginning of Serving Crazy with curry demonstrates Devi Venturi’s character as a failure: After Devi was laid off (yet again) a week ago, it started to dawn on her that she was not going to be able to change her life. Everything she ever wanted had become elusive and the decision to end her life, she realized, was not only a good decision, but her only option. (Malladi, 1) This quote in particular shows Devi’s lack of determination and commitment in achieving her goals to complete tasks and achieve what they want. In the first sentence, Malladi describes Devi’s failure being quite continuous when she states â€Å"yet again†. When she states that â€Å"she was not going to be able to change her life† (Malladi, 1) this displays Devi’s lack of commitment and  determination in accomplishing her goals because once she fails, she no longer has hope and decides that her fate will never change thus cancelling out any possibilities for improvement. The idea of not improving and changing what she thinks could be her fate leads Devi to think that the only choice she has is to end her life, which shows her lack of enthusiasm and determination to fulfill her ambitions and desires. Both novels portray the effect that immigration has on the identities of first and second generations immigrants. Authors, Monica Ali and Amulya Malladi use language to highlight the contrasting traits of characters and focus on the non-parallel connections between the first and second generation immigrants. When it comes to immigration diversity in the external environment contributes to the complex relationship between the two generations.

Psycological Contract Essay

The psychological contract is a little difficult to define because as George (2009, pg3) states it ‘is implicit in that it is unspoken, unwritten and often only becomes apparent when it is breached, causing feelings of violation’ none the less it is extremely important part of the business and can be what ‘binds the employee and the employer together’ (Robinson and Rousseau, citied in George 2009 pg4) ‘through the mutual expectations of input and outcome’ outlined by Businessballs (2010) CIPD (2004, p5) outlines some of the things that people look for in a psychological contract: Employee attitude surveys undertaken by the CIPD since 1996 have been analysed by David Guest, Kings College London, and Neil Conway, Birkbeck College. The surveys have consistently focused on a number of key issues, including: satisfaction, motivation, fairness, trust, job security, loyalty, work–life balance, commitment. Downsizing is the process of removing layers from the company, sometimes known as retrenchment, involving potential redundancies, wage cuts and other general cut backs (Rollinson p41). In this text I will be looking at the effects downsizing can have on the psychological contract whether it can reduce the likelihood of a violation, with particular interest in what makes this ‘contract’ so important, what both the employer and employee are looking for within it and how other factors such as age and social media can have an impact. Businessballs(2010)back up the fact that ‘the psychological contract refers to the relationship between an employer and its employees’ and, in employment terms, it is about finding the balance between how the employee is treated by its employer, and what the employee puts into the job. CIPD (2004) surveys show that ‘90% of HR managers think the psychological contract is a useful concept for helping to manage the employment rel ationship’ this is brought by the, increasing, realisation that employee motivation, satisfaction and commitment can be very influential in the overall business performance, and if an employer can establish and maintain a positive psychological contract with its employee a sustainable business value is more likely to be met (CIPD 2004). So essentially it is a form of guarantee where ‘if each does his or her part, the relationship will be mutually beneficial’ (Robinson and Rousseau, citied in George 2009 pg4). This brings me to my first reason supporting the fact that Downsizing could reduce the likelihood of a psychological contract violation. In a recent survey it showed that staff given an adequate voice are more likely to be engaged and satisfied (CIPD 2009, p2). With downsizing likely to result in the removal of layers of supervision and middle management, the employee voice is more likely to be expressed as those remaining are likely to have more responsibilities and a say in day to day decisions through the process of empowerment (Rollinson 2008, p522) all things likely to strengthen the psychological contract, as if the employee is working harder the employer will be pleased and the employee will enjoy having more of a say and new responsibilities. In addition to this (CIPD 2009 p7) survey showed that ‘Direct’ channels of voice between employees and line managers/senior leaders are both more common and seen as more important than ‘indirect’ or ‘representative’ channels’ their surveys also showed one to one meetings with line managers to be ‘the most important facilitator of voice’ so again this is likely to be made easier through the process of downsizing as they will have the time to deal with less people and with the hierarchy likely to be ‘flatter†¦ and lateral rather than vertical communication is much more common.’ (Rollinson 2008, p522). However there is a lot of evidence to suggest downsizing is likely to have a negative effect on the psychological contract represented by ‘a number of rigorous empirical studies has shown that many empowerment initiatives fail to deliver their expected advantages and that employees can end up less committed than before’ (Rollinson 2008, p 522) as well as ‘a leading British survey has noted, taken overall, the combined effects of work reorganisation and downsizing have led to an extraordinary intensification of work pressure’ (Thompson and Mchugh 2002, p189). This is due to the additional work load and burden left for the employees that remain at the business and often just using a more flattering term such as empowerment will not have the desired effect (ibid.) as well as the apprehension caused by initiatives like downsizing which inevitably leads to the reduction of commitment and loyalty (Savery et al. 1998, citied in Rollinson 2008, p42). With 3 key aspe cts to the psychological contract, mentioned at the start (motivation, loyalty and commitment), likely to be lacking after downsizing the business performance could potentially take more damage ‘because headcount reductions tend to occur across the board†¦ quite frequently, the very people who will be needed to ensure future organisational success disappear as well’ (Rollinson 2008, p50) with performance slacking the employer won’t be satisfied and if the important employees leave then clearly they are not satisfied with the way things are being run and therefore there must have been some break down in the psychological contract. Downsizing can bring other negative aspects to your business in the form of ‘politicking’ which happens in all business to a certain degree, through the form of complaints, adherence to rules etc. but is more likely to happen when resources are reclining or changes are taking place (Robbins et al. 2010, p380/382). With the aim of politicking often being to ‘block or inhibit another group (or individual) from achieving goals’ (Rollinson 2008, p414). Political behaviour is more likely to happen when there is a lack of trust within the organisation (Robbins et al. 2008) and therefore is another suggestion that the psychological contract has been breached, due to downsizing. This argument if backed up in (ibid.) which states ‘there is very strong evidence that perceptions of organisational politics are negatively related to job satisfaction. The perception of politics also tends to increase job anxiety and stress’. Although this shows strong evidence that downsizing could lead to violations in the psychological contract it is not guaranteed, as business balls stress, the outcome of change relies strongly on how it is sold to whoever is concerned (2010) by sold they are referring to how well ‘the use of persuasion, influence or incentive, in causing someone or a group to do something they would probably not otherwise do’ If done properly it is likely the psychological contract will be strengthened as ideally you will meet some sort of compromise and both parties will be happy as ‘persuasion can produce mutually positive outcomes in some situations’ (ibid.). However if a lot of persuasion is involved when trying to implement change on someone it is usually because they are unlikely to accept the situation otherewise, and if pushed too hard it is possible to put off those being persuaded and is unlikely to produce a good outcome for the persuader either (business balls 2010). This is extremely relevant to the psychological contract because it involves a lot of trusted. The transition is always likely to go more smoothly, and the psychological contract can remain strong if the leader is open with his employees giving them all the information and an honest explanation ‘People need to know what lies ahead, and to be consulted and supported in dealing with it.’ (ibid.) There are many things that can affect the psychological contract at an organisation, but it is not the same for everyone. Generation diversity has a huge impact on modern business with organisations having to counter for the different age groups who are unlikely to have the same needs and expectations, for example ‘older, mid- and late career employees were more likely to believe that their psychological contracts are unreplicable’ (Ng Feldman 2008, citied in George 2009 p125) potentially making them a safer option to employ as they will have less concerns when their contract is breached. The importance in taking all the different generations into account is outlined in a recent study (CIPD 2008): The speed of communications, the pace of change to meet mass markets, economic migration and more rigorous Public sector accountability, make this a unique time in the workplace. These have all placed greater emphasis than ever before on the need for organisations to be agile and harness different capabilities. Skills in digital technology, information management and entrepreneurialism are mixed with longstanding wisdom, change management and customer service ethos. The four generations in the workplace are bringing divergent skills, learning styles and expectations around reward. These four generations consist of the veterans, baby boomers, generation x and generation z, as well as the start of generation Z which consist of 16 year olds and younger soon to be a part of modern day business. They develop their different approaches to business through social trends, education, and technology (CIPD 2008). When looking at the psychological contract it is going to be more positive if there is a common goal (George 2008, p4) and therefore it is important to look at what each generation can offer you. Studies in the United States found that ‘(65+) are hardworking, conservative and conforming†¦ mid-40 to mid-60†¦ achievement, ambition and dislike of authority. Late-20s to early 40’s value work/life balance, relationship, dislike of rules†¦ under 30s value financial success, confidence and loyalty to self and relationships’.(Robbins et al. 2008, -95) ‘By understanding what motivates its employees, an organisation can develop a compelling value proposition to engage and reward them.’ (CIPD 2008, p10). Not only does it point out the differences between the generations but it can also help employers recognise ‘generic values’ (Ibid.) with only 4% of people feeling that a competitive deal and job security was not important when being offered a job, all with the exception of a few veterans looked for personal development as well as there being a significant demand for people management skills, technology development leadership training and knowledge about their organisation. (CIPD 2008, p11) Essentially it is finding the right mix to suit each individual that makes up the psychological contract, ‘Proactively managing the organisation’s employer brand and reflecting generational differences in job design, will be fundamental drivers of attraction and engagement’ (CIPD 2008 p35) Google are an example of an organisation who have got this balance right and have been rewarded with the reputation of number 1 place for graduates to work. This is due to the combination of internal rewards, a consistent recruitment process, a variety of social and professional interest groups, a consistency globally in terms of technology and a personal recruitment process and other benefits which keep the employee happy which makes them want to keep the employer happy and thus an extremely positive psychological contract is built (CIPD 2008) In addition to keeping up with the modern generations it is also important for companies to show an interest in modern technology. However the introduction of social media sights have shown a recent concern amongst employers as CIPD 2009 survey suggest ‘most either forbade (21.1%) or discouraged it (45.5%)’ this is due to the things people might say about their company with (Robbins et al. 2010) recording that ’39 per cent of individual bloggers say they have posted comments that could be construed as harmful to their company’s reputation’ realistically this is a breach in the psychological contract and the reason employers are reluctant for their employees to use them. On balance it is clear that the psychological contract can play a key role in the success of the business and any violations to it can be extremely costly. However with reference to the question it is hard to say whether or not downsizing reduces the chances of the contract being violated, because although if managed carefully people could feel the benefits through empowerment and if the employer is fair and open with the employee it could help build a stronger relationship (business balls 2010), I feel the evidence to suggest your staff are likely to feel increased stress and pressure from the work load and as shown in (CIPD 2004, p17) list of top fifteen ways to develop a good psychological contract number one is ‘Avoid redundancies whenever possible: redundancies lower morale’ which suggests you are starting on the back foot by downsizing. Anon. (2010) The psychological contract [online][viewed 10/12/2012] http://www.businessballs.com/psychological-contracts-theory.htm#external-relative-factors CIPD. (2009) Learning and development. Annual survey report. London: Chartered Institute of Personnel and Development. CIPD (2008) Gen Up how the four generations work. London: Chartered Institute of Personnel and Development CIPD (2004). Practical Tools from CIPD research. London: chartered Institute of Personnel and Development George C. (2009). The Psychological Contract. Maidenhead: Open University Press Robbins S.P, T.A Judge, T.T Campbell. 2010. Organizational Behaviour. Harlow: Financial Times Prentice Hall Rollinson D. (2008). Organisational behaviour and analysis, an integrated approach. 4th ed. Harlow: Financial Times Prentice Hall Thompson P, Mchugh D. (2002) Work Organisation. 3rd ed. Basingstoke: Palgrave

Smooth talk Essay Example | Topics and Well Written Essays - 500 words

Smooth talk - Essay Example Critics cannot seem to decide whether Connie has had seen the devil, or simply been seduced and murdered by a psychoanalytic intruder. While or these have merit they leave the reader with too many unanswered questions, why should girl who willingly sacrifices herself for the family be condemned. If Arnold is not a supernatural figure but a psychopath tic killer, why desolates he does not simply abducts Connie when she declines to go with him? The question has never been answered satisfactorily; following Oates’s cue by interpreting film in relation to the death of the maiden may provide insight into the story. However, Oates gives the fatal attraction of death and the maiden overtones of erotic romance of a particularly American overtone that soon become violent. Death usually, a frame of some explains the dance and where it is in eschatological context: the dying are to be judged, although death and maiden has a life by its own as a literary and artistic motif. Basel paintings represent finely dressed, long-haired young lady who is gazing into her mirror when she sized by a running male figure. Initially, Arnold friend is nothing more to Connie than a mirror for her vanity, and by the fact that Oates wears metallic spectacles that mirrored everything in miniature. If Arnold friends intend to represent the death figure from the ancient dance of death, it is not surprising he resembles not only a seducer, but a devil and a trickster. Christa explains the mask worn by the death figure reflects in some way the living person intends to lead to grave. Such illustrations suggest a guise assumes that death is a projection from the mind of the other victim (Rubin and Larry 57). Connie’s destination is not a place, but its union with death, she indicates that when she first sees him was in a restaurant. Christine realizes he appears older than he

What are the factors driving the growth of township and village Essay

What are the factors driving the growth of township and village enterprises (TVES) in China What barriers to continued growth do they face - Essay Example The presence of TVE’s has contributed a lot in he state-run market. In the community side, the TVE’s contributed greatly to countryside improvement both in cost-effective and societal fields (Yueh, 2010:75). This reduced greatly the country side unemployment pressure the government had to deal with. This paper will endeavor to examine the inclusive factors driving the growth of TVE’s and the barriers in their continuous growth. First, the TVE’s have been integrated into the world economy. The location of these enterprises sits deep in the rural town of china. In such areas as the coastal l province of Guangdong, Fujian, Zhejiang and Jiangsu were majority are concentrated, the areas have a rich historical background. They possess prominent historical archives and are closely linked to Chinese capitals such as Hong Kong, Taiwan and Southeast Asia (Yueh, 2010:142). The close ties between the TVE’s have created the requirement of international division of labor and this forms an added advantage to rural china. They thus attract overseas Chinese investors. This has in consequence pumped a lot of money and real development and expansion plans have been initiated leading to their uncontrollable growth. The growth and [potential avenues of exploitation is the reason these TVE’s have emerged so strong. These rural setting have again contributed to importance of TVE’s growth. In these loc ations, the locals have provided well- disciplined and affordable Chinese work force (Tsui et al., 2006:201). This contributes to the successful operation the industries. The output per the TVE’s considerably keeps on going up as a result of dedicated work force. The provisions of tax exemption, currency conversion, and other open door policy as preferential treatment have attracted other international investors. This brings in more developments of these local TVE’s

Financial Status and Policy of ConocoPhillips Case Study

Financial Status and Policy of ConocoPhillips - Case Study Example Its refinement technology focuses on upgrading high-grade petroleum coke and removing sulfur. With approximately 32,700 employees in 40 countries, it has assets of $171 billion with core competencies in petroleum exploration, production, refining, supply, marketing and transportation as well as natural gas gathering and processing and chemicals and plastics production. The company has a 50 percent interest in Colorado-based natural gas liquid producer DCP Midstream, LLC and Texas-based petrochemical company Chevron Phillips Chemical Company LLC. This paper will provide an assessment of the existing company in terms of its current status, including stock trading and financial standing, and the issues that have significant effect on its performance. ConocoPhillips is actually the recent marriage between two pioneer oil companies in the US, Conoco Inc. and Phillips Petroleum Company. The two companies merged on August 30, 2002 amidst some speculation that the $15.5 Billion deal was a necessary move for the two contenders to avoid being out-competed by bigger petroleum companies. At the time of the merger, oil prices had taken a disastrous turn downward that threatened the survival of smaller gas companies. The merger was expected to save about $750 million in overhead costs, mostly based on planned downsizing of some of the combined roster of 58,000 employees. ("Analysts: Phillips-Conoco merge to survive," 2001) Isaac Elder Blake founded Conoco in November 25, 1875 as the Continental Oil and Transportation Co. that would bring in petroleum in bulk to the pioneers of Ogden, Utah, making it more affordable and convenient for individual use. In the course of operations, Blake developed new uses for petroleum including benzene, ready mixed paints, birthday candles and paraffin chewing wax, but the focus was more on gasoline for use in automobiles. Continental built the first filling station in the West in 1909. By 1913, Continental was the top petroleum marketer in the Rocky Mountain region and an attempt by Standard Oil to take over the company was rebuffed by order of the Supreme Court. In 1929, Continental Oil merged with Oklahoma-based Marland Oil because each company could benefit from each other's strengths, marketing know how from the former and supply of crude oil for the latter and was named Continental Oil Company, assets including 3,000 wells and retail outlets in 30 states. Conoco st ock began trading in the New York Stock Exchange in September 15, 1929, just in time for the stock market crash. The company survived only by drastically cutting overhead costs and expanding refinery capacity under the direction of Dan Moran. He was succeeded by Leonard F. McCollum who led Conoco overseas, acquiring oil fields in Dubai and retail acquisitions in Europe. He diversified the company to such an extent that by 1972 Conoco was worth more that $2.3 Billion in assets. On September 30, 1981, in the midst of political and economic ups and downs and a threatened hostile takeover, Conoco merged with DuPont, which resulted in the former becoming a wholly owned-subsidiary of the latter, until Conoco separated from Dupont in 1997 to become an independent oil company. ("Conoco History," 2005) It was in 1905 that the Philips brothers hit their first oil well, eventually