Pope Julius II Biography

Pope Julius II Biography Pope Julius II was also known as Giuliano della Rovere. He also became known  as the warrior pope and  il papa terribile. Pope Julius II was known for sponsoring some of the greatest artwork of the Italian Renaissance, including the ceiling of the Sistine Chapel by Michelangelo. Julius  became one of the most powerful rulers of his time, and he was more concerned with political matters than theological ones. He  was enormously successful in keeping Italy together politically and militarily.   Important Dates Born: Dec. 5, 1443Elected Pope: Sept. 22, 1503Crowned: Nov. 28, 1503Died: Feb. 21, 1513 About Pope Julius II Julius was born Giuliano della Rovere. His father Rafaello was from an impoverished but probably noble family. Rafaellos brother Francesco was a learned Franciscan scholar, who was made a cardinal in 1467. In 1468, Giuliano followed his uncle Francesco into the Franciscan order. In 1471, when Francesco became Pope Sixtus IV, he made his 27-year-old nephew a cardinal. Cardinal Giuliano della Rovere Giuliano showed no true interest in spiritual matters, but he enjoyed considerable income from three Italian bishoprics, six French bishoprics, and many abbeys and benefices bestowed on him by his uncle. He used much of his considerable wealth and influence to patronize artists of the day. He also became involved in the political side of the Church, and in 1480 he was made legate to France, where he acquitted himself well. As a result he built up influence among the clergy, particularly the College of Cardinals, although he also had rivals... including his cousin, Pietro Riario, and future pope Rodrigo Borgia. The worldly cardinal may have had several illegitimate children, although only one is known for certain: Felice della Rovera, born sometime around 1483. Giuliano openly (though discreetly) acknowledged and provided for Felice and her mother, Lucrezia.   When Sixtus died in 1484 he was followed by Innocent VIII; after Innocents death in 1492, Rodrigo Borgia became Pope Alexander VI. Giuliano had been considered favored to follow Innocent, and the pope may have seen him as a dangerous enemy because of it; in any case, he hatched a plot to assassinate the cardinal, and Giuliano was forced to flee to France. There he allied with King Charles VIII and accompanied him on an expedition against Naples, hoping that the king would depose Alexander in the process. When this failed, Giuliano stayed on in the French court. When Charles successor Louis XII invaded Italy in 1502, Giuliano went with him, avoiding two attempts by the pope to seize him. Giuliano finally returned to Rome when Alexander VI died in 1502. The Borgia pope was followed by Pius III, who lived only a month after taking the chair. With the help of some judicious simony, Giuliano was elected to succeed Pius on September 22, 1502. The first thing the new Pope Julius II did was to decree that any future papal election that had anything to do with simony would be invalid. The pontificate of Julius II would be characterized by his involvement in military and political expansion of the Church as well as his patronage of the arts. The Political Work of Pope Julius II As pope, Julius gave the highest priority to the restoration of the Papal States. Under the Borgias, the Church lands had been notably diminished, and after the death of Alexander VI, Venice had appropriated large portions of it. In the fall of 1508, Julius conquered Bologna and Perugia; then, in the spring of 1509, he joined the League of Cambrai, an alliance among Louis XII of France, Emperor Maximilian I, and Ferdinand II of Spain against the Venetians. In May, troops of the league defeated Venice, and the Papal States were restored. Now Julius sought to drive the French from Italy, but in this he was less successful. During the war, which lasted from autumn of 1510 to spring of 1511, some of the cardinals went over to the French and called a council of their own. In response, Julius forged an alliance with Venice and Ferdinand II of Spain and Naples, then called the fifth Lateran Council which condemned the actions of the rebellious cardinals. In April of 1512, the French defeated alliance troops at Ravenna, but when Swiss troops were sent to northern Italy to help the pope, the territories revolted against their French occupiers. Louis XIIs troops left Italy, and the Papal States were increased by the addition of Piacenza and Parma. Julius may have been more concerned with the recovery and expansion of papal territory, but in the process he helped forge an Italian national consciousness. Pope Julius IIs Sponsorship of the Arts Julius wasnt a particularly spiritual man, but he was very interested in the aggrandizement of the papacy and the Church at large. In this, his interest in the arts would play an integral role. He had a vision and a plan to renew the city of Rome and make everything associated with the Church splendid and awe-inspiring. The art-loving pope sponsored the construction of many fine buildings in Rome and encouraged the inclusion of new art in several notable churches. His work on antiquities in the Vatican Museum made it the greatest collection in Europe and he decided to build a new basilica of St. Peter, the foundation stone of which was laid in April of 1506. Julius also developed strong relationships with some of the foremost artists of the day, including Bramante, Raphael, and Michelangelo, all of whom executed multiple works for the demanding pontiff.   Pope Julius II appears to have been more interested in the status of the papacy than his own personal fame; nevertheless, his name will be forever linked with some of the most remarkable artistic works of the 16th century. Although Michelangelo completed a tomb for Julius, the pope was instead interred in St. Peters near his uncle, Sixtus IV. More Pope Julius II Resources: Julius II: The Warrior Popeby Christine ShawVisit merchantMichelangelo and the Popes Ceilingby Ross KingLives of the Popes: The Pontiffs from St. Peter to John Paul IIby Richard P. McBrienChronicle of the Popes: The Reign-by-Reign Record of the Papacy over 2000 Yearsby P. G. Maxwell-Stuart

Biography of Euripides, Third of the Great Tragedians

Biography of Euripides, Third of the Great Tragedians Euripides (480 B.C.–406 B.C.) was an ancient writer of Greek tragedy- the third of the famous trio (with Sophocles and Aeschylus). He wrote about women and mythological themes, like Medea and Helen of Troy. He enhanced the importance of intrigue in tragedy. Some aspects of Euripides tragedy seem more at home in comedy than in tragedy, and, indeed, he is considered to have been a significant influence on the creation of  Greek  New Comedy. This comic development  comes after the lifetime of  Euripides and his contemporary, the most familiar writer of Old Comedy, Aristophanes. Fast Facts: Euripides Known For: Famous Greek playwright and tragedian who created the love-dramaBorn: 480 BCE in ‎Salamis Island, GreeceParents: Mnesarchus (also spelled Mnesarchides), CleitoDied: 406 or 407 BCE in Macedonia or AthensWell-Known Plays: Alcestis (438 BCE), Heracles (416 BCE), The Trojan Women (415 BCE), Bacchae (405 BCE)Awards and Honors: First prize, Athenian dramatic festival, 441 BCE, 305 BCESpouses: Melite, ChoerineChildren: Mnesarchides, Mnesilochus, EuripidesNotable Quote: There are three classes of citizens. The first are the rich, who are indolent and yet always crave more. The second are the poor, who have nothing, are full of envy, hate the rich, and are easily led by demagogues. Between the two extremes lie those who make the state secure and uphold the laws. Early Life and Career A contemporary of the second of the tragedy  trio,  Sophocles, Euripides was born around 480 BCE to his parents Mnesarchus or Mnesarchides (a merchant from the Athenian deme of Phlya) and Cleito. It is believed he might have been born on Salamis or Phlya, although that may be a coincidence of the inventive methods used to date his birth. Euripides first competition might have been in 455. He came in third. His initial first prize came in 441, but out of about 92 plays, Euripides won only four  more first prizes- the last, posthumously. Intrigue and Comedy Where Aeschylus and Sophocles emphasized plot, Euripides added intrigue. Intrigue is complicated in Greek tragedy by the constant presence of the all-knowing chorus. Euripides also created the love-drama. New Comedy, a type of Greek  drama  that lasted from about 320  BCE  to the mid-third century  BCE  that offers a mildly satiric view of contemporary Athenian society, later took over the more effective parts of Euripides technique. In a modern performance of Euripides tragedy, Helen, the director explained it was essential for the audience to see immediately that its a comedy. Key Plays Another Euripidean tragedy that portrays women and Greek mythology, and seems to bridge the genres of tragedy, is a satyr play and comedy called Alcestis. In the play, a buffoonish Hercules (Heracles) comes to the house of his friend Admetus. The latter is mourning the death of his wife Alcestis, who has sacrificed her life for him but wont tell Hercules who has died. Hercules overindulges, as usual. While his polite host wont say who died, the appalled household staff will. To make amends for partying at a house in mourning, Hercules goes to the Underworld to rescue Alcestis. Tragedies that Euripides had written shortly before death that had never been performed at Athens City Dionysia were found and entered into the Dionysia, a large festival in ancient Athens, in 305 BCE. Euripides plays won first prize. They included The Bacchae, a tragedy that informs our vision of Dionysus. Unlike in Euripides play Medea, no deus ex machina comes in to save the child-killing mother. Instead, she goes into voluntary exile. It is a thought-provoking, grizzly play, but in the running for Euripides most excellent tragedy. Death Euripides may have died in Athens. Ancient writers from the third century BCE (starting with a poem by Hermesianax [Scullion]) claim Euripides died in 407/406, not in Athens, but in Macedonia, at the court of King Archelaus. Euripides would have been in Macedonia either in self-imposed exile or at the kings invitation. Gilbert Murray thinks the Macedonian despot Archelaus invited Euripides to Macedonia more than once. He had already corralled Agathon, the tragic poet, Timotheus, a musician, Zeuxis, a painter, and possibly, Thucydides, the historian. Legacy Despite winning only limited acclaim during his lifetime, Euripides was the most popular of the three great tragedians for generations after his death. Even during his lifetime, Euripides plays won some acclaim. For example, after the ill-fated Sicilian expedition, where Athens ventured into the Italian island in 427 BCE with disastrous results, those Athenians who could recite Euripides were reportedly saved from slave-labor in the mines. An indication of the resilience of his work is the fact that 18 or 19 of Euripides plays have survived to this day, centuries after he wrote them, and more than the plays of either Aeschylus  and  Sophocles. Sources â€Å"Ancient Greek Dramatic Festivals.†Ã‚  The Randolph College Greek Play.. Classical LiteratureAncient Greece-Euripides-Alcestis.â€Å"Euripides Biography.†Ã‚  Encyclopedia of World BiographyKawalko Roselli, David. Vegetable-Hawking Mom and Fortunate Son: Euripides, Tragic Style, and Reception. Phoenix Vol. 59, No. 1/2 (Spring-Summer, 2005), pp. 1-49.Murray, Gilbert. Euripides and His Age. 1913.â€Å"New Comedy.†Ã‚  Encyclopà ¦dia Britannica.Scullion, S. â€Å"Euripides and Macedon, or the Silence of the Frogs.†Ã‚  The Classical Quarterly, vol. 53, no. 2, 2003, pp. 389–400.

Government Intervention (Microeconomics) Essay Example | Topics and Well Written Essays - 1250 words

Government Intervention (Microeconomics) - Essay Example Microeconomics, a division of economics deals with the decisions taken by individuals, firms and governments under constraints in order to maximize their goal. The individual or common man’s decision may be controlled by his income which is a constraint. Within his income limit he has to make his buying decisions to increase his happiness. A firm’s decision on its sales and selling price, hiring charges and production costs may be controlled by technology it uses and by the competition prevailing in the market, demand of the product etc. The decision taken should improve the total revenue of the firm. The Government’s decision will be based on the well-being of its people but is controlled by limited technology and resources it possesses. The government might impose tax, laws and quantity of production to protect the people. Thus, we can say that microeconomics, deals with various economic decisions taken by individuals, firms, Government, which affects the deman d and supply of goods and services, prices of commodities, quantity of output etc. Thus Microeconomics â€Å"looks at the smaller picture, and focuses more on basic theories of supply and demand and how individual businesses decide how much of some thing to produce and how much to charge for it† . Demand and Supply can be regarded as the basic principles of economics. Demand can be described as the want of people with the required ability to buy goods and services at a particular price. There prevails a variety of alternative prices for the goods at a particular time. Supply on the other hand is the amount of goods and services bid by sellers for sale at a particular time and at a particular price. The relationship between the demand and supply is the major force which controls the market economy. This force guides the market economy. In a free market or market economy, resources are allocated based on the demand of the product. The supply decisions are made

Organisational behaviour and development Essay Example | Topics and Well Written Essays - 1000 words

Organisational behaviour and development - Essay Example This leads to new beliefs, assumptions and behaviors. In the last two decades companies have been subject to change in the external environment in which technology plays an important role. This paper will discuss how technology influences the use of language in organizations for the right communication. Language is an important influence on the way social reality is constructed. Language is the external expression of the internal mindsets that define an organization (Butcher & Atkinson, 2001). Language is also strongly associated with power. Language lies at the heart of managerial action. Thus language plays a role in organizational management and organizational change. Schein (n.d.) states that to manage internal integration and internal relationships, common language is a major issue. To function cohesively as a group it is important to understand a common language. Language can comprise of gestures, actions and words which are understood by all. Conflict arises when two parties assume about each without proper communication. Today organizations use different technologies in improving internal integration and communication. These include radio, television, email, chat messages and SMS. Technology definitely influences the language use but does not change everything. Technology influences language even in ways which may not be very obvious. A metaphor â€Å"all guns blazing† is often used in organizations which implies that an action has been performed with energy or aggression (Moore, 2002). Here the technology of weapons has been used to communicate. Both natural languages and technologies are important in performing any type of human activity. Aero planes fly people and cargo around the world and people strive to improve upon this technology for common good. Here again language and technology are used for mutual benefit. The technology of radio communication is used to support the language to transmit

Communication Process Paper Essay Example for Free

Communication Process Paper Essay Communication process is a very important aspect with the help of which people send messages verbal including sentences, words, and messages nonverbal including physical setting, facial expression, and behavior. Communication patterns have changed because of changing nature of interaction between people. Communication allows business to coordinate and unify common goals. An open communication policy in business where the employees may come to the supervisors and voice his or her likes as well as dislikes. The business will have a workable environment for everyone. As the message passes through this medium, there is noise and which changes the message into something different from what was sent. These are otherwise known as the barriers to effective communication. Noise can be static or anything that distracts from the intended massage. Example, if there a meeting going on in the workplace and two employees are talking in the background. An individual will become distracted of what the meeting is about. Communication process Paper The climates in most workplace are cool if it is an inside job. So individual may be comfortable communicating with one and another. Some people believe the environment tan make a difference with the way an individual communicate. Communication is vital in the workplace and it the primary means to convey the proper message. Most jobs have shift work and needs to communicate from one shift to another. This may be done by verbal or written in paper. A business climate most likely creates within levels of management and spreads from there. The strength and weakness of any organization are only good or bad as the individuals who work there. If there an open policy where employees can communication with his or her supervisors as they please. This procedure will make the workplace environment workable for everyone. Every employee in the workplace should voice his or her opinion toward the supervisor without been afraid of the outcome. Everyone has some weaknesses and strengths in communication as a result of psychological and personal peculiarities, and every day communication patterns. Verbal written communication is my strength. My weakness is nonverbal communication because in some situations I am not sure what behavior patterns I should follow, for instance, speaking with strangers, or the police. Sometimes I believe cultural or social barriers communicating with others, I have strong verbal communication skills because I spend much time communicating with my friends on the Internet. This way I can communicate with several people at the same time, and save time on phone calls or visiting them. This form of communication is very popular because it transmits information to the individuals and receives reply rapidly. I have good written skills and can clearly express opinion in several sentences. This strength is logical, concise, and informative messages, which help the recipient to grasp the idea at once. Good written skills used in the criminal justice system and other business. Years ago the senior management committee of some business, there strategies for doing everything from changing policies to dealing with employees discussed behind closed doors. Once those decisions made by management, the supervisors were asked to put those decisions into effect. The employees had little to no input on those matters. The employees did as they were told or had to find a new job. Today some management team members listen to what the employees have to say before making a decision on changing the policies. Most business in the present encourages employees to take an active part in their company. The employees who work on production line may know some ways to improve the lines. Some manager may pass out certain type of rewards for his or her ideals. Communication process with employees can be a difficult task. It may take knowing what an individual have to say to communicate in a way to receive desired result. Communications to employees come from several areas within the organization, the director, human resources, the program manager, and other management team. Every employee need to know what is happening within the company. The company will not achieve if the employees are not contribute what expected of him or her. That why a well-organized internal communication strategy required to create the ideal mindset within the company. Reference Communicating Effectively with Employees Retrieved on July 12, 2011 from http://www. learningspaces.njit.edu/Elliot/content/communicating-effectively employee

The Physics of Boomerangs Essay -- Science Toys Essays

The Physics of Boomerangs The successful flight of a boomerang looks as though it never should happen. Its more or less circular flight path comes from the interaction of two physical phenomena: the aerodynamic lift of the arms of the boomerang and the spinning boomerang’s maintenance of angular momentum. Briefly put, the airfoil at the boomerang’s forward rotating edge provides more lift than its rearward rotating edge. This elevates one side of the boomerang. The spinning object maintains angular momentum by turning at a right angle to its axis of rotation. When the spin and the velocity of boomerang are just right, it flies away and returns in an aesthetically satisfying circle. The boomerang’s distinctive flight starts with its aerodynamic properties. Boomerangs come in a variety of shapes. The traditional forms are variations on an L with equally long arms. There are also boomerangs with three or even four arms radiating from a center. And there are delta boomerangs.1 Whatever the configuration, every boomerang has airfoils at its extremities. Looking outward from the center of rotation of the boomerang, the left side of the blade is the leading edge of the air foil for right-handed throwers.2 As the boomerang spins, the airfoils at its perimeter create lift. Our text, Physics: A World View, discusses aerodynamics and Bernoulli’s principle. It explains the relationship between the velocity of a fluid and the pressure that the fluid exerts. A fluid gains energy when it speeds up as, for example when it goes through a constricting area in a pipe or passes around an airfoil. Since the gravitational potential energy is constant, the change is in kinetic energy. Since there is an acceleration of the fluid, the press... ...d San Francisco. McGraw-Hill Company Limited, 1982. 20-21. 5http://www.grc.nasa.gov/WWW/K-12/airplane/bern.html. I also visited several Google sites, â€Å"boomerang,† though I did not draw on them for this project. They generally have a bit of (undocumented) history/anthropology, some physics, and throwing instructions. For example: http://www.gel-boomerang.com/, and http://www.boomerangs.org/ (pictures of some odd shapes). This is consistent with my experience. Trying to put more spin on the boomerang mainly has the effect of making a throw unnatural and therefore prone to fly into the ground. 7When in college, my daughter would often suggest â€Å"going to throw a boomerang† as a first date. Her idea was that she learned a lot about a guy seeing him cope with failing miserably--a certainty the first time out with a boomerang--at a seemingly simple athletic activity. The Physics of Boomerangs Essay -- Science Toys Essays The Physics of Boomerangs The successful flight of a boomerang looks as though it never should happen. Its more or less circular flight path comes from the interaction of two physical phenomena: the aerodynamic lift of the arms of the boomerang and the spinning boomerang’s maintenance of angular momentum. Briefly put, the airfoil at the boomerang’s forward rotating edge provides more lift than its rearward rotating edge. This elevates one side of the boomerang. The spinning object maintains angular momentum by turning at a right angle to its axis of rotation. When the spin and the velocity of boomerang are just right, it flies away and returns in an aesthetically satisfying circle. The boomerang’s distinctive flight starts with its aerodynamic properties. Boomerangs come in a variety of shapes. The traditional forms are variations on an L with equally long arms. There are also boomerangs with three or even four arms radiating from a center. And there are delta boomerangs.1 Whatever the configuration, every boomerang has airfoils at its extremities. Looking outward from the center of rotation of the boomerang, the left side of the blade is the leading edge of the air foil for right-handed throwers.2 As the boomerang spins, the airfoils at its perimeter create lift. Our text, Physics: A World View, discusses aerodynamics and Bernoulli’s principle. It explains the relationship between the velocity of a fluid and the pressure that the fluid exerts. A fluid gains energy when it speeds up as, for example when it goes through a constricting area in a pipe or passes around an airfoil. Since the gravitational potential energy is constant, the change is in kinetic energy. Since there is an acceleration of the fluid, the press... ...d San Francisco. McGraw-Hill Company Limited, 1982. 20-21. 5http://www.grc.nasa.gov/WWW/K-12/airplane/bern.html. I also visited several Google sites, â€Å"boomerang,† though I did not draw on them for this project. They generally have a bit of (undocumented) history/anthropology, some physics, and throwing instructions. For example: http://www.gel-boomerang.com/, and http://www.boomerangs.org/ (pictures of some odd shapes). This is consistent with my experience. Trying to put more spin on the boomerang mainly has the effect of making a throw unnatural and therefore prone to fly into the ground. 7When in college, my daughter would often suggest â€Å"going to throw a boomerang† as a first date. Her idea was that she learned a lot about a guy seeing him cope with failing miserably--a certainty the first time out with a boomerang--at a seemingly simple athletic activity.

Economics Markets Essay

The most probable result if the minimum wage for teenage workers in Australia will increase is that the employment rate will decrease. The effects on employment on the workers on the increase in the minimum wage of teenage workers will lose their job. This is because employers must retain their profit. Increasing the minimum wage of the workers will result into decrease profit of the company, thus employers will lessen their employers also decreasing their labor costs to retain their profit (Kennan 2007). Take for example a company that aims to maximize its profit. Currently, the company’s labor force is n and the minimum wages for its employer is w. Consider a case when the company increases the minimum wage to W with no changes to other factor like profit. If this happens, the profit will decrease because of n*(W-w). The only way to regain the losses of the company that is brought by the increase in the minimum wage is to lessen its labor force n to compensate the losses. Drastic change will occur on the employment of teenage workers in Australia because employers will consider first the adult or the professionals. Companies that need personnel with expertise on the said company will be hired first because these professional are more equipped in producing profit for the company. The figure below illustrates how employment is being affected by the increase in the rate of wage of the labors. As the wage increase, so also the gap thus increasing the rate of unemployment (David Tuerck and Paul Bachman 2005). There are other possible outcomes when minimum wage rate will increase among teenage workers in Australia. Though many employee will be attracted on the high wage rate in Australia, there is a big possibility that companies will go to other places where there is low wage rate. Most companies now are finding their personnel on places where there is a low wage rate. This is to lessen other expenses incurred by the companies (Haussamen 2007).

Job Evaluation a Cornerstone to Hrm Practices

| | | | |edith cowan university faculty of business and law | | | | | | | |mba 5712- hr | | | | | | | | | |assignment 1 | |JOB ANALYSIS A ‘CORNERSTONE’ OF | |ALL HRM PRACTICES AND ACTIVITIES | | | | | | | |MUTEMA CHELLA 10157835 | | | | | LECUTRER: MR. D. PHIRI Submission Date: 13th April 2010 | | TABLE OF CONTENTS INTRODUCTION3 RECRUITMENT AND RETENTION3 SELECTION4 TRAINING AND DEVELOPMENT4 PERFORMANCE MANAGEMENT5 REMUNERATION MANAGEMENT6 PROMOTION OF WORKPLACE SAFTY AND HEALTH6 CONCLUSION7 REFERENCES8 INTRODUCTION To discuss why job analysis is sometimes said to be the ‘cornerstone’ of all the human resource management practices and activities, six Human Resource functions or practices are listed and then showing how job analysis data is utilised in each of these activities. Job analysis is aptly called so because success or failure of the human resource function in an organisation can directly be attributed to the consequences of job analysis (Siddharth, 2009 October). Siddharth (2009) further contends that Job analysis encompasses understanding and closely evaluating the knowledge, skills and attitudes required by an individual in performing a particular role. It’s like performing a Personal Profile Analysis of an invisible person. Once performed, job analysis would throw open a plethora of answers to how Recruitment, Performance Management, Training, Compensation benchmarking and several other processes should follow for the incumbent on the said job. Job analysis refers to procedures for systematically understanding the work that gets done in an organisation and the basic goal is to understand what people do, how they do it and what skills they need to do the work well (Jackson & Schuler, 2003). According to Jackson & Schuler, the results of the job analysis are used to write job descriptions. A job description spells out essential job functions, describes the conditions in which the job is performed and states special training or certification requirements for the job. For employees, job description produced through job analysis serves as a guide to work behaviour while for supervisors and managers; a job description serves as a guide to performance evaluation and feedback. This essay therefore focuses on trying to show that job analysis provides the foundation upon which to build virtually all components of HR system identified as follows;. RECRUITMENT AND RETENTION Recruitment involves searching for and obtaining qualified applicants for the organization to consider when filling job openings (Jackson & Schuler, 2003). In the function of recruitment the job analysis would determine recruitment sources and methods. To find the most suitable employees for jobs and thus for the organisation as a whole, those involved in employee recruitment need to be fully aware of the relevant job description and person specification which can only be derived from comprehensive job analysis (Baired etal, 2008). Effective programs for recruitment should attract suitably qualified applicants and discourage those who are unsuitable. One would therefore say that knowing a defined set of competencies allows one to more efficiently target, within a candidates population those competencies for recruitment. SELECTION Selection is the process of obtaining and using information about job applicants in order to determine who should be hired for long or short-term position. Jackson & Schuler (2003) contend that it begins with an assessment of the requirements to be met by the new hire, including technical aspects of a job and the more difficult to quantify organizational need (Jackson & Schuler, 2003). Applicants are then assessed to determine their competencies, preference, interests and personality. For productivity and retention, companies such as Southwest, Lincoln Electric, Honda GE, and Toyota hire on the basis of whether an individual matches the job requirements and the corporate culture (Jackson & Schuler, 2003) To do a proper selection of the candidate to be employed it is vital to establish the essential features of the job descriptions and person specifications to allow for objective and easier assessment of applicants (Baired etal, 2008). Selection criteria must be demonstrably job relevant and equitably applied, to facilitate comparison between candidates and the matching of candidates with jobs. They are invaluable in the initial short listing of large numbers of applicants, employment testing, interviewing and subsequent referee checking (Baired etal, 2008) Done very well selection practice ensures that employees are capable of high productivity and motivated to stay with the organization for as long as the organization wants to employ them. TRAINING AND DEVELOPMENT In general, an organisation’s training and development practices are its intentional efforts to improve current and future performance by helping employees acquire the skills, knowledge, and attitude required of competitive work force (Jackson & Schuler, 2003). Rapidly changing technology, foreign competition, and changes in organisational strategy and strategic business objectives are putting pressure on organizations to train and develop employees for competitive advantage. This requires careful attention to needs assessment, program development and implementation, and evaluation. Four types of types of needs analysis-organisational, job, person, and demographic-are designed to diagnose systematically the short and long term human resource needs of an organisation (Jackson & Schuler, 2003). Any discrepancies between the experience, knowledge, skills and abilities demonstrated by a job holder and the requirement contained in the job description and specification or list of competencies for that job provide clues to development needs (Baired etal, 2008). Training & development is merely the development and assessment of said competencies for both the employee and the employer. However, without job analysis the organisation would have no way to know what to teach; train and develop and when to do it. PERFORMANCE MANAGEMENT A performance management system is a formal, structured process used to measure, evaluate, and influence an employee’s job related attributes, behaviours, performance results (Arvey & Murphy, 1998). Two components of performance management system are (a) performance measurement and feedback for individuals and team, and (b) the rewards component of total compensation (Jackson & Schuler, 2003). A well designed performance measurement and feedback process directs employees’ attention toward the most important tasks and behaviours. It informs employees about what’s valued and provides information about whether the employees’ behaviour and results meet the expectations of managers, colleagues, and customers (Jackson & Schuler, 2003) To emphasise the importance of performance management, it is said that; ‘It is estimated that if companies could get 3. 7% more work out of each employee, the equivalent of 18 more minutes of work in each 8-hour shift, the gross domestic product in the United States would swell by $355 billion, twice the GDP of Greece (Jackson & Schuler, 2003). The job description and person specification, the result of the job analysis, provide the criteria for evaluating the performance of the holder of the job. Performance Management can therefore be said to be that by knowing the competencies required for each job or job family allows HR (or management) to track employee knowledge, skills and abilities and distribute them accordingly to wherever they may have the most impact within an organization. These competencies may also be tied to other organizational-level criteria for added impact and a validity check. As has been mentioned this is as a result of job analysis REMUNERATION MANAGEMENT Compensation or remuneration typically includes a mix of several elements, monetary and non monetary forms of rewards. Monetary compensation includes direct payments such as salary, wages, and bonuses, and indirect payments such payments to cover the cost of private and public insurance plans. Nonmonetary compensation include many forms of social and psychological rewards-recognition and respect from others, enjoyment from doing the job itself, opportunity for self-development (Jackson & Schuler, 2003). Many workplace agreements emphasise the close relationship between job requirements, learning and development programs, career progression and appropriate salary and benefits systems. Baired etal, (2008) further contends that inappropriate remuneration packages may reflect a need for change of job requirements or adjusted pay scales, often in consultation with the relevant unions. It can be said that competencies help guide compensation models to a much more precise degree than more gross measures like â€Å"seniority. For example, a highly sought after software developer with very unique skills may be able to demand on the market a much higher salary than a typical MCSE who has been with the company for X number of years. A competency based compensation model would addres s that. Again, a job analysis done properly will help determine pay scale. PROMOTION OF WORKPLACE SAFTY AND HEALTH Another of the Human Resource function is the promotion of safety and health at the workplace. Job analysis procedures can be used to identify aspects of a job that may contribute to workplace injuries, and ergonomic principals can be applied to redesign the work environment (Jackson & Schuler, 2003). Workplace safety and health refers to the physical and psychological conditions of a workforce that result from work environment provided by the organisation. Physical conditions include occupational diseases and accidents such as actual loss of life or limb; repetitive motion injuries, back pain, carpal tunnel syndrome, cardiovascular disease, other forms of cancer and other conditions that are known to result from unhealthy work environment include white central nervous system damage. While psychological conditions result from organisational stress and a low quality of working life, these encompass, dissatisfaction, apathy, and withdrawal and so on (Jackson & Schuler, 2003). If an organisation takes effective safety and health measures, fewer employees will have short or long term ill effects as a result of being employed at the organization (Cooper & Neck, 2000). Both the Health and Safety at Work Act (1974) and the Disability Discrimination Act (1995) of the UK require evidence-based approaches to setting physical and medical employment standards. Proven fitness related strategies include redesigning the most demanding tasks, selecting and training personnel who possess the necessary physical attributes, and assessing and redeploying personnel to jobs within their capability. An essential precursor to pursuing these strategies is to conduct a job analysis to quantify the physical demands of the job (Rayson, 2000) . ). CONCLUSION Job Analysis is quite aptly called the â€Å"corner stone† of all HR activities because the success or failure of the HR function in an organization can directly be attributed to the consequences of Job Analysis. If not carried out or not conducted accurately and comprehensively the other HR processes will be ineffective and the cost to the organisation high in terms of productivity and the ability to retain valuable staff Job analysis encompasses understanding and closely evaluating the knowledge, skills and attitudes required by an individual in performing a particular role. It’s like performing a Personal Profile Analysis of an invisible person. Once performed, job analysis would throw open a plethora of answers to how Recruitment, Performance Management, Training, Compensation benchmarking and several other processes should follow for the incumbent on the said job. Get the job analysis wrong and you'll get the wrong person while recruiting, inefficient and sometimes irrelevant performance management measures, increased training expenditure, improper pay with respect to the market and a whole lot of other issues. . REFERENCES Arvey, R. D, Murphy K. R (1998) Performance Evaluation in Work Settings, Annual Review Psychology 49, 141-168 Baird, M. , Compton, R & Nankervis, A. (2008) Human Resource Management: Strategies (6th ed. ). Cincinnati: South-Western Publishing Co. Cooper, K, Neck C. (May 2000) The Fit Executive; Exercise and Diet Guideline for Enhancing Performance, Academy of Management Executive 14(2), 72-83 Jackson E. S & Schuler, R (2003) Managing Human Resources Through Strategic Partnerships (8th ed. ). Thomson South-Western Publishing Co Rayson, M. P. (2000) Fitness for work: the need for conducting a job analysis, Occup. Med. Vol. 50, No. 6, pp. 434-436, 2000. Retrieved April 12, 2010, from http://occmed. oxfordjournals. org

Free Essays on Worldcom Ethics

The recent scandal at WorldCom is only one of many prominent examples of a fundamental lack of ethics amongst the corporate environment. Subsequently, the internal ethical values of all business entities are now the locus of stakeholder concerns. The core interests of the operation - such as product development, increasing sales revenue, and attracting stakeholders are no longer the dominant consideration in decision making; ethical interests are increasingly important as aspects of the organizational structure. However, this new development has only come about after the revelations of major accounting fraud in companies such as WorldCom. Good ethical values consist of honesty, trust, and fairness, in addition to compliance with legal standards. In retrospect, these are the major values that seem to have been lacking in the accounting division of WorldCom. The major ethical dilemma in the WorldCom scandal is an overall lack of fairness to stakeholders, which includes stockholders, customers, suppliers and employees. It is impossible to determine the extent of the impact of accounting fraud on each of these segments. Though it is also impossible to diminish the affects the scandal has had on any one of these groups of stakeholders, it is arguable that the stockholders were most affected by the scandal at WorldCom. Following the disclosure of accounting fraud, WorldCom stock values fell by over seventy-five percent. This loss of monetary value is easily identified and measured, and the financial losses of stockholders are undeniable. In addition, suppliers have recently found themselves with much less revenue than anticipated prior to the fall-out. This has certainly made it difficult for suppliers to match budgeted numbers and, thus, keep their own stakeholders happy. However, the ramifications of this scandal are much more widespread t han financial numbers can affirm. The intangible losses caused by this scandal are unimaginable... Free Essays on Worldcom Ethics Free Essays on Worldcom Ethics The recent scandal at WorldCom is only one of many prominent examples of a fundamental lack of ethics amongst the corporate environment. Subsequently, the internal ethical values of all business entities are now the locus of stakeholder concerns. The core interests of the operation - such as product development, increasing sales revenue, and attracting stakeholders are no longer the dominant consideration in decision making; ethical interests are increasingly important as aspects of the organizational structure. However, this new development has only come about after the revelations of major accounting fraud in companies such as WorldCom. Good ethical values consist of honesty, trust, and fairness, in addition to compliance with legal standards. In retrospect, these are the major values that seem to have been lacking in the accounting division of WorldCom. The major ethical dilemma in the WorldCom scandal is an overall lack of fairness to stakeholders, which includes stockholders, customers, suppliers and employees. It is impossible to determine the extent of the impact of accounting fraud on each of these segments. Though it is also impossible to diminish the affects the scandal has had on any one of these groups of stakeholders, it is arguable that the stockholders were most affected by the scandal at WorldCom. Following the disclosure of accounting fraud, WorldCom stock values fell by over seventy-five percent. This loss of monetary value is easily identified and measured, and the financial losses of stockholders are undeniable. In addition, suppliers have recently found themselves with much less revenue than anticipated prior to the fall-out. This has certainly made it difficult for suppliers to match budgeted numbers and, thus, keep their own stakeholders happy. However, the ramifications of this scandal are much more widespread t han financial numbers can affirm. The intangible losses caused by this scandal are unimaginable...

Subconscious vs. Unconscious

Subconscious vs. Unconscious Subconscious vs. Unconscious Subconscious vs. Unconscious By Mark Nichol The distinction between subconscious and unconscious is a subtle one. The noun subconscious refers to the mind’s activities just beneath consciousness, and the part of the mind devoted to such activities. The unconscious, by contrast, is the part of the mind that exerts a strong influence on behavior but is not noticed by one’s consciousness. And what does consciousness mean, anyway? Conscious is ultimately from the Latin verb conscire, meaning â€Å"be aware† or â€Å"know,† and consciousness refers to the state of awareness or knowledge. The terms are used both in the conventional sense of being in a conscious state- not asleep or unconscious- and in the spiritual sense of being aware of more than just one’s basic physical existence, of being attuned to something greater than what is immediately apparent. Unconscious, too, has two disparate meanings: If one is asleep or one’s mind has been affected by medication or injury so that one is unaware of one’s surroundings, one is said to be unconscious. But one can also be described as unconscious when one behaves in a manner that is not self-reflective or that demonstrates an obliviousness to one’s environment, as when a person acts rudely without seeming to recognize the unfortunate behavior or mindlessly damages or pollutes. The root of the terms is scire, meaning â€Å"know†; it is, as you may have guessed, also the source of science. Other terms that derive from this root include conscience, which refers to the part of your mind that serves as a moral compass, and self-conscious, which originally referred neutrally to self-awareness but now can connote acting in a deliberate manner but usually refers to a preoccupation with how one is perceived by others, generally because of insecurity. Semiconscious means â€Å"only partially awake or aware,† and preconscious is a psychoanalytical term that refers to a thought or idea that one is not conscious of but that can be recalled without hesitation because one does not repress or resist the thought. Conscient, meanwhile, is a rare variant of conscious. The adjective unsconscionable pertains to a lack of regard for one’s conscience and therefore of regard for other people or for things in offensive or oppressive behavior; its antonym, conscionable, is obsolete. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:7 Examples of Passive Voice (And How To Fix Them)10 Techniques for More Precise WritingThe Difference Between "Shade" and "Shadow"

Funding Higher Education Essay Example | Topics and Well Written Essays - 3000 words

Funding Higher Education - Essay Example In the present times, corporate organizations are known to support the funding of higher education all across the world. Such organizations make investments in educational research that prove to be beneficial for their own operations. The budgets of such organizations are spent on educational institutions in their own countries also sending their workers for training and development. The post secondary education has been observed to have become highly intangible for students across different countries. The primary reasons behind such a scenario include the cost and the unavailability of adequate spaces for educations. In such a midst of necessity for high quality of higher education for students across different countries in the world, it can be said that corporate organizations are the ones who would benefit the most from investing and contributing in the process of funding of higher education (Ehidiamen n.d.). The present study focuses on the issues of funding higher education and tries to determine how such issues may be resolved by actions of organizations, considering two different organizations for the study. ... According to the Law on Institutions of Higher Education â€Å"The number of study places to be financed from the funds of the State budget in an institution of higher education shall be determined by the Minister for Education and Science on the basis of a proposal of the Council of Higher Education. The number of study places in institutions of higher education founded by local governments and other legal persons and natural persons shall be determined by the founder of these institutions of higher education† (Juris et al 2006). According to the Law on Institutions of Higher Education, â€Å"the Higher Education Council has extensive competence and functions, including issues of funding the higher education† (Juris et al 2006). It constitutes the power of planning schemes for the development of higher education and the fees for the study, thus offering an outlook to the Minister for Education and Science and the Cabinet in regard to the outline of the State budget for the funding of institutions of higher education. â€Å"Membership of the Higher Education Council is confirmed by Parliament – Saeima. The Higher Education Council’s resources to realize its mandate are limited, however† (Juris et al 2006). With significant decrease in the expenditures made by the public on higher education, a crisis has been observed across the world affecting the process of development. Several countries across the world have imposed severe decreases in public budgets for higher education. Such measures had to be done due to many of the policies of economic reforms of the countries or influenced by the underlying principle for the condensed