647 W2A Project Selection Risk Essay Example | Topics and Well Written Essays - 1000 words

647 W2A Project Selection Risk - Essay Example From the perspectives of members of the board and the executive management team, the NLMS would enable and facilitate an increase in student population and enrollment. Through access to various sources of academic information and links that would be programmed in the GU’s official website, more visitors are expected to be enticed to apply to the universities varied programs and services. In every project, there are potential risks and bottlenecks that are inevitable; yet manageable. As defined, a â€Å"risk involves a source or cause (e.g., some possible event), a mechanism by which the risk source could impact the objectives of the organization, and some level and type of potentially adverse consequences† (Lee Merkhoff Consulting, 2014, p. 1). For the NLMS, the following are identified as potential risks and bottlenecks, specifically in areas which could affect or influence the achievement of the project objectives: From the table of potential risks, the degree and severity of occurrence were appropriately identified. As shown, there were risks that were classified in seriousness from low to medium; while likelihood is classified from low, medium to high. Cost overrun could occur in the implementation stage, especially during the transition stage and while orienting potential users of the NLMS. Likewise, depending on the results of the performance monitoring and evaluation stage, any significant corrections or revisions that are needed would entail additional costs for GU. Thus, the risk of deviating from schedule would be high. Corrections for actual plans is perceived to be medium in seriousness; meaning, all relevant points were already foreseen and incorporated during the planning stage. As such, the likelihood for adverse corrections is low. Moreover, resistance from stakeholders is seen to be low since they

Case Study of Prostitution Essay Example for Free

Case Study of Prostitution Essay Has overall responsibility and accountability for providing direction in the area of treasury services, accounting services, or procurement services. This position has discretion in establishing overall operating policies and procedures for assigned QUALIFICATIONS Bachelors Degree in accounting, finance, business administration or related field. Relevant experience may substitute for the degree requirement on a year-for-year basis. Eight years of progressively responsible, professional experience related to area of assignment at a management level. Depending on area of assignment, Certified Public Accountant Certification or Certified Purchasing Manager Certification may be strongly preferred or required. KNOWLEDGE AND SKILLS Knowledge of: †¢ Managerial principles; †¢ Financial principles and practices in assigned areas of responsibility; †¢ Budgeting principles and practices; †¢ Applicable federal, state, and local laws, rules, regulations, and ordinances; †¢ Non-profit/college fund accounting systems and principles; †¢ Advanced internal control practices; †¢ Advanced financial analysis principles and methods; †¢ Strategic planning principles and practices;. Demonstrated Skill in: †¢ Coordinating activities with other internal departments and/or external agencies; †¢ Developing and monitoring budgets; †¢ Managing large, complex governmental financial systems; †¢ Preparing and reviewing reports; †¢ Interpreting and applying applicable Federal, State, and/or Local laws, rules, and regulations; DUTIES AND RESPONSIBILITIES 1. Plans, organizes, maintains, and manages the processes and operations of multiple functional areas within Finance. Manages the activities of assigned areas to include: planning, implementing, administering and evaluating projects and services impacting College operations from a Finance perspective. 2. Develops, recommends, and administers policies, procedures, and processes in support of Finance operations in assigned areas of responsibility; implements and monitors compliance with approved policies, procedures, and processes, ensuring alignment with College mission, values, goals and objectives and local, state, and federal laws and regulations. 3. Develops, recommends, and administers policies, procedures, and processes in support of Financial Services operations; implements and monitors compliance with approved policies, procedures, and processes. 4. Supervises administrative services professionals, paraprofessionals, and technical/support staff and performs both direct and indirect supervision through subordinates. Hires, evaluates, trains, disciplines and recommends dismissal of staff as necessary. 5. Prepares financial management reports for various College programs, reviewing financial data to ensure compliance with applicable local, state, and federal requirements and Generally Accepted Accounting Principles. Researches, analyzes, and interprets applicable laws and regulations relative to assigned areas of responsibility; makes recommendations based on findings. The Customer business Relationship division is responsible for the planning, successful execution and follow up for a diverse range of customer retention campaigns, along with producing their annual budget, monthly forecast, and other business reporting as required. The CRM will carry out innovative and sometimes complex projects to their completion, and thoroughly analyze maturing data in order to make sound recommendations for next steps that aim to improve our financial results. Responsibilities †¢ PL: Responsibility for reaching or exceeding budgeted financial goals in one or more of our key customer retention categories saves and reinstatement, customer longevity, load ups, and cross sell using a variety of communication media including invoice text, inserts, email and telemarketing. †¢ Campaign Planning Execution: Responsible for conceptualizing and managing a diverse range of customer retention campaigns and initiatives. This includes idea generation and exploration, preparing and presenting proposals, overseeing the creative and production processes and championing successful execution. †¢ Campaign Analysis: Analyze campaign outcomes in detail, using a variety of proprietary software applications. Draw insights and present results clearly to facilitate sound decision making on next steps. †¢ Budget/Forecast: Build a detailed, bottom-up annual budget for areas of responsibility. Supply key inputs to the quarterly reforecast, using the most accurate, up-to-date information available. Be prepared to discuss assumptions used for developing budgets and forecasts. †¢ Special Projects: Participate in a variety of special projects as requested, including explorations of system or process improvements, new retention categories, and joint projects with Customer Service. †¢ Customer Focus: Working with Customer Service, Marketing Services and Operation to develop and maintain a customer-focused attitude toward activities, concentrating on those that most strongly contribute toward improving customer lifetime value. Qualifications †¢ BS degree with major in Marketing required †¢ 4-6 years experience in a direct marketing environment, preferably with experience in both acquisition and retention marketing †¢ Continuity or club experience, including retention and cross selling strongly preferred. †¢ Keen project management skills with an ability to interact with and motivate others to succeed on several fronts simultaneously †¢ Effective verbal and written communication on all levels and both internally and externally †¢ Strong analytical, technical and mathematical abilities †¢ Self-motivated, analytical, quick learner, organized, detail-oriented, multi-tasker †¢ Prioritizes workload and meets deadlines for a variety of marketing deliverables †¢ Demonstrates initiative with a results orientation, while exhibiting strong drive and leadership skill Marketing and communication division is someone who works to promote a companys services or products. Marketing communications managers work in conjunction with advertising and sales managers, helping to generate income for their company. They are employed in a wide array of industries and perform a multitude of tasks. Marketing communication managers also hire, train and organize their staffs. Responsibilities: Manage the marketing communications function – including communications calendar, brand, PR plan, and content development Develop presentations, collateral, positioning documents and sales tools to support both internal channel Management teams as well as Mobile Access’s VARs, strategic carriers and OEMs o Work with product management to integrate the product roadmap into a communications calendar and translate the new product value in terms of the overall company’s position within the market o Create a Mobile Access style guide and manage company’s brand image and consistency o Translate complex technical solutions in to easy to comprehend marketing messages Administer the company’s Web-site including overall positioning, content and messaging. Responsible for managing the Mobile Access Partner Portal – coordinating with the channel program team on content and tool needs Create and manage direct/indirect marketing campaigns to enable Mobile Access VARs to drive acquisition and embedded base sales Work with industry analysts and pr firm to build Mobile Access brand presence and recognition Responsible for event management . QUALIFICATIONS 7-10 years of experience in marketing and other broad range of marketing and business related roles in technology companies. Broad exposure and holistic understanding of different wireless technologies and/or in building wireless experience is desirable. Bachelors Degree required – a focus in English or communications is preferred Must have a writing background and previous experience with creating press releases, marketing collateral and white papers Experience with managing a Web-site and/or portal, utilizing a CMS like Expression Engine as well as managing the site performance against standard Web metrics Experience with e-marketing campaigns (Webinars, e-mail, banner ads, search (organic and paid), Web 2.0 tools) Experience with branding, co-branding and managing a brand delivered via indirect distribution. High-energy and team-oriented candidate desired- Familiarity with Adobe CS3/4 suite The Retail Division You will be responsible forThe aim of any retail manager is to maximize profit while minimizing costs. Retail managers ensure promotions are accurate and merchandised to the company’s standards, staff is fully versed on the target for the day and excellent customer care standards are met. †¢ Depending on the size of the store, and company structure, retail managers may also be required to deal with human resources, marketing, logistics, information technology, customer service and finance. managing and motivating a team to increase sales and ensure efficiency; †¢ managing stock levels and making key decisions about stock control; †¢ analyzing sales figures and forecasting future sales volumes to maximize profits; †¢ analyzing and interpreting trends to facilitate planning; †¢ using information technology to record sales figures, for data analysis and forward planning; †¢ dealing with staffing issues such as interviewing potential staff, conducting appraisals and performance reviews, as well as providing or organising training and development; †¢ ensuring standards for quality, customer service and health and safety are met; †¢ resolving health and safety, legal and security issues; †¢ responding to customer complaints and c omments; †¢ promoting the organization locally by liaising with local schools, newspapers and the community in general; †¢ organizing special promotions, displays and events; †¢ attending and chairing meetings; Qualification has deep understanding, knowledge and skill in the Retail industry, and extensive experience in managing Retail operations across a network ideally in the beauty and gift sectors. You must possess excellent analytical skills and commercial flair evidenced by previous ability to drive commercial growth, be an inspirational leader with excellent people management skills, strong business acumen with ability to perform with insight and intelligence and first class decision making and negotiation skills.

Things Fall Apart by Chinua Achebe Essay -- Things Fall Apart Chinua A

Things Fall Apart by Chinua Achebe Things Fall Apart by Chinua Achebe is a story about personal beliefs and customs, and also a story about conflict. There is struggle between family, culture, and the religion of the Ibo, which is all brought on by a difference in personal beliefs and customs of the Igbo and the British. There are also strong opinions of the main character, Okonkwo. We are then introduced to the views of his village, Umuofia. We see how things fall apart when these beliefs and customs are confronted by those of the white missionaries.   Ã‚  Ã‚  Ã‚  Ã‚  The authors full name is, Albert Chinualumogu Achebe also known as Chinua, he was born on November 16, 1930 in Ogidi, Nigeria. He is a product of both native and European cultures. This has a great effect on the telling of the story. He attended Government College in Umuahia from 1944 to 1947 and University College in Ibadan from 1948 to 1953. He then received a B.A. from London University in 1953 and studied broadcasting at the British Broadcasting Corp. in London in 1956. He joined the Biafran Ministry of Information and represented Biafra as a diplomat. Since then, he has taught variously at the universities of Nigeria, Massachusetts, and Connecticut.   Ã‚  Ã‚  Ã‚  Ã‚  Achebe wrote Things Fall Apart partly in response to what he saw as inaccurate characterizations of Africa and Africans by British authors. The book was published in 1958, he was 28 years old at the time. It was very successful and has sold over 2,000,000 copies, and has been translated into thirty languages. He has written a total of fifteen different books in his lifetime. He became a political activist in the late 1960's early 1970's.   Ã‚  Ã‚  Ã‚  Ã‚  Thirty years ago Chinua Achebe was one of the founders of this new style of literature, and over the years many critics have come to consider him the finest of the Nigerian novelists. His achievement, however, has not been limited to his continent. He is considered by many to be one of the best novelists now writing in the English language. In recent decades he has held a succession of teaching posts, notably a professorship at Bard College in Annandale-on-Hudson, N.Y.   Ã‚  Ã‚  Ã‚  Ã‚  In Thing Fall Apart, we see a conflict early in the story between Okonkwo and his father, Unoka. "Okonkwo was ruled by one passion - to hate everything that his father Unoka had loved. One of those things was gentleness a... ...y had let the other messenger escape. They had broken into tumult instead of action" (Achebe 205). Everything he lived for and believed in was going to be taken away by the white men. They had control over everything. He did not want to see that happen so he took his own life. Yet, this is ironic because, in doing so, he was committing an act which was considered one of the worst actions a member could do in the Ibo society. Throughout the story we see how strong Okonkwo's personal beliefs were and how much they meant to him. Beliefs, both personal and those of the society someone is born into, play a major role in their life. This story is an example of what happens when those beliefs are taken away and others are forced upon a person. Everyone needs to believe in something, and things fall apart when they no longer can.   Ã‚  Ã‚  Ã‚  Ã‚  When he tells the story with an understanding and personal experiences in both cultures. He does not portray the African culture and their beliefs as barbaric. He simply tells it as it is, and how things happened. It is the same with the white men. Chinua Achebe realized that neither of the cultures were bad, but they simply had a difference in beliefs.

Fairy Tale Icons in Morrisons Tar Baby and Monteros Te Tratare como a

Deconstructing Fairy Tale Icons in Toni Morrison's Tar Baby and Rosa Montero's Te Tratare como a una reina ABSTRACT In this study I will examine how, from a feminist perspective, both Toni Morrison's fourth African-American novel, Tar Baby (1981), and Rosa Montero's third post-Franco Spanish novel, Te tratarà © como a una reina (1983), explore the problems that arise when women believe that they are the stereotypes permeating literature. Both women writers employ similar techniques that subvert and deconstruct the stereotypical roles of men and women, unveiling the fairy tale icons of the heroine and the hero that have been masquerading as "real" people. ESSAY Day and night are mingled in our gazesÃ…   If we divide light from night, we give up the lightness of our mixtureÃ…   We put ourselves into water tight compartments, break ourselves up into parts, cut ourselves in twoÃ…   we are always one and the other, at the same time. -Luce Irigaray1 In 1975 the death of Franco and forty years of dictatorship and censorship offered Spanish women the freedom to reexamine their identity and question their role in a patriarchal society. At the same time on another continent, African-American women are also struggling to find their identity among the numerous American literary images that, until the 20th-century, had not realistically represented their gender or race. Notwithstanding the different histories, geographies, and ethnicities between African-American and Spanish women, a common thread that appears to bind them is their inheritance of a legacy of struggle against the internalization of controlling patriarchal perceptions and images of women that lead them to believe that they are, indeed, the stereoty... ...997. Montero, Rosa. Te tratarà © como a una reina. 1983. Barcelona: Seix Barral. 1990. Morrison, Toni. Tar Baby. 1981.New York: Plume, 1982. NOTES 1 Luce Irigaray, This Sex Which Is Not One (Ithaca: Cornell University Press, 1985) 217. 2 Critics have noted that what I call "multiple interpretations" and binary oppositions are characteristic of Morrison's works. 3 Trudier Harris, Fiction and Folklore: The Novels of Toni Morrison (Knoxville: U of Tennessee P, 1991) 116. 4 On the Sea Bird II he thinks of "women" (6), later with the same contextual references he thinks of "fat black ladies" (119). 5 This and all subsequent translations are mine. 6 Racial stereotyping, also defined in fairy tale motifs, suggest that Son is a "frog" when his African-American hair is in its natural state and a "prince" when he conforms to the grooming norms of the white culture.

GATTACA film analysis on the final scene Essay

The final scene of GATTACA had an unexpected twist that triggered mixed emotions of confusion, sorrow and happiness. The irony of Vincent finally fulfilling his life’s mission and Jerome no longer having one was heart wrenching, after all that they went through together to defy the odds and expectations of perfection set by Society. However, it was Jerome’s choice to end his life having finally come to peace with his inner turmoils which was evident when he was first introduced in the film. He was crippled in a wheelchair and smoking, also an alcoholic, sarcastic and pessimistic person with a grudge against Society despite his perfect genes. He showed the most significant character arc, having found a reason to keep going, through the dream of Vincent who inspired him. â€Å"_I got the better part of the deal. I only lent you my body. You lent me your dream.†_ He tells Vincent this before he leaves, showing the strong and unbreakable bond between these two. The way that Niccol skilfully put together the final scene with inter-cutting between Vincent and Jerome from the rocket to the incinerator, also perfectly links with the opening scene. However in the opening scene Vincent is the one in the incinerator, with the same establishing shot of the incinerator burning in both scenes. The final scene inter-cuts between Vincent getting ready to leave earth and the same with Jerome only never to come back. The same background as the opening scene, Jerome enters the Incinerator where close-ups are focused on his hands, and facial expression hidden behind shadows and emphasised through dark-lighting, while Vincent enters the rocket. There is close-ups and panning inside the rocket of other perfectly genetically conceived humans of different race are shown, in moving shadows and dark lighting. The scenes between Vincent and Jerome are perfectly in sync from the closing of the space door to the closing of the incinerator door whilst the dramatic and sorrowful music continues to play accompanied by the diegetic sound of the rockets blasting which cuts to a close-up of Jerome’s medal in the midst of the fire. All these elements create a cumulative effect of emphasising on genetic manipulation carrying  on from the opening scene to the final, as well as genetic discrimination. This scene goes on to prove that genetic manipulation is not as perfect as it is conceived in the film because it does not include individuality or desire just what your genes have to offer. Also, in the beginning of the film Vincent tells us how discrimination is no longer based on colour, religion, ethnicity or money but that it was _†down to a science†._ This is the only part of the film that shows different ethnicities as well as another female whereas throughout the film it was mostly dominated by white men in uniform. This does not make much sense, although a given a benefit of a doubt the final scene could mean that anyone as long as they have the perfect gene is able to fly to Titan. Vincent being the exception proving that it is far more than having the perfect DNA.

Free Essays on Oral Sex Among Adolescents

Oral Sex Among Adolescents: Is It Sex or Is It Abstinence? Over the past few decades, nationally representative surveys have accumulated a wealth of data on levels of adolescent sexual activity. Thanks to such surveys, we know how the proportion of 15-19-year-olds who have ever had intercourse has changed over the years. Similar data exist on age at first intercourse, most recent sexual intercourse and current contraceptive use. Yet all of these measures focus onor relate to the possible results ofvaginal intercourse. This is natural, given that attention to adolescent sexual activity arose initially out of concerns over the far-reaching problems associated with teenage pregnancy and childbearing. More recently, infection with sexually transmitted diseases (STDs), particularly with HIV, has fueled further public and scientific interest in teenage sexual behavior. But to what extent does adolescent sexual activity consist of noncoital behaviorsthat is, mutual masturbation, oral sex and anal intercoursethat are not linked to pregnancy but involve the risk of STDs? Some of these activities may also be precursors to vaginal intercourse. Yet, health professionals and policymakers know very little about their prevalence among teenagers. There are several explanations for this dearth of information. One is the perceived difficulty of getting parents to consent to surveys on the sexual activity of their minor children (generally aged 17 and younger). Another is a generalized fear that asking young people about sex will somehow lead them to choose to have sex. The conflicts and passions usually surrounding the appropriateness of asking young people about sex, especially in public settings such as schools as compared with private households, become even more inflamed when the questions go into behaviors "beyond" intercourse. Another reason is the federal government's reluctance to spon... Free Essays on Oral Sex Among Adolescents Free Essays on Oral Sex Among Adolescents Oral Sex Among Adolescents: Is It Sex or Is It Abstinence? Over the past few decades, nationally representative surveys have accumulated a wealth of data on levels of adolescent sexual activity. Thanks to such surveys, we know how the proportion of 15-19-year-olds who have ever had intercourse has changed over the years. Similar data exist on age at first intercourse, most recent sexual intercourse and current contraceptive use. Yet all of these measures focus onor relate to the possible results ofvaginal intercourse. This is natural, given that attention to adolescent sexual activity arose initially out of concerns over the far-reaching problems associated with teenage pregnancy and childbearing. More recently, infection with sexually transmitted diseases (STDs), particularly with HIV, has fueled further public and scientific interest in teenage sexual behavior. But to what extent does adolescent sexual activity consist of noncoital behaviorsthat is, mutual masturbation, oral sex and anal intercoursethat are not linked to pregnancy but involve the risk of STDs? Some of these activities may also be precursors to vaginal intercourse. Yet, health professionals and policymakers know very little about their prevalence among teenagers. There are several explanations for this dearth of information. One is the perceived difficulty of getting parents to consent to surveys on the sexual activity of their minor children (generally aged 17 and younger). Another is a generalized fear that asking young people about sex will somehow lead them to choose to have sex. The conflicts and passions usually surrounding the appropriateness of asking young people about sex, especially in public settings such as schools as compared with private households, become even more inflamed when the questions go into behaviors "beyond" intercourse. Another reason is the federal government's reluctance to spon...

Book report of Godfather Essay Example

Book report of Godfather Essay Example Book report of Godfather Essay Book report of Godfather Essay Essay Topic: The Godfather The most important role not only in the family, but also in the whole book is Vito Coralline, known as the Godfather, the chief of his family. Vito was born in Sicily, Italy. He led a normal and peaceful life with his parents until his father was murdered. As the result, Vito had to escape to the America alone at 12 years old, and lived in a slum, which was called New Works hells kitchen and worked in a grocery store. He should have had such a simple and normal life with his wife, but a man ruined it and changed his life totally. It was Finance who often bullied others and asked for money from the neighborhood. Vito Coralline had no choice but to kill Finance when he came down on Vito for money that Vito had risked his life to get. Therefore, Coralline earned respects and some money by protecting his friends there. Then, he went into the olive oil importing business and made his first fortune. When the ban on alcohol came to pass in 1920, he turned to smuggle wine in from Canada. Then, not the ordinary businessman any longer, Vito gradually became to a great Don in the world of criminal enterprise. However, his wealth was not the reason why he could receive so many respects and worship from others. Vito was kind and onerous to those who really needed help. On the other hand, he was also determined and manful to his enemy. He made good relationship with important men in business, entertaining business and politics. By the end of the Prohibition periods and the start of the Great Depression, Vito Coralline had been called as Don, Don Coralline, and respected as the Godfather. Don had three sons-Sonny, Fred and Michael. Michael was the only one who had no interest in family business. He entered a university and later Joined the army during World War II. He also had a lovely girl friend and planned to merry on Christmas. Although he hoped to keep a distance with his powerful family, it was his fate that guided him to find the most appropriate position for him years later. The Don also had an adopted sonTom Harden. Tom was an American man; he was a lawyer and later worked for the Don as a counselor. The story began in the Dons daughtersconces wedding in the August 1945. Many people, poor and rich, humble and dignified, all came up to show their loyalty and also with the requirements, because they knew that by tradition no Sicilian can refuse a request on his daughters wedding. Johnny Fortunate, Dons godson was one of them. Johnny was a pop singer but unfortunately he had got something wrong with his throat, so he wanted to turn to be an actor. However, Johnny was hated by his boss Wool and was refused to take the leading role in a suggestion Harden made directly. He knew Dons power, but he did not take it so serious. Soon, Don gave him a great threat which made Wool had to give up. As the result, Johnny got the role, which contributed him to win an Oscar Academy Award. So we could see in others eyes, Don Coralline was the almighty God: they showed their respects to the Don, and the Don would give them help in return. Several weeks later, a crude drug smuggler Virgil Zoology visited the Don for cooperation. Having seen the hefty risk in drug smuggling, the Don refused him. Then Solomon ganged up with Digital Family, another strong underground Italian family in New York. It was also the rival of Coralline Family. They planned to shoot the Don down. The Don got several bullets but miraculously survived. So they planned another murder. However, the second murder was defeated by Michaels wisdom. With these failures, Zoology had to call for a peaceful negotiation. On the Cortisones part, everybody hated Zoology and all wanted to kill him immediately. But smart Zlotys chose Michael to meet, the only one who was pure and harmless apparently. At that time, Michael had made up his mind to kill the tricky and crude man. With this chance, Michael fired Zoology dead. Also for this crime, Michael had to be sent to Sicily, where he hided for two years. Back to New York, the disaster continued. Sconces husband Carlo hated Sconces family because they left him out of the familys business. So one of those rival-families, mixed up with Carlo to kill Sonny. The Don had to take charge of the family again with his bad health. He extended his business on the west coast and prepared to revenge. Meanwhile, the Don arranged to get Michael back home. Over one year later, Michael came back to New York. In that period of time, Michael got the chance to know what of a person his father was. He understood the Don and realized his responsibility to his family. So Michael began to take over the family. Besides the investment in the West, they endeavored to set more new relationship in the political world; they secretly trained the qualified killers working for them. Seemed that everything was Just about ready, fate played a Joke to Michael again: the Don died from heart attack suddenly. The other five biggest underground families all thought it was a chance to do the clean work on Coralline Family. None of them realized Coralline Family had strengthened a lot more by the past a few years. It was time the Crossness bounced up and became the leading role in the underground world again. So Michael really did something, he and his guardsmen killed most of the other families leaders overnight. With this fight, Michael restored Coralline Familys power in New York, and for himself, he earned reputation. He replaced his father as the Don, Don Michael Coralline. He became the powerful umbrella, the almighty god as his father. Michael was honored as Godfather as well. That was the end part of the book. Michael was always with loyalty, intelligence and courage as his father Vito Coralline. Those men showed their good characters to the readers. God Father was a script of underground world in New York. Although the novel contained blood, crime and violence, the attractive and vivid plots fulfilled peoples curiosity to that strange world. And that maybe the reason why God Father could become one of the most popular book in the world.

How to write a job specification - Emphasis

How to write a job specification How to write a job specification Its the start of the new year and the UK is sitting on a glut of unwanted Christmas presents. Matching present to person is seldom an easy task. It takes time and effort. But in the run up to Christmas, many people will have taken a wild stab in the dark; picking up something passable from a department store and hoping for the best. Little wonder then that the bill for unwanted gifts is an estimated 700 million (according to recent research by eBay and market-research firm TNS). When it comes to choosing a new recruit, no HR professional would ever use this haphazard approach. But sometimes you can outline exactly what you want in a job specification and still end up with the equivalent of a naff jumper. Communicating with prospective candidates is not a perfect science. But its disheartening to trawl through CVs or application forms that bear little relation to the qualities that you carefully described. Not to mention a waste of time and money. In such a situation, the problem is that somewhere along the line, what the hirer meant was lost in translation. And even though they may have received some spot-on applications, theyll be unable to shake the feeling that theyve lost the opportunity to find the largest pool of talented individuals. If thats ever happened to you, the good news is that learning some writing skills techniques can help you to be as clear and concise as possible increasing your chances of finding the ideal people for your positions. So here are my seven tips for writing winning job specifications that will resonate with job hunters. One Examine why you need the role to start with. To do this you can brainstorm using the headings who?, what?, where?, when?, and why? Make sure that the role fits your departmental processes and that you are not empire building. And be realistic about the nature of the role. Whether the role is temporary or permanent, you need to understand the commitment of either structure to the organisation. Two Before you begin writing the job spec, focus your thoughts on the job hunter. Avoid a one-size-fits-all approach by asking yourself: Who will read it? How much do they already know about the prospective job? What do they absolutely need to know? What will excite my ideal candidate? What response do I want from them? Then write a clear description of duties and include the key deliverables. Whether its a junior or senior role, use language that the level of applicant you want to attract will understand even if this includes jargon. But avoid management speak at all costs. Three Be honest about the duties of the role. In most situations, candidates will appreciate your candour about the level of energy required. And it will help you find someone with the right level of drive that the role requires. Four Write a summary of your company and department. And include an organisation chart defining where the position sits. It also helps to provide some background information explaining why the role has been created and how it will integrate into the organisation. Five Outline both the hard and soft skills and experience required to make the role a success. Make your writing reader-centred by using words such as you, we and us. Opt for verbs instead of nouns. For example, instead of Were looking for a hardworking consultant for the completion of an IT project write Were looking for a hardworking consultant to complete an IT project. And choose simple words over more complicated ones. Its better to say you want someone enthusiastic (or even keen) rather than someone ebullient. Six Clearly define the location, salary, benefits, duration of contract (if necessary) and start date. And make sure you account for statutory requirements, such as procurement or legal terms and conditions. Seven Finally, ensure your contact details are included and end with a call to action. Something simple such as, If this sounds like you, call the human resources department now will encourage candidates to take action. Remember to keep your focus on your ideal candidate throughout the writing process, and youll increase the chances of securing the perfect match. Robert Ashton is Chief Executive of Emphasis.

The UK Housing Market Assignment Example | Topics and Well Written Essays - 1750 words

The UK Housing Market - Assignment Example There will be a realistic rise in the real estate prices i.e. the prices will not rise too fast.  There will be a realistic rise in the real estate prices i.e. the prices will not rise too fast.  (a) 5% tax on the sale price of each property means a considerable burden for the house-building firms. If such a tax is levied on house building firms, they are bound to pass it on to the retail buyers i.e. it will result is the increase in prices, which in turn means more costly proposition that will ultimately lead to decrease in demand. But some offers on the part of authorities like the offer of low-interest rates to the retail house buyer will help offset this decrease in demand (like in part-a above).  (b) If there’s a significant fall in the prices of construction material like bricks, mortar, and timber then that is definitely a piece of good news for the house building firms as well as the prospective buyers. This will make the housing market more lucrative and competi tive as this will lead to competition amongst the house building firms to offer best bargains to the buyers, which in turn will offer a range of choices for the buyer. This will ultimately result in a considerable reduction in prices. (c) The stamp duty is a must for any house property bought by any individual, as it is tax paid to the government. But supposing Gordon Brown makes an announcement on May 1, 2006, that stamp duty will be doubled w.e.f. then the very first impact it will have is a rush for registering the properties before June 1 and thereafter there’ll be a phase for a couple of months when there will be a fall in the number of property registrations. Thereafter it will not have much of an effect on the prices as such reason being it is not a factor directly affecting the existing prices, but it will lead to some lull in demand.  

Partnership like relationships exists between consumers and suppliers Essay

Partnership like relationships exists between consumers and suppliers and provides advantages such as greater quality - Essay Example Theoretical frameworks exist in abundant supply that try to delineate the advantages of close cooperation between partners in supply chain mechanisms. In practice however things are far more different as the specific attributes of such working relationships are not fully understood (Goffin, 2006). Overall there has been a move towards close cooperation based relationships though the actual realised benefits of such relationships is not fully established and is generally overestimated. The range of relationships between various entities in the supply chain domain varies from transactional type relationships to close and more collaborative relationships. Another issue of importance that needs clarification is the use of the term â€Å"partnership† that has been used to describe such relationships though there is no legal or other justification for using such a term. The use of the term â€Å"partnership† has caused confusion in respect of these relationships on a number o f fronts though three major reasons are more significant. These reasons are: Customer / supplier relationships are purely business relationships though they may be described as partnerships. However the use of the term does not indicate any legal privileges are inferred as in the case of a business partnership or alliance. This clearly demonstrates that customer / supplier partnerships do not carry any legal value and are instead purely voluntary in nature; Any partnership like relationships between supply chain entities are not absolute but are rather context dependent. The extent of closeness of the subject relationship determines the variations in such relationships and previous research supports such contentions (Ellram, 1991) (Saxton, 1997). It can be inferred from this that the particular degree of closeness in a relationship provides the necessary insight to explore such relationships although the degree of closeness is not absolute; Relationships based on the partnership mod el alone cannot attempt to explain the supplier side of relationships fully although this is universally assumed as such (Goffin, 2006). A large amount of material exists on the value of close customer and supplier relationships although this is not relevant to the issue at hand. Instead this text will focus more on why such close relationships are not performing as desired or expected using three different approaches. These approaches include: assessing the appropriateness of close relationships between customers and suppliers; creation of and sustainability of close relationships between customers and suppliers; contextual nature of close relationships between customers and suppliers. 1. Appropriateness The majority of literature on relationships between suppliers and customers has implied that close relationships are desirable though such literature has failed to provide due consideration to any contextual causes or to the effectiveness of such relationships. As an example a larg e amount of literature has concentrated on implying that manufacturers and their suppliers should have close relationships and have indicated that these relationships have evolved into partnerships over the last two decades. However such literature has failed to account for a few transactional relationships that not only exist but are also desirable. Similarly there has been talk of evolution of such relations

Organizational Design, Culture, and Adaptation Essay

Organizational Design, Culture, and Adaptation - Essay Example This meant that there were less bureaucratic loopholes and more room for productivity to come about within the hospital settings. The patient-centric aspect is being documented through different programs and steps which are taken on every now and then, as well as in a consistent fashion. This has been the basis of finding out where shortcomings are taking place and what best measures are being done to avoid them from coming up in the first place (Tang, 2002). This healthcare manager is therefore doing his levels best to ensure that the hospital facility remains at par with the best hospitals in town and showcases its true mettle to the general public at all times. He has kept a close eye on the internal and external factors which are under his influence so that the hospital facility has a very sound structure in place. This is the basis of knowing exactly where internal level issues are plaguing the hospital and how external factors play significant roles as well. 2. What internal an d external factors were considered in the transformation? The internal factors that were considered during the restructuring and reengineering were mostly comprised of the attitudes that the employees had on a day to day basis. The external factors were mostly to do with the patients, who were essentially the customers for the sake of the hospital facility. ... The external factors were given similar importance because the patients are the basis of any hospital’s long term success. If they are contented, then this means that the healthcare facility is doing well but if these are not, and as the healthcare manager suggests, then there is much to learn on the part of all and sundry. This outlines how well the hospital facility has been able to rein in commitment towards its transformation. 3. What were the barriers or obstacles were encountered (e.g. internal politics, economics, resource limitations, time constraints, etc.) The healthcare manager faced quite a few obstacles and barriers in the beginning when the restructuring and reengineering aspects were outlined in essence. This meant that he needed to face them, analyze them and turn them in his own favor with the passage of time. There were attitudinal problems that the healthcare manager talked about with the internal domains not being beefed up properly. This meant that the pre mise of change was not such a welcoming one within the internal publics. They did not want to alter their working standards and hence this posed as a serious challenge towards the healthcare facility. Moreover, there were economic issues which haunt this healthcare manager as well. This meant that he needed to restructure and reengineer everything within a fixed budget. The internal politics also came about because the employees had a habit of speaking behind one’s back that had a very negative effect as far as the organizational design, culture and adaptation issues were concerned. 4. What is the potential impact on the program of technology, legislation, etc. on the services provided on the program? The potential impact on the program with regards to technology,

Residual RFIDs - are these a threat Essay Example | Topics and Well Written Essays - 250 words

Residual RFIDs - are these a threat - Essay Example This information has adverse threats on the person that buy the products containing these tags because the information can be used to cause harm to them when it lands in wrong hands (Cazier, Wilson and Medlin 2007). Some of these threats are outlined below. The RFID tags can be used by non-authorized personnel to track and retrieve personal information of people without their knowledge using objects containing these tags. The assessment of their belonging may lead to access to these belongings without the consent of the owner (Spiekermann and Ziekow 2005). The use of mining of data can help acquire information from RFID tags. This information can be used to retrieve and identify the social links that exist between people. This information can be used by security agents to track criminals, but it can also be used by criminal to cause harm to the people (Spiekermann and Ziekow 2005). RFID tags can also cause technology paternalism. This is the fear in people who have objects that contain these tags over the lack of control of machines’ action that cannot be overridden. This can cause punishment to owners of these objects thus intruding on the peoples live. RFID residual tags have their benefits, but the presence of threats on the lives of consumers cannot be overruled. Addressing these threats will ensure that consumers are comfortable buying products containing these tags (Gao, Xiang,Wang, Shen, Huang and Song 2004). Gao, X., Z. Xiang, H. Wang, J. Shen, J. Huang, and S. Song. (2004). â€Å"An Approach to Security and Privacy of RFID System for Supply Chain,† Proceedings of the Conference on IEEE International, September 2004, pp.

Trust and Customer Service Performance 312 wk 6 forum Assignment

Trust and Customer Service Performance 312 wk 6 forum - Assignment Example Reliability-based trust is based in the company’s discernments of a prospective partner’s real behavior and operating performance. It engrosses a notion that a partner is disposed to execute and capable of acting as promised. Efforts to create collaborative associations fail when supply chain partners cannot rely on their performance as promised. In simple terms, an organization that is alleged to be unable to act as guaranteed will be perceived as unreliable and thus not fit for the trust in the association. On the other hand, character-based trust is grounded on a company’s culture, philosophy and leadership. Principally, it originates from discernments that supply chain partners are interested in each other’s wellbeing and not work without putting into account the effect of their actions on the other partner. Character-based trust is critical in collaborative relationships because the partners in the relationship act in confidence that the other party will deliver up to anticipations because of the developed character of the association. In this case, the partners in a relationship do not feel susceptible to the deeds of one another. Needless to say, the partners believe that each will safeguard the other’s interest. For example, a manufacturer who shares ideas on new product launches with a merchant trusts that he or she will not give the idea to a

Residual RFIDs - are these a threat Essay Example | Topics and Well Written Essays - 250 words

Residual RFIDs - are these a threat - Essay Example This information has adverse threats on the person that buy the products containing these tags because the information can be used to cause harm to them when it lands in wrong hands (Cazier, Wilson and Medlin 2007). Some of these threats are outlined below. The RFID tags can be used by non-authorized personnel to track and retrieve personal information of people without their knowledge using objects containing these tags. The assessment of their belonging may lead to access to these belongings without the consent of the owner (Spiekermann and Ziekow 2005). The use of mining of data can help acquire information from RFID tags. This information can be used to retrieve and identify the social links that exist between people. This information can be used by security agents to track criminals, but it can also be used by criminal to cause harm to the people (Spiekermann and Ziekow 2005). RFID tags can also cause technology paternalism. This is the fear in people who have objects that contain these tags over the lack of control of machines’ action that cannot be overridden. This can cause punishment to owners of these objects thus intruding on the peoples live. RFID residual tags have their benefits, but the presence of threats on the lives of consumers cannot be overruled. Addressing these threats will ensure that consumers are comfortable buying products containing these tags (Gao, Xiang,Wang, Shen, Huang and Song 2004). Gao, X., Z. Xiang, H. Wang, J. Shen, J. Huang, and S. Song. (2004). â€Å"An Approach to Security and Privacy of RFID System for Supply Chain,† Proceedings of the Conference on IEEE International, September 2004, pp.

Carol Gilligan and Difference Feminism Research Paper

Carol Gilligan and Difference Feminism - Research Paper Example Psychological Theory and Women’s Development,† Gilligan makes a forceful dispute that psychology has scientifically rejected women in attempting to answer questions about how human beings make moral judgments, and claims the pre-existence and significance of different voices which involve feminine, relationship, and emotional-oriented in moral reasoning. In the book, Gilligan (11-35) provides an immediate sensation that is embraced by the newly developed studies on women. The moral psychology as explained in the book straddles both philosophy and psychology by evaluating human’s approaches to ethical dilemmas. Whilst ethical reasoning is a generic human skill, psychologists assume that women and men differ. They provide assumptions that reign well for many centuries. In her book, Gilligan provides many and major arguments. The most important involves human puzzle in the moral dilemma of the ethics of justice and ethics of care (Gilligan 99-100). Gilligan shows muc h care while writing moral orientation, which is not aligned with gender but on the empirical relationship between different voices and women. Gilligan (100-114) argues that men make decisions regarding personal rights, and through such views, Gilligan argues that women are responsible for other individuals. Because of such imprinting and improvable notions, Gilligan draws women view in terms of connectedness, whereas men are viewed with regards to separation. As such, Gilligan seeks to elevate the status of such connectedness where she focuses on several studies performed by her colleagues (Gilligan and Richards 77-90). Carol’s works emphasize on sex differences in moral reasoning. It also focuses on the violence perspective, the resolution of sexual conflicts, and the abortion decisions (Gilligan 411-417). These factors create greater challenges through the introduction of feminist perspective with respect to moral development.  

Same Artist, Different Pictures Essay Example for Free

Same Artist, Different Pictures Essay The way artists can look at a scene in many different lights is very similar to what Earle Birney did when he wrote January Morning/Downtown Vancouver and Vancouver Lights. An artist can paint a picture of a given setting and then come back and paint a totally different painting of the same subject. The two poems share similarities but where the description of January Morning/Downtown Vancouver ends, the theme for Vancouver Lights begins. The two poems based on the same setting create entirely different ideas in the readers mind. Evidently, Birneys poems both contain very powerful descriptions, but the two descriptions have different effects on the reader. January Morning/Downtown Vancouver beautifully describes exactly the title of the poem. However, the poem missing meat or substance, does not require the reader to analyze it in any way. In contrast, the first paragraph of Vancouver Lights is also a description, but this only sets the tone and allows the reader to get a feeling of the poems future. For example, when Birney says, to look on this quilt of lamp is a troubling delight( Earle Birney, January Morning/Downtown Vancouver ) implies a hidden meaning where as, The streets wait outside / chained to their hydrants( Earle Birney, Vancouver Lights) only describes. Although the poems are written about the same city, the descriptions Birney writes differ and imply different meanings. Similarities in the two poems are hard to find because they both have different agendas. The immediate understanding of January Morning/Downtown Vancouver completely contrasts the intense thought process required to fully understand Vancouver lights. Birneys wants the reader to think about mankinds insignificance and that mankind can create and destroy itself in Vancouver Lights where as January Morning/Downtown Vancouver needs little analyses, therefore extracting the theme appears difficult because of its simplicity. When Birney writes, These Rays were ours / we made and unmade them Not the shudder of continents / doused us the moons passion nor the crash of comets ( Earle Birney, Vancouver Lights) he acknowledges the fact that mankind are creators and destroyers, but in January Morning/Downtown Vancouver the reader can not find a phrase that has a  deeper meaning. Also, Vancouver Lights has numerous references to ancient symbols such as: Phoebus, Nubian, Prometheus, Nebulae and Aldebaran. This puts Vancouver Lights on a different level from January Morning/Downtown Vancouver because it requires the reader to have some pre-conceived knowledge to understand the theme and meaning of the poem. The simplicity in January Morning/Downtown Vancouver and complexity of Vancouver Lights makes similarities of the two difficult to uncover, yet the reader can see a direct link between the two because of the setting. These two poems paint completely contrasting pictures because January Morning/Downtown Vancouver only describes while Vancouver Lights requires previous knowledge and in-depth thinking to unlock the theme. The simplicity of January Morning/Downtown Vancouver creates detailed images but Birney leaves little to the readers imagination. On the other hand, Vancouver Lights about the same setting, forces the reader to think and discover the theme on their own. Like an artist can paint different pictures of the same subject, Birney accomplishes this in his poems, January Morning/Downtown Vancouver and Vancouver Lights

Human Resource Management of HM

Human Resource Management of HM This is a case study on HM, from a Strategic Human Resource Management perspective, based on publicly available details of HM, which has been analyzed and presented within the context of the perspective. This case study was prepared to meet the requirements of an academic exercise. HM was established in Vasteras, Sweden in 1947 by Erling Persson. HM sell clothes and cosmetics in around 2,000 stores around the world operates in 37 countries and has 76,000 employees all working to the same philosophy: to bring you fashion and quality at the best price. HM is a hugely successful multinational company. The success of HM is primarily based on the business model of entire design being done internally and centrally, manufacturing totally outsourced, but quality ensured and local retailing with hired places, local staff and local shop managers empowered to take decisions. The success, business growth and expansion plans were possible because HM have formatted their HR strategy in line with the corporate strategy. As evident from their Annual Report (2008), when they expand into new markets they do not lose sight of their core values. They have succeeded to manage all components of HRM effectively to ensure that core values are upheld in all parts, regardless of country and cultural differences. Their strategic and coherent approach in recognizing that the organizations most valued assets are the people working there, INTRODUCTION COMPANY STRATEGY: Hennes Mauritz (HM) was established in Vasteras, Sweden in 1947 by Erling Persson. HM offers fashion and quality at the best price and offers fashion for women, men, teenagers and children. The collections are created centrally by around 100 in-house designers together with buyers and pattern makers. HM also sells own-brand cosmetics, accessories and footwear. The stores are refreshed daily with new fashion items. In Sweden, Norway, Denmark, Finland, the Netherlands, Germany and Austria HM offers fashion by Internet and catalogue sales. HM does not own any factories, but instead buys its goods from around 700 independent suppliers, primarily in Asia and Europe. HM has about 16 production offices around the world, mainly in Asia and Europe. The turnover in 2009 was SEK 118,697 million. HM primarily operates in Europe, North America and Asia, and have around 2,000 stores spread over in 37 countries. The company is headquartered in Stockholm, Sweden. HM has grown significantly since it s beginnings in 1947 and at the end of the financial year had around 76,000 employees. The average number of employees in the Group, converted to fulltime positions, was 53,476 (53,430), of which 4,874 (4,924) are employed in Sweden. Around 79 percent of the employees were women and 21 percent were men. Women held 77 percent of the positions of responsibility within the company, such as store managers and country managers (AR2 2009). HMs strategy is to offer fashion and quality at the best price. HMs annual report (AR1 2009) emphasizes that quality relates to both. HMs products exceeding customer expectations, and also customers being satisfied with the company itself. The report states Taking responsibility for how our operations affect people and the environment is also an essential prerequisite for HMs continued profitability and growth. HM is driven by strong values such as commercial mindset, simplicity, constant improvement, cost consciousness and entrepreneurship states in annual report (2009:13). The World of HM (HM 2010) Long-term strategic plan goals of HM HM which is in the fashion retail industry. HM has stores in 37 different countries and employs over 76,000 people. The business concept of HM is very clear. It is offering to clients qualitative fashion clothing for low price. The company has its own team of designers, its own interior designer team, its own production factories, production partners and team for purchasing other brands production. It usually stock up HM cosmetics supply, making sure that those products will be cheaper than in other stores. Long term objectives are strategic plans company make for future five years. These objectives are set in seven key areas- productivity, profitability, competition, employee development, employee relations, technological leadership and public responsibility and show were company wants to be when they are achieved. Long term objectives have to be motivating, flexible, measurable, suitable, understandable, realistic and acceptable by employees. Three main strategic goals for HM for the next five years would be linked with profitability, competition and technological leadership. HM has reported a rise in sales and profits and sales for the three months to 31 August. Net profit for the third quarter of 2009 rose 4.1% to 3.46bn Swedish crowns from 3.33bn crowns last year. Sales, excluding sales tax, increased by 13% to 23.6bn crowns. So first LTO is to maintain financial stability HM has achieved. HM plans to increase sales revenues by 20% and earnings per share by 30% till 2015. Secondly as main strategy of HM is expansion, LTO in competition is to increase number of stores by 10% to 15% every year. Today HM has as 1840 stores up from 1618 at the same time last year. New stores will be open in the cities HM already has stores and also in completely new markets. In the Annual Report (2008:7), HM, CEO Rolf Ericsson states that the long term goal is to Make fashion available to everyone, give the customer a fashion experience that strengthens HM brand. They also state the goal of a 10-15% increase in the number of stores every year, which would be funded internally (2009). The aim to increase sales in existing stores, while focusing on quality and continued high profitability. How does HM want to get there? To execute its strategy HM focuses on 3 main aspects of its business concept in the annual report of 2009. Price, which is controlled by limiting the number of middlemen, buying in large volumes, relying on its in-depth, extensive expertise within the design, fashion, and textile industries, buying the right merchandise from the right production markets, being cost-conscious at all levels and maintaining effective distribution procedures. Design: Products are designed in-house and production is completely outsourced. Quality: Central emphasis on quality with extensive testing and ensuring least environment damage. Merger and Acquisitions: Acquisitions (like FaBric Scandinavian, the Swedish design company), and Design Collaborations (collaboration with Mathew Williamson) are adopted. SWOT Analysis (S)trengths One of the main reasons for HMs popularity is because of its trendy items for such a low price. This store offers quality clothing at department store prices which is rare for many retailers today. Strength for this company is their overall delivery time. It only takes 12 weeks to get an item from the design to its retail state which is very impressive for a worldwide, low price retailer. The average for retailers is usually about 6 months which is double the time that HM uses. They also manage to keep the stores brands fresh with guest designers coming in for different lines in the store. Some of these have been Madonna and Robert Cavalli. They also keep the prices affordable by using very few middlemen and buy large volumes cost consciously. But with these strengths come weaknesses as well. (W)eaknesses One of the strengths I mentioned above can also be a weakness for this company. Buying large volumes means that there is no real guarantee that all the items will be sold. This means that theyre already low prices may have to be lowered in order to make room for the next collection. This means that if these items are not sold in time, then the company will have to pay more for extra storage for the items not sold. Another weakness could be its wide range of customers this brand provides for. The range is for men between the ages of 18-45. This is not including the childrens clothing and maternity wear and the huge wide range of different styles they provide depending on what store you go into. This can be difficult to manage especially in a vertical company because there is no real focus on a target customer and gets more expensive to provide machinery for all these different groups of people. But with these huge leaps there are many opportunities for this company flour ish. (O)pportunities One good opportunity would be for HM is to have matching clothes for mothers and children. I think this would be a good opportunity because there are also maternity wear and childrens clothes and I think that it would appeal to a larger crowd. They would like to dress their children like them in the same styles. (T)hreats since HM is a brand that is very unique it has very few threats as far as retail chains go. One of these stores would have to be the clothing chain called ZARA. This is a store that also has fairly reasonable prices but is most famous for its rapid delivery time. It only takes two weeks for the design to make it into retail stores. Even with HMs time which is 50% faster than most retailers, cannot even compete with that time. The second threat to HM is Gap just because of their quality at reasonable prices and their wide range of people they reach as well with their vertical company as well. There is a market for babies as well as men and women Human Resources HMs corporate strategy is to expand on a continuing basis, and as a consequence, employee strength also increases continuously. The growth target is 10-15 percent new stores each year, which means that 6,000 -7,000 new jobs each year. Their staff is spread across approximately 37 countries and come from different cultural backgrounds. Their strategy is to recruit locally whenever a new store opens as stated in the annual report (2008). The main area for which HM may have clearly articulated policies are listed below. The policy areas are based on the categorization by Armstrong (2006). Overall Policy and Values: HMs website indicates that their objective is to be a good employer, including in those countries whose laws and regulations fall short of their own requirements. To quote the Head of HR In order to meet peoples expectations of HM as an attractive employer, the company develops global guide lines on diversity, equal rights and against discrimination (AR1 2008).At HM, HR activities are guided by a fundamental respect for the individual. This applies to every aspect from fair wages, working hours and freedom of association to the opportunity for growth and development within the company. This also indicates that the company has specific policies for areas such as Equal opportunity, Managing diversity, and Employee development, Health and Safety, among others. Employee Relations and Voice: HM has an open door policy granting all employees the right and the opportunity to discuss any work-related issue directly with management (AR1 2008). They also support their employees right and ability to organize and to decide who should represent them in the workplace (AR1 2008). HM has positive experience of open and constructive dialogue with the trade unions and they welcome such relations wherever they operate. They consider such cooperation to be essential if they are to become even better. Examples of collaboration on staffing issues include their agreement with UNI (Union Network International) and the work they do with the EWC (European Works Council). Promotion: In the annual report of HM (2008:34) the Head of HR quoted Internal recruitment and job rotation enable the company to grow quickly. This statement indicates that HM has policies related to promotion. Employee Development: To quote Mr. Par Darj, Head of HR at HM I tell employees, if you do not grow neither will HM (AR1 2008:34). This indicates that policies exist for this area. Rewards: According to the annual report (2008) HM focuses on rewarding people by providing more opportunities and responsibilities, and not through a promotions and job titles. This indicates that HM has policies for this area. Other areas with clearly defined policies might exist, but these are not evident from available sources. Organization Behaviour and Structure Structure: Corporate management is based at HMs head office in Stockholm. Stockholm is also where the main departments for design and buying, finance, accounts, expansion, interior design and display, advertising, communications, IR, HR, logistics, security, IT and CSR and environment are located. HM has around 16 country offices that are responsible for the various departments in each sales country. HM also has around 16 production offices which take care of contacts with the approximately 700 independent suppliers that HM works with. There are nine production offices in Europe, eleven in Asia and one in Africa. Behaviour: HM operates in 37 countries and has a work force belonging to these 37 countries because they recruit locally. HMs espoused values are stated to be the foundation for a multinational company in a multi cultural market where great respect is paid to the individual. Interviews with the CEO and Head of HR in the annual report indicate a participative culture where everyone is made to feel like a part of the companys success (AR1 2008:34). Par Darj (Head of HR) stated in the annual report the key word for continual growth is responsibility and commitment. We have committed employees and we are prepared to delegate responsibility at every level. The company encourages what it calls the The HM spirit employees committed to their work and prepared to take on new challenges, common sense, hard work and team spirit are encouraged. All their operations are typified by an essential respect for the individual; including reasonable wages, reasonable hours, and opportunity to grow, and develop within the company (AR1 2008). Quotes from employees about the organizational climate indicate that the values above are values in use. These quotes can be found on the career section and in the annual report of HM. Based on this information; the prevalent culture appears to be primarily task oriented (Schein 1985). Such a culture can support HM HR related strategies and policies (like Open door, job rotation, freedom of association etc.). They also have a significant impact on HR aspects; Recruitment needs to focus on finding candidates with the right fit to the organizational culture irrespective of local culture, facilitating expatriation of experienced staff when new stores are opened, facilitating rewards schemes aligned with organizational culture, enabling HRD that can empower employees to take on new challenges and work in new teams. At HM, a lot of importance is given to personality development and for opportunity for the employees to grow within the organization. Various practices empowering the employees; like a Shop Manger being allowed to take independent decisions, and managing the business like an entrepreneur etc. are designed to increase employee loyalty and commitment to the organization and are great motivators (AR1 2008). The HR strategy for employee motivation; total reward with emphasis on Intrinsic Motivation (Armstrong 2006), has been proven, to be directly related to forming the success of the organization. All their operations are typified by an essential respect for the individual; including reasonable wages, reasonable hours, opportunity to grow and develop within the company (AR1 2008) The prevailing organizational culture at HM encourages team work, supports effective leadership and provides adequate growth opportunity for employees. These HR strategic initiatives in turn make significant co ntributions to the organizational goals of continuing growth and profitability. Organization Culture HMs strong corporate culture the spirit of HM has existed ever since the days of HMs founder, Erling Persson. This strong culture is of great value and is a contributory factor to HMs successes over the years. The spirit of HM: The spirit of HM is based on a number of values that describe in simple terms how we want to work. These are in turn based on our business concept, fashion and quality at the best price. The fundamental values behind the spirit of HM are among other things common sense and own initiative. HM provide room for people to make their own decisions and take responsibility, and co-workers get regular feedback on their performance. An important part of HMs culture is to delegate responsibilities to the stores. Strong commitment and involvement are important, and co-workers are encouraged to take their own initiatives within a defined framework. Creativity and job satisfaction increase when there is a good working environment. Co-workers commitment makes a major contribution to HMs successes. HM believe in the abilities of the individual and encourage co-workers to develop further. Respect for the individual is a fundamental value at HM. This applies to everything from fair pay, reasonable working hours and freedom of association to the opportunity to grow and develop with the company. Job rotation is common at HM. In the stores, for example, duties may vary between the cash desk, fitting rooms, unpacking, display and follow-up of advertising and campaigns. Working in the store provides very important experience and is a way of getting to know HM from its very foundation. Attracting and retaining skilled staff is important for HMs success therefore HM work constantly on skills development and all training is carried out within HM. However, the biggest knowledge gain is made through active learning on the job. Information System HM has employee-scheduling system to improve its use of staff resources and maximise time spent by staff on the shop floor. The Swedish clothing company implemented. 30,000 employees swipe in and out with smartcards at the beginning and end of their shifts. The system reduced administration by recording shifts electronically and helped improve sales by scheduling shifts to coincide with the busiest times in stores. The scheduling application is linked to HMs human resources and payroll systems, which lets the retailer control staff costs more accurately. The Workforce Management application from software supplier Work Place Systems will be hosted at a data centre in Stockholm. Motivation at HM HM is a flat organization, which might give the impression that its hard to move up within HM, the organization is constantly evolving and is growing fast, thus providing more opportunities to its employees. Employees are motivated by providing new challenges; in another department, another role or, another country. HM encourages employees to try many different roles within their organization stated in annual report part 1 and 2 (2008). HM recruitment advertisements indicate possibilities like: working abroad, furthering education and learning new things. Their websites promotes that many in management today, actually started on the shop floor. HM also provides a comprehensive benefits package. HM fulfils employee aspirations by providing opportunities to take more responsibilities. Individual development versus organisational development. HMs annual report (AR1 2008) and website (Careers website), emphasize that working at HM is about commitment, both from the individual and the organization. HMs Head of HR emphasizes that organization can grow only if the individuals grow. HM wont make a career plans for their employees, but will provide them with tools to go as far as they possibly can on their own. This indicates that at HM, individuals are expected to drive their own development, within the framework that the organization provides. The organization appears to facilitate and promote cross-functional and cross-boundary development opportunities for individuals, which is aligned with their own development and growth strategies. To quote PÃ ¤r Darj, (Head of HR), We have committed employees and we are prepared to delegate responsibility at every level. I tell employees, if you do not grow neither will HM, (AR1 2008:34). This indicates that HM treats individual development and organizational development as tightly linked areas. Selection Recruitment The HR strategy, which is closely aligned with the organizational strategy to achieve continuing growth and profitability, envisages recruitment of people every year to run the new stores scheduled to be opened. For example, as per their Annual report (AR1 2008), about 6000 7000 employees are to be recruited during this financial year, to meet the requirements of the 225 new stores being opened worldwide. The planning and recruitment is based on the HR policy to recruit locally when a new store is opened. Future employees are evaluated and chosen according to certain criteria practiced by HM and based on the companys culture. They look for people with personality who can perform well within the culture, growth and motivational framework provided at HM. Par Darj, Head of HR stated, At HM, great grades and all the university credits in the world are no guarantee of a job or a fast-track career. Of course, we do welcome those things, but what we are really looking for, more than anything, is people with the right personality. This is based on the belief that one can always gather skills as you go along, but personality and attitude cant be taught. Either youve got it or you dont. One of the most important things we look for is drive (AR1 2008). HM values personal qualities much more than formal qualifications. Since HM is a fast company and the tempo is always high, they need employees who are self-driven and capable of well direct communication. Hence HM recruits people who like responsibility and decision-making also it indicates that a love of fashion combined with a focus on sales is perceived as an adva ntage. These appear to form the basis for HMs recruitment requirements (and person specifications), programmes and drive its selection processes. At HM selection interview approach is usually face to face and mostly structured situational based According to Armstrong (2006) In a situational based interview the focus in on a number of situation or incidents in which behaviour can be regarded as being particularly suggestive of succeeding performance. This is followed by panel interviews and aptitude/work sample tests. It appears that candidates are filtered at each stage of the process in HM. Sources of candidates: Internal Recruitment: This is their first choice for a new job opening. External recruitment is considered only if no internal options are available. External recruitment: Potential recruits (minimum age is 16 years) are encouraged to apply directly to the local store, from the careers website. HM does not offer summer jobs or work experience placements. Buying is centralized in Stockholm, and so is the recruitment for the same. HM recruits locally to its new stores (AR1 2008). Organisational learning and management development in HM. The average numbers of training days per employee in 2008 are, 10 for new sales staff, 1 for existing sales staff and 5 for existing management positions. HM usually conducts all training in-house (classroom, stores and one to one), written and produced by HM staff. External training has been considered for some areas like buying. E-learning has also been initiated for a few subjects (AR 2008). However, indications are that HM today focuses more on on-the-job, just- in time, hands on learning. For example, when they opened their first HM store in Japan, locally recruited employees were sent to Norway and Germany for gaining experience in existing operations. Also, during the sales intensive opening phase of a new store, colleagues from other countries are brought in temporarily (AR 2008). The head of HR quoted in annual report (2008:34) As an employee of HM, you can be an entrepreneur and you will be given responsibility early on. HM claims to provide structured opportunities for on-the-job, hands on and work place based training. To summarize, it appears that HM focuses on experiential Self-directed learning today as defined by Armstrong (2006), however, they are moving towards incorporating a blended approach with including simulation and e-learning. Ensuring Learning and Development opportunities for its employees is an integral part of the HR strategy at HM (AR1 2008), and these essential ingredients contribute significantly to the success of the organization. Human Resource Development is a continuing process at HM, the new recruits being sent to already existing shops for gaining valuable experience, experienced employees being brought to new shops to support the new local recruits during the intensive opening period activity etc. This is critical to the process of organizational learning and helps them climb the learning curve faster. Keeping employees highly motivated is essential to the success of HM, due to the nature of its business of dealing in high fashion consumer goods. The various concepts that can be adopted to increase performance (like job satisfaction as a reward management tool) are very effectively employed and as the employees themselves state, they are happy to be there and every day is a challenge (AR1 200 9). Expectancy Theory, which states that if individuals feel that the outcome of learning is likely to benefit them, they will be more inclined to prove it (Armstrong 2006) has been proven on the shop floors of HM. The HR practice of giving responsibility to the employees early on in their career, treating them as entrepreneurs rather than just employees is a definite and positive step towards their development. Considering the employees as capable of shaping its results and improving it in big and small ways and is key to HMs approach to learning and development. Reward Management The reward management process of HM and its potential influence on human resource management. HMs careers website indicates that the company offers a comprehensive benefits package, which includes staff discounts, incentive bonuses, company sick pay, private health care a pension scheme. Share options are not provided. The head of HR, indicates that they do not consider titles and pay structures as motivational tools. Opportunities to fulfil an employees aspirations by wanting more responsibility, as a means of getting on with in the organization quickly, are provided. Apart from these, as stated by different categories of employees on the careers site and the annual report, the main reward is the job satisfaction they derive. Thus, HM appears to provide a total reward framework, with greater emphasis on relational rewards even though transactional rewards are provided (Armstrong 2006). HMs reward management is consistent with other HR areas, including organizational culture, recruitment/selection etc. and is also in sync with the overall HR strategy of open doors, job rotation etc. which is essential to fulfil HMs strategy of fast growth. HM has implemented the concept of Total Reward Management very successfully. Apart from the financial compensation, job satisfaction as a reward has motivated the employees to perform and contribute their maximum to ensure customer satisfaction and business success through increased sales. This is evident in the statements by the employees from various levels on the HM website. As a stated policy, there is more emphasis on personality development through delegated authority in the decision making process and greater autonomy to local elements of the organizational structure. Being a multinational company with employees of different cultures, this decentralized decision making process and empowerment of employees have proven direct impact on the success of HM (AR1 2008) Various techniques associated with basic motivation have been given more importance and priority than the extrinsic aspects. Work environment related parameters like leadership, employee voice, recognition, achievement etc. have been built in to the HR policy and practiced to leverage the critical business goals of continuing growth and increased profitability. Performance Management HM has adopted a strategic and integrated approach to achieve organizational success through improved performance of its employees. HM employees have been told that the growth of the employees and the organization are closely linked (AR1 2008). The practice of Shop Managers going through a process of reviewing that days business with their subordinates on a daily basis is part of the performance management activity. This underlines the fact that HM has recognized the importance of such a practice, and built in that process by which managers and their subordinates work together, agree on what needs to be done and how it is done. They are able to plan, prioritize and develop their sales team in a customer-focused environment (AR1 2008). At HM a shop manager is in charge of the daily running of the store like running their own business. The HR strategy of delegating authority for managing the shops activities is a key factor contributing to the success of the organization. Managing Diversity in teams and groups HM is expanding its business to open new shops in countries where they are currently not present. By their HR policy and procedures, when a new shop is opened the staff recruited locally. They also have the practice of job rotation and movement of employees from one location to another based on internal recruitment (promotions). This brings together people of different cultural back grounds together in the same team, and successfully managing such a team is crucial to the success of the organization. The HR strategy is, not to have very rigid procedures, and the corporate culture of respect to the individual. As stated in their Annual Report (AR1 2008), the HR strategy ensure the following: 1. In order to meet peoples expectations of HM as an attractive employer, company develops global guide lines on diversity, equal rights and against discrimination. 2. HMs objective is to be a good employer, including in those countries whose laws and regulations fall short of their own requirements. The whole of their activity is shaped by a fundamental respect for the individual. This applies to every aspect from fair wages, working hours and freedom of association to the opportunity for growth and development within the company (AR1, 2008). 3. HM has positive experience of open and constructive dialogue with the trade unions and they welcome such relations wherever they operate. They consider that cooperation is essential if they are to become even better. Examples of collaboration on staffing issues include their agreement with UNI (Union Network International) and the work they do with the EWC (European Works Council). (AR 2008) HMs success in executing their strategy of continuous international growth and expansion, while maintaining its Swedish organizational culture, indicates that its HR practices have contributed to the successful management of diversity in teams and groups. Recommendations Conclusion Issue and challenge at HM could be: nurturing and maintaining a balanced relationship with employees. Line managers may need good awareness of their reporters aspirations, to enable motivation by providing responsibilities and opportunities al

Mountain Dew Essay -- Soft Drinks Soda Essays

Mountain Dew It's cool and refreshing. It's satisfying and invigorating. It's Mountain Dew. But it's not just regular pop. It's a lifesaver that keeps many college students alert during strenuous moments in their college life. Mountain Dew is a favorite of many students on the GC campus because it is relatively cheap to purchase and not difficult to come across. This power drink can be found in the cafeteria, at the Leaf Raker, and in many of the vending machines on campus. Students can get free refills at the cafeteria and may purchase this drink for 99 cents at the Leaf Raker and $1 from vending machines. It comes in cans and in plastic bottles of various sizes. One can buy it in bulk from places like Wal-Mart and other supermarkets. Why do students prefer this suspicious-looking, yellow-colored beverage to other popular drinks like Coca Cola or Pepsi? Many students say they like it because it tastes good and keeps them awake. They find this extremely sweet and caffeine-packed solution appealing and refreshing to taste. Senior Zach Bougner said he likes the citrus taste of Mountain Dew. "I used to drink a can every day before school in high school," said Bougner. "I drove with my left hand and drank with my right." Mountain Dew has the highest caffeine content of all the other pops. While Coca Cola has 45.6 mg of caffeine per 12 oz and Pepsi has only 37.2 mg of caffeine per 12 oz, Mountain Dew contains 55 mg of caffeine per 12 oz. If you are a student who is accustomed to staying up 48 hours straight while battling to block out the enticing call from your bed, this beverage is the way to go. Not only is it high in caffeine, it is also highly concentrated with sugar and other carbohydrates. A sin... ...of hours at a time. What alternatives do people have to stay awake? Should Mountain Dew even be an option? Foster feels it is okay to drink it. "People get addicted to coffee as with Mountain Dew," he said. "For something that isn't as life-hampering [as drug addiction, for instance], I don't think it's that big a deal." He feels there should not be restrictions, except for kids because they are already energetic. On the other hand, Foster says his caffeine tolerance is so high that nothing can really help him stay awake. "It's my own motivation, my own drive, that keeps me awake," he said. Perhaps other students can learn from Foster. Depending on Mountain Dew or other caffeinated beverages may not always be advisable. Sometimes they work and at other times they don't. There comes a time when people just have to make "dew" with what they've got.

The Causes of Altruism Essay -- Psychology

How do humans actually behave when faced with the decision to help others? The innate desire that compels humans to help is called altruism by psychologists. Through this feeling, humans transform from a selfish jerk to a more compassionate and caring person. Some psychologists believe that this feeling stems from nature itself. Despite the fact that some altruistic acts originate from the pressures of society, altruism predominantly comes from the survival of the fittest, the feeling of empathy, and the selfish desire to benefit your own kin. Before a case can be made for the causes of altruism, altruism itself must first be defined. Most leading psychologists agree that the definition of altruism is â€Å"a motivational state with the ultimate goal of increasing another’s welfare.† (Batson, 1981). The only way for a person to be truly altruistic is if their intent is to help the community before themselves. However, the only thing humans can see is the actions themselves, and so, selfish intent may seem the same as altruistic intent. Alas, the only way that altruism can be judged is if the intent is obvious. Through that, we must conclude that only certain intents can be defined as altruistic, and as intent stemming from nature benefits the group while other intent benefits yourself, only actions caused by nature are truly altruistic. Some psychologists believe that altruism stems from evolution, or the survival of the fittest. They point to examples where ants will willingly bury themselves to seal the anthill from foreign attacks, or the honeybee’s sting. That sting rips out the honeybee’s own internal organs, and has been described as â€Å"instruments of altruistic self-sacrifice. Although the individual dies, the bee’... ...ence for Altruism: Toward a Pluralism of Prosocial Motives.† Psychological Inquiry 2.2 (1991): 107-122. Web. 5.Feb. 2012. Dach-Gruschow, Karl Otto. Peace on Earth and Goodwill Toward Men: Altruism of Long Term Volunteers Diss. University of Illinois at Urbana-Chamaign, 2011. Print. Gintis, Herbert, Samuel Bowles, Robert Boyd, and Ermst Fehr. â€Å"Explaining Altruistic Behavior in Humans.† Evolution and Human Behavior 24 (2003): 153-172. Web. 5 Feb. 2012 Nunney, Len. â€Å"Group Selection, Altruism, and Structured-Deme Models.† The American Naturalist 126.2 (1985): 212-230. Web. 10 Feb. 2012. Rushton, J. Philippe. â€Å"Is Altruism Innate?† Psychological Inquiry 2.2 (1991): 141-143. Web. 5 Feb. 2012. Thomas, George and C. Daniel Batson. â€Å"Effect of Helping Under Normative Pressure on Self-Perceived Altruism.† Social Psychology Quarterly 44.2 (1981): 127-131. Web. 5 Feb. 2012

Nursery Nurse

Explain different transitions children and young people may experience from 0-19 years and how adults can support them through them. Babies weaning – young children may not like their new routine, such as different sleep patterns, different foods, not as much milk, Children may begin to have disturbed sleep patterns, be more irritable whilst awake and less motivated to try new foods. Its good through this stage of their transitions that the parents remain calm and keep a soft voice at all times to prevent the child from getting distressed.To help the child with sleep patterns, play calm soothing music, make it a calm environment (classical music helps) and a dark room. To help them with different foods, try encouraging them with making sounds like ‘mmm’ and ‘yummy’ you can also try some of their food and make smiley faces to indicate that it’s nice to eat. Crawling to walking- when a child starts to walk, they can become distressed that they ar en’t getting to where they want to, parents can help this with holding their hands to gain balance. hen their baby is starting to walk, parents should make the environment safe and secure Potty training- The reassurance that nappies offer can be enormous for both child and parent, for some children it is more difficult recognising the signs of needing the toilet. Supportive relationships understand that when their child has an accident, they are to show that it's okay. That they can be cleaned up, everyone moves on and reassurance is given for trying again the next time.Starting Nursery- When children don’t want to leave parents or are feeling unwell, separation can be a very upsetting for them. Starting nursery can be daunting for children. Supportive relationships help children through this potentially difficult time by reassuring the child that it's ok to be upset at leaving their parent/carer, you know how much they love them, that you also have fun activities plan ned and would they like to join you. Supporting this transition is for the child's independence, their ability to deal with times of separation.Going up a year in primary school- can be scary for some children, having a new class room with new children, new teacher and a different environment. Supporting children across the school by adults making themselves known to children. Personalities, attitude and approach will reassure the children on the type of support they could expect. Starting secondary school- starting secondary school is a completely different emotion to starting primary school, secondary school is a lot igger, full of bigger and older children, this can be distressing for new children and year 7s who have just started. Making a positive attitude to starting their new school is the best thing a parent can do, encourage them to start clubs to make friends and feel more comfortable in their environment. Teachers could help as well by keeping a close eye on the children, helping them to be confident, getting them the join in on group activities. Puberty- can be a horrible experience for children both girls and boys especially for those who start earlier than others.Parents and carers should help to make understand that what happens and goes on in puberty is perfectly normal and that everyone at some stage will go through the same, teachers could help make children more aware by teaching the class all about puberty, so when the time happens they’ll know what to do. Bereavements- is a sad time in a family’s household, it’s an extremely emotional stage in peoples life, children may be upset as they would of lost someone they had loved and to see their family upset is also a hard thing to see.Parents and carers can help their children to realise that death is a part of life even if it is sad and upsetting to go through. Moving house- is a big part in a child’s life, sometimes it can lead to moving schools as well, which is d ouble as hard as it should have been, moving home is not nice to go through as children get attached easily, also they would remember all the memories they’ve had their, whereas others may want to leave their house to a new one.Parents can help by letting them know that they will make new friends and that they are going to love their new home just as much as their old one. New baby- having a new baby can be extremely hard to deal with, the child may feel left out and neglected if their parents aren’t spending enough time with them and just with the baby, this can cause problems at school where they become disruptive to gain attention back of their parents. Parents and carers can help deal with this if they make sure that they are spending just as much time with their child as well as the new baby.

Breaking Through Essay

â€Å"Success is not final, failure is not fatal; it’s the courage to continue that counts†(Winston Churchill). Life is dependent on our dreams. If you ever fail along the way to your success, you’ll be tempted to get yourselves right back and continue your journey. Although, if ever found yourself to be successful, would you stop there? Or would you have the courage to continue and set higher goals for yourself? In the book â€Å"Breaking Through† in which Francisco Jimenez is the main character and author, he faces many obstacles. Although, Francisco has encountered multiple obstacles, he has many characteristics, which are being responsible, ambitious and respectful. Francisco has faced many dilemmas in his life, yet they’ve made Francisco a better person at the end of the day. Francisco has countless of characteristics. Although the ones in which stood out the most would be being responsible, ambitious and respectful. Francisco has a large number of characteristics, which make him such an admirable character in the book â€Å"Breaking Through†. The first characteristic that plays a big role in Francisco’s character would be being responsible. Francisco’s dreams are to go to college and have a better future for himself and his family. Although his home situation and him being emigrate from Mexico, struggling with English cause him to face many obstacles before he reaches his goal. Due to his home situation, Francisco learns to be very responsible. One perfect example would be when Roberto and Francisco come back to Bonnetti ranch with out their parents. Roberto and Francisco had to go to school and work and lastly save money to send to their parents back at Mexico. Francisco says, â€Å"The sounds of Papa’s coughing, the rattle of his aspirin bottle, and the rolling of Mama’s twelve-inch lead pipe as she pressed dough to make tortillas were absent.† Francisco says (19) The second characteristic Francisco has would be is being very ambitious with helping his family and his personal goals like attending college. Francisco has always loved learning but English has not always been easy for him to learn. Although Francisco has other responsibilities apart from school he works in the  fields and with Mike Nevel. One example that shows how ambitious Francisco is when he runs for student body president. Regardless of Francisco’s other obligations he was determined to make time for school priorities. â€Å"If I run and win, I’d have to study more in the evenings after work, sleep less, and skip some scho ol dances.† â€Å"Francisco says (140) Lastly, the third characteristic that stood out to me as well is Francisco is very loyal. Francisco and papa have different opinions about the future. Although papa would prefer for Francisco to not leave for college, Francisco always has Papa’s wishes in his heart. Every decision he makes or takes into consideration, Francisco always thinks about how will it affect his family finically or emotionally. One example to this characteristic would be when Francisco is at his second semester of his senior year. When his fellow classmates are sharing their options on what university they might attend. Although not for Francisco, he is positive about Papa not letting him continue his education beyond high school. â€Å"Some were going to the University of California at Santa Barbra or UCLA. Others got into Fresno state but were waiting to hear from Berkeley. I did not share their enthusiasm. I had to stay at home and continue helping my family.† Francisco says (163) In conclusion, although Francisco has many characteristics that are shown in â€Å"Breaking Through† the ones that stood out the most me were being responsible, ambitious, and loyal. Characteristics are what make us a good or bad person at the end of the day. Also, it’s meant for us to show other people are potential in life or other wise.