Return of the Frog Queen

Return of the Frog Queen DID YOU KNOW? The entire state of Wyoming (population 509,300) has fewer people than the Harrisburg, PA metro area. OH WOW, its been a while. Im real sorry; Im just not exactly on top of my life right now, as the remainder of this entry should prove. So I stayed up until 5 AM last night working on my ICE-T (ice tea) problem set. To answer James Eastwoods question: YES! Were designing (not buildingthe designing part is hard enough), a fuel cell that could theoretically be used to power a cell phone. A cell phone of the future. Were not actually using hydrogen, because that could explode and kill you while youre talking to your grandmother about apple pie recipes, and that would be fun for nobody. Instead were using 22 M formic acid, which is, needless to say, MUCH safer. Just dont, you know, break your cell phone open or anything like that. Anyway, the formic acid is pressurized, so it goes through a reactor thats about 3 cm x 3 cm while air (80% nitrogen, 20% oxygen) flows in countercurrent. Redox occurs, theres a microfabricated nanoporous silicon membrane, and BAMF! Cell phone power! My friend Jacqueline and I are doing all this: all the design parameters and cost estimations, all the pressures and temperatures and safety calculations, and writing a 10-page paper and a powerpoint presentation on the subject, in four weeks. Integrated Chemical Engineering, or ICE, the senior capstone subject in Chemical Engineering, consists of two modules: one lasting eight crazy weeks, and one lasting four far crazier weeks, during which you take all the theoretical nonsense that youve spent the past four years learning and apply it to two different chemical engineering problems. This is so you can prove that you actually know how to do chemical engineering before you go off to work at your six-figure investment banking job and stop caring about fluid mechanics. Sorry, its the time of the season for offers, and all of us poor chemical engineers planning to go to grad school and save the world are getting just a little bit jaded. WOW, that was a mouthful. Anyway, I fell asleep at 5 AM last night because I was working on that, among other things, and I havent yet learned to efficiently budget my time. One thing that I regret about MIT is that I almost never, and I say never, think in bed anymore. During high school, after a hard day of work it was no trouble for me to just lie down, put a sheet over my face, and listen to some Brian Eno while contemplating the meaning of existence or what I was having for lunch the next day or what I would sing when I auditioned for American Idol or whatever. But now? No. I cant put my head on a pillow for more than about 27 seconds before I completely pass out into an incomprehensibly deep sleep, waking up only occasionally to babble incoherently and to hilarious effect. Its a useful skill, because sometimes I want to sleep for only, say, 7 minutes before my clothes come out of the dryer, and being able to fall asleep so quickly will net me 6 whole minutes of sleep passed out on the floor in my clothes. In a fetal position. So for me, dreaming is just about the most awesome thing in the world, because its kind of like thinking and sleep put together, and I usually only dream when Ive been sleeping for a really long time. Which is also just about the best thing in the world, now that I think of it. So whenever I end up having an interesting dream, I do one of two things: I either a) tell you about it, or b) tell Mitra about it. I started with b) this morning, but after some further thought on the subject I decided to go with a) also. From: Sam Maurer To: Mitra Lhrnbq!xobile Time: 12:48 PM Subject: long story I had a dream that I went out in the middle of the night to the basement of Building 4 to get some chinese food, but they didnt have any pork, and what I wanted from this particular restaurant was a pork dish (I think it was based on this real-life time that Shana and I went to Philadelphia and randomly walked around Chinatown until we got hungry and we found this random noodle place and they had hand-cut noodles, which I got with ground pork and scallions and it was one of the best things I ever ate and also cost only $3.75). I met up there with some people who I randomly knew in real life, but I forget who they were. Anyway, so I ordered chicken fried rice, which cost only $4 but what they gave me was like this Italian-inspired dish that was kind of rancid-tasting cool whip/mozzarella cheese with red and green sauce poured on (get it, red white and green?). It was horrible and I couldnt eat it, but other people were getting similar dishes and loving them (they would pour different colored sauces on the cool whip depending on which country you asked for). I was like, no, this isnt what I asked for, but its okay, Im not really hungry anymore, and they let me go without paying for it. They were closing so I didnt want to trouble them to make new chicken fried rice. so then I thought I saw Woon Teck with bleached blonde hair at the next table, and I just started yelling, WOON TECK! WOON TECK! But he didnt look over. So I went and got a slightly closer look and it turned out that it was not Woon Teck, just some guy who was Asian and skinny (yfr). But then the REAL Woon Teck with bleached blonde hair, wearing a pink shirt and makeup, was above us in Killian Court and popped his head through the window and said like one word (I forget what it was, but probably something like Sam Maurer! or MEOW!) and I was like, Oh, Woon Teck! then I woke up to find that I had slept through my second step aerobics class. ARGH, how am I going to make this up?? (phys ed classes are graded on attendance only, but you can only miss one per quarterIve been waking up at 7 AM twice a week for my one-hour step aerobics class, which is the only, and I mean THE ONLY thing standing in the way of my impending graduation, and now I have missed two classes with one week to go in the semester) So when I got to thinking about this dream, I got to thinking about Woon Teck. And Woon Teck, oh, Woon Teck he really has come to symbolize what I love about MIT. Because Woon Tecks weird. But just saying that about an MIT student tells you nothing. Because basically everyone at MIT is weird. But in a different way. I never thought that the spectrum of weird was quite so wide or contained quite so many distinct colors. You could be weird like a pre-med who lives in McCormick, or weird like a TEP brother and build giant trebuchets, or weird like someone who lives in Random Hall takes ten classes, or weird like someone who lives in Burton-Conner and showers twice a day and bleaches his pots and pans, or maybe you stalk people compulsively and read the random documents in their public directories, or you just walk around quoting the Natalie Portman rap video at inappropriate moments. In any case, youre FREAKING CREEPING ME OUT. So when I say, Woon Teck is weird, did you imagine that Woon Teck was a 98-pound Singaporean who graduated MIT with a masters degree in four years, decorated our suite with Hello Kitty and yet played on the MIT Rugby team (only to spite his ex-boyfriend), cross-registered at Harvard to learn Swedish (with the sole intention of using it find a Scandinavian lumberjack lover), applied nightly facial masks (and yet only consumed protein shakes and food fried in a single pot of oil), and had seven middle names. And meowed at me. In casual conversation. I mean, did you even consider that picture to be in the realm of possibilities? If not, its probably because you dont go to MIT. I think in the end, I will remember more Woon Teck than fluid mechanics.

Ministry of Community Development - Free Essay Example

1.0 INTRODUCTION 1.1 BACKGROUND The Ministry of Community Development, Culture and Gender Affairs (MCDCGA) belongs to the public and service sector in Trinidad and Tobago. This ministry mainly focuses on the concerns of local communities. MCDCGA is said to be the most all-embracing and people centred ministry in the social services. It comprises of three main departments: community development, culture and gender affairs. It is a bureaucratic organization guided by the bureaucratic philosophy of Max Webber and is performed by the Government via the Public Service Commission. Many views of performance management in public sector are inhibited due to this bureaucratic system of control. 1.1.1 MISSION STATEMENT To partner with our communities, to identify and satisfy their needs through the provision of gender sensitive quality programmes and services, hereby achieving improvement in their standard of living. 1.1.2 VISIONSTATEMENT Playing a leading role in the empowering of communities and the enrichment of lives. 1.2 THE HUMAN RESOURCE DEPARTMENT The human resource department is one of the most fundamental departments within the ministry. They are responsible for the performance management of employees, training and among other functions; they have to ensure that the department abide to the various regulations. 1.2.1 MISSION STATEMENT OF HR The Human Resource Unit of the Ministry of Community Development, Culture and Gender Affairs focuses on linking Human Resources with the strategic goals, business plan and objectives of the Ministry in order to improve business performance and to develop an organizational culture that foster innovation and flexibility. 1.3 RATIONALE This investigation is based on the observation of the present performance management system in the Ministry. These observations include: lack of training and development; and poor employee performances. The inefficiencies in the HR department have a negative impact on staff morale and their ability to perform efficiently in line with the objectives of the Ministry. This study will improve the Human Resource department which will positively impact on other departments in the Ministry. 1.4 AIM AND OBJECTIVES 1.4.1 AIM The aim of this topic is to discover the problems into the effectiveness of the performance management system used to evaluate the performance of employees and to put procedures into place to improve the performance the employees which in turn will improve the ministry. 1.4.2 OBJECTIVES To examine the existing performance of the Ministry in ascertain its current state To inspect the Ministrys performance management system to substantiate its alignment with theory To investigate the custom of the public service and to comprehend the standards and values To determine whether or not the performance management system is designed to develop the employees To achieve an understanding of what has/has not been effective. 2.0 LITERATURE REVIEW The literature review is based on the ideas of previous writers on the topic of Performance Management which would make clearer the objectives of the research. 2.1 Definition of Performance Management Armstrong and Baron (1998) defines performance management as a tactical and incorporated approach in providing constant success to organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. According to Hildebrand (1997) a performance management system is the term for conducting performance appraisal, setting goals, communicating expectations, observing, documenting, giving feedback and helping employees to develop skills. If done well, it can help the organisation gain a competitive edge. 2.2 Criticism of the Performance Management System Bevan and Thompson, (cited in Armstrong, 2000) criticised the theoretical model or what they called the textbook definition of the performance management system by describing them as placing too much emphasis on a top down method, focussing on objective settings which they believe underrate the extent to which training, development, and reward systems are driven from the bottom up. They also disparaged the belief that a performance management system model can fit all situations and that many issues involved in making performance management work were under-emphasised. The study that was accomplished by Fletcher and Williams (1992) specified that numerous organisations were a long way from operating an successful performance system as, for most of them, performance management system is the same as performance appraisal or performance related pay or both. They outlined that an effective performance management system is one which: is owned and driven by line management and not by the HR department; emphasis is placed on share corporate goals and values; Performance management is not seen as a packaged solution, but something that has to be developed specifically and individually for each particular organisation, and should apply to all staff, not just part of the managerial group. Schwartz, 1999 described an effective PMS as one which: Informs employees of areas in which they excel and areas where they can improve; Helps employees improve performance, increase productivity and experience personal satisfaction; Provides the organisation with information for human resource planning. 2.3 APPLICATION OF PERFORMANCE MANAGEMENT 2.3.1 Planning Maloa (2001) accentuate the importance of planning with his view that at the core of a good performance management rests the conception that the manager and their subordinates will develop a clear idea of what is expected. This should include prioritizing of the key elements among a multitude of tasks that face them every day. Without this, the individual will be overwhelmed by the conflicting demands on time and as a result may fail to make the right decisions. With lucidity of performance expectations, good performance is possible. In support of the above, Finigan (1999) pointed out that in developing performance plans, it is important to define the responsibility of each position in each department and, as part of this process, two questions need to be answered namely: What does the employee need in order to meet performance expectations? and, What does it mean to exceed these expectations? Satterfield (2003) continues by stating that the vital planning activities should include goal setting, amplification of behavioural competencies and how they would apply to the job. Therefore, the outcome of planning should be clear about the goals to be met, responsibilities to be fulfilled and the behaviours that should contribute to team and organisational success. The compilation of job descriptions in the organization can play a significant role in this regard and would assist in establishing a certainty about what the organization expects from its employees. 2.3.2 Managing performance Managing performance has to be an ongoing process of working towards the performance expectations. According to Maloa (2001), it is probably the most neglected area of performance management. In terms of this aspect, the manager, together with the employee, reviews the employees performance on a periodic basis. If it is on target, or exceeding expectations, the manager provides positive comments to keep performance at a high level, but if performance is below expectations, the manager guides the employee in order to achieve improvement. This involves developing strategies with the employee to determine appropriate action plans. Managing this process involves three main activities, namely coaching, counselling and performance review. 2.3.3 Motivation Motivation is a basic element contributing to employee performance issues. Each person is motivated by different factors and different things (Schwartz, 1999). The first step is to figure out what will motivate your employees to do what you hired them to do. The following are views from different theorists on what motivates employees. Various theorists have developed approaches to motivation that will seek to improve performance. (Frederick Taylor, 1964), suggested that money is the primary motivator as workers would be motivated by obtaining the highest possible wages through working in the most efficient manner, based on the assumption that all people are rational, and that they are driven by the need for financial rewards and not interest in the actual work. (Abraham Maslow,1942), in contrast with Taylors view, suggested that the needs of employees can be classified in a hierarchy, represented on a pyramid with the more basic psychological needs lying at the base and each higher level consisting of a particular class of needs. According to Maslow, employees are motivated based on the level of their needs. Whilst this view has an uncomplicated appeal because its message is clear, others claim that it ignores the capacity of people and those around them to construct their own perceptions of needs and how they can be met (Arnold et al., 1998) Vroom (1964) expectancy theory states that motivation should be based on employees performance-outcome expectancy. This means that employees performance depends on what they expect to get for their efforts. 2.3.4 Training and development Staff training and development should be an important activity in any organisation. In this regard, Oakland and Oakland (2002) stressed that training and development of people at work should be recognized as an important part of human resource management. During the 1980s, major changes in many organizations resulted in increasing workloads brought about by the introduction of new technology and wider ranges of tasks. All of this required the provision of training. During the 1990s, initiatives such as TQM, ISO 9000, investors in people and benchmarking, and self-assessment using models such as among others, the BEM (British Excellence Models), further highlighted the need to train employees (DeToro and McCabe, 1997; Marchington and Wilkinson, 1997 in Oakland and Oakland: 2002). Typically, training strategies in organisations require managers to: Play an active role in training delivery (cascade training) and support (including quality tools and techniques); Receive training and development based on personal development plans (PDPs). These plans can be very useful in closing the skill gaps in performance management; Fund training and improvement activities to allow autonomy at local levels for short pay-back investments; and Co-ordinate discussions and peer assessment to develop tailored training plans for individuals. What is particularly noteworthy about the training activities is that they are almost identical to those processes and activities commonly found in the management literature on the theory of training. 2.3.5 Effective communication Communication is in essence the lifeblood of any organisation striving for world-class status. It should permeate any situation or system operating in the organisation and where people are involved. Oakland and Oakland (2002:779) stated that: It is an important facet of people management à ¢Ã¢â€š ¬Ã¢â‚¬Å" be it communication of organisation goals, vision strategy, business policies or communication of facts, information and data. (Collins and Porras, Larkin and Larkin, Purser and Cabana, Yinglin quoted in Oakland and Oakland, 2002). In some organisations business success, regular two-way communication, particularly face-to-face with employees, is identified as an important factor in establishing trust and the feeling of being valued. The two-way communication can also be regarded as a key management responsibility and may include: Ensuring that people are briefed on key issues in language free of jargon. Communicating honestly and as fully as possible on all issues that affect the people Encouraging team members to discuss company issues and giving upward feedback. Ensuring that issues from team members are communicated to senior managers and timely replies given. 2.4 PERFORMANCE APPRAISAL 2.4.1 Distinguishing features of performance management as opposed to Performance appraisal Armstrong (1996:260) corroborated that there are a number of significant differences between performance management and the traditional appraisal schemes. Performance management in its most developed form: Involves all members of the organisation as partners in the process it is not something handed down by bosses to the subordinates; Is based upon agreements on accountability expectations and development plans. It can be seen as part of the normal interactive processes which exist between managers and teams, a continuous process not relying on a once-a-year formal review; Treats the performance review as a joint affair which is primarily concerned with looking constructively towards the future; Focuses on improving performance, developing competencies and releasing potential; Concentrates on self-managed learning giving people the encouragement they need to develop themselves with whatever guidance they need from their managers and the organisation; May not include rating at all if the process is used primarily for development and performance improvement purposes; Recognizes the need for thorough training in the required skills in order to agree on objectives, provide feedback, review performance, and coach and counsel employees; and Apart from the evident confusion regarding the interchangeable usage of the concept of performance appraisal and performance management, organisations use various terminologies to describe the appraisal process. These terms include performance review; annual appraisal; performance evaluation; employee evaluation and merit evaluation (Grobler et al 2002:260). For purposes of this study, the word performance appraisal will be preferred for use especially, in the context of the final performance evaluation for the year, which determines the appropriate reward. It should be pointed out that the appraisal seems to be associated with an annual event where emphasis is on the completion of a form and with the human resources directorate playing a primary role in administration, management and quality control. With the envisaged model, focus will not be on the human resource function but on line managers and their subordinates driving the process and human resources function playing an advisory role. Grote (1996:13) 2.4.2 Criticisms of Performance Appraisal Torrington et al (2005) criticises the appraisal system by emphasising that performance appraisal is often neglected until the time when the next appraisal come around. They also commented that performance appraisal are often bias, prejudice and subjective. It is possible that inconsistent criteria will be applied by different managers when assessing the calibre of subordinates (Schneier et al., 1991) Hendry et al also criticised the appraisal system for which they see as time consuming, bureaucratic, paper driven and top down, with little relevance to organisational performance goals. Beardwell, Holden and claydon (2004) also criticised the appraisal system by stating that often persons who carry out performance appraisals do not always have the right skills and training to conduct appraisals effectively. 2.4.3 360  ° Feedback An appraisal system that is gaining popularity is the 360-degree feedback. This is because the feedback gleaned from this is utilised as important input for career development as well as for training and development. Because of the nature of the multiple source feedback of the 360-degree process, a broad perspective of the individuals strengths and weaknesses are developed which assists them in enhancing their self-insight and in developing their full potential. Garavan, Morley and Flynn (1997) and Theron and Roodt (1999) summed up the above description by stating that the 360-degree feedback is a contrived method of providing a flow of feedback to employees from all directions thus fulfilling the need for providing the individual with a more holistic and useful set of feedback. According to McCarthy and Caravan (2001) these as alternative terms used for the 360-degree feedback. Stakeholder appraisal. Full circle appraisal. Multi-rater feedback. Multi-source assessment. Subordinate and peer appraisal. Group performance appraisal. Multi-point assessment. Multi-perspective assessment. 2.5 CONCLUSION The literature review provided the researcher with useful information on the topic of performance management, giving a clear understanding of the various aspects of the topic from a practical angle. It revealed issues regarding the Performance Management System which exists in MCDCGA, identifying its best practice and shortcomings. 3.0 RESEARCH DESIGN 3.1 Chosen Methodology This research is a dynamic study given that it is designed to determine the effectiveness of a system to bring about change in a particularly controlled environment. The research methodology consistent with this type of study is the phenomenological paradigm; consequently it provided the basis for this research. This methodology will be utilized because according to Collis and Hussey (2003), researchers are not objective, but part of what they observe. They bring their own interest and values to the research as oppose to the positivistic approach which do not regard such subjectivity. The positivistic methodology can also be applied nevertheless; the phenomenological method is selected alone because of the complications in combining the two because they are two extreme paradigms. However, both qualitative and quantitative methods will be used for collection of data. This is called data triangulation (Denzin, 1970) cited in Collis and Hussey. 3.1.1 Primary Research Primary data is obtained from a direct observation of the phenomenon under investigation or is collected personally (Welman and Kruger 2001). To ensure that primary data is collected, interviews, self-administered questionnaires and direct observation methods will be used (Struwig and Stead 2001). For this research in particular, a self-administered questionnaire and interviews will be used as data collection instruments. As Molefe (1997, pg 151) indicates, the primary data are easily obtained from responses to a questionnaire, largely because data sometimes lie buried deeply within the minds and within the attributes, feelings or reaction of people. Furthermore, by providing access to what is inside a persons mind the questionnaire makes it possible to measure what a person knows, likes or dislikes. The questionnaire is therefore a useful tool to determine perception. For the purpose of compiling a competency profile, the interviews are conducted. 3.1.2 Secondary Research Secondary data refers to the information collected by individuals or organisations other than the researcher for other purposes (Welman and Kruger, 2001). The supplementary importance of using secondary data is that it saves time, provides the opportunity to re-analyse existing data and arrive at new conclusions, and save on the cost of doing a research. The secondary data for this research is sourced through literature research and interviews held with persons responsible for the performance management process. 3.2 RESEARCH TOOLS For the purpose of this investigation, two very instrumental data collection tools will be selected, these are; interviews and questionnaires. Interviews and questionnaires are two diverse ways of conversing with people to extract their opinion and views. These two methods of extracting data will be conducted during the month of December 2009, where respondents will be given approximately four weeks to respond, and interviews will also be held during that same period. Verbal permission was granted by the Senior Human Resource Officer upon an official letter of request by the researcher to conduct interviews and questionnaires. 3.2.1 Interviews Black, Richard J (2003) describes interviews as a joint venture between the researcher and the interviewee. The reason for choosing to use an interview is to ensure that the researcher uncovers perception at a senior level. This will involve face-to-face meetings between the researcher and the interviewee. A total of three interviews will be held with the following officers: the Senior Human Resource Officer, the Accountant I, and the Performance Management Schedule Clerk III. These three persons were selected as three persons responsible for executing the performance management system in the Ministry. The procedures used to conducting these interviews were as follows: Construction of draft questions Vetting of draft for accuracy and suitability Confirm appointments with interviewees Meet with interviews by appointments Deliver questions through conversations and record responses/ Analysis of data Documentation of final analysis in a report form 3.2.2 Questionnaires This research tool will consist of a series of questions based on the objectives of and theoretical contents of this research, for the purpose of gathering information from employees of the ministry to gain an understanding from them of what have or have not been effective in relation to the aim and objectives of this research. It is chosen to help participants to give frank and honest answers. The procedures are follows for drafting questionnaires: Construction of draft questions Vetting of draft for accuracy and suitability Pilot testing on a small randomly selected sample size Determination of sample size and composition Distribution of questionnaires Collection of questionnaires Analysis of data collected The questionnaires will be constructed using the a-point likert scale to permit participants to give more perceptive replies and to state if they have no opinion by providing them with some form of rating scale. It is simple for the respondent to complete and simple for the researcher to code and analyse. 3.2.3 Sample Size The sample size refers to a sub-set of a population and should represent the main interest of the study (Collis and Hussey, 2003). Out of a total population of two hundred and fifteen (215) employees, ninety (90) employees will be selected for the sample size, which represents forty-seven (42%) of the total population. This number was chosen to represent the number of employees currently located in the Head Office. The sample size consisted of a mixture of employees from every department within the Head Office in terms of gender, age and positions to allow precision in responses. This sample size is consistent with Collis and Husseys (2003) phenomenological paradigm. Smaller sample sizes have greater chances of error associated with them. Therefore, choosing an appropriate sample size is an obvious strategy for increasing statistical power. 3.3 SUMMARY This chapter provided a theoretical foundation about the research approach and elaborated on the research methodology, the sample, and the data gathering instrument and how it was used. 4.0 INTRODUCTION This chapter analyses and interprets data and further demonstrates the effectiveness of performance management system in MCDCGA based on the theory amassed from the literature review, best practice and the environment within which the Ministry exists. The environment is emphasised because MCDCGA is a crucial agency of the public sector and is governed by constraints within that particular industry. Therefore, to be effective and efficient in this environment, performance in terms of service delivery should be at the centre of the daily activities of the Ministry. 4.1 DISTRIBUTION OF QUESTIONNAIRES AND ANALYSIS OF DATA A questionnaire as shown in Appendix was used as a data-gathering instrument. It consisted of twenty-seven (27) statements using the 4-point likert scale. This instrument was only distributed to the main Head Office of MCDCGA. The other supporting divisions of the Ministry was left out because of difficulties in reaching their geographical locations and because the focus of attention was to test the performance of persons directly related to the performance of the main Ministry and not the sub-divisions who have responsibility for the performances of their own divisions. The data collected was analysed based on the 5 specific group headings which seek to address the key elements of the objectives of this research. The responses based on each grouping were measured against theory and best practice to identify the effectiveness of the PMS under the different headings. 4.1.1 Overall Responses from Questionnaires Out of a Total of ninety questionnaires distributed, all were completed and returned. Therefore, although there was a response rate of 100% of the sample size, the responses actually represents 45% of the total population. The percentages hereon represent the percentage of the total population to give a fair judgement of the views of the entire Ministry. This section of the questionnaire responded to dimensions such as: Gender Age Length of service in MCDCGA In terms of this section, the respondents gender profile consisted of 27% male and 73% female whose length of services range between one and 30 years. The responses were mainly from mature employees and consisted of 100 % between the ages of 20 and under to 60 and over. 4.2.1 Deductions It is important to note that whatever conclusions this study will make later will be the views of a more mature cross-section of the ministry with a fairly long service record and adequately represented by females whose views has a history of oppression. 4.3 ASSESSMENT OF EMPLOYEE DEVELOPMENT The dimensions assessed in this regard were the need for: A system which is essential to the development of the employees Feedback on performance and ways to improve performance Necessary tools and equipment needed to perform effectively Motivation to perform Praise and recognition as rewards for good performances Training for all staff to enhance their performances Training and coaching for underperformers 4.3.1 Description Table 1 shows the responses and statistical representation to the statements developed to reveal whether or not the performance management system is effective in terms of employee development and also the support level based on the agreement to the various hypotheses. 4.3.2 JUSTIFICATION OF HYPOTHESIS This method to assess the employees development was used to determine whether or not the PMS in the MCDCGA is effective in terms of managing the performances of the employees in an attempt to develop there abilities. The seven hypothesis/statements used were developed from the literature research based on theory from various writers on how the PMS is used to develop individuals which identified that an effective PMS is one which is used to improve employee involvement, commitment and motivation by increasing peoples sense of personal value and enhancing the individuals perception of empowerment (Fletcher and Williams, 1992) 4.3.3 INTERPRETATION OF DATA The analysis of the data to assess employee development revealed that 60% of the employees assessed are in support of the hypothesis that the PMS is needed for their individual development. However, the respondents identified areas in hypothesis 5-10, (see table 1) which questions whether the PMS which they so depend on for individual development is being effectively managed in the Ministry. The objective of this part of the research is to establish whether or not the performance management system in the ministry is designed to improve the performance and development of the employees, or is the PMS in the ministry aligned to focus on the organisational structure rather than focusing on the employees. Schwartz, 1999 described an effective PMS as one which: must be able to informs employees of areas in which they excel and areas where they can improve; it helps employees improve performance, increase productivity and experience personal satisfaction; it provides the organisation with information for human resource planning which involves strategies for motivating, rewarding and training its employees. Based on the low levels of support regarding the effectiveness of some key activities of employee development such as reward and recognition, motivation, training, provision of tools and equipment, and managing underperformance, and literature providing key information on employee development and the PMS, it can be deducted that the PMS in the ministry neglects to account for the development of the employees. This goes against performance management principles outlined in the performance management manual in the public service, which also according Torrington and Hall (1998) PMS is a system for developing employee performance, and that performance management is a shared view between the manager and the managed to gain a clear view of what is expected of the employee. 4.4 LINKING EMPLOYEE PERFORMANCE TO ORGANISATIONAL PERFORMANCE The dimensions assessed in this regard were the need for: Having a clearer understanding of the ministrys performance. Translating organisational goals into individual goals Identifying what impact the employee has on the ministry overall performance. Informing employees of the, ministrys performance 4.4.1 Description The performance of the ministry is yet another measure of an effective PMS (Bevan and Thompson 1992). The following represents the responses from employees who agree based on responses in Table that: They PMS is designed to improve the Ministrys overall performance (64%) The goals of the ministry are translated into their individual goals (47 %) There performance makes a difference to the ministrys overall performance (73%) They are aware of the performance of the ministry ( 20% ) 4.4.2 JUSTIFICATION OF HYPOTHESIS These hypotheses were used to determine the link between employee and organisational performance. This link is necessary based on the objectives of this, to observe how effective is the PMS in incorporating the performance of employees into the organisational performance. The organisational context, within which employee-centred performance management exists, is in the vision, mission strategy and operational plans of the organisation. While the aim of the present study is to address performance management at an individual level, it also strives to support the organisations goals by ensuring that there is a link between the work of each individual employee or manager to the overall organisational strategy, mission and vision (Williams, 1998). 4.4.3 INTERPRETATION OF DATA Based on the data provided in the table, employees are aware that their performances have a significant impact on the ministrys overall performance however; the majority disagreed to the hypothesis that they are informed of the ministrys performance. Their responses also revealed that there is no proper system in place to translate the Ministrys goals into their individual goals to make a sound contribution to the performance of the ministry. 4.5 ASSESSMENT OF THE PERFORMANCE MANAGEMENT SYSTEM The dimensions assessed in this regard were the need for: A clear understanding of what the PMS aim to achieve Understanding the purpose of the PMS Linking PMS to performance improvement Identifying the shortcomings of the system 4.5.1 JUSTIFICATION OF HYPOTHESIS These hypotheses were used as a basis for this research as it seeks to investigate the effectiveness of the PMS. The statements were structured around testing the effectiveness through the perceptions of the employees and are based on the research objectives and theoretical data from the literature review. 4.5.2 INTERPRETATION OF DATA The data collected based on Hypothesis No. 15, revealed that 43% of respondents do not have a clear understanding of what the PMS aim to achieve however, based on Hypothesis No. 16, 87% believed that the purpose of the PMS is to align performance to organisational objectives. This says a lot about the PMS in terms of its effectiveness, since respondents seem to be clue less as to what the PMS really is, however the term Performance management on the whole is usually difficult to define as there is no commonplace definition accepted (Hartle, 1995). Hypothesis #18: The PMS focuses more on organisational performances and less on employee objectives. A total of 73 % of the respondents supported this view, based on Armstrong, (1998), however, the focus now is on people. Its about how individuals work together to achieve shared aims. Hypothesis 21 shows 56% of the respondents have no idea about what their performance standards are, their were also significant percentages revealing that the PMS does not give the employee the opportunity to discuss their performance with their supervisors, thus, based on the responses, the PM system is showing signs of inefficiency. 4.6 ASSESSMENT OF THE PERFORMANCE APPRAISAL The Performance Appraisal/ review are a key component of an effective Performance management framework. These hypothesis statements were developed to get an understanding of how efficient the performance management system is by evaluating the performance appraisal. Hypothesis #23: 87% of the respondents felt that Performance Management is usually only made mention of at the end of the year during the processing of staff reports. Hypothesis #24: 63% of respondents agreed that the performance appraisal assists in improving their performance. Hypothesis # 25: 83 % of respondent agreed that the performance appraisal provides feedback on their performance) In most ministries within the Government services, performance appraisal is conducted once for the year à ¢Ã¢â€š ¬Ã¢â‚¬Å" at the end of each year. Torrington and Hall (1998) found that an effective PMS is one where there is continuous assessment. Performance Appraisals should not rely on once every year, or twice every year, it should be continuous (Armstrong, 2000). Performance appraisals focus on developing and realising competencies, thereby focusing on improving performance, recognising training and feedback. 4.7 SECONDARY DATA: INTERVIEWS Based on the data collected from the questionnaires the following observations were made. There is no formal structure for the PMS. Performance management is seen as appraising employees, although there are clear distinctions between performance appraisal and performance management (Armstrong, 1996) Measuring performance is difficult in terms of productivity and efficiency, because of the nature of the organisation and the industry to which it belong. Performance is measured by punctuality and absenteeism. The present performance management system neglects the supporting activities needed to develop and improve the employees. The ministry seems to progressing well without a formal PMS structure. The appraisal system is highly subjective and does not provide any feedback. Managers are not equipped with the necessary tools to conduct a meaningful appraisal (Breadwell, Holden, Claydon , 2004) Performance is often neglected until the end of the year appraisal. Individual performance is not linked to the ministrys overall performance. The Ministrys vision, mission and objectives are not communicated to staff. 4.8 Conclusion Based on this research and the objectives of this research,, which aligned the current practices of Performance management to theory, it can be concluded that the Performance management system is not effective. RECOMMENDATIONS CONCLUSIONS: 5.1 Recommendations The following recommendations are based on the descriptive and inferential reviews discussed in the previous chapters. It is recommended that a structured/formal process of managing performance be developed to support the staff component and thereby have a meaningful contribution towards organisational development. Training and development across the border to include Managers to better prepare them for conducting meaningful appraisals, and to develop the performance of employees that will impact positively on the performance of the Ministry. Send staff on retreats to keep them informed of the ministrys strategy. This will also give them a sense of belonging that will foster improvements in their overall performance. Reward and recognition strategies could be implemented to reward workers and foster an organisational culture committed to rewarding and recognising performances, whilst at the same time developing strategies to manage poor performances. 5.2 CONCLUSION This chapter gave recommendations about performance management based on the empirical research conducted as well as theory and good practice on the topic. Although the response rate was somewhat low for known reasons, it was however encouraging to note that the organisational climate and culture at MCDCGA was quite receptive to performance management. The research has identified deficiencies in the current performance management system that is in need of being addressed. It is with much hope that the issues addressed in the recommendations be put to use to curb these issues and develop an environment which contributes highly towards high levels of performance, both and the individual and organisational levels.

Donation Of Human Organs Organ Donation - 905 Words

Donation of Human Organs Image something tragic has happened to one of your family members. Sounds crazy right! Well what if they need a kidney, liver, or even a heart. What if they could not afford to get a transplant? What if you or someone else could donate it for them? As of June 21, 2013 there are 118,617 people waiting on life-saving organ transplant. Organ donation is a noble act, and anyone can do it. Most people that donate are the ones that do it after death. The reason for this is to help someone that needs the donation. Organ donation promotes a general principle of giving and selflessness; it would help with medical cost, and can be effective by giving someone a second chance at life. While there are penalty of reasons to donate there is one reason it is selflessness. Giving someone an organ is a selfless thing that anyone can do. Organ donation is when a donor is living with a healthy functioning organ, and decides to give it to someone who has a failing organ of their own. Donating can oc cur when a donor is living, but certain organs like the heart requires a heart from a person who has died. Organ donation is very important because it can determine if the person lives or died. You are not thinking of yourself, but of other people future. It is giving life to someone who needs it desperately. It’s like you are giving that person a special gift, and not wanting anything in return. I myself am not an organ donor, but looking at the research has helpedShow MoreRelatedEssay on Compensation for Living Human Organ Donation is Unethical1394 Words   |  6 PagesCompensation for Living Human Organ Donation is Unethical As technology continues to progress the feasibility of organ transplantation becomes a commonplace. It is very common for organs to be donated after one passes if it is the wishes of the deceased. As the supply of organs from the deceased is greatly outnumbered by the number of patients on waitlists living donors becomes an issue. Many times a relative or close friend is willing to give up an organ to help save a life. The questionRead More Organ Donation Essay740 Words   |  3 PagesOrgan Donation Organ donation is a topic which contains many conflicting views. To some of the public population organ donation is a genuine way of saving the life of another, to some it is mistrusted and to others it is not fully understood. There are some techniques that can be used to increase donation. Of these techniques the most crucial would be being educated. If the life threatening and the critical shortage of organs was fully understood by the public, organ donation wouldRead MoreOrgan Donation Is The Surgical Removal Of Organs Or A Tissue Transplant?1430 Words   |  6 PagesOrgan donation is the surgical removal of organs or a tissue transplanted to another for the purpose of exchanging a failed organ injured by disease or injury. Organs and tissues that can be transferred are liver, kidneys, pancreas, heart, lungs, intestines, cornea, middle ear, skin, bone, bone marrow, heart valves, and connective tissues. Each person regardless of age can consider themselves a prospective donors. Before one dies, he/she is assessed to see if they might be appropriate for organ donationRead MoreThe Importance of Promoting Organ Donations Essay1182 Words   |  5 PagesAround the globe thousands of people are placed on a waiting list to receive an organ transplant, for some people the waiting process can be very long, and for others it can be short. To many people having someone give a gift of an organ donation is k nown has a second chance, a fresh start, and a new beginning at living a normal life again. Every year people on the wait list increase in numbers due to lack of organ donation shortages therefore, finding a donor becomes difficult because in order toRead MoreEssay The Growing Need for Organ Donors1628 Words   |  7 Pagesbrotherly love, a love that can find expression in the decision to become an organ donor.† Pope John Paul II stated in the Address to International Congress on Transplants. In a culture of death and self-centeredness it is important to prompt the youth to consider becoming an organ donor. The number of people in need of a transplant is growing quickly, and already is at a large rate. Eighteen people will die each day waiting for an organ transplant; more must be done to help these people, yet it must be withinRead MoreSpeech: Organ Donation Essay1323 Words   |  6 PagesSpeech: Organ Donation INTRODUCTION /ATTENTION STEP A. 1. Imagine that a loved one has just been severely injured in a car accident. 2. The injuries include brain trauma, broken bones, but most notably, a loss of two pints of blood, that your friend is in desperate need of. 3. Coincidentally your blood type matches. 4. Picture yourselfRead MoreOrgan Donation : An Organ Donor1068 Words   |  5 Pagesof Health and Human Services, every ten minutes a name is added to the National Transplant waiting list. As of December 1, 2015, there are 122,477 people that need a lifesaving operation and are on the transplant waiting list. While on the waiting list, there is an average of 22 people that die every day. So far, only 23,134 transplants have been done in 2015. (U.S. Depart.of Health and Human Services) This incredibly low number of transplants is why more people should become organ donors. ChoosingRead MoreFinancial Incentives on Organ Donation1582 Words   |  7 PagesMore than 100,000 men, women and children in need of life-saving organ transplants, every 10 minutes another person is added to the national organ transplant waiting list and averages of 18 people die each day from the lack of available organs. (donatelife.net) Organ transplants are ver y important because they replace the damaged organ and help the body function once again. There are still huge shortages of organs, even after awareness and other ways of educating the public. Some Americans are openRead MoreA Family Is Grieving For A Serious Congenital Heart Disease881 Words   |  4 Pagesare sitting here and listening to me talking about organ donation, according to the U.S department of Health and Human Services (Logos), â€Å"more than 120,000 men, women, and children are currently waiting for lifesaving organ transplants† (Statistics | Midwest Transplant Network). Every ten minute another name is added to the national waiting list that is 144 people in one day and 52,560 every year. One of the people on the waiting list for an organ transplant might be someone you know (Pathos). cRead MoreOrgan Donation Essay1018 Words   |  5 PagesFinancial Compensation for Organ Donors Should organ donors get compensation for giving their organs to somebody else? Organ donors should get compensation because they are giving away their own organs to someone they may not even know or even met. 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Art School and Pollution - Free Essay Example

Sample details Pages: 3 Words: 791 Downloads: 6 Date added: 2019/10/10 Did you like this example? In real life situation, scores of people have different perception towards the act of violence. Only individuals who have witnessed or involved in an in the scene can firmly condemn and as well preach against it. This essay has been set to counter any act of violence through the use of affirmative and supportive reasons. To affirm my thesis, the current reviews and statistics show that at least four million children aged three to seventeen years in the United States live at a risk of exposure to domestic violence every year (Testa et al., 454). On the same note, the reviews show that nearly 95% of the domestic violence involves women victims and male partners. The children of these partners often whiteness the violence.   This way, violence is unethical for the following reasons, first; children who unfortunately whiteness the violence may end up seeing their mother being sexually abused by their male partners, secondly, children may observe     the aftermath physical abuse such as blood, bruises, tears, torn clothing and broken items, thus bracing them with fear, stress, and discomfort. Thirdly, the act may lead to injuries or even death of one of the victims. Similarly, children who are exposed to battering become fearful and anxious.   They never recognize any particular cause of violence, and thus they remain on guard waiting for the next event to occur. On the same, the feasibility studies show that children who are often involved in the scenes of domestic violence are always worried for themselves, their mothers and thus live under a state of stress and depression. For the reasons highlighted above, the act of violence should be shunned off by the American state law as it is unethical not only to the parties involved but also the large society. Don’t waste time! Our writers will create an original "Art School and Pollution" essay for you Create order The current reviews in the United States highlight domestic violence is immoral action as it installs many long term effects on the children who witness it. For instance, whether or not children are physically abused in the violence, they suffer both physiological and emotional traumas (Moylan et al., 54). Secondly, children who grow up observing their mothers being physically abused by their partners in violence get inspired by the abusive spirit and in so doing emerge the future drivers of violence in the society. Thirdly, because children have the tenancy of associating themselves with the strength, the often associate themselves with the abuse and lose their respect for their helpless and hapless mothers.   This way, violence diminishes the morals standards in the society, and thus it should severely be condemned. To the youths, studies show that teens’ violence, particularly in the schools, is an issue of concern to teachers, parents and other teenagers (Elson et al., 10). The statistics show that most of the youth violence results from threats to violent teens either by their parents, teachers and their fellow children.   To them, any act of violence is unethical as it may cause severe injuries and some cases death may occur. Similarly, social and legal repercussions of youth violence such as dismissal from the school can adversely affect teens education and friendship, which can, in turn, lead to unsuccessful adulthood life. On the same note, youth violence is often a public safety issue and sometimes considered dangerous to the community. Unfortunately, friends and families members of the violent teens are at times injured as a result of the effects of youth violence. In the United States, the statistical evidence highlights several unethical and long term effects of violence in the society. To begin with, battered women suffer both mental and physical injuries as a result of domestic violence. Secondly, critical evaluation indicates that emotional and physiological abuse inflicted by the batterers may be more costly to treat in short run than the physical injury (Craparo et al., 1484-1494). On the note, health analyses show that diseases such hypertension and hypertension are directly associated with the domestic violence suffered by individuals during the early age. Such severe effects which can easily lead to death confirm the act unethical to the society and should critically be shunned both by the community and the state law. Further, the act of violence can force the battered women to lose their jobs as a result of absenteeism caused by violence injuries and illnesses. On the same note, the statistics show that battered women often lose family and friends as they escape their homes and societies in fear of abuse. Further, the act of violence may lead, to divorce and separation as one of the partners may demand to flee from violence. Therefore, the act of violence firmly been confirmed unethical by statistics, feasibility studies, and the state law and thus there is no guanine reason for one to be involved violence and its related acts.

Key Points In Pride And Prejudice - Free Essay Example

Sample details Pages: 7 Words: 2063 Downloads: 9 Date added: 2019/06/12 Category Literature Essay Level High school Tags: Pride and Prejudice Essay Did you like this example? Pride and Prejudice by Jane Austen, written in 1797 and published in 1813. Themes: In the book, Pride and Prejudice, some themes are pride blinds our eyes when we judge, truth is not always apparent, and marry for love not wealth, which is Austens worldview as well. Austen showcases the first theme in Eliza and Darcys relationship with one another. Eliza is too proud to fully see the motive of Darcys actions and instead dismisses them before fully understanding. Don’t waste time! Our writers will create an original "Key Points In Pride And Prejudice" essay for you Create order Secondly, the next theme perfectly describes Wickham and Eliza. At first, Wickham is this dashing solider who is generous and charming. However, Eliza learns more about him and his true nature, but he is still able to fool others, especially Lydia who becomes his wife. Finally, Austens worldview: marry for love not wealth. While there are examples of relationships following that, Austen also includes the other side of the coin. The relationships in high standing of that are Eliza and Darcy, Jane and Mr. Bingley; however on the other side there is Wickham and Lydia, and Charlotte and Mr. Collins. Within the themes, Austen criticizes the way people act and their reasoning behind it. She also criticizes the time, poking fun at the social classes and the pursuit to find financial security, rather than love. Characters: Elizabeth Bennet: Main character. Most intelligent of the five kids and very quick-witted. Jane Bennet: Elizas sister, oldest Bennet child. Reserved, pretty, and well liked. Mary Bennet: The middle child, sensible, and a know it all. Catherine Kitty Bennet: Second youngest child, coughs a lot for attention. Lydia Bennet: The youngest child, most like Mrs. Bennet, and is a red coat chaser. Runs away and marries Wickham. Mr. Bennet: The girls father; favors Eliza because they are both sarcastic and skeptical. Not a good parent: ignores their concerns with life and marriage. Mrs. Bennet: Obsessed with marrying off her girls. A silly woman who talks a lot. Fitzwilliam Darcy: A wealthy man, nephew of Lady Catherine. In love with Eliza. Georgiana Darcy: Darcys sister, pretty and shy. Almost married Wickham when he took her away, but Darcy stopped it. Charles Bingley: Darcys best friend and in love with Jane. Miss Caroline Bingley: Bingleys obnoxious sister who hates Eliza because she wants to marry Darcy. George Wickham: A handsome solider who seems nice, but is a mercenary. Mr. Collins: The Bennets cousin who will inherit the property. A clergyman for Lady Catherine, who he is in love with. Lady Catherine De Bourgh: A noblewoman, who is rude and does not follow the rules of etiquette. Darcys aunt and wants him to marry her daughter. Ann De Bourgh: Lady Catherines daughter, frail. Mr. Gardiner: Mrs. Bennets brother. Caring and him and his wife like parents to the Bennet girls. Mrs. Gardiner: Mr. Gardiners wife. Nurturing and has common sense. Charlotte Lucas: Elizas best friend and marries Mr. Collins for financial security. Colonel Fitzwilliam: Darcys cousin, well mannered. Organization: The novel is organized to show the chase beginning and ending with inconveniences in the middle. It follows a chronological order from when Mr. Bingley arrives at Netherfield Park, the estate next to the Bennets, to the end where Eliza and Darcy are married. The first sentence of the book lays out the terms of the chase: a single man in possession of a good fortune, must be in want of a wife (1). The terms show through the book with prime examples in Mr. Collins trying to find a wife to raise his status, Wickham to ensure that he will keep whatever money he has and that he will gain more money. Likewise, the women in the novel also partake in the chase, but they are not as vocal about it, they have to wait for what the man will do: propose or not. The novel shows the chase between Darcy and Eliza as well as Jane and Bingley. Pride and Prejudice ends with the chase over and Darcy and Eliza married. Settings: The settings in Pride and Prejudice go from Longbourn, the Bennets estate, Netherfield Park, the estate that Mr. Bingley is renting, Meryton, where the soldiers are being lodged, Rosings Park, Lady Catherines estate, and Pemberley, Mr. Darcys estate. Hertfordshire is the county where Longbourn, Netherfield, and Meryton are, Hunsford is where Charlotte and Mr. Collins live, Brighton is where the solider move to after Meryton, and Derbyshire is where Pemberly is located. The settings create space and realism when the characters have to travel from one place to the next. Summary: When Charles Bingley, a rich single man, moves to the Netherfield estate, everyone in town, especially Mrs. Bennet who wants to marry off her daughters†Jane, Elizabeth, Mary, Kitty, and Lydia, are overjoyed. The Bennet daughters meet Mr. Bingley at a local ball and are impressed by his personality and friendly disposition. However, when they meet his friend, Fitzwilliam Darcy, they are less impressed because of his pride and arrogant nature. Eliza dislikes him even more because she overheard him saying how she was only tolerable and not good enough to dance with. Bingley and Jane, the oldest Bennet daughter, become very close quickly, but any serious relationship between the two would not work because Bingleys sisters do not like that Jane is part of the lower class and Darcy believes Jane does not really like Bingley. Meanwhile, Darcy finds himself interested in Eliza despite his objections to her family. He is drawn to her wit and significant eyes. Caroline Bingleys jealous criticisms of Eliza can do nothing to lessen Darcys admiration even though she wants to marry Darcy. As Darcy grows more interested in Eliza, she continues to despise him and is instead attracted to George Wickham, a charming solider. Wickham tells Eliza that his father worked for Darcys father and that he and Darcy grew up together. Wickham tells Eliza that he was favored over Darcy by Darcys father and claims that Darcy disobeyed his fathers request to give money to Wickham so he could become a clergyman. Eliza fully believes Wickhams story because of her already preconceived notions about Darcy. During this time, Mr. Bennets cousin, William Collins, visits the Bennet family. Mr. Collins is a clergyman who will inherit Mr. Bennets estate when he dies. Mr. Collins informs the family that Lady Catherine has instructed him to marry and that he plans to choose a wife from the Bennet daughters. He settles on Eliza, but is dumbfounded and insulted when she refuses him. He quickly moves on to Elizas best friend, Charlotte Lucas, who wants to marry for security rather than love. The two are soon engaged and married. At the same time, Jane is disappointed to find out that Bingley and the entire Netherfield party have left for London. Caroline Bingley writes to Jane that they do not intend to return. Caroline also predicts there will be a match between Bingley and Darcys sister, Georgiana, who is in London. Although Jane accepts that she can never be with Bingley, Eliza is outraged and suspects that Bingleys sisters and Darcy are pulling the strings to make sure Bingley and Jane are kept apart. Eliza visits Charlotte at her new home in Hunsford, Kent, and meets Lady Catherine De Bourgh. Lady Catherine is an overbearing woman who thrives on interfering with other peoples lives. Soon after Elizas arrival in Kent, Darcy visits his aunt with his cousin, Colonel Fitzwilliam. Darcy confuses Eliza with his behavior. He finds her for her company, but he does not say much. One day, he surprises Eliza by proposing to her. Still deterred by his pride and believing Darcy is responsible for Bingleys separation from Jane and for Wickhams misfortune, Eliza refuses him. The next day, Darcy gives her a letter explaining his role in turning Bingley away from Jane and gives an explanation of Wickhams situation. After examining the letter carefully, Eliza concludes that Darcy is innocent and discovers how even when she did not like Darcy for his pride, she was just as proud. After returning home for a month, Eliza goes on a trip with her aunt and uncle Gardiner to the Derbyshire County. While there, they visit Darcys estate, Pemberley. There they meet Darcy unexpectedly and are all surprised at how cordially he treats them. He calls on Eliza at her inn, introduces her to his sister, and invites her for dinner. Darcy is still in love with Eliza, and Eliza realizes that she has similar feelings for him. During the situation, Eliza received letters from Jane informing her that Lydia has eloped with Wickham. Hearing the news, Eliza and the Gardiners left for home immediately. Eliza fears that Lydia and the Bennet family are permanently humiliated and that her newly discovered love for Darcy is useless. However, when Lydia is found, she and Wickham marry. After the wedding, Eliza discovers that Darcy was involved in arranging the marriage. In doing so, he saved the reputation and eligibility of marriage for the other Bennet girls. Bingley soon returns to Netherfield and asks Jane to marry him. Jane accepts and Mrs. Bennets excitement is only diminished a bit by Darcys occasional visit. Meanwhile, Elizas happiness for Jane is interrupted by a visit from Lady Catherine, who has heard a rumor that Darcy and Eliza are engaged, which is not true. She rudely tells Eliza how the careless it would be for them to end up together. She tries to make Eliza promise to never marry Darcy and Eliza refuses. The refusal leads to Lady Catherine telling Darcy of Elizas impoliteness and warns him of how degrading a marriage to her would be. Still, her response gives Darcy hope that she feels the same way and when he proposes again, Eliza agrees to marry him. Incident: Wickhams character encompasses the theme truth is not always apparent. Before Eliza is introduced to him, he tried to run off and marry Georgiana. He also lied about Darcys nature to further convince Eliza that he was a bad guy. Finally, he ran off with Lydia with no intention of marrying her, but instead to have fun. He is a horrible man, but is cunning and convinces everyone that he is wonderful. Only a few people know his true nature. When Lydia ran off with Wickham, her judgment was misguided by his attractiveness and could not see him in the proper light. When he agreed to marry her he expanded the lie and ensured himself of gaining material wealth, which is all he truly cares about. Symbol: A symbol is the first ball. At the ball Bingley asked Jane to dance twice, which not only, in the moment, shows how much he admires her, but it also foreshadows to the two times that Jane and Bingley are together. The first time they are together is in the beginning, he asked to for the second dance, and the second time they are together is after being separated for a bit then coming back together, he asked her again during the fifth dance. The ball represents the push and pull of external forces and other people, and the growth of love. Point of View: The story is told through third person from Elizabeth. A way that this is effective is because we know everything that Eliza is thinking and her motivations behind her actions. The point of view being limited to one character allows for suspense, mystery, and personal epiphanies. The story becomes more personal because it is like being inside of Elizas mind. As the story unfolds and she is learning new things, it becomes more apparent. Yet, with the view there are disadvantages. The other characters motives are unclear and other characters private opinions about people are hidden. The whole story is not told because only one view is experiencing it rather than more characters. Quotes: By you I was properly humbled (Pg. 317 Darcy). Yes, vanity is a weakness indeed (Pg. 48 Darcy). Vanity and pride are different things, though the words are often used synonymously (Pg. 15 Mary). It is a truth universally acknowledged, that a single man in possession of a good fortune, must be in want of a wife (Pg. 1 Narrator). In nine cases out of ten, a woman had better show more affection than she feels (Pg. 17 Charlotte). I could easily forgive his pride, if he had not mortified mine (Pg. 15 Eliza).

How Does Digital Media Influence Us - 953 Words

How Does Digital Media Influence to You Did you know that cellphone are popularized suddenly in recent Africa? According to â€Å"Pew Research Center,† there are only one-in-ten people had a mobile phone in Tanzania, Uganda, Kennya and Ghana in 2002. However, the number of people who have a cellphone is growing, and cellphone ownership become common today even two percent of them had landline phone. In the research, they use cellphone for sending massages, taking a picture or video, making or receiving payments, getting a political news, and other ways. As the condition of Africa, people live a comfortable life with cellphones, computers, iPads, iPhones, tablets, and many digital devices as usual. In addition, the number of people who use digital devices is increasing gradually. For example, according to â€Å"Generation M2: Media in the Lives of 8- to 18-Year-Olds,† even 31 percent of eight years old to ten years old have own cellphone in the U.S. In the case of fiftee n to eighteen years old, 85 percent of them have their own cellphone. In addition, the average of using entertainment media is 7 hours and 38 minutes per a day, and they use much time for texting, calling, playing games, and so on. These researches shows us how big number of child use digital media. When children use them, some people might feel anxiety as â€Å"The digital media must affects students badly.† However, this hypothesis is incorrect. Actually, students need to use digital media because using digital media hasShow MoreRelatedBook Report On Technology And The Internet1262 Words   |  6 Pagesway because let’s face it; this topic itself is a little tedious. However, this book showed us a brand new way of talking about Internet and the influence it has brought to our life. The way the author quoted the researchers’ sentences and theories helped us to feel more willing to continue reading this book. We used to read books to absorb new information or just kill time. It was a traditional way for us to obtain knowledge and ideas of people around the world. Sometimes we spend several hours orRead MoreThe Impact Of Digital Media On Modern Society1618 Words   |  7 Pageslast two decades, our view of mass media communication in modern society has been extensively reconfigured by the â€Å"new media† applications stemming from the rollout of digital technologies. In so many different ways, the digital media has come to be seen as the definitive technology of our times. The powerful combination of mechanical calculation, electronics, binary code and human language system touches us in almost every aspect of life† (Athique, 2013). 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Given that the average American is confronted with up to 5,000 advertisements a day, it is difficult to refute the legitimacy and impact of these claims. Advertising, film, print media, and the digital world all rely on the visual to transmit potent messages to the public. These images are rarely just aesthetic displays. Each visual putRead MoreMass Communication Essay1016 Words   |  5 Pagesreceivers. Ideally, the study of mass communication is concerned with how content influences or affects the behavior, attitude, opinion, or emotion of the person or party on the receiving end of the information. As students seeking to become communication professionals, it’s imperative that we study the exchange of information by people through mass media to large segments of the population at the same time. 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This exceptionally innovative technology was once only imaginable in science fiction literature, and is now a reality for most of humanity. We use this form of communication on a daily basis throughout the planet. We rarely stop to think about how wondrous and seemingly magical this advanced technology

Does the Media Control the Public Free Essays

Media, it is the main means of communication, as radio and television, newspapers, and magazines that reach or influence people widely. Anyone who controls any form of media has vast amounts of power over the public. A simple news story can change society’s opinion over a certain topic. We will write a custom essay sample on Does the Media Control the Public? or any similar topic only for you Order Now However, without the media, we would not get an insight into controversies that are happening half way around the world. If it weren’t for the media, dictators would not be brought to their knees, and answer to the crimes that they have committed. Whether we know it on a conscious level or not, we are being influenced by the media, whether you think you are not being affected, you are at some level. It is not only about the way we look, but also the food we eat, the things we buy and our concept of happiness, love, and sadness. Everywhere one goes they see magazines, billboards, television shows, commercials etc. , and these are the things that we want in life. This is similar to the social cognitive learning theory, essentially monkey see monkey do. Trends and fashion statements are shown in the media and then society often follows them up. Children are vulnerable and susceptible to this influence from the media, especially with the amount of exposure to the level of communication, and technology that is available to them in this day and age. Companies spend millions of pounds each year on TV advertisements, so that they can sell and in return gain millions of pounds profit. This is a form of communication used to encourage or persuade an audience to perform a certain action. Advertising messages are usually viewed via various traditional media; including mass media such as newspaper, magazines, television commercial, radio advertisement, outdoor advertising or direct mail. We are accustomed to see people with rich people with skinny bodies and faces due to airbrushing and surgery, and that is what we strive for. Skinny is often seen as a luxury, a sign someone can afford the gym, and healthy foods, when many years ago being heavy was a sign of luxury, that one could afford to eat. The reason why think this way, is because of media advertising, whereas before, being ‘big’ would demonstrate your wealth as you could buy a lot of food, now being skinny is what considers you to be rich. However, it is not only the companies that use this technique to make eople buy their products, governments also use this technique to make the public commit to their ideas. During World War 2, Nazi’s used the media to justify their course, and so did a multitude of other countries. Media manipulation has been going on for many years, and especially with today’s media it is very easy to spread propaganda and even easier to make people believe it. F or example, every year, a state-owned publishing house releases several cartoons called geurim-chaek in North Korea. The plots mostly feature scheming capitalists from the United States and Japan who create dilemmas for naive North Korean characters. Governments find this very easy to make the public do what they want, without them actually knowing it consciously. As opposed to providing certain information to showcase, propaganda, in its most basic sense, presents information primarily to influence an audience. Propaganda is often dispersed over a wide variety of media in order to create a chosen influence upon the public, making sure it will be imprinted into the minds of the public. Governments would usually take the current situation, and try and manipulate them in a way that would make the opposition seem at wrong. They would also sometimes hide information from the public from the country or the world. The media can be easily changed and manipulated to suit a government’s need, just like how it can be changed to only represent one side of the argument, persuading the reader to believe what a certain media company wants them to believe in. Media bias is the perceived biasness of a certain piece of news that has been produced by journalists and news producers that are intending to persuade a certain category of people. There are three types of newspapers; right winged newspapers and left winged newspapers. Right winged news paper companies will usually be against any immigration topics and are usually very patriotic, whereas left winged newspaper companies are quite liberal and diplomatic. However there may be multiple motives for this act, and they quite discreet about which side they are on, as a common lay man would think that the newspaper is telling the truth. Many political parties have influence over a certain newspaper company that will spread their news and propaganda, trying to influence the reader to vote or to support that particular party. For example ‘The Guardian’ is a left winged newspaper that is the ‘voice’ of the Labour party at the present moment, and ‘The Sun’ is more of a right winged party, and they mainly support the conservative party. It is common practice for newspapers to declare an explicit affiliation with a political party, and affiliated newspapers were explicit in representing their party’s point of view, for example, on the 19th of April 1989, the Sun disgraced the Liverpool fans who had died in the Hillsborough disaster, by stating that many Liverpool fans had pick-pocketed the dead and had urinated upon the dead police officers at the scene. The Sun was supposed to have recited the very words that a Conservative MP had said in a speech. This sparked many arguments across the globe, and this can show how much damage any media company can do. Smaller newspaper companies also do the same, as they would most likely support the county that they are in, rather than supporting some other county. For example if you were to compare a football review between the two teams’ local newspapers, both of them would tell a different story, as they are biased towards the side that they support. However, without the media we would not be informed about what is happening across the globe, and we would almost be ignorant to the events that are happening outside of our local area. By having media, we would be able to gather the voices of a nation, and voice our concerns about a topic. Without the media we would not be able to have any liberty to do anything we want and we would be able to fight back against multinational companies, monarchies, and governments. For example, in Libya, Muammar Gaddafi was using his own private military and army to rule over the country with fear, to dictating the country. It helps us learn more about the world as well as interacting with each other. Without the force of the country upon him voiced by the media, he was being pressured to step down; he could have still been in power today if it weren’t for the media. We are in an age whereby we have such amazing technology that allows us to access pretty much any point of the globe without stepping out of our house. The media helps us understand both sides of the argument, and not all of the news companies are biased. If it weren’t for the media, we would have been a single-minded society, only thinking a certain way. We would be able to be equal, with certain groups thinking that one group is better than another, and eventually it will end up in a fight, and then leading onto wars, for example in World War 2 (1939-1945), Adolf Hitler had discriminated the view that all Jews were ‘parasites’ and that they were stealing all of the jobs available, and that they are the reason for the bad economy. The media give us a common ground where we can all talk about, reflect and form opinions about the world at large; environmentally, politically, socially, and culturally. Without using media, politicians would not be able to convey their message across. The media also helps suffering countries in a time of despair, and warns us about casualties that have happened in an accident or disaster. The media will inform us and it could make a difference to the people in need, as it will provoke us to raise money via charities hence helping the people in need. If it weren’t for the media, it would be difficult for the charities to communicate their messages. However, in the end it’s all about our choices and what concepts we choose to subscribe to and adopt as ours. But I personally believe that media does have a big involvement in the everyday lives of the public, and we are very much influenced by that. Governments today still use the media to convey their messages. I am not stating that we don’t need the media; we need to have media in our lives, as it will give us a chance to interact and have knowledge about what is going on around the world. So in conclusion, I believe that although we will need the media in the future, we should not believe all of it, and we should act upon our own opinion-not something that someone else is telling us. How to cite Does the Media Control the Public?, Papers