Immigration, Social Problem

Immigration, A Social problem People believe that immigration is generally a problem to the economy. Resorbing a negative abstract and a source of taking up valuable resources. The government has kept a social problem amongst the economic impact of the immigrants around us. Illegal immigrants, also known as aliens, are still being observed and noticed as racial profiling and being noticed as a minority groups still occur. One of which is the country closest to us, Mexico, whom is believed to start controversy to the US citizens as they are believed to create alliance to the Mexican drug war.Even thought there are still immigrants in this county, there are believes that the number of immigrants coming from Mexico to the United States has sharply declined. America is a country based and built by the immigrants. We are all immigrants in this country but it is true that some immigrants hurt the country but in many ways it was the immigrants that improved United States in the first place. Some immigrants are small business owners whom try to survive and live up to the American Dream.Even if some immigrants build the country there are always people who impact the social structure. Now day’s immigration has become a political factor and not observed as a human being struggling to better him or her selves from the life they used to live, these are citizens not criminals. Much of the perception about immigrants triggered by competition at the job market, and pressure on housing market are due to high numbers of in coming immigrants but not necessarily the immigrant’s government so keenly want to control.The reason why there has been valid and real concern about immigration is because of the unfettered immigration allowed by labor and the obvious failure of their policy's in the inner cities. The aspect of letting fewer immigrants in will be more manageable and easier to integrate, instead of mass immigration creating disenfranchised environment and the imm igrant populations cannot possibly make the most from being in the US at this time of low job resources.Over the year it seems that the number of the immigrants coming to the United States from Mexico has been sharply declined which could be do to the lack of jobs, higher risks of border crossing, low resources more risks and so on. Many factors are probably behind the trend but mostly its being believed that the number one thing is the lack of job in United States. It really shows how bad it has become here when people are leaving and others do not want to immigrate. Also believed that people aren’t immigrating because they can't even afford the gas, food, utilities, rent, mortgages, one in every seven Americans are on welfare.They come here for work, but people here are losing jobs everyday. In the end the solution to immigration has already occurred, which is the lack of jobs. The immigrants only want to provide better future for there children and I really don’t be lieve that we should stop them from coming over. I immigrated to this country for a better future from a country that was in a war for ten years and living in United States has given me a better percentage of survival then if I lived in any other country.

Assumption Used in the Analysis and Completion of Report and Justifications

Premise Used the Analysis and Completion of Report and Justifications Pull offing human resource, order and supplies of resource Pull offing of human resources use to inspect the activities from get downing to the terminal of the building work. So, a good undertaking direction must smartly prosecute the efficient feat of labour. In this subdivision, Numberss of specializer participate, sum of hired workers or employee and name listing will listed out. About workers, we about hire 65 workers and guarantee those workers are legal. Pull offing the human resources is able to do certain the undertaking can run with swimmingly, because if delay occupation in either one subdivision, it will impact the undermentioned activities. So, the continuance to managing of human resources will meet for 1 hebdomad and another 1 hebdomad will supply as to order and supplies the resources, such as edifice stuffs. Why order the edifice stuffs need usage of 1 hebdomad to finish? Because telling a quality of stuffs is an highly of import subdivision in building procedure. The high quality of stuffs will be chosen in full edifice proc edure which to concern about user safety while they are utilizing. So, this subdivision should be pull off decently and to guarantee that we have sufficient clip to obtain the quality and necessary edifice stuffs. Leveling of land and stacking This subdivision ; dimensioning, grading of land and stacking foundation should pull off with decently because it will impact the full building procedure. We had measured good about the size of land we needed before the building commence. After that, we will get down leveling the land after the size of land is confirmed. After completion of those, so began stacking foundation. A foundation is need to back up the weight of whole edifice. So, a proper foundation work is indispensable to guarantee that the base construction is stable, strong and able to defy all of the burden. This full subdivision have entire 30 workers will delegate to this occupation and will be taken entire 6 hebdomads to finish and it including issue that delay the work such as errors in dirt study, bad conditions conditions and others. Drain system The drainage system besides need to pull off with decently because it may do all kinds of jobs to develop. For illustration, pipes to barricade, it may do the toilet’s drainage is non smooth, the H2O will go ponding, which is H2O that’s non traveling off and it will do people incommodiousness. So, this subdivision must be managed with decently and to guarantee that job will non go on. In this subdivision, there are entire 20 workers and 4 hebdomads will be taken to finish it. Footing and columns four of floor block After finish grading of land, stacking and drainage system’s subdivision, so will get down of terms and columns four of floor block. Footing are the parts of of import subdivision in building phase. Normally, they are reinforced with concrete and rebar has been poured to unearth trenches. After that, workers should detect the concrete has no snap when the concrete wholly dry. In this procedure, it is necessitate a long clip to allow the concrete prohibitionist before carry on the following activities. Hence, entire 30 workers and 12 hebdomads will be taken to carry on this subdivision. Constructing floor slab, walls, doors, window and paseo After complete those subdivision, will get down edifice floor slab, walls, doors, window and paseo on each floor. Constructing shocking slabs should pull off with decently, because it’s used to defy all of the burden. So, we had make certain that the concrete floor slab panel are put ining at edifice building are high quality, to guarantee that it can defy all of the burden. Constructing the floor slab better cautiousness on it because it may ensue in serious snap job and slab remission, particularly in slab placed on hapless undersoil. After that, they will get down to construct a walls, window, doors and paseo. Door size, paseos and stepss is to guarantee the flows of pupils are smooth when they enter or exit the schoolroom. The steps besides will functioning every bit 2 rows at each floor. This full subdivision have 35 workers to delegate this occupation and will taken entire 14 hebdomads to finish and it including issue that delay the work such as hurts of worker, bad cond itions conditions and others. Concept roofing and ceiling board Roofing is the first bed to cover the top portion of the edifice to forestall leaking of rain H2O or exposed from the sunshine. To avoid roofing destroy by natural jeopardies, choice stuff of roof should be chosen to get the better of harm issues such as blowing of strong air current, storms, rain and others. Then about the ceiling board, the gypsum board has been chosen to construct up the ceiling following by the roof constructed complete. In order to avoid the ceiling board easy broken and may do pupils injured, build the ceiling board should be managed by decently. We had chosen the high quality of gypsum board to construct up the ceiling and guarantee that it could non easy harm. This subdivision, entire 25 workers and 7 hebdomads will be taken to carry on it. Construct the rain trough After finish concept the roofing and ceiling board, will get down to build the rain trough. The primary map of rain trough is to direct rain from the roof of the edifice to the land, in such a manner it does non damage the edifice with easy. As like that, TARUC besides can no necessitate pass money to rework the edifice in a short clip. About this subdivision, will be taken entire 5 workers and 3 hebdomads to finish it. Construct divider walls About concept divider walls this subdivision, we will build a movable divider walls between schoolrooms to move as an intermediate units. Because, it has multi-function. For illustration, when pupils during test, all of the divider walls can be moved to transform the schoolrooms into a hall to go the exam locale. As like that, it can salvage topographic point and salvage cost. The classrooms transform into a hall can suit more pupils when they are assemble and TARUC besides can salvage cost, need non to construct another hall to go a pupil test locale. Construct divider walls, will be taken entire 15 workers and 4 hebdomads to finish. Construct the public toilet, tiling, repairing of lavatories fixtures and equipment In order to allow pupils no demand to travel to the lavatory so far off, we will be concept 1 male public toilet and 1 female public toilet with 6 lavatories at each floor. It’s in order to do them more convenience. In order to allow pupils are safety and avoid go oning accident when usage the lavatory, we will take antiskid tiling to go a toilet’s tile. It’s avoid people slip easy. Then, the fixture and equipment of lavatory which are include wash basins, H2O pipe, drier and other. Complete this subdivision, will be taken entire 25 workers and 6 hebdomads to carry on. Internal picture In this subdivision, odorless, eco-friendly, non-toxic and easy maintained pigment will be chosen. The colour chosen for picture is of import because in order to construct a comfy acquisition and learning country. The wall will be painted in 2 beds. 1 bed is an underpainting and another bed will be a white colour pigment. 15 workers will delegate in this occupation and estimated clip for the internal picture occupation brush for 2 hebdomads as unskilled labour may detain the velocity to finish the occupation. Installation of electrical supplies, electrical lighting and fixture system In this subdivision, the most complicated subdivision are install wiring and electric socket, it should put in decently to guarantee that the electricity able connect to overseas telegram. Lightning is of import to a schoolrooms, we need to guarantee that pupils can see the white board and projector screen with clearly when coach instruction, we had chosen a bright visible radiation. Furthermore, we besides choose the types of illuming are low electromotive force electrical system and energy salvaging to salvage cost on electric measure and protect environment every bit good. 10 workers will in charge in this subdivision and the continuance to transport on this subdivision will take entire 5 hebdomads. Install the fire water faucet equipment The fire hydrant equipment is necessary equipment that need to put in near the edifice because if happen fire incident, it can direct decide job. So, it is highly of import to a whole edifice. About install the fire hydrant equipment we will managed with decently, we need to guarantee that the fire water faucet can be used with swimmingly when have pressing demand. Complete this subdivision, will be taken entire 5 workers and 5 hebdomads to carry on. Install the H2O dispenser equipment at each floor In a hot twenty-four hours, H2O dispenser equipment can said that is highly of import to a pupil, because they need a batch of H2O to quench. In order to allow pupils can imbibe H2O at anytime, anyplace in the hot twenty-four hours, we are install the H2O dispenser equipment at each paseo, its let pupils can acquire the H2O with more convenience and guarantee that they are non H2O deficit. The H2O dispenser has provide hot and cold H2O to allow the pupils chosen. Install this equipment will take entire 5 workers and 4 hebdomads to finish it. Puting of floor rubrics, Windowss and doors After finish install those equipment, following should be puting the floor rubrics, installing of Windowss and doors. The doors for entryway or issue should be equip with the maps of slow and quite closing to a tight sound when it’s to the full closed. Besides, the stepss and paseo should construct in proper size and way to avoid the deformation learning procedure in advancement. This subdivision, will be taken entire 15 workers and 5 hebdomads to carry on. Construct the landscapes on new schoolroom block In order to allow a pupils have a fresh and beautiful environment, we will set a assorted types of flowers and trees in the garden. The trees can cut down the air temperature by barricading sunshine and it besides can shadow difficult surface countries, such as pavements and edifice therefore minimising landscape heat burden. Hence, we set up a chairs under the tree in order to allow pupils can discourse assignment or chit-chat at that topographic point during a break times. The landscapes at new schoolroom block, we will take entire 10 workers and 2 hebdomads to build and it including issue that delay the work such as bad conditions conditions. External picture After finish concept the landscapes, we will get down the external picture. The picture merchandises are chosen rainproof, odourless, acerb and fungus resistant to avoid utmost rain H2O or hot conditions affects the edifice mentality. External picture besides will be painted in 2 beds. 1 beds is underpainting and another bed is peach colour pigment and unite some design. 10 workers will delegate in this occupation and estimated clip for the external picture occupation brush for 2 hebdomads as unskilled labour and upwind conditions may detain the velocity to finish the occupation. Puting and repairing the air conditioning system, fans and light bulb Puting the air conditioner system and fans is to heighten plenty air supply to present a cool air around the schoolroom, there are entire 2 air conditioners and 3 fans which are environmental friendly will be puting. The types of air conditioner and fan should run with noiseless operation, it is to forestall pupils will disturbance from noise when they attend categories. There are 10 workers and entire 5 hebdomads times will be taken including clip taken in care occupation. Puting and repairing the computing machine equipment, projector, projector screen and white board Puting computing machine equipment, projector, projector screen and white board is required in schoolrooms. The computing machine should put in to the projector to enable coach show information at the projector screen. And the projector should high quality which to guarantee that the information are show from the projector are clearly. The size of white board should be larger in order to allow coach able to compose extra information. Puting for this subdivision, entire 10 workers to delegate this occupation and will take entire 4 hebdomads times including error or faulty occur in puting procedure. Puting and repairing of tabular arraies, chairs, talker, mike, dais and host station The size of schoolrooms able accommodate around 30 pupils ; the tabular arraies with chairs will be provided with 30 set to enable 30 pupils to utilize. Besides, the schoolrooms besides will puting a talker and mike, it is enable full pupils can listen with clearly when coach is use mike instruction at the host station. Podium besides needed as coach can put their paperss or file while learning. Puting for this subdivision will take entire 5 workers and 4 hebdomads to finish. Beautifying, touchup and signage After completed puting all system and equipment, will get down beautifying and touchup the edifice. We had to touchup the exterior paintwork where it was necessary in order to lift ocular perceptual experience. The signage of new schoolroom block will be a ‘Block W’ , and this signage will construct every bit large as possible at wall of the edifice in order to allow pupils can comprehend with easy. About each schoolrooms of signage will put as ‘W001’ until ‘W024’ . This subdivision, 5 workers will to delegate it and will take 2 hebdomads to carry on. Clearing and cleansing In glade and cleansing occupations, we will clean up up all of the equipment are used in the building edifice. Besides, we besides need to clean the full edifice of schoolrooms to do certain that the classroom’s environment are clean and free from dust before a coachs and pupils get downing utilizing. This full subdivision will lend by 5 workers and used for 1 hebdomad to behavior. Authority cheque for safety business This subdivision is the last and besides is the most of import subdivision in this full procedure. Because it’s to do certain that the installations are safety and able to work. Electric contraptions such as electric socket, illuming and air conditioner should be trial. Equipment such as computing machine, projector and projector screen and others should re-examine to guarantee that there are able to work when tutor start to utilize. Ceiling board and Windowss should be examined every bit good to forestall leaking of rainwater while raining. Hence, this subdivision will take 1 hebdomads to finish and after, this full procedure can be said to be finished. 1. Introduction/ Description on Undertaking This undertaking is an enlargement of schoolrooms undertaking in TAR UC in chief campus which is located in Setapak country, Kuala Lumpur. We are building a block of 4 storey walk-up schoolrooms. This undertaking will take an estimated of 78 weeks/ 20 months. The intent of this undertaking is to run into and work out the job of insufficient schoolrooms due to raising figure of pupils in TAR UC. Other than merely constructing more schoolrooms we besides intend to supply a more comfy learning environment to lectors and better larning environment to pupils. Therefore, this undertaking requires elaborate planning and organizing. In this undertaking, we are building 8 schoolrooms on each floor, so there will be a sum of 32 schoolrooms. In order to supply a good-condition acquisition environment, we will put in a white board, dais, host station, 30 sets of tabular array and chair, 2 air conditioners and 4 ceiling fans. Air conditioner that we are traveling to put in in schoolrooms are inverted air conditioner as this merchandise will non let go of harmful gases that will finally harm student’s wellness. To help the lecturers’ learning in category, we will so fit the schoolrooms with some installations. For illustration projector screens projector, talker, mike and besides computing machine. Other than that, we will do a movable divider between schoolrooms to move as intermediate units. All the dividers can be moved to change over the schoolroom into a hall for other uses for illustration to go an exam locale during test. 2 rows of stairway are planned for each floor. One male public toilet and one female public toilet with 6 lavatories will be constructed at each floor. Students will non hold to wait long in the public toilet as more lavatories are provided. 5. Opinions, Recommendations and Decisions Sing to the premises of telling building stuffs or any natural stuffs needed from different providers, this may increase the edifice cost for this undertaking. For illustration, we might necessitate to pay excess for logistic, transit or workers fees. After all, we need to see the bringing clip of stuffs. Therefore, we recommend that telling of building and natural stuffs are better from providers that provide good quality stuffs and besides bringing of stuffs to building site. This will straight assist to cut down a spot of the building cost in this undertaking. Besides that, conditions during the whole building undertaking will impact the advancement of building work. We assume workers can non work on raining yearss. For any hold of completion work after the agreed day of the month, builder will be fined and it might besides impact the college’s agreement of category division for new semester. Hence, we recommend constructing collapsible shelters at building site. Besides, workers have to guarantee that certain natural stuffs could non acquire wet. Workers’ advancement could be slow during raining twenty-four hours even with collapsible shelters provided. However, workers do non hold the alibi to halt working wholly and merely acquire back to work until the rain Michigans. In add-on, we include the healthy job about the employee like they may vomit or acquire injured in working, so we should purchase them insurance. So, we should engage more employees in order to forestall the hold of building work due to absent of employee. Furthermore, employee satisfaction will straight act upon the full procedure, therefore we should supply standard measure of nutrient for them while working. This will assist to diminish the feeding clip, better the energy and satisfaction of worker and take the building work complete expeditiously. As building workers will be working in college’s compound, safety of all including pupils and lectors need to be put in precedence. So we need the individuality and listing of all the building workers to guarantee workers are legal. College need to work with the building company that has good repute and efficient.

Collision Regulations Essay Example | Topics and Well Written Essays - 500 words

Collision Regulations - Essay Example It Important to take into consideration that it is not the high speed that solely becomes the use of a collision or accident. Rather it is the inaccuracy vessel operators have when estimating the speed difference between the vessels that creates much problems. Significant factor to take into regard when contemplating risks and collisions attributed to the advent of an 80 know ferry in the English Channel should encompass: The operator of the vessel has many more responsibilities than speed when preventing a collision. As the term itself implies, speed is a factor associated with timings. Controlling the speed involves evaluation of right timings of actions. When a vessel has to speed up to avoid collision, it must do so immediately. Designing of the vessel's structure and capabilities to meet such situations is a prerequisite. Speed is not the only factor responsible for a maritime collision and in cases of poor visibility and lighting speed is not even a factor. Collisions normally occur during overtaking and when the vessels meet head on. Rule 13(b) of International Collision Regulations states: "A vessel shall be deemed to be overtaking when coming up with another vessel from a direction more than 22.5 degrees abaft her beam, that is, in such a position with reference to the vessel she is overtaking, that at night she would be able to see only the

ECONIMIC CONCEPTS-GLOBAL CUSTOMERS Coursework Example | Topics and Well Written Essays - 750 words

ECONIMIC CONCEPTS-GLOBAL CUSTOMERS - Coursework Example This means that by resorting to produce a chicken, Michelle would forego the value of producing 4 pounds of potato. Answer 3 The opportunity cost of James of potato producing is (=40/80), i.e. ? chicken per pound of potato. Thus by producing 1 pound of potato, James would forgo the value of producing ? number of chicken per year. Answer 4 The opportunity cost of chickens production for James is (=80/40), i.e. 2 pounds of potato per chicken. This means that James would forgo the value of producing 2 pounds of potato for choosing to produce 1 chicken. Answer 5 The absolute advantage of the activities of producing potatoes and chickens by Michelle and James could be determined by comparing their production of chickens and potatoes per unit time, i.e. 1 year. This could be determined from the table given below. Â   Potatoes (pounds) Chickens (nos.) Michelle 200 50 James 80 40 It could be observed that Michelle could produce 4 pounds of potato per chicken in one year while James could pr oduce 2 pounds of potato per chicken in the same time period. For producing both potatoes and chickens, Michelle has an absolute benefit compared to James in the volume of potatoes and the number of chicken produced by them in one year. Answer 6 The comparative advantage would be attained if the opportunity cost is lower as compared to that of the others. ... This means that James have attained comparative advantage over Michelle as he has sacrificed lesser value as compared to Michelle for producing chickens. Answer 8 Assuming Michelle specializes in producing potatoes and James specializes in producing chickens, a trading rate of 2.5 pounds of potatoes in exchange of 1 unit of chicken would help to determine whether it’s better off for them. This trading rate is better than the opportunity cost of 1 chicken for 4 pounds of potato produced by Michelle. Thus Michelle would be better off in trading with his specialization. Also, the trading rate is better than 2 pounds of potato for 1 chicken produced by James. Thus James would also be better off in this situation. Answer 9 The above findings could be narrated to the business, society and the nations, at large to effect use of trade theory that explain the difference between absolute advantage and the comparative advantage. It has been observed that although James does not hold abso lute advantage in production of either potatoes or chickens, he has still been able to attain a better off position in trading of chickens. This is because James has focused on his specialized area where he holds a comparative advantage over Michelle. The same is applicable to the business, society and the nations. The business, society and the nations which lag in their production volumes per unit time as compared to others may not hold absolute advantage over others. The benefits of trade, however, do not depend on the absolute advantage but depends on the comparative advantage (Maneschi, 1998). By specializing on trade in which entities have comparative

What role do historic sites play in a country ( Any country - general Essay

What role do historic sites play in a country ( Any country - general ) - Essay Example Some of the roles these buildings play in the UK include; In Britain, historic buildings catalyze structural economic development, create jobs for the residents and attract a higher value investment in the region (The House of Commons, 2004). Furthermore, these buildings offer high-quality design in a new development. The good urban design and historic environment are the main elements in the process of achieving urban Renaissance (Corbishley, 2014). Evidence in the UK (The House of Commons, 2004), shows that commercial schemes that use historic buildings achieve a higher value than those that use new buildings. This forms the basis for regenerating and developing a local economy (The House of Commons, 2004). These buildings and heritage define the identity of towns and cities in the UK. Research from the Royal Institution of Chartered Surveyors done by Dr. Rob Pickard shows that offices situated in historic building tend to be charged higher rents. Members of the public use public places and historic buildings as rallying points. Most of the people in the UK spend most of their free time in these historic buildings, with some holding their social meetings at these sites (Bandarin, 2012). Some of the renovated historic buildings like the St John’s Hoxton, a 19th century church building have been utilized as a children’s nursery and a gym for the disabled people (European Union Agency For Fundamental Rights, 2009) and others converted into theatres that serve as educational and leisure centers for residents (The House of Commons, 2004). Theatres are vital places of assembly and a focus of the local pride. They provide fond memories for all sectors of the community where they are situated (Dedek, 2014). Reusing historic buildings is more sustainable in terms of utilization of natural resources. Therefore, it is better to recycle old historic buildings than destroying them to construct new ones. As per the

Cross border management of companies in the extractive industry in Research Paper - 1

Cross border management of companies in the extractive industry in Africa - Research Paper Example Management of natural resources empowers the citizens in ways such as job creation. It also boosts the government revenue which in turn translates to diverse services provided by the government to its population. In 2011, mineral and oil export from the continent of Africa constituted a recognizable percentage worth billions of dollars when integrated with exports from both Asia and South America (Jackson, 2004). This figure when compared to the assistance the continent receives from developing countries is ten times more than aid offered. When oil was discovered in Ghana, in 2009, it raised hopes that this would result to improved standards of living. Attainment of these dreams though could not be achieved due to the deficit of proper regulatory structures to manage the complex oil sector. The neighboring Nigeria was also facing the same management challenges as successive governments depleted an estimation of $400 billion of crude oil sold dating back from the 1970s. However, the curse in the mineral and oil industries has taken a different trend in the recent past courtesy of radical management structures in the industry. Emmanuel Kuyole, Revenue Management Watch Africa Coordinator has lauded the bold step taken by both Ghana and Nigeria (Adeyele, 2013). For instance, in Nigeria, sovereign wealth fund was created to cater for astute management of the industries. This has enhanced hope that it would bring a long lasting solution to the countries extractive revenue management woos. Oil and gas laws in Ghana targeting the conduct of both international and local contractors together with how funds are managed by bodies in charge of proceeds has been called an innovation (Adeyele, 2013). Partnership between foreign and local companies has been effective in most African countries as far as exploitation of the oil and gas is taken into account. For example, Chevron a leading oil company has co-partnered with Bonga SW to

Rhetorical Analysis Essay Example | Topics and Well Written Essays - 1500 words - 5

Rhetorical Analysis - Essay Example ult or confusing because the range of his audience is very broad and this text deals with an issue which is not directed towards a specific audience but it seems to be directed towards general public and towards the authorized people who can implement his ideas about education. The philosophical nature of the text suggests that it is written keeping in mind the academic expert who has some understanding of what he wants to say. He generalizes his argument. For instance, he writes, â€Å"all education proceeds by the participation of the individual in the social consciousness of the race" (Dewey 77). Dewey is not talking about specific education, but the word â€Å"all† is used with the word education to talk about the education, in general. Generalization of the argument is one of his techniques to emphasize the importance of the topic he is discussing. In addition, another important aspect of his writing is his use of words, and his sentence structures are also very important rhetorical choices. Dewey is very prudent in his choice of words. He uses very simple words in the text. The use of simple wording in his arguments helps the readers in understanding the meaning of the text. Here is an excerpt from the text as an example is given to show how he uses simple words for facilitating the readers, â€Å"Without insight into the psychological structure and activities of the individual, the educative process will, therefore, be haphazard and arbitrary...if it does not, it will result in friction or disintegration, or arrest of the child nature" (Dewey 77). In addition to above, the sort of words, he uses in this article implies that whatever he is stating is true or fact. The word â€Å"believe† at the beginning of the every paragraphs function as an iteration which increases the importance of his argument and the words â€Å"true education† give the sense of truth or fact. Besides, the words â€Å"I believe† at the beginning of every paragraph also suggests that whatever,

Geology Questions. Sustainable development and resource management Essay

Geology Questions. Sustainable development and resource management - Essay Example Hubbert did not base his predication on feelings or emotions, he used a formula. He could prove what he was saying. It is looking like Hubbert was the only smart one that could face reality. 3. Many hydrothermal mineral deposits of copper, gold, silver, and other metals have been found in the countries bordering the Pacific Ocean. Can you offer an explanation for this remarkable concentration? If you were part of a team of exploration geologists looking for large copper deposits, where would you focus your search? Mineral deposits of copper, gold, silver, and other metals or ores are found in areas where the Earth’s crust has been pushed up or made by plate tectonics. Just like oil and coal are made by pressure in the earth. The ore is created by pressure in the crust. The Pacific Ocean has deep faults and plate tectonics pushing at the crust. For example, the earthquakes in California does not just cause destruction. It also causes ores to be created and pushed to the surface . If I was part of a team of exploration geologists looking for large copper deposits, I would look in plate eruptions on the ocean floor near magmatic arcs. 4. Given that we are now dependent on nonrenewable resources of energy and minerals, and that the world's population continues to increase, how do you think human societies will adjust in the future? Do we have a resource problem or a population problem (or both)? Human societies will have to learn to depend on renewable sources. If this is not possible, extinction would be a possibility. In order to survive humans will have to live off of renewable energy like wind, water, and other renewable sources. I do not believe humans will develop renewable resources until forced to.... Main questions of this article are: Oil production in the United States satisfies only half of the country's needs; the rest is imported. If imports were cut off, what changes would you expect to occur in your lifestyle? Investigate how geophysicist M. King Hubbert predicted in 1956 that annual U.S. oil production would peak in the early 1970s (the actual peak occurred in 1971). Also, investigate the debate over whether the same predictive technique can be applied to world oil supplies. When do you think world oil production will reach its peak—or has it done so already? Many hydrothermal mineral deposits of copper, gold, silver, and other metals have been found in the countries bordering the Pacific Ocean. Can you offer an explanation for this remarkable concentration? If you were part of a team of exploration geologists looking for large copper deposits, where would you focus your search? Given that we are now dependent on nonrenewable resources of energy and minerals, and that the world's population continues to increase, how do you think human societies will adjust in the future? Do we have a resource problem or a population problem (or both)? Some people think that sustainable development is not a useful concept, because it may be impossible to implement—or even to define—in the case of nonrenewable resources. Others think that it is an extremely important concept, if only because it makes us think about the needs of future generations in planning resource management. What do you think? Author gives all answers upon given questions.

Classification and division Essay Example | Topics and Well Written Essays - 500 words

Classification and division - Essay Example Thus schools are classified mainly into three broad categories; Elementary school, middle school and high school, for educating the children of different ages in a proper manner. Elementary schools are institutions in which children get their initial education. It is also referred as primary schools in some parts of the world. Elementary education includes kindergarten education or pre-primary education and primary education. Children within the age group of 3-11 are usually admitted in the elementary schools. Story telling methods are usually adopted in elementary teaching because of the interests of elementary school children in hearing stories. Problem solving or analytical methods cannot be applied in elementary school stages because of the difficulty of small aged children in grasping topics through such methods. Elementary education usually ends in the fifth standard. At the end of elementary education, middle school education starts. Middle schools are institutions in which th e children of 11 to 14 years old undergo the learning process. Usually, education from grade sixth to eighth is included in middle schools. â€Å"Young people undergo more rapid and profound personal changes between the ages 10 and 15 than at any other time in their lives.

Human Resource Management - Recruitment and Selection Essay Example for Free

Human Resource Management Recruitment and Selection Essay 1. A report distinguishing between traditional personnel management and the new approach to human resource management, outlining their historical development. 2. The Human Resource department in TD Travel Group. Its role and purpose in the organization. Task 2 1. An analysis of the objectives and the process of human resource planning. 2. An evaluation of the systematic approach to recruitment for NIS Europe. 3. An investigation of the selection procedures used for NIS Europe and TD Travel Group. 3. Evaluation and Conclusion 4. Bibliography Task 1 TASK 2 AN ANALYSIS OF THE OBJECTIVES AND THE PROCESS OF HUMAN RESOURCE PLANNING. Human resource planning is the task of assessing and anticipating the skill, knowledge and labour time requirements of the organisation and initiating action to fulfill those requirements. Human resource planning involves a strategy for the: * Recruitment * Retention * Utilisation * Improvement, and * Disposal of the human resources of a business. It needs to look at the following factors: * What are the skills and abilities of the current workforce? * What skills and abilities the organisation needs in the future? * Where can the organisation find its future supply of labour? * What are the future objectives of the business likely to be? * How will the business manage and obtain its human resources to meet these objectives? In order to plan Human Resources effectively a business has to undertake considerable research. Here is a table showing the things companies have consider when planning human resources: What is happening now? * Organisational Objectives * Analysis of staff numbers and age * Wage rates * Work loads * Key skills * Labour turnover * Absenteeism What do we expect to happen to the demand for products / services and therefore labour? * Changing technology * Sales forecasts * Market research * New product development * Managerial skills * Wage Rates * Union Agreements What do we expect labour supply to be like in the future? * Local unemployment / employment trends * Local skills and availability * Demographic changes * Legislation * Government training schemes * Quality of local education, housing and transport * Competition for workers All these issues raise questions, which the human resource plan should cover. The plan should include: * Organisation development * Training and management development * Recruitment, redundancy and redeployment * Appraisal and job evaluation * Promotion prospects Human Resource Planning (HRM) is a form of risk management. It involves realistically appraising the present and anticipating the future (as far as possible) in order to get the right people into the right jobs at the right time. This may seem simple at first, short of staff hire some new staff, too many staff make redundancies. Unfortunately its not that simple anymore and that is why human resource planning is necessary. Why Human Resource Planning is necessary: It is increasingly important to look beyond the present and short-term future to be able to prepare for contingencies. This will help to exercise control over as many variables as possible, which influence the success and failure of a business. For example, for highly skilled or specialised jobs, it will be more difficult to find replacement staff with the right skills quickly, therefore the need for new staff will have to be anticipated in advance to give enough time for extra training to be given without leaving the company short staffed and unable to provide an efficient service. For example, in the travel industry, reservation staff need to be fully trained on the computer reservation system (CRS) and have a full understanding of fares and ticketing, otherwise there would be a minimum of a six month training period, which would leave the business vulnerable and unable to provide good quality service Redundancies are not as easy to make anymore. It is a much slower more costly experience, not only in financial terms but also in loss of reputation as a secure employer. This in itself may make it harder to recruit labour when required. Rapid technological change is leading to a requirement for manpower, which is both more highly skilled and adaptable. Labour flexibility is a major issue, which means that the career and retraining potential of staff are at least as important as their actual qualifications and skills. They must be assessed in advance of requirements. In the selection process trainability is one of the most popular innovations of the HRM era of personnel management. The UK still suffers from particular skill shortages, despite high unemployment levels, for example nurses at Macclesfield Hospital, 20 nurses from the Philippines have had to be employed, as there was a shortage of suitably skilled staff in the UK. The scope and variety of markets, competition and labour resources are continually increased by political and economic moves such as the unification of Germany, the opening of Eastern Europe and continuing progress towards European Union. Computer technology has made available techniques which facilitate the monitoring and planning of manpower over fairly long time spans: manipulation of manpower statistics, trend analysis, modeling and so on. THE PROCESS OF HRP There are three main factors in HRP: * Forecasting Demand * Forecasting Supply * Closing the gap between demand and supply FORCASTING DEMAND The Demand for labour must be forecast by considering several factors: The objectives of an organisation Organisations will normally devise a strategic plan, which will set out its objectives. This will be the responsibility of the directors who will devise their plan after discussion with the most senior managers. In some cases the directors of companies may decide to change the strategy of the business completely. This could involve getting rid of the senior managers and replacing them with a new managerial team, which can put the new strategy into place more efficiently. This happened both at British Airways and at Tescos where it was decided that a complete change of image was needed to improve profits. Most of the top management were replaced and in both cases the strategy was successful. This sort of strategy will obviously affect the demand for labour in general and / or for particular skills. Manpower utilisation how much labour will be required given the expected productivity or work rate of different types of employees and the expected volume of business activity. Productivity will depend on capital expenditure, technology, work organisation, employee motivation and skills, negotiated productivity deals and many other factors. The cost of Labour including overtime, training and other incentives, and therefore what financial constraints there are on the organisations manpower levels. Environmental factors trends in technology and markets that will require organisational change, because of threats or opportunities. The recession in the 90s created conditions in which expectations of labour demand in the short term were low: downsizing of staffs and delayering of organisation structures were the trend. FORCASTING SUPPLY The available supply of labour will be forecast by considering the following factors: * The skill base, potential trainability and current and potential productivity level of the existing workforce * The structure of the existing workforce e.g. age distribution, skills, hours of work, rates of pay etc The likelihood of changes to the productivity, size and structure of the workforce, caused by, wastage (turnover by resignation and retirement), promotions and transfers, absenteeism and other staff movements; this will require information on: * The age structure of staff (forthcoming retirement or family start-up) * Labour turnover for a comparable period * Promotion potential and ambitions of staff Other causes of changes in productivity are employee trainability and motivation, which may increase productivity and flexibility. Organisational, technological and cultural changes are factors, which may affect employee productivity and loyalty. The present and potential future supplies of skilled labour in the environment that is, the external labour market. The HR planner will have to assess and monitor factors such as: * Skill availability, locally, nationally and internationally (e.g. within the EU) * Changes to skill availability due to education and training initiatives (or lack of these) * Competitor activity which may absorb more or less of the available skill pool * Demographic changes areas of population growth and decline, the proportion of younger / older people in the workforce in a particular region, the number of women in a workforce etc. * Wage and salary rates in the market for particular jobs CLOSING THE GAP BETWEEN DEMAND AND SUPPLY A deficiency of labour may be met by: * Internal transfers and promotions, training and development * External recruitment or improvement to recruitment methods * Extension of temporary contracts, or contracts of those about to retire * Reducing labour turnover by reviewing possible causes (e.g. pay and benefits) and improving induction and socialisation * The use of freelance / temporary / agency staff * The development of flexible working methods and structures * Encouraging overtime working * Productivity bargaining to increase productivity * Automation (increasing productivity, and / or reducing the need for human labour) A surplus of labour may be met by: * Running down manning levels by natural / accelerated wastage * Restricting or freezing recruitment * Redundancies (voluntary and/or compulsory) * Early retirement incentives * A tougher stance on discipline, enabling more dismissals * Part time and short contract working, or job sharing * Eliminating overtime and peripheral workforce groups * Redeployment of staff to areas of labour shortage. This may necessitate diversification by the organisation, to find new work for the labour force, and/or plans for multi-skilling, so that the workforce can be flexibly deployed in areas of labour shortage as and when they emerge. There are also external constraints on HR planners when considering any of the above such as, UK legislation and EU directives, regulations and court rulings, the employer brand or reputation and other factors must be taken into account when planning to hire, fire or alter working terms and conditions. Labour turnover is the number of employees leaving an organisation and being replaced. The rate of turnover is often expressed as the number of people leaving as a percentage of the average number of people employed, in a given period of time. The term natural wastage is used to describe a normal flow of people out of an organisation through retirement, career or job change, relocation etc. AN EVALUATION OF THE SYSTEMATIC APPROACH TO RECRUITMENT AT NIS EUROPE. Recruitment is the phase, which immediately precedes selection. Its purpose is to pave the way for selection procedures by producing, ideally the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a period of time acceptable to the employing organisation. The main point that needs to be made about the recruitment task is that the employing organisation should not waste time and money examining the credentials of the people whose qualifications do not match the requirements of the job. A primary task of the recruitment phase is to help would-be applicants to decide whether they are likely to be suitable to fill the job vacancy. This is clearly in the interest of both the employing organisation and the applicants. The current approach to recruitment within NIS Europe works in six stages. Stage One Determining the vacancies Human resources would confirm what resources are needed and determine as to whether or not they wanted to fill the vacancy. This very much depends on the aim and objectives of NIS Europe. Stage Two Considering the sources internally and externally If appropriate they would advertise the vacancy internally, or think of possible transfers. HR within NIS always gives this very careful consideration and where possible favours this option first for the following reasons: * Existing employees are know to the organisation and are generally familiar with its customs and practices * The cost and time that recruitment, selection and induction procedures consume can be significantly reduced * Internal recruitment may be used as a means of career development, widening opportunities and stimulating motivation amongst existing employees If the vacancy were not filled internally then they would look to external sources. Dependent on the vacancy this would be via one of the two main means: * Through employment agencies governmental, institutional and private commercial * Advertisements in newspapers and journals Stage Four -Preparing and publishing information NIS Europe feels that this aspect of the recruitment process requires very special attention and skill. It is their objective to publish information, which fulfils the following conditions: * It is succinct and yet gives a comprehensive and accurate description of the job and its requirements * It is likely to attract the attention of the maximum number of potentially suitable candidates * It gives a favourable image of the organisation in terms of efficiency and its attitude towards people * It does not contravene employment laws concerning sex and racial discrimination Along with the submission of curriculum vitae, NIS Europe standard procedure is for each applicant to submit a NIS Europe application form. This falls in line with equal opportunities and allows NIS to obtain standard information about the applicant, that on a curriculum vita may be omitted. See appendix for job advert and application form. Stage Five Processing and assessing applications When all the applicants have been received by the due date, the next task is to select those applicants who, on the evidence available, appear to be the most suitable as future employees of NIS Europe and therefore, worth the time and cost of further examination in the selection procedures. The screening process is based on the published requirements for the job. It involves a scrupulous study of the information provided by the applicants, a comparison of this information with the job requirements, and then a final decision as to whether to accept or reject the applicant at this stage. Stage Six Notifying applicants Once the selection process from the applicants has taken place, the final step is to notify the chosen applicants of the arrangements for the selection procedures, and the rejected applicants that they have not been chosen. The letter to the successful applicants will have full details about the arrangements for the selection procedures, i.e. time and place. NIS Europe ensures that all letters informing applicants of the result of applications are sent as soon as possible. THE EVALUATION OF THE SYSTEMATIC APPROACH FOR NAVIGANT INTEGRATED SERVICES EUROPE Below is an evaluation of the recruitment procedure for Navigant Integrated Services (NIS). The aim of this evaluation is to determine whether NIS recruitment procedures succeed in getting a suitable person for the job advertised and at an acceptable cost. The methods for auditing the recruitment process follow these performance indicators: Total numbers of applicants received: Dependent on the type of vacancy NIS Europe can expect to receive on average around a dozen applicants for an advertised job vacancy. They have recently advertised for an accounts co-ordinator and have received over 30 applicants. They have admitted by not stating the salary this has interested applications, covering a wide range of experience, or in some cases very little experience. Time taken to locate applicants: Most vacancies within NIS are usually filled within one month of the advert being placed. Cost per applicant: NIS calculates à ¯Ã‚ ¿Ã‚ ½1000.00 per applicant, including the initial training. Time taken to process applications: NIS normally processes their applications within one week. Number of female /minority/ disabled applicants: NIS does not meet this indicator. They predominantly employ females; they have one minority employee and no disabled employees. When this was discussed with our HR department they advised this was nothing discriminate. The travel industry is known as being a female dominated environment and there have never been any disabled applicants at NIS. If there were any disabled or other minority applicants, they would go through the same process, as other applicants and no preferential treatment would be given. Number of qualified applicants: 90% of applicants are qualified for the job advertised. NIS biggest employment is of reservation staff for the travel industry. If they obtain a new account they will need to recruit fairly quickly, training is costly and time consuming so it is important that they stipulate qualified applicants only, at the advert stage, which is why they have a good success rate in finding candidates quickly for the vacancy advertised. Number of qualified female/minority/disabled applicants: About 70% of our applicants are female and qualified. NIS has very few minority or disabled applicants applying. Cost effectiveness of the recruitment methods: Dependent on the type of job will determine where NIS Europe advertises for staff. If they are looking for reservation agents they would normally get in touch with one of the industries recruitment agencys. Most staff within the industry registers with the agencies. Many years ago jobs were advertised in industry papers the trend now leans towards recruitment agencies. Dependent on the level of salary the agencies take a percentage. For example on a salary of 17,000 they would take 10% of the gross salary. As the salary increases so does the percentage. Although working with an agency can work out costly, they do have a majority of the qualified personnel on their database and therefore gives NIS access to qualified personnel straight away. Monitoring the make-up of the workforce: NIS Europe workforce is split into the following departments and the make up of the workforce is as follows: Reservations within the Travel, Hotel Conference reservations department, NIS employs 60 staff in this department, 10% of the workforce is male, 88.33% are female, none are disabled and only one staff member is a minority employee. * Sales and Marketing NIS employs eight staff in this department, 37.5% of the workforce is male and 62.5% are female. None are disabled or minority employees. * Accounts NIS employs four staff in the department, 25% are male and 75% are female. None are disabled or minority employees * HR NIS employs two staff in this department, 100% are female. None are disabled or minority employees. * IT NIS employs five staff in this department, 100% are male. None are disabled or minority employees. * Top line management The top line management of NIS is made up of four. 25% is female and 75% are male. None are disabled or minority. From the above information it is evident that there are three groups of employees that are underrepresented at NIS Europe, male, disabled and minority. Attitude Surveys: Once you under taken employment with NIS Europe, they do not require you to fill in an attitude survey asking you if you were satisfied with the stages of recruitment and selection process. AN INVESTIGATION OF THE SELECTION PROCEDURES USED AT NIS EUROPE AND TD TRAVEL GROUP. Selection is the part of the employee resourcing process, which follows on from recruitment. It essentially involves the identifying of the most suitable of the potential employees attracted to the organisation by recruitment efforts. The crucial importance of selecting people who can meet the requirements described in the job description and person specification hardly need to be stressed. It is equally evident that mistakes in selection can have very serious consequences for corporate effectiveness. Such mistakes may adversely affect colleagues, subordinates and clients. Employee incompetence may lead to costly mistakes, loss and waste of valuable resources, accidents and avoidable expenditure on training. Employee selectors face an inevitable dilemma. They have to carry out a vitally important task, but one that at the same time is fraught with problems to which there are either no answers or no easy answers. The abiding problem is the dependence on subjective human judgment. We must take into consideration, that fallible human beings devise so-called objective lists. For example some person specifications require certain attitudes and attributes, such as conscientious or able to stand pressure, how can the selectors identify these requirements in a person whom they do not know during the short acquaintance of the selection process. In view of the importance and difficulties of the task, employers need to take selection most seriously. Appropriate investment at this stage can and will be cost-effective if it avoids the possibly enormous and incalculable cost that faulty employee selection may produce. For example, NIS Europe recently employed an operations manager through a recruitment agency, within six weeks of employment it was evident to NIS that he was not capable of the job he had been employed to do. Therefore NIS had to terminate his employment at a cost to the company of approximately à ¯Ã‚ ¿Ã‚ ½8,000. Other errors of the selection process could include lack of skill or experience of interviewers, stereotyping by the interviewer in the absence of more detailed information and incorrect assessment of qualitative factors such as motivation, honesty or integrity. Various selection methods are used to try to reduce the risks by gathering as much relevant information about the candidate as possible. Currently NIS Europe is working with UMIST on a competencies project where NIS is contacting their client base to investigate in terms of service, what their expectations of NIS Europe are. The information collated in turn will then be translated into competencies and then used in the selection process. Following on from our earlier systematic approach to recruitment is the systematic approach to selection Point five six of the systematic approach to recruitment overlaps with the first second point of the Systematic approach to selection. Stage One Processing and assessing applications When all the applicants have been received by the due date, the next task is to select those applicants who, on the evidence available, appear to be the most suitable as future employees of NIS Europe and TD Travel Group and therefore, worth the time and cost of further examination in the selection procedures. The screening process is based on the published requirements for the job. It involves a scrupulous study of the information provided by the applicants, a comparison of this information with the job requirements, and then a final decision as to whether to accept or reject the applicant at this stage. Stage Two Notifying applicants Once the selection process from the applicants has taken place, the final step is to notify the chosen applicants of the arrangements for the selection procedures, and the rejected applicants that they have not been chosen. The letter to the successful applicants will have full details about the arrangements for the selection procedures, i.e. time and place. NIS Europe ensures that all letters informing applicants of the result of applications are sent as soon as possible. TD Travel Group operates a very informal selection procedure. If the curriculum vitae are up to standard the applicant will be called for an interview, nothing will be advised on paper, arrangements are made on the telephone. If the curriculum vitae do not have the correct qualifications for the job it will be discarded straight away and no call to advise the applicant will be made. Stage Three Possible interviewees Possibles will then be more closely scrutinised, and a short-list for interviews drawn up. Ideally this should be done by the HR specialist and the perspective manager of the successful candidate, who will have a more immediate knowledge of the type of person that will fit into the culture and activities of his department. In TD Travel Groups case, John Owen (the operations Director) would be solely responsible for this stage, as there is no human resources department employed. At NIS Europe Barbara Sutton (Human Resources Director) and the line manager of the relevant department would be jointly responsible. Stage Four- Inviting candidates from the short list for interviews At this stage the company would require successful candidates to complete a standardised application form if not already submitted at the outset. NIS Europe standard procedure is for each applicant to submit a NIS Europe application form along with the curriculum vitae at the first stage for applying for the job. See appendix for application form. This falls in line with equal opportunities and allows NIS to obtain standard information about the applicant, that from a curriculum vita may be omitted. TD Travel Group have no standard information that is required and work off the submission of a curriculum vitae only. Stage five Interview potentially qualified candidates. Since the interview is likely to continue to play a major role in the selection process, it seems sensible to adopt a realistic approach, which means making the best possible use of the interview. There are many different types of interview including: * One-to-one interviews these are the most common selection method. They offer the advantages of direct face-to-face communication, and opportunity to establish rapport between the candidate and interviewer. Each has to give attention solely to the other and there is potentially a relaxed atmosphere, if the interviewer is willing to establish an informal style. * Panel Interviews A panel may consist of two or three people who together interview a single candidate, most commonly, a personnel manager and the departmental manager who will have responsibility for the successful candidate. NIS Europe use the above forms of interview, however they also have other interviewing techniques, which can be panel interviews or one to one interviews, such as: * Audition interview this is predominantly to assess people in leisure and service industries; it focuses on personality versus skill. This would involve exercises, which display the personality of the candidate as well as the skills. * Criteria based interview these are specific questions which highlight predetermined behavior which you are looking for e.g. if you need an outgoing person you would ask a question If somebody came into the room how would you put them at ease? You would rate the response as positive or negative. * Behavioral event interview ideally this interview is a taped interview. The interviewer would have a competence list on a chart and when questions asked and in turn answered, the competencies would be marked off. TD Travel has a much more informal interview technique. It is generally a panel interview conducted by the Operations Director with the General manager and also the Sales and Marketing Director. There are no set techniques; it is more of a formal chat about skills and qualifications, outlined on the curriculum vitae. Stage six Selection testing Once the interview has taken place, some companies go one step further by inviting candidates for a selection test. These tests are all standardised so that an individuals score can be related to others, reliable in that it always measures the same thing and is non discriminatory. These can be in various forms: * Intelligence or cognitive testing these test memory, ability to think quickly, perceptual speed, verbal fluency and problem solving skills. See appendix. * Aptitude tests these are designed to predict an individuals potential for performing a job or learning new skills. * Personality tests these may measure a variety of characteristics such as the applicants skill in dealing with other people, ambition, motivation or emotional stability. See appendix. * Proficiency tests these measure the ability of the applicant to do the work involved e.g. a typist would be asked to type, and a salesperson would be asked to sell. Td Travel does not use selection tests at all. Most people are employed through word of mouth, as travel is a very incestuous business. NIS Europe use personality and aptitude tests. Stage seven Checking references of short listed candidates References provide further confidential information about the perspective employee. A reference should contain: * Straightforward factual information confirming the nature of the applicants previous jobs, previous employment, pay and circumstances of leaving * Opinions about the applicants personality and other attributes. At least two employer references are desirable, providing necessary factual information, and comparison of personal views. NIS Europe and TD Travel Group offer the successful candidate the job subject to checking the references. Stage eight -Institute follow-up procedures for successful applicants The follow up procedures include: * Offer of employment Assuming that the right candidate has by now been identified, an offer of employment can be made. It is common for an oral offer to be made. With a negociated period for consideration and acceptance. * Draw up a contract or written particulars this should include all terms, conditions and circumstances of the offer must be clearly stated and negotiable aspects of the offer and timetable for acceptance should be set out, in order to control the closing stages of the process * Arrange work permits if required Work permits are required of people coming into the UK for employment * Plan induction Induction is a formal programme, designed and carried out by HRM to introduce new employees to the organisation, in all its social as well as work aspects. Stage nine- Review all candidates Review un-interviewed candidates and sort out those that my be kept on file for possible future use. Send standard letters to unsuccessful to applicants and holding letters to those being kept on file. NIS Europe will hold candidates on file for a maximum of one year. TD Travel group do not use this procedure, they would start their informal recruitment process again as and when required. SUMMARY OF THE SELECTION PROCESS FOR TD TRAVEL GROUP AND NIS EUROPE It is evident from the above information that NIS Europe carries out a more formal selection procedure than TD Travel Group. This is down to the fact that NIS Europe have more employees than TD Travel Group, and therefore see it necessary to have a HR department.

Marketing Analysis Of The Product Olay Marketing Essay

Marketing Analysis Of The Product Olay Marketing Essay The Procter Gamble As a consumer goods company PG had global, on the ground presence in about 150 countries, more than 300 brands manufacturing, distribution and selling acclivities going on day to day basis. PG compete a wide collection of categories ranging from baby care, household care, fabric care, beauty care, food and food care, per care and as well as health care. Olay The trust by the women over fifty years made Olay as the world wide leader in skin care products. The entrepreneurial and innovative chemist Graham wulff, from South Africa, in the early 1950s developed the formula for Olay. In next followed twenty years, graham along with his business partner Mr. Jack Lowe, put up the company that they both shaped to market Olay hooked on successful international organization with a 10 million dollar turnover a year. When Mr. Wulff functioning for the Industrial Development Corporation (IDC) in South Africa in the early 1950s. As he was a productive inventor, he set up a laboratory at his home, at his home he used to develop products at his free time. He determined to formulate a product which extensively cares for skin, as his attention turned to skin care. The brilliant advertising and marketing intuition of Mr. Jack Lowes has invented the first name as Oil of Olay, designed the label and wrote on the pack copy. Jack wrote the advertising copy to the magazines and newspapers as tips and beauty hints with suggestions on how to use the product. Then Adams National Industries formed by both the partners Graham and Jack to market Oil of Olay. A high demand made to the product as Oil of Olay made remarkable to success in the South African market. The extremely effective style advertisements proved by the reader. In 1985 Procter Gamble acquired the Oil of Olay making Oil of Oaly from strength to strength. PRODUCT LINE OLAY Olay has offering a multitude of 11 product line, some of them are à ¢Ã¢â€š ¬Ã‚ ¦ Olay Professional Pro-X Olay Professional Pro-X is a scientifically advanced line of skin care that gives you younger-acting, younger-looking skin in 28 days. Guaranteed.* It works by resignaling your skin to repair the moisture barrier and boost the surface-cell turnover rate. The result? A new anti-aging breakthrough thats potent, proven, and professional. Olay Definity The face of anti-aging will forever be redefined. Go beyond lines and wrinkles. New Olay Definity transforms the look of brown spots, dullness and uneven skin tone. The result? A look thats highly defined. Luminous. More flawless. Olay Regenerist Olay Regenerist, formulated with the exclusive Olay Amino-Peptide Complex, beautifully regenerates skins appearance, without irritation, by renewing its outer layer one cell at a time. The result is skin that looks, feels and behaves more like new skin. Total Effects The key to the success of Total Effects is its exclusive VitaNiacin formula. Proven effective in fighting multiple signs of aging, this exclusive combination helps rejuvenate and beautify your skin while improving the condition of the skins moisture barrier. Olay Complete Olay Complete moisturizers give your skin all-day moisture, vitamins and UVA/UVB protection in a lightweight formula for healthy skin every day. Suitable for all skin types, Olay Complete matches your skins needs with its formulas for regular, sensitive, combination/oily or extra dry skin. Olay Hydrate Cleanse Olay Hydrate Cleanse dissolves oil, makeup and dirt while a mild surfactant gel matrix helps to sweep away impurities for a clean, rinsed feel. Formulated with an emollient cleanser and skin hydrators, Olay Hydrate Cleanse leaves skin feeling and looking beautifully healthy. Daily Facials Daily Facials gently clears away oil, dirt and makeup down to the pores, leaving your skin refreshed, rejuvenated and beautifully clean. From quick, convenient cloths to double-sided discs to powerful scrubs, masks and more, Daily Facials has a cleansing product perfect for you. Olay Clarity Life can be stressful, but it doesnt have to get under your skin. Olay Clarity is the first line of Olay cleansers with a dual-hydroxy formula to actually help your skin resist blemishes aggravated by stress and hormones, day after stressful day. Olay Body Lotion Olay Body Lotion products dont just moisturize. They actually strengthen the skins natural moisture barrier to prevent dry skin over time, thus breaking the cycle of dry skin. The result is a strong, essentially impermeable moisture barrier that protects your healthy skin from the elements. With regular use, skin stays hydrated, supple and radiant even if you skip a day. Olay Body Cleansing Olays moisture-rich shower products will take your shower to a whole new level with luxurious moisturizers and skin-loving cleansers. Theres one thats just right for every skin type. Shower your body in skin-loving cleansers and moisturizers from Olay today. Olay Touch of Sun A moisturizer with a touch of sunless tanner, Olay Touch of Sun gives your skin a radiant, sun-kissed glow. No streaks. No orange coloring. No sun required. Source: www.docstoc.com/docs/14719894/Oil-Of-Olay-Products Skin Care Market: Skin care products consumption grew over the years of the review period. Women are spending more money to get a good look. For a better and younger look they are willing to try new products. to maintain consumer loyalty and loyalty, the companies in skin care industry adopting the latest technology and making the revolutionary substances to new products. The improved number of working women equates the women spending more money to spend more on their skin care, skin care become one of the favorite path for expenditure. Brand Strength: The introduction of Skin Tone Analysis System (STAS) by PGs Olay brand in selected stores enables Olay beauty consultants with a proper training to analyze customers skin type as well as perform consultations to suggest the best product to meet their needs. Aimed at the clinical dermatology market created at CDP originally development of technology is STAS. STAS encourages brand loyalty increasing the basket spends, as it is powerful sales tool providing the customers along with graphical demonstration of the science that backed the range of Olay. http://www.cambridge-design.co.uk/wp-content/uploads/pdf/ProductSystems.pdf Olay Strenghts: http://www.beautyandaging.com/oil-of-olay-review Olay is made available widely in may retail stores and also made available online as well. Olay has innovated many product lines in the skin care segment to reach a different and a large variety of consumers world wide who have their own set of needs, and most importantly Olay is a very long established company under Procter Gambles hood which is one of the largest companies and globally dominating. Olay has a spread widely all over by installing kiosks in malls and retail stores through out and had achieved a large number of customers who are quite happy with the positive results of the product. The brands range from high end to low end, respectively, to reach different demographics. Olay does have free samples on their websites, which does allow users to try out their products without any obligation to them initially, making it an attractive offer. Nonetheless, this is a skin care line specifically geared toward anti aging prevention in women. The main ingredients of Olay are pentacide peptides that helps in reduction of wrinkles and make the skin look younger ,because of its miracle treatment success the consumers are quite satisfied with its results thereby making them buy the product again and again. Olay weaknesses: Some of the issues found in Olay ingredients are that there are no results from the clinical trials which they had posted for any of the product lines in their website. And also the unavailiabilty of personal testimonies makes it difficult to believe all the claims of their products because the reviews given on them did not have names or pictures. It was hard be convinced of the credibility of these type of claims when more details were not provided with the result that each person had using the skin care line. Another problem that occurred was that customers are not able to directly purchase Olay through Olay.com, making them have to go to another source. The odds are that you have heard of Olay before because it is so well known as a big name brand. This product line has a lot of money that has gone into it, but they are still lacking the conclusive information necessary with the support of clinical evidence to show what their products really have to offer.   One more issue could be the fact that this line targets women specifically who are middle-aged and also some of the main ingredients used have been contentious in the past. This includes the use of additives like glycerin, which have been argued will remove moisture from the skin instead of adding it to the complexion. Olay would do better to potentially focus on more powerful active ingredients in their skin care line to attract users. One of the main drawback of Olay is that its priced very high because of which not many customers buy the product as a result of which olay looses its customers to its competitors like Garnier, Loreal and others who are priced according to the mass market consumers. BRAND EFFECTIVENESS: There are significant benefits to a successful brand extension: Identify logical new product possibilities Capitalize on the paid-for equity in established brand names Enable a company to enter new categories at significantly lower cost Reduce the risk of failure given the already established awareness and trust Create a positive synergistic effect with the efficiencies of umbrella branding and advertising Reinforce the consumers perceptions of the parent brand name Bring news to existing brands when there is otherwise nothing new to say about them Brands are a constraint to enter into new variants. Brands (not production capabilities) are the prime barrier to entry into most categories. Many companies could make a cola, but only Coca-Cola owns that brand. As a result, well known existing brand names can be the way for a company to enter a new category that otherwise would be impossible. Our brand extension study for Reeses identified peanut butter as a logical brand extension. Hershey could not have efficiently entered the peanut butter category without the Reeses brand. In effect, brand extensions allow a company to capitalize on the previously paid for recognition, reputation and leverageable equity of its brand names. With the prohibitive cost of establishing new brands (just ask ex dot-coms), brand extensions save companies money. When done correctly, they also reinforce the properties of the existing parent product through synergy and bring news to the brand. It is not uncommon to find sales of the parent product rising a fter the launch of a successful brand extension. Notice how was the Olay brand introduced into the soap business: source: http://www.brandextension.org/benefits.html Olay has launched a various types of skin care products so as to extend the brand into different variants in the skin care segment very successfully there by validating its brand effectiveness prevailing on its consumers minds . The procedure of extending a brand also has other potential benefits. In recent years, the UKs cosmetics market has seen many brands launching exclusive and expensive lines after gaining some of the market share. Examples of this include Procter Gambles Olay skincare line.Olay on itself is a great example of a brand which recognized a need for multi-branding, which let them avoid one brand cannibalizing the market share of another as well as reserved more valuable space on stores shelves for their products. In November 2008, they launched a range of premium skincare products under its Olay brand. The Olay Pro-X range is aiming at mass market but is being marketed as a luxury product at the same time. This is closely related to PGs desire to re-position the b rand for high-end market customers. The Pro-X series is yet another additional line in Olays family and it benefits from the fact that the awareness of core brand can reduce costs. Olay has been an established and popular brand so its name will increase the willingness of consumers to try new brands. According to PG spokesman, Pro-X is aimed at customers who are more likely to buy mid- to premium-range skincare products from department stores. (Marketing Week, 30.10.08). The fact that Pro-X is an extension, not a new brand, makes it much easier for distributors and retailers to agree on distributing and selling it as they dont need to worry about potentially risky aspects, e.g. safety issues. Customers perceived risk of purchase also becomes lower than in the case of a completely new brand. PG first did a research if the online marketing would benfeit the brand and wether if it will influence the minds of the customers as they wondered that wether the payback is better than the other media choices in terms of influencing sales, they then focussed on effectiveness and have come up with a strategy as ., does online advertising affect sales? If it did, then how can the marketer achieve sales in the most cost efficient manner and it included the best frequency, targeting and other dynamics. PG started with an ample frequency of 40 ads per consumer over 8 weeks this was way too past the point making it expensive, however it was very effective and then the next step they took was to make the brand efficient and they cut the frequency down and entered online there by making a tremendous impact on its sales. BRAND VALUE: poolonline.com According to the source brand value mainly on the financial performance and the brand market performance and olay has very efficiently balanced both its financial and the brands market performance. Olay is Britains bestselling skincare product, according to Marketings Biggest Brands survey. However, year-on-year sales were down by 11% in the 12 months to July 2005, and in this years Readers Digest Most Trusted Brands survey, Nivea knocked Olay off top spot being one amongst its tough competitor (bowery). Olay undoubtedly has done a marvelous job of building on its heritage of skincare for its majorcore target the older women. Women of this age have a greater disposable income and will buy premium products, even if using mass-market brands for their daily skincare. The major challenge for Olay is to target young customers. The anti-ageing brands are driven by constantly changing ingredients, making it hard to build specific benefit loyalty. Olay s ads are approachable and real. It is a safe, trusted and comfortable brand.(according to SHIRIN VALIPOUR GLOBAL BUSINESS DIRECTOR, JWT) source: http://www.market-intelligence.com.au/images/brand.png AWARDS: Olay has received quite some awards stating its Brand loyalty,Brand image among which some of the latest awards are., Glamour Magazine gave their Glammy Award toOlay Regenerist Eye Lifting Serum, for Best Drugstore Eye Cream,(September, 2009). Life Style Magazine gave their Beauty Award to Olay Definity Eye Illuminator , for Best Eye Cream, (August, 2009). Better Homes and Gardens Best New Product Award goes to.. Olay Definity Color Recapture for Best New Anti-Aging Product and Best New Product Overall in a survey among 50,000 consumers, (January,2009) Consumer Survey of Product Innovation gave their Product of the Year Award to Olay Body Wash plus Spa Exfoliating Ribbons Winner Body Care Category. Survey of 100,000 people by TNS. (January, 2009). These awards prove that the brand has made a significant impact on the consumers mindsets and has established a very strong brand loyalty, and also its Brand Image as an unbeatable market leader in the skincare industry in the anti ageing cosmetic sector. TARGET MARKET: Olay mainly targets middle aged women from 25-45 as the product is for reducing wrinkles with the basic concept of looking young and therefore so is the target market, though Olay could have implemented research and developed new age products for younger women to achieve the market share and increase is brand equity, Inspite of very few publics falling into the brands target the brand has marked a place as a global leading skin care product. MARKET SHARE: BRAND IMAGE: CONCLUSION/RECOMMENDATIONS: BHAI PLZ HELP OUT WITH THIS UNTIL THEN I WILL FIGURE OUT THE REFERENCESà ¢Ã¢â€š ¬Ã‚ ¦ OK MERE BHAI ..

Gender Role Behaviors: Biology and Society Share Responsibility Essay

There are many different facets to the nature versus nurture argument that has been going on for decades. One of these, the influence of nature and nurture on gender roles and behaviors, is argued well by both Deborah Blum and Aaron Devor, both of whom believe that society plays a large role in determining gender. I, however, have a tendency to agree with Blum that biology and society both share responsibility for these behaviors. The real question is not whether gender expression is a result of nature or nurture, but how much of a role each of these plays. Both Devor and Blum can agree that society plays a large role in establishing gender identity. In his article â€Å"Gender Role Behaviors and Attitudes,† Devor states, â€Å"Gender role characteristics reflect the ideological contentions underlying the dominant gender schema in North American society† (Devor 571). Deborah Blum agrees to an extent in her article â€Å"The Gender Blur: Where Does Biology End and Society Take Over?† As stated in her article by behavioral endocrinologist Mark Breedlove, â€Å"We’re born with predispositions, but it’s society that amplifies them, exaggerates them† (qtd by Blum 574). It is clear, however that the two disagree on the extent of the societal role in determining gender role characteristics. Devor’s statement, and entire article for that matter, point to a clear belief that biology has no effect on gender roles. Instead, he believes that our views of the â€Å"natural† behaviors of males and females are based solely upon the society that we live in, that we have been conditioned to see certain characteristics as â€Å"feminine† and others as â€Å"masculine†. This ideology sparks from the belief that biological factors make males more aggressive and dominant than fem... ...logy or society? Nature or nurture? In this case, I would say that the answer is that both biology and society have great influence on how males and females behave in their roles. The only question now is, to what degree do each of these play a role? For this answer, we may have to wait. The key thing is to know that nature starts the process, and nurture helps that process along.  Works Cited Blum, Deborah. â€Å"The Gender Blur: Where Does Biology End and Society Take Over?† Signs of Life in the USA: Readings on Popular Culture for Writers. 6th Edition. Sonia Maasik and Jack Solomon. Boston: Bedford/St. Martin’s, 2009. 573-580. Print. Devor, Aaron. â€Å"Gender Role Behaviors and Attitudes.† Signs of Life in the USA: Readings on Popular Culture for Writers. 6th Edition. Sonia Maasik and Jack Solomon. Boston: Bedford/St. Martin’s, 2009. 567-572. Print.

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Competency-based Selection James Thomas University of Maryland University College HRMD 630 Turnitin The term competency is defined in different manner depending on the context of the business. It is used for the ability, competence, skills, and strengths of employees. HR department can assess the competencies of employees in various aspects of current and future role and design HR interventions keeping in mind the core business of the organizations. It may promote self-assessment, peer assessment, and assessment by experts for achieving HR goals of the organization. The human resources management is considered to be a key to manage the core business of the organizations and competency framework is the frame of HR process. HR professionals with a strategic performance management competency are well positioned to facilitate the pace and extent of change in their organizations. According to SHRM, HR systems can be impediments or enablers of rapid organizational change, but HR professionals with this competency will at least understand the business case for HR. Competency and career management has assumed greater importance in the present day companies. It is one of those toughest functions that HR managers handle. This is tough because HR manager are responsible for two conflicting functions. Organizational structures and downsizing of manpower on one side and ensuring career opportunities to the employees on the other side The purpose of selection is to match people to work. It is the most important element in any organization’s management of people simply because it is not possible to optimize the effectiveness of human resources, by whatever method, if there is a less than adequate match. One o... ...a interview. The process of competency based selection and recruitment involves job anylysis, interviewing, testing and selecting the applicant. In the event that an interviewer is unfamiliar with the job opening, out of date job description in unavailable or documentations is needed for the interview process, a job analysis can be conducted. The importance of job analysis in employment interviewing has long been recognized from the standpoint of Human Resources Management. (EEOC, 1978) state there is a legal basis to job analysis. The EEOC require that job analysis be performed as part of the development, application and validation of employee selections procedures. Job analysis should be conducted prior to the applicant interview. Information from the job analysis such as the job description should be used to develop interview question and a scale for rating.

Books Vs. Movies Essay

Why are audiences so upset with the way the movie turned out after reading the book? † Ask any reader who has seen the movie version of a favorite book, and the answer will usually be, the book was better.† (Corliss, 2005, p. 1)They are frequently disappointed because the movie versions are not sticking to their all-time favorite book. Growing up with books like Harry Potter, as readers or having someone reading to us our minds wonder off to this mystical land, picturing how our heroes and villains would look and act. As they take in the words, the reader can almost smell the trees and here the wind blow through the castles. Reading a book compared to watching the movie brings up controversy; with books readers use their minds while watching a movie people sit back and enjoy. It all starts with the book and how the reader’s mind starts to imagine what it will look like; the smell, taste, and feel. Then they bring the movie with the director’s view on the story. Let’s start with how people view the story that they are reading. The reader will take the story from the book and make it their own personal story, internalize from their own perspective and imagination. Each reader will see and interact with the story in their way. With Harry Potter readers, some say they feel closer to the main characters because it easier to see what’s going on in their minds. The directors have read the same books too and have challenges to overcome. Bringing Harry Potter to life on the big Screen, and appease all the children that have read the books. His job is to make the movie exciting; some books have some narrative that can just drag on. Sometimes what you read may not work in the movies. Some directors like to change things up so the viewers will be surprised and not be bored because they know everything that was going to happen. Now, back to how the audience sees the main character in a different light concerning reading, then on the big screen. The book builds this character that they grow to like; readers may see themselves as the leading actor. Some readers will picture their favorite actor playing the part. Characters are what keeps the readers coming back every time or make it impossible to put the book down because they want to find out what happens next. As a reader, you feel closer to what’s happening; you feel all the emotion that the characters are going through. Concerning the big screen, the character usually gets a brief back ground. The director determines the character for you; he will pick the actor for the spot. Sometimes they will pick a different gender to play the part. The director has to take a book like Harry Potter and cut some of the characters out so that the main character gets more time. They also cut out scenes. Let’s take for example, the Dursley’s family that was to keep Harry safe when not in school. After the third film they cut them out most of the other films. In book 4 they were to meet the Weasleys and that was cut out for the movie. (Bibbiani (2011)), â€Å"The audience spent way too much time with the Dursley family over the course of the franchise to deny them their only redeeming moment.† The director will put his own insights and how he pictures the characters to be and what scenes he wants. The story line people see in our mind from reading may change on the big screen. With reading, they get the whole story from beginning to the end, the readers will know everything about their character; including where they live and what time period they’re from. It all goes back to how they imagine it will be like. In every story it starts out slow so it can build you up to the main event. It may take up to 100 pages to explain a character. After reading the book, must readers feel that they lived another life, unless it’s a series, the reader will feel completed. However, with the movie there are time constraints to think about and they need to achieve the right rating for the movie. In the books the writers has more freedom with the story line, when it comes to the movie they need to make sure it targets the right audience. The Harry Potter movies always have been geared toward children and teens, so they cut things out to achieve that goal. The Goblet of Fire was a 734- page book that would be a 10 hour movie. The screen writer Steve Kloves said †it took him two years to figure out how to make the movie and deciding what parts to cut out† (Corliss, 2005, pp. 3-3). They took the first hundred pages and put it into a thrilling 20 minutes. They need to make the movie exciting by cutting out some of the narrative and zipping through some of it. There are some movie critics that love the movies because they cut out the boring narration of the books. Readers interact with the book and use their minds to imagine the story while movie-audiences are more passively enjoying the movie. We see how and why things change from reading books and how the movie may have a different concept. When reading books, a person is creating their own movie in a sense. You know how the character speaks, what they look like. Where the director is showing how he perceived the story and characters. Can we as readers see books and movies as different entities? Not all movie versions might be considered worse than the books. Books require your imagination to run wild with in the story. Movies are an in-depth perspective toward the story. In some people opinion they need to change some of the details from the book to make the movie more enjoyable. Think about how dull that movie may be if you put everything from the book into the movie. Next time you are out watching a movie and you have already read the book try to remember that it is not going to be how you imagined it, it’s someone else’s story and how they perceived it. â€Å"If we were more naà ¯ve, new to the plot and characters, things might be different, but since we’ve read the books, and read them emphatically, possibly more than once we can’t know that for sure. We can only compare to what we know, and already love† (Mario & Mario, 2012, pp. 3-2). References: Bibbiani, W. (2011). Crave Online. Retrieved from http://www.craveonline.com/film/articles/171155-the-top-ten-things-the-harry-potter-movies-left-out Corliss, R. (2005, Nov.). Books Vs. Movies. Time, (),. Retrieved from http://www.time.com/time/magazine/article/0,9171,1134742,00.html Mario, A., & Mario, R. (2012, may). The Trouble with Making Books We Love into Movies. The Atlantic Wire, (), 5. Retrieved from http://www.theatlanticwire.com/entertainment/2012/03/trouble-making-books-we-love-movies/50220/

Critique of Alexander Pope by Carole Fabricante Essay

â€Å"Defining Self and Others: Pope and Eighteenth Century Gender Ideology† – Carole Fabricante. This is an in depth critique by Carole Fabricante of eighteenth century gender ideologies in which Fabricante uses the poet Alexander Pope’s poetry as an example of changing thoughts towards gender roles. In particular, or as a specific argument, Fabricante warns about the use of ‘active voices’ to relate the situations, circumstances and feelings of the ‘passive’. Herein she discusses the dangers of allowing others who attempt to empathise with the voiceless, to become the main petition for the said people. The eighteenth century being a time in which women were largely relegated to the ‘seen and not heard’ caste, Fabricante examines Pope’s position not only as a protagonist for the ‘unspoken’, but also as devils advocate. She describes Pope’s own history as a crippled and deformed individual whose own identity is compromised by his inability to conform to the socialized standards of masculinity. This would naturally grant Pope a greater ability to empathize with the underdog. â€Å"Deformed, dwarfish, sickly, and probably impotent as a result of having contracted spinal tuberculosis in infancy, Pope was someone whose â€Å"manhood† was continually being called into question both by his enemies in print and by the women in his life, not to mention by his own ironic perceptions of himself. † (Fabricante). As a result of his own deformity, Fabricante asserts that his own idea of patriarchal power hierarchy and that this may at some level give him a greater lease to speak for those who ‘cannot’. Pope is by no means a passive voice, although speaking as a women in poems such as â€Å"Eloisa to Abelard† and â€Å"Epistle to Miss Blount†, Fabricante does question whether Pope uses a form of political satire to direct is ideas. However Fabricante does admit the following: â€Å"Pope’s ambiguous and contradictory position in society affords us the opportunity to explore the dialectical interaction between the voices of marginality and dominance as these vye, not only among different groups in society, but also within a single personality and consciousness. †(Fabricante). The paper as a whole questions the usage over time of writers, artists and activists in order to speak for others, believing that this is not a clear or authentic view of those individuals. She compares Pope’s representation of women to that of Swift, another eighteenth century poet. In this comparison she examines the subtlety with which Pope describes women as a victim of choice-less marriages and breeding stock as opposed to Swifts considerably less authentic identification. She also explores the use of objectification of women as an entity for which the primary necessity it fulfils, are men. As an exploratory paper, Fabricante does touch on a great deal of the effects of subjugation of women as the ‘other’ over time. This is particularly important in an era such as the eighteenth century where the socialized acceptance by women of their fate, was beginning to disintegrate. Following the Renaissance, reading the likes of Shakespeares Othello and Romeo and Juliet, the discomfort faced by women was already rearing its head. However, it took centuries for this transformation to come into fruition. I feel that at times Fabricante attacks the wrong people though. In the beginning her main focus is on the Foucauldian perception of the voiceless being incarcerated by those intent on speaking for them. In many ways this practice does rob the recipient even further of their own right to be heard, however, those who can identify say for instance with abortion, may not be able to speak for themselves. This leads in the end, to no one getting anywhere. The point, I believe of people speaking for others, is not to precipitate further oppression, but to give them the strength to speak for themselves. Foucault, as Fabricante uses for an example, was himself a minority, being outwardly gay and questioning the idea of transgression as perceived by society, makes a good representation of those previously voiceless speaking out. As a sociological argument, Fabricante is eloquent and aggressive and may strike the reader as being decidedly feminist, although this may be a misconception on the part of the reader. Fabricante makes many interesting and pertinent points although she is not easy to read. For this reason it necessary to remember that the paper is not a poetic analysis, but a personality one. In the greater scheme of social theory, Fabricante displays all the downfalls and assets of social study particularly that of the need to label people as ‘other’. Describing another group or individual as ‘other’ is a social truth, as all things that can be defined, must by all intents and purposes possess an opposite. I believe Fabricante’s dissertation to be insightful, if at times a little aggressive. The paper sometimes appeared a little confused, perhaps because she uses a number of external which are placed within her own ideas.