Quanitative Research Method Paper Proposal Example | Topics and Well Written Essays - 1250 words

Quanitative Method Paper - Research Proposal Example g on a number of endogenous and exogenous variables such as employers’ preferences, employees’ willingness to accept such relationships and even time related economic pressures such as the current global economic recession. The strategic competition has compelled organizations to adopt far reaching policy changes on employee relations with refers to both its operational strategy and the mission related corporate governance principles in order to achieve horizontal and vertical synergies which is associated with its organizational goals and objectives. Therefore the limitations that have cropped up against government and institutional efforts to curtail informal individualization of the employment relationship are many. The literature review of this dissertation is based on the theoretical constructs, conceptual paradigms and empirical evidence. The legal relationship between the employer and the employee defines the very essence of the employment relationship (Healy, 1999). However it has been pointed out by critics that the existing labor legislation and social security provisions do not adequately cover up the requirements of employees. In fact the employment relationship has become more or less an individual arrangement devoid of universal contractual obligations as found in International Labor Organization’s (ILO) documents. This phenomenon has acquired a new dimension under different disguises and ruses adopted by employers and imposed on unsuspecting employees. The former tends to arrange an individualistic relationship with the latter on the basis of immediate benefits of employment while the latter agrees more or less due to personal compulsions. Despite the general vagueness of many labor laws and social security provisions in the US employers have got in to recruitment drives with the intention of sign in employment contracts on this particular premise, i.e. they come to a mutual agreement on their individual understanding of the law. For

The Funerals of Sclyd and Beowulf Essay Example for Free

The Funerals of Sclyd and Beowulf Essay The opening of the Beowulf is the funeral of Sclyd, his clan is preparing him for his funeral and sending his body to God, As they prepare him for his voyage, I use this as an important word because as we continue to read of the grief of his clan we find out that they instead of a funeral pyre as was common in some cultures of the time that his clan filled the ship with the bounty from as it said far and wide. Setting him out to sea upon a ship or barge as it is also referred to in this passage. It is interesting that this is the way the clan set their beloved Lord to his final rest because the Historic funeral show that the Scandinavians practice of setting them out to sea with one twist, they generally set the barge or ship carrying the deceased on fire in the passage where they send Sclyd off to his final rest they do not set him on fire but fill the ship with many riches. There were a couple of reasons for burning the body at that time, one was to keep the spirit of the deceased from coming back to harm the living, it was also for the purpose of â€Å"Freeing the Spirit† so that it could enter the afterlife with the Gods. One interesting point in the passage of Scyld’s death is the part where they fill the ship with the riches of far and wide. This was not a normal Scandinavian practice in this practice originated with the ancient Egyptian practices of burying the possessions of the Pharaohs with them in their crypts. It is a curious cross of cultures. They loaded the ship with weapons, shields and upon his chest his breast plate and helmet were laid. In the death of Beowulf we see a far different funeral scene. The difference between the two is telling, while Scyld’s body is cast to the sea on a ship carrying with him his riches. Beowulf, however, was buried in a different manor all together he was placed upon a funeral pyre, following the proper burial of the times. There were no riches to surround him although before his death he did request to see the treasures guarded by the dragon that he fought and lost his life too. There is an interesting contrast between the two of these men while Sclyd was considered a lord and given a burial that his clan felt was befitting his status, Beowulf was a prince of his people and yet his burial was in the traditions of the Nordic clans of the time, they believed that setting the soul free was the best way to honor their fallen hero. In the funeral there is the sorrow of his queen, as she sings her pain for all to hear. As they mourned him they set him on fire and the blaze burned all that was upon his pyre. What was most interesting is what they did after they built as he requested a mound that over looked the sea so that sailors would see it as they sailed by, they then built a wall where they put his ashes behind the wall and placed the treasures from his last battle with him. Then the warriors the same who had failed to aide him when he needed them rode in a circle and told of their grief and sorrow. They left the great warrior among the kings that he had gone to join. The contrast between the two cultures is evident in the passages as you read seeing how the people dealt with the death of each man, while Beowulf’s men grieved him they carried out his final wishes and built the great mound that he asked them to do. While Sclyd was laid to rest an old man with his many riches there was no great out cry of mourning it was simply they mourned their honored lord. References Historic Funeral Practices-Roger D. Sellers- http://www. sellersfuneralhome. com Beowulf- By Dr. David Breeden-http://www. lnstar. com/literature/beowulf/index. html http://links. jstor. org/sici? sici=0015-587X(195012)61%3A4%3C169%3ATHOTDA%3E2. 0. CO%3B2-I

Career Passports and Career Portfolios :: Career Passports Portfolios Essays

Career Passports and Career Portfolios Portfolios have long been used in some professions to showcase professional work and skill. In education, portfolios have also been used for assessment, including self-assessment (Lankes 1995; Pond et al. 1998). Both career portfolios and career passports reflect this dual focus—students assess themselves in the process of developing a product, and the resulting product showcases and documents their experiences and skills. A distinction is sometimes drawn between a portfolio as developmental and a passport as summative (Bridging the Gap 1993). With portfolios, more emphasis is put on the developmental process of self-assessment, planning, and goal-setting; with passports, more emphasis is put on the final product that sums up the results of the process and communicates them to others. In practice, however, both passports and portfolios represent a combination of developmental process and summative product. The value of the passport or portfolio is also twofold: students come to an awareness of their own skills and experience, and employers have richer, more detailed information for hiring decisions than is provided in transcripts and diplomas. As early as the mid-1980s, Charner and Bhaerman (1986) advocated a Career Passport as a way for secondary students to identify and document their work and nonwork experiences and to translate those experiences into statements of skills specifically related to work. The process was necessary for students to understand what they had to offer to employers; the resulting Career Passport provided employers with critical information to supplement the information in school transcripts or even resumes. The Ohio Individual Career Plan (ICP) and Career Passport. The Ohio Career Passport is the capstone of students' career decision-making process, begun before the ninth grade (Gahris n.d.) The planning and decision making involved in the ICP process lead to each student's Career Passport, an individual credential housing an array of formal documents that students use in the next step after high school. Components include a letter of verification from the school; a student-developed resume; a student narrative identifying career goals and underlying rationale; a transcript (including attendance); diplomas, certificates, licenses, or other credentials; and a list of any specific vocational program competencies. The state recommends housing those components in a consistent, easily recognizable folder. Students develop ICPs through career interest and aptitude assessment, exploration experiences, preferably through job shadowing, and annual review and revision in high school. The ICP and Career Passport can be developed in any statewide curriculum area but most often this occurs in English or social studies, with assistance from the computer instructor and guidance counselor.

Integrity: Morality Essay

The definition of integrity is vague and rather open ended. Morals are the premise for all perceptions of integrity and should be further explored to better understand the cloudiness behind integrity. Morals are the standing personal ideas of what basic fibers construct all decisions, right or wrong. But morals are personal, and ever changing, never exactly the same person to person. For example, the Ten Commandments, implemented on primitive people for thousands of years attempted to instill basic morality into barbaric people who, with the fear of a higher power, abided. The late George Carlin summarized these ten into a basic 4. Don’t lie, cheat, steal, or kill. Now, in a civilized world, in a country that defines social civility, these 4 seem easy and almost givens. But, in third world countries where life is not easy, and everyday is eat or be eaten, morals are far less important. Millions, everyday, commit all four acts without hesitation. Morals are expendable when survival lies in the balance. Survival, of what? Survival of life, survival of an idea, survival of a relationship? Millions have killed millions because they thought their agenda was more prevalent, or their god justified it, or because they needed to in order to fulfill the instinctual desire to live at all costs. In no way am I saying that ethics should be readily broken for personal gain, but the principles that so many try to live by aren’t as universally important as they seem. I truly believe that if you are not living for other people, you are not truely living. Relationships mean everything. Its not just the way you treat family, or your friends, its everyone. I treat people how I would want to be treated and give respect where respect is due. My morals are much more diverse then just don’t lie, steal, cheat, or kill . My morals are reflective of today’s day and age, not as dated and black n’ white as those four. My morals are competitive, like our present society. I never intend to hurt anyone, and my actions are far from malicious, but if the survival of something I hold close lies in the balance, I am willing to bend my moral code in order to ensure the continued existence of what I view jeopardized. I stand by what I believe; those are my morals. Live for others, but never forget who is left at the end of the day. I’ve always viewed integrity as personal. Its how you a carry yourself. Its how you act when no one is watching. But, this is all personal. I don’t let other people dictate my integrity, I let my actions speak, and I ask myself at the end of the day, if I acted like the man I want to be. Many days, when I reflect on myself, I realize I haven’t been. And this is life, improving day to day so you never repeat mistakes.

Nursing ethics Essay

For the purpose of this assignment, ethics in relation to nursing will be discussed. â€Å"Ethics; A code of principles governing correct behaviour, which in the nursing profession includes behaviour towards patients and their families, visitorsand colleagues† (Oxford Dictionary of Nursing 2004). This assignment will consider autonomy as identified in a practice placement, but will also look briefly at the ethical principle of non-malefience that is relevant in this assignment. It will also closely look at this issue and will describe how the principles of ethics apply to practice. In accordance with the Nursing and Midwifery Council (NMC 2004). Any names of patients referred to in this assignment have been changed to protect their confidentiality. The NMC states as a registered nurse you must guard against breaches of confidentiality by protecting information from improper disclosure at all times. The placement referred to in this assignment is an Elderly Mentally Infirm (EMI) home, which is located on Merseyside. The United Kingdom Central Midwifery and Health visiting Council (UKCC 2002, clause 6)). Which is now known as The Nursing and Midwifery Council (NMC) Also state that â€Å"Health Care Professionals should recognize the respect the uniqueness and dignity of each patient and client, and respond to their need for care irrespective of their ethnic origin, religious beliefs, personal attributes, the nature if their health problems or any other factor†. Autonomy (â€Å"Greek: Auto-Nomos – nomos meaning â€Å"law†: one who gives oneself his own law) means freedom from external authority†: Wikipedia, encyclopedia (2004). On this placement, there were several examples of how autonomy influenced care delivery; this assignment will address two of these examples. The first incident involved an eighty six year old lady called Betty, who suffered with severe dementia, the Practice nurse from her surgery was coming into the home to administer the flu injection to her and several other clients. It had been recorded in Betty’s case notes that she had had a fear of  needles in the past and had refused several injections before her mental health had deteriorated, Does an autonomous decision have to be rational? â€Å"In the ideal of autonomy day – to -day decisions should be rational, i.e. consistent with the person’s life plans† Hope, Savulescu and Hendrick, (2003 p 34). Betty had no living relatives to contact to discuss her treatment. Patients suffering with dementia cannot always exercise autonomy. A client may be mentally incapacitated for various reasons. These may be temporary reasons, such as the effect of sedatory medicines, or longer-term reasons such as mental illness. It is important to remember that capacity may fluctuate, sometimes over short periods, and should therefore be regularly reassessed by the clinical team treating the client. The principles of consent continue to apply to any medication for conditions not related to the mental disorder for which they are being treated. The assessment of their capacity to consent to or refuse such medication therefore remains important. The NMC (2004) recognises that this is a complex issue that has provoked widespread concern. It involves the fundamental principles of patient and client autonomy and consent to treatment, which are set out in common law and statute and underpinned by the Human Rights Act 1998. The principle of respect for autonomy entails taking into account and giving consideration to the patient’s views on his or her treatment. Autonomy is not an all or nothing concept, an initial step maintaining Betty’s autonomy may be to clarify all the facts in the case, for example does Betty have any understanding of the risks of not having this treatment? Her mental illness means that she is unlikely to be competent to consent or refuse the injection, but an attempt should be made to explain to her, in terms that she could understand, what the treatment would involve and what the outcome would be without treatment. Has her autonomy been enhanced as much as is possible? If the conclusion is that she is unable to understand the consequences of non-treatment, or that her fear of needles is stopping her evaluating the risks, then she will not be competent to make a decision. However, this does not mean that her fears and concerns should not be  acknowledged. Mill (1982) states â€Å"†¦..the only purpose for which power can be rightfully exercised over any member of a civilised community, against his will, is to prevent harm to others. His own good, either physical or moral, is not a sufficient warrant. He cannot rightfully be compelled to do or forbear because it will be better for him to do so, because it will make him happier, because, in the opinion of others to do so would be wise, or even right† Mill (1982 p 68). The NMC (2004) Code of Professional Conduct 3.3 states that, â€Å"When obtaining valid consent, you must be sure that it is: given by a legally competent person, given voluntarily, and informed†. Crow (1983) suggests that it is the nurse’s responsibility to deliver care within the framework of agreed moral principles, for instance those reflected in the Code itself. The principle of non-malefience should also be considered in Betty’s treatment, it would seem to be in her best interests to be treated. If the injection is the proposed treatment, the balance of harms and benefits may be such that treatment would causes distress for a short time not such that her life is intolerable. If the decision is to give the injection, then once again respect for Betty’s wishes and concerns should influence the approach to treatment so that her fears are mitigated as much as possible. All medication given covertly must, be recorded in Betty’s case notes for future reference this shows good nursing practice. According to Wikipedia, Encyclopedia. (2006). Primum non nocere is a Latin phrase that means â€Å"First, do no harm.† The phrase is sometimes recorded as primum nil nocereIt is one of the principal precepts all medical and nursing students are being taught in medical school. It reminds a healthcare professional that he or she must consider the possible harm that any intervention might do. It is most often mentioned when debating use of an intervention with an obvious chance of harm but a less certain chance of benefit. Another example of how autonomy influenced care delivery on this placement was, the entire patient’s case notes where locked away at the nurses station and the trained nurse had the key, if anybody needed the notes the trained nurse had to either get them or issue the key, which had to be returned straight away. This involved the principle of autonomy but also the principle of non-malefience. In any situation where confidentiality is breached, the nurse or doctor must be prepared to justify his or her decision before the General Medical Council. Respect for patient autonomy (deontological theory)The principle of respect for patient autonomy acknowledges the right of a patient to have control over his or her own life, and this would include the right to decide who should have access to his or her personal information. Where the basis for the duty of confidentiality is the principle of respect for autonomy any breach of confidentiality means that the patient’s autonomy has not been respected, whether or not the patient is aware of the breach. Now due to The Freedom of information act 2000, which came into force in January 2005, patients and carers now have the right to ask to see confidential records. There are exceptions to the confidentially clause and the principles addressed in this assignment. The National Health Service (NHS) Confidentiality, Code of Practice. This provides generic guidance where there is a need to disclose information that identifies an individual and that information is held under a legal obligation of confidentiality. â€Å"The issues to be considered and the appropriate steps to take can be ascertained by working through the model and referenced text refers to appendix one, two, three. A range of information disclosure scenarios can be found in NHS Code of Conduct Confidentially (2003). These reference and illustrate the model that can be used to aid decision-making. â€Å"They highlight issues relating to particular decisions, e.g. disclosure to NHS managers or to the police. It is hoped that they cover many of the circumstances that staff currently have to deal with† (NHS 2003). In 1997, the Department of Health published the Caldicott Report (‘On the Review of Patient-Identifiable Information’). It considered the flow of  identifiable patient information and recommended that confidentiality should be safeguarded by anonymising health data, where possible. â€Å"Each NHS organisation must have a ‘guardian’ (normally a senior health professional) to oversee all procedures affecting access to person-identifiable information† DOH Caldicott report (1997). The NMC code of professional conduct: A standard for conduct performance and ethics (2004) â€Å"requires each registrant to act at all times in such a manner as to justify public trust and confidence. Registrants are personally accountable for their practice and, in the exercise of professional accountability, must work in an open and co-operative manner with patients/clients and their families, foster their independence, and recognise and respect their involvement in the planning and delivery of care.† According to Beauchamp and Childress (2001) there are four principles, which are the most widely used framework and offers a broad consideration of medical ethics issues generally, not just for use in a clinical setting. Ethics are also applied to every day living, and that everybody has their own opinion of what is ‘right or wrong’, to quote Hinchliff, Norman & Schober (2003) â€Å"getting in touch with one’s personal value base is a crucial first step in the study of nursing ethics†. After considering these four Principles, which are general guides that, leave considerable room for judgement in specific cases. â€Å"Respect for autonomy: respecting the decision-making capacities of autonomous persons; enabling individuals to make reasoned informed choices. Beneficence: this considers the balancing of benefits of treatment against the risks and costs; the healthcare professional should act in a way that benefits the patient. Non-maleficence: avoiding the causation of harm, the healthcare professional should not harm the patient. All treatment involves some harm, even if minimal, but the harm should not be disproportionate to the benefits of treatment. Justice: distributing benefits, risks and costs fairly; the notion that patients in similar positions should be treated in a similar manner† (Beauchamp and Childress 2001). This assignment claims that ethics are an important part influence in the  delivery of care, but are also a very complex subject, and often leads the Healthcare Professional to examine their own ethical values, it is recommended that a wide range of reading is required to clarify the subject further. After examining the subject further, it is clear that that in the work place a majority of the delivery of care is, planned with the patients before it is put into practice, which try ‘s to ensure that ethical principles are followed. Professional practice and ethics are changing every day, and it is a complex subject it is also debatable how different people interpret ethics. Ethics is also about questioning our own and others practice â€Å"challenging our own and others practice requires courage and vigilance† Kenworthy, Snowy, & Gilling (2006). Reflection on ones own and other people’s ethical values is a very useful part of continuing learning throughout both career and life, and as a health care professional we must have a good knowledge of nursing ethics and use this in practice rather than personal opinion. In addition, with such issues as euthanasia and cloning, in the news almost every day the ethical pressures on the nursing and medical profession grows stronger. Nurses are seeking to develop further their knowledge of ethics and are increasing their ability to recognise ethical issues in practice. REFERANCE Beauchamp, T. and Childress, J. (2001). Principles of biomedical ethics. Oxford: Oxford University Press. Crow, J (1983).Professional responsibility. Nursing Timesi>. 79, 19-21. Department of Health. (1998). Caldicott report. London: Department of Health. Department of Health. (2001f). The Essence of Care – PatientFocused Benchmarking for Health Care Practitioners. RetrievedSeptember 27, 2006 London: www.doh.gov.uk/essanceofcare.htmDepartment of Health. (2003). NHS code of practice: confidentiallyi> (25 28). London: Department of Health. Department of Health. (2001). Seeking consent: working witholder people London: Department of Health. Hinchliff, S. Norman, S. &Schober, J. (2003). Nursing practice and healthcare. London: Arnold. Hope, T. Savulescu, J. hendrick, J. (2003). Medical ethics and the law,the core curriculum. Edinburgh: Churchill Livingstone. Kenworthy, N. Snowley, G. & Gilling, C. (Eds.). (2006). Common foundation studies in nursing. (3rd ed.). Edinburgh: Bailliere Tindall. Martin, E A (Ed.). (2004). Oxford dictionary of nursing. Oxford:Oxford university press. Mills, J (1982). On liberty. Harmondsworth: Penguin. Nursing ethics. (n.d.). Wikipedia, the free encyclopedia. Retrieved October 26, 2006, from Reference.com website: http://www.reference.com/browse/wiki/Nursing_ethicsNursing and Midwifery Council (2002) Code of Professional Conduct. London: NMC. Nursing and Midwifery council. (2004). Standard for conduct, performanceand ethics. London: NMC. Payne, R (1992). Accountability in principle and practice. BritishJournal of Nursing. 1, p301-305. Roper, N., Logan, W.L. & Tierney, A.J. (2000). The Roper-Logan-Tierney model of nursing: based on activities of living. Edinburgh: Churchill Livingstone. United Kingdom Central Council. (1998). Guidelines for mentalhealth and learning disabilities nursing (12). London: UKCC Publications.

Free Essays on Druidic Religion

This research paper is, to begin, not a historical review, not a theological discussion of the character of the Gods, not a mystical talk about ley lines and earth energy. In short, it is going to get very un-mythical. Having said what it is not, I can go on to what it is: a philosophical inquiry, a logical puzzle, into what the moral principles of the ancient Celts might have been and how these principles affect contemporary Druid philosophy. The reconstruction of Druidism has, to a certain extent, been cut off from this tradition of learning, though for good reasons, those philosophies are today, being re-examined and reinterpreted. What I want to establish in this paper is the first moral principle of Druidism, as the ancients may have had it, but more importantly, as we in the twentieth century see it. It is important to begin with an understanding of the logical form that this first moral principle, (FMP), must look like. Given any set of principles, such as â€Å"you should always keep promises†, or â€Å"you should always save lives†, it is easy to make quick decisions as the need to make them arises. However, there may come a time when two principles conflict: with the example above, you could be driving to an appointment and pass an accident on the way. You must decide whether to stop and help and so miss your appointment, or drive on to your appointment leaving any and all victims to die. Either way, you must break one of your principles. Obviously there must be some way of deciding which principle is more important than the other, that is, which one has priority; that criteria will b e the FMP. The FMP will be universal, having no exceptions or conditions, phrased in general language for it is aimed not at specific situations but at universal guidance for any situation, and will direct what other, lesser principles will be adopted, and what to do when they conflict. The first place where we can try looking for this... Free Essays on Druidic Religion Free Essays on Druidic Religion This research paper is, to begin, not a historical review, not a theological discussion of the character of the Gods, not a mystical talk about ley lines and earth energy. In short, it is going to get very un-mythical. Having said what it is not, I can go on to what it is: a philosophical inquiry, a logical puzzle, into what the moral principles of the ancient Celts might have been and how these principles affect contemporary Druid philosophy. The reconstruction of Druidism has, to a certain extent, been cut off from this tradition of learning, though for good reasons, those philosophies are today, being re-examined and reinterpreted. What I want to establish in this paper is the first moral principle of Druidism, as the ancients may have had it, but more importantly, as we in the twentieth century see it. It is important to begin with an understanding of the logical form that this first moral principle, (FMP), must look like. Given any set of principles, such as â€Å"you should always keep promises†, or â€Å"you should always save lives†, it is easy to make quick decisions as the need to make them arises. However, there may come a time when two principles conflict: with the example above, you could be driving to an appointment and pass an accident on the way. You must decide whether to stop and help and so miss your appointment, or drive on to your appointment leaving any and all victims to die. Either way, you must break one of your principles. Obviously there must be some way of deciding which principle is more important than the other, that is, which one has priority; that criteria will b e the FMP. The FMP will be universal, having no exceptions or conditions, phrased in general language for it is aimed not at specific situations but at universal guidance for any situation, and will direct what other, lesser principles will be adopted, and what to do when they conflict. The first place where we can try looking for this...

Ethics in medicine essays

Ethics in medicine essays The pace of development in science and medicine is extremely rapid. Medicinal practices have advanced so far as to treat once devastating illnesses and have even evolved into a way to alter human genetic codes and structures. But when do these milestones cross the line of being ethical? How do we choose whether a medical or scientific breakthrough is morally right or dangerously wrong? Society can either reap the benefits of science or be presented with devastating results. Critics have viewed the development of atomic weapons as something that has caused far more problems than it has resolved. Some of them even consider some of their fellow colleagues discoveries tragedies rather than marvelous innovations. Bioethics is a combination of biology and diverse humanistic knowledge in scientific research for environmental and medical survival. Another way to define it would be to say that it is scientific research with a code of ethics. This concept helps scientists to produce ethical research that does more good than harm and is good for the community. Some people think science and medicine go too far in its developments and discoveries. However, whether or not scientific research appears ethical, to an extent, depends on the individuals personal desires, and could thus be the reason opinions differ on certain issues. Birth Control, life support systems, and abortion are controversial issues that science has brought up in society. Opposers to these issues have the tendency to believe that these scientific processes intervene with natural body processes and stages of life. They want these practices banned and fear long term consequences if they are not. While supporters of birth control believe it helps to prevent unwanted pregnancies as well as to dramatically control overpopulation, critics believe that it interferes with natural reproduction and has dangerous long term effects on a womens reproductiv...

Discover William Inges Play Picnic

Discover William Inge's Play 'Picnic' Picnic is a three-act play written by William Inge, the author of Bus Stop and Come Back, Little Sheba. Set in a small town in Kansas, Picnic details the lives of ordinary Americans, from hopeful widows and embittered spinsters to idealistic teenagers and restless wanderers. The play was first performed on Broadway in 1953 and was adapted into a motion picture in 1955, starring William Holden and Kim Novak. The Basic Plot Mrs. Flora Owens, a widow in her forties, runs a boarding house with the help of her two teenage daughters, Madge and Millie. Madge is constantly admired for her physical beauty, but she longs to be acknowledged for something more substantial. Her younger sister, on the other hand, has brains but not a boyfriend. A young stranger (who at first seems like a vagrant) is passing through town, working for food at the neighbors house. His name is Hal, a strong, shirtless, sometimes shifty hero of the play. Nearly all of the female characters are entranced by him, especially Madge. However, (and heres where the conflict starts to come into play) Madge has a serious boyfriend named Alan, an up-and-coming college student who leads a life of privilege. In fact, Hal has breezed into town hoping that Alan (his old college buddy) will be able to use his connections to land him a job. Alan is happy to help, and for a short time, it seems that Hal might be able to give his aimless life direction. Although handsome, Hal isnt the most cultured of young men. During the Labor Day festivities, he feels very awkward while socializing with others. Mrs. Owens and her tenant Rosemary, an aging school teacher, do not trust Hal, maintaining their first impression that deep down he is merely a bum. The communitys perception of Hal worsens when he allows Millie to drink whiskey. (Although in Hals defense, the illegal booze is supplied by Rosemarys boyfriend, Howard the traveling salesman. While Millie is getting drunk, Rosemary (also under the influence) makes a move on Hal while dancing. When he is uncomfortable with the school teachers advances, Rosemary viciously insults Hal. Millie then becomes sick and Hal is blamed, incurring the wrath of Mrs. Owens. The Plot Thickens: (Spoiler Alert) The increasing animosity toward Hal softens Madges heart. She feels both empathy and desire. When Alan isnt around, Hal steals a kiss from Madge. Then, the two lovebirds (or lust birds?) have sex. The copulation doesnt occur onstage, of course, but a sudden natural portrait of premarital sex demonstrates how Inges dramatic work was a harbinger of the sexual revolution of the 1960s. When Alan finds out, he threatens to have Hal arrested. He even throws a punch at his ex-friend, but Hal is too fast and strong, easily defeating the book-wormish college boy. Realizing that he must catch the next train (hobo style) and leave town before the cops toss him in jail, Hal departs - but not before announcing his love for Madge. He tells her: HAL: When you hear that train pull outa town and know Im on it, your little hearts gonna be busted, cause you love me, God damn it! You love me, you love me, you love me. Moments later, after Hal has caught the train headed for Tulsa, Madge packs her bags and leaves home for good, planning to meet up with Hal and begin a new life together. Her mother is shocked and despondent as she watches her daughter head off into the distance. The wise neighbor Mrs. Potts consoles her. FLO: Shes so young. There are so many things I meant to tell her, and never got around to it. MRS. POTTS: Let her learn them for herself, Flo. The Sub-Plots As with other plays by William Inge, an ensemble of characters deal with their own squashed hopes and wistful pipedreams. Other storylines that run throughout the play involve: Rosemary and her reluctant boyfriend: By the end of the play she coerces Howard into marriage, allowing her to shed her old maid lifestyle.Mrs. Potts and her elderly mother: Surprisingly optimistic about life, Mrs. Potts is often tied down by the demands of her severely debilitated mother.Millie and Alan: After Madges relationship with Alan falls apart, Millie finds the courage to admit that she has always had a crush on the young man. (And who can blame her? The original Alan was played by Paul Newman.) Themes and Lessons The prevailing message of Picnic  is that youth is a precious gift that must be savored instead of squandered. In the plays beginning, Flo speculates that her daughter might be working at the towns dime store well into her 40s, a depressing idea for Madge. In the plays conclusion, Madge embraces adventure, thwarting the convention wisdom of older characters. Throughout the play, the adult characters envy the young. During her tirade aimed at Hal, Rosemary vehemently declares: You think just cause youre young you can push people aside and not pay them any mind... But you wont stay young forever, didja ever thinka that?

Theories in Movies Essay Example | Topics and Well Written Essays - 750 words

Theories in Movies - Essay Example In conjunction with the uncertainty reduction theory, these theories affirmed that their applications enabled greater understanding of what actually transpired among the characters. Likewise, through the application of these theories, effective understanding of the intended messages was ultimately achieved. The selected movie is ‘The Man without a Face’ (Gibson, 1993). One selected the Narrative Theory or the Narrative Paradigm as a means to draw three conclusions of its applicability in the movie. According to the narrative paradigm, â€Å"humans are storytelling animals. The Narrative Paradigm proposes a narrative logic to replace the traditional logic of argument. Narrative logic, or the logic of good reasons, suggests that people judge the credibility of speakers by whether their stories hang together clearly (coherence and whether their stories ring true (fidelity)† (McGraw Hill Companies, 2001, p. 1). The narrative theory was seen to be applicable in the movie through the perspective of the main character, Chuck Nordstadt. At the beginning of the movie, Chuck was viewed to be narrating an incident where he was apparently at the center of the parade being honored for all the positive performance he exhibited. Apparently, Chuck was only dreaming. This is the first example from the movie where the narrative theory was clearly applied. Secondly, another story was delivered by Chuck’s sister, Gloria, who told Chuck the real story behind Chuck’s father’s death. Again, the narrative theory was evident since the actual story of what happened to Chuck’s father apparently happened years ago and without the knowledge of Chuck. Chuck’s mother and sisters deliberately withheld the information from Chuck. When Chuck learned about it, he was devastated. As such, Chuck obviously did not believe Gloria and had to search for documents to confirm and verify the accuracy of the story. The example fits the description of

What I think the good life means to me Essay Example | Topics and Well Written Essays - 1500 words

What I think the good life means to me - Essay Example The book Affluenza gives great information and detail on living a good life while minimizing your daily consumption (De Graaf, Wann, & Naylor, 2001). Affluenza respects the perfect human desires. It also seeks to create different methods to make comfort, elegance, and enjoyment more genuine and durables than purchasable, perishable things. Education, family, relationships, work, moral and ethical principles, spiritual support and success are some of the things that make the cut. Before you can jump into the obvious conclusion of how the above qualities are far from being good, take a walk with me. The goodness of good is relative as well. Since the custodian of this life is squally on me, the definition is equally dependent on my choices. Many philosophers of our time and the past have had much to say on the topic of good. Socrates, for example, defined good as the absence of what was bad. I do not agree with the definition of Socrates (Cohen, 1971). Other philosophers like Plato do not vocally commit to the definition of good but via their writing, it is safe to infer that virtues like courage, wisdom, humility make the list of what is good. The late definition is more of what my qualities mentioned above incline to for support. Education is one of the qualities that I listed above. Education in this case is not just the acquisition of information and knowledge. It is not even the ability to show forth competence in skills and the proficiency with which one’s performance. Education in my book is the ability to use information, technology, skills for the betterment of humanity. As a radiologist, I envision doing my masters and my doctorate before I get to forty-five. These degrees are however only a mirror of academic excellence and pursuit and not education. An educated individual makes leaders out of commoners. Education broadens the vision beyond the visionary. My vision, for example, is that my

Sales management Essay Example | Topics and Well Written Essays - 1500 words - 1

Sales management - Essay Example The other facilities that can be developed through internet are maintenance of absolute customer contact profiles, examination of sales prospects and processes that are required for fulfilling the entire orders (SAP 2007). The internet has drastically altered the traditional supply chain that allows an organisation to connect with the employees, suppliers as well as customers within a communication network. CRM is assisted by the internet application as it helps to gather as well as store and access data in addition to share the information and feedback from customers to companies (Instructor Manual 2011). However, as the entire information of customer is stored via web, therefore it becomes easy to contact with the people locating in remote areas for sales activities, contacts and orders. The functionality of CRM related to web-based technology assists the customers and the business partners to be updated with vital information of business. The marketer by means of regular mail may advertise special promotions such as discount offer codes and coupons. The mail of the customers also remains updated with new products and/or services. The entire purposes of marketing through the information technology system are a great advantage for marketer to manage liaison with customers (SAP 2007). On the other side, also there are a few disadvantages in generating customer relationship management through internet. Small business in order to maintain their online promotional security and to reduce the vulnerability utilises huge finance. The other challenge that is faced by the business personnel for the internet based marketing is that there is less personal contact with the customers. The contact may occur when there is chance of sales but after this period the whole contact gets stopped (Lendor 2011). The information in internet marketing quickly gets outdated; as a result, regular updates are essential. The end-customers might not easily access the customers’ serv ice and fail to receive immediate responses. As a result customers consider such types of marketing technique as a poor one. Due to poor navigation in several websites customers fail to receive the appropriate information they need. The inaccurate stereotypes in internet marketing may act as barrier for online purchase by customers because they are fearful of using credit cards. Moreover, there are ample of links where the need products of customers are available. The competitors may search and find the products in the competitors’ sites and as a result the advertisement remains unused. These are the factors which may develop negative impression in the mind of customers regarding the internet marketing, which ultimately points to development of poor customer relationship management. Thus, marketers require being much careful about the online advertising of the products (Vi Advocacy 2011). 2.0 Transaction Focused Traditional Selling and Trust Based Relationship Selling The tra ditional way of selling has become outdated as it fails to maintain its competitiveness in the market. The traditional methods are not focused towards satisfaction of buyers

Anotated Biography Research Paper Example | Topics and Well Written Essays - 1250 words

Anotated Biography - Research Paper Example He presents his experiment on the cadets of Israeli Air force flight school to support his argument. The paper gives an experimental insight into the use of simulation in training which will help develop a methodology for research Gonzales and Cathcart give a factual account of how human nature adapts itself to learning. What are the problems encountered and how the brain evolves eventually? This will be very useful in the literature review of our research as it will help find a co-relation between development and simulation/training. Salas explains how PC-based simulation games can be used to exploit the student’s cognitive skills in various real world domains. This work will be helpful in the research as it seeks to provide various ways in which simulation can be used in training teachers. The paper explores the use of PC-Based simulations in air crew coordination. How valid it is, how safe it is and in what way is it better. It provides some valid points which will be useful in the research. In this paper Kincaid draws comparison between the effectiveness of tradition and simulation based training in medicine. He and his colleagues came to this conclusion that simulation and simulators are being used without regard for cognition, design and training. This will be very useful in the critical analysis part of the paper. In this paper Kincaid draws comparison between the effectiveness of tradition and simulation based training in medicine. He and his colleagues came to this conclusion that simulation and simulators are being used without regard for cognition, design and training. This will be very useful in the critical analysis part of the paper. Kohn, Linda, T, Carrigan, , & Janet, (2000). To Err is Human: Building a Safer Health Sys-tem, Committee on Quality of Health Care in America. Retrieved 15th July 2010, from http://books.nap.edu/openbook.php?record_id=9728&page=R1 This is a detailed elaborate

Prevention of Medication Errors and Safety Measures Assignment

Prevention of Medication Errors and Safety Measures - Assignment Example Another important requirement is the right storage of medicines and accounting for the stocks at appropriate intervals. In many cases drugs are delivered to the patient by means of certain devices such as tubes and inhalers. In such cases it is necessary to ensure that the equipment is sterile and also monitor the system constantly (Anderson & Townsend, 2010). In addition to the above potential errors, environmental issues such as increased workload of the medical staff, distractions while procuring or administering drugs to the patient and fatigue and ill-health of the caregivers can also lead to grave medication errors. In one hospital setting a â€Å"no interruption zone† has been instituted in places where nurses procure medications from automated dispensing machines. Such actions will facilitate better concentration from the staff and hence fewer error risks (Anderson & Townsend, 2010). One of the main methods by which medication errors can be prevented is through proper and adequate information about drugs which needs to be provided to nurses and other medical staff attending the patient, pharmacists in charge of dispensing medications and to the patient themselves. Nursing staff and others dealing with medications should be constantly updated about new medicines procured by the facility as well on potential medication errors that could occur (Anderson & Townsend, 2010). In addition, physicians should educate every patient on the risks and benefits of the drugs prescribed to them and clarify the doubts of the patient regarding the long-term effects and dosage regimen of the drugs (Patel & Balkrishnan, 2010). Awareness on errors occurring in other... One of the main methods by which medication errors can be prevented is through proper and adequate information about drugs which needs to be provided to nurses and other medical staff attending the patient, pharmacists in charge of dispensing medications and to the patient themselves. Nursing staff and others dealing with medications should be constantly updated about new medicines procured by the facility as well on potential medication errors that could occur (Anderson & Townsend, 2010). In addition, physicians should educate every patient on the risks and benefits of the drugs prescribed to them and clarify the doubts of the patient regarding the long-term effects and dosage regimen of the drugs (Patel & Balkrishnan, 2010). Awareness on errors occurring in other facilities should also be created as it will help to provide a broader picture about the issue. In cases where negligence has been found to be the major cause of the error strict action needs to be ensued against the conce rned staff as they will serve as a caution for other members. Nurses and other caregivers should always bear in mind the five important rights while administering medicines that include identifying the right patient and the drug and administering the same in the correct dosage at the right time and via the right route (Anderson & Townsend, 2010; Patel & Balkrishnan, 2010). The use of information technology has also become a key factor for reducing errors related to medication over the past years.

Anotated Biography Research Paper Example | Topics and Well Written Essays - 1250 words

Anotated Biography - Research Paper Example He presents his experiment on the cadets of Israeli Air force flight school to support his argument. The paper gives an experimental insight into the use of simulation in training which will help develop a methodology for research Gonzales and Cathcart give a factual account of how human nature adapts itself to learning. What are the problems encountered and how the brain evolves eventually? This will be very useful in the literature review of our research as it will help find a co-relation between development and simulation/training. Salas explains how PC-based simulation games can be used to exploit the student’s cognitive skills in various real world domains. This work will be helpful in the research as it seeks to provide various ways in which simulation can be used in training teachers. The paper explores the use of PC-Based simulations in air crew coordination. How valid it is, how safe it is and in what way is it better. It provides some valid points which will be useful in the research. In this paper Kincaid draws comparison between the effectiveness of tradition and simulation based training in medicine. He and his colleagues came to this conclusion that simulation and simulators are being used without regard for cognition, design and training. This will be very useful in the critical analysis part of the paper. In this paper Kincaid draws comparison between the effectiveness of tradition and simulation based training in medicine. He and his colleagues came to this conclusion that simulation and simulators are being used without regard for cognition, design and training. This will be very useful in the critical analysis part of the paper. Kohn, Linda, T, Carrigan, , & Janet, (2000). To Err is Human: Building a Safer Health Sys-tem, Committee on Quality of Health Care in America. Retrieved 15th July 2010, from http://books.nap.edu/openbook.php?record_id=9728&page=R1 This is a detailed elaborate

MidTerm American Presidency Term Paper Example | Topics and Well Written Essays - 250 words

MidTerm American Presidency - Term Paper Example In conclusion, the presidential powers should be used for persuasion and bargain purposes rather than command. According to him, there are only two types of presidential powers, which are to persuade and command, with the command acting as a dictatorial aspect whereas the persuasive type of power is for effective influencing (Neustadt 56). In order for one to maintain the power, one should engage all concerned parties in the governance. However, such powers also have a crucial barrier, which is the president making of personal decisions without engaging others. Currently, President John F. Kennedy is one who applied the shared presidential power other than its separation. This engages a number of people on board in the decision making process. President Bill Clinton had been worst in the application of Neustadt’s theory of presidential powers. Based on my opinion, Neustadt’s theory of presidential powers is effective in ensuring the shared delegation of duties, which brings all individuals on board in effective management. Despite the strengths associated with Neustadt’s theory of presidential powers, Skowronek tends to be of the contrary opinion in which he states that the presidential powers should involve the utilization of informal authority in ensuring that things are done in the most effective way as a contribution of modernity (Skowronek 318). On the two theories, the major difference is because according to Neustadt’s theory of presidential powers, power is for persuasion and not command while according to Skowronek, it is through the presidential command that things are

The First Industrial Revolution Essay Example for Free

The First Industrial Revolution Essay The two most significant social consequences of the First Industrial Revolution were the emergence of the Bourgeoisie and the rise of factories. As a result of new developments in machinery and the formation of factories, the division of the labor force drastically changed. No longer were people born into their crafts; however, they were able to choose factory work as their profession, and wealthy land owners were no longer able to count on the possession of large tracts of land as a form of wealth. The land owners either transitioned into becoming factory owners, or they faced bankruptcy due to lack of production which resulted from people born on their land leaving when they came of age to seek better paying positions in factories. The specialized craftsman were being forced out of existence by factories which could not only produce better goods, but they were able to, in some cases, triple the production of products previously produced by the specialized craftsman. Many people were choosing to become machine operators because the work was easier in the sense that they were able to work in all day long instead on only daylight to dawn, and this increased production led to the formation of the Bourgeoisie. The Bourgeoisie was the newly created middle class that was all but non-existent before the First Industrial Revolution. These positions came into existence due to the increased production of products that needed to be sold to the public. The Bourgeoisie was primarily shop owners, and their ability to market products to the public resulted in their dramatic increase in wealth and status within their local communities. These shop owners basically became the intermediary between the factory owners and the local populace, and their importance resulted in a new power struggle with the Factory and land owners. The Bourgeoisie caused the explosion of Capitalism in Europe and the rest of the world. The shop owners were able to rise above poverty by being able to supply everyone with goods that were previously only available to the wealthy. Being able to provide these items as a result of factories increased the wealth and influence of the Middle class businessmen, and Capitalism was born. Industrial Revolution and Capitalism In a nut shell, Price claimed the Industrial Revolution created the division of labor (2004). The Division of Labor is perfectly encapsulated by the Henry Ford model of the assembly line (Price, 2004). Each worker on the assembly line only needs to know how to attach or inspect the operation of their assigned part on to the object as a whole, and not how to assemble the entire product. This allows for any unskilled person to be taught how to attach their doodad onto the doohickey without knowing what the doohickey does or operates. This is capitalism in the basic form of the ideal. Capitalism desires economic efficiency, thus the assembly line is a perfect example of the rise of unskilled factory workers and the decline of skilled craftsmen during the industrial revolution and the rise of capitalism. The rise of Capitalism assisted in increasing the chasm which already existed between the wealthy and the poor. The newly created middle class also rapidly becoming wealthy as a result of the new commerce, and were able to spend more time perusing the leisure activities before only enjoyed by the rich. Capitalism naturally had it opposition from all sides, the wealthy, the middle class, and the increasingly poor. This opposition was able to take root within the poor and lower middle class as they were the ones who were not able to benefit from the huge profits caused by inflation increasing faster than wages. The new theory of communism was developed from the combination of feudalism and Asia produced items. The Link between Communism and Capitalism and the Development of Communistic Theory The disparity between the classes, the rich and the poor, was increasing by leaps and bounds every day. The demand of the rich factory owners to increase production thus increasing profits without any concern for the actual workers and their working conditions could be linked to Karl marks theory of communism (Price, 2004). The development of Communist theory naturally grew out of the ill-treatment of workers participating in Capitalism (Gates, 2011). Factory workers were dehumanized, dishonored, and treated as possessions by the factory owners (Gates, 2011). The consequences of the deplorable conditions of the employees created fertile beds for the theory of communism to take root and germinate (Steven, 2009) In Capitalism, individuals can earn wealth, own their own property, and production abilities, and everyone has the right to produce products. In Communism, the wealth, property, and production all belong to the state and are communal property. Communism vacuums up all the land, assigns someone to manage the production, and dictates what will be produced, for example: corn, wheat, or beans. At harvest time, the crops are harvested, processed, and shipped out to the central distribution warehouses to be doled out at the leisure of the state and not necessarily as needs demand. The people who grew and harvested the crops do not get to keep any for their personal use. In Capitalism, each individual or corporation owns the land, decides what is to be grown, and who ever can afford to purchase the harvested product can purchase it, and some or all is kept for the use of the owners. Communism does not encourage free thought of the individuals as they might realize that there could be profit to be made. Capitalism encourages individuals to think for themselves. This freedom of thought allows for each person to have the ability to encounter a problem, and creatively generate a solution that might benefit others for the right price. These two differences are what have allowed Capitalism to flourish over the past several centuries, and doomed Communism for failure almost before it was allowed to germinate as a viable way of life. References Gates, L. (2011, March 11). capitalism/communism History Discussion. Study Guides, Lesson Plans, Homework Help, Answers More enotes.com. Retrieved January 5, 2013, from http://www.enotes.com/history/discuss/capitalism-communism-93289 Price, R. G. (2004, January 29). Division of Labor, Assembly Line Thought The Paradox of Democratic Capitalism. rationalrevolution.net Making sense of history, economics, politics, philosophy, and war. Retrieved January 5, 2013, from http://rationalrevolution.net/articles/division_of_labor.htm Steven (2009, December 14). Capitalism and communism Gilles Dauv | libcom.org. libcom.org. Retrieved January 5, 2013, from http://libcom.org/library/capitalism-communism-gilles-dauve

Line Managers In Human Resource Management Management Essay

Line Managers In Human Resource Management Management Essay Abstract Restructuring, downsizing, and an increased need to focus on employees for competitive edge are levelled to be among the factors encouraging the devolvement of human resource management to line managers. However, recent research indicates that there is substantial potential for human resource specialists and line managers to share more effectively responsibility for their organisations human resource activities in business partnerships. The foundation for this is arguably commonality in opinions on the principles and practices of human resource activities. However, line managers and human resource specialists often have dissonant opinions on human resource management. This paper explores line manager and human resource specialists perspectives on line manager involvement in human resource management, theoretically and empirically. The primary work comprises a survey of the views of line managers and human resource specialists on devolving a range of human resource activities to line managers in a case organisation, Hilton Internationals UK hotels, which is seeking to achieve a successful human resource business partnership. Differences between line managers and human resource specialists perspectives are found in five aspects: understanding and ownership of the companys service and HR strategy; line manager involvement in and rankings of HR activities; HR specialists support of line managers; barriers to line managers involvement in HR activities; and the competence of line managers in HR activities. In addition, a need for more line manager training in human resource activities, together with addressing line managers heavy workloads and short ter m job pressures emerge as highly defined findings. These findings may have resonance for other organisations in devolving human resource management to the line and developing human resource business partnerships. Key Words: line managers devolving human resource management human resource business partnerships Background: Research Issue Business partnerships whereby human resource (HR) specialists and line managers share an organisations HR responsibility have recently emerged as the dominant model for HR professionals (Chartered Institute of Personnel and Development (CIPD), 2003). However, it is evident that such partnerships are generally not yet operating as effectively as they could. For the CIPD report on the role of front line managers in people management concludes that delivery of HR practices by the line is seen as an area requiring substantial improvement with HR managers tending to believe that line managers have not fully accepted HR responsibility (CIPD, 2003:2). A fundamental element of HR business partnership development is arguably commonality in line and HR manager perceptions on the HR function in which line managers are elemental (Larson and Brewster, 2003). Evidence that there is such commonality is conspicuous by its absence. Rather, there is evidence that line managers and HR specialists views on HR are generally divergent. The work of Ulrich (1997), Wright et al. (2001), Becker et al. (2001), Harris (2001) and Phelps (2002) on, for example, perceptions of levels of HR service, all point to this perceptual divergence. As McLean (2004) points out in her case study of line and HR manager perceptions of the importance and performance of the HR function, increasingly academic studies of HR are involving examination of different stakeholder perspectives. Because perceptual divergence may negatively impact on line manager and, ultimately, business performance (Gilbert, 2000; Kearns, 2004), understanding it is important. This article addresses, theoretically and empirically, stakeholder perspectives of HR in a dimension not covered thus far in academic studies: the issue of line managers and HR specialists perceptions on line managers involvement in HR. It analyses the inherent challenges from both line manager and HR specialist perspectives on line managers involvement in, and ability to deliver, human resource management (HRM) and human resource development (HRD) activities. First, line manager responsibility for HRM and HRD are discussed from theoretical perspectives. Next, primary work conducted in Hilton Internationals UK hotels on line and HR manager perspectives on line managers in HR is presented. Finally, the key findings and conclusions on the challenges in developing HR business partnerships are offered. Theoretical Perspectives Relationships between line managers, HRM and HRD are arguably changing (Gibb, 2003) and becoming more fused, despite continuing debate about the focus of HRM (Budhwar, 2000) and scope of HRD (Garavan et al., 1999). Indeed it is argued that fusing HRM and HRD is essential to provide the necessary synergy for HR to be a truly valued organisational partner (Ruona and Gibson, 2004: 49). In defining the connections between HRM and HRD, the relationship has been dubbed ambiguous and elusive (Mankin, 2003:2). The literature on these two areas largely treats HRM and HRD separately; therefore the theory underpinning this paper explores the challenges in line manager responsibility for HRM and HRD in turn. Since the advent of human resource management (HRM) in the UK in the 1980s there has been some debate about devolving aspects of HRM to line managers (Gennard and Kelly, 1997; Hall and Torrington, 1998). Indeed, the devolving of human resource activities to line managers has received much attention by both academics and practitioners in the UK and Europe over the last decade (Larsen and Brewster, 2003). Various reasons for this devolution have been cited, including restructuring, downsizing, and an increased need to focus on employees for competitive edge (Cunningham and Hyman, 1999; Renwick, 2000; and Gibb, 2003). Storey (1995), in articulating differences between personnel management and human resource management (HRM), highlights the critical role of line managers in delivering HRM. A recurrent and established feature in discussion on HRM is therefore the centre-stage role for line managers (Renwick, 2003:262). As to the benefits of line manager involvement, several researchers assert that line managers assuming some HRM responsibility can positively influence employee commitment and, ultimately, business performance. For example Cunningham and Hyman (1999:9) highlight the role of line managers in promoting an integrative culture of employee management through line management. Thornhill and Saunders (1998) signal the role of line managers in securing employee commitment to quality, while increased productivity has also been asserted as a basis for devolution of HRM (Industrial Relations Survey Employment Review, 1995). A recent Chartered Institute of Personnel and Development (CIPD) report indicates that line managers involvement in coaching and guidance, communication and involvement has a positive influence on overall organisational performance (Hutchinson and Purcell, 2003). A key finding from this report is that to gain line managers commitment to people management requires support from strong organisational values that emphasise the fundamentals of people management and leadership (Hutchinson and Purcell, 2003). Devolving HRM to line managers has, however, been noted as being problematic (McGovern et al., 1997:12). Renwick (2003) posits that the new millennium marked the onset of keen discussion about the challenges surrounding line manager involvement in HRM. Challenges lie not least in the relationship between line managers and HRM specialists (Cunningham and Hyman, 1997), the ability and willingness of line managers to carry out HR tasks properly (Renwick and MacNeil, 2002:407), and line managers knowledge of company policies (Bond and Wise, 2003). Hall and Torringtons (1998) research on the progress of devolution of operational HRM activities and its consequences points to organisations making sustained and deliberate efforts to vest HRM responsibility with line managers. However, the absence of a designated human resource specialist role (Thornhill and Saunders, 1998:474) may have negative effects on strategic integration and, consequently, organisational commitment, flexibility and qua lity. Renwick (2003), drawing on the work of Ulrich (1998) and Jackson and Schuler (2000), identifies that a partnership approach to HR requires the integration of HR activities into the work of line managers and that a real partnership approach requires a triad approach between HR specialists, line managers and employees. Similarly, the involvement of line managers in HRD has been the subject of academic debate and organisational challenges. In clarifying the role of line managers in HRD, Heraty and Morley (1995) assert that activities surrounding identification of training needs, deciding who should be trained and undertaking direct training either fall within the domain of line managers or in partnership with HR specialists. The aspects of HRD concerned with policy formulation, training plans and advising on strategy are meanwhile more likely to be undertaken by HRD specialists. Gibb (2003) asserts that concerns over increased line manager involvement in HRD are valid in that it may limit the use of specialist resources in HRD. Another issue is that while line managers have been identified as one of the key stakeholders with the HRD process (Heraty and Morley, 1995:31), difficulties in securing line manager acceptance of HRD responsibilities have been evident (Aston, 1984). Research has identified f actors that may enable and inhibit the take-up of line manager responsibility for HRD. Arguably the most significant enabler of line manager responsibility for HRD is the growing body of literature on the emergence and growth of HRD and in particular HRD with a strategic focus (Garavan et al., 1995:4). HRD may be seen as providing the key connection between HRM and business strategy (Garavan et al., 2001). Business-led approaches to HRD can indeed be evidenced (Sparrow and Pettigrew, 1988; Harrison, 1993). For Torraco and Swanson (1995), HRD is not only supportive of, but also central to, business strategy. It is also, as Keep (1989) maintains, central to HRM. Therefore it can be seen that there are important lines to be drawn between HRM, HRD, line managers and business strategy. McCracken and Wallaces (2000) model of the characteristics of strategic HRD indicates that all four of these factors are integral to a strategic human resource development (SHRD) approach being taken. In this model they are expressed as: integration with organisational missions and goals; HRD plans and policies; line manager commitment and involvement; and complementary HRM activities. Within this literature Garavan et al. (1993) and colleagues identify a range of strategic drivers that are moving organisations down the route of integration of HRD activities with strategic goals, including an increased emphasis on quality and change of leadership. In terms of enabling HRD at an operational level, de Jong et al.s (1999:183) research suggests that this is a feasible option providing specific conditions are met in organisations. One significant condition may be the credibility of HRD as an organisational activity in general. For despite the relatively recent interest in, and expansion of, HRD in UK organisations, there seems to be a residual issue of credibility of the training and development function in organisations generally (Chartered Institute of Personnel and Development, 2001). Organisational support for line managers in their HRD responsibility is important too in the facilitation of the devolution of HRD responsibility (Heraty and Morley, 1995), as is senior managers understanding of training and development issues (de Jong et al., 1999). Trust between line managers and HRD specialists is another important enabler (Garavan et al., 1993). Lastly, as emphasised by de Jong et al. (1999), line managers acting as role models in demonstrating commitment to HRD in their operational tasks may be a powerful enabler of HRD. On the other hand, a number of barriers to the effective delegation of HRD have been recognised. One potential issue that is conceivably acute in the hotel sector is the pressure of short-term imperatives (Tsui, 1987) that may squeeze out HRD activities for line managers. This factor, in combination with a lack of training in HRD, may minimise the priority of HRD for line managers (Aston, 1984; Brewster and Soderstrom, 1994; de Jong et al.1999). Untrained line managers may avoid a coaching role due to their discomfort with it (de Jong et al., 1999). Further, where managers do not reflect a belief in HRD in their operational role the impact of HRD is likely to be reduced (de Jong, 1999), the direct converse of reflecting a belief in HRD being an enabler of HRD, as pointed out earlier. Thus it is apparent that a number of challenges present themselves in devolving HR responsibility to the line in order to develop HR business partnerships. Arguably, the organisational context within which these challenges may be surmounted (or not) is a positive organisational culture, transcending formal and functional requirements, that supports change (Higgins and McAllister, 2004). Organisational culture may be conceived as the essential medium between formal organisational policy and implementation in practice (Maxwell, 2004;189). It has both a pervasive nature and behavioural outcomes, as Scholzs (1987;80) description reflects: corporate culture is the implicit, invisible, instrinsic and informal consciousness of the organization which guides the behaviour of the individuals [at work] and which shapes itself out their behaviour. In a sense, as Cunningham and Hyman (op. cit) claim, organisational culture may be an adhesive for HR business partnerships as it may support acceptance of devolved HR responsibility. The case organisation examined in this paper, Hilton International hotels, has sought to generate an organisational culture that links their HR activities to their strategic service quality initiative. This requires line managers and HR specialists in hotel units working in partnership to implement and deliver HR activities to employees. The next section of this article explains the methods used by the authors to investigate the views of both line managers and HR specialists on line manager involvement in HR, a key part of HR business relationships. Research Questions and Design Case Study Background The key strategic driver for devolving HR to line managers in the 76 UK based hotels of Hilton International was the development of a worldwide service quality initiative from a UK launch in 2001, following the integration of Hilton and Stakis hotels. This reflects Garavan et al.s (1993) assertion that increasing emphasis on quality and change of leadership moves organisations to integrate HRD activities with strategic goals. Integral to the new service concept in Hilton was the linking of all HR activities to the service initiative in an HR policy and employment package called Esprit. Within Hilton, Esprit is portrayed as being a concept directing the way employees are managed and work. It is a promise on how our colleagues are treated within the company (UK HR Vice-President), consisting of a range of HR activities. Further, HRHHHilton perceives Esprit as being fundamentally concerned with instilling a service culture throughout the organisation. In the words of the UK HR Vice-President, it is intended that Esprit should live in the hotels and [line] managers should determine recognition rather than it being seen as a Head Office initiative. Respect, recognition and reward are the key principles of Esprit. They are supported in practical terms by a comprehensive training and reward system which is packaged as a club employees join through achieving levels of training. Another central tenet of Esprit is that line managers in hotels are expected to assume much of the responsibility HRM and HRD activities together known as HR in Hilton that support the strategic quality service driver. These activities include selection, training and development, employee motivation and recognition, and performance management. Line managers are provided with support from specialist HR staff at unit and Head Offic e level. The strategic banner of Esprit is leading the organisation down the route of HR specialist and line managers having to work in partnership to deliver HR activities (Maxwell and Quail, 2002; Maxwell and Watson, 2004). In order to explore perspectives of the challenges in this partnership, views from both line managers and HR specialists were surveyed by the authors. The research questions that underpin this article are, from line manager and HR specialist perspectives: Is there a shared understanding of line manager HR roles and responsibilities? What are the key mechanisms that support line managers with their HR responsibilities? What are the barriers that hinder line managers involvement in HR activities? In order to explore the research questions, a deductive approach has been taken in developing the questionnaires, with the content being informed by the literature review, a series of semi-structured interviews with the UK HR vice-president of the case organisation, and semi-structured interviews with three hotel HR managers. Both questionnaire formats encompassed nominal, ordinal, ranking and Likert rating scales, and several open-ended questions. Both questionnaires were piloted, on consultation with a regional HR director, a hotel HR manager and an external survey organisation. The key themes in the line managers questionnaire were understanding and acceptance of Esprit, then exploration of HR activities in relation to involvement in and importance of HR including support mechanisms; barriers; training; level of confidence; and further support. The closing section of the questionnaire addressed biographical data of respondents. The questionnaire for a census of the HR specialists in Hilton Internationals UK hotels was developed to parallel the line managers survey. The survey population comprises 760 line managers, and 76 HR specialists in Hilton hotels throughout the UK. Following piloting for face validity (Veal, 1997), 10 questionnaires were distributed to each hotel for completion by line managers and one for the HR specialist in each hotel, for completion on a self-selected, self-administered, anonymous basis to address response bias (Mitchell, 1996). The response rate was 43% (328) for line managers and 60% (46) for the HR specialists. Descriptive statistics were used to analyse the quantitative results. Open-ended question responses were coded into themes to enable these to be presented using percentage response rates. Quantitative responses are supplemented with qualitative statements where appropriate. Some 775 comments were included in the returns on the 11 questions inviting additional comments from line managers and some 258 comments from HR specialists on the ten questions inviting additional comments from them. A combination of qu antitative and qualitative data reduction techniques were used. Descriptive statistics, including the non-parametric Mann-Witney test to measure the significance of differences between the opinions of the two constituent groups (p The credible volume of primary data generated arguably affords a close analysis of the HR business partnership in Hilton Internationals UK hotels. Nonetheless, a few potential limitations should be raised. Firstly, the non-random self-selection of the line managers may have led to some response bias, though none has been identified. Secondly, the relative lack of anonymity for the HR specialists may have led to reservations in expression of their opinions. However, the nature of the results suggests otherwise. Possibly the inherent limitation of unique case studies, like Hilton International, in the wholesale transferability of findings is the most significant research limitation. With the importance of commonality in line manager and HR specialists on the involvement of line managers in HR, in conjunction with a lack of empirical work addressing the devolvement of HR to line managers in the tourism sector, the primary work is relevant. It may expose some key points in building an effective partnership between line managers and HR specialists that are not only valuable to Hilton but similarly market-orientated organisations. The findings reported next compare line managers and HR specialists perspectives on line managers in HR in relation to: the concept and ownership of Esprit; involvement in activities and ranking of the importance of activities; and supports of, and barriers, to HR activity. Empirical Findings Line manager profiles All 76 hotels in the UK are represented in the sample, with 34% of respondents located in Central and North England, 22% from Scotland and Ireland, 29% South of England and 16% in London. Thirty percent of the sample comprises senior managers, consisting of general managers and deputy managers, 53% are departmental managers, 9% supervisors and 7% (assistant and deputy departmental managers). Two percent of the respondents did not indicate their position in the organisation. Fifty six percent of the respondents have been in their current position for 1-5years, 15% over 5 years and 27 % less than one year. Of those who have been in their current position for less than one year, 39% have been with the organisation for less than one year, representing 10% of the total returns. Forty eight percent of the respondents indicated that they had been with Hilton hotels for 1-5years and a further 38% over 5 years. HR manager profiles All HR managers in Hiltons hotels have the same status and title. There was an even spread of HR manager respondents across the four regions with 26% located in Central North England, 24% from Scotland and Ireland, 26% South of England and 24% in London. In relation to length of service, 41% of the respondents have been in their current position for 1-5years, 50% over 5 years and 9% less than one year. Of those who have been in their current position for less than one year, 57% have been with the organisation for less than one year. Understanding of the Esprit HR Strategy Before examining views on human resource activities, it is important to ascertain whether there is a shared understanding of the philosophy of the strategic driver of Esprit as it is the foundation of HR activities (Heraty and Morley, 1995; Bond and Wise, 2003). Respondents were able to give multiple responses to the question on their understanding of Esprit within Hilton. From their majority responses (see Table 1), it is evident that the respondents do not have an understanding of Esprit that is commensurate with the Hilton conception. For the majority of line managers (87%) and HR specialists (72%) perceive Esprit as a club for employees. This majority view is represented across all levels of management, and is not dependent on length of service, age or gender. Only 26% of the line managers indicate that Esprit is a concept directing the way employees work, with a further 14% indicating that it is a way of working practices. In contrast, 57% of the HR specialists view Esprit as a concept directing the way employees work, with a further 43% indicating that it is a way of working practices. The differences across the line managers and HR specialists here are highly significant (p=.000). Further, only four line managers and four HR specialists indicated understanding of the concept and values underpinning Esprit in positing additional comments: [Esprit is] a belief/ culture system (HR manager, Scotland) and positive enforcement of Hilton as a group in the minds of our employees (line manager, Scotland). Table 1 here Ownership of the Esprit HR Strategy In a similar vein to the findings on understanding the Esprit strategy, there also appears to be discrepancies regarding ownership of Esprit that may be resonant of line manger willingness to carry out HR activities (Aston, 1984; de Jong et al., 1993; Garavan et al., 1995 and 2001; Renwick and MacNeil, 2002).The general view expressed is that there is multiple-ownership. Nearly all respondents provided three responses each to the question on this subject, generating a total of 865 responses. However in analysing these based on number of respondents it can be seen that 69% of line-managers and 59% HR specialists consider Esprit to be owned by Hilton, whilst 54% of line managers and 65% of HR specialists indicated that employees own it. Almost two thirds of the line managers consider it to be owned by human resource specialists (30% head office HR and 31% hotel based human resource specialists). Twenty three percent of line managers perceive it to be owned by senior management, compare d with 39% of HR specialists. Thirty percent of line managers expressed the view that departmental managers own it and 22% considered Esprit to be owned by the individual hotels. This contrasts with the views of the 61% of HR specialists who perceive that departmental managers own Esprit and 50% who indicated that the individual hotels own it. In the other response allowed for the question on ownership of Esprit, all respondents expressed the view that everyone in the organisation owns Esprit, reflecting the corporate view of ownership. What is starkly evident from this comparison is that HR specialists perceive that the Esprit strategic driver has multi-ownership more than the line managers. A significance value of 0.15 in the opinions of the HR and line managers on senior manager ownership of Esprit is a significant aspect of perceptual divergence, while divergence on perceptions of individual hotels, hotel HR and departmental managers ownership of Esprit is highly significant p= 0.000 (see Table 2). Moreover, it is again apparent that the general understanding of the HR managers on Esprit ownership is closer than that of the line managers to the formal Hilton position. Table 2 here Line managers in HR: understanding of roles and responsibilities Renwick (2003), drawing on the work of Ulrich (1998) and Jackson and Schuler (2000), identifies that a partnership approach to HR requires the integration of HR activities into the work of line managers. In order to obtain an overview of the range of HR activities undertaken by line managers, both line managers and HR specialists were asked to indicate their views on: the human resource activities in which line managers are actively involved; the level of importance of HR activities in relation to importance to business effectiveness; and ranking of the most important HR activities. Table 3 provides a breakdown of the results. Table 3 here The first notable point about the findings tabled above is that while all of the HR respondents opine that line managers are involved in four HR activities employee selection, motivation and morale of employees; performance appraisal; disciplinary and grievance procedures there are no activities that all the respondent line managers opine they are involved in. The second notable point is that in every activity the HR managers perceptions of line manager involvement is greater than the level of involvement as perceived by the line managers. The third conspicuous finding is that there are marked differences in perceptions in the relative value of employee budgeting and forecasting; ensuring HR processes are maintained; rewards and benefits; and performance appraisals. These findings strongly suggest that HR managers believe there is greater line manager involvement in HR activities than the line manager do and, further, some difference in HR priorities exists across the line manager and HR manager groups. In employee selection; motivation and morale of employees; and team briefings and communications, there are broadly similar findings in terms of prioritisation. Comments made in relation to line managers involvement in HR activities deepen insight into the respondents views. Twenty one percent of the line managers took the opportunity to provide additional comments on their role in relation to HR activities. Thirty eight percent of the comments relate to training, encompassing analysing training needs, encouraging employees to participate in training, delivery and evaluation. Communications was mentioned by 14% of the respondents predominantly with HR specialists, communicating HR issues to staff and attending HR meetings. Other activities mentioned by respondents include: coaching; sickness interviews, teambuilding and payroll management. Complaints regarding workloads and staffing levels were voiced in comments by 10% of the respondents, with 5% complaining about HR support within their hotel and head office. At the same time 9% of the managers were extremely positive about their role in HR activities, as illustrated by the following quote s from two of the managers: I feel I have a better/greater opportunity to be more involved within HR because of the hotels and staff itself. It is fantastic not only to be supported by our own team, but the whole hotel team as well; and I get support and encouragement continuously. I run my department as if I was HR but with the bonus of all the help I need being available works fantastic sic. Additional comments on line managers HR role were made by HR specialists and relate to ownership of Esprit, with echoes of findings noted earlier. For example, it was recorded that managers should have a role in all of the above in reality however many areas are not currently perceived as their responsibility (HR manager Central England). Another London based HR specialist indicated that managers also had responsibility for their own development, coaching and absence. Support of line managers in HR responsibility Opinions on a number of features of line manager support in HR were canvassed in the questionnaires. In order to gain an understanding of managers views on the value of HR, they were asked to rate certain HR performance aspects, with 5 being excellent and 1 being poor. The highest mean score was found in relation to line managers opinions on the working relationship with their hotel HR manager (M=3.91), indicated as an important factor by Garavan et al. (1999). In contrast, only nine percent of the HR specialists rated the working relationship with managers as excellent, with a further 59% rating it as very good and 26% as good. Overall, the mean score for HR specialists rating of their working relationship with the line managers was very good (M = 3.69), but slightly less good than the converse view of the relationship. In relation to specific support given by HR specialist to line managers, all HR managers indicated that they advised on training, with 96% indicating that they also provided support in tracking Esprit membership numbers, administrative support and evaluation of training. In addition, other support activities include coaching and mentoring of managers to help them achieve targets, specifically to ensure that they are up to date and that user-friendly policies are in place. Time management reminders; providing disciplinary advice; recruitment and retention; staff budgeting; conducting appraisals; and measure and recognise results through internal HR audits were also articulated by the HR respondents as support

Graduation Speech: The Future is Bright :: Graduation Speech, Commencement Address

Our most distinguished guests, beloved parents, members of the faculty of County High School, fellow members of the graduating class, ladies and gentlemen, good afternoon. Four years ago, a new high school was established in the County area. Its establishment created mixed feelings. and expectations from the community. Questions such as: What kind of a high school could this be? Would this be able to uphold academic excellence as well as social and cultural values which most parents would like their children to internalize and live with? Would this be able to provide for the well-balanced development of a child's intellectual and artistic faculties? Would this institution be able to turn out students who could be responsible leaders, and patriotic citizens of the United States of America; citizens who could uphold the ideology many Americans had fought and died for? My fellow members of the class of 2012, after four years of being nurtured under the wings of that institution which is no other than our beloved Alma Mater of County High School, it is with pride and privilege that I say "Yes," rather, we say "Yes" -- County High School has met the community's expectations on the quality of graduates it could yield. We, the members of the class of 2012, are the epitome of what County High School is as training grounds for young adults and future leaders of our community and of our country. Our achievements as students in the last four years all attest to this legitimate claim. Yes, we are the proud graduates of County High School and to all my fellow graduates, please accept my warmest greetings on this momentous day. Next week's commencement exercises will mark the realization of our high school dreams and achievements, the dawning of new challenges and opportunities to pursue college education, and setting the vision for our own professional development. Equally deserving, I would also like to congratulate and express our heartfelt appreciation and gratitude to our parents, teachers and administrators, with whom we proudly share our achievements and our joys. This diploma is our gift to you who have cooperatively worked together to see us through four years at Washington High School. To our parents, your immense love and support had provided us with strength and determination to go on when in our youth we did not know which road to take; we could not discern what was appropriate and not; in those critical moments of indecision, you were always there to offer the best for us; in our painful moments of loss as well as our hard fought victories you were there to encourage and protect us.

Avicenna (Ibn Sina) Essay

Abu ‘Ali al-Husayn ibn Sina is better known in Europe by the Latinized name â€Å"Avicenna. † He is probably the most significant philosopher in the Islamic tradition and arguably the most influential philosopher of the pre-modern era. Born in Afshana near Bukhara in Central Asia in about 980, he is best known as a polymath, as a physician whose major work the Canon (al-Qanun fi’l-Tibb) continued to be taught as a medical textbook in Europe and in the Islamic world until the early modern period, and as a philosopher whose major summa the Cure (al-Shifa’) had a decisive impact upon European scholasticism and especially upon Thomas Aquinas (d. 274). Primarily a metaphysical philosopher of being who was concerned with understanding the self’s existence in this world in relation to its contingency, Ibn Sina’s philosophy is an attempt to construct a coherent and comprehensive system that accords with the religious exigencies of Muslim culture. As such, he may be considered to be the first major Islamic philosopher. The philosophical space that he articulates for God as the Necessary Existence lays the foundation for his theories of the soul, intellect and cosmos. Furthermore, he articulated a development in the philosophical enterprise in classical Islam away from the apologetic concerns for establishing the relationship between religion and philosophy towards an attempt to make philosophical sense of key religious doctrines and even analyse and interpret the Qur’an. Recent studies have attempted to locate him within the Aristotelian and Neoplatonic traditions. His relationship with the latter is ambivalent: although accepting some keys aspects such as an emanationist cosmology, he rejected Neoplatonic epistemology and the theory of the pre-existent soul. However, his metaphysics owes much to the â€Å"Amonnian† synthesis of the later commentators on Aristotle and discussions in legal theory and kalamon meaning, signification and being. Apart from philosophy, Avicenna’s other contributions lie in the fields of medicine, the natural sciences, musical theory, and mathematics. In the Islamic sciences (‘ulum), he wrote a series of short commentaries on selected Qur’anic verses and chapters that reveal a trained philosopher’s hermeneutical method and attempt to come to terms with revelation. He also wrote some literary allegories about whose philosophical value recent cholarship is vehemently at odds. His influence in medieval Europe spread through the translations of his works first undertaken in Spain. In the Islamic world, his impact was immediate and led to what Michot has called â€Å"la pandemie avicennienne. † When al-Ghazali led the theological attack upon the heresies of the philosophers, he singled out Avicenna, and a generation later when the Shahrastani gave an account of the doctrines of the philosophers of Islam, he relied upon the work of Avicenna, whose metaphysics he later attempted to refute in his Struggling against the Philosophers (Musari‘at al-falasifa). Avicennan metaphysics became the foundation for discussions of Islamic philosophy and philosophical theology. In the early modern period in Iran, his metaphysical positions began to be displayed by a creative modification that they underwent due to the thinkers of the school of Isfahan, in particular Mulla Sadra (d. 1641).

How Material Things Contribute Towards Differences on a Street Essay

Taking into consideration that ‘difference is not the same as inequality’ (Blakeley et al., 2009, p. 24), this essay intends to look at KÃâ€" and outline how the material things contribute towards differences with reference to City Road; deriving from the premise that the material assets of a street can generate either an inclusive or exclusive interaction, favouring some and not others. Kà ¶nigsalle, known by its nickname, â€Å"Kà ¶, is the most beloved upscale commercial street in Germany (Welt online, 2010). On one side of the street we have stores from the most expensive brands in the world and on the other, a mix of baroque buildings which host a different number of businesses. Being seen walking along or visiting its stores is denotative of a unique social status. Everything along the Kà ¶ is designed to be in accordance to and promote an upscale social lifestyle. The material things on City Road, while performing a more literal function, also contribute to tangible objective differences when favouring, for example, pedestrians over drivers (e.g. the red tarmac offers pedestrians an extra safety measure when crossing, while taking away space from the drivers); parking is also a critical matter, generating therefore, economic consequences for the local shops (‘Material Lives’, 2009, scene 1). Another relevant point is the fact that, City Road social appearance, along with its material assets usage, changes considerably throughout the day, making it almost a different street by nightfall (e.g. from a busy commercial street during the day to a ‘party haven’ at night, when it is taken over by young adults) (‘Making social lives on City Road’, 2009, Scene 8). Such an absolute change does not occur on the Kà ¶. On the Kà ¶, the very same material things, should not only perform the most frugal of the functions, but also be in accordance to what the street stands for, thus, being an active part of the process of creating objective tangible differences -like in City Road, as well as, subjective ones. Kà ¶ supports its image by providing the necessary visible and invisible infrastructure to sustain a busy, high-octane upscale atmosphere: The street signage is visible; there are several crossing points; clearly marked sidewalks, tarmacs and lanes favour the mobility of handicapped individuals as well as bicycles and pedestrians without deterring traffic; it is well lit; the buildings and facades are well taken care of; litter bins are everywhere and one will, for example, find plenty of parking possibilities, which as a result, allows the individual to visit the stores and restaurants and feel safe. Altogether, the material things are in perfect apparent symbiosis with its users. Separately, each material asset on the Kà ¶ objectively indicates them as being part of a regular commercial street just like City Road. When looking at them altogether, the ensemble creates a striking subjective difference. To better illustrate how the material things on both streets subjectively enforces a certain type of behaviour and attitude, take the example of an individual walking down the street wearing shorts, tank-top and flip-flops. On City Road, this individual would most likely not even be noticed. The same individual walking down the Kà ¶, would be regarded as conspicuous. The same can be applied to the type of cars circulating on the Kà ¶ or City Road, a Ferrari on the Kà ¶ would be taken for granted while on City Road it would probably stand out. Another example to consider is parking. Though there are many parking slots and options, the prices around the Kà ¶ are up to 80% more expensive than other streets in Dà ¼sseldorf (RP Online, 2011), hence, favouring the visit of the more affluent layer of the community over the lesser one. There is no sign on the Kà ¶ telling who is welcomed or not; objectively speaking everyone is welcomed, but its material things are invested with such a subjective meaning, that they set the pace and shape of the local social life, creating therefore, an alluring environment which itself dictates a whole gamut of social patterns that are absorbed and followed by the local community, consequently contributing towards differences. While City Road reveals a more inclusive image, Kà ¶ conversely manifests a more exclusive one. As we can see, each street is similar in various aspects and are designed and structured to cater and favour a specific type of person, business or activity and its material things corroborate such a process by subjectively or objectively embedding certain social patterns which will then be adopted by their users.